Thijs Offermans

It is no surprise, but I fully support the conclusion of this article: Gamification in HR is more than just a trend; it’s a strategic approach to driving engagement and productivity. Start now!

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How important is finding the right cultural fit in your hiring process? According to an article by Rhiân Davies for TestGorilla, it's crucial, but with a caveat. While aligning candidates with your company's culture and values seems beneficial, putting too much emphasis on cultural fit can lead to unintended negative consequences, such as a homogenous workforce and low employee retention. The article suggests shifting focus from hiring for culture fit to hiring for culture add, allowing for a diverse and innovative work environment. This approach ensures new hires not only fit in but also contribute positively and significantly to the team’s dynamics and the company’s growth. What are your thoughts on balancing cultural fit and diversity in hiring? Have you experienced the shift towards culture add in your organisation? #DEI #CultureFit #TalentAcquisition

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Tip of the Week: HR Outside Managing Multigenerational Workforces: Strategies for addressing the varied needs and work styles of a multigenerational workforce, ensuring smooth collaboration and mutual respect. Want to know more? Check us out: https://lnkd.in/evnZirby #HRtips #workforcemanagement #multigenerational #teamcollaboration #respectintheworkplace #diversityandinclusion #managingdifferentgenerations #workplacestrategies #professionaldevelopment #leadershipskills #communicationiskey #employeerelations #workstyles #teamdynamics #harmonyatwork #modernHR #adaptability #HRbestpractices #inclusiveculture #innovationinHR #growthmindset #skilldevelopment #employeeengagement #harmoniousworkplace #leadershipstrategies #empathyinaction #motivatedteams #teamworkmakesthedreamwork

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“Our employees are scientists and they want HR to use rigourous practices” 20 years ago, I heard for the first time someone talking about evidence-based HR at an HR conference. I remember that my first reaction was one of indifference. But more and more I realized how many management practices are based on not much. The quote I started this post with is one I have heard often. But when we scratch the surface, it seems the adage is often not put into practice. So why would engineers, researchers, scientists undergo practices that are based on humbug? Why do they dance on colored carpets to celebrate their personality? Why do they swallow pseudo-information that is tainted by the personal biases and preferences of a person who uses their own experience as yardstick? Because it’s easy. Why should we bother ourselves trying to grasp the nuances of human behavior when we can categorize people in types, generations, and other crude buckets? Why should we have deep discussions about the potential of people when we can apply the nine-box that rapidly gives us a picture of the portfolio of prople? And why should we bother checking our old practices on their relevance and validity? We are all on a journey to do better. And I admit, like many, in the past I did the same. it’s been a constant challenge to take a step back and review what I was doing. Now, I work with leaders, leadership teams and the HR managers to help them take a step forward in their leadership. And my first reaction always is : what do we know about this? What do we (really) know about this, is the question to help us understand better. Let’s do what our customers want us to do. Be rigourous and curious. And let’s not be overwhelmed by the information challenge. A lot is available through CRForum , Center for Evidence-Based Management (CEBMa) , ScienceForWork , Tijdschrift voor HRM , Frontiers in Science. Be conscious. Be critical. Be responsible.

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𝐀 𝐍𝐞𝐰, 𝐓𝐫𝐚𝐧𝐬𝐟𝐨𝐫𝐦𝐞𝐝 𝐑𝐨𝐥𝐞 𝐅𝐨𝐫 𝐓𝐡𝐞 𝐇𝐑 𝐁𝐮𝐬𝐢𝐧𝐞𝐬𝐬 𝐏𝐚𝐫𝐭𝐧𝐞𝐫 In this episode of his podcast, Josh Bersin connects the role of the HRBP to the Systemic HR work the company launched several months ago. He dives into the transformational change going on in HR, enabling HR teams to serve in advisory, consulting, and systems functions rather than simply providing quick solutions to issues. Josh sees that in order to deliver on today's business demands, HR must analyze how solutions are supporting or blocking success. 𝐅𝐢𝐧𝐝 𝐨𝐮𝐭 𝐦𝐨𝐫𝐞 𝐡𝐞𝐫𝐞: https://lnkd.in/eqxNiHCQ #hr #futureofhr #futureofwork

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1.3 trillion in revenue is generated by contingent labor in the US. The future is contingent, but without proper strategic planning, the use of contingent labor can bring challenges for organizations. What are the challenges and opportunities? #Talent #TalentAcquisition #HumanResources #HR #Hiring #Recruitment #Staffing #Contingent #ContingentHiring #Contractors #US #UnitedStates #UnitedStatesJobs #USAJobs #WeAreAMS #TalentIsOurWorld

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Great article on the role of HR Analytics, Mandisi Dube and Jaén Beelders!!

