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Ondernemen in 2025: flexibel organiseren | Reorganisering van je HR | MKB Servicedesk

Ondernemen in 2025: flexibel organiseren | Reorganisering van je HR | MKB Servicedesk | Human Capital & Business Trends | Scoop.it
De manier waarop ondernemers organiseren, verandert. Dat constateert trendwatcher Guido van de Wiel. Aan de hand van zeven termen spreekt Van de Wiel zich uit over zíjn verwachtingen voor 2025 op het
Tony Brugman (Bright & Company)'s insight:

(dutch) 8 trends/verwachtingen voor 'HR en organiseren in 2025' door @GuidovandeWiel

 

1. Rolleiderschap

2. Wijzer werken

3. Agile organiseren

4. Interplacement

5. Medewerkersbevlogenheid en klantbevlogenheid

6. Minderheidswijsheid

7. Organiseren en het poffertjesmodel

8. Third places en uitwerkers

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Human Capital & Business Trends
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Changing change management

Changing change management | Human Capital & Business Trends | Scoop.it
Research tells us that most change efforts fail. Yet change methodologies are stuck in a predigital era. It’s high time to start catching up. A McKinsey & Company article.

Via Andrew Spence
Tony Brugman (Bright & Company)'s insight:

It's time to modernize 'change'! Great article by McKinsey saying that organisations can unlock the power of digital tools to drive internal change initiatives. 


For example to

1. Provide just-in-time feedback

2. Personalize the experience

3. Sidestep hierarchy

4. Build empathy, community, and shared purpose

5. Demonstrate progress


Makes sense doesn't it?!


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Andrew Spence's curator insight, August 4, 7:27 AM

Is everything you learnt about change in the "predigital" era now defunct?


In my view, no. One thing we have in common with the industrial age is our reliance on people - and we still have some left.  When I last checked, they still have beating hearts and crave meaningful work.


However, we need to re-think quickly as move move into the digital age.  


Here are 5 areas that can help make internal change efforts more effective and enduring :-

1. Provide just-in-time feedback

2. Personalize the experience

3. Sidestep hierarchy

4. Build empathy, community, and shared purpose

5. Demonstrate progress

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The warnings of 'Why We Hate HR' are worth revisiting - HR Magazine

The warnings of 'Why We Hate HR' are worth revisiting - HR Magazine | Human Capital & Business Trends | Scoop.it

In August 2005 Fast Company magazine published its infamous "Why We Hate HR" article. It's only with the perspective of time that it's become clear that this was a tongue-in-check response to the opening lines of Dave Ulrich's book, the HR Value Proposition.


Via Andrée Laforge
Tony Brugman (Bright & Company)'s insight:

Ten years after the critical Fast Company article HR can still learn from its' lessons. A gentle remindner from the Senior VP People of McDonald's.

 

"As the Fast Company article said: “HR is the corporate function with the greatest potential – the key driver, in theory, of business performance.” Our opportunity in the next 10 years is to turn that theory into practice." 

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Andrée Laforge's curator insight, August 17, 10:28 AM

Il serait peut-être bon de revisiter les prémisses derrières cet article de 2005 et de vraiment voir si les RH ont évoluées.

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Why you can’t scare people into doing the right thing. - PwC

Why you can’t scare people into doing the right thing. - PwC | Human Capital & Business Trends | Scoop.it
Employers in financial services who get tough about poor employee behaviours and performance may be fuelling a climate of fear that breeds even more unethical conduct - the opposite of what regulators, businesses and the public want. That’s according to a joint PwC and London Business School survey of more...
Tony Brugman (Bright & Company)'s insight:

Interesting research by PwC and Londen Business School on (un)ethical behavior of bankers (with the financial crisis in the back of our minds)..Important lessons for regulators and financial services leaders!

 

A culture of fear and negative rewards is not always the best way to regulate and stimulate the desired behavior.

 

"The report found that anxiety disrupts people’s capacity to make good decisions, often leading them to behave less ethically. That means the threat of fines, bonus clawbacks and even prison won’t necessarily prevent further misselling and market‑rigging scandals."

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Are You – And Your Company – Prepared For The Future Of Work In Tomorrowland? | The European Business Review

Are You – And Your Company – Prepared For The Future Of Work In Tomorrowland? | The European Business Review | Human Capital & Business Trends | Scoop.it
This article describes 10 key dimensions that executives may use to assess their preparedness for work in Tomorrowland. It offers insightful and strategic questions for leaders to develop people, companies, and ecosystems that are able to flourish in a high tech, high touch, and high growth work reality while resisting the possibilities for strategic implosion.
Tony Brugman (Bright & Company)'s insight:

Excellent EBR article on the assessment of readiness for 'Future of Work'.

