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Weekly Wrap: The Future of HR? It’s Getting Back Into the People Business

Weekly Wrap: The Future of HR? It’s Getting Back Into the People Business | Profile of the future HR leader | Scoop.it
I often get asked what are the big trends I see today in HR and talent management, and all this past week at the 65th SHRM Annual Conference & Exhibition in Chicago, I found myself getting asked that question a lot.
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What makes an 'HR Leader'?

What makes an 'HR Leader'? | Profile of the future HR leader | Scoop.it

In this article we relook at the competencies which have been identified as the pre-requisites for HR Leaders during the Are You In The List Awards process

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How Ericsson aligned its people with its transformation strategy | McKinsey & Company

How Ericsson aligned its people with its transformation strategy | McKinsey & Company | Profile of the future HR leader | Scoop.it
A recent shift in strategy required an overhaul of HR. Ericsson’s chief human-resources officer, Bina Chaurasia, describes how skills, technology, and processes had to change on a global scale. A McKinsey Quarterly article.
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What Should CEOs Expect From HR?

What Should CEOs Expect From HR? | Profile of the future HR leader | Scoop.it

The dilemma facing human resources’ constituents is captured in a vignette, a chief human resources officer once told me that described their first meeting with their leadership team chaired by the CEO.

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4 Ways to Become a Better Learner

4 Ways to Become a Better Learner | Profile of the future HR leader | Scoop.it

Learning agility is the capacity for rapid, continuous learning from experience. Agile learners are good at making connections across experiences, and they’re able to let go of perspectives or approaches that are no longer useful — in other words, they can unlearn things when novel solutions are required. People with this mindset tend to be oriented toward learning goals and open to new experiences. They experiment, seek feedback, and reflect systematically.

 

 


Via Kenneth Mikkelsen, Ricard Lloria
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Kenneth Mikkelsen's curator insight, January 10, 1:39 PM

Learning agility is the capacity for rapid, continuous learning from experience. Agile learners are good at making connections across experiences, and they’re able to let go of perspectives or approaches that are no longer useful — in other words, they can unlearn things when novel solutions are required. People with this mindset tend to be oriented toward learning goals and open to new experiences. They experiment, seek feedback, and reflect systematically.

 

Article by Monique Valcour. Follow her on Twitter here: @moniquevalcour.

 

 

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Tech Insights: 4 Keys to Help Embrace Evidence-Based HR

Tech Insights: 4 Keys to Help Embrace Evidence-Based HR | Profile of the future HR leader | Scoop.it

Ten years ago, one retailer was far ahead of the curve on analytics. It built a skilled analytics team the likes of which most of us would envy today. Howeve

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learning in the network era Harold Jarche

learning in the network era Harold Jarche | Profile of the future HR leader | Scoop.it

Via juandoming, Aki Puustinen
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Carlos Rodrigues Cadre's curator insight, December 29, 2015 8:27 AM

adicionar sua visão ...

jamaes anewl's curator insight, December 29, 2015 11:16 AM

Medical billing services company in the USA.  A direct approach for people looking for billing solutions to their problems.  Excellent source of documentation and a good blog.

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La transformation des ressources humaines dans le secteur banques et assurances. (Oracle Applications France)

La transformation des ressources humaines dans le secteur banques et assurances. (Oracle Applications France) | Profile of the future HR leader | Scoop.it

Blogs.Oracle.Com - Oracle Applications France

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What’s Next in Next Generation Learning?

What’s Next in Next Generation Learning? | Profile of the future HR leader | Scoop.it
Five emerging strategies and associated implementation tips. GUEST COLUMN | by Amy Moynihan Next-generation learning encompasses much more than simply introducing technology into the classroom – it supports student-centered, 21st-century instructional strategies intended to extend learning beyond the classroom into all aspects of students’ lives. A growing body of research suggests that overall student achievement…

Via Ana Cristina Pratas
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The Future of HR is Open Source

The Future of HR is Open Source | Profile of the future HR leader | Scoop.it
Collaboration or shared learning was one of the key themes of the recent HR Tech World Congress in Paris where Ambrosia Vertesi of Hootsuite outlined the concept of Open Source HR .

Via Marco Passeri
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Three key charts from the 'Digital Skills Gap in Government' report

Three key charts from the 'Digital Skills Gap in Government' report | Profile of the future HR leader | Scoop.it

Digital transformation is a unique and idiosyncratic process, wholly dependant on the organisation in question.


