HR Strategy
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Three make Winner’s Circle for Multi-tower HR Outsourcing: NGA, Aon Hewitt and ADP

Three make Winner’s Circle for Multi-tower HR Outsourcing: NGA, Aon Hewitt and ADP | HR Strategy | Scoop.it
HfS announces the first Blueprint Report in HR Outsourcing, with NGA, Aon Hewitt and ADP making the Winner's Circle

Via Andrew Spence
Gary Johnsen's insight:

State of the state of HRO

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Andrew Spence's curator insight, February 16, 2014 9:00 AM

Back in 2010, I wrote an article for the HR Transformer Blog called "HR Outsourcing - The challenge of picking winners".  

http://goo.gl/rxZHmJ


The challenge was (and still is) deciding which vendor you wish to sign a 7 or 10 year contract with, given changes in the marketplace.  I.e. the vendor might be taken over or lose interest in HRO mid-contract.


Thankfully analysts Horses for Sources not only keep the horse racing analogies alive, but also keep a close eye on how the HRO race is playing out.  Here they declare who is in the Winner's Circle, but the race is not over....


A useful and timely post on the HR Outsourcing market.

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Positioning HR As A Strategic Partner

Is HR still struggling to find a place at the table? Is the HR function seen as a nice to have rather than essential business driver? It’s a common proble
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You Tube on Business HR
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Strategic Plans Are Less Important than Strategic Planning

Strategic Plans Are Less Important than Strategic Planning | HR Strategy | Scoop.it
No plan survives contact with reality.
Gary Johnsen's insight:
Strategic planning as a guide vs. a detailed action plan
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Ratingless Reviews Positively Affect Pay Practices

As more organizations abandon annual scale-based employee ratings, new research suggests how ratingless reviews can put the focus on performance and consequences, which is a more effective way to evaluate, and reward, employees.
Gary Johnsen's insight:
Research on new ways to do performance management and pay practices
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How Smart, Connected Products Are Transforming Companies

How Smart, Connected Products Are Transforming Companies | HR Strategy | Scoop.it
Their impact on the value chain and organizational structure. The second in a two-part series.
Gary Johnsen's insight:
Good article on connected companies and HR implications
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The Role of HR in Reinventing Organisations: Embracing People Analyti…

Presentation given by me at Workforce Analytics Summit in Sydney, Australia on 5th May 2016. #WFAS2016 


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Workforce analytics
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Andrew Spence's curator insight, May 12, 10:54 PM

This presentation attempts to cover the following questions :-

1.What features will successful organisations have in the future?

2.What impact will this have on HR and People Management?

3.What are the main opportunities of the Quantified Workplace?

4.Why has HR struggled with transforming itself?

5.What are the main challenges with our current HR Operating models?

6.What are challenges of People Analytics and how do we overcome them?

7.How can People Analytics help transform HR?

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Why should anyone be led by you? - HR Strategy Forum Lecture ! London Business School

Subscribe on YouTube: http://bit.ly/lbsyoutube Follow on Twitter: http://twitter.com/lbs Too many companies are managed not by leaders, but by mere role players ...
Gary Johnsen's insight:
good insight on organizational culture
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How the Internet of Things Will Impact HR

How the Internet of Things Will Impact HR | HR Strategy | Scoop.it
Who would have thought that an Internet of things would be so important for the human resources department? And yet here we are. 10 billion devices give us 24/7
Gary Johnsen's insight:
Good summary on the Internet of Things and the impact on HR
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IBM and the Great Divide in HR

IBM and the Great Divide in HR | HR Strategy | Scoop.it

IBM's recent foray into improving the experience of individual employees highlights just how big a break a personalized approach would be from the past ideal of simply treating everyone equally.


Via Andrew Spence
Gary Johnsen's insight:
IBM getting into employee experience game 
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Andrew Spence's curator insight, March 30, 2:24 PM

Improving the experience of individual employees is indeed very different from the usual HR practice of treating everybody the same. 

