Sarah Perchey

Give me a Map, not a Maze! Change seems to be the buzzword all around - environmental, corporate, political and personal. No surprise therefore that "change management" is touted as a key skill (so much more helpful if it is a readymade skill, that we ideally target with our positions! ). In reality though, managing change isn't straightforward and needs to be something we all learn and are equally provided a helping hand with - right from even educating the next gen on "how navigating change" is done - do we even have a fool proof play book? Can we in any way help with making change less challenging, more workable and considered even? Resilience, forecasting, agility and so much more are building blocks as this article rightly calls out.

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Here are 10 HR metrics you should be tracking to measure how successful you are driving the HR operations at your organization. #onblick #humanresources #hr #hrmetrics #metrics #hroperations

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🚀 Go Digital or Go Home: Master HR Digital Transformation! Is your organization ready to thrive in the digital age? The future of work is here, and HR digital transformation is no longer optional – it's mission-critical! Join our highly interactive "HR Digital Transformation" workshop, led by global HR thought leader and Top 50 HR Tech Influencer, Mostafa Azzam, and organized by Informa Connect Academy. In this intensive 3-day program, you'll gain the knowledge and skills to: 💥 Develop a winning HR digitalization roadmap aligned with your organization's strategic goals. 💥 Harness the power of AI, GenAI, and cutting-edge HR tech to streamline processes and boost efficiency. 💥 Foster a thriving digital culture that embraces innovation, agility, and data-driven decision-making. 💥 Become a digital HR leader, equipped to navigate the evolving world of work and drive sustainable success. Who Should Attend? HR Directors and Talent Managers HR Generalists and Professionals HR Administrators Business Owners, Executives, and Managers What Sets this Workshop Apart? 🎯Real-world case studies: Learn from successful digital transformations at companies like P&G, Aramex, and Unilever. 🎯Expert-led discussions: Gain insights from Mostafa Azzam, a globally recognized authority on the Future of Work and digital HR. 🎯Practical tools and frameworks: Walk away with actionable strategies to implement immediately within your organization. 🎯Interactive learning experience: Engage in group activities, case study analyses, and a Kahoot! challenge to solidify your knowledge. Don't miss this opportunity to: ✅Future-proof your HR function. ✅Unlock the full potential of your workforce. ✅Become a digital transformation champion. Course Facilitator: Mostafa Azzam 🔥Author, "Generative AI: Reshaping Organizations" 🔥Award-Winning Speaker and Facilitator 🔥Globally Recognized Authority on Digital HR and the Future of Work 🔥Top 50 Global HR Tech Thought Leader 🔥Top 5 HR Tech Influencer in the UAE Testimonials: "Mostafa's unique approach makes for an awesome learning experience. He is a master at connecting theory with practical application in an enjoyable and engaging environment." "Mostafa is one of the finest HR Tech experts in the world!" Course Location: Dubai (& Online) Course Dates: Sep. 30th - Oct. 2nd Don't miss this opportunity to learn from the best, enhance your skills, and become a certified digital HR practitioner! 👉 Book your seat today and join the digital HR revolution! For more info, contact: register-mea@informa.com Or visit: https://lnkd.in/dJ4-GXFe #HRDigitalTransformation #HRTech #FutureofWork #DigitalHR #TalentManagement #DigitalCulture #AIinHR #GenAI #HRMS #DigitalLeadership #HRStrategy #HRBestPractices

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Though the human resources function was once a strong advocate for employees, in the 1980s things changed. As labour markets became slack, HR shifted its focus to relentless cost-cutting. Because it was hard for employees to quit, pay and every kind of benefit got squeezed. But now the pendulum has swung the other way. The unemployment rate is low, and the job market is likely to remain tight. So today the priorities are keeping positions filled and preventing employees from burning out. Toward that end HR needs to focus again on taking care of workers and persuade management to change outdated policies on compensation, training and development, layoffs, vacancies, outsourcing, and restructuring. One way to do that is to show leaders what the true costs of current practices are, creating dashboards with metrics on turnover, absenteeism, reasons for quitting, illness rates, and engagement. It’s also critical to prevent employee stress, especially by addressing fears about AI and restructuring. And when firms do restructure, they should take a less painful, decentralised approach. To increase organisational flexibility and employee opportunities, HR can establish internal labour markets, and to promote a sense of belonging and win employees’ loyalty, it should ramp up DEI efforts. #humanresources #futureofwork #learning #internalmobility #DEIB #peopleanalytics