Via Fred Zimny
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5 Companies That Are Successfully Using Gamification for Recruiting

5 Companies That Are Successfully Using Gamification for Recruiting | Profile of the future HR leader | Scoop.it

Lately, recruiters have been seeing articles that are sounding the death knell of gamification. But while some companies’ efforts it for recruiting failed, that doesn’t mean that it’s game over.


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Peter Sondergaard: How Leading CIOs Are Addressing The Digital Skills Gap

Peter Sondergaard: How Leading CIOs Are Addressing The Digital Skills Gap | Profile of the future HR leader | Scoop.it
Digital business is growing across all industries. As analog revenues flatten and decline for many industries, businesses are shifting to a new source of growth: digital revenue from digital business. Our estimates indicate that 125,000 large organizations will have launched digital business initiatives by year’s end. To put that into context, that’s over half of all large enterprises.
This presents a huge challenge for CIOs who must now retool their IT organizations with the knowledge, skills and experience needed to lead digital initiatives. The question for CIOs is how do you transform your team over time while still meeting the digital demands of the business today?

Playing the Short Game, Faster

Digital business demands that CIOs and their IT organizations develop digital technology skills such as cloud, mobile, big data and social analytics (a combination Gartner calls the Nexus of Forces), as well as acquire new digital business skills such as design thinking, data sciences, digital business design and user-centric design to drive transformation and sustain long-term performance — and fast.

In the short term, CIOs can use IT consultants, contractors and outsourcing services to meet this challenge. But this is not sustainable, productive nor differentiating beyond the immediate benefit of speed. CIOs must simultaneously focus on reskilling and upskilling to source, acquire and develop the knowledge, skills and competencies needed within their own team in order to execute a digital business strategy.

To build digital skills capabilities internally at the desired pace to stay competitive, CIOs need to work with their HR colleagues to lead a significant overhaul of learning and training programs. Traditional approaches such as computer-based training and certifications still have a role to play, but CIOs must think differently to transfer digital knowledge quicker and deliver results faster.
This is where reverse mentoring comes into play. This is a technique we see gaining traction among leading CIOs. First pioneered by GE and adopted since at scale by companies such as P&G, Johnson & Johnson and GM, it focuses on pairing mature senior employees with individuals entering the workplace for mutual benefit. Millennials possessing the dexterity and knowledge required for digital business become great resources for educating more tenured staff members on new technologies. In return, younger staff benefit from knowledge and capabilities imparted by senior staff, such as business acumen, protocol and decision-making skills that often come with time and experience.

Playing the Long Game, Better

Hiring consultants or contractors in the short term and developing your own team’s skills in the medium term helps CIOs drive digital transformation, but the future will be won by leaders who think and act even bigger.

To accelerate the creation of a new digital technology platform, leading CIOs are advocating a radical new approach; their organizations are operating as venture investors. They are not prepared to simply wait for their existing suppliers to build digital capabilities. Instead, leading CIOs identify and invest directly in small technology startups, buy a stake in their future, guide their direction based on the needs of the CIO’s organization, and then acquire and integrate those startups into the acquiring business when the time is right to reap the maximum benefit.

These “techquisition” CIOs first appeared in FinTech companies. We now see this trend adopted by industrial firms, which invest in automation software, and by retailers, which acquire vendors that possess unique algorithms designed to create differentiated customer experiences. These CIOs are using techquisitions to add new skills, capabilities and competencies to their teams to stay not only relevant to their organizations, but to win from within.

Playing to Win, Bigger

Addressing the pace, scale and complexity of the skills and experience gap in your organization is not going to be solved by implementing one initiative “or” another; CIOs must drive multiple people-focused initiatives — including competing and/or unconventional programs — to succeed in an entirely new digital business environment. The pace of change is too fast, the opportunity is too large and the risk of failure is far too great.

Via Fred Zimny
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Three Ways Machine Learning Will Help Leaders Become Better Decision Makers

Three Ways Machine Learning Will Help Leaders Become Better Decision Makers | Profile of the future HR leader | Scoop.it
RT @ariegoldshlager: "Thus human and machine thinking are complementary and additive."
https://t.co/nZ1uH1sXr6
#bigdata
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Ten Predictions For HR Leaders In 2016

Ten Predictions For HR Leaders In 2016 | Profile of the future HR leader | Scoop.it

The digital workplace of 2016 will bring major changes to the world of HR. Here are ten predictions for the year ahead from Josh Bersin.

