Syed Ali Abbas

Low volume, high touch🤝🏻 is my mantra. Recruiting focussed on individuals who need you to listen, probe, coach and partner them. As we delve 👀into the evolution of AI in Talent Acquisition, this insightful piece shared by Hung Lee, prompts us to question where job seekers, recruitment leaders and employers "sit". #candidatepersonas #TalentAcquisition #peopleandculture

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Shared my insights with the The Economic Times on how #PerformanceImprovementPlans (#PIPs) often carry a stigma, signalling underperformance or imminent termination. However, they can also make #employees rethink and reset their approach to work. Read more at: https://lnkd.in/d3dBsweP 

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Traditional benchmarks for productivity and efficiency no longer suffice. Adopting a broader perspective that appreciates human potential's true worth is essential. Convincing your organization to follow this path is the key hurdle for talent leaders. However, there's no need to worry; just proceed gradually. Our Advisory team has prepared a comprehensive guide for you. Discover more below ⬇️

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Struggling with high turnover? It's essential to understand why top talent leaves in order to implement effective retention strategies. Key reasons can include a lack of development and growth opportunities, feeling undervalued and unrecognised, work-life imbalance and burnout, and poor company culture and management. To retain top talent, companies need to therefore invest in career development, foster a culture of recognition, promote work-life balance, and build a positive company culture. Leap Onboard can help communicate these strategies to your candidates and employees and thereby, support your company’s sustained growth. Ready to keep your candidates and employees engaged? Reach out to us today! Link: https://lnkd.in/gMitcJfs #TalentRetention #EmployeeEngagement #Leadership #LeapOnboard

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🎤 European Talent Trends Every HR Leader Should Know 🎤 My latest #HRMeansBusiness podcast interview is with Rhea Moss (Global Head of Workforce & Customer Insights) and Eric Gellé ( Senior Vice President of EMEA Sales) from iCIMS about their latest workforce insights research focused on the European talent market. During the conversation we discuss some of the key findings: ✴ More women are applying for roles in Europe than other regions, although the majority of overall applications are still made by men ✴ Increase in women being offered six-figure salary roles, and why they are still less likely to apply for them ✴ Why women spend longer researching career sites ✴ Increasing length of time to hire as more interviews and virtual calls are added to the process ✴ The role of technology in improving the Candidate Experience ✴ Impact of layoffs in the Talent Acquisition sector Hope you enjoy the conversation...

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A well articulated summary of day 1 and a powerful kickstart to day 2 by Perry Timms. The buzz around HR Congress World Summit Day 2 is unparallel! #hrcongress24 #hr #futureofwork #humanresources

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What's in a name? When it comes to HR titles, the distinction carries more weight than you might think. Recent trends reveal a shift from traditional Chief Human Resources Officer (CHRO) to Chief People Officer, underscoring a broader, more people-centric scope of responsibilities. This article from WorkLife explores how evolving workforces necessitate modernized language in professional roles. If you're interested in this trend in HR, give it a read: https://ow.ly/8f3h30sE88Y

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Empathy-belongingness-AI SHRM India #SHRMTECH24 BYOAI risks, responsible AI Principles...Monalisa Sengupta Empowering, Enabling employees to meet career aspirations, democratizing talent marketplace.... @SanjeevJain Google 3 things organizations need to define- permissions, usage policy, model specs Sachin Gaur very meaningful discussion 👍

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In the fast-paced world of HR, where the well-being of employees is paramount, the concept of 'building resilience' is often touted as the key to enduring workplace stress. However, pushing individuals to simply become tougher may not only be misguided but potentially harmful to their mental health and overall well-being. The term 'resilience' can sometimes be misinterpreted as a need for employees to harden themselves against challenges. This approach can dangerously lead individuals to the brink, akin to walking off a cliff when they reach the limits of their endurance. The reality is, there's a finite capacity to which resilience can be stretched before it snaps. Instead, a more compassionate and effective approach involves reducing external stressors that contribute to mental strain. By focusing on creating a supportive work environment, HR professionals can ensure that employees are not overwhelmed by pressures that are within the organisation's control. This involves a proactive stance on workplace culture, ensuring that it is not just supportive, but also genuinely nurturing. For instance, implementing flexible working conditions, recognising the signs of burnout, and fostering open communication are practical steps that can significantly alleviate stress. Moreover, tools like WeThrive’s surveys provide actionable insights that help tailor interventions to meet the unique needs of each employee, thereby preventing stress before it escalates. Get some ideas for how to improve your ex here; https://lnkd.in/dKUdrXT By shifting the focus from toughening up individuals to creating an environment that mitigates stress, HR professionals can foster a workforce that is not only happier but also more productive and engaged. It's crucial to understand that while resilience can be a valuable trait, the primary goal should be to create conditions that do not require employees to constantly operate at their peak stress levels. This perspective is not only humane but also beneficial for the long-term sustainability of the organisation. By reducing the need for resilience, we allow employees to thrive in their roles without the constant pressure that can lead to severe mental health issues. In conclusion, for HR professionals across the UK, the focus should shift towards stress reduction strategies rather than merely toughening up employees. This approach not only safeguards the mental health and well-being of the workforce but also enhances organisational effectiveness. By prioritising a supportive and less stressful work environment, we can prevent many of the issues associated with high stress levels, ultimately leading to a more resilient organisation naturally. For more insights on how to effectively reduce workplace stress and enhance employee well-being, you can check out resources and actionable tools designed specifically for this purpose.; https://lnkd.in/d_nBTrTN