 

Assessment domains of "preparedness for work in Tomorrowland" include:

 - Impact of technology and cyber-age on work and jobs

- Type of work activities that people will be performing

- Portfolio Employment

- Social and Physical context in which work will take place

- Sustaining Work And Life Satisfaction in the future

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Gary Johnsen's curator insight, August 5, 7:18 AM

Excellent EBR article on the assessment of readiness for 'Future of Work'.

 

Assessment domains of "preparedness for work in Tomorrowland" include:

 - Impact of technology and cyber-age on work and jobs

- Type of work activities that people will be performing

- Portfolio Employment

- Social and Physical context in which work will take place

- Sustaining Work And Life Satisfaction in the future

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Revolution in the Driver’s Seat The Road to Autonomous Vehicles | BCG

Revolution in the Driver’s Seat THE ROAD TO AUTONOMOUS VEHICLES
Tony Brugman (Bright & Company)'s insight:

Pretty extensive report by BCG on the developments, flavors, costs and challenges of driverless cars or 'Autonomous Vehicles'. 

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The Stay Interview

The Stay Interview | Human Capital & Business Trends | Scoop.it
In a Q & A with HRE, the authors of a new book argue that stay interviews with current employees yield more helpful retention insight for organizations than exit interviews currently do.
Tony Brugman (Bright & Company)'s insight:

Interesting new philosophy on HR and talent management and idem ditto book!

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Bright, Shiny Objects and the Future of HR

Bright, Shiny Objects and the Future of HR | Human Capital & Business Trends | Scoop.it
How Juniper Networks tests and integrates the most valuable new approaches
Tony Brugman (Bright & Company)'s insight:

Great example at Juniper Networks of how HR can keep up with innovation and keeps in mind which new ideas are most crucial for the business.

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Why We Love to Hate HR…and What HR Can Do About It

Why We Love to Hate HR…and What HR Can Do About It | Human Capital & Business Trends | Scoop.it
The most vocal critics say that HR managers focus too much on “administrivia” and lack vision and strategic insight. Five smart moves that will help.

Via Karl Wabst
Tony Brugman (Bright & Company)'s insight:

Good analysis by Peter Cappelli!

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Karl Wabst's curator insight, June 28, 8:11 PM

HR is aware of the perceived lack of its contributions. Some are evangelizing change from within its own ranks.


For an HR Professional point of view, read “The Rise of HR: Wisdom from 73 Thought Leaders: Essential Reading About Our Changing Profession.”

https://www.hrci.org/certified-community/blog-archive/certification-matters/2015/04/08/the-rise-of-hr-wisdom-from-73-thought-leaders


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Dave Ulrich: The future of HR is about relationships - People Management

Dave Ulrich: The future of HR is about relationships - People Management | Human Capital & Business Trends | Scoop.it
As I have pondered these findings and heard the ongoing debates about improving HR operating models, I have come to the conclusion that upgrades to the HR operating model will come less from roles defined on organisation charts and more from improved relationships. 
Tony Brugman (Bright & Company)'s insight:

Exclusive essay by HR guru Dave Ulrich at CIPD's People Management website unveiling "his new HR operating model". This time no new competences or roles model for HR, but behavior principles on building and sustaining relationships instead. I would like to call it real 'HR Leadership'.

 

Ulrich: "Synthesising relationship research, let me propose six principles that, when applied, may improve the HR operating models more than debates about roles."

 

1. Share a common purpose 

2. Respect differences
3. Govern, accept, connect
4. Care for the other
5. Share experiences together
6. Grow together

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Connecting talent with opportunity in the digital age | McKinsey & Company

Connecting talent with opportunity in the digital age | McKinsey & Company | Human Capital & Business Trends | Scoop.it
Online talent platforms are increasingly connecting people to the right work opportunities. By 2025 they could add $2.7 trillion to global GDP, and begin to ameliorate many of the persistent problems in the world’s labor markets. A McKinsey Global Institute article.
Tony Brugman (Bright & Company)'s insight:

New research report by McKinsey 'A labor market that works: Connecting talent with opportunity in the digital age' on the potential of Online talent platforms such as  Careerbuilder, Glassdoor, LinkedIn and many more.

