If you’re an HR professional coming up on the end of the year, you’re probably begging for an end to end-of-year performance reviews, engagement surveys, or managing employees’ time off for the holidays. If any of those activities made you cringe to just think about, you probably need to invest in talent management software! These products can help turn HR headaches into clear value-adding processes when it comes to make the most of the talent you’re already paying for.
When differentiating the basic responsibilities of the human resource department and the personnel department, it’s easy to get confused, since human resource management is commonly referred to as the modern version of personnel management.1 The main duties these two management groups have in common are: hiring, managing employees, employee orientation, and handling compensation and benefits.2
Delivering a market-leading candidate experience is a critical proficiency for most organizations, yet most organizations simply aren’t good at giving their candidates – their prospective employees! – what they need to feel like they are developing a real relationship with their potential new employer.
There’s more to workplace relationships than the likes of The Office’sJim and Pam or Parks and Recreation’sLeslie and Ben. In this week’s list of must-read articles for talent professionals, you’ll find two stories from The Wall Street Journal that tackle the subject of work couples — but without the romance. One discusses the potential rise in “job-sharing” (where two employees divvy up the work of one full-timer) and what that could mean when it’s time for a promotion, while the other takes note of well-known psychotherapist Esther Perel’s career shift from counseling unhappy married couples to advising bickering company co-founders.
Ask any CEO or HR leader if talent management is vital to their organization, and you’d be hard-pressed to find a single person who says no. Ask them to define what “talent management” actually is, though, and you’d be hard-pressed to find any two answers that are the same.
Such is the case for a concept that has dominated the HR conversation for more than 20 years and that has spawned whole technology markets, all while remaining frustratingly elusive to nail down.
As talent shortages loom and global skilled labor markets remain competitive, the need for an engaging and personalized candidate experience has never been more important as organizations look for ways to break through the noise to attract and retain the best talent.
And hiring managers, HR leaders and recruiters alike know that the best candidate experience always keeps the prospective employee at the forefront, with a simplified, intuitive and results-oriented approach for everyone involved.
Every new year offers business leaders and HR professionals an opportunity to rethink how they manage and retain talent together with introducing fresh or changing prevailing talent management systems.
The rapid change in technology is bringing radical transformation in the workplace and HR managers need to constantly get flexible to adapt to new changes and keep up with the emerging trends that influence talent management.
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BI and Big Data tools are changing the management of human resources and particularly strategic transformations are already taking place in the recruitment phases and in talent management. These new technologies are designed to support the HR function in order to better understand the profiles of each employee and thus align their aspirations with the company’s needs.
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How to use AI to elevate your workers through human-machine collaboration
In my previous posts, I discussed how adoption of artificial intelligence (AI) and other smart technologies is changing the way we work. We’re in the thick of an exciting revolution—one that will determine the future of work and our place in it.
Your workers are the heart of your enterprise. It’s up to you, the leaders of your organization, to create the future of work.
Employee wellbeing a top priority for UK banks
Facing strong competition from challenger banks and fintech start-ups, top financial institutions in the UK are placing more emphasis on employee wellbeing. According to a new survey by Bishopsgate Financial, a majority of banks are focusing on flexible working (68 percent), diversity (66 percent), and implementing development and training (61 percent). Nearly three quarters (72 percent) of UK banks identified the need to implement agile working conditions as central to achieving high performing teams, while corporate social responsibility (CSR) continues to be a significant area of focus across the financial sector (76 percent of respondents).