Dieter Veldsman (Phd)’s Post

Exciting News! 🎉 I am thrilled to announce that I will be a keynote speaker at the 26th Annual Society for Industrial & Organisational Psychology South Africa (SIOPSA) Conference on July 18th! This year's conference is set to be an incredible event, bringing together experts and thought leaders to address the rapidly changing world of work! 🚀 Join us for three days (𝟏𝟔𝐭𝐡 - 𝟏𝟗𝐭𝐡 𝐉𝐮𝐥𝐲 𝟐𝟎𝟐𝟒) of insightful discussions focusing on: 📊 Context: Understanding the root causes and scope of workplace mental health issues. 🤝 Content: Exploring collaborative solutions and coping mechanisms for mental well-being. 🚀 Conduct: Implementing sustainable strategies for mental health development in the workplace. Don't miss out on this opportunity to connect, learn, and contribute to the future of workplace well-being and productivity. 📍 In-person and virtual attendance options available Let's shape the future of work together! #SIOPSA2024 #HR #HumanResources #WorkplaceWellBeing #IndustrialPsychology

I grew up in South Africa, one of the most unequal countries in the world. A country that has been trying to right the wrongs of the past and create equity for all. It has been hard, and there have been many mistakes along the way, but at least we are trying. DEIB has been in the firing line over the last 36 months, with the Supreme Court Ruling on affirmative action in college admissions, the massive cuts of DEIB departments, and employees expressing discontent with how organizations are approaching the DEIB agenda. The impact of an unequal society has been seen throughout history. With the entrance of AI (and the inherent risks of discriminatory algorithms), the focus on equity has never been more important than at this moment in history. In our annual HR Trends report, we spoke about systemic DEIB – the belief that to become a more equal and inclusive society, we must affect systemic change that breaks down systems that include some but exclude others. I believe that our approach to DEIB requires a rethink. Organizations need to avoid diversity washing and not "outsource" DEIB to HR. Rather, we need to take collective responsibility. In a recent analysis of 50 top-performing companies and their people agendas, we identified DEIB as one of the common focus areas for these companies that are getting things right. These companies follow pragmatic approaches that align with their purpose and beliefs to make it tangible. They also align it firmly with a focus on ESG and Employee Engagement. Although HR and organizations have made great strides, there is still much work to be done in DEIB. Despite recent conversations about removing Equity from DEIB, we should continue to advocate for all four areas in our HR Strategies. I believe one cannot exist without the other. As someone who is passionate about the world of work and how HR can shape it - I will keep on pushing the agenda for Equity to make the world just a little bit better for all. My question to you is - how do we proceed as HR? #equity #deib #hr #humanresources #careers AIHR | Academy to Innovate HR Erik van Vulpen Simona Iancu Kirsty Geyser

🤔 Do you know who your key stakeholders are? As HR professionals, we often find ourselves navigating intricate stakeholder environments, balancing varied and complex needs. It’s no easy task, but it’s crucial for our success. 𝐃𝐨𝐧'𝐭 𝐰𝐨𝐫𝐫𝐲; 𝐰𝐞'𝐯𝐞 𝐠𝐨𝐭 𝐲𝐨𝐮 𝐜𝐨𝐯𝐞𝐫𝐞𝐝! 🎯 https://aihr.ac/45VHfV0 In our latest playbook, we provide practical tips and guidance to help you manage your stakeholders with confidence. 👇 Whether you're dealing with senior executives, line managers, or employees, our playbook offers strategies to address their needs and build stronger relationships effectively! 💼 #HR #HumanResources #StakeholderManagement #FreeDownload AIHR | Academy to Innovate HR

Happy to share that I'll be speaking at Strategic Human Resource Management For Operational Excellence event ! Join us for this free webinar where we discuss the role of HR in driving operational excellence and creating sustainable organizations. Vera Njong #hr #shrm #talent #humanresources