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The Courage-Humility Flywheel A client today shared that he looks for a combination of courage and humility to understand if people (himself included) are learning and growing. Courage - to take on challenging assignments that extend beyond one's current knowledge and capability. Humility - to invite and be receptive to the most candid and personal feedback that speaks to the highest-impact opportunities for improvement. Like a flywheel, these forces feed energy to one another and the interaction generates a steady output of learning and growth. Wonderful insights. (Artwork, not so much.)

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Embracing Hybrid Work Models: HVR's Guide to Future-Proof Talent Acquisition #2   In the wake of unprecedented global shifts in work dynamics, the traditional office-centric model has given way to a new paradigm: hybrid work. As organizations adapt to this transformative change, the need for future-proof talent acquisition strategies has never been more pressing. At HVR, we embrace this evolution and offer a comprehensive guide to navigating the complexities of hybrid work models while ensuring a robust talent pipeline for the future.   ·       Building a Resilient Workforce   One of the key challenges of hybrid work is maintaining cohesion and collaboration across distributed teams. To address this challenge, organizations must prioritize the recruitment of adaptable, resilient, and self-motivated talent.   HVR's approach to future-proof talent acquisition focuses on identifying candidates who not only possess the necessary skills and experience but also demonstrate the ability to thrive in a hybrid work environment. By leveraging advanced assessment tools, behavioral interviews, and competency-based evaluations, we ensure that the candidates we recommend are well-suited to excel in this new work paradigm.   Connect with us today at https://hvrecruitment.com/ to explore how we can support your talent needs in this dynamic tech era.   #HybridWork #FutureofWork #TalentAcquisition #HVR #Recruitment

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Our latest Talent Climate report with The Josh Bersin Company reveals that despite the proven benefits of strategic workforce planning, organizations are failing to fully capitalize on the transformative potential it offers. The main findings, drawn from a global survey of executives include: - skill shortages remain the top issue for TA leaders (60%) - 58% are under tremendous pressure to improve the efficiency of their recruiting processes - only 32% of TA leader respondents feel they serve as a truly strategic partner to their organization - 45%, were told to prioritize cost reduction over strategic talent advisory - 42% disclosed that their company does not have a workforce plan Stay ahead of the talent forecast, download our ‘Talent Acquisition at a Crossroads’ report. #Talent #TalentAcquisition #HumanResources #HR #Recruitment #Staffing #AI #ArtificialIntelligence #Tech #Technology

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💸 COST PRESSURE 📈HR functions in larger corporates are under significant cost pressure, despite the FTSE100 reaching an all-time high today. 📉Downsizing within the function is being felt most acutely in the TA and Talent CoE's but is also impacting some HR Business Partners. 3️⃣I've spoke with at least 3 organisations looking intently for which aspects they can outsource (primarily to India) and what must remain onshore. 💰The below article is a good analysis on the FTSE100. Much of the strong share price performance is due to successful cost-cutting but companies are clearly still held back in a high interest rate environment. ❓How do you see the mood for growth and investment amongst listed companies? Edit: Actually included the link this time. Thanks Kerry Heaton! https://lnkd.in/eY86ivin

