Gary Browning the Chief Executive of Penna PLC, sets out his thoughts on the future issues in people development and for HR professionals, gained through his many years of experience of working with the private and public sector HR leaders.
How to disrupt a market? How to go against the Googles and Apples? How to make sure that your business undergoes Digital Transformation? How to know what your competition is doing? How to ride on your competitor's success? How to strategize making money online?
iCrossing UK Client Summit 2011 - Social media to social businessiCrossing
The document discusses how social media and networks are transforming business and demanding that companies become more connected. It argues that networks will influence economic and social participation this century. It presents frameworks and skills needed for organizations to scale networks, including network literacy, sharing, focus/flow. Companies need to perform network analyses and develop strategies that blend networks with hierarchy to create opportunities for change.
This document provides tips for effectively selling to internal stakeholders. It recommends (1) ensuring your ideas are strategically aligned, (2) gaining empathy for decision makers' perspectives, (3) understanding how decision makers think in order to tailor your pitch, and (4) using examples and case studies to demonstrate impact. The document emphasizes starting small, gaining buy-in incrementally, and building a track record of success.
Edita Lukošiūtė - Galvoji, kad esi geras pėdsekys? Gilesnis požiūris į kelią ...Vladas Sapranavicius
Dažnai vartotojas, prieš apsispręsdamas pirkti, svetainėje apsilanko kelis kartus, per skirtingus kanalus. Tuo tarpu Google Analytics pardavimų ataskaitose matome tik paskutinio apsilankymo statistiką. Remiantis tokiomis ataskaitomis rinkodarininkai dažnai ne tik neišnaudoja rinkos potencialo, bet ir klaidingai paskirsto reklamos biudžetus. Sužinosite, kaip gilesnis žvilgsnis į vartotojo pirkimo kelią, padeda identifikuoti problemas bei pardavimų didinimo galimybes.
Emerging Trends For Communications Professional with Michael Pranikoff and Br...Michael Pranikoff
Emerging Trends for Communications Professionals: How to Navigate the Ever-Evolving Landscape with Michael Pranikoff and Brian Solia - a PR Newswire Webinar on 10/21/09
USF Zimmerman Advertising Program Digital Media Introduction (Fall 2016)Eric Ritter
This document outlines the syllabus and expectations for a digital media course. The course will focus on the impact of new communication technologies on advertising and how to incorporate digital media into advertising plans. Students will learn about various digital media channels and complete individual assignments, group projects, and a final project. They will also be expected to maintain a blog. The goal is for students to learn about emerging digital technologies and their application to advertising.
Concerned about how to mitigate reputation risks as you foray into social media communication? This presentation offers my top tested tips on how to ensure you have the right guardrails and resources in place and why this matters more and more. Got a question? Feel free to ask or leave me a comment, please.
This document summarizes social media trends from a December 2015 SocialTailor.com report. It finds that for customers aged 35-64, the top social media platforms are Facebook, Instagram, Pinterest, Twitter, and LinkedIn, while for mobile customers aged 13-24, Snapchat is the primary platform. It also discusses trends in ad blocking, using influencers, video lengths for ads, the benefits of groups over publications on social media, LinkedIn as an underused platform, emerging platforms like Periscope and Beme, challenges around privacy for new platforms, enabling direct purchases from brands on Facebook and Pinterest, millennials' expectation of instant messaging, preferences for content types, and a future focused on experient
How to disrupt a market? How to go against the Googles and Apples? How to make sure that your business undergoes Digital Transformation? How to know what your competition is doing? How to ride on your competitor's success? How to strategize making money online?
iCrossing UK Client Summit 2011 - Social media to social businessiCrossing
The document discusses how social media and networks are transforming business and demanding that companies become more connected. It argues that networks will influence economic and social participation this century. It presents frameworks and skills needed for organizations to scale networks, including network literacy, sharing, focus/flow. Companies need to perform network analyses and develop strategies that blend networks with hierarchy to create opportunities for change.
This document provides tips for effectively selling to internal stakeholders. It recommends (1) ensuring your ideas are strategically aligned, (2) gaining empathy for decision makers' perspectives, (3) understanding how decision makers think in order to tailor your pitch, and (4) using examples and case studies to demonstrate impact. The document emphasizes starting small, gaining buy-in incrementally, and building a track record of success.
Edita Lukošiūtė - Galvoji, kad esi geras pėdsekys? Gilesnis požiūris į kelią ...Vladas Sapranavicius
Dažnai vartotojas, prieš apsispręsdamas pirkti, svetainėje apsilanko kelis kartus, per skirtingus kanalus. Tuo tarpu Google Analytics pardavimų ataskaitose matome tik paskutinio apsilankymo statistiką. Remiantis tokiomis ataskaitomis rinkodarininkai dažnai ne tik neišnaudoja rinkos potencialo, bet ir klaidingai paskirsto reklamos biudžetus. Sužinosite, kaip gilesnis žvilgsnis į vartotojo pirkimo kelią, padeda identifikuoti problemas bei pardavimų didinimo galimybes.