Many organisations are designing the employee experience using similar methods to the design of the customer experience.

However, treating individuals differently depending on their needs/abilities is not new e.g. situational leadership 

Are we moving from the industrial-age, sheep-dip approach to managing people to a more personalised treatment? 

Peter Cappelli has called out a trend and one worth watching...

MGLHR's curator insight, March 31, 6:18 AM

Improving the experience of individual employees is indeed very different from the usual HR practice of treating everybody the same. 

Many organisations are designing the employee experience using similar methods to the design of the customer experience.

However, treating individuals differently depending on their needs/abilities is not new e.g. situational leadership 

Are we moving from the industrial-age, sheep-dip approach to managing people to a more personalised treatment? 

Peter Cappelli has called out a trend and one worth watching...

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Reinventing Performance Management at Deloitte

Reinventing Performance Management at Deloitte | HR Strategy | Scoop.it
Erica Bank describes how Deloitte reinvented its performance management practices to break down silos between performance management, talent management, leadership development, and employee engagement.
Gary Johnsen's insight:
Good summary of how Deloitte is changing performance management
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A Chart That Shows Which Industries Are the Most Digital (and Why)

A Chart That Shows Which Industries Are the Most Digital (and Why) | HR Strategy | Scoop.it
It comes down to workers having the right tools and using them well.
Gary Johnsen's insight:
Good article explaining digital and who is maturing 
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How to Build a Strategic Narrative

How to Build a Strategic Narrative | HR Strategy | Scoop.it
Most companies get it wrong.
Gary Johnsen's insight:
Humanize, shared purpose, roles and use DNA
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HR Trends 2016: the list of lists | HR Trend Institute

HR Trends 2016: the list of lists | HR Trend Institute | HR Strategy | Scoop.it
30 articles about HR Trends 2016 were reviewed and summarised in one overview. Technology is clearly driving many trends in HR. 

Via Tony Brugman (Bright & Company)
Gary Johnsen's insight:

Great work (covering 30 trends articles) and nice summary by Tom Haak of the HR Trend Institute of the most mentioned HR trends for this year.

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Tony Brugman (Bright & Company)'s curator insight, February 25, 11:35 AM

Great work (covering 30 trends articles) and nice summary by Tom Haak of the HR Trend Institute of the most mentioned HR trends for this year.

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Executive transitions: Seven steps for re-recruiting and engaging your new team

Executive transitions: Seven steps for re-recruiting and engaging your new team | HR Strategy | Scoop.it
As a new executive, how can you engage your new team and gain their followership? These steps can help you deal with anxiety about your intentions and the direction in which you want to lead the team, make a connection with far-flung team members, and use your energy and time optimally.
Gary Johnsen's insight:
7 transition steps for new leaders.
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Big-Box Retailers Have Two Options If They Want to Survive

Big-Box Retailers Have Two Options If They Want to Survive | HR Strategy | Scoop.it
Stores like Bass Pro Shops and Ikea are doing just fine.
Gary Johnsen's insight:
Good article on the importance of experience as a new value
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HR Roundtable: Does HR Want to be Strategic?

HR Roundtable: Does HR Want to be Strategic? | HR Strategy | Scoop.it
The May HR Roundtable(in Cincinnati) jumped into a conversation that was honestly overdue. For years HR has yearned to be seen as strategic and they continue to
Gary Johnsen's insight:
Some good thoughts on how HR can be strategic
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4 Keys To Success While Transforming to World of Digital HR

4 Keys To Success While Transforming to World of Digital HR | HR Strategy | Scoop.it

 When you see the word "digital" and "transformation" together - we all
snap to attention and think to ourselves "am I doing this stuff?" or "am I
falling behind?"  


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Digital HR
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Andrew Spence's curator insight, April 1, 1:58 PM

This is a good article from Jason Averbook.

