Tag Archives: human resources

Is Your Organization An ACE?

data point tuesday_500

I rarely do book reviews here at Data Point Tuesday. When I do, it’s because the book is written specifically for my readers, HR professionals in the trenches, and because I know and respect the author. Today I’d like to recommend just such a book.

fulfilled-schiemannFulfilled! Critical Choices:  Work, Home, Life, written by William A. Schiemann, will be available on October 1. Lucky me, I got an advance copy and loved it! If you’re active in SHRM, then you have probably heard Bill speak at the Annual conference or at one of many state conferences where he continuously supports the HR profession. I saw Bill two weeks ago at the KYSHRM conference where we both keynoted. He’s a Ph.D. researcher, writer and consultant bringing evidence-based research into practical and useful focus for organizations of all types and sizes.

Fulfilled! Is a guidebook as well as a workbook – it helps you organize and chart the steps to find meaning in your life and your work, as well as supporting your organization in creating a culture where every employee can find that meaning. It’s full of true individual examples of people achieving real meaning as well as examples of people who missed the waypoints along the way and never achieved true fulfillment.

From an organizational perspective the organizing concept is ACE: alignment, capability and engagement, which Bill calls “People Equity.” Bill’s consulting firm, Metrus Group, has found that organizations with high People Equity have:

  • Higher profits or reach their goals more effectively
  • More loyal customers who buy more
  • High employee retention
  • Higher quality output

“The organizations that achieve high People Equity (high alignment, capabilities, and engagement) have a distinct advantage over their competitors. And the individuals who apply this concept to their live also win…”

I really appreciated both the individual and organizational discussions about alignment, capabilities and engagement. They are simple and easily understood – and so impactful. This is one “How-To” book that ought to be on every HR leader’s bookshelf.

I don’t want to give away the good stuff – the book is available on Amazon on October 1 and you should get it. But here’s a final view at the final chapters of the book, Life Lessons:

Lesson 1:  Keep the end in mind

Lesson 2:  Nurture your body

Lesson 3:  Build a social network (but have at least one fantastic friend)

Lesson 4:  Always seek things you are passionate about

Lesson 5:  Take reasonable risks

Lesson 6:  Never stop learning – never!

Lesson 7:  Stick to your values and spirituality

Lesson 8:  Resilience – find the silver lining

Lesson 9:  Give and get

Lesson 10:  Check in with yourself regularly – force it!

You may think to yourself, I’ve read this book before. But I assure you, you haven’t. Bill brings to life real people who made good decisions as well as mistakes; who risked it all and who played it safe; who learned and who never learned. And the organizing principle of People Equity is truly a new view backed by years of research and real life practice.

And after you’ve read Fullfilled!, take it with you to your next HR conference. Chances are good that Bill will be keynoting and you can get him to autograph it for you!

 

Advertisements

Leave a comment

Filed under Balance, Business Success, China Gorman, Culture, Data Point Tuesday, Engagement, Happiness at Work, HR, HR Books, Human Resources, Performance, Productivity

Employer Branding Now

data point tuesday_500

Universum, the global employer branding and market research organization, recently published a new report on the state of employer branding practices. It’s good. If you’re unclear about what employer branding is, this report is for you. If you’re involved – at all – with talent acquisition, this report is for you. If you’ve created your EVP (employee value proposition) and are headed into activation, this report is for you. Because talent is everything in today’s hyper competitive global marketplace, employer branding is becoming a critical part of talent strategy.

The report, Employer Branding Now, is a comprehensive review of what leading organizations around the world are doing to become more successful in connecting with the talent they need. Without giving away the store, the following graph shows how overall investments in recruitment channels are shifting. No surprise that investments in social channels are increasing, along with employee referral programs and alumni networks. On the other side of the coin, it’s probably not surprising that print advertising is sinking rapidly. And while you may have thought job boards were dead, that just isn’t the case. But check out the third-party recruiter channel. Are you surprised?

Universum EBnow

Food for thought here, I think!

The report is the outcome of a yearly survey of approximately 2,500 employer branding managers from around the world. The respondents represent a wide range of industries, and include 100 of the FORTUNE 500.

The actionable insights that conclude the report give helpful direction to those in the thick of employer branding activation, as well as those just starting to work on their EVP:

  1. Create closer alignment between employer brand priorities and talent priorities.

  2. Fully leverage the power of EVPs to deliver greater employer brand focus and impact.

  3. Balance brand consistency with talent segmentation and local targeting.

  4. Invest in quality social media content (no longer a side order, now the meat of the day).

  5. Invest in analytics – effective employer brand strategies are increasingly numbers driven.

The report is delivered in a colorful and easy to read eBook format. It’s a good read with attractive and easily understood graphs and data points. You can get it here.

