Job Horbeek

How can HR professionals successfully navigate the delicate dynamics of the C-suite? Find out: https://lnkd.in/eYS-nHDQ

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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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How can talent leaders create an organizational culture that fosters experimentation, innovation and continuous learning? While I agree the task may appear daunting at first, it’s important not to lose sight of the progress that can be made, step by step. Find out more in the new paper from our Advisory team ⬇️

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Starting 23 September, you could start a transformational, paradigm-shifting professional journey that will make you a better leader. Contact Costanza Valentini di Laviano to learn more. #coachingtraining #leadership #tpcleadership

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Meet the requirements of the EU #PayTransparency Directive more efficiently and accurately by leveraging technology to automate data collection https://ow.ly/IZlI30sEfez #PayEquity #DEI #EmployeeExperience #HRTech #WTWPerspective

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OPEN NOW: Participate in our survey to share your insights on implementing flexibility into your global mobility program policies. Discover how your approaches compare to your peers. #HumanResources #Talent #Mobility #FutureofWork

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If companies neglect workforce planning and talent acquisition, how do they expect to compete in today’s technology-driven competitive landscape? Learn about the talent trends defining the next decade and how to future-proof your organization in our webinar. #Talent #TalentAcquisition #HumanResources #HR #Hiring #Recruitment #Staffing #TalentClimate #WeAreAMS #TalentIsOurWorld

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Structure enables agility. Job architectures, especially when underpinned by skills, are key to achieve productivity and agility at scale. Our recently conducted Mercer QuickPulse™ survey collected information from over 600 employers. We asked what job architecture they have in place, and what they're looking to do, or not do, going forward. Dive into the highlights today. #HumanResources #FutureofWork #jobs #skills

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OPEN NOW: Participate in our survey to share your insights on implementing flexibility into your global mobility program policies. Discover how your approaches compare to your peers. #HumanResources #Talent #Mobility #FutureofWork

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In the intelligence age, legacy HR operating models are no longer viable. We must adopt a new paradigm that transforms HR into a consulting organization, tackling significant business challenges. Systemic HR organizations fall in love with the problem, not just the solutions created. Read more in my article in HR Morning. #systemicHR #humanresources #hrstrategy Josh Bersin The Josh Bersin Company

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The right metrics can help HR leaders determine the programs and practices that best support their workforce and business goals https://ow.ly/oyC850SzQpK #HRMetrics #PayGap #HRData #HRStrategy #WTWPerspective

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Two weeks ago I had the chance to interview Tim Gregory about his work implementing #skills management LLM ontologies at Delta Airlines during the SAP SuccessFactors HR Connect event. Tim shared a wealth of insights at both a practical and conceptual level, but one simple observation that struck me was related to aligning skills models across an organization. Here is my attempt to summarize his comment. A major challenge to skills management is creating consistent skills models across different HR functions. Tim noted there is a natural way to approach this issue. Start with the compensation function as their skills models tend to be fairly high level to support broad compensation bands. But they also tend to be fairly rigorous given the impact they have on company financial models. Then move to the recruiting function as they need to get to a deeper leave of skills qualifications to source and select candidates. Last, build out the skills model working with the learning organization as they have to create training around the most granular version of skills. Naturally every organization is going to be different. But at a general level this approach made intuitive sense to me. Curious to get others' thoughts, including if you disagree or think there is a better way to approach this issue.

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Bersin completed a massive HR study and found that leading companies have moved to a "Systemic HR" model, "integrating formerly isolated HR areas – such as HR operations, HR technology, L&D, talent acquisition, total rewards, and HR business partners – into a cohesive and unified framework; one which enables HR to enhance its capabilities and influence across the organization." The benefits are massive! 12x the chance of attaining high workforce productivity 7x the likelihood of adapting to change seamlessly, 6x the probability of fostering effective innovation 9x the potential for engaging and retaining their workforce successfully https://lnkd.in/eQMpnqhK

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Workday has come a long way when it comes to Extend. Extend gives you the power to design your own unique apps without compromising employee experience which is consistent and simple to navigate. At Deloitte we have a ready to use inventory of Extend apps that our clients can choose from. If your need is different, we can customise one for you. Together we are making the life of business simple 💡 #Deloitte #Innovation #WorkdayExtend #CustomApps

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