David Green 🇺🇦’s Post

What are the HR Jobs of the Future? "In HR, this is our Promethean moment as we navigate a complex future, one with limitless possibilities in how we work, where we work, who we work with and what we expect in our workplace." Based on her focus interviews with HR leaders, Jeanne C M. presents 13 HR jobs of the future, which will emerge between now and 2030 (see Figure). In the article, Jeanne explains how each of these roles “embody five core workplace themes enabling leaders to embrace reinvention as a strategy where humans and machines collaborate to deliver in which to the organization.” The five themes are: (1) Building GenAI literacy, (2) Working from anywhere, (3) Building human-machine partnerships, (4) Driving innovation and wellbeing in the workplace, (5) Creating a personalised employee experience. Jeanne's article is featured in the June edition of Data Driven HR Monthly, which selects and curates the best HR, future of work and people analytics resources of the month. See here: https://lnkd.in/ePEbDzq5 #humanresources #futureofwork #peopleanalytics #chiefpeopleofficer #hrtech #employeeexperience #culture #leadership #learning #recruiting #ethics #workforceplanning

How to harness ONA to measure workforce performance and optimise strategy "ONA reveals insights absent in traditional organizational charts—such as how people collaborate, who influences decision-making and/or operates in silos, and sentiments surrounding trust and influence." A helpful primer on how to use Organisational Network Analysis (ONA) from the Deloitte team of Maya Bodan, Don Miller, Susan Cantrell, Gary Parilis and Carissa Kilgour. Their article discusses the myriad of use cases ONA can be used for, including to: (1) Measure workforce performance, (2) Understand individual workforce performance, and; (3) Optimise workplace strategies. The article is featured in the June edition of Data Driven HR Monthly, which selects and curates the best HR, future of work and people analytics resources of the month. See here: https://lnkd.in/ePEbDzq5 #humanresources #peopleanalytics #organizationalnetworkanalysis #hrtech #workforceplanning #teameffectiveness #futureofwork #culture

Which jobs are most vulnerable to automation? "Organizations which provide an environment where the needs of the workforce are aligned with the outlines of the future will have the competitive advantage." Recent weeks have seen a plethora of insightful reads about the impact of AI on HR and people analytics, so in the June edition of the Data Driven HR Monthly, I gathered five of these resources together here along with a prescient piece from 2018 on the professions most susceptible to automation. You can access all of the articles below here: https://lnkd.in/ePEbDzq5 Pietro Mazzoleni examines the importance of data maturity when it comes to the successful adoption of GenAI solutions in HR. Greg Newman outlines why using the language of the employee journey will help your organisation maximise the value you gain from digital workers. Martijn Wiertz presents a compelling vision where GenAI helps redefine our work design, creating time we can utilise for doing the work, care and training we need as a community – from great places to work to great places to be. Max Blumberg (JA) 🇺🇦 explores how people analytics roles may evolve in the age of AI, the skills needed to remain relevant, and the importance of transparency in these issues within the people analytics community. Finally, and thanks to Hung Lee for featuring it in a recent edition of Recruiting Brainfood, let’s revisit an article by Scott Latham and Beth Humberd that outlines four ways in which jobs will respond to automation based on two factors: the type of value provided and how it’s delivered (see Figure). If you enjoy articles like these, please subscribe to Data Driven HR Monthly, which curates the best HR, future of work and people analytics resources of the month: https://lnkd.in/g8Awizjk #humanresources #peopleanalytics #futureofwork #generativeai #culture #employeeexperience #peopleanalyticsjobs #culture #leadership #learning #ethics #datascience

How to Design a Return-to-Office Strategy That Balances Organisational and Employee Needs It’s becoming increasingly evident that rigid return-to-office (RTO) mandates can backfire by antagonising employees and impacting retention. Rashleen Kaur Arora presents Gartner research that outlines how HR leaders can craft a RTO strategy that balances organisational objectives with employee buy-in. The report includes a powerful case study on how Scotiabank implemented an evidence-based hybrid RTO model The report is featured in the June edition of Data Driven HR Monthly, which selects and curates the best HR, future of work and people analytics resources of the month. See here: https://lnkd.in/ePEbDzq5 This may be of interest to Nick Bloom, Brian Elliott and Mark Mortensen - all of who I'd recommend following for insightful research on RTO, hybrid and new ways of working. Congrats to the Scotiabank HR and people analytics members of my LinkedIn network: Maradene Wills, Junia Freitas, Alma Lazo Freymann, Danielle Bojman, Charu Saini, MBA, B.Tech. Chris Widdup, #humanresources #employeeexperience #peopleanalytics #leadership #culture #hybridwork #futureofwork #returntooffice #employeelistening #workforceplanning

