Workday Partners’ Post

Want to know what will impact CHRO strategies in the year ahead? Syndio CEO Maria Colacurcio shares her workplace equity predictions – from hot topics like AI to soon-to-be-hot topics like the unadjusted pay gap and pay explainability. Read it here: https://lnkd.in/dHQrA6_4 #CHRO #workplaceequity #paygap #paytransparency

The 'At-Will' Clause is Outdated📢 Yes, it's there for our free-will market but it often benefits the employer more than the employee. I challenge the norm for transformations. Just because it's always been that way doesn't mean it should continue to be. Imagine a workplace where: ✅ Employees are fiercely loyal, driving unparalleled productivity. ✅ You save substantially by slashing turnover rates. ✅ The best talents in the industry are vying to join your business. ✅ Every decision has a financial incentive, ensuring harmony and growth. The 'at-will' system, an archaic relic, is eroding the mental and financial well-being of our workforce. I'm working with businesses that want to change the game! ✅ Embrace mandatory term contracts. ✅ Commit to your team, and they'll commit to you. ✅ A shared 5% salary investment into a holding creates accountability: - Can you break the bond "at will"? Yes, but the other party reaps the benefits. - As contracts conclude, all employees receive a severance, ensuring they're cared for during their transitions. There are a multitude of benefits for term contracts. If implemented properly and within context to industry, position and business strategy it truly is a game changer for both parties. 🔥 It's not just about changing a system; it's about pioneering a movement. We are leading the way in championing a culture of stability, prosperity, and humanity. ------ If you want to know more, reach out! #LeadTheChange #BeyondAtWill #FutureOfWork #EmployeeFirst #BeTheChange #ChangeTheNorm #CommitToCommitment #HR #SME #Consulting #SMEConsulting #SmallBiz #SmallBusinessConsulting #MediumBusiness

#FridayReflections #linkedincommunity 💡 One year, countless changes. The HR landscape has weathered storms in market volatility, hiring frenzies, and the evolving dynamics of freedom and belonging. Here's the exciting part: 1. The traditional HR playbook is taking its final bows. 2024 promises a People-centric revolution, shifting the power dynamic from business to individuals. People will claim a larger slice of the cake if we share the responsibility. 2. Generational shifts are reshaping policies. With Generation Alpha in the mix, policies are no longer one-size-fits-all. Get ready for advice from Baby Boomer uncles and grandparents at the table, shaping a new narrative of "don't take crap at work." 3. Benefits transform from bragging rights to statutory norms. Labor laws are undergoing serious conversations, urging HR to redefine benefits with input from the people, replacing directives with collaborative decisions. 4. DEIB takes center stage with a focus beyond gender, disability, and race. We're peeling layers to address mental health, cultural representation, faith, history, and location bias. It's time to confront discrimination wounds globally. 5. AI emerges as a key decision-maker. Rush in unprepared, and you'll witness workforce cuts. Take the time to understand, and AI becomes a tool for upskilling and talent development. 6. HR expands its wings beyond People Ops, Talent Acquisition, Compensation, and Benefits. Happiness/Heart, Market Trends, and Analytics wings join the fold, shaping a more people-oriented company. 7. Retention transcends checkboxes. Stay interviews and heart-centered business partnerships become non-negotiable demands from the workforce. 8. Welcome Neurohiring; your seat is ready. 9. Contracts embrace fluidity, aligning with individuals' needs rather than company constraints. Are we ready for conversations about custom-made flexible contracts? 10. Self-serve payroll and financial security options empower employees. Is it time for HRIS to complement or integrate these evolving trends? Thoughts on this? What have you identified that may be a shift or change? The future of HR is now, and it's thrilling. Let's embrace the change together! 🚀 #FutureOfWork #HRRevolution #peoplemanagement #insights #talentmanagement #talentacquisition #peopleoperations

Find out how H&R Block reduced its forecasting cycle from weeks to 9 days, improved accuracy in headcount planning, and enabled better conversations with business partners. #ForAChangingWorld #TeamWDAY

Let's Dive Deep into ‘Pay Talks’ & Personal Growth! We've all been there - uncertain about our compensation, wondering if it aligns with our work's value. #BIGGBYCoffee too grappled with it, embarking on a challenging yet rewarding two-year journey to refine its pay structure. And guess what? It was more than just about numbers. When an employee approaches regarding a pay increase, it's not merely a financial conversation. It's a gateway into deeper discussions about personal growth, seizing opportunities, and understanding responsibilities. It sheds light on areas for improvement, potential shifts in roles, and even considering leadership positions. One message I've consistently shared with my team: ALWAYS ASK. If you believe in your work's value, if you're confident in your contributions, then by all means, request what you believe you deserve. There's no shame in it! It's a reflection of your self-worth and an affirmation of your commitment to growth. Everyone aspires for more, so why shy away? I constantly remind those around me to always act, always ask. It's not just about a paycheck; it's about understanding your value and seeking avenues to enhance it further. These 'pay talks' are an open door to growth, responsibility, and more. Let's normalize them! Curious about navigating your professional worth and fostering a culture of open dialogue? Dive into Biggby's career and let’s journey this path of empowerment together! #paytalkempowerment #valueyourworth #growthdialogue #payconversations #salarytransparency #empowermentinworkplace

