Sinead Borgersen

Company Culture: “There are varying and different perspectives on what senior leadership thinks versus what an employee thinks about culture, and that’s that gap you’ve got to really pay attention to, because that’s where there’s potential toxicity or misalignment,” says Cappellanti-Wolf. Fixing a toxic or negative company culture is possible, according to the study, but requires great communication and listening. Employees that are well-informed and updated on recent company news are 66% more likely to be optimistic, engaged, and forward-thinking, and 63% more likely to say they’re comfortable sharing opinions at work. “Our research shows that organizations that invest in culture—specifically, aligning their benefits, initiatives, and technology with the needs of their people—will have an advantage when attracting and retaining top talent and building a high-performing workforce,” says Cappellanti-Wolf. Brit Morse Fortune.com #companycuture #employeeengagement #employeeturnover #employeeretention #organizationdevelopment

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We are finding AI can be biased and discriminatory based on coding.

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Healthcare industry leaders report facing HR roadblocks such as hiring and retaining good employees, cybersecurity threats, and maintaining legal and regulatory compliance. But there’s a path forward to navigate these traffic jams with our Strategic Roadmap to Drive Growth in Healthcare.

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The following was in an Human Resource Executive Magazine article from yesterday: "According to the survey, employees and managers are increasingly trying to avoid discussing politics at work: 77%, compared to 61% last year. This includes digital settings: 81% favor keeping sociopolitical discourse out of company digital communication channels, up from 66% in 2023. Also, 68% prefer to steer clear of such discussions on sites like LinkedIn, marking an increase from 57% last year. Despite this, 58% agree that respectful sociopolitical discourse should be encouraged in the workplace, compared to 48% in 2023. According to Zehavi, this demonstrates the complexity of establishing the right forums for these conversations for leaders and HR professionals." What are your thoughts regarding this issue? I'll start - I think politics do not belong in the workplace unless you are a political organization such as a political campaign headquarters. Here's the full article https://lnkd.in/gwRjje_f

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🚨 Breaking the Barrier: Addressing Ageism in the Workforce 🚨 As we strive for diversity and inclusivity in the workplace, it's crucial to address the issue of ageism that still prevails in many industries. While progress is slow, I'm heartened to see some companies taking steps to create opportunities for retired-age workers. 1. Ageism in the workforce limits opportunities for experienced individuals who still have much to contribute. 2. Building a multi-generational workforce leads to a more dynamic, innovative, and balanced workplace. 3. Recognizing the value of older workers fosters a culture of respect and appreciation for all employees. Let's challenge ageism in the workforce by: 1. Advocating for age-inclusive hiring practices and policies. 2. Supporting initiatives that promote mentorship and knowledge-sharing across generations. 3. Encouraging dialogue within our organizations to raise awareness and create a more supportive environment. Thank you to #Chowking on how you are opening the doors of opportunity for our retired workers. 🫶We can break down barriers and create a workplace that celebrates the diverse skills and experiences of all individuals. Share this post to spread awareness! Together, we can make a difference. 🫶#InclusionMatters #BreakTheAgeBarrier #DiversityandInclusion #WorkplaceEquality #Ageism Let's amplify our impact! 🌍🤝 📷Picture credits to the owner

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SHRM24 Conference in one word: Phenomenal! Key lessons reinforced: we are stronger than we know; feel the fear and do it anyway; trust your intuition; AI + HI = ROI; and finally, we are not alone—same HR challenges, different area codes.

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I learned so much at last week’s “Pioneering Approaches to Digital Transformation and the Future of Work” virtual conference, hosted by From Day One. AI is already providing major efficiencies in the world of Human Resources–to those willing to evolve their workflow. It can be used for everything from chat bot engagements to creating job descriptions to managing payroll to crafting performance reviews. The biggest takeaways from this event were on how to integrate technology into your everyday workflow:  -Think of technology as a coach or a partner to provide research, input, efficiencies, thought starters, and other value where it makes sense.  -Gradually onboard this new technology partner, making micro adjustments to how you work. This year I used AI chat to help synthesize my year-end performance feedback for my team and then create a few summary bullets. -Introduce this new “partner” to the rest of the team like any new member–calling out their expertise and the value they can bring. After all, people don't resist change, they resist being changed and can be one of the biggest distractors in an organization if they don’t buy into something new.  -So start by using simple, yet encouraging, language such as-Imagine if? What if we could?  -And share how you’re using new technology. This can help people see the value it could bring to them, freeing up time to focus on more strategic work.  -Finally, people default to what is known and easy. So communication is key. Did you know it takes six-20 times for messages to sink in? #Genentech  #FD1Virtual #HRPanel #GenAI