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Systemic HR has arrived, and with it a significant shift in the role of the HR business partner (HRBP). With close to 30 years of history, this role is one of the most vital in HR organizations. However, many struggle to leverage it effectively. Drawing insights from our Systemic HR study, the global HR capability project, and the voice of the HRBP in the Josh Bersin Academy, we have pinpointed three key success factors for reinventing HRBPs into data-driven business consultants: 🔹 Redefining roles and responsibilities to strengthen relationships within and outside HR 🔹 Developing the necessary HRBP capabilities 🔹 Revamping HRBP org structures and operating models I'm thrilled to launch our comprehensive 17-page report, co-authored by Josh Bersin and me, offering actionable insights on how to progress in these areas. The report delves into real-world examples from companies like LEGO, Mastercard, and TomTom. It's time to embrace this evolution and unlock the full potential of the HRBP role. What do you think? If you are an HRBP, do you feel the importance of your role in the organization? HR leaders, what's your take on what works to create more impact with HRBPs? #HR #SystemicHR #HRBusinessPartner #DataDriven

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As a football obsessive myself, I do find this interesting, because as with all things to do with people, it's quite nuanced. My personal opinion is it doesn't look great if you go full on "right, you're working so no time to watch football, do your day job" because people get distracted, they keep an eye on the scores anyway, plus if you're allowing flexibility like the article says it reflects well on you as an employer. However you can't just go the other way and have it on in the background or on a big screen tv in the kitchen in the office all day - because that will have people equally distracted. When you have a multicultural business with so many different nationalities from across Europe in it there are also going to be times where people want to watch games at different times - not everybody will want to watch England. I guess the key here is trust. As an employer you have to say "come on now guys/girls, we're doing this so you get the ability to watch the game for your nation, so we're going to trust you to make decisions and deliver on our work" - if you're an outputs-focused company then it's easier to have that flexibility - and productivity comes as a result. Today's #twopennethworth https://lnkd.in/eJXt4Mub

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How Can Companies Better Partner with Recruiters? Companies and recruiters are essentially on the same team. The quicker positions get filled with perfectly good candidates, the better it is for both parties. So, how can companies better partner with recruiters to make this happen? Provide Comprehensive Information:  Don’t just send a job description (JD) and call it a day. Candidates want to know about their potential work environment. Share details about the team size, department, corporate values, office culture, and cross-functional relationships. These insights help recruiters find candidates who are truly a good fit for your company. Offer Constructive Feedback:  At every stage of the hiring process, meaningful feedback is crucial. Both positive and negative feedback help recruiters understand how close they are to finding the right candidate. Hiring managers should directly provide this feedback to avoid misunderstandings and save time by not repeating mistakes. Knowing why a candidate was rejected helps prevent sending similar mismatched candidates in the future. Keep Job Portals Updated:  Job portals are often less than ideal because you cannot have a conversation with a portal. However, if you must use a portal, keep it updated. Mark jobs as closed, close to closing, or still open. If a recruiter spends time on a position that's already filled but still posted, that’s wasted effort. Keeping the portal current ensures recruiters focus on actual openings, increasing efficiency. If you're a decision-maker looking to get more out of your external recruiting channels, send me a message. Let's make hiring smoother and faster for everyone involved.

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Very interesting findings ✅HR technology is the top investment priority for 48% of HR leaders in 2024. ✅Despite investments, 58% find HR tech only slightly or not at all successful in reducing costs. ✅One-third of HR leaders will increase L&D spending to meet new skill demands. ✅Pay transparency is crucial, with new legislation impacting compensation strategies. ✅Talent management investments are rising, focusing on performance, employee experience, and leadership. ✅Effective tech use requires early measurement and employee feedback. ✅EU and US pay transparency laws will transform total rewards strategies. ✅Organisations should adopt agile learning, mentoring, and AI tools for L&D. ✅Comprehensive well-being support is essential for productivity and compliance with new pay equity laws. https://lnkd.in/ee77HuEv

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In this beautifully orchestrated podcast on „How to find meaning and agency in challenging times - What I can do for a more sustainable world“, I talk about (in German): 🧶 how my HR work on change, cognition, comfort zones, and unconscious biases influences my sustainability efforts with planetgroups, 🧶 my theory of change (and hope), 🧶 what „sustainable“ actually means, and how far we are really away from it right now, 🧶 the three (or four) levers of agency we all have (spoiler: 1) business models / our work place, 2) our handprint / how we influence system changes, 3) our negative and our positive footprint on extraction, emissions, and pollution), 🧶 how everyone can start and build Employee Green Teams at work, and through this change the course of their companies from the inside, 🧶 our #climatebusinesschallenge (https://lnkd.in/egV2cGkg) as a starting point for awareness building, strategy development, project ideation, and cross departmental collaboration on sustainability. Thanks so much to Stella Ureta-Dombrowsky for having me at your ESG podcast and for the inspiring conversation we had! 🙏🏻🤗 Here are the Podcast-Links: Spotify: https://lnkd.in/d47PbA7d Apple: https://lnkd.in/dg-dQu-E Amazon: https://lnkd.in/drK_spSp Youtube: https://lnkd.in/dc2V_Tpn Stella, Lisa, Lisa, Heiko, Milena, Kai, Kai, Tessa, Brigitte, Beate, Zackes, Jan, Hannes