Emerging Trends For Communications Professional with Michael Pranikoff and Br...Michael Pranikoff
Emerging Trends for Communications Professionals: How to Navigate the Ever-Evolving Landscape with Michael Pranikoff and Brian Solia - a PR Newswire Webinar on 10/21/09
USF Zimmerman Advertising Program Digital Media Introduction (Fall 2016)Eric Ritter
This document outlines the syllabus and expectations for a digital media course. The course will focus on the impact of new communication technologies on advertising and how to incorporate digital media into advertising plans. Students will learn about various digital media channels and complete individual assignments, group projects, and a final project. They will also be expected to maintain a blog. The goal is for students to learn about emerging digital technologies and their application to advertising.
Concerned about how to mitigate reputation risks as you foray into social media communication? This presentation offers my top tested tips on how to ensure you have the right guardrails and resources in place and why this matters more and more. Got a question? Feel free to ask or leave me a comment, please.
This document summarizes social media trends from a December 2015 SocialTailor.com report. It finds that for customers aged 35-64, the top social media platforms are Facebook, Instagram, Pinterest, Twitter, and LinkedIn, while for mobile customers aged 13-24, Snapchat is the primary platform. It also discusses trends in ad blocking, using influencers, video lengths for ads, the benefits of groups over publications on social media, LinkedIn as an underused platform, emerging platforms like Periscope and Beme, challenges around privacy for new platforms, enabling direct purchases from brands on Facebook and Pinterest, millennials' expectation of instant messaging, preferences for content types, and a future focused on experient
Looking back and looking forward are they the same?
In this session we'll take a quick skim over the last 40 years of public services. You'll return to now for a view of the current landscape and then head off to see what's changed 40 years from now.
This document announces the finalists and award winners for the PPMA Rising Star 2015 awards, which recognizes up-and-coming local government professionals. It lists the names and roles of over 20 delegates, along with the judging panel. It reveals that Claudia Beaumont won the "Spirit of Rising Stars" award and Ken Lyon won "Star Quality." The three finalists for the overall Rising Star award are Samantha Reilly, Dawn Tomlyn, and Imogeen Denton, with the overall winner to be announced at the gala dinner.
Councils need to be adaptable and agile to meet the challenges of uncertainty. They therefore need to help their people to be even more adaptable and agile.
Roy Vella who is a leading futurologist specialising in how technology and mobile devices in particular are rapidly shifting customer and employee expectations.
This document provides a brief history and overview of employee engagement. It discusses how engagement has evolved since 1975, noting that trust and intrinsic motivation are important factors. Engagement is influenced 45% by intrinsic factors like meaning and inner drive compared to 55% by extrinsic factors like pay and management. The document advocates focusing on changing employees' intentional activities rather than circumstances to improve engagement. Key aspects of intrinsic engagement include personal development, taking action, growth mindset, and fulfilling all needs at work. The goal is to help organizations support employees to feel and perform at their best.
Good management achieves growth and productivity, boosts employee engagement and wellbeing, and attracts and retains talent. So why is it then that 80% of UK employees think their manager sets a bad example and 72% of UK organisations say they lack good management and leadership?
1. The document discusses how talent analytics can help public sector organizations address challenges related to austerity measures, changing workforces, and increasing demands.
2. It provides examples of how talent analytics could be used to help answer questions about staff performance, targeted resource management, and talent policy effectiveness.
3. The document outlines a process for developing and implementing talent analytics solutions, including defining hypotheses, testing hypotheses with data, defining problems, analyzing options, and evaluating impacts.
Peter Cheese highlights the mega trends affecting us all and how he sees the HR profession positioning itself to provide maximum support, gain an advantage for a future work, workplace and workforce.
The presentation will consider the legislative changes introduced since the 2014 PPMA conference and examine further proposed changes, particularly the Small Business, Enterprise and Employment Bill.
Presentation by Olivia Vines, Head of Marketing, JobsGoPublic, Nichola Newbery, Head of Client Partnerships, JobsGoPublic and Neel Patel, Head of Client Partnerships, JobsGoPublic
The rapid Growth of internet-connected devices has brought huge advantages, however the same technology has also disconnected us. We are drowning in a digital deluge where the haze of information and devices vie for out attention to the point where they are beginning to remove us from the real world.
