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To state the obvious: HR is facing yet another transformation. The world has changed into a place dominated by volatility, uncertainty, complexity and ambiguity– the VUCA world. And, again obviously, in the context of work environment this development causes a shift to more agile organizational formats – which results in
Employee experience is the new battleground in the war for talent. How can HR design a compelling Employee Experience and manage it at scale? Our new EX maturity model offers an implementation roadmap and readiness diagnostic to help HR executives focus limited resources on the right actions and align with
That’s the July 2018 issue of Harvard Business Manager, where TI People founder Volker Jacobs in his article ‘Five steps towards innovative people management’ lays out a co-created model for a customer-centric HR function aiming to improve engagement, and hence, retention, attraction and performance of digital talent. Volker’s article is put in
It looks like organisational agility is the new black. But how do we get there? There is already a rich source of literature on agile practices that we should consider . However, our research has suggested that HR is less certain on how to adjust their processes to facilitate it.
This is the third article in my “Digital HR Value” series. It covers the digital HR building block ‘Applification and Machine Intelligence’ from our digital HR model, with a focus on Artificial intelligence (AI). AI is changing our lives in many ways. From automation of repetitive time-consuming tasks, to the
The world of work is changing at a faster pace than ever. Nobody knows exactly what the future of work will look like. Yet there are stable trends that help to predict how we will work in the coming decades. An easily accessible model describing tomorrow’s today is hinting at
No doubt – HR is not exactly a data savvy function: Between 80% and 100% of CEOs require strategic decision support informed by people data, yet less than 20% of them receive such information from the HR function. That message is well understood by HR: In our recent research, European
No doubt – the term ‘digital’ sums up the most eminent strategic challenges for almost any industry. In most companies though, HR is left out when digital strategies are discussed at executive level. HR is often perceived as a digital latecomer, with a reputation of being ineffective at managing data.
Eight out of ten large companies are currently running a program to reduce the cost of their HR function and improve its effectiveness at the same time. But when we asked the Heads of HR of leading companies how their transformation program was going, their responses were very rarely on