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🔍 𝗥𝗲𝗮𝗱𝘆 𝗳𝗼𝗿 𝗔𝗜 𝘁𝗼 𝗠𝗲𝗲𝘁 𝘁𝗵𝗲 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗛𝗮𝗻𝗱𝗯𝗼𝗼𝗸? 🌟 I’m excited to share an insightful article written by my co-worker, Mindy H., titled “AI Meets The Employee Handbook: How to Re-Think Compliance to Match Your Employer Brand.” This piece dives deep into the evolution of the employee handbook and how AI can transform it from a static document into a living, breathing resource that truly supports employees. 🤖📄 Special shoutout to Kevin M. Duddlesten, Principal at Duddlesten Law Group, PPLC, who provided commentary from an employment lawyer's perspective. 🏛️👏 Here are some key takeaways... 1️⃣ Personalized Assistance Imagine having a handbook that tailors its content to your role, location, and specific needs. No more sifting through irrelevant information! 🌍🔎 2️⃣ Interactive Dialogue Instead of a one-way street, an AI-powered handbook can engage in real-time conversations, providing guidance and support just when you need it. 💬🗨️ 3️⃣ Continuous Improvement AI can gather feedback and insights, making sure that the handbook evolves with the organization and remains a relevant, trusted resource. 🔄📈 4️⃣ Real-Time Compliance With laws constantly changing, AI makes sure your handbook is always up-to-date, reducing the risk of non-compliance. 🗂️⚖️ However, with great power comes great responsibility. It’s crucial to implement guardrails to prevent misinformation and make sure AI-generated responses are legally compliant. Partnering with AI solution providers who emphasize "human in the loop" verification is key to building a trustworthy system. 🔐👨‍⚖️ Mindy's article provides valuable insights for anyone interested in the future of workplace compliance and employee engagement. It’s time to re-think how we use technology to support our teams and foster a culture that aligns with our core values. 🌠 👉 Are you ready for AI to meet the employee handbook? Let’s discuss in the comments. 🔗 Read the full article by Mindy Honcoop here: https://lnkd.in/gxUqPH2n --- #AI #HR #EmployeeHandbook #WorkplaceCulture #Compliance #FutureOfWork #HRTech #EmployeEngagement

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Are you optimising your recruitment process to attract and retain top talent? Nadine von Moltke on AIHR highlights the importance of Candidate Experience Surveys.  📋 These surveys are invaluable tools for gauging the effectiveness of your recruitment strategies and enhancing the overall candidate journey. But when should you send out these surveys?  So, how can you effectively measure candidate experience? And what questions should you be asking to gather meaningful insights?  Von Moltke provides a comprehensive guide, including a checklist and 15 essential survey questions, to help you conduct impactful candidate experience surveys.  Whether you're a seasoned HR professional or just starting, this resource offers actionable advice and best practices to elevate your recruitment game. Remember, a positive candidate experience attracts top talent and strengthens your employer's brand in the competitive job market. https://lnkd.in/eUMbnkqg #Recruitment #CandidateExperience #HRStrategy #SymeDrummond

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People & Culture Trends for 2024 The way we work is undergoing a big shift, and People & Culture (P&C) practices are adapting to keep pace. Here's what's hot in P&C for 2024: Wellbeing in the Spotlight: Mental health matters: Forget ping pong tables - employees want comprehensive mental health support. Expect to see more robust Employee Assistance Programs (EAPs) and mindfulness training. Work-life balance redefined: Flexibility is no longer a perk, it's a must-have. P&C teams will need to find creative solutions for remote and hybrid work models that prevent burnout. Building Trust and Transparency: Upskilling for the future: Automation is here to stay. P&C teams will be instrumental in reskilling and upskilling the workforce to stay relevant. Responsible AI: As AI becomes more integrated, building trust and ensuring ethical use will be a key challenge for P&C. Navigating political divides: Open communication and fostering respect for diverse viewpoints will be crucial as political climates get more charged. Rethinking Talent Management: Retention is king: The focus is shifting from constantly acquiring new talent to developing and keeping the current workforce. DE&I in action: P&C needs to ensure Diversity, Equity, Inclusion & Belonging (DE&I) initiatives are more than just programs, but ingrained in the company culture and leadership. Data-driven development: P&C will use data and analytics to personalize career paths and development opportunities for each employee. These are just some of the trends shaping P&C in 2024. By embracing these changes, P&C teams can create a work environment that attracts top talent, fosters innovation, and positions the company for success.

