HR, L&D Capability and Role
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The Employee Experience Canvas – brightspot strategy –

Why Employee Experience Design?
We live in an experience economy where organizations in all sectors and of all sizes must do more than create products and deliver services. They must create…
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An employee experience canvas (template you can download, plus a worked example) and guidance on the approach.

 

'The Canvas can be used in two primary ways: as a diagnostic tool to understand the existing conditions or a generative tool to conceive of the future (recall that design is fundamentally about changing a current situation into a more desirable one in the future)'.

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Self-management | Accountability | Question-asking | Work Roles

Self-management | Accountability | Question-asking | Work Roles | HR, L&D Capability and Role | Scoop.it
Self-management can start to feel low-energy and directionless. Solve that with this guide to creating lightweight, powerful yes-no questions to ask each other.
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Wonderful ideas for facilitators and coaches to craft accountability focused questions. 

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What Org Design Actually Looks Like | ideo.com

What Org Design Actually Looks Like | ideo.com | HR, L&D Capability and Role | Scoop.it
Follow an IDEO organization designer through a day of collaboration, synthesis, and making
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I really lovely summary of a day in the life of an Org Designer at Ideo, with some really useful ideas on what org design is really all about and practical activities to support practice.

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Joanne Lipman: Diversity Training Fails American Companies

Joanne Lipman: Diversity Training Fails American Companies | HR, L&D Capability and Role | Scoop.it
Joanne Lipman, author of "That's What She Said," says diversity training infuriates white men instead of educating them.
Andrew Gerkens's insight:

Diversity Fatigue and the failures of diversity training

There is a lot to take in from this article, but the key message is the hard truth that 'for men as well as women, it doesn’t matter how sincere companies are in embracing diversity if their own policies work against it–and in particular if they make it impossible to balance work with family'.

It is also important to recognise that traditional diversity training is not effective and often has the opposite effect, especially when it is mandatory; when it so much as mentions the law; or when it is specific to managers, as opposed to being offered to all employees.

Many companies are shifting towards a focus on unconscious bias. The key idea is not casting blame and that 'if we believe that everyone around us is trying hard to fight against stereotypes and prejudices, we’ll do the same. Call it peer pressure, or call it a pack mentality. Whatever it is, it works. Our own biases disappear'.

No surprise though; how much companies talk about equality and inclusiveness matters little compared with how they act. Incentives speak louder than any speeches by the CEO, or bias-training workshops, or posters on a wall.

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An Alternative Approach to Developing Content Marketing Personas

An Alternative Approach to Developing Content Marketing Personas | HR, L&D Capability and Role | Scoop.it
Valuable audiences are more than just buyers. That’s why we must change the way we develop our personas – Content Marketing Institute
Andrew Gerkens's insight:

A good article I received via David Kelly, which explores a different approach to developing 'personas' as marketing tools. In the  HR/L&D context we can use these as part of a human centred design approach. 

 

The use of the below sentence structure is a great way to capture the need and benefit:

 

When I am ________  I need   ________ so I can  ________.

 

For example: 

'When I’m working, I don’t need more marketing software, I need tools that give me freedom, so I can have peace of mind and spend more time on my business'.

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HR is not about HR: Eight ways HR can create more value for the business by Dave Ulrich | Ideas

HR is not about HR: Eight ways HR can create more value for the business by Dave Ulrich | Ideas | HR, L&D Capability and Role | Scoop.it
Here’s a simple question. On a score of 0-10, how much value do you create? And how can you create more? Here are eight tips on how you can create more value for your business
Andrew Gerkens's insight:

HR professionals deliver business impact through talent (competencies of people), organisation (capabilities of the organisation), and leadership (the bridge between the two). Capabilities represent what the organisation is known for and good at doing (eg innovation, collaboration, customer anticipation, change, information sensing). These capabilities are created and sustained by the systems around people and performance.  In each and any business dialogue, HR professionals can ask how and offer to improve talent, leadership, and organisation to deliver value to all stakeholders.

 

I'm not quite sure where to put the organisation's 'capacity' in the above. I get that 'culture' work is sits in the space of the leadership bridge, but the ability of individuals and the organisation to embrace complexity, requires a collaborative growth culture (aspiration). I fear the above definition doesn't do justice to the need for this adaptive culture work.

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From wicked HR problems to great employee experiences

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A good overview of the how design thinking can help HR respond to challenges of complexity and speed to provide superior employee experiences

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Move over HR, OD is coming (and we’re taking the seat you never had)

Rather than being a strategic business adviser at executive team tables, many HR Directors are more often than not HR risk advisers. As a future focused  function/role, Organisational Development is best placed to design organisational agility, enable organisational capacity and capability and build purposeful culture.