 

Full disclosure: I chair Universum’s North America Board.

 

Leave a comment

Filed under China Gorman, Data Point Tuesday, Employer Branding, FORTUNE Magazine, Global Human Capital, HR Analytics, Human Resources, Recruiting, Social Recruiting, Talent Acquisition, Universum

Human Capital Trends To Think About

data point tuesday_500

Deloitte’s Human Capital Trends 2016 Report, The new organization: different by design, is definitely worth a read. It’s long – 124 pages – but it will make you smart. Download it and start browsing.

I won’t say much about the content – you need to read it all – except to show you the 10 trends identified as worth our consideration this year. The trends are:

  1. Organization design/The rise of teams

  2. Leadership awakened/Generations, teams, science

  3. Shape culture/Drive strategy

  4. Engagement/Always on

  5. Learning/Employees take charge

  6. Design thinking/Crafting the employee experience

  7. HR/Growing momentum toward a new mandate

  8. People analytics/Gaining speed

  9. Digital HR/Revolution not evolution

  10. The gig economy/Distraction or disruption?

This is a meaty, insightful discussion of the trends facing organizations, leaders, culture and people. Even if you don’t agree with the conclusions, you need to be educated and thoughtful about these ten trends. Take a look:

Deloitte HCM Trends 2016

Down the report here. Now. It’s that important.

 

1 Comment

Filed under China Gorman, Data Point Tuesday, Deloitte, Global Human Capital, HR Analytics, HR Data, HR Trends, Human Capital, Human Resources, Josh Bersin

Work and Workers Are Changing

data point tuesday_500

I’m a big fan of the SHRM Foundation. The resources they put in the hands of HR professionals all over the world are impressive. They do this by funding academic research in areas of interest to HR and business leaders, they provide scholarships for HR professionals to further their professional development and credentials, and they partner with organizations like The Economist Intelligence Unit to provide deep dives into the most pressing people issues of the day. I like that. A lot.

While attending the SHRM Foundation’s most recent Thought Leader Retreat in the fall, I picked up this nifty piece of thought leadership from 2014: What’s Next: Future global Trends Affecting Your Organization; Evolution of Work and the Worker. Published in partnership with The Economist Intelligence Unit, this report discusses the outcomes of “a rigorous process of surveys, expert-panel discussions and analysis” to identify key themes that look at What’s Next in the evolution of work and the worker.

The executive summary lists nine key findings – some are just what you’d expect in considering how work is changing and how the role of workers is changing. Some, however, might be surprising to you:

  • Demographic shifts post conflicting challenges

  • Young populations neither in education nor employment will elevate concerns of a lost generation and the potential for social and political unrest in the near future

  • Burgeoning workplace diversity requires sophisticated managerial response

  • Disconnect between educational standards and organizational demand

  • Services sector on the rise globally at the expense of agriculture and industry

  • Technology transforms workforce composition and culture

  • Wage expectations conflict with increased focus on shareholder value

  • Inequality on the rise as technology decimates the mid-skilled tier

  • Companies balance pros and cons of investment in new regions of development

The discussions in this 48 page report are fascinating and cover a lot of ground. Each topic has graphs from a multitude of sources – if you just read the graphs you’d start to develop a new awareness of the global challenges we face in providing sustainable people strategies for our organizations. This one tells a pretty interesting story:

EIU SHRM Foundation 1

Another one that takes an interesting look at global competitiveness – and perhaps an outcome of the chart above – is here:

Eiu SHRM Foundation 2

I encourage you to pull down this report. It’s a little more than a year old, but it highlights the global issues with which organizations are grappling. HR professionals need to have meta data like this top of mind. Whether you’re leading HR in a one-location organization, or an HR team member in a large, global organization – work is changing. And workers are really changing. And some of the reasons they are changing have to do with what’s happening in other places in the world. It’s not enough any more to only know what the trend data are for your pocket of the world. We – especially HR professionals – need to understand all the levers that are pushing on our people, our industry and our work. This report could assist in developing a broader understanding of why this is important.

1 Comment

Filed under China Gorman, Data Point Tuesday, Demographics, Economist Intelligence Unit, Effective Practice Guidelines, Employment Data, Global Human Capital, HR Data, Human Resources, SHRM Foundation, Uncategorized

Required Reading for HR: Internet Trends 2015

data point tuesday_500Really. I’m not kidding. You may think from the title that Internet Trends 2015 is a report that has nothing to do with Human Resources. You couldn’t be more wrong. It’s ALL about HR. And how nearly everything about business, work and the employer/employee relationship is changing because of what the internet enables.

