Best of November - Top 10 Articles
We’re nearly done with 2019. As a result, many HR professionals spent the month of November looking for ways to send out 2019 with a bang and ring in 2020 with a solid plan in place for success. Looking at our content for the month, saw ten articles that seem to sum up not only the best of the month of November, but also HR’s desire to find the latest and more innovative ways to set their organizations up for success.
Here are the Top 10 Articles from the month of November.
NOTE: These articles are in no particular order.
Best Articles of November
Strategic HR – what does that really mean? HR has been striving for this for some time and HR Curator and HR Exchange Network columnist Dave Millner is not sure the function is trying to strive for something that is really attainable – after all who in any organization is really strategic every day? In his piece, Millner argues why should be less strategic and more of a power station.
Engage employees and carry on – a message every HR professional needs to hear as the transformation of work continues. As a strategy, employee engagement has always been a chief concern for human resources and leaders within any given company, but no one could have predicted when the concept was first introduced nearly 30 years ago, that it would have the impact on the business’ strategy that it does now. In this article, HR Exchange Network editor Mason Stevenson explores the topic of engagement in more detail. He takes a look an in depth look at what engagement is, the current state of affairs, effective strategies and a prediction of what is to come.
Are you recruiting like a social media influencer? If you’re an HR professional using or looking to use social media as a recruitment tool, you need to seriously consider taking this approach. And the data supports the embracing of the strategy. Young Americans, according to a survey from Morning Consult, say their dream job is to be a social media influencer. A stunning 85 percent of Millennials or Generation Z people, ages 13 to 38, say they’re willing to give the gig a shot. Imagine the results if a company could turn these workers into recruiting social media influencers? Click the title for more.
Innovation is doing the same thing, but better. Disruption is doing new things that make the old ways obsolete. The digital revolution, the popularity of social media and the market entry of accessible artificial intelligence have dramatically changed the way we live, impacting every market in every industry, forcing companies to adapt – and fast. And it’s had a major impact on the workforce. Atrium Health and HR Exchange Network Contributor Sebastien Girard explains in his latest article.
If you’re a movie fan, you know a popular strategy filmmakers use today is rebooting popular franchises. Sometimes it works and sometimes it doesn’t. Many in HR are taking a similar approach in attempting to reboot HR. So how does one succeed all the time and not just part of the time? HR Exchange Network contributor and advisory board member Eric Torigian has five important places in which HR should place its focus. Click the title for more.
If a company is global, the likelihood is high that it has and will continue to come in contact with the European Union’s General Data Protection Regulation, or GDPR. Companies headquartered in the EU spent a considerable about of time preparing for the new regulation before it went into effect in May of 2018. Many are still working to meet compliance today. But the regulation, while specifically applying to companies in the EU, also impacts companies outside the EU. If a company in the United States, for instance, employs workers in an EU country they are required to follow the GDPR. That means the company’s HR department is going to have to be GDPR compliant. Failing to do so will result in fines. So, how do companies outside of the EU work to become GDPR compliant? This article answers that question.
A major topic of interest in the HR community is the issue of marijuana and its impact on the workforce. From drug testing to impairing workers, there are lots of questions swirling in the human resources space. HR Exchange Network contributor Dr. Jeanette Winters takes on the hard questions and helps present answers in this article.
Did you know that your organizational culture can increase the likelihood of having a high organizational performance by 97%? That is, when the culture includes feedback, fairness and a future-forward focus. This finding is one of the conclusions from a recent research study conducted by RedThread Research, “The Makings of Modern Performance Management.” In her latest piece for the HR Exchange Network, Cylient CEO Dianna Anderson looks at how taking a coaching approach to strengthening these essential cultural elements can build your organization’s coaching and performance “muscles” at the same time.
Learning leaders know this to be true: preparing workers with the skills of the future is critical to company survival. There is, however, one concern with this statement. They aren’t terribly sure what skills workers are going to need. There is a lot of theorizing about it, but without a crystal ball or a time machine, there isn’t an absolute approach to figuring out next steps. That said, some organizations have taken a “plan for everything approach” by creating more generalists. Click the title to read more.
The annual performance review is under attack, and for good reason. Many HR professionals say it has outlived its usefulness. The reason this is happening isn’t difficult to understand. For one, the performance review comes from a different time; a different era or work. The statistics back up that claim. According to SHRM, 95 percent of employees are dissatisfied with their companies’ performance review process. Click on the title to read more about how to change performance management in your organization.
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