Andrew Gerkens's insight:

A very insightful article. OD leaders are much better placed to shape the organisation of the future. Operational and risk related tasks can be led by business leaders with support from HR SMEs. An exciting article!

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Seven lessons learned from the HR business partner model

Seven lessons learned from the HR business partner model | HR, L&D Capability and Role | Scoop.it
Having observed, studied and shaped the business partner model through rigorous empirical research and extensive work within specific organisations, done seven rounds of the HR Competency study, which studies the competencies of HR professionals and the capabilities of HR departments and worked on more than 100 HR transformations, we reflect on what we have learned about the relevance of the business partner model today
Andrew Gerkens's insight:

Great reflections and insights on the business partnering role. These statements really stood out to me:

1. The intent of the business partner model is focus more on deliverables (what the business requires to win) than doables (what HR activities occur)

2. As business partners, HR professionals provide analytics, insights, and recommendations on talent, leadership, and capability to deliver business results and to serve all stakeholders.

3. HR specialists in the logic, research, and processes of human and organisation optimisation are central to business success (in a world of speed and change and a transition to future/human work)

 

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UX Mapping Methods Compared: A Cheat Sheet

UX Mapping Methods Compared: A Cheat Sheet | HR, L&D Capability and Role | Scoop.it
Understand similarities and differences among empathy maps, customer-journey maps, experience maps, and service blueprints.
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Empathy maps, customer journey maps, experience maps, and service blueprints depict different processes and have different goals, yet they all build common ground within an organization. This article gives an overview of four commonly used mappings, their defining characteristics, and when to use which.

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2017 Change Management Blogs to follow - Conversations of Change

2017 Change Management Blogs to follow - Conversations of Change | HR, L&D Capability and Role | Scoop.it
An updated list of 12 dedicated change management blogs.
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A great pool of change agents to follow!

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How HR can make continuous feedback a practical reality

How HR can make continuous feedback a practical reality | HR, L&D Capability and Role | Scoop.it
Organisations can expect continuous feedback to become the new performance management standard, and there are a number of steps HR can take in the process
Andrew Gerkens's insight:

I'm most interested in moving away from traditional performance appraisal (seen as administrative process for HR and linked to salary review), to a culture of real-time or continuous performance feedback, which I think can really drive performance and development, be seen as being 'for' the business and individual.

 

I'm interested in how technology can simplify and enable this approach and have been following Small Improvements (as an example).

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A Plea for Nuanced Conversations to Improve L&D Practices

A Plea for Nuanced Conversations to Improve L&D Practices | HR, L&D Capability and Role | Scoop.it
Mirjam Neelen Let’s start with a quote: “Successful training is not a one-time event but an iterative process that considers the elements leading up to training as well as important factors after training” (Salas, Tannenbaum, Kraiger, & Smith-Jentsch, 2012, p 78). This quote is from their meta-analysis of the science of training and development in…
Andrew Gerkens's insight:

An interesting blog that challenges L&D practitioners to better understand and apply a research based approach to their work. 

 

You can read (and I encourage you to share) the main article referenced in the blog here - http://journals.sagepub.com/stoken/rbtfl/g8tvuLmoeZfN2/full

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Abolish Performance Reviews – Phil Haack –

Who doesn’t love the smell of performance reviews in the morning? A smell welcomed by employees and managers alike with joy and delight. An efficient ritual that is fair and definitely motivates…
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More good tips on why traditional performance reviews are ineffective and damaging, with links to research and a really interesting section on gender bias. 

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The Future, Backwards

The Future, Backwards | HR, L&D Capability and Role | Scoop.it
The Future, Backwards method was created to aid in widening the range of perspectives a group of people can take on understanding their past and the possibilities of their future.…
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The Future, Backwards faciltiation technique was created to aid in widening the range of perspectives a group of people can take on understanding their past and the possibilities of their future.

 

This post further explores how to set up and facilitate this approach - https://www.adventureswithagile.com/2015/12/09/future-backwards/

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What’s the point of an LMS in the modern workplace? – Modern Workplace Learning Magazine

What’s the point of an LMS in the modern workplace? – Modern Workplace Learning Magazine | HR, L&D Capability and Role | Scoop.it
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Jane Hart responds to the traditional arguments for an LMS. When we let go of the idea of 'managing' other people's learning and when we focus a lot more on how we help people perform and grow continuously, we open up more opportunities that may or may not include an LMS. 

 

I don't believe there can ever be a one-stop-shop that caters for every employee's needs. The question I ask is 'how can we equip and make it easy for them to connect with the people and resources they need to perform their role, respond to challenges along the way and continually improve and grow?'