The Board Imperative: Is your people strategy human enough? The relationship between employers and employees has been shifting for some time and the COVID-19 pandemic consolidated and exposed many of those changes. Organizations know they need to reshape the social contract with employees, but proactively adapting their working practices is proving a challenge for most. Boards can support organizations to listen to a dynamic workforce, tailor the employee experience and prioritize upskilling to maintain a competitive edge. Read more at go.ey.com/3P7vTXq Anurag Malik Neha Sharma Pooja Bhandari Vishnu Dev Shalinder Bakshi Abhishek Sen Ryan Lowe Gopal Nagpal Hrishikesh Godbole Vaibhav Shrivastava Venkatesh Radhakrishnan Priyanka Todi Gupta Vidya Mohan Nidhi Gupta Jayant Kumar Vivek Chandrasekar #BoardMatters #WorkReimagined #ey #buildingabetterworkingworld

It was an absolute pleasure to engage in a sharp session with Amit Aggarwal, shatrunjay krishna and Vamsi Dasetty on the topic ‘Managing Compensation in Uncertain times’ at the 'People Matters Total Rewards and Wellness Conference' #PMTRWC. What stood for me was the genuineness and candor in the conversation. Lots of insights and take aways for the audience, a couple that stood out for me were the following: 1.)    Understanding business context is extremely key (often times we get caught in the daily leading to limited change in program design) 2.)    Designing compensation programs keeping the frontline workforce in mind 3.)    Looking at talent in ‘Talent Cohorts’ as opposed classical buckets of Job families and levels is critical to drive the right strategy for each ‘Talent Cohorts’ 4.)    Rewards professionals should focus on innovation to attract and retain talent 5.)    Use of Technology is at the heart and center of driving better program design and process management Big thank you to Amit, Shatrunjay and Vamsi! #compensation #rewards #hrtech #hrtechnology Sachin Bajaj Senem Birim Rakesh Saoji Akash Bhat Dhruv Jha Sneha Jhunjhunwala Deepika Raj Dikshant Batra Compport!

STORY TIME!! See Beyond Imabe worked with a leading bank as HR Lead. These were the days when the automation of HR Processes had just begun. HR was transiting online and adopting technology. Everything was coming out of the woodwork, transparency was the emerging theme. Information was moving from big, black files in strongrooms and archives to web-based systems available to everyone. The Employee handbook was becoming public knowledge and payroll was going digital. She had been working hard on the HR Technology transformation process. The CEO had given her a charge - before embarking on full-scale change, they needed to understand the scope, setup , cost and off course implications across the organisation. Imabe was so chuffed!! This was on-trend practice sweeping the corporate landscape. At this time, only big multinationals were fully adopting this move,. Others watched tentatively, yet her bank - a national one, was willing to lead the charge. As Head of HR, she was excited and looked forward to simpler systems, freeing up HR time etc. The preliminary work was concluded. The team was now ready to share the first milestone of the project - to wit, the review of cost and implications of rolling the new system. This was so exciting - she thought, it promised faster and seamless system through all branches across the country. Finally, the day of the pitch came, and pitch she did! Not hard, considering she was all in and thought this was going to be a great move for the company. Everyone was there, CEO, MDs... top brass...! Imabe felt confident, after all she had the mandate to go check "what the fuss was all about" as CEO put it. Imabe was already in roll-out mode mentally, she was quite sure they’ll see the benefits of this new system and approve for rollout. Pitch over. Everyone seemed pleased. Only one question from the CEO – “so some HR person will actually see what I earn?” Needless to say, that was the end of it. Needless to say, 5 years later the Bank went under and closed shop. One bedrock of Leadership, is the capacity to see beyond yourself. #fridaysareforstories

In our recent Humans Resourced episode Heather Dolan talked to us about “quiet quitting” and how quickly and suddenly we went from the great resignation to the great stay-where-you-are. This article does a great job outlining the potential issues lower than expected churn can cause, but it’s a fine needle to thread. Major pitfalls that could destroy culture are abound in dealing with this new labor market challenge! Give our latest episode a listen for more insights on this emerging issue! #peoplefirst #betterbenefits #hr #humansresourced

Your employees are stressed about their finances! A PwC survey of full-time employees found over half of the respondents suffered from finance-related stress. And 18% reported that it affected their #Productivity at work. Discover how top employers are using #Benefits like cash awards to better support their employees…