This document provides a history of pay structures in local government and discusses current challenges. It notes that in the mid-1990s, a single status scheme was introduced to compare previously separate "blue and white-collar" jobs, but progress was slow. In the 2000s, equal pay reviews drove the need to complete local pay reviews over 3 years, largely achieving gender pay equality. However, the bureaucracy of job evaluation is now seen as stifling change. The document advocates making better use of market pay data and benchmarked roles, and considering alternative pay schemes while continuing to review and update the National Joint Council scheme guidance. The Local Government Association is working to address new types of jobs and key responsibility and knowledge factors.
This document summarizes a presentation given by Guy Clifton of Grant Thornton UK LLP to the PPMA Annual Seminar on April 17, 2015. The presentation explores possible futures for English local government through the development of scenarios. It outlines the national context including austerity measures and demographic changes. It then discusses the financial challenges faced by local governments and how they are seeking to maintain viability. Six potential scenarios for 2020 are presented: adaptive innovation, running to stand still, nostril above the waterline, wither on the vine, just local administration, and imposed disruption. Attendees provided feedback on which scenarios best represent their current and future positions. The presentation concludes with four recommendations for political parties, Whitehall, local governments
The document discusses the results of Mercer's 2016 Global Talent Trends study, which surveyed over 1,730 HR leaders and 4,500 employees across 15 countries. Some of the key findings include:
- 85% of organizations say their talent management programs need an overhaul, but only 4% see HR as a strategic partner.
- 9 out of 10 employers expect increased competition for talent in 2016, especially for skills like analytics, leadership, and specialized technical skills.
- Leveraging diverse talent, managing multi-generational workforces, and sourcing talent globally are top workforce trends impacting companies' talent priorities.
- The top 5 talent priorities identified are building diverse talent pools, architecting compelling careers,
This document discusses the concept of a digital organization and provides examples of what that would look like when applied to public services. A digital organization is described as being user-driven, responsive, and open. It gives the example of Denise, who needs various public services to support her disabilities, and shows how a digital organization could better coordinate and deliver integrated services centered around her needs. Key aspects of a digital organization are discussed, including having a user-centered culture and structure, responsive and flexible processes, and a digital platform to enable integrated and mobile services. The document advocates for redesigning existing organizations to operate with these digital principles in order to better meet people's raised expectations of public services.
This document discusses workforce challenges and opportunities for integration between health and social care. It provides context on budget deficits and demands on the system. Integration is presented as a potential solution but also complicated by the history of separate health and social care legislation. Examples of integrated initiatives in the West Midlands are summarized, including lessons learned from an older adults workforce integration program and a transformation theme. Challenges of integration include defining the integrated system and workforce, and achieving integrated workforce planning. Opportunities include new roles and competencies as well as multi-professional learning.
Leading people in a disrupted world focuses on a new EACH model for HR leaders to embrace in times of change and disruption. The model stands for Evolve, Align, Connect, and Help and provides guidance on how HR can adapt practices to new realities and support employees through transitions. It emphasizes the importance of continual learning, clear communication, and empowering workers to navigate disruptions successfully.
Digital Disruption - Artevelde University College Ghent - International week ...Ayman van Bregt
The internet has been around for 25 years and has caused many disruptions. With more disruptions to come, many organizations are seeking for ways to use digital opportunities in a meaningful way creating more value for customers and sustaining their business.
The impact of the development of the Web on marketing and communications and how it causes digital disruption for companies is shown in this talk. With practical examples you will get insights in how organizations can create more value for customers at the same time also the organization can benefit from these efforts. Several digital developments such as mobile, social and 'internet of things' will be presented. Besides the use of theoretical models for digital disruption and digital transformation, some case studies are presented which bring directly applicable tips to take home.
This document is a presentation on openness in social media and technology titled "Openness: Virtue or Vice?" by Derrick Grose for the CLA 2015 Conference and Trade Show. The presentation discusses both the advantages and disadvantages of openness online, including the risks of oversharing personal information. It also provides questions for students to consider regarding their social media use and privacy, and lists resources on internet safety.
Looking back and looking forward are they the same?
In this session we'll take a quick skim over the last 40 years of public services. You'll return to now for a view of the current landscape and then head off to see what's changed 40 years from now.
This document announces the finalists and award winners for the PPMA Rising Star 2015 awards, which recognizes up-and-coming local government professionals. It lists the names and roles of over 20 delegates, along with the judging panel. It reveals that Claudia Beaumont won the "Spirit of Rising Stars" award and Ken Lyon won "Star Quality." The three finalists for the overall Rising Star award are Samantha Reilly, Dawn Tomlyn, and Imogeen Denton, with the overall winner to be announced at the gala dinner.