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👀 Curious about the biggest confidence killers in HR? 👀 📚 Is it competence, knowledge, or something deeper? 📚 🎧 Tune into our latest podcast with Francois de Wet and Dr. Dieter Veldsman (Phd), where they explore the internal and external factors shaking HR confidence. From underinvestment in HR to the lack of confidence in business skills, discover why HR often gets sidelined in executive meetings and learn what you can do to change that. 🚀 Discover how businesses can elevate their HR practices and why it's essential for HR professionals to claim their space. Find out how to carve your path and claim your space as an HR professional. 💬 Gain insights from Dr. Veldsman's extensive research and practical experience. 🔥 👉 Click the link to listen to the full episode now: https://lnkd.in/ddarT34K #humanresources #podcast #leadership #HR #professionalgrowth

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WED JUNE 12 19:00 (Amsterdam time) Join HR.COM in this timely webinar: “Empowering Women in HR Through Generative AI” as I welcome guest speaker Kristina Tool to the Women's Leadership community. In the rapidly evolving landscape of AI technologies, it's crucial that HR teams not only embrace tools that promise to revolutionize their work but also critically assess how these innovations impact all employees, with a particular focus on gender dynamics. By starting with an in-depth understanding of human needs—including those unique to women in the workplace— your AI integration efforts can go beyond technological advancement to promote gender equity, support women's career advancement, and address specific challenges faced by women. This approach ensures that AI investments are not only technologically sound but also contribute to creating a more inclusive and supportive work environment. FREE to join. https://lnkd.in/eij7hTFw

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What is the best employee listening strategy for your business? 👂 How can you use employee perspectives to guide your policies and decisions pertaining to how, where, and when people work? https://aihr.ac/3RdgK7i ⬅️ In this HR Dialogues episode, Loes de Boer and I discuss how you can utilize organizational network analysis to inform data-lead insights to optimize hybrid working strategies 💼 #HR #HumanResources #NetworkAnalysis #Talent #Culture

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How do you HR? Some probably with an iron fist, 👊 others with a heart of gold. 💛 But neither are as effective without data. 📊 #ForwardTogether Data allows to tell a story of the past, present, and...can tell a foreboding story of a possible future. Like turn-by-turn directions, a story to inform us how to create the results we meant to happen. Personally, I like to do it from my phone. 🤳🤷‍♂️ How about you? #DataInsight #prescriptiveanalytics #peopleanalytics #PredictiveAnalytics

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Welcome to Amsterdam, my new favorite city to RUN.😍 Spring is showing off in Netherlands. Tulips🌷are on full display, the weather turned gloomy to gorgeous, the canals are teeming, and HR Technology Europe is ready to host the HR community on May 2-3. Mercer is happy to host ChatHRT, a series of 6 interactive sessions designed to help you envision the coming generation of #HR. I'm doing a bunch of the sessions below along with Jason Averbook, Armin von Rohrscheidt, and Martin Kühnert. Check out: 1️⃣ Shortcomings in your #HRTech stack? Streamlining and optimizing what you have can help you cut technical debt, improve #EmployeeExperience, and get the outcomes you need. We'll show you. 2️⃣ #AI isn't just a bright shiny object; it could actually be the impetus you need to redesign the HR function itself. We'll explain. 3️⃣ There's a reason we keep correcting you when you say you're "implementing technology." If you're not #deploying net new capabilities for the business, you're missing the point. We'll elaborate. 4️⃣ Anyone love using their employee #portal? Bueller? Bueller? No takers for the company intranet? You probably didn't design it for intent-based navigation that people would truly love if it could help them. We'll demonstrate. 5️⃣ We keep implementing #technology without changing the way work gets done and calling it #Transformation. I said what I said. I'll say more. 6️⃣ Employee #journeys aren't siloed, they're seamless and connected. The HR function has a hard time creating a frictionless workforce experience when HR itself is so siloed. We'll help. HR, time to evolve. Never a better time to let #technology be your best ally. See you in Amsterdam! 🌷 🎥 Pictured: My 5-mile jaunt around the sights, canals, and best of Amsterdam…best way to beat jet lag. ✈️🏃🏻‍♀️What an eyeful! 😍

