The digital age, with its hyperconnectivity and disruptive technologies, is forcing companies to rethink their people-management strategies. This involves changes in three major areas: Organizational model, relationships between the organization & people and leadership models & corporate culture.
The Future of HR: Preparing for the RevolutionRobin Schooling
The world of work continues to evolve at a rapid pace with increasing disruption caused by new business models, emerging technology and developing definitions of the workforce. Along with these changes the role of HR is also shifting as the capabilities and accountabilities for HR professionals is also undergoing a transformation.
In this session we discuss how HR professionals can take steps now to bolster their impact and prepare for the future of the profession including:
• The business need for lean, strategy-driven HR/People functions
• The interplay of HR technology and business acumen
• The “new” psychological contract between employers/employees
• HR’s imperative to anticipate, embrace and proactively drive change
Randstad 2014 World of Work Talent Strategy Game Changers Seriesrandstad_hk
The 2013/14 Randstad World of Work research —
tapping into the perspectives of over 7,000 employers
and more than 7,500 employees across Asia Pacific
— confirms we are not just witnessing incremental
shifts in the world of work, but game-changing
forces that require fresh thinking and new, innovative approaches to building a sustainable talent strategy.
The modern workplace evolution is unstoppable, and Human Resources is diligent in finding its footing in the 21st century. Here is a guide to the most likely trends to affect HR in 2019
Designing A Global Digital Workplace by @NewToHRNew To HR
Open and responsive organisations show greater digital maturity and clear focus on their own priorities.
The best way of making such a widespread shift throughout an organisation is for it to start out from the HR side. Designing a global digital workplace is a challenge, but through proper planning and using new strategies, the HR function becomes technologist.
HR professionals themselves become more comfortable with data, as mobile technologies and social media have penetrated almost all aspects of businesses and their own lives. The bottom line is that HR should consider all this to maximise the full value and benefit to the organisation.
The Future of HR - Presentation to HRDF LeadersRoshan Thiran
This was the presentation slides on the Future of HR and how it is being disrupted and needs to transform for the 21st century. This presentation was by Roshan Thiran to HRDF Leaders
The digital age, with its hyperconnectivity and disruptive technologies, is forcing companies to rethink their people-management strategies. This involves changes in three major areas: Organizational model, relationships between the organization & people and leadership models & corporate culture.
The Future of HR: Preparing for the RevolutionRobin Schooling
The world of work continues to evolve at a rapid pace with increasing disruption caused by new business models, emerging technology and developing definitions of the workforce. Along with these changes the role of HR is also shifting as the capabilities and accountabilities for HR professionals is also undergoing a transformation.
In this session we discuss how HR professionals can take steps now to bolster their impact and prepare for the future of the profession including:
• The business need for lean, strategy-driven HR/People functions
• The interplay of HR technology and business acumen
• The “new” psychological contract between employers/employees
• HR’s imperative to anticipate, embrace and proactively drive change
Randstad 2014 World of Work Talent Strategy Game Changers Seriesrandstad_hk
The 2013/14 Randstad World of Work research —
tapping into the perspectives of over 7,000 employers
and more than 7,500 employees across Asia Pacific
— confirms we are not just witnessing incremental
shifts in the world of work, but game-changing
forces that require fresh thinking and new, innovative approaches to building a sustainable talent strategy.
The modern workplace evolution is unstoppable, and Human Resources is diligent in finding its footing in the 21st century. Here is a guide to the most likely trends to affect HR in 2019
Designing A Global Digital Workplace by @NewToHRNew To HR
Open and responsive organisations show greater digital maturity and clear focus on their own priorities.
The best way of making such a widespread shift throughout an organisation is for it to start out from the HR side. Designing a global digital workplace is a challenge, but through proper planning and using new strategies, the HR function becomes technologist.
HR professionals themselves become more comfortable with data, as mobile technologies and social media have penetrated almost all aspects of businesses and their own lives. The bottom line is that HR should consider all this to maximise the full value and benefit to the organisation.