Councils need to be adaptable and agile to meet the challenges of uncertainty. They therefore need to help their people to be even more adaptable and agile.
Roy Vella who is a leading futurologist specialising in how technology and mobile devices in particular are rapidly shifting customer and employee expectations.
This document provides a brief history and overview of employee engagement. It discusses how engagement has evolved since 1975, noting that trust and intrinsic motivation are important factors. Engagement is influenced 45% by intrinsic factors like meaning and inner drive compared to 55% by extrinsic factors like pay and management. The document advocates focusing on changing employees' intentional activities rather than circumstances to improve engagement. Key aspects of intrinsic engagement include personal development, taking action, growth mindset, and fulfilling all needs at work. The goal is to help organizations support employees to feel and perform at their best.
Good management achieves growth and productivity, boosts employee engagement and wellbeing, and attracts and retains talent. So why is it then that 80% of UK employees think their manager sets a bad example and 72% of UK organisations say they lack good management and leadership?
1. The document discusses how talent analytics can help public sector organizations address challenges related to austerity measures, changing workforces, and increasing demands.
2. It provides examples of how talent analytics could be used to help answer questions about staff performance, targeted resource management, and talent policy effectiveness.
3. The document outlines a process for developing and implementing talent analytics solutions, including defining hypotheses, testing hypotheses with data, defining problems, analyzing options, and evaluating impacts.
Peter Cheese highlights the mega trends affecting us all and how he sees the HR profession positioning itself to provide maximum support, gain an advantage for a future work, workplace and workforce.
The presentation will consider the legislative changes introduced since the 2014 PPMA conference and examine further proposed changes, particularly the Small Business, Enterprise and Employment Bill.
Presentation by Olivia Vines, Head of Marketing, JobsGoPublic, Nichola Newbery, Head of Client Partnerships, JobsGoPublic and Neel Patel, Head of Client Partnerships, JobsGoPublic
The rapid Growth of internet-connected devices has brought huge advantages, however the same technology has also disconnected us. We are drowning in a digital deluge where the haze of information and devices vie for out attention to the point where they are beginning to remove us from the real world.
This document provides a history of pay structures in local government and discusses current challenges. It notes that in the mid-1990s, a single status scheme was introduced to compare previously separate "blue and white-collar" jobs, but progress was slow. In the 2000s, equal pay reviews drove the need to complete local pay reviews over 3 years, largely achieving gender pay equality. However, the bureaucracy of job evaluation is now seen as stifling change. The document advocates making better use of market pay data and benchmarked roles, and considering alternative pay schemes while continuing to review and update the National Joint Council scheme guidance. The Local Government Association is working to address new types of jobs and key responsibility and knowledge factors.
This document summarizes a presentation given by Guy Clifton of Grant Thornton UK LLP to the PPMA Annual Seminar on April 17, 2015. The presentation explores possible futures for English local government through the development of scenarios. It outlines the national context including austerity measures and demographic changes. It then discusses the financial challenges faced by local governments and how they are seeking to maintain viability. Six potential scenarios for 2020 are presented: adaptive innovation, running to stand still, nostril above the waterline, wither on the vine, just local administration, and imposed disruption. Attendees provided feedback on which scenarios best represent their current and future positions. The presentation concludes with four recommendations for political parties, Whitehall, local governments
The document discusses the results of Mercer's 2016 Global Talent Trends study, which surveyed over 1,730 HR leaders and 4,500 employees across 15 countries. Some of the key findings include:
- 85% of organizations say their talent management programs need an overhaul, but only 4% see HR as a strategic partner.
- 9 out of 10 employers expect increased competition for talent in 2016, especially for skills like analytics, leadership, and specialized technical skills.
- Leveraging diverse talent, managing multi-generational workforces, and sourcing talent globally are top workforce trends impacting companies' talent priorities.
- The top 5 talent priorities identified are building diverse talent pools, architecting compelling careers,
This document discusses the concept of a digital organization and provides examples of what that would look like when applied to public services. A digital organization is described as being user-driven, responsive, and open. It gives the example of Denise, who needs various public services to support her disabilities, and shows how a digital organization could better coordinate and deliver integrated services centered around her needs. Key aspects of a digital organization are discussed, including having a user-centered culture and structure, responsive and flexible processes, and a digital platform to enable integrated and mobile services. The document advocates for redesigning existing organizations to operate with these digital principles in order to better meet people's raised expectations of public services.
This document discusses workforce challenges and opportunities for integration between health and social care. It provides context on budget deficits and demands on the system. Integration is presented as a potential solution but also complicated by the history of separate health and social care legislation. Examples of integrated initiatives in the West Midlands are summarized, including lessons learned from an older adults workforce integration program and a transformation theme. Challenges of integration include defining the integrated system and workforce, and achieving integrated workforce planning. Opportunities include new roles and competencies as well as multi-professional learning.