🚀 𝐒𝐭𝐞𝐩𝐩𝐢𝐧𝐠 𝐢𝐧𝐭𝐨 𝐭𝐡𝐞 𝐂𝐇𝐑𝐎 𝐫𝐨𝐥𝐞 𝐢𝐬 𝐧𝐨 𝐬𝐦𝐚𝐥𝐥 𝐟𝐞𝐚𝐭. Navigating office politics, balancing complex stakeholder demands, and combating imposter syndrome are just a few hurdles HR Executives encounter daily. 📊 According to our latest data, these challenges are significant contributors to why many CHROs struggle in their roles. https://aihr.ac/3VUcFq9 ⬅️ In our newly released one-pager, we dive deep into the critical reasons behind CHRO failures and, more importantly, offer actionable solutions to overcome them. ⚠️ Whether you're a seasoned HR professional or new to the executive suite, this resource is designed to provide valuable insights and strategies for success.👇 #HR #HumanResources #CHRO 

🚨 𝐈 𝐦𝐚𝐝𝐞 𝐭𝐡𝐢𝐬 𝐦𝐢𝐬𝐭𝐚𝐤𝐞 𝐭𝐡𝐞 𝐟𝐢𝐫𝐬𝐭 𝐭𝐢𝐦𝐞 𝐈 𝐰𝐞𝐧𝐭 𝐭𝐨 𝐭𝐡𝐞 𝐁𝐨𝐚𝐫𝐝. I assumed a lot of things: • That I was there to report to them • They knew a lot about HR, and as such, I did not have to go through the rationale and reasons behind why we were implementing certain initiatives • That I was there to inform them of my plans Managing the board is a critical part of the job, but very few people prepare you for that first board meeting. 📆 If I could go back, I would spend more time contracting on expectations, understanding the topics that kept them awake at night, and aligning internally with the rest of the C-suite on our key messaging to the Board. https://aihr.ac/3L4GvDx ← In general, there are 4️⃣ agendas that the CHRO needs to take to the Board, and depending on the context, they will differ in importance: ✅ People Strategy and Risk ✅ Talent, skills and sustainability ✅ Culture, engagement and productivity ✅ Workforce diversity agenda The Board is not a reporting forum; it is about oversight, insight, and influencing critical strategic direction. 🔍 If you manage the Board's relationships well, they become critical allies in the people agenda—but you have to approach them differently. #HR #HumanResources #HRBoard #HRStrategy

In today's rapidly evolving business landscape, the role of the HR Business Partner (HRBP) is more critical than ever! HRBPs are not just internal service providers but strategic partners who drive organizational success by aligning HR strategies with business goals. 🎯 A successful HRBP function rests on 5️⃣ essential pillars, which we often refer to as the five S's: Strategy, Structure, Skills, Systems of work, and Stakeholders. ♟️ 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐲: HRBPs bridge the gap between HR and business operations. By understanding the company's objectives, they translate business needs into actionable HR strategies, ensuring the organization remains agile and competitive. 📤 𝐒𝐭𝐫𝐮𝐜𝐭𝐮𝐫𝐞: An effective HRBP ensures the organizational structure supports strategic goals. This includes designing roles, teams, and reporting lines that promote efficiency and clear communication. 🛠️ 𝐒𝐤𝐢𝐥𝐥𝐬: HRBPs play a pivotal role in attracting and retaining top talent. They craft strategic talent acquisition plans, enhance employer branding, and develop comprehensive onboarding programs that foster employee loyalty and reduce turnover. 💼 𝐒𝐲𝐬𝐭𝐞𝐦𝐬 𝐨𝐟 𝐖𝐨𝐫𝐤: By collaborating closely with leaders, HRBPs create a positive work environment that boosts employee engagement. They implement effective communication, recognition programs, and professional development opportunities, which are crucial for maintaining high productivity levels. 🤝 𝐒𝐭𝐚𝐤𝐞𝐡𝐨𝐥𝐝𝐞𝐫𝐬: HRBPs are essential drivers of organizational change, working closely with organizational stakeholders. They lead digital transformation initiatives, ensuring that HR processes are modernized and aligned with the latest industry trends. This proactive approach helps the organization stay ahead in a competitive market. Investing in effective HR business partnering transforms HR from a cost center to a vital contributor to organizational success. As strategic partners, HRBPs not only support but actively shape the future of the business! 🚀 #HR #HumanResources #HRBP #HRStrategy