The Future of HR - Presentation to HRDF LeadersRoshan Thiran
This was the presentation slides on the Future of HR and how it is being disrupted and needs to transform for the 21st century. This presentation was by Roshan Thiran to HRDF Leaders
More and more studies show, organizing your company around meaning makes a big difference for all stakeholders. This case of Wijs I presented at the HR Leaders Lunch May 8th in the Ancien Belgique in Brussels. It brings you in 80 slides the context of the digital agency Wijs, our vision about meaningful work, 7 building blocks with examples how we practice meaningful work in our day to day an 7 guerilliatips to start tomorrow or to take the next step.
Feedback and questions are welcome!!
Jennifer McClure - The Future of HR: Delivering Competitive Advantage Through...Jennifer McClure
Today’s business climate continues to change at a rapid pace. Ongoing economic uncertainty and market volatility, combined with a changing global landscape, requires human resources professionals to possess a high level of business acumen and deliver value to multiple stakeholders both inside and outside of the company.
For HR to thrive and directly impact business results, the competencies and capabilities of today’s human resources professionals must evolve. HR must know the business, focus strategically, solve business problems and influence change to impact business results and deliver a strong competitive advantage for their organizations.
Keynote/Workshop by Jennifer McClure - President of Unbridled Talent LLC (http://unbridledtalent.com)
In this session, Jennifer McClure will define the four critical skills today's HR leaders must develop to fully participate as business leaders—not just human resources leaders—in an increasingly complex global environment.
Global Trends in Organisational Learning & Developments 2014eUniversity
Globally oranisations are increasingly finding out that, traditional learning departments are often inefficient and expensive.
Research shows that only about one third of the total training spent goes into actual learning delivery, the rest is often spent on administrative and other indirect costs.
Initially organisations adopted web based learning because of its cost effectiveness & efficiency. However over time these companies realized that eLearning is not only more efficient, it make learning outcome more effective.
Learners can now complete the training at their own time, pace & place.
Expand scope and partner closely with business - Chandan ChattarajAnil Kaushik
In spite of all uncertainties, turbulence and digitalization, basis of HR is not going to change wherein the HR has to engage, reward and retain employees.
The world of work has fundamentally changed from even 5 years ago and that traditional ways of thinking about talent management processes and the legacy technologies that support them will need to change to keep up with the new world of work.
The future of teaching and earning in the Unscaled New World Economy'JoAnn D. Rolle, Ph.D.
Webinar "Changing Dynamics of Higher Education: Post COV19 Challenges and Solutions"
Presentation topic: The Future of Teachng & Learning in the Unscaled New World Economy. Discussion includes:
Trends in Leadership Needs for the Future
Education in 2020 & Impact of the Pandemic
Preparing for the Unscaled Economy
Transforming the Academy in a World of Uncertainty
The Future choices of Leisure and Work
Developing Ecosystems of Lifetime learning and global collaborations
by Dean JoAnn Rolle
Rolle, J.D. 1, Kisato, J. 2, Crump, M.E.C. 1, Reid, A.E. 1, R. Acevedo* and Rock, P. 3
Medgar Evers College1
Kenyatta University2
BlueSuite Solutions Inc.3
Universidad San Sebastián*
Paper presented as Keynote Address at the Workshop on Research & Methodology
Eudoxia Research Center – India April 5th, 2020
Abstract
As low-level labor functions are substituted for higher level artificial intelligence and other aligned technologies, the ensuing issue becomes the rate of learning of the displaced labor market and its ability to transition to alternative industry needs. Many are preparing for massive global underemployment as we are beginning to see the decrease in demand for undergraduates, graduate and other skilled talent seeking employment opportunities. We are facing an ever-increasing demand for academic credentials at increasing costs with the possibility of lower real yield of economic opportunity (RolleJ.D, Billy I., Kisato J., Acevedo R. & Zarbabal K. ,2017; Reynolds, P. D. ,2012). How do we prepare diverse talent for a dynamic and possibly uncaring world of continuous automation and changing needs of the marketplace?