Leading people in a disrupted world focuses on a new EACH model for HR leaders to embrace in times of change and disruption. The model stands for Evolve, Align, Connect, and Help and provides guidance on how HR can adapt practices to new realities and support employees through transitions. It emphasizes the importance of continual learning, clear communication, and empowering workers to navigate disruptions successfully.
Digital Disruption - Artevelde University College Ghent - International week ...Ayman van Bregt
The internet has been around for 25 years and has caused many disruptions. With more disruptions to come, many organizations are seeking for ways to use digital opportunities in a meaningful way creating more value for customers and sustaining their business.
The impact of the development of the Web on marketing and communications and how it causes digital disruption for companies is shown in this talk. With practical examples you will get insights in how organizations can create more value for customers at the same time also the organization can benefit from these efforts. Several digital developments such as mobile, social and 'internet of things' will be presented. Besides the use of theoretical models for digital disruption and digital transformation, some case studies are presented which bring directly applicable tips to take home.
This document is a presentation on openness in social media and technology titled "Openness: Virtue or Vice?" by Derrick Grose for the CLA 2015 Conference and Trade Show. The presentation discusses both the advantages and disadvantages of openness online, including the risks of oversharing personal information. It also provides questions for students to consider regarding their social media use and privacy, and lists resources on internet safety.
, this presentation will suggest a framework for a collaborative exploration of the implications of openness in the context of social media. It will emphasize the importance of balance and the importance of recognizing differing values and priorities with respect to openness in an on-line environment; it will identify some key questions to be asked when seeking an objective perspective on sharing personal information, and it will suggest some useful resources for teaching students about safe and responsible sharing of personal information on-line.
Digitale disruptie - Minor Branding to Friending - Hogeschool Rotterdam - okt...Ayman van Bregt
Gastcollege over digitale disruptie en digitale waardecreatie voor de minor branding to friending voor de Hogeschool Rotterdam.
Onderwerpen:
Digitale disruptie
Innovatie
Concepting
New business development
Mediaconsumptie
Mobiele revolutie
Impact van digitale disruptie op de economie
Digitale waardecreatie
McKinsey social technologies model
Collaborative Economy - Honeycomb model
Customer journeys
Innovatieparadox
Innovator's DNA
CARE als drijvende kracht achter digitale disruptie en betekenisvolle digitale waardecreatie
Digital disruption - International Communication Days 2016 - Erasmushogeschoo...Ayman van Bregt
The document discusses digital disruption and provides examples. It begins with definitions of innovation, concepting, and new business development in the context of digital disruption. It then discusses shifts in business, media, and behavior due to digital disruption, providing examples. Models for digital transformation are presented, including the social economy model and the O.P.P.O.S.I.T.E customer experience framework. Tips for digital transformation are provided, such as staying close to users, unbundling offerings, and developing an innovator's DNA with skills like associating and questioning.
Presentation slides from the MRA Mid-Atlantic 2015 Spring Symposium:
Simon Chadwick, Managing Partner at Cambiar and Editor in Chief of Research World
Drawing on data from The Future of Research Series, GRIT and The Cambiar Capital Funding Index, we predict the trends in research that will have the most impact in the next 5 to 10 years.
About Simon
Simon is a professional manager, market researcher and consultant. Through over 30 years of guiding and managing companies of various sizes and stages, he has developed strategies for success in navigating rapidly changing markets.
@simonchadwick
These slides are from James Caig's talk at the October 2016 Digital Gaggle Conference. James is Head of Strategy at True Digital, an award winning Digital Marketing Agency based in Bristol.
Talk summary: As technology proliferates, making sure your brand still feels human can give you competitive advantage. But it’s not always easy. Digital marketing increasingly feels like it keeps customers at arm’s length, and as your business gets bigger it’s hard to maintain a personal touch. In this talk James will explore these challenges and propose some ways to keep your brand connecting with people as its world turns digital.
Digital Transformation - International Days - Artevelde University College - ...Ayman van Bregt
Lecture on digital transformation for students of the Artevelde University College in Ghent, Belgium.
The internet has been around for 25 years and has caused many disruptions. With more disruptions to come, many organizations are seeking for ways to use digital opportunities in a meaningful way creating more value for customers and sustaining their business.
The impact of the development of the Web on marketing and communications and how it causes digital disruption for companies is shown in this talk. With practical examples you will get insights in how organizations can create more value for customers at the same time also the organization can benefit from these efforts. Several digital developments such as mobile, social and 'internet of things' will be presented. Besides the use of theoretical models for digital disruption and digital transformation, some case studies are presented which bring directly applicable tips to take home.
