Brian Heger’s Post

Here is issue 243 (6/9) of Talent Edge Weekly. Topics include performance management, internal mobility, skills-based talent practices playbook, workforce capacity, and organization network analysis. A new issue will come out later today (Sunday, 6/16) at 6 PM EST. Make sure you are one of the +34,000 who will receive these new insights! #hr #humanresouces #talentmanagement

Join Our #HumanResourceBusinessPartnerSeries!   Dear #HRProfessionals,   In today’s dynamic corporate landscape, the importance of talent acquisition and retention cannot be overstated. As highlighted in Deloitte’s compelling article, “Becoming Irresistible: A New Model for #EmployeeEngagement,” the era of the war for talent has shifted. Talent now reigns supreme, with employees wielding increased bargaining power and companies striving to understand and fulfill their needs.   In response to this paradigm shift, we are thrilled to invite you to our Human Resource Business Partner Series, designed to equip #HRpractitioners like yourself with the insights and strategies needed to thrive in this talent-driven environment.   Why Attend? Gain invaluable insights into:   #EmployeeEngagement: Discover key elements and effective surveying techniques to enhance engagement. 13 May 2024   #PerformanceManagementRewardandCulture: Learn how to leverage tools for monitoring, evaluating, and cultivating a thriving workplace culture. 14 May 2024   #CareerDevelopmentandTalentRetention: Unlock the secrets to fostering talent growth, succession planning, and retaining top performers. 15 May 2024   #HRBusinessPartner #EmployeeEngagement #TalentRetention #CareerDevelopment #HRStrategy #employeesBargainingPower   Book Now: https://lnkd.in/dtS5U7fr   For more information contact Sumaya Hoosen INDABUKO CONSULTING Deloitte

https://aihr.ac/3QoW9wr 🌐 Facing the future of work: By 2030, 85 million jobs could go unfilled due to skill gaps. With 98% of executives planning to embrace skills-based strategies, now’s the time to understand what it means to be a Skills-Based Organization. Our guide covers 10 actionable steps HR professionals can take to lead this critical transformation and close the skills gap. How is your team tackling the skills gap? Let’s share insights below! 👇 #FutureSkills #SkillsGap #HRLeadership #SkillsTransformation

Traditional work frameworks based on static jobs are becoming obsolete. In a volatile, machine-augmented world, we need to enable talent to flow seamlessly to ever-changing tasks based on skills. This shift to a skills-powered organization will transform every aspect of workforce management. Join Mercer’s Tim Flank (HR and Workforce Transformation Leader) and Tanu Gupta Jain, SPHR (Workforce & Org Transformation Principal), as they explore why work design is becoming a core capability for organizations. Don’t miss your chance to learn about: - The need for remaking outdated work frameworks - The benefits of seamless matching of skills and tasks - Strategies for transforming workforce planning and management Register now to understand how to redesign work and connect talent effectively: https://lnkd.in/eyi_PtFd Learn more about our LinkedIn Live series via https://lnkd.in/dp49QqVU #FutureOfWork #Skills #WorkDesign #TalentManagement #Thinkers50 #Mercer #OrganizationalAgility #SkillsPoweredEnterprise