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As we enter the holiday season, I'm inspired by the creative ways our communities are coming together to lift one another up. The holidays are a time of joy and generosity, but they can also bring challenges, especially for those in need. I recently came across a couple of ideas that warmed my heart and sparked a desire to share more of these stories: 🎁 The Gift of Connection: In a local community post, someone suggested commenting about one thing you need but can't afford right now ~ and inviting others to help if they can. Whether it’s through sharing a connection, passing along an item they no longer need, or offering advice, it's incredible to see people stepping up to support one another in simple but meaningful ways. 🎄 A Tradition of Giving: Another family shared their beautiful tradition of gathering toys and stuffed animals their children no longer play with, placing them in boxes under the tree for "Santa" to take back to the North Pole. These items are then donated to shelters or toy drives to bring joy to children who need it most. What a wonderful way to teach children about generosity and kindness! Here are a few more creative ways to spread kindness this season: ▶ Organize a "Give and Take" board at work or in your community, where people can post needs and offers—whether it's a skill, service, or an item. ▶ Host a "Reverse Advent Calendar": Each day, add an item to a box to donate to a food pantry, shelter, or nonprofit. ▶ Check in on colleagues and neighbors: Sometimes, a warm meal, a shared celebration, or simply knowing someone cares can make all the difference. I’d love to hear from you ~ what are your favorite ways to give back during the holidays? Do you have unique traditions or creative ideas to help others? Let’s inspire one another to make this season brighter for everyone. #HolidaySeason #Kindness #GivingBack #HRLeadership #CHROPerspective

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Last week I was surrounded by 5,000+ other HR professionals in Florida for Gartner Reimagine HR Conference. I attended sessions on AI and it’s uses in HR, the future of work for DEI, bias in talent management processes and DEI round tables. It was absolutely exhilarating, exhausting, and fulfilling. My favorite session was on DEI accountability, led by CV Viverito, made me think a lot. About ownership, accountability, and responsibility. Everyone talks about linking DEI to business objectives but never about the HOW. And the HOW is so dang hard. Business leaders have other focuses to prioritize so as DEI leaders, we need to meet them where they are. We need to ask “what is at risk if we do nothing?” and “how can DEI help solve your top business problems?” I learned so much in this session - actionable next steps to bring back to my work. DEI work doesn’t end. In times of stress we need to center the important of diverse and inclusive workplaces. It felt so great to be in spaces where I could refresh and recharge.

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Done with SHRM and want to take some action? I got you, we just launched a petition over at Equitable HR Guild! SHRM's recent actions and long-standing issues, such as high costs, outdated practices, lack of DEI focus, corporate bias, and anti-union stances, have made it clear that SHRM is no longer a reputable authority on HR. Join us in this call to divest from SHRM and support more inclusive and equitable HR practices. By moving beyond SHRM, we can open doors to a broader pool of talented HR professionals and build more diverse and inclusive teams. We envision this petition as a way to bring our collective voices together to advocate for meaningful change. Consider these calls to action: 🔺 Let your SHRM certification lapse. 🔹 Remove SHRM certification requirements from job postings. 🔸 Embrace more diverse qualifications. ◾ Stop sponsoring or attending SHRM events. 🔻 Promote equitable and inclusive HR education. 🔸 Advocate for better representation to lawmakers. 🔹 Commit to embedding DEI in your HR practices. Sign the petition at the link below and help us drive the change we wish to see in our workplaces. Please share as well! Big thank you to Angela R. Howard, Mahal Maningas, and all the folks I've chatted with over the last few days who helped make this possible!