Principles for digital transformation are a changing value proposition, business model, culture, technology and organization.
Today, we’re told, customer experience management (CEM) is an inescapable imperative, the primary determinant of organizational success or failure, and the sole means of sustainable competitive advantage. The experience, moreover, concerns the entire customer lifecycle, from the first inkling of a desire until (hopefully) ongoing loyalty. And since “you’re only as good as your last interaction,” no exchange can be neglected, no matter how trivial.
There’s only one minor problem: Based on how it is normally defined and described, customer experience management is impossible. Because it is impossible, many if not most of the current efforts to achieve it are futile and, worse, dangerous and wasteful distractions. In this presentation we’ll look at why it’s crucial to understand what CEM is and is not (and cannot be); where the imperative for CEM comes from, why this can and should inform your CEM strategy, and how your early, relatively simple steps can already be a huge advance in the journey to CEM excellence.
"The Total Impossibility of Customer Experience Management." Abridged version of Tim Walters' 115 slide keynote presentation at the JBoye15 conference, 5 November 2015 in Aarhus, Denmark.
The Total Impossibility of Customer Experience Management (CEM)Digital Clarity Group
Today, we’re told, customer experience management (CEM) is an inescapable imperative, the primary determinant of organizational success or failure, and the sole means of sustainable competitive advantage. The experience, moreover, concerns the entire customer lifecycle, from the first inkling of a desire until (hopefully) ongoing loyalty. And since “you’re only as good as your last interaction,” no exchange can be neglected, no matter how trivial.
There’s only one minor problem: Based on how it is normally defined and described, customer experience management is impossible. Because it is impossible, many if not most of the current efforts to achieve it are futile and, worse, dangerous and wasteful distractions. In this presentation we’ll look at why it’s crucial to understand what CEM is and is not (and cannot be); where the imperative for CEM comes from, why this can and should inform your CEM strategy, and how your early, relatively simple steps can already be a huge advance in the journey to CEM excellence.
This document discusses the use of social media tools for business and marketing purposes. It provides statistics on companies' use of tools like Twitter and highlights both benefits and challenges. Comments from social media surveys show a range of opinions from those experimenting to those who see it as a waste of time. The key takeaway is that formulating a social media strategy is important before rushing to use new tools.
18th Annual Global CEO Survey - Technology industry key findingsPwC
Technology industry CEOs are optimistic about growth prospects. Most see more opportunities than threats and expect revenue growth over the next three years. However, they also face challenges from disruption, convergence, and new competitors emerging from other industries like professional services and media. To succeed in this environment, CEOs see the need to invest in digital technologies, form new partnerships including with competitors, and demand a more diverse talent pool with broader skills.
Social professional networks have become a top source of quality hires according to a survey of over 4,000 talent acquisition leaders in 31 countries. The survey also found that improving quality of hire and sourcing highly skilled talent were the top priorities. Competition and compensation were cited as the biggest obstacles for attracting talent. For small companies, recruiting skilled talent and improving quality of hire were higher priorities than for large companies.
Social professional networks have become a top source of quality hires according to a survey of over 4,000 talent acquisition leaders in 31 countries. The survey also found that improving quality of hire and sourcing highly skilled talent were the top priorities for both small and large companies. Competition and compensation were cited as the biggest obstacles to attracting top talent. With hiring volumes and budgets increasing for the first time in four years, talent leaders will need to scale operations while doing more with less. Emerging technologies are also disrupting recruiting, providing opportunities to find and engage talent in new ways.
The document discusses key trends in global recruiting for 2015 based on a survey of over 4,000 talent acquisition leaders in 31 countries.
Some of the top trends include:
1) Social professional networks continue rising as a top source of quality hires, increasing 73% over the past 4 years.
2) Quality of hire is considered the most valuable metric for measuring recruiting team performance globally.
3) Both small and large companies are focused on recruiting passive talent, or candidates open to new opportunities but not actively job searching. The US and China lead in passive candidate recruiting.
The document discusses global recruitment trends for 2013. It highlights factors like generational shifts, skills gaps, the transition to knowledge work, constant connectivity, and stress as changing the nature of recruitment. Candidates now expect simplified, mobile-friendly experiences. Those not optimizing for Google searches and mobile are falling behind. The talent pool is also global, creating more competition. Recruiters must understand candidates' priorities to attract top talent.
Visual Storytelling: Where We Are & Where We’re Headed in 2014 Michael Pranikoff
This presentation was given by PR Newswire Global Director of Emerging Media, Michael Pranikoff on Dec. 12, 2013 at the BDI Visual Social Communications Leadership Forum in NYC.