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Neuroscience and organizational change – providing the evidence

Neuroscience and organizational change – providing the evidence | Human Capital & Business Trends | Scoop.it
In Hilary Scarlett’s Melcrum article of February 2013, Neuroscience – helping employees through change, she described some of the insights neuroscience is bringing to why people find organizational change difficult, and more usefully, what we c

Via Kasia Hein-Peters, John Michel, David Hain
Tony Brugman (Bright & Company)'s insight:

Interesting stuff on impact of neuroscientific way of learning on performance and coping with change.

 

A research amongst leaders from four large organisations showed "learning about how our brains work can help us manage ourselves and lead people through change in more effective ways. (Because) it provides important insights into how we respond to change, what makes it easier for us to cope with uncertainty, what helps us focus, what affects our motivation and openness to change."

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John Michel's curator insight, May 22, 4:49 PM

Neuroscience, the study of the nervous system including the brain, is set to transform our understanding of how people respond to the world of work. If we can understand the brain better, then we can help organizations, leaders, and all employees work more efficiently and effectively. 

David Hain's curator insight, May 23, 5:40 AM

Understanding of how our brains are wired offers huge possibilities for transformation - but only if transformation leaders inform themselves!

Gary Johnsen's curator insight, June 21, 9:12 AM

Good summary on the brain and change management David Rock

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Clare Moncrieff, executive advisor, CEB, on Harnessing Talent for 21c

Reinventing HR: Harnessing the potential of key talent segments

Via David Hain
Tony Brugman (Bright & Company)'s insight:

Good slidepack by CEB on how to reinvent HR. Discussing how to capitalize on gender diversity benefits and which myths about millennials have to be tackled.

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David Hain's curator insight, May 22, 3:20 AM

These stats challenge the myths surrounding ‘weaker’ talent groups: millennials and women.

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The New CEO’s Guide to Transformation

The New CEO’s Guide to Transformation | Human Capital & Business Trends | Scoop.it

New CEOs and senior executives often take over with a mandate for change. A structured four-step process can help them launch a transformation program and improve performance in a sustainable way.

 


Via Kenneth Mikkelsen
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aml_think's curator insight, June 3, 8:42 AM

CHANGE & TRANSFORM!

Hanne Alsen's curator insight, June 17, 3:15 PM

Hvilken OVERGANG er du / din virksomhed i lige nu ?

Ghita Benkirane's curator insight, July 20, 2:52 AM

Un guide pour la transformation managériale

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Robotics – I need your clothes, your boots and your HR processes - Deloitte HR Spotlight

Robotics – I need your clothes, your boots and your HR processes - Deloitte HR Spotlight | Human Capital & Business Trends | Scoop.it
This summer we have seen our favourite gun-toting, German speaking cyborg return to movie screens in a fight to save the world from an evil terminator. There are two things that are striking about the return of Arnie to our screens: One, he still has the same dubious haircut and...

Via David Green
Tony Brugman (Bright & Company)'s insight:

Robots are coming to HR! 

 

Interesting Deloitte article on the next phase of HR Transformation: Robot Process Automation (RPA).

 

"RPA will fundamentally change the operating model and capabilities of HR – tomorrow, if you are still performing repeatable, transactional, rule-based activities within your shared service centre you have failed.

RPA Robots operate at 1,000 times the speed of an SSC FTE, at a tenth of the cost (of an onshore FTE), have a near 0% error rate and can be turned off and on at any time (making them infinitely scaleable). "

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What Separates Great HR Leaders from the Rest

What Separates Great HR Leaders from the Rest | Human Capital & Business Trends | Scoop.it
HR seems to have become every manager and employee’s favorite corporate punching bag, vying with IT for the dubious title of most-irritating function.

Via Andrée Laforge
Tony Brugman (Bright & Company)'s insight:

An insightful article on HBR blog, showing research results on HR Leadership effectiveness. According to the researchers HR Leaders are most strong at:

-  Developing and coaching other

- Building positive relationships

- Role modeling
- Having functional knowledge and expertise

 

They are considered to be weak at:

- Focusing internally rather than externally
- Lacking strategic perspective
- Not anticipating and responding quickly to problems
- Resisting stretch goals

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Andrée Laforge's curator insight, August 17, 1:45 PM

Tiens donc...