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Josh Bersin so accurately describes where the future of work is headed. It’s a great set up for the work that we are doing at Main Line Health by building a new job architecture. Employees want mobility, flexibility, and the opportunity to grow their skills at work. We are ensuring we are poised to deliver it in an even more nimble environment. I also love the focus on the employee experience. Nothing else matters. If you focus on your people they will deliver the best experience to your patients or customers. What is your organization doing to drive skill building and develop you and your teams? #greatplacetowork #employeeexperience

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Trivia Tuesday: Did you know that the term 'Human Resources' is slowly being replaced by 'People and Culture' in many organizations? This shift reflects a growing emphasis on the importance of cultivating a positive workplace culture and recognizing employees as valuable individuals, not just resources. How do you see this transition impacting the future of HR? Share your insights in the comments below! #TriviaTuesday #PeopleAndCulture #FutureOfWork

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There's no shortage of data in your company -- it's the way you put it to work that will make or break your talent acquisition efforts. For health systems, that often requires breaking down silos and bringing together insights that can drive real-world recruiting results. What does that look like at scale? Here's a glimpse: the University of Maryland Medical System and Cielo tapped into the power of tech and analytics to make 9,000+ critical hires, while also improving turnaround times. https://lnkd.in/gyYNh_j8 “We knew we needed a strong partner to help centralize and standardize the talent acquisition function. Cielo’s strategic approach yielded the results we needed to succeed in a competitive landscape.” -- 𝘛𝘢𝘮𝘢𝘳𝘢 𝘚𝘢𝘶𝘯𝘢𝘪𝘵𝘪𝘴, 𝘊𝘏𝘙𝘖 𝘢𝘵 𝘜𝘔𝘔𝘚 I'm so proud to be partnering with UMMS, and proud of my Cielo colleagues who keep delivering breakthrough results that illuminate talent (and data!) wherever it's found.

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This is a good piece from HBR giving three reasons why this period of automation is different... https://lnkd.in/eYbXH_p9

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It often starts innocuously: first, you have a payroll system. Then, you add an HRIS, followed by an applicant tracking system, a benefits enrollment program, a wellbeing platform, and a compensation management tool. Before you know it, you've fallen victim to HR software sprawl. Welcome to #HRThursday! To minimize this issue, our SHRM leaders offer a few pieces of advice. First and foremost, start with governance. Before rolling out any new HR software, look across the organization and ask: do we already have an existing system that can meet this need? At a previous employer, our HRIS vendor tried to sell us project management software, but upon further inquiry, I discovered that IT was already using a similar tool. It made perfect sense to connect the project managers with IT and leverage their existing platform, reducing the number of systems to log into and ensuring easy access. (other takeaway - make IT your best friends) A recent Gartner study of 500 HR leaders found that 83% regretted a recent HR technology-buying decision. Before making a purchase, ask killer questions, request multiple demos, interview current customers, post inquiries in online forums, and tap into your local SHRM network - like HRP - to gather insights from nearby users. Moreover, take the time to map out your 3-5 year vision for your HR software ecosystem. Resist the temptation to be an early adopter solely for a discount; I've learned the hard way that buying into new software before the bugs are worked out can lead to deployment challenges. Technology is evolving rapidly, and the plug-and-play model is becoming increasingly prevalent. Early in my career, it was easier to simply turn on all the modules within a single HR system. However, today, there are multiple vendors that can integrate seamlessly. Determine your "hub" – likely your payroll system (remember the first rule of HR: Don't Mess Up Payroll), and then map out which systems can plug into it. When signing contracts with new vendors, ensure they can seamlessly integrate with your hub. As you build out the "spokes" of your technology wheel, identify opportunities for systems to share information and consider developing APIs to facilitate data exchange and reduce manual uploads. Finally, if you have a dedicated purchasing team, leverage their expertise! Vendors are becoming increasingly savvy, so partner with your procurement professionals to ensure they scrutinize the fine print in contracts. They can also assist in identifying potential overlaps with other systems already in use across the organization. (reminder - make IT your best friends!) By following these small planning steps, you can help reduce technology debt and ensure a streamlined, integrated HR software ecosystem. https://lnkd.in/e6xRT9rc

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Not sure how I missed this earlier this year, but this article provides good reporting on why SHRM removed E and some of the backlash that occurred. The very last section provides good alternate strategies to employ, which is the direction that the Center for Accounting Transformation was moving toward anyway, so I'm glad to get affirmation that we are moving in the right direction. #betterbizculture https://lnkd.in/gKD3M3fm

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Super interesting data! My takeaway is that focusing more on accountability in real time is the best way to change culture and behavior.

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