Tag Archives: Brandon Hall Group

Employees First

I came across this fascinating white paper from SilkRoad the other day. The Big Shift Puts Employees First:  HR Transforms from Processes and Transactions to Employee Experiences, is the 2017 contribution to their annual State of Talent reports. This shines a light on how the HR tech conversation has switched from tech to employees. The paper opens with this:  ”More than ever, today’s CEOs recognize the tremendous competitive advantage in a workforce that’s highly motivated, excited and tightly connected to business goals. Building a powerful workforce strategy remains front and center for HR teams.”

White papers are, by their nature, primarily marketing documents. The data are collected and analyzed in a way that put a positive light on the vendor/purveyor who commissions the study and report. There appear to be robust data behind this analysis with the use of results from 8 surveys (including one from an analyst firm), fielded throughout 2016, from1,335 respondents in HR leadership positions, It’s a vendor white paper, to be sure, but one of the more interesting I’ve seen.

The topics covered in the report include the following:

  • State of Talent Strategy

  • State of Talent Technology

  • State of the Employee Experience

  • State of Talent Acquisition and the Candidate Experience

  • State of Onboarding and the New Hire Experience

  • State of Talent Development and the Employee Experience

  • State of Analytics and Technology

  • State of HR

  • Top Five Talent Trends

Don’t let this long and timely list deter you from downloading the report:  it’s a compact 30 pages full of graphics and survey data. You can read this in under 30 minutes – and you’ll be smarter for it. These are critical topics for HR leaders and professionals in all industries – all over the world.

Introducing the first chapter, The State of Talent Strategy, 4 disruptors are identified that set the stage for the interesting data and discussions that follow:

Disruptor #1:  Dissatisfaction with HR Technology

Disruptor #2:  Continuing pressure to improve business outcomes

Disruptor #3:  Changing workforce, multiple generations

Disruptor #4:  Differentiation to attract talent

And then the following chart really kicks things off:

These data points then lead the fascinating analysis and discussions that follow. Even keeping in mind that this is a marketing document, it’s extremely well done and brings to light some important (and maybe surprising) shifts in focus and strategy that leaders (not just HR leaders) are contemplating.

You may not agree with all of the conclusions. And you may not have budgets to move forward in all – or many – of these areas. But the findings are fascinating and worthy of further exploration. Download the report here and have at it.

 

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Filed under Big Data and HR, Brandon Hall Group, Candidate Experience, China Gorman, Data Point Tuesday, Employee Engagement, Employee Experience, HR Analytics, HR Data, HR Tech, HR Technology, HR Trends, HRM Technology, SilkRoad, Workplace Strategies

How Bad is Your Succession Management?

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84% of organizations report having a lack of candidates in the pipeline ready to assume open and critical positions.

That’s not good, folks. As we wring our hands on the lack of talent in the external pipeline, perhaps we should be spending more time attending to the skills and development of the folks already in the organization!

Laci Loew, Vice President and Principal Analyst at Brandon Hall Group, recently published their State of Succession Management 2015. If your organization is in the 84% of organizations above, this report will be helpful in laying out the challenge, what and how high performing organizations in this regard are executing differently, and how to think about the first steps of moving your succession planning needs forward. The report is a great read and has some pretty terrific content and data included.

This graph gives you a taste of what you can expect in terms of getting started as well as what successful outcomes are from both succession management and business focus perspectives.

Brandon Hall Succession Mgmt 1

The report outlines 7 critical findings of Brandon Hall’s research on this topic:

  1. Talent pipeline health continues to threaten leadership continuity.

  2. Succession management commitment is on the rise with prioritization for a formal strategy for all parts of the organization.

  3. Technology is under-utilized, hindering efficiency of succession management.

  4. Successor development as a critical component of succession management is improving.

  5. Lateral mobility takes center stage as a critical successor development strategy.

  6. Using predictive analytics to proactively plan for critical position vacancies will separate organizations with effective succession management from less effective organizations.

  7. Today’s succession management budgets are modest at best, but expected to expand significantly over the next 12 months.

The insights fleshed out in each of these key findings are critical reading for any talent management professional. And you’ll also get some useful data to use in building the ROI for succession management investment in next year’s budget.

The report is published by Skillsoft and can be accessed here. At 34 pages, this is a solid piece of analysis and a useful and highly practical read.

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Filed under Brandon Hall Group, China Gorman, Data Point Tuesday, Laci Loew, Skillsoft, Succession Planning, Talent Management, Talent pipeline