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why is designing the future of #hr so challenging? ↪ technological change - we need to lead transformations, but have to upskill and reskill ourselves in the process. basically, building the plane while you are flying it. ↪ evolving workplace expectations - we need to reimagine the employee experience with a focus on personalization, well-being programs, and creating a strong organizational culture that aligns with these values. ↪ shifting organizational structures- the ability to create flatter more agile structures will force HR to look at traditional career ladders and job classifications. ↪ ethical leadership and corporate responsibility- while we do this today, the extent and importance of aligning corporate values with societal expectations will only become magnified. ↪ rise of the gig economy and flexible work arrangements- we have a blended workforce made up of different kinds of workers. Figuring out how to create an inclusive environment and culture for all will require on-going sustained review and effort. however, blending high-tech with high-touch will be the ultimate goal. Although technology is crucial, HR must also maintain the human element in its functions. Finding the right balance between digital solutions and personalized, human interactions will be key to creating positive employee experiences. #futureofwork #strategy #employeeexperience #innovation

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The CHRO role and the function of human resources has evolved from that of "personnel" with a wholly administrative focus to that of "business partner", a trusted advisor and strategic partner to the CEO and C-suite, aligning HR functions with overall organizational strategy and objectives. This HBR article by Peter Cappelli and Ranya Nehmeh highlights adapting to contemporary demands, with a particular focus on AI, addressing employee stress, and cost management. "One critical step HR can take to get the C-suite to alter course is to show leaders what the costs of current practices really are and illustrate the value of human capital." #roleofHR #leadership #powerofpurpose https://lnkd.in/ddGFc3PP

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Thanks for these thoughts, Joachim Decock HR has indeed a pivotal role, but we should see it as a process and less as a function. The mistake we make often is too see HR as a separate entity. It is not. Yes, there are HR experts and managers, but their impact is both crucial and limited. There is no such thing as a people strategy, there is only a strategy. The relevance of HR lies for me in a return to the essence combined with more integration of societal topics. Therefore I prefer to speak about “HR for the future” rather than HR of the future. HR Analytics, HR Tech, Evidence-based HR etc will not “save” HR. Nor will the search for “new skills”. I am not sure why HR somtimes diminishes itself with expressions like “we should be more like marketing”. 10 years ago I had this debate at the Antwerp Management School. HR will make a difference when it adopts the roles of expert, coach for the leaders, architect for the organization and strategist for all stakeholders. Its impact will be sustainable when it not only avoids harm but also does good for current and future stakeholders. It’s a great debate about a great profession. hrpro.be European Association for People Management EAPM Lou Van Beirendonck Dirk Buyens Koen Dewettinck

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How are you? No, Seriously. How. Are. You? May is Mental Health Awareness Month, and it's crucial to move beyond clichés towards meaningful action for employee well-being. Let's take Jonah, a CEO navigating the complexities of leading a workforce during the pandemic. Jonah's wake-up call came when his own anxiety landed him in the ER. Realizing his employees faced similar challenges, he took action. Through deep dialogue and expert collaboration, Jonah tailored strategies addressing mental health across his organization. He recognized that superficial solutions like an Employee Assistance Program (EAP) or yoga sessions weren't enough. By delving into data insights, Jonah personalized benefits, including insurance options and mental health support, boosting employee morale and productivity. Jonah's story prompts reflection: Are we truly empathetic and compassionate? Do we personalize our support for employees? Are our programs effective and collaborative? Let's make mental health support a priority, ensuring our workforce feels valued and heard. #MentalHealthAwareness #EmployeeWellbeing #CompassionateLeadership HUB International

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An interesting and contextual to the times read, on how trends in technology and economy are influencing compensation strategies across the globe in 2024. #technology #totalrewards #compensation #strategy #economy

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As the race for AI intensifies and we have a more anxious generation growing up are we preparing our children for this? The Loneliness Epidemic -An estimate comes from the World Health Organisation, which approximates that at least 10% of adolescents, and 25% of older people are lonely. The Global State of Connections report says at least a quarter of 4.5 billion people felt ‘lonely’ or ‘very lonely’ this year. Both are an underestimation of the real scale of loneliness, which the WHO declared a pressing, albeit underappreciated, global health threat. The health impact has been likened to smoking 15 cigarettes, or a feeling of hunger or thirst “the body sends us when something we need for survival is missing.” The pandemic years have calcified loneliness as a feature of daily life, with implications on people’s long-term mental and physical health, longevity, and well-being, the American Psychological Association noted. Wars, climate change, and social inequality have only accelerated this ‘silent’ threat. Thehindu Nov 2023 https://lnkd.in/g-sewpBx #loneliness #lonely #alone #sad #depression #poetry #mentalhealth #anxiety #isolation #solitude #mentalhealthawareness

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