🚀 Unlocking the Strategic Power of HR at the Board Level 🚀 The visibility and importance of HR at the board level have been steadily increasing. 🔍 Enhanced governance oversight and the growing recognition of HR as a strategic contributor are crucial to future-proofing businesses in terms of talent and culture. For many CHROs, managing the HR-board relationship is a relatively new experience. Many report feeling unprepared to meet the expectations set by the board and other executive team members. In fact, 39% wish they were more prepared to deal with the board in hindsight.⚠️ In our article, we dive deep into the HR-board relationship, focusing on the CHRO’s responsibilities and the skills required for success. 🔗 Read the full article here: https://aihr.ac/3L4GvDx #HR #HumanResources #CHRO #HRStrategy

🚨 In today’s fast-paced business world, investing in employee learning and development is more crucial than ever! But how do we ensure that these investments are paying off? Measuring learning effectiveness not only validates the impact of training programs but also demonstrates the return on investment (ROI), making it a vital practice for any organization.🚀 𝐖𝐡𝐲 𝐢𝐬 𝐌𝐞𝐚𝐬𝐮𝐫𝐢𝐧𝐠 𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠 𝐄𝐟𝐟𝐞𝐜𝐭𝐢𝐯𝐞𝐧𝐞𝐬𝐬 𝐈𝐦𝐩𝐨𝐫𝐭𝐚𝐧𝐭? ✅ Showcasing ROI: Demonstrating the ROI of training programs helps justify the investment and secure future budgets. It shows stakeholders the tangible benefits and the positive impact on the business. ✅ Enhancing Program Quality: By measuring learning outcomes, organizations can identify what works and what doesn’t, leading to improved training programs. ✅ Aligning with Business Goals: Effective measurement ensures that learning initiatives are aligned with organizational goals, driving performance and productivity. ✅ Employee Engagement and Retention: When employees see the value in their learning experiences, they are more engaged and satisfied, contributing to higher retention rates. 𝐊𝐞𝐲 𝐌𝐞𝐭𝐫𝐢𝐜𝐬 𝐭𝐨 𝐋𝐨𝐨𝐤 𝐀𝐭: 📈 Knowledge Retention: Assessing how well employees retain information post-training. 📈 Behavior Change: Evaluating changes in behavior and application of skills on the job. 📈 Performance Improvement: Measuring improvements in job performance and productivity. 📈 Employee Feedback: Gathering feedback from participants to understand their learning experience. 📈 Business Impact: Analyzing how training has impacted vital business metrics such as sales, customer satisfaction, or error rates https://aihr.ac/3xK2eO4 ⬅️ In this guide, I share some additional strategies, KPIs, and metrics that you can use to demonstrate the value and impact of your development initiatives. #HR #HumanResources #Training&Development #HRMetrics AIHR | Academy to Innovate HR

💬 We often discuss career mobility, but 𝐡𝐨𝐰 𝐝𝐨 𝐜𝐚𝐫𝐞𝐞𝐫𝐬 𝐭𝐫𝐮𝐥𝐲 𝐝𝐞𝐯𝐞𝐥𝐨𝐩? Many of us have experienced talent review conversations where leaders “hoard” their top performers or have seen colleagues miss out on cross-functional opportunities due to a lack of skills. 🛠️ Clearly, something needs to change 🚨 https://aihr.ac/3RQvGIY ← In this piece for Reworked, we explore the shift from traditional career ladders to career lattices—a 360-degree developmental approach designed to enhance both the mobility and employability of talent! 🚀 Dr Marna van der Merwe Siobhan Fagan #HR #HumanResources #CareerAdvice #CareerDevelopment