How will 2020 and graduates of the future be impacted by the new world economy after the pandemic? There is hope for an economy of diversity and inclusion of a broad base of talent using technology such as artificial intelligence, AWS, 3D printing, Virtual Reality, and later, Augmented Reality. Instead of cloning homogenous labor forces to support the demands of mass production, more diverse, creative and agile entrepreneurial teams or persons will cost effectively produce for niche markets -- even as small as units of one (Reynolds, 201; Hemant Taneja, 2018; Rolle et al., 2017,). The recent book Human + Machine: Reimagining Work in the Age of AI contribution to the growing body of literature is what is referred to as the "missing middle" -- that intersection where both man and machine will collaborate, coordinate, and co-exist as one in the workplace. The challenge is willing the labor force, both current, and future, learn the new "fusion" skills necessary to work in the new workplace fast enough to meet industry demands? How will academic institutions adapt to the new world of teaching and learning with machines? How will faculty that have not experienced the transformation prepare students. Collaboration. Industry with vision and foresight on skills needed must work with academics and other knowledge providers such that the labor force is truly optimized for the new economy.
What HR Will Look Like in 2020 – A SHRM Research Insight, Brian DicksonThe HR Observer
As part of the SHRM Experience, this session is sourced from leading edge SHRM research coupled with global expert opinion surrounding: how will HR change in the
future, specifically what will HR being doing in 2020. Key topics in this session are the effects of social media on performance and talent management, generational divides and globalisation.
This presentation was used at HR Summit and Expo 2013 www.hrsummitexpo.com
More and more studies show, organizing your company around meaning makes a big difference for all stakeholders. This case of Wijs I presented at the HR Leaders Lunch May 8th in the Ancien Belgique in Brussels. It brings you in 80 slides the context of the digital agency Wijs, our vision about meaningful work, 7 building blocks with examples how we practice meaningful work in our day to day an 7 guerilliatips to start tomorrow or to take the next step.
Feedback and questions are welcome!!
Jennifer McClure - The Future of HR: Delivering Competitive Advantage Through...Jennifer McClure
Today’s business climate continues to change at a rapid pace. Ongoing economic uncertainty and market volatility, combined with a changing global landscape, requires human resources professionals to possess a high level of business acumen and deliver value to multiple stakeholders both inside and outside of the company.
For HR to thrive and directly impact business results, the competencies and capabilities of today’s human resources professionals must evolve. HR must know the business, focus strategically, solve business problems and influence change to impact business results and deliver a strong competitive advantage for their organizations.
Keynote/Workshop by Jennifer McClure - President of Unbridled Talent LLC (http://unbridledtalent.com)
In this session, Jennifer McClure will define the four critical skills today's HR leaders must develop to fully participate as business leaders—not just human resources leaders—in an increasingly complex global environment.
Global Trends in Organisational Learning & Developments 2014eUniversity
Globally oranisations are increasingly finding out that, traditional learning departments are often inefficient and expensive.
Research shows that only about one third of the total training spent goes into actual learning delivery, the rest is often spent on administrative and other indirect costs.
Initially organisations adopted web based learning because of its cost effectiveness & efficiency. However over time these companies realized that eLearning is not only more efficient, it make learning outcome more effective.
Learners can now complete the training at their own time, pace & place.
Expand scope and partner closely with business - Chandan ChattarajAnil Kaushik
In spite of all uncertainties, turbulence and digitalization, basis of HR is not going to change wherein the HR has to engage, reward and retain employees.
The world of work has fundamentally changed from even 5 years ago and that traditional ways of thinking about talent management processes and the legacy technologies that support them will need to change to keep up with the new world of work.
The future of teaching and earning in the Unscaled New World Economy'JoAnn D. Rolle, Ph.D.
