John Doyle’s Post

Most people criticise HRs and make fun of them, and it has become normal on LinkedIn. But today, on the occasion of HR Professionals Day, I want to appreciate the HRs out there and want to highlight how far their role has evolved. It's pretty amazing to see how the HR role has transformed from a mere support function into a powerhouse that's driving business strategy and shaping company culture. Over the past few years, we've seen HR step up in some big ways: - As Strategic Partners, HR pros are now right there at the executive table, weighing in on decisions that go way beyond just managing people. They're helping to chart the course for where the business is headed. - HRs have become the go-to for Employee Engagement, coming up with creative ways to keep people motivated and innovative. It's not just about perks anymore - it's about creating an environment where people really want to bring their A-game. - When it comes to company branding, HRs are becoming front and center. They're the ones making sure the company looks good to potential hires and keeps the rockstars they already have. - With all this talk of the "Great Resignation," HRs are leading the charge in making workplaces where top talent actually wants to stick around and grow. - And let's not forget about data - HRs are now crunching numbers and providing insights that are helping shape how organizations grow and stay competitive. >To all my HR colleagues out there: Your job has never been more important. You're not just keeping the wheels turning - you're in the driver's seat. And >To the business leaders: Your HR team is a goldmine of strategic value. Give them the support they need, and watch your organization soar. Happy HR Professionals Day! Let's celebrate the huge impact HR makes every single day. #hr #hrs #humanresources #businessstrategy #employeeengagement #talentacquisition #recruiters #hrday

I hope everyone had a fantastic long holiday weekend and that your bellies are still full from all the delicious food! As we look ahead to 2025, many businesses are focused on growth. But where does growth start? With the people. The heart of every thriving organization is its workforce, and investing in your HR strategy can make all the difference. 📊 Did you know: 64% of SMBs prioritize recruitment, selection, and onboarding. Only 37% of SMBs consider their HR operations highly mature. And just 24% of SMBs utilize HR technology at a strategic or advanced level. At UKG, we have tons of fantastic resources and solutions designed to help organizations like yours transform HR into a strategic business asset. Whether it’s streamlining recruitment, retaining top talent, or making data-driven decisions, we’re here to support you every step of the way. Let’s make 2025 the year your HR strategy propels your business to new heights! If you’d like to learn more or need guidance, feel free to reach out—I’d love to connect! #HR #SmallBusiness #StrategicGrowth #PeopleFirst #UKG

What is the future of HR by 2030? How will HR leaders navigate uncertainty and prepare their HR function for the future? It was a real pleasure to be invited by Mary Catherine Masciangelo, MIR, SPHR York University Assistant vice-president human resources (CHRO)to deliver a presentation to the COUNCIL OF SENIOR HUMAN RESOURCE OFFICERS (CSHRO) of the Universities of Ontario on the future of HR , emerging HR trends in 2024 and the implications of generative ai on the future of work. It was intriguing to explore these topics with Senior HR leaders from the Ontario university sector last week. I want to thank my colleagues Sally Cornet, MBA, GPHR, SPHR and Kelly Mac for their support with this arranging this speaking opportunity. In our session we explored: Over the past several years, HR has played a critical role in guiding the organization through change and uncertainty, prioritizing HR activities that will add the most value. Several drivers of change will continue to influence the HR landscape: 👉🏿Shifts in workforce demographics and composition are bringing more diversity to organizations. 👉🏿Political, social, economic, and environmental developments are raising concerns around living costs, recession, global health concerns, climate change, and social movements. 👉🏿Work itself is being reconceptualized through contingent workers, multiple-job holders, and remote and hybrid work. 👉🏿Changes in employee sentiment are driving an increased desire for work-life balance, flexibility, and security. 👉🏿Technological application and advancement are forcing organizations and HR functions to evolve and adapt. Sentiments toward the HR function remain largely consistent – it has been perceived as a function that is increasing in importance, rather than one that is already important. Our Future of HR Report can serve as a powerful resource, providing a strategic lens to propel HR's transformation and drive organizational growth through informed decision-making and proactive planning. Implications for the Future of HR HR's role as a strategic business partner is pivotal in helping organizations prepare for the future. While many HR functions are already operating as a strategic partner, many remain reactive and struggle to prove their strategic value. Our research focused on : ✴️ Understand the drivers that influence HR, and build a robust affirmation for the importance of HR. ✴️ Prioritize HR activities that will add the most value and determine what skills are required to deliver on those activities. ✴️ Recognize the need for designing a customized HR structure and operating model to deliver value to the organization. #chro #hrstrategy #humanresources

Markets and businesses do not operate in a vacuum. Short-term trends shape the way we work, and longer-term megatrends change the world and how we operate within it. We believe these megatrends will have the largest impact on economies, organizations, and individuals over the next decade. HR needs to respond to these megatrends in order to guide the organisations in a meaningful ways. 1. Composition of labor market is changing 2. Resource scarcity is influencing organizational effectiveness 3. Advances in technology are impacting future work design 4. Changing relationships with work and employment #HR #HumanResources #Futureofwork #HRtrends

