Max Zhang’s Post

"All of my tools kind of suck" - HR leaders everywhere.   The focus on HR has been somewhat limited, but that is changing!   Sarah Franklin, CEO of Lattice shared that she was surprised by how many HR leaders told her that the tools at their disposal were limiting.   The thing is, HR was seen as a cost center for so long, that the best tech minds and investors were rarely focused on us.   HR tech isn't the only culprit here. There was just not enough for us as an industry.   The last couple of years we've seen better technology appear in our space as well as a growing number of people communities and resources to support us.   One of these incredible spaces is Transform, and I feel grateful to have spent my last two days here with incredible HR tech companies and leaders.   My favourite HR Tech Company I met: Sana   Joel Hellermark and Jon Lexa are building what learning and knowledge management systems should have been all along. Customizable, employee friendly, and now, AI-powered beyond what most of us thought was possible in 2024. They are turning the space upside down alongside Josh Bersin!   My favourite insights from the last two days:   From Liz (Schiffman) Dente CPO at Priceline: People are living on their own now, there are fewer community components like religious and neighbourhood groups that people are a part of and therefore they look for that community at work now. We try to offer it, but maybe we are not the best placed to.   From Cara Brennan Allamano, CPO at Lattice: The mandate for the CPO from the CEO was to do everything we could to retain people, now, it has shifted. It is about balancing people, performance and the bottom line.   From Justin Angsuwat and Vivian Fructuoso from Culture Amp: The executive level is where management training reminders are often most needed. As these humans are the busiest in the business, they often don't follow basic management behaviours, and the impact of them not offering things like 1:1 and feedback is worse than having bad direct managers in the business.   General sentiment from a session on why employees are unhappy: we need to be more honest when we talk about how our workplaces are / aren't. Help people self-select in and out.   General sentiment from a session on AI @ Work: give people the space to play, so that they can start learning.   These are all a bit paraphrased, but thought provoking for HR leaders to consider. Happy to share my thoughts on any of the above in another post if there is interest!   My most memorable part of the last two days though, has been the incredible humans I've connected with. Thank you to Alex, Hebba, 🏡 Kim, Anessa, Lindsey, Lucy, Jocelyn, Julie, Tracie, Jesse, Kraig, Elles, Melanie, Amanda, Shelby, Jennifer, Benjamin, Jean-Paul, Sonia, Jennifer, Chuck and Krista for your time!   My heart is very full going into day 3! Can't wait to share my insights on stage today on how to build HR on a shoestring budget!   #transform2024 #leadership #transform

It becomes imperative to align HR practices with employee aspirations, encompassing personal growth, skill development, and future readiness. https://lnkd.in/gyKu68zH Protima Achaya NetApp #employeebenefits #employeeengagement #employeeretention #align #humanresources #aspirations #growthopportunities #growth #growthmindset #skills #skillsdevelopment #skilldevelopment #hrstrategy #hrstrategies #talentacquisition #talentmanagement #talentretention #engagement #futureleaders #redefiningsuccess #success #successionplanning

It becomes imperative to align HR practices with employee aspirations, encompassing personal growth, skill development, and future readiness. https://lnkd.in/gbRV5qqC Protima Achaya NetApp #employeebenefits #employeeengagement #employeeretention #align #humanresources #aspirations #growthopportunities #growth #growthmindset #skills #skillsdevelopment #skilldevelopment #hrstrategy #hrstrategies #talentacquisition #talentmanagement #talentretention #engagement #futureleaders #redefiningsuccess #success #successionplanning

People Operations Explainer: Mastering the Fundamentals. People Operations, often termed 'People Ops,' is a modern approach to human resources that prioritizes employee-centric practices to foster workplace culture, boost engagement, and drive business outcomes. Rather than just managing administrative HR tasks, People Operations focuses on enhancing the overall employee experience throughout the lifecycle, from recruitment to retention. This strategic role emphasizes data-driven decisions, proactive problem-solving, and a holistic view of employees as key contributors to organizational success. People Operations, Human Resources (HR), and Human Capital Management (HCM) are sometimes interchangeable terms and all focus on managing an organization's workforce, but they each have distinct nuances. 👉🏽  Learn more about those differences, the value of People Ops, its unique characteristics, key functions, and its organization operating model here: https://lnkd.in/gBrZjYhC Get more: Follow Wowledge  Visit our website and sign up to gain FREE access to our platform. #peopleops #hrbp #chro #hr #peopleandculture