Gary Johnsen's curator insight, August 23, 7:52 AM

Great HR leaders connect externally, think strategically, respond quickly and create high standard goals

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The Father Of "Getting Things Done": You're Getting Me All Wrong

The Father Of "Getting Things Done": You're Getting Me All Wrong | Human Capital & Business Trends | Scoop.it
Productivity guru David Allen on Zen, doing nothing, and why some people need to "stop focusing on their goals and actually get shit done."
Tony Brugman (Bright & Company)'s insight:

We all got it wrong! Getting Things Done is often thought of as a time management system. David Allen told Fast Company it is more of a "space management system".

 

"The people who are most attracted to Getting Things Done are the people who need it the least."

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Humans are underrated

Humans are underrated | Human Capital & Business Trends | Scoop.it
As technology becomes more dominant in the workplace, here are the three job skills that you need to thrive.
Tony Brugman (Bright & Company)'s insight:

"We shouldn't focus on the question: what computers can't do."

 

According to Geoff Colvin (author of 'Talent is overrated' and upcoming book 'Humans are underrated') says to Fortune we instead should focus on: How will we humans add value? What are the abilities that make humans unique in the age of technology?

 

"Empathy, collaborating, storytelling, solving problems together, building relationships."

 

"Abilities we evolved 100.000 years ago, because they enabled us to survive. And we evolved to have interpersonal reactions with other humans, not with computers."

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Angela Auzenne's curator insight, July 30, 5:06 PM

"We shouldn't focus on the question: what computers can't do."

 

According to Geoff Colvin (author of 'Talent is overrated' and upcoming book 'Humans are underrated') says to Fortune we instead should focus on: How will we humans add value? What are the abilities that make humans unique in the age of technology?

 

"Empathy, collaborating, storytelling, solving problems together, building relationships."

 

"Abilities we evolved 100.000 years ago, because they enabled us to survive. And we evolved to have interpersonal reactions with other humans, not with computers."

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Airbnb Chief Human Resource Officer Becomes Chief Employee Experience Officer

Airbnb Chief Human Resource Officer Becomes Chief Employee Experience Officer | Human Capital & Business Trends | Scoop.it
Businesses have long recognized the importance of delivering a differentiated and engaging experience for their customers. But as Millennials have surpassed Generation X to become the largest share of the American workforce, companies are now applying the same philosophy of creating memorable customer experiences to keep their own employees engaged [...]
Tony Brugman (Bright & Company)'s insight:

Cool people management insights from one of the most innovative and disrupting companies around today: AirBnB. They have a so called 'Workplace as an Experience'. This also has implications for the way doing HR:

 

"Everything at Airbnb is a continuation of what it’s like to be a guest in somebody’s house.” The role of Head of Employee Experience at Airbnb blurs the lines between the functions of Marketing, Communications, Real Estate, Social Responsibility, and Human Resources."

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Fire Your Boss: Holacracy's Founder On The Flatter Future Of Work

Fire Your Boss: Holacracy's Founder On The Flatter Future Of Work | Human Capital & Business Trends | Scoop.it
How a Philly-based entrepreneur accidentally launched a radical new management paradigm that's infiltrating Silicon Valley.
Tony Brugman (Bright & Company)'s insight:

Cool interview by FastCompany with the accidental founder/inventor of the 'Holacracy' organisation model.

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Gary Johnsen's curator insight, July 11, 12:42 PM

New way of doing org design

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People Before Strategy: A New Role for the CHRO

People Before Strategy: A New Role for the CHRO | Human Capital & Business Trends | Scoop.it

MustThe CEO should make the human resources leader a true partner.


Via Andrée Laforge
Tony Brugman (Bright & Company)'s insight:

Must read for HR pros! Good piece by Ram Charan in HBR.

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Andrée Laforge's curator insight, June 25, 5:56 PM

Très intéressant! De belles pistes pour amener le CHRO dans le G3 - avec le CEO et le CFO...

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HBR: It's Time to "Blow Up" HR - HRE Daily

HBR: It's Time to "Blow Up" HR - HRE Daily | Human Capital & Business Trends | Scoop.it
It’s summer blockbuster season, with actors like Chris Pratt and Dwayne “The Rock” Johnson saving us from rampaging dinosaurs and earthquakes with the aid of tons of CGI special effects (and plenty of clunky dialogue), so perhaps it’s appropriate that the Harvard Business Review (subscription required) has emblazoned the cover of  its July/August issue with an icon …
Tony Brugman (Bright & Company)'s insight:

Looking forward to read next month's HBR edition! (Teasing title!) According to HREonline blog "the three related articles inside aren’t quite as explosive as the cover suggests, but  thought-provoking nonetheless." Authors include Peter Cappelli, John Boudreau and Ram 'Split-HR-in-two' Charan.