Webinar "Changing Dynamics of Higher Education: Post COV19 Challenges and Solutions"
Presentation topic: The Future of Teachng & Learning in the Unscaled New World Economy. Discussion includes:
Trends in Leadership Needs for the Future
Education in 2020 & Impact of the Pandemic
Preparing for the Unscaled Economy
Transforming the Academy in a World of Uncertainty
The Future choices of Leisure and Work
Developing Ecosystems of Lifetime learning and global collaborations
by Dean JoAnn Rolle
Rolle, J.D. 1, Kisato, J. 2, Crump, M.E.C. 1, Reid, A.E. 1, R. Acevedo* and Rock, P. 3
Medgar Evers College1
Kenyatta University2
BlueSuite Solutions Inc.3
Universidad San Sebastián*
Paper presented as Keynote Address at the Workshop on Research & Methodology
Eudoxia Research Center – India April 5th, 2020
Abstract
As low-level labor functions are substituted for higher level artificial intelligence and other aligned technologies, the ensuing issue becomes the rate of learning of the displaced labor market and its ability to transition to alternative industry needs. Many are preparing for massive global underemployment as we are beginning to see the decrease in demand for undergraduates, graduate and other skilled talent seeking employment opportunities. We are facing an ever-increasing demand for academic credentials at increasing costs with the possibility of lower real yield of economic opportunity (RolleJ.D, Billy I., Kisato J., Acevedo R. & Zarbabal K. ,2017; Reynolds, P. D. ,2012). How do we prepare diverse talent for a dynamic and possibly uncaring world of continuous automation and changing needs of the marketplace?
How will 2020 and graduates of the future be impacted by the new world economy after the pandemic? There is hope for an economy of diversity and inclusion of a broad base of talent using technology such as artificial intelligence, AWS, 3D printing, Virtual Reality, and later, Augmented Reality. Instead of cloning homogenous labor forces to support the demands of mass production, more diverse, creative and agile entrepreneurial teams or persons will cost effectively produce for niche markets -- even as small as units of one (Reynolds, 201; Hemant Taneja, 2018; Rolle et al., 2017,). The recent book Human + Machine: Reimagining Work in the Age of AI contribution to the growing body of literature is what is referred to as the "missing middle" -- that intersection where both man and machine will collaborate, coordinate, and co-exist as one in the workplace. The challenge is willing the labor force, both current, and future, learn the new "fusion" skills necessary to work in the new workplace fast enough to meet industry demands? How will academic institutions adapt to the new world of teaching and learning with machines? How will faculty that have not experienced the transformation prepare students. Collaboration. Industry with vision and foresight on skills needed must work with academics and other knowledge providers such that the labor force is truly optimized for the new economy.
What HR Will Look Like in 2020 – A SHRM Research Insight, Brian DicksonThe HR Observer
As part of the SHRM Experience, this session is sourced from leading edge SHRM research coupled with global expert opinion surrounding: how will HR change in the
future, specifically what will HR being doing in 2020. Key topics in this session are the effects of social media on performance and talent management, generational divides and globalisation.
This presentation was used at HR Summit and Expo 2013 www.hrsummitexpo.com
How to create loosely coupled code using Dependency Injection? What are the DI patterns and anti patterns? How to properly inject dependencies in ASP.NET MVC? What DI containers are available in .NET?
con Linkedin Los usuarios pueden subir su currículum vítae o diseñar su propio perfil con el fin de mostrar experiencias de trabajo y habilidades profesionales.
Most Impressive HR Leaders, Making Waves in the Industry.pdfInsightsSuccess4
This edition features a handful of business leaders Impressive HR Leaders across several sectors that are at the forefront of leading us into a digital future.
2022, challenges and opportunities for leadersAna Ber
Pendl Piswanger (P&P) Romania is affiliated to InterSearch, a worldwide executive search firm with more than 100 offices in 50 countries and to SeniorManagementWorldwide, leading interim management provider with global presence as well.