What are the HR Strategies for Embracing Neurodiverse Talent? See: https://lnkd.in/eZtQ_KwG “When an organisation commits to becoming more inclusive, the process begins with ‘The Three C’s’ – Codification plus Conduct drives Culture.” With 15-20% of the population being neurodiverse, why are some of our HR practices still failing to accommodate and leverage this incredible talent pool?    In this week’s episode of the Digital HR Leaders podcast, my guest is Maureen N. Dunne, Ph.D., author of the book: "The Neurodiversity Edge: The Essential Guide to Embracing Autism, ADHD, Dyslexia, and Other Neurological Differences for Any Organization”. In our conversation, Maureen and I discuss: 1️⃣ The definition of neurodiversity and its importance in today’s workforce. 2️⃣ Why prioritising a neurodivergent culture is essential amidst the acceleration of digital transformation. 3️⃣ The main challenges faced by neurodiverse employees and effective ways to address them. 4️⃣ How to avoid common recruitment mistakes and adopt inclusive hiring practices. 5️⃣ Frameworks for fostering an inclusive workplace for neurodiverse employees. 6️⃣ The role of people analytics in supporting and nurturing a neurodiverse culture. “The Pyramid of Neuroinclusion is a layered set of objectives that must all be cemented into place to bring about sustainable authentic neuroinclusion and its many benefits. An organization without a firm foundation of psychological safety and transparent communication protocols will fail this test. A garden won’t grow, no matter how much sunlight and water it gets, if the soil is toxic.” Thanks to Maureen for sharing her time and expertise with listeners as well as Louis Gordon and the team at HiBob for sponsoring this series of the podcast. Thanks too to Manpreet Randhawa, Stefan Kesić, Jasmine Panayides, and the teams at Insight222, myHRfuture and Listen for bringing the podcast to life. “(With AI) we are entering a time where there's a necessity to understand neurodiversity and cognitive diversity and the kinds of skillsets that neurodivergent people bring to the equation.” Cc. Dave Millner, Hanadi El Sayyed, David van Lochem, Catherine de la Poer, Olimpiusz Papiez, Dominique Stern, Juliana Picon, Nancy Doyle, Isabel Pollen, Amy Short, Massimo Roselli, Jean Martin, Neil Cox, The Burnout Beater - Colin Minto, Sheree Atcheson, Francesca Paternoster ☁, Mark Baker FRSA, Sonia Allinson-Penny, Ludmila Praslova, Ph.D., SHRM-SCP, Âû, Jeff Wellstead, Dr. Asif Sadiq MBE, #humanresources #leadership #culture #neurodiversity #futureofwork #learning #recruiting #peopleanalytics #hrpodcast #diversity #inclusion #psychologicalsafety

"If 2023 was the year the world discovered generative AI, 2024 is the year organizations truly began using—and deriving business value from—this new technology." New research from McKinsey highlights that adoption of AI – and GenAI – has surged in the last 12 months, that organisations are reporting measurable benefits, that there is increased mitigation of the risk of inaccuracy, and that there are a small group of high-performers leading the way. From a HR perspective, the study finds: (1) 12% of respondents are regularly using GenAI in HR. (2) Organisations most often see meaningful cost reductions from GenAI use in HR (see Figure). (3) HR functions are most often able to put their GenAI capabilities to use within one to four months. (4) Talent is one of six areas of best practice where high-performers are leading with GenAI The article is featured in the June edition of Data Driven HR Monthly, which selects and curates the best HR, future of work and people analytics resources of the month. See here: https://lnkd.in/ePEbDzq5 #humanresources #futureofwork #workforceplanning #leadership #hrtech #culture #employeeexperience #peopleanalytics #generativeai #learning #recruiting