Is your traditional talent management approach causing you to miss out on top talent? In today’s dynamic market, this could be a critical issue for your organization. Traditional talent management operates on outdated assumptions and is thereby holding us back: 1. Long-term employment: The days of lifelong loyalty to one company are fading. Job-hopping is the new norm. 2. Standardized solutions: One-size-fits-all can no longer meet individual employee needs. 3. Client/employee focus: Why place employees at the end of the value chain when they should be at the center? 4. Job architecture: Fixed roles and rigid job profiles can hinder adaptability and creativity. 5. Internal focus: Ignoring the potential of contingent workforce means missing out on great talent. As highlighted in the recent PwC Global Workforce Hopes and Fears Survey, employees are increasingly seeking integrated, holistic experiences that cater to their unique needs. But, how can organizations make that happen? Our Total Talent Transformation approach solves the above mentioned issues with: 🌐 Holistic Connection: By linking different talent management services flexibly and adaptively, we can meet the changing needs of both talents and organizations. 🔀 Modular Approach: A modular end-to-end talent management system interlinks pieces in such a way that they are interchangeable and can be combined as required. 🧩 Strategic Linkage: Thinking holistically means aligning talent management strategies with overarching business goals. It's about fitting and adapting different elements to current priorities and future needs. 👥 Agile Teams: Set up teams that are not only skilled in specific topics but are also capable of dealing with them cross-functionally. This eliminates siloed thinking and promotes a comprehensive understanding of talent management from all angles. In my opinion, the transformation of traditional talent management isn't just about keeping pace but thriving in an ever-changing landscape. A holistic approach aligns HR strategies with talent and business needs, creating a positive employee experience that encourages loyalty, reduces turnover, and ensures organizational goals are met. Curious to hear more? Let's talk! Sebastian Gemeinhardt Dr. Nicholas Folger Dr. Christina Altendorfer Christina H. #TalentManagement #WorkforceTransformation #EmployeeExperience #HRInnovation #FutureOfWork #TotalTalentTransformation #PwC

Studying people analytics is beneficial for professionals in various roles, not just HR, as it provides valuable insights that can inform decision-making, enhance productivity, and drive organizational success.

For our first webinar, we will explore the intricacies of managing a multigenerational workforce in today's rapidly changing business landscape. About this Talk: In a 2024 PwC study on Asia Pacific Workforce Hopes and Fears, 'nearly a third (31%) said they are likely to change employers in the next year'. What will it take to proactively manage and navigate the complexities of a multigenerational workforce with evolving expectations and needs, before it is too late and we regret losing our employees? This learning session introduces business leaders to key trends, experiences, challenges and opportunities that a multi-generational workforce brings into our workplace in order to unpack perspectives, motivations, approaches and engagement strategies to manage potential conflicts, while elevating business competitiveness, organizational culture, social sustainability and overall employee satisfaction. Don't miss this chance to elevate your leadership and create a thriving workplace! To register: https://lnkd.in/eXthHFd4 Regular Program Fee: Php 700.00 2-talk Bundle: Php 1,000.00

There’s still time to secure your seat for tomorrow! Get ready to elevate your HR organization’s performance with insights from top HR leaders in our upcoming webinar! From aligning HR with business strategy, to leveraging data and analytics, to enhancing project management skills, we’ve got you covered. 🗓️ Mark Your Calendar: Thursday, December 5, at 1:00 PM ET Register today >> https://lnkd.in/ei6gMNM9 hashtag #webinar hashtag #hr hashtag #hrleadership hashtag #chroinsights hashtag #elevatinghr

People analytics is a people management strategy that helps organizations understand people’s attitudes, behaviors and potential. It is a way to predict people’s behavior in the future, which can be used for HR purposes such as hiring, orientation or training. This signifies one of the best methods to support and gain insights on what the industry identifies as a human resource. People analytics is already being used by some organizations as a way to identify potential talent gaps through predictive analysis. In addition, people analytics can be used for succession planning—identifying where future skills shortages may occur and can allow companies to proactively address those gaps. Furthermore, it assists in guiding a business on how to develop another human resource for replacement of an outgoing employee when the time comes. For more on this, check out out blog post on Caribbean HR and People Analytics: https://lnkd.in/eZDdksz7 #teamincus #peopleanalytics #caribbeanhr #success

People analytics is a people management strategy that helps organizations understand people’s attitudes, behaviors and potential. It is a way to predict people’s behavior in the future, which can be used for HR purposes such as hiring, orientation or training. This signifies one of the best methods to support and gain insights on what the industry identifies as a human resource. People analytics is already being used by some organizations as a way to identify potential talent gaps through predictive analysis. In addition, people analytics can be used for succession planning—identifying where future skills shortages may occur and can allow companies to proactively address those gaps. Furthermore, it assists in guiding a business on how to develop another human resource for replacement of an outgoing employee when the time comes. For more on this, check out out blog post on Caribbean HR and People Analytics: https://lnkd.in/eZDdksz7 #teamincus #peopleanalytics #caribbeanhr #success