A successful People Operations department improves company culture, increases employee dedication & diversity, & fuels business growth 🌱 Here's how People Operations differs from a traditional HR department & its 8 key priorities: https://aihr.ac/3uXFeH1 #HR #HumanResources #HRmanagement

How do People Operations differ from Human Resources?

Feeling the weight of a long week and the challenges of team restructuring? 👩💻 Hana Campos, HR Specialist, collaborated with #AvenueEcoBlog to offer strategic insights on everything from skills alignment to managing stress, helping you navigate these transitions smoothly! 🌟 🔗 End your week with a 3-minute read that empowers your HR journey: https://lnkd.in/dWSqRNDC

Cheers to all HR and People Operations teams! They are the backbone of organizations, dedicating themselves to ensure that work environment is welcoming, efficient, and supportive. From finding the perfect team members to nurturing skills and well-being, HR and People Ops work tirelessly behind the scenes. HR fosters a culture of collaboration, understanding, and growth, making workplaces the best places to be. Today, I'm celebrating it with everyone out there since is our International HR Day. 😊 Below you can find a list of what is managed by HR / People Ops: - Recruitment and Hiring: Bringing in new talent that fits the company culture and needs. - Onboarding and Offboarding: Helping new hires settle in and managing exits when employees leave. - Training and Growth: Arranging learning opportunities to improve skills and career development. - Performance Management: Setting expectations and providing feedback to help employees perform better. - Compensation and Benefits: Handling salaries, bonuses, and employee perks. - Policy and Procedures: Creating and updating company rules and guidelines. - Employee Engagement: Keeping employees happy, motivated, and involved in their work. - Conflict Resolution: Resolving issues and disagreements at work. - Health and Safety: Making sure the workplace is safe and healthy for everyone. - Diversity and Inclusion: Promoting fairness and equal opportunities for everyone. - Employee Relations: Being a point of contact for employee questions and concerns. - Data Management: Handling employee information and using data for decision-making. - Wellness Programs: Supporting employee well-being and health. - Legal Compliance: Ensuring the company follows all the rules and laws related to employees. - Technology Use: Utilizing software and tools to manage HR tasks efficiently. - Succession Planning: Identifying and preparing future leaders within the organization. #hrday #peopleops #internationalhrday

Learned about David Ulrich from an HR Tech Startup I worked at years ago, and that absolutely changed the way I viewed HR -- so much so that it frustrates me when HR fails to do things this way, because it is in such a good position to support employees and the company to achieve the common goals. The ground-breaking thing about this paradigm is how it gets applied in large companies. I've experienced this done well in smaller companies, because the founders were thinking things through. One key thing here is to ensure that HR teams are not limited to dealing with issues regarding administration and compliance to company policy - that builds teams wherein HR people are just treated as envelope pushers for the owners or executives, to protect the business against its employees. https://lnkd.in/gFRa-rtC

🌟 Embracing a New HR Paradigm: People Ops vs. Traditional HR 🌟 One of my students recently included a quote from a Forbes article in their paper on strategic HR. The quote resonated so profoundly that I couldn't help but share it with all of you: "People Ops aims to understand employees holistically as individual contributors, while the traditional HR mindset views them more as a resource to be calculated and managed for efficiency." 🚀 This quote beautifully encapsulates the transformation that's been happening in the world of HR. It emphasizes the shift from a traditional, bureaucratic HR approach to one that values employees as individuals with unique talents, needs, and potential. Let us never be "traditional" again! 📚 If you're interested in diving deeper into this topic, I highly recommend checking out the full article by Laurel Farrer on Forbes: https://lnkd.in/gB3iDSW4 #HR #PeopleOps #WorkplaceTransformation #FutureOfWork Steve Nail Anderson University College of Business