Why Leaders Need to Reframe the Return-To-Office Conversation "Framing refers to how an issue is presented; it’s the meaning layered onto an issue or situation that shapes how people think about its objective facts. More precisely, it’s about re-framing: deliberately replacing taken-for-granted cognitive frames with more helpful ones." Mark Mortensen and Amy Edmondson discuss the concept of ‘framing’ and its role for leaders in engaging in dialogue with employees about the balance between in-person and flexible working. They offer a three-step process to communicate flexible work policies: 1️⃣ Acknowledge the bind and be patient. 2️⃣ Focus on mutual value, not just organisational benefits. 3️⃣ Approach the process as data-driven, co-created, iterative learning. The article is featured in the June edition of Data Driven HR Monthly, which selects and curates the best HR, future of work and people analytics resources of the month. See here: https://lnkd.in/ePEbDzq5 #humanresources #leadership #culture #employeeexperience #hybridwork #employeelistening #psychologicalsafety #peopleanalytics #futureofwork

"We’re operating in a world where work is no longer defined by jobs, the workplace is no longer a specific place, many workers are no longer traditional employees, and human resources is no longer a siloed function." These are the opening words of Deloitte’s 2024 Global Human Capital Trends. They encapsulate the opportunity and challenge for HR today. The seven trends covered in the report, each with its own chapter, are: 1️⃣ Embracing human sustainability 2️⃣ Moving beyond productivity to measure human performance, 3️⃣ Balancing privacy with transparency to build trust (see below) 4️⃣ Overcoming the imagination deficit 5️⃣ Creating digital playgrounds to explore, experiment and play 6️⃣ Cultivating workplace microcultures 7️⃣ Making the shift to a boundaryless HR. "Many organizations are finding that how well they walk the tightrope between transparency and privacy is a key factor in driving trust today, and that mishandling it can severely undermine trust." #humanresources #futureofwork #workforceplanning #culture #hrtech #leadership #peopleanalytics #employeeexperience #orgdesign #employeelistening

"HR is not about HR but about the value HR creates for stakeholders" What makes an effective HR function? There has been a glut of research published in the last 18 months on HR operating models from the likes of McKinsey, Deloitte and Mercer. Most – if not all – lean on the seminal work by Dave Ulrich and his colleagues back in 1995, in what is now commonly referred to as the ‘Ulrich model’. As such, this immensely insightful article by Dave and his colleagues at The RBL Group: Joe Grochowski, Norm Smallwood, Joe Hanson, and Ernesto Uscher is a must-read for anyone reviewing their HR operating model. The article defines the value HR provides to stakeholders, analyses some of the recent research on HR operating models, reviews recent research by The RBL Group, provides guidance on steps to a more effective HR function and a diagnostic of ten dimensions of HR effectiveness to improve the value HR can create. A tour de force. #humanresources #peopleanalytics #leadership #workforceplanning #strategy #orgdesign #learning #futureofwork #employeeexperience #culture #chro

A new future of work: The race to deploy AI and raise skills in the US, Europe and beyond. "Up to 30 percent of hours worked could be automated by 2030, boosted by gen AI, leading to millions of required occupational transitions" New research from McKinsey exploring labour markets in ten European countries and the United States, in the years to 2030 and the impact of factors including labour shortages, productivity challenges, and the inexorable rise of technology. The report identifies four key priorities for companies: 1️⃣ Understand the potential: Leaders need to understand the potential of how AI and gen AI can augment and automate work. 2️⃣ Plan a strategic workforce shift: Once they understand the potential of automation technologies, leaders need to plan the shift toward readiness for the automation and AI era. 3️⃣ Prioritise people development: To ensure that the right talent is on hand, leaders could consider strengthening their capabilities to identify, attract, and recruit future AI and gen AI leaders in a tight market. 4️⃣ Pursue the executive-education journey on automation technologies: Leaders also need to undertake their own education journey on automation technologies to maximise their contributions during the coming transformation. Required reading for those involved in workforce planning, talent management and HR. #humanresources #futureofwork #workforceplanning #learning #recruiting #peopleanalytics #talentintelligence #leadership #culture