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Don’t Think Strategy, Think Strategic Process | LinkedIn

Don’t Think Strategy, Think Strategic Process | LinkedIn | HR, L&D Capability and Role | Scoop.it
A few years ago, Dave Ulrich and I published an article in Leadership Excellence entitled “The Vowels of Strategy.”  This piece has become the basis
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Strategy and the idea of being strategic are talked about constantly, often with the assumption that we are all thinking about the same things...

This article has good ideas HR can use to equip people to develop and support the strategic process. 

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25 Design Thinking Resources for Corporate Learning Professionals | BLP

25 Design Thinking Resources for Corporate Learning Professionals | BLP | HR, L&D Capability and Role | Scoop.it
In this article, we've compiled 25 of our favorite design thinking resources. Use them to implement excellent learning experiences in your own organization.
Andrew Gerkens's insight:

A great selection of resources on design thinking, with a strong focus on journey/experience mapping. I've also found Adaptive Path's Guide to Experience Mapping useful - http://adaptivepath.org/ideas/our-guide-to-experience-mapping/

 

For those interested in exploring further, I'd recommend completing +Acumen's Introduction to Human Centred Design Course (run by Ideo) - https://www.plusacumen.org/courses/introduction-human-centered-design

 

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The Big Purpose Quiz | HR Trend Institute

The Big Purpose Quiz | HR Trend Institute | HR, L&D Capability and Role | Scoop.it
The purpose of organisations is becoming more and more important. What is the purpose? Do you recognise the purpose of well known organisations? Do the BIG Purpose test.
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62 organisations and their core purpose. Interesting to see the spectrum from one sentence statements, through to extended value propositions.

 

Do the quiz, get others to do the quiz, or simply select examples to help people consider your organisation's core purpose.  

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Effective HR = Customer Experience of HR – TI People

Effective HR = Customer Experience of HR – TI People | HR, L&D Capability and Role | Scoop.it

How do you describe, measure and manage the work of HR? 

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How design thinking  can really help HR have impact. Interesting to see the expanded view of Employee Experience to focus specifically on Customer Experience of HR. 

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5 Questions to ask when designing an induction

We have been exploring what induction means in our organisation and have been researching best practice within Australia and internationally

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Onboarding versus Orientation versus Induction 

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L&D Twitter Chat Guide | Snap Synapse

L&D Twitter Chat Guide | Snap Synapse | HR, L&D Capability and Role | Scoop.it
Twitter Chats (aka TweetChats, TweetUps) are a great way to connect to folks in the Twitterspehere. If you don't know what these are or how t
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A great list of live Twitter chats covering L&D, Enterprise Social, and Personal Knowledge Management. Remember, if you can't join live, you can review the Twitter handle after the fact. Some groups also release chat summaries, which make it easy to catch up on the session. If you feel nervous participating, don't. The whole approach is about working out loud - sharing ideas, connecting with and learning through others. It is a valuable tool for creating a purposeful network and for connecting with people from around the world. 

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Learning Objectives -- A Research-Inspired Odyssey

In this video, Will Thalheimer shares the scientific research on learning objectives in an attempt to disambiguate the many confusions and mythologie
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In this video, Will Thalheimer shares the scientific research on learning objectives in an attempt to disambiguate the many confusions and mythologies surrounding their use.

 

Objectives guide behaviour...

 

Don't use 'Learning objective', instead use 'Focusing objectives' -  help people focus, help them pay attention to the things targeted by the learning objectives. Words must be specific enough to  be triggered by the words that will be used in the learning material. 

 

Focusing objectives work because they trigger the learner's attentional resources. Clear objectives sit in long term memory, waiting to be triggered by learning materials.

 

There are however, many other ways to guide learner attention (without learning objectives) - tell them if it is important (reinforce), repetition, ensure it is relevant, curate and simplify content, and use strong design principles....

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Complexity theories and Systems Thinking: parallels and differences

This post is for facilitators, consultants, academics, and everyone who is working with complexity theories or have just begun exploring and reading about this field. 

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This post is a useful resource for considering how we explore and seek to understand human systems. The post explores the similarities and differences between systems thinking and complexity theory.

 

I liked this quote referred to in the article:

“In a complex world, a vision is not a photograph of a future destination, and a strategy isn’t the map that charts the course. A complex vision is a compass that points towards a future direction, and a complex strategy is a set of safety guardrails inside which people can innovate and learn.”

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Why Informal networks are set to revolutionize HR and People Analytics

To date, very little work has been done on harnessing the power of informal networks and teams in the world of both global HR and global HR systems. The fluidity and informality of teamwork has always meant that capturing ever changing team membership and dynamics has been virtually impossible at any scale.

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How network analysis can help HR make better decisions. This related article is also really valuable, as it explores the difference between human and social capital - 

https://www.linkedin.com/pulse/retain-release-data-you-need-react-correctly-when-employee-newman/

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