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HR Connection blog

Getting Practical with AI: Can It Help HR People?

on Jul 21, 2021 9:15:00 AM By | Keen Hahn | 0 Comments | Human Resources HR AI
When the words artificial intelligence or data science come up in a conversation about HR strategy, there are times'—especially if the context is a small- or medium-sized business'—when the eyerolls are almost audible. "Here comes the sales pitch," listeners think while wondering what kinds of AI insights will be valuable enough to offset all the extra hours spent putting them into practice.
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Why Team Members Should Get to Know Each Other

on Jun 2, 2021 10:00:00 AM By | Terri Klass | 0 Comments | Human Resources HR Team Building
During this unsettling time, when more people than ever are working remotely, many people are feeling isolated. Virtual meetings tend to focus on deadlines and data, leaving little time for team members to loop each other into their personal lives. Although the question "How are you doing today?" comes up, it usually elicits only brief responses—and the conversation then turns to the work at hand. Instead of treating remote gatherings as merely work-related meetings, leaders need to include in them a dimension of relationship building. Not only does getting to know team members address isolation concerns, but it can also yield several other benefits.
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The Reinvention of HR

on Apr 14, 2021 9:15:00 AM By | Karina Schultheis | 0 Comments | HR HR Department
Even though HR still struggles to dispel its decades-long stereotype as a group of technically incompetent, soft-spoken, corporate enforcers (think of Toby from The Office), in recent years savvy, effective, data-driven HR teams have been actively reimagining everything from performance management to corporate culture. In 2020, COVID-19 and societal unrest made the HR function even more mission-critical and underscored the importance of human intellect in people management. Today, companies are leaning on CHROs and CPOs to lead their pandemic responses and to shape their growth strategies while keeping employees engaged, reconfiguring workflows, redeploying talent, and upskilling staff. Indeed, well-resourced HR teams that successfully managed the transition to a hybrid workplace are now a top competitive advantage for companies in every sector. Just as CFOs' roles were elevated following the 2008 financial crisis, HR's impact and innovative potential will be fully realized in the wake of 2020. Strategic, tactical people advocates will drive tangible business results.   The Shifting Nature and Language of HR When it comes to being both process champions (who work to improve workforce continuity, automating processes, and compliance) and people scientists (who understand, predict, and respond to or change human behavior), no other field comes close to HR. To fully realize its potential, though, HR must change its nature and language. Rather than treat people as "human capital" and focus on "measuring performance," HR leaders must treat people as people and support their overall passions, contributions, and potential. HR must rethink what it means to be "qualified," challenge the status quo, and find ways to be fair and equitable in a world that has neither equal footing nor a one-size-fits-all handbook.   Employees as Primary Stakeholders More than any other factor, employees have the single greatest impact on the success of their organizations. In fact, a 2019 panel of 600 senior executives "attribute[d] 72 percent of their company's value to their employees." 1 As organizations adapt to putting people before profits, it should be overwhelmingly clear that the most important stakeholders in any organization are its people. Rather than treat employees as a resource (that is, as a commodity to manage or to extract value from), today's organizations should put them at the center of their purpose. HR must lead these efforts. As technology continues to automate manual processes, HR has the opportunity—indeed, the obligation—to focus primarily on serving and enabling employees through meaningful strategic initiatives that address their well-being and long-term growth and development. It's time to think differently about employees, their relationships, and their impacts on organizations, and shift the focus to creating the right conditions that allow them to thrive. In a 2020 McKinsey & Company study designed to evaluate employee "well-being and work effectiveness" during COVID-19, "ten employee experience elements accounted for approximately 60 percent of differences in outcomes." 2 The study found that "in addition to basic needs (safety and security), three other experience themes (trusting relationships, social cohesion, and individual purpose) are having a disproportionate impact on employee well-being and work effectiveness." If HR doesn't prioritize enabling these drivers across every level of the organization, who will? And who stands to lose the most if they don't?   The Evolving Role of Technology Thoughtfully applied technology will continue to play an important role as HR functions begin to shift their focus back to their people. Foundational levels of safety and security will remain essential, and employees and leaders alike will continue to expect convenience, speed, and accuracy from HR processes. Many emerging technologies are capitalizing on these changes by offering scalable solutions designed to truly serve employees, such as easing financial strain, improving mental health through charitable giving, or keeping a pulse on employee sentiment so leaders can act on the topics that matter most to their people. Today's employees desire—and deserve—much more out of work than a paycheck. Armed with innovative workplace technologies and a renewed focus on supporting people, HR departments have never been more empowered to shift the employer—employee relationship from a transactional one to a transformational one. The result will be a diverse, engaged, and empowered workforce that's agile, flexible, and responsive to changing business demands.
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Performing the Core Functions of HR Remotely

on Mar 3, 2021 9:30:00 AM By | Suzanne Lucas | 0 Comments | Employee Engagement HR HR Department Remote
A human resources department isn't just a team of experts who know how to manage people: it's a team of experts who know how to manage the people in their particular company. Although every successful HR team is unique, most HR folks use similar tried-and-true strategies for keeping things running smoothly. For example, many check in with employees regularly to discuss their goals and offer them development opportunities. Some gauge employee sentiment by observing behavior in the office, and some take managers out for coffee to discuss leadership or succession questions. Whatever strategies they employ, the HR activities that most successfully address problems share one common feature: interfacing with people.
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How & Why HR Will Remain an Essential Change-Driver in 2021

on Feb 16, 2021 11:37:11 AM By | Employment Enterprises | 0 Comments | Diversity HR HR Department Remote Inclusion Vaccination Policy
HR departments became unforeseen conduits of dramatic workplace transformations and migrations in 2020. And while change-driver has rarely been the typical role of most HR organizations in years (and decades) past, it is clear we have entered a new era. As we push further into 2021, HR and talent acquisition teams are already playing starring roles in much-anticipated changes, such as coordinating re-hiring and recruiting efforts to build up downsized workforces. At the same time, they are also being asked to manage complex and novel people-centric challenges, such as vaccination policy creation and rollouts.
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How to Leverage Insights from Exit Interviews

on Sep 4, 2019 10:30:00 AM By | Allie Kelly | 0 Comments | HR Exit Interviews Policy
Exit interviews are important tools for HR because they provide insights into company operations and culture that would otherwise be impossible to get from current employees. To make the most of the process, HR stakeholders should develop consistent processes that aim to collect valuable, measurable data.
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Lessening the Impact of Employee Turnover

on Dec 11, 2018 3:51:40 PM By | Greg Wolf | 0 Comments | HR Turnover Retirement
 
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Online vs. Live, In-Person Training

on Jun 14, 2018 10:37:40 AM By | Strategic Human Resources, Inc. | 0 Comments | Training HR Online
 
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3 Ways to Improve the Candidate Experience

on May 3, 2018 12:26:01 PM By | Sharlyn Lauby | 0 Comments | Recruiting HR Candidate Experience
 
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Metrics Are No Longer Enough to Grow HR's Strategic Role

on Apr 11, 2018 3:00:08 PM By | John Boudreau | 0 Comments | Workforce HR Strategic
 
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