 

What are the 4 things we should address as we move to world of Digital HR? 

 

1. Expectations - "no transformation is more challenging than
meeting the service expectations of a digitally empowered workforce".

 

2. Enhancements - We live in a world of "perpetual beta" where we must continue to try new things, create new
experiences, continue to push the boundaries of how we exceed the expectations of our changing workforce.

 

3. Collaborative Innovations - We have through our history been very "insular" when it comes to who we work with & who we share with...

 

4. Organizational Leadership - The shift from "Mad Men" to "Math Men" as is a key to the organizational leadership
change needed as we move to a Digital HR world.  

 

SHIFT eLearning's curator insight, April 1, 2:27 PM

This is a good article from Jason Averbook.

 

What are the 4 things we should address as we move to world of Digital HR? 

 

1. Expectations - "no transformation is more challenging than
meeting the service expectations of a digitally empowered workforce".

 

2. Enhancements - We live in a world of "perpetual beta" where we must continue to try new things, create new
experiences, continue to push the boundaries of how we exceed the expectations of our changing workforce.

 

3. Collaborative Innovations - We have through our history been very "insular" when it comes to who we work with & who we share with...

 

4. Organizational Leadership - The shift from "Mad Men" to "Math Men" as is a key to the organizational leadership
change needed as we move to a Digital HR world.  

 

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The Outside-In Approach to Customer Service - SPONSOR CONTENT FROM HBS EXECUTIVE EDUCATION

The Outside-In Approach to Customer Service - SPONSOR CONTENT FROM HBS EXECUTIVE EDUCATION | HR Strategy | Scoop.it
Sponsor Content from HBS Executive Education.
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Good article on design thinking
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A Simple Way to Test Your Company’s Strategic Alignment

A Simple Way to Test Your Company’s Strategic Alignment | HR Strategy | Scoop.it
Are you winning, or boldly going nowhere?
Gary Johnsen's insight:
Good summary that strategy (how/choices) and long term purpose need to be aligned and strategy and organizational capabilities need to be aligned for the best chance of winning
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Understanding Agile Management

Understanding Agile Management | HR Strategy | Scoop.it
Darrell Rigby of Bain and Jeff Sutherland of Scrum explain the rise of lean, iterative management tactics, and how to implement them yourself.
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HR Analytics - The "GPS" of True HR Transformation 

HR Analytics - The "GPS" of True HR Transformation  | HR Strategy | Scoop.it
It is critical to understand what HR transformation really is and the role HR analytics plays in effective transformation processes. Mark Berry shares his expertise in this article.

Via Andrew Spence
Gary Johnsen's insight:
Good summary of HRT and analytics
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Andrew Spence's curator insight, April 1, 1:16 PM

Good overview of how to define HR Transformation from Mark Berry and some insight on the new type of skills required to drive this transformation.

 

The focus needs to shift from process-related metrics -

  • time-to-fill
  • % of identified successors

to those that are more outcome-focused, such as -

  • increasing workforce productivity
  • maximizing return on workforce investment
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The 8 Fatal Flaws of Performance Management

The 8 Fatal Flaws of Performance Management | HR Strategy | Scoop.it
Adobe did it. Gap, Netflix, and GE are doing it. Microsoft played with it. Yahoo is being challenged in court for not doing it. Revamping performance man
Gary Johnsen's insight:
Nice summary of what is wrong with performance management today
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Strategic Business Partner Role: Definition, Knowledge, Skills & Operating Tensions : The OD Center

Gary Johnsen's insight:
Good article on how to define and challenges with strategy HRBP role
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Organizational design: The rise of teams

Organizational design: The rise of teams | HR Strategy | Scoop.it
Hierarchical organizational models aren’t just being turned upside down—they’re being deconstructed from the inside out. Businesses are reinventing themselves to operate as networks of teams to keep pace with the challenges of a fluid, unpredictable world.