For more information please visit our websites at www.ppromania.ro or www.ro.intersearch.org
With a presence of 40 years in CEE and 25 years in Romania we are totally committed to our clients who gain competitive advantage by hiring great people. To maintain our competitive advantage, we operate across all major industry sectors, learn, diversify permanently and avoid specialization by limiting our client portfolio in a particular industry.
A summary of (The Future of Work) book written by Jacob Morgan.
It highlights how organizations, managers, and employees would shape the future working environment. Moreover, it compares how each one of the elements mentioned above is acting today and how it will act in the future.
It’s time for HR to step up – to introduce and
lead the enterprise to the value of talent
management. It’s time for HR to revolutionize its role.
This e-book is explaining how HR needs to work in the future.
Imagine, if you will, your company without an HR function. Now suppose you're asked to set up HR: What would you do? Would you create something similar or radically different? Would you create it at all?
Most Inspiring HR Leaders in Middle East to Watch, 2024.pdfCIO Look Magazine
This edition features a handful of The Most Inspiring HR Leaders in Middle East to Watch that are leading us to a better future
Read More: https://ciolook.com/most-inspiring-hr-leaders-in-middle-east-to-watch-2024-january-2024/
Refer to them as you please: Millennials, Gen-Y, young professionals...but these are the people that will be comprising nearly 50% of the workforce by 2020. How is your organization preparing?
Here are some facts about this new generation of human capital that businesses will need to keep in mind as they ready themselves for the biggest cultural shift in the workplace since the 60's and 70's.
Read on to find out how Nakisa's Millennial-ready software can help you prepare.
Explore the must-have HR competencies that will shape the future workplace in 2030. Stay ahead, adapt, and lead with the evolving standards in the coming year.
1. What is the Future of HR? Technology is shaping the reality, however HR still works the same
way as 20 years ago. The speed of change in HR is slow! Whether HR professionals like it or not
24/7, real-time, connected environment is inevitably changing the role of HR, requesting a new
set of capabilities.
The 21st century is the era of engaged leadership and business leaders have to move on from
awareness and understanding to real engagement. As leaders move forward with a new
business case, it is the role of HR to provide strategic guidance and counsel from a human
capital perspective.
For the first time in history a 20-year-old new hires can find themselves working side-by-side
with colleagues who are older than they are by 50 years. While next generation workforce is
rapidly taking over, technology is changing the way work gets done. The recession is
shaping the Millennial attitude bringing a different mindset with expectations for
a different work, changing the career paths of 21st century.
Through best practices and lessons learned our speakers
provide new dimensions to individual topics delivering
the measurable value and tangible results you require.
Make sure you experience our interactive formats tailored for
knowledge transfer and unparalleled networking.
The time has come for business leaders to position the HR person on the strategic level,
not on the functional level, in order to assure that at all stages of decision making process
the social and human consequences of the decision have been taken into consideration.
The 21st century is the era of engaged leadership and business leaders have to redefine
their company values hidden in the heritage of every organisation and search for the
moral purpose for existence. Doing business as usual is not enough anymore.
This century is proving to be a turbulent, volatile era and top executives will have one
thing in common, they will have the ability to deliver change, promote engagement and
accommodate the organizational cultural shift that occurs during a transformation process.
Events
Portfolio
Delegate
Breakdown
Big Data in HR / 2015 /
21St
Century CEO / 2015 /
Discovery HR Meeting / 2015 /
21St
Century CEO / 2014 /
21St
Century CEO / 2013 /
Discovery HR Meeting / 2013 /
CEE
DACH
WE
SE
46%
32%
13%
9%
by Region
C-Level
Director HR
Vice President HR
Head of HR
HR Manager
HR Business Partner
HR Generalist
Other
30%
16%
15%
12%
11%
9%
5%
2%
by Seniority
Manufacturing
Media Services
Financial Services
IT Services
Pharma
Energy
Consultacy
NGO
24%
17%
15%
14%
12%
11%
5%
2%
by Industry