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Have you come across "RACI" ⁉ What does it mean ❔ 💡 Moving from Wikipedia, the Free Encyclopedia regarding RACI. There is a distinction between a role and individually identified people 🙎‍♂️ : a role is a descriptor of an associated set of tasks; many people may perform that; and one person can perform many roles. For example, an organization may have ten people who can perform the role of project manager, although traditionally each project only has one project manager at any one time; and a person who is able to perform the role of project manager may also be able to perform the role of business analyst and tester. R = Responsible (also recommender) Those who are responsible for the correct completion of the task. There is at least one role with a participation type of responsible, although others can be delegated to assist in the work required. (See also RASCI below for separately identifying those who participate in a supporting role.) A = Accountable (also approver or final approving authority) The one ultimately answerable for the correct and thorough completion of the deliverable or task, the one who ensures the prerequisites of the task are met and who delegates the work to those responsible. In other words, an accountable must sign off (approve) work that responsible provides. There must be only one accountable specified for each task or deliverable. C = Consulted (sometimes consultant or counsel) Those whose opinions are sought, typically subject-matter experts, and with whom there is two-way communication. I = Informed (also informee) Those who are kept up-to-date on progress, often only on completion of the task or deliverable, and with whom there is just one-way communication. Wikipedia, the Free Encyclopedia HR Trends 2030 #HR #Matrix #professional

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Is your workforce strategy changing with the times? Check out our free eBook: 9 Steps to Building a Successful Contingent Workforce Strategy. Get insights on mapping organizational structure, defining work, establishing roles, and more. Download here: https://lnkd.in/eBuWFXU6 People2.0 #workforcestrategy #employerofrecord

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Which of these three topics are most critical to you and your organization? 1) We invested much time and money in our competence/skills model, but we are not getting any results from this. What's wrong? 2) How do we build a pipeline framework for specialists the same as we have for leaders? 3) How do we measure behavioral impact of leadership training? We spoke to amazing talent professionals at ATD24 last week to hear their thoughts. DM me to hear some of their insights and continue the conversation.

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🤔 We've recently been reworking a number of "moments that matter", including onboarding and leaves. And there's something I keep thinking about: what about all the other less-momentous happenings that make up a majority of the #PeopleExperience? Those small, routine daily experiences risk being too easily overlooked in favor of key moments and milestones. In reality, our everyday interactions, support, and the subtle nuances of our workplace environment play an equally vital role in shaping the overall People experience. The ideal is a balanced approach that fosters a stable, supportive environment while also creating moments that delight, surprise, and inspire. This also reflects what I'm typically hearing from the team—PX lives in the daily check-ins, the modest, often organic team rituals, the recognition of small wins, and reliable support in all matters. As my colleague Chris Weber recently put it, what we're looking for is the "pulse" of the company. That pulse is what shapes a truly engaging and fulfilling #WorkCulture. 💓 ❓My question to all employees: What daily experiences or small gestures make the biggest difference in your workday? I'd venture to guess that many of these are driven outside of #PeopleOps. 💬 To other POps professionals: How are you balancing the routine with the remarkable in your organizations? And how are you empowering other company leaders to contribute to those goals?

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Every month, we’re highlighting a book from our 2024 HR Reading List. This month’s selection is Built for People, by Jessica Zwaan. Written for all HR professionals and business leaders, Built for People explains how to improve workforce and business performance by developing people-centred ways of working, evidence-based decision making and a culture of continuous feedback and iteration. Full of tools, case studies, exercises and advice from those who are already seeing the benefits of a product-management approach, this is essential reading for all business leaders needing to develop an agile, innovative and evidence-based approach to their people operations. Check out the full list here: https://hubs.la/Q02vKjtN0 #hrreads #hr #bookrecommendations #mustread #2024booklist

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