Via Andrew Spence
Gary Johnsen's insight:

According to a Deloitte Survey, 92 percent of companies believe that redesigning the organization is very important or important, making it No. 1 in ranked importance among this year’s respondents.

 

This is music to my ears!

 

For too long, companies have spent too long tweaking round the edges on lost causes such as Employee Engagement.

 

What is the point of 'happy workers' doing the 'wrong work'?

 

The next step is harder, but here are some tips on where companies can start :-

Set up a real-time information network: Look at how people seek and find information today using design thinking.Eliminate organizational layers: Question the role and the need for middle managers.Rethink your rewards and goals: Optimize performance management around “team performance” and “team leadership” Adopt new team-based tools: Put in place tools and measurement systems that encourage people to move between teams.Let teams set their own goals: Teams should be held accountable for results.Communicate shared vision and values from top leaders: Encourage senior leaders to focus on strategy, vision, and direction.
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Fred Zimny's curator insight, March 13, 4:36 PM

According to a Deloitte Survey, 92 percent of companies believe that redesigning the organization is very important or important, making it No. 1 in ranked importance among this year’s respondents.

 

This is music to my ears!

 

For too long, companies have spent too long tweaking round the edges on lost causes such as Employee Engagement.

 

What is the point of 'happy workers' doing the 'wrong work'?

 

The next step is harder, but here are some tips on where companies can start :-

Set up a real-time information network: Look at how people seek and find information today using design thinking.Eliminate organizational layers: Question the role and the need for middle managers.Rethink your rewards and goals: Optimize performance management around “team performance” and “team leadership” Adopt new team-based tools: Put in place tools and measurement systems that encourage people to move between teams.Let teams set their own goals: Teams should be held accountable for results.Communicate shared vision and values from top leaders: Encourage senior leaders to focus on strategy, vision, and direction.
Ricard Lloria's curator insight, March 14, 2:42 AM

According to a Deloitte Survey, 92 percent of companies believe that redesigning the organization is very important or important, making it No. 1 in ranked importance among this year’s respondents.

 

This is music to my ears!

 

For too long, companies have spent too long tweaking round the edges on lost causes such as Employee Engagement.

 

What is the point of 'happy workers' doing the 'wrong work'?

 

The next step is harder, but here are some tips on where companies can start :-

Set up a real-time information network: Look at how people seek and find information today using design thinking.Eliminate organizational layers: Question the role and the need for middle managers.Rethink your rewards and goals: Optimize performance management around “team performance” and “team leadership” Adopt new team-based tools: Put in place tools and measurement systems that encourage people to move between teams.Let teams set their own goals: Teams should be held accountable for results.Communicate shared vision and values from top leaders: Encourage senior leaders to focus on strategy, vision, and direction.
Veerle Seymus's curator insight, March 18, 3:48 AM

According to a Deloitte Survey, 92 percent of companies believe that redesigning the organization is very important or important, making it No. 1 in ranked importance among this year’s respondents.

 

This is music to my ears!

 

For too long, companies have spent too long tweaking round the edges on lost causes such as Employee Engagement.

 

What is the point of 'happy workers' doing the 'wrong work'?

 

The next step is harder, but here are some tips on where companies can start :-

Set up a real-time information network: Look at how people seek and find information today using design thinking.Eliminate organizational layers: Question the role and the need for middle managers.Rethink your rewards and goals: Optimize performance management around “team performance” and “team leadership” Adopt new team-based tools: Put in place tools and measurement systems that encourage people to move between teams.Let teams set their own goals: Teams should be held accountable for results.Communicate shared vision and values from top leaders: Encourage senior leaders to focus on strategy, vision, and direction.
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7 Secrets That Will Change Your HR Strategy Forever - Tim Sackett of HRU Technical Resources

Woman: Tim Sackett is a 20 year HR recruiting talent pro, with a Masters in HR and Sphere certification. Currently the President of HRU Technical Resources, ...
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