 


Via Andrew Spence
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Andrew Spence's curator insight, January 29, 11:30 AM

Nobody speaks to more HR leaders and HR vendors, so always interesting to hear Josh's views on state of the HR World, here are his predictions :-

1 Digital HR arrives, patterned after the digital world.

2 Replacement of dated HR technology will accelerate.

3 Talent management (and the platforms we use to deliver it) will reinvent itself.

4 Performance management reinvention will further catch fire around the world.

5 Engagement, culture, and feedback will become CEO-level topics.

6 Global leadership development will change.

7 Corporate learning will go through a revolution.

8 Diversity, inclusion, and gender inequality have reached board level priority.

9 Analytics and data-driven decision making will go mainstream.

10 A reinvention of HR will take place, as a new breed of HR professional enters the stage.

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How Centrica is tackling HR transformation on a fixed budget

How Centrica is tackling HR transformation on a fixed budget | Profile of the future HR leader | Scoop.it

HR transformation projects can be all-consuming financially and in terms of resources, but working within a fixed investment helped Centrica keep its focus.

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How Ericsson aligned its people with its transformation strategy | McKinsey & Company

How Ericsson aligned its people with its transformation strategy | McKinsey & Company | Profile of the future HR leader | Scoop.it
A recent shift in strategy required an overhaul of HR. Ericsson’s chief human-resources officer, Bina Chaurasia, describes how skills, technology, and processes had to change on a global scale. A McKinsey Quarterly article.
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How to Achieve Real HR Transformation

How to Achieve Real HR Transformation | Profile of the future HR leader | Scoop.it

For more than 25 years, business leaders and human resources professionals have been attempting to transform HR. In that time, we’ve moved from personnel to HR to people officers.

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How I'll be learning in 2016

How I'll be learning in 2016 | Profile of the future HR leader | Scoop.it
It's that reflective time of year again. It's now that educators like me consider what will define our approach to teaching and learning in the next 12 months. It's made more reflective where I live, as the New Zealand school year runs February to December, so I'll be starting with new classes in a few weeks.…

Via juandoming, Luciana Viter, malek, Fred Zimny
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CHRISTINE OWEN's curator insight, December 29, 2015 5:50 PM

Likewise re school year. I'm across the ditch and am already planning for the start of 2016 school year. Just completed our 4year Strategic Plan which focusses on successfully preparing students for an unknown future, through strategies such as those in the info-graphic. It's an invigorating process & my aim is to pass on my love of lifelong learning in and outside of the school system  and to encourage natural curiosity through viewing 'failure' as a scientific experiment, i.e. the testing of theorems, a necessary, problem solving  process leading to answers.

 

Raquel Oliveira's curator insight, January 6, 11:55 AM

Excelente simples perspectivas de aprendizagem para o novo ano:


Como vamos aprender em 2016?

1- Colaborando;

2- Interagindo para soluçoes;

3- Expandindo para comunidade;

4- Conectando de maneira assertiva;

5- Acolhendo e oferecendo feedback aos pares.


#avancee

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6 Reasons You Need a Social LMS Right Now! | Origin Learning – A Learning Solutions Blog

6 Reasons You Need a Social LMS Right Now! | Origin Learning – A Learning Solutions Blog | Profile of the future HR leader | Scoop.it

6 Reasons You Need a Social LMS Right Now! https://t.co/kjqBciuJ0k


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Tony Guzman's curator insight, December 31, 2015 11:02 AM

This blog entry shares why adding social network features and connections into an LMS is helpful to the student's learning.

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What will talent acquisition look like in 2016?

Human resources jobs, news & events


Via Andrée Laforge
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Andrée Laforge's curator insight, December 16, 2015 9:19 AM

À quoi ressemblera l'acquisition de talents en 2016?

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HR is going from in-house to out-of-house

HR is going from in-house to out-of-house | Profile of the future HR leader | Scoop.it

What are the benefits and challenges of outsourcing? As the old sports chant goes: This is our house. And it was true for HR departments, too…once upon a time.

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Talent analytics

Talent analytics | Profile of the future HR leader | Scoop.it
The transformation of talent management through analytics will be one of the most important trends for HR leaders in 2016
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People Before Strategy: A New Role for the CHRO

People Before Strategy: A New Role for the CHRO | Profile of the future HR leader | Scoop.it
The CEO should make the human resources leader a true partner.
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Forbes Welcome

Forbes Welcome | Profile of the future HR leader | Scoop.it
Forbes Welcome page -- Forbes is a global media company, focusing on business, investing, technology, entrepreneurship, leadership, and lifestyle.
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