The report, prepared by Kleiner Perkins Caufield & Byers’ Mary Meeker for this year’s Code Conference, presents the 2015 Internet Trends report, 20 years after the first The Internet Report was published in 1995. You’ve probably heard about this year’s report because every journalist in the world was agog at one piece of data: how Millennials relate to their smartphones. Everyone now knows that 87% of Millennials in the U.S. report that “my smartphone never leaves my side, night or day.” That’s one of several data points on one page of a 196 page report. And while interesting, it is among the least interesting data points in the report. I promise.

But first. You need to know some definitions to get the full value of the report. Here are a few terms and acronyms you should – and probably already – know:

  • MAU = Monthly Active Users (how many users are on an application at least once a month)
  • DAU = Daily Active Users (how many users are on an application at least once a day)
  • Y/Y = Year over Year (compares results from two consecutive years)
  • API = Application Programming Interface (how programs/apps connect to each other)
  • GDP = Gross Domestic Product (total value of goods and services produced by a nation)
  • GMV = Gross Merchandise Value (total sales value of merchandise sold through an internet channel)
  • VoIP = Voice over Internet Protocol (Skype would be a good example)

This report hits on all of HR’s buttons with high impact data: the nature of work, the job market, benefits, age demographics in the workplace, freelancers, government benefits, union participation, employer retirement plans, healthcare, the impact of drones on work, what’s happening in China and India and more. All in a report about internet trends. And almost every page is a data-rich picture of how things are changing. This might be my favorite page because it is the continuous thread of everything else discussed in the report:

KPCB 2015 Trends 2

And this might be my favorite chart because the impact of the data here fuels most everything else mentioned in the report. The connections between economic growth/decline, demographic changes, the internet and business impact every HR person everywhere, every day. Everywhere. Every day. This report shows these connections clearly.

KPCB 2015 Trends 1I’d like to make this report mandatory reading for all HR professionals. If you’re having a hard time grasping what the opportunity really is for HR to keep ahead of the profound changes happening all around us, this report will help you understand. Read it. Discuss some of the findings (pay particular attention to the section at the end, Ran Outta Time Thoughts) in staff meetings and with other leaders in your organization. Develop a point of view about how internet trends are impacting your organization and your people, and begin to strategize responses that will work for your business and your people. You must.

And oh yes, read this report.

6 Comments

Filed under #HRTechTrends, China Gorman, Data Point Tuesday, Employee Demographics, GDP, Human Resources, Internet Trends, KPCB, Mary Meeker

The Rise of HR

data point tuesday_500

I recently had the honor of participating in an effort to crowd source real business wisdom about how Human Resource Rise of HR front coverpractices sit at the center of some of the most important decisions in business and are rapidly impacting the workplace, talent, culture and business success. Three titans in the HR space, Dave Ulrich, Bill Schiemann and Libby Sartain – together with the support of the HR Certification Institute – invited a who’s who of HR from business, academia, government, consulting and the non-profit world to weigh in on what business leaders need to know to be effective in creating sustainable, long-term growth for their organizations. The 73 essays included in The Rise of HR provide a blueprint for business leaders and HR leaders alike to successfully face the challenges looming ahead of us.

The seven broad categories of essays are:

  • Context To Strategy
  • Organization
  • Talent Supply
  • Talent Optimization
  • Information & Analytics
  • HR Governance
  • HR Professionals

And with authors like Josh Bersin, Wayne Cascio, Ian Ziskin, Sue Meisinger, Diane Gherson, Arvind Agrawal – and too many other true thought leaders to list – this collection of essays should be on the top of the reading list of every CEO and every CHRO – and every person who aspires to be a CHRO.

My essay on page 179, “CEOs Want Better Performance. Great Culture Can Make It Happen,” draws from my own experience as a CEO as well as the research and analysis from the Great Place to Work Institute. I think you’ll find it compelling if you’re trying to improve your organization’s performance.

Check out The Rise of HR. Unlimited copies are available in PDF and EPUB which are sharable on nearly every device. If you read one essay a day for the next 73 days you will be so much smarter and will be able to identify solutions to the issues that are fast piling up on all of us. This crowd-sourced collection is a win-win-win-win for the HR profession, for HR professionals, for business leaders and for employees everywhere.