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Jobs under threat from automation - Grant Thornton

Jobs under threat from automation - Grant Thornton | Human Capital & Business Trends | Scoop.it
Fifty years on from the world’s first personal computer going into mass production, the Grant Thornton International Business Report reveals the scale of technology’s influence on business with the majority of firms now planning to automate operations and practices, potentially resulting in job losses. 
Tony Brugman (Bright & Company)'s insight:

New survey by Grant Thornton focuses on development and impact of technology/automation. "Globally, over half (56%) of firms surveyed told Grant Thornton they are either already automating business practices or may do over the next 12 months."


“Are robots set to replace the workforce? It’s likely the wrong question. We should be asking: What human capabilities will be most enhanced?"


Grant Thornton thinks new roles and responsibilities will be created by an increased use of technology. "Globally over half of automating firms (54%) expect to redeploy workers in other areas, with 28% saying that workers will be trained to operate new machinery. Even in manufacturing, 44% of firms plan to redeploy rather than remove staff."


Also read the follow-up article 'Automation: the pros & cons' on the benefits and challenges of automation (http://www.grantthornton.global/en/insights/growthiq/automation/)

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What motivates us at work? More than money

What motivates us at work? More than money | Human Capital & Business Trends | Scoop.it
“When we think about how people work, the naïve intuition we have is that people are like rats in a maze,” says behavioral economist Dan Ariely (TED Talk: What makes us feel good about our work?) “We really have this incredibly simplistic view of why people work and what the labor market looks like.”

Instead, when you look carefully at the way people work, he says, you find out there’s a lot more at play — and at stake — than money. Ariely provides evidence that we are also driven by the meaningfulness of our work, by others’ acknowledgement — and by the amount of effort we’ve put in: the harder the task is, the prouder we are.

“When we think about labor, we usually think about motivation and payment as the same thing, but the reality is that we should probably add all kinds of things to it: meaning, creation, challenges, ownership, identity, pride, etc.,” Ariely says.

Below, take a look at some of Ariely’s other studies, as well as a few from other researchers, with interesting implications for what makes us feel good about our work.

Via David Hain
Tony Brugman (Bright & Company)'s insight:

I like Dan Ariely's work and TED contributions on work and motivation. Here is a nice overview of some of his (and colleagues') other research in this field of research. Some of the research headlines:

 

- "The less appreciated we feel our work is, the more money we want to do it."

- "The harder a project is, the prouder we feel of it"


Sounds familiar?

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David Hain's curator insight, May 24, 5:51 AM

"Knowing that our work helps others may increase our unconscious motivation" - one of several findings from motivation research here.

Carol Rine's curator insight, May 26, 9:03 AM

Love this: 

Gary Johnsen's curator insight, June 21, 9:04 AM

Good summary of research on employee motivation models

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The Zappos Experiment Eliminating Managers? They’re Having Some Issues

The Zappos Experiment Eliminating Managers? They’re Having Some Issues | Human Capital & Business Trends | Scoop.it
I'll believe in holacracy when CEOs start giving up their titles and submit themselves to it. Don't know what holacracy is? Holacracy.com says it is

Via David Green
Tony Brugman (Bright & Company)'s insight:

Holacracy is not necessary the Holy Grail of management...

 

"Self-management is a work in progress at Zappos, (but) a concept that doesn’t work for most companies"

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Pas op voor generatie Narcisme

Pas op voor generatie Narcisme | Human Capital & Business Trends | Scoop.it

De werknemer van de toekomst heeft meer moeite om‘bevelen’ op te volgen, is eerder geneigd feedback te betwisten en beschikt over onderontwikkeld empathisch vermogen. 

Tony Brugman (Bright & Company)'s insight:

(in Dutch) Gen Y en Z: Ze zijn zeer ambitieus, hebben vaak torenhoge verwachtingen van en over hun werk, en het lijkt wel of alles wat zij krijgen nooit genoeg is. Waarom gedragen zij zich zo? En waarop moeten werkgevers zich voorbereiden?


Mijn collega Iris Valk onderzocht de oorzaken van hun gedrag en overtuigingen en schreef hierover een artikel in PW de Gids.

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