Shining a light on hot topics and organizations who are leading the way in the HR space.
I recently attended a LinkedIn Local Toronto Meetup on diversity and inclusion (D&I) in the workplace that featured a panel of D&I experts and a full house. One of the first questions raised for discussion was: “Is diversity and inclusion now mainstream?” Needless to say, the question divided the room in a long debate.
Understanding and addressing the needs of HR’s stakeholders is the first and most crucial step in developing talent strategy that supports organizational strategy and impacts employee engagement and well-being.
I sat down recently with Cherie Smith and Sara Peña, of California Public Employees' Retirement System (CalPERS), to learn more about what really happens when a ~3,000 person organization runs its first engagement survey.
Typically, the responsibility for managing diversity and inclusiveness in an organization falls within the human resources function. However, when a situation goes beyond the capacity of HR leaders and forces a company CEO to respond, this indicates more needs to be done to reduce the risk of public humiliation and its impact on the company’s bottom line. So, what should HR do? Train your managers. Sure. But, is it feasible?
We’ve all heard of the evolution in performance management – moving away from a traditional approach to one that is more modern to better reflect today’s operating environment. So how has pay for performance (P4P) evolved to keep pace with these changes?
We all know that digital transformation is here. But getting it right requires a close, data-driven look at where the organization can add the most value – both through its people and new technologies.
We set out to understand what these HR departments could do to create immediate value for their organizations through better metrics & reporting, while still putting the foundations in place needed to enable more advanced analytics.
Presenting a realistic view of the lived employee experience, and overall life at the organization, is one challenge that is seen repeatedly, both in research and in working with members. Activating employee ambassadors is one solution.
In an environment of constant change, learning and development (L&D) should play a critical role in ensuring that the workforce is ready to respond to the ever changing needs of organizations.
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