In the bustling world of business, where profit margins and productivity dominate discussions, there exists a silent force often overlooked and underappreciated: Human Resources (HR) professionals. They are the architects of organizational harmony and the guardians of employee well-being. Yet, despite their indispensable role, they frequently find themselves undervalued in today's corporate landscape. Imagine a symphony without a conductor, a ship without a compass, or a puzzle missing its final piece. That's akin to an organization without its HR department. In the relentless pursuit of profit, it's easy to overlook the human aspect of business. However, it's the HR professionals who remind us that behind every balance sheet and quarterly report are real people with aspirations, concerns, and emotions. They are the empathetic listeners, the problem solvers, and the mediators who bridge the gap between management and staff. Moreover, in today's dynamic work environment, where talent retention is as crucial as talent acquisition, HR professionals play a pivotal role in nurturing and retaining top talent. They craft strategies for career development, mentorship programs, and diversity initiatives, fostering an inclusive environment where employees thrive and grow. Yet, their contributions often go unnoticed amidst the clamor for quantifiable metrics and immediate results. It's time to acknowledge that HR is not just a support function but a strategic partner in driving organizational success. From recruitment to retirement, HR professionals are involved in every stage of the employee lifecycle, shaping the workforce of tomorrow. So, why then are HR professionals undervalued in today's scenario? Perhaps it's the intangible nature of their contributions, the absence of tangible metrics to quantify their impact, or simply a lack of understanding of their multifaceted role. Whatever the reason, it's imperative that organizations recognize the invaluable contributions of their HR teams and accord them the recognition they deserve. #HR #humanresource #corporatelife

The early 2020s saw many shifts in the ways we work 🌪️ Over the past four years — the rate of change in technology, talent, economic, geopolitical, climate, and consumer & social aspects has risen sharply by 183% (Accenture). This calls for the HR profession to redefine its impact & how HR operates and contributes to the organization 👉 https://aihr.ac/3UQrsDf #HR #HumanResources #FutureOfWork #HRtrends

“𝐇𝐑 𝐧𝐞𝐞𝐝𝐬 𝐭𝐨 𝐛𝐞 𝐚 𝐭𝐫𝐮𝐞 𝐩𝐚𝐫𝐭𝐧𝐞𝐫, 𝐯𝐞𝐫𝐬𝐮𝐬 𝐇𝐑 𝐛𝐞𝐢𝐧𝐠 𝐚𝐧 𝐨𝐫𝐝𝐞𝐫 𝐭𝐚𝐤𝐞𝐫” Fortune often provides insightful articles on the HR industry in Asia, I don't subscribe to many, nor do I get commissions for sharing their content, though I should. For those who don't have access, one paragraph stands out to me and mirrors what CHRO's have shared with me: 'Around 84% of CHROs expect the function to become more automated and tech-enabled, according to Mercer’s 2024 Voice of the CHRO Report, which polled HR and people leaders from 183 organizations. Another 65% say that the traditional HR skill set will diversify to focus more on non-traditional areas, including technology, analytics, scenario planning and business operations. And around 79% of CHROs say the function will be more aligned with business strategy.'

An excellent summary of key issues and themes HR teams are facing today. What else would you add? What strategies do you think are most important to adopt now in response to changed conditions?

The landscape of talent acquisition is always changing, and HR leaders are the navigators of this change. 🧭 In the current workplace we're seeing a shift towards a skills-based hiring model, and if we want to succeed in this shift, it's crucial to understand the journey from traditional job-based structures to dynamic, skills-oriented frameworks. 🛠️ A recent report by McLean & Co. points toward the pivotal role HR professionals play in this transformation. The report suggests that becoming "skills-aware" is the first step in bridging the gap. This awareness allows companies to recognize and leverage the unique skills, potential, and career aspirations of their employees. 💼 However, the transition isn't without its challenges. Fundamental conditions such as leadership buy-in, cross-functional teamwork, and adequate resources are essential for a successful shift. And while the buzz around skills-based hiring is loud, the reality is that many organizations are still catching up — with some changes being in name only, lacking in tangible hiring behavior shifts. This discrepancy is notable, especially considering that over 80% of workers favor a skills-first approach and would commit longer to companies that practice it. The desire for career development and skill-building is stronger than ever, particularly in an AI-driven world where adaptability is key. At Payscale, we recognize that integrating skills data into HR processes is a complex yet critical step. It's about aligning learning programs with business goals, fostering a culture of continuous learning, and ultimately, enhancing employee retention. As we continue to navigate these changes, our focus remains steadfast on empowering HR leaders with the tools and insights needed for a skill-based future. Read the article: https://lnkd.in/dA-mHXKC #SkillsBasedHiring #HRTrends #FutureOfWork #CareerDevelopment

The early 2020s saw many shifts in the ways we work 🌪️ Over the past four years — the rate of change in technology, talent, economic, geopolitical, climate, and consumer & social aspects has risen sharply by 183% (Accenture). This calls for the HR profession to redefine its impact & how HR operates and contributes to the organization 👉 https://aihr.ac/3xptYXI #HR #HumanResources #FutureOfWork #HRtrends