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Is your Applicant Tracking System (#ATS) meeting your current recruitment needs? We ask this question to TA teams daily, mostly the answer is simply "no." The way your ATS is currently configured may no longer align with your TA priorities and shifts in the talent market. Doing an ATS 'health-check' can uncover functionalities and alternate process/configurations that can better enable your current and future state needs. ATS optimisation is always cheaper and faster compared to buying new tech. If you or your team are suffering inefficient processes, or you can't trust the data and analytics coming from your ATS, now is the time to contact Talent Tech Solutions. We’ll optimise your current ATS configuration and analyse candidate and recruiter experiences, ensuring you get the most out of your system to attract and source the best talent. Leave a comment below if you’d like to hear more 👇 #hrtech #continuousimprovement #talentacquisition

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HR leaders and their teams must create new strategies to ensure their organizations can meet current and future business needs. Watch Gartner for HR's on-demand webinar to understand the latest trends facing and shaping the HR function and strategies for 2024. #GartnerHR #HumanResources #CHRO

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𝗘𝘃𝗲𝗿𝘆𝗼𝗻𝗲 𝗶𝘀 𝘁𝗮𝗹𝗸𝗶𝗻𝗴 𝗮𝗯𝗼𝘂𝘁 𝗶𝘁 - 𝗯𝘂𝘁 𝘄𝗵𝗮𝘁 𝗮𝗿𝗲 𝘆𝗼𝘂 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝗱𝗼𝗶𝗻𝗴? By ‚it' we mean transformation, and asking ourselves the following questions: 💜 How can healthy and at the same time productive relationships be created in the workplace - so that everyone! (people, society and the environment) benefits? 🧡 How can I engage both GenZ and baby boomers who are about to retire? 💜 And what does a company need to do to ensure that other cultures feel treated equally? These are precisely the questions we ask ourselves in our #FairEqualPay approach: 🧡 What should a company’s remuneration look like so that it contributes to a sustainable corporate culture in which everyone is motivated to contribute to the company's success? One thing is certain: a pay policy alone is by no means the basis for #Fairness. Instead, what is needed is the courage to finally talk about the #taboo topic PAY in a professional manner. Looking forward to many exciting discussions around the topic of #fairPay #equalPay #transformation Katja Mlecka Linh Dinh Herwig Kummer Heike Mensi-Klarbach Nicole Thurn Herwig Kummer Klaus Purkarthofer and many more

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There's interesting research this week suggesting that Talent Acquisition teams increasingly feel disconnected from company strategy and are being forced only to advise on ways of reducing costs. Is that your experience? Certainly this article resonates with many conversations we've had with TA professionals of late. So many seem to be saying “we see the need for investment in Employer Branding but we're struggling with budgets being consistently cut”. We really feel for them. These budget cuts feel so short-sighted in an age where increasing skill shortages mean finding and keeping the best talent is so critical to business growth & success. Yet it’s a reality of today’s business landscape. https://buff.ly/3WxX0Ph #talentacquisition #employerbranding

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𝐂𝐨𝐦𝐦𝐢𝐭𝐦𝐞𝐧𝐭 𝐚𝐧𝐝 𝐥𝐨𝐲𝐚𝐥𝐭𝐲 𝐢𝐬 𝐚 𝐭𝐰𝐨-𝐰𝐚𝐲 𝐬𝐭𝐫𝐞𝐞𝐭: 𝐢𝐟 𝐈'𝐦 𝐚𝐬𝐤𝐢𝐧𝐠 𝐟𝐨𝐫 𝐢𝐭 𝐟𝐫𝐨𝐦 𝐲𝐨𝐮, 𝐭𝐡𝐞𝐧 𝐲𝐨𝐮'𝐫𝐞 𝐠𝐞𝐭𝐭𝐢𝐧𝐠 𝐢𝐭 𝐟𝐫𝐨𝐦 𝐦𝐞.🤝 In the world of executive recruitment, especially for C-suite roles, mutual commitment between recruiter and client is crucial. Recently, a company approached me to hire a General Manager. Everything seemed promising during our discussions about the profile, company culture, values, and processes. However, the client mentioned they were already working with eight other recruitment agencies. When I asked why, they said, "I want to keep my options open and not pay too much." This approach fundamentally clashes with quality executive recruitment principles.🚫 Recruiting for C-suite profiles demands a quality-focused approach. Spreading the search across multiple agencies fragments the process, diluting the effort and attention each recruiter can dedicate. This scattergun strategy often leads to subpar results, as no recruiter gets the full picture or the necessary commitment to deliver their best work. Successful executive recruitment hinges on mutual trust and dedication. As a recruiter, I pledge my full commitment and loyalty to my clients, ensuring a thorough and dedicated search for the best candidates. 🔍In return, I expect the same level of commitment to enable a focused, high-quality recruitment process. What are your thoughts on the importance of commitment in the recruitment process, especially for high-level positions?🤔 #ExecutiveRecruitment #LeadershipHiring #QualityOverQuantity

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