The document discusses global messaging trends in 2019. Some key points from the document include:
- Messaging apps like Snapchat and Instagram Direct are becoming more popular than social media platforms among younger users due to their focus on private communications between friends.
- Snapchat has been making a comeback through new features like augmented reality lenses and games, growing its audience size and engagement.
- Facebook is trying to pivot more towards private messaging through new apps like Instagram Threads that are focused on communicating with close friends rather than public sharing.
- Microsoft Teams is gaining significant adoption for workplace messaging and communications, surpassing Slack in some surveys, as it is bundled with Microsoft Office licenses at no additional cost.
OPMA Health Care Trends Wikibrands Presentation (Harvestfest)Sean Moffitt
Keynote delivered by Sean Moffitt, Managing Director - Wikibrands November 6th, 2014 in Toronto to the OPMA
Key messages:
- Marketers are winning
- Welcome to the Impact Age
- Top Ten Trends affecting Health Care
- The Seven Changing Role of the Marketing Organization
- Health Care Customer Experience - You No Longer Are in the Business of Selling Pills
- 10 Drivers of Health Care
- 11 Pieces of Advice on Regulatory and Privacy Issues
Similar to PPMA Annual Seminar 2015 - People Development and HR trends (20)
In this closing keynote, Dr Max Blumberg will delve into the transformative power of AI and analytics in shaping the
future of local councils. Discover how AI can catalyse positive change, from enhancing public services to fostering community engagement. Learn actionable strategies to leverage data-driven insights for more effective decision making, all while keeping the community at the heart of innovation. Walk away with a renewed sense of purpose
and the tools to make a lasting impact in your organisation.
The armed forces and the NHS have superbly effective national recruitment campaigns – so why not local government? Inner Circle Consulting director Chris Twigg introduces the creators of some of the UK’s most wellregarded recruitment campaigns, to describe their strategies and the essential ingredients of success; the impact a good campaign can have, at a time when recruitment has never been more difficult; and how your ideas might shift perceptions of local government away from potholes and bins, to a shared sense of purpose and desire to have a positive impact on the world – values that connect with a huge pool of potential talent.
Headlines about inappropriate workplace behaviour are constant with perpetrators often citing “banter” as a defence. And amongst those headlines are worrying accusations that HR does not do enough or, even worse,
perpetuates the inappropriate banter and behaviour.
This is a unique opportunity to take part in an interactive session to honestly address the challenges of getting our own HR teams in order and then using that as a platform for leading change in our organisations.
Dorian is one of the most sought after speakers on his subject of Wellness and speaks all over the World for businesses and organisations that are keen to understand the impact of Corporate Wellness on their performance.
He has spoken at numerous events around the globe and provides his audiences with thought provoking tools and techniques which they can apply to both their work and home lives to enhance wellness.
The chances of another pandemic are low, but your members will likely get through other crises such as increased
demands with stagnant budgets, local crises, changes in laws or regulations, etc. This would help them lead themselves
and their teams through those situations and will help them break the paradigm they have of always staying within one
leadership framework that someone sold to them as the best. This would help them be more flexible with their approach
to find an effective solution faster.
Worker wellbeing is accepted as crucial, but organizations are unable to successfully integrate it as an operational issue.
This session will argue that whole organization approaches are needed to create healthy workplaces. Delineating what
works, for whom and in what contexts is the first step.
This interactive Masterclass introduces the CQ model and research. It will dive into a thorough understanding of ‘culture’.
This session will touch upon the relevance of cultural values, using activities to better understand team dynamics. The
content of this session is rooted in peer-reviewed research and successful practice among leading global organisations
In this session, we will provide an overview of important workforce issues and examine practical solutions and strategies
for addressing them. From recruitment and retention to training and development, we'll cover the essential elements of
building and maintaining an effective and engaged workforce.
Recent events have highlighted the power of disruption, but also our ability to adapt when the situation forces us to be
creative and think differently. So how do we adopt that same mindset and approach to changing the status quo and
perceived norms, as part of our everyday (working) life?
This session will delve into the intricacies of inclusive leadership, using Deloitte’s framework that encompasses six
crucial traits: commitment, courage, cognizance of bias, curiosity, collaboration and cultural intelligence.
In the evolving landscape of public sector leadership in the 21st century, it’s essential to equip leaders with not just
IQ and EQ but, more importantly, with Cultural Intelligence. Bernadette will shine a spotlight on the pivotal role that
CQ plays in empowering leaders to deliver more effective and inclusive services to the diverse communities they
serve.
Don't miss this opportunity to gain insights into fostering inclusive leadership qualities that go beyond conventional
measures. Join Bernadette as she navigates through the key attributes that make leaders not just capable, but
exceptional in understanding, engaging, and serving diverse populations.
