Hacking HR

The terms "workforce planning," "headcount planning," "workforce management," and "succession planning" are often used interchangeably. But they're not the same thing. Each plays a distinct role in building a talent strategy that drives business results. This table summarizes the differences between them. ⭐Do you want to learn more? Our latest blog post gives a clear definition of each term👉 https://bit.ly/4cwh2ik ⭐We have dedicated content to explore each concept in-depth. #hrbasics #hrglossary #humanresources #humanresourcemanagement #HR 

Organizational development is an essential piece of the puzzle for building a future-proof organization. Even though organizational development is separate from HR, HR plays a key role in implementing and improving organizational development, whether or not initiatives are focused on HR functions. The Organizational Development Cycle can be explained in 7 phases: 1. Entry 2. Diagnosis 3. Planning 4. Intervention 5. Evaluation 6. Stabilization 7. Reassessment How can HR help improve and promote organizational development? ⭐Check out our latest blog post to find out: 👉https://bit.ly/3zwyXXG #organizationaldevelopment #changemanagement #humanresources #HR #HRleadership #HRleaders #humanresourcemanagement

How does organizational development work? Kurt Lewin’s work on organizational development outlines three key steps to creating and sustaining change: unfreezing, changing, and refreezing. 💧Unfreezing: Unfreezing focuses on preparing an organization for expected change, including readying and motivating employees to accept and embrace changes. In the unfreezing phase, leaders should address any resistance to change or questions about how or why things are changing. 🚀Changing: As the name suggests, this is the period where the changes happen. Whether it involves a change in strategy, values, or processes, changes should be aligned with greater organizational goals and strategy. During the changing phase, HR and leaders may have to experiment and iterate to help adjust employees to a new way of doing things. The organization should prioritize transparent communication, effective management, and continued flexibility during the period of change. ❄Refreezing: Refreezing involves sustaining and stabilizing changes for the long term. It occurs after changes are implemented and optimized and have been implemented into day-to-day operations. Through initiatives like reward and recognition, leaders can ensure that changes are sustained and workers don’t fall back into old habits. ⭐Did you know Lewin's Change model? If you want to learn more about Organizational Development, check out our latest blog post:  👉https://bit.ly/3zwyXXG #organizationaldevelopment #changemanagement #humanresources #HR #HRleadership #HRleaders #humanresourcemanagement

You hold more power to create a positive work environment than you can even imagine. It's possible that that power is not to make decisions that have a company-wide impact, but definitely the kind of power that can change one life or the way a small team operates. Don't relinquish that power. Believe in it. Embrace it. Use it. You can make a difference. These are eight things worth repeating everyday. Believe them, because that's the kind of leverage you have in HR.

We are trying...

Globally, around 12 billion days will be lost to depression and anxiety each year by 2030. So, what are companies doing to prioritize a culture of psychological safety and provide comprehensive mental health support? During Hacking HR June's series sessions, which focused on employee experience as the ultimate competitive advantage, several expert panelists shared their insights. One of the strategies they mentioned was implementing SMART Action Plans to support employee mental health in the workplace: 1️⃣ Specific: Conduct a comprehensive needs assessment to understand your employees' mental health priorities. 2️⃣ Measurable: Develop KPIs to track the success of your initiatives. 3️⃣ Achievable: Secure leadership commitment for a top-down approach. Relevant: Integrate mental health support into workplace policies. 4️⃣ Time-bound: Implement initiatives in phases for smooth and effective rollouts. ⭐Check out our blog and explore all our content about employee experience 👉https://bit.ly/4b1yQQL #MentalHealth #EmployeeWellbeing #SMARTGoals #WorkplaceCulture #HackingHR

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In Hacking HR we have a strong belief that HR as a function has the potential to become the trailblazer leading the way forward for people and organizations. We believe that HR sits a the most extraordinary intersection of people and business operations, and it is at that intersection where all the value is created. But, having the potential to become something doesn't mean that the potential will actually be realized and unleashed. Embracing the "unrealized" potential and believing that we have it should inspire us to close all the knowledge and skill gaps we currently have to transition from our current HR state to that of a trailblazer. We know it is possible. We know it. But, it is up to you (and us) to believe in that potential and unleash it. It is up to all of us, together, to transform HR not just into a business leadership function, but into *T H E* leadership function that leads the way and brings everyone on the path forward, together with us. That, folks, is a trailblazer. And certainly that is what we believe HR can become. Check out these six skillsets we need to include in our portfolio of HR operations to become the trailblazer. It doesn't matter if you know nothing about them. Believe that they will deliver value to you in your capacity as a trailblazer and get on the learning journey! Are you with us?

A positive workplace is characterized by a vibrant and supportive environment that make employees feel valued, respected, productive, and happy. In a positive workplace, respect, collaboration, transparency, and creativity are the norm. A positive workplace fosters a culture of trust, innovation and high performance. Creating a positive workplace is not easy, but it isn't rocket science either. It starts with effective communication; treating people with respect, dignity, kindness and compassion; recognizing and celebrating employees' work, efforts and results, and giving the credit for their achievements and ideas; prioritizing mental mental and well-being, not just because it is the right thing to do for the employees, but because it is a catalyst to achieve business goals. A positive workplace allows people to thrive and flourish and, in doing so, it makes them also better at delivering their work goals with high performance and productivity. Simultaneously, a positive workplace encourages people to focus on their personal and professional growth because it is positive for them, and their employer. The effects of a positive workplace on performance and productivity are not hearsay. Companies with highly engaged employees (which is a direct result of a positive workplace) significantly outperform their peers in earnings per share. In addition, organizations with a positive workplace report a lot less turnover and higher productivity. Why does this happen? When employees feel supported and valued, their engagement, creativity, and loyalty skyrocket. They are more motivated to contribute their best work, leading to higher customer satisfaction, better business results, and a more successful and sustainable organization. These are some of the principles to keep in mind to build a positive workplace.

Creating a supportive environment for mental health in the workplace requires practical, actionable steps beyond policies and discussions. These steps are designed to be straightforward and implementable, setting the stage for a comprehensive action plan that will follow. 1️⃣ Create a Mental Health Task Force - Establish a dedicated team responsible for developing, implementing, and monitoring mental health initiatives. Including members from various departments ensures diverse perspectives and comprehensive coverage. This task force will continuously assess the organization’s mental health needs and adjust strategies accordingly. 2️⃣ Provide Mental Health First Aid Training - Offer employees mental health first aid training, equipping them with the skills to recognize signs of mental health issues and provide initial support until professional help is available. This training empowers employees to support each other and fosters a culture of care and responsiveness. 3️⃣ Introduce Well-being Days - Offer additional paid days off specifically for employees to focus on their mental well-being. Allow employees to take a “mental health day” without needing to provide a specific reason, recognizing the importance of mental health and providing time for self-care. 4️⃣ Gather and Act on Employee Feedback - Regularly solicit employee feedback on mental health initiatives. Use surveys and suggestion boxes to gather input and improve programs to address gaps or concerns. ⭐Check out our latest blog post, 'Connecting Well-being, Mental Health, and Employee Experience' to learn more: https://bit.ly/3XK7mwb #mentalhealthmatters #mentalhealthsupport #employeewellbeing #workplacewellbeing