Leave a comment

Filed under China Gorman, HR Certification Institute, The Rise of HR

Deloitte’s HR Wake Up Call

data point tuesday_500Deloitte recently released its 2015 Global Human Capital Trends report, their annual comprehensive study of HR, leadership, and talent challenges compiled using data from surveys and interviews taken by 3,300+ HR and business leaders in 106 countries around the world. The report identifies 10 major trends that emerged from the most current research, and cites the capability gap (measuring the distance between the importance of an issue and organizations’ readiness to address it) associated with each, as well as practical ideas for how to help organizations combat theses challenges. Ranked by importance, the top ten talent challenges reported for 2015 are: culture and engagement, leadership, learning and development, reinventing HR, workforce on demand, performance management, HR and people analytics, simplification of work, machines as talent, and people data everywhere.

Deloitte’s data highlight considerable gaps in capability among all 10 trends, with the majority of capability gaps getting larger compared to last year. Global Importance vs. ReadinessLet’s take a look at the top five talent issues for 2015: Culture and Engagement ranked as the #1 issue overall for 2015 (not a surprise to us at Great Place to Work®), barely edging out leadership, which ranked as the #1 issue in 2014. This highlights organizations’ recognition that understanding their culture and focusing on building great cultures is a critical need in the face of a potential retention and engagement crisis. Building Leadership ranks as the #2 talent issue for 2015, with close to 9 out of 10 respondents citing the issue as “important” or “very important.” Despite this, Deloitte’s data show that organizations have made very little progress towards meeting this challenge since last year. Learning and Development jumped to the #3 talent challenge in 2015, up from the #8 spot last year. And while the number of companies rating learning and development as important has tripled since 2014, the readiness to address it has actually gone down (!?). Reskilling HR came in as the 4th most important talent issue for the year, with business leaders rating HR’s performance 20% lower than HR leaders’ ranking (and that is with both HR and business leaders ranking HR performance as low on average). Workforce on Demand was the #5 talent challenge for 2015, with 8 out of 10 respondents citing workforce capability as “important” or “very important” in the year ahead.

Through data analysis and extensive conversations with organizations around the world about these challenges, Deloitte arrived at six key findings that give us a bird’s eye view of how organizations are approaching talent and work:

  1. “ ‘Softer’ areas such as culture and engagement, leadership, and development have become urgent priorities.”
  1. “Leadership and learning have dramatically increased in importance, but the capability gap is widening.”
  1. “HR organizations and HR skills are not keeping up with business needs.”
  1. “HR technology systems are a growing market, but their promise may be largely unfulfilled.”
  1. “Talent and people analytics are a high priority and a tremendous opportunity, but progress is slow.”
  1. “Simplification is an emerging theme; HR is part of the problem.”

Each chapter in Deloitte’s report takes a deep dive view into the 10 talent trends they uncovered through their research with some interested findings. For example (in looking at the #4 trend, reskilling HR) Deloitte notes that nearly 40% of new CHRO’s now come from business, not from HR. Why are CEOs bringing in non-HR professionals to fill the role of CHRO? The answer may lie in their sinking belief in HR’s capabilities and abilities to provide solutions to people-related business problems.HR Performance

Deloitte puts it bluntly: right now HR is just not keeping up with the pace of business, and a reskilling of HR professionals while reinventing the role of HR is becoming critical. This need however, also creates an unprecedented opportunity for HR to play a big role at the highest levels of business strategy. But where do organizations start? Deloitte offers the following advice:

  • “Redesign HR with a focus on consulting and service delivery, not just efficiency of administration. HR business partners must become trusted business advisors with the requisite skills to analyze, consult, and resolve critical business issues.”
  • “Rather than locating HR specialists in central teams, embed them into the business—but coordinate them by building a strong network of expertise. Recruitment, development, employee relations, and coaching are all strategic programs that should be centrally coordinated but locally implemented.”
  • “Make HR a talent and leadership magnet… Create rigorous assessments for top HR staff and rotate high performers from the business into HR to create a magnet for strong leaders.”
  • “Invest in HR development and skills as if the business depended on it… Focus on capabilities such as business acumen, consulting and project management skills, organizational design and change, and HR analytical skills.”

There are very useful insights in this report – as there are every year. But this year the insights also serve as a warning to HR. A warning that it’s losing the confidence of CEOs and other C-Suite executives. That 40% of all CHROs are coming from functions other than HR should be sobering. That the top capability gaps are growing larger, not smaller, should be cause for concern. Without bringing furniture into the conversation, this report is a credible and important HR wake up call!

8 Comments

Filed under China Gorman, Culture, Data Point Tuesday, Global Human Capital, HR, Human Resources, Leadership, Learning/Development