CEOs and the paradox of talent shortages in a digital age

Posted by: nroualec on 6 March 2017 in HR

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First, the good news. While you’ll find robots doing all sorts of industrial jobs and even delivering services, CEOs still need people.  Just 16% plan to cut their company’s headcount this year, compared to 52% who plan to hire more people, according to the latest PwC Annual Global CEO survey[1].The bad news is that the right people are getting harder to find, with 77% of CEOs worried that skills shortages could derail business growth. And it’s the creative, emotionally intelligent innovators who are in shortest supply – the people most likely to drive growth in a volatile and uncertain world.Using people dataBut do CEO’s even know what skills and talents lurk within their workforce? Or if they have the right people to deal with whatever lies ahead? I reckon many have no idea. Despite the explosive growth in employee data…

8 HR levers to drive employee engagement

Posted by: on 14 April 2016 in HR, Innovation & Technology

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Employee engagement isn’t alchemy. Any organization can do it. Engaging employees in a way that leads to improved performance is all about meeting the specific needs and wants of your people, and taking away some of the pressure they face in their work and their lives. The HR function is in a perfect position to do this, because it has the most effective levers at its disposal. Give all of these a go, and you will drive an employee engagement revolution throughout your company: Employee empowerment – everyone wants to contribute to ideas within a company, in order to feel empowered and drive innovation. Google is well-known for being the best at this. Laszlo Bock, Senior Vice President of Google’s People Operations, told Forbes that “We try to have as many channels for expression as we can, recognizing that different…

Employee engagement and the bottom line

Posted by: on 12 April 2016 in HR, Human Capital Management

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What’s happening to employee engagement at the moment?! For managers, the latest literature makes for some scary reading. The Gallup State of the Global Workplace study says that only 13% of employees are engaged at work (1). According to the Quantum Workplace 2015 employee engagement trends report, over a third of workers are either just ‘contributing’ (24.3%) or actually ‘disengaged’ (7.1%) (2). They don’t like their work or their workplace. And you can bet that they will leave as soon as they get the chance.Employee engagement impacts business performanceThis is crazy. We all know how important employee engagement is to overall business performance. But just in case, here are some reminders:Wharton finance professor Alex Edmans in 2011 evaluated the stock performance of companies in Fortune magazine’s annual “Best Companies to Work For” list from 1984 to 2009 and found they…

5 Trends That Will Redefine Human Capital Management

Posted by: on 8 April 2016 in Human Capital Management

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Did you know that, according to a recent study (1), one third of global employers reported that their workforce turnover increased? And that, in addition, a high percentage of organisations admitted they were having problems keeping key groups of staff – those with critical skills, those with high potential and the top performers. Furthermore, an even greater number of employers are having issues recruiting these types of employees.These are pretty alarming statistics that bring into sharp relief the business challenges the war for talent creates. At stake are business productivity, the capacity to grow, developing and engaging employees, as well as effectively managing employees’ performance.Interestingly, 87% of organisations (2) are revamping, restructuring or considering a redesign of their talent acquisition function. In addition, change – which is always at work – can be seen in emerging trends that are likely…

Change Begins with Your Words

Posted by: on 6 April 2016 in Human Capital Management, Non classé

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Communication skills are an essential part of the work place. They harmonise a team, align leadership, and activate accountability to influence change. With every conversation, we should focus on choosing words and listening carefully. I do this while maintaining my “pay-it-forward” personal style of authenticity. But it’s easy during busy times or when working in a routine, to lose sight of essential communication skills.Here are some ways to improve day-to-day communication, including change communication, at work:Choose the ideal channel for your message: should the information be shared over the phone, through email, via text, in an instant message, or covered on the next team call?Remove meaningless words: “um”, “ah”, “just”, and “like.” These distracting phrases negatively impact your credibility and weaken the validity of your message.Use data to support your assertions: without data, your statement may be perceived as opinion, and…