The PPMA Awards serve as a platform to share and applaud the fantastic achievements that often go unnoticed. We extend our gratitude to all who entered this year; your contributions have made this celebration possible. Our judges had the pleasure of reviewing outstanding entries, and now, we are thrilled to reveal the shortlisted entries for each award category.
10% of women leave their job or pass up promotion because of menopausal symptoms. Become menopause friendly and avoid
losing talent... Perceptions around the menopause are starting to change and leading employers are taking action now. Join this
session to understand what inspirational employers are doing to become menopause friendly employers, how they’re doing it and the results they’ve experienced.
This session will give a detailed overview of the newly launched NHS Universal Family programme, which is a commitment to
support young people who are care experienced into roles in the NHS and Local Government. Launched in October 2022 by Dr
Navina Evans, the programme has the aim of supporting 1000 care leavers by 2025. The programme is being piloted in ten Integrated Care Boards across the country, in partnership with Spectra who run the Care Leaver Covenant programme, with many
signatories including Amazon, John Lewis, Universities, Banks, Sky and many others, all with the aim of providing a family of love and support to young people who have grown up in foster care or children’s homes, without access to the opportunities that others
have. As Joint Programme Director, Raffaela will talk through the rationale for setting up this national initiative and share the work to date, and also will be seeking opportunities for information sharing across the NHS and Local Government to make this programme a success.
Technology use and adoption is driving change within the public sector at pace, but are we capitalising on using this capability well? Join this session to understand how transformative technologies, digital solutions and data can be used effectively to improve place based outcomes for the people and communities we serve.
Thanks to new and emerging technologies the modern HR function can think again about how it can support the employee and the
organisation with consumer grade Employee Experiences, rich data and insights and tools that make the workforce more productive
and engaged. In this session Andi Britt will bring to life how the future is taking shape now and demonstrate some of the exponential technologies that will help employees and managers bring the best of themselves to work
The document discusses five key leadership skills for leading hybrid teams:
1. Manage by outputs rather than control and visibility. Trust employees and focus on results.
2. Act fairly and embed fairness by ensuring inclusion of remote workers and avoiding proximity bias.
3. Actively empower teams by allowing autonomy over work arrangements and distributing leadership.
4. Try to ensure work is efficient through prepared meetings, breaks, and clear expectations.
5. Treat employees as human beings by regularly connecting individually, demonstrating care for well-being, and being accessible.
This document discusses compassionate leadership. It begins by defining compassion as empathy plus meaningful and thoughtful action. It then contrasts nice versus compassionate leadership, noting that compassionate leaders have stronger boundaries, are more willing to enact change and take a stand, and are focused on making a difference rather than being liked. The document provides research showing that compassion improves employee well-being, productivity, and retention while reducing costs. It suggests that compassion drives inclusion, connection, and innovation. Finally, it provides tools for organizations to assess and improve their compassion, including a 360-degree framework for self-evaluation.
There is rarely a one size fits all approach to hybrid working, and this means that employees will experience it in different ways. The
personalised employee experience could be inevitable. How do we create that in a hybrid environment? Why should we even bother? In this
session we will examine how hybrid working challenges every aspect of people practice, every aspect of the employee lifecycle, and work out
what we need to do about that.
The document discusses organizational change and the need for new approaches to management and work. It touches on topics like systems thinking, quantum management, prosperity measures beyond financials, and building trust within organizations. The overall message is that organizations must experiment with unorthodox solutions, focus on tuning management systems, and measure their impact on all stakeholders to thrive in today's complex environment.
More from PPMA - Public Sector People Managers' Association (20)
Why you need to recognize your employees? (15 reasons + tips)Vantage Circle
Discover the top reasons for employee recognition. Learn practical tips for creating an effective recognition program that benefits employees, managers, and the entire organization.
HRMantra is a cutting-edge HR technology solution that harnesses artificial intelligence for digital transformation of HR operations. It streamlines processes like attendance management, performance evaluations, project progress tracking, employee database management, and payroll processing with automated income tax & benefit plans calculations. Unlock productivity, compliance automation, and data-driven insights with this innovative HR cloud platform for the future of work.
The Rules Do Apply: Navigating HR ComplianceAggregage
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
9. penna.com
Social Networks
Penna Presentation title 9
Fastest growing demographic
on Twitter:
55-64
Number of jobs
posted on every
minute on Twitter:
15
80%
of Twitter users are
on mobile
40%
of users check LinkedIn daily
73%
of 18-34 year olds found
their last job through a
social network
89%
of all recruiters report having hired
someone through LinkedIn
1 in 3
employers rejected candidates based on
something they found about them online