Human Resources in a Cognitive Era - EssentialsAlvin Sim
This badge ensures an understanding of the transformation taking place in the HR profession, and how that is being executed at IBM. The badge sets a baseline on key business transformations impacting HR such as Cognitive, Digital and Data, and how to address and leverage these areas within the HR function. Additionally, it focuses on the key skills and attribute required of HR professionals to lead and head up key practices in a cognitive era, and stay relevant in a rapidly changing market.
Why HR Service Delivery Is Pivotal for Employee ExperienceWorkday, Inc.
Employee experience continues to be a top priority for the C-suite. And HR service delivery is a critical component of that experience.
In this slide deck, learn how Workday can help you take a more people-centric approach to HR service delivery to make your people feel more connected and supported.
If financial services firms want to remain competitive both now and into the future, they must focus on acquiring and developing new skills. In this webinar—featuring results from PwC’s Global CEO Survey—learn why digital upskilling is the key to workforce transformation in the rapidly changing financial services industry.
Your Digital Finance Transformation JourneyWorkday, Inc.
When it comes to navigating digital transformation within finance, no two organizations or industries are alike.
View this slide deck to learn how Workday and Deloitte are partnering to provide customers across industries with a perfect path forward, and can help you set a clear strategy for your journey.
Performance appraisals strike back - Accelerating productivity on-the-goAlix Bourras
This document discusses changes in performance management and reviews. It notes that traditional annual reviews are disappearing as businesses modernize their talent solutions. Most companies plan to change their performance management processes within the next 18 months. It also discusses the importance of aligning HR with business goals and using technology like mobile to enable more continuous feedback, development, and career progressions. The document promotes Cornerstone's Growth Edition product as a way for companies to measure performance against objectives, set goals, and manage other talent processes in a customizable, mobile-friendly system.
The document discusses a study on talent intelligence and its business impact. It finds that data proficient organizations that analyze workforce data and satisfy business leaders with data see higher benefits than data deficient organizations. These benefits include increased productivity, innovation, hiring efficiency, and organizational agility. However, many organizations still lack reliable data on important metrics like top performers, succession planning, competency gaps, and performance management alignment. While this data is seen as important, access remains a challenge for improving talent management and business outcomes.
How to Get “Rolling” with Monthly ForecastsWorkday, Inc.
The year 2020 showed us that annual plans are apt to change. Moving forward with agility will be key, but implementing a smooth cadence of monthly rolling forecasts might be easier said than done.
View now to see where things often break down from a modeling and data movement perspective, and learn the best ways to get your organization on board for a change.
Human Resources in a Cognitive Era - EssentialsAlvin Sim
This badge ensures an understanding of the transformation taking place in the HR profession, and how that is being executed at IBM. The badge sets a baseline on key business transformations impacting HR such as Cognitive, Digital and Data, and how to address and leverage these areas within the HR function. Additionally, it focuses on the key skills and attribute required of HR professionals to lead and head up key practices in a cognitive era, and stay relevant in a rapidly changing market.
Why HR Service Delivery Is Pivotal for Employee ExperienceWorkday, Inc.
Employee experience continues to be a top priority for the C-suite. And HR service delivery is a critical component of that experience.
In this slide deck, learn how Workday can help you take a more people-centric approach to HR service delivery to make your people feel more connected and supported.
If financial services firms want to remain competitive both now and into the future, they must focus on acquiring and developing new skills. In this webinar—featuring results from PwC’s Global CEO Survey—learn why digital upskilling is the key to workforce transformation in the rapidly changing financial services industry.
Your Digital Finance Transformation JourneyWorkday, Inc.
When it comes to navigating digital transformation within finance, no two organizations or industries are alike.
View this slide deck to learn how Workday and Deloitte are partnering to provide customers across industries with a perfect path forward, and can help you set a clear strategy for your journey.
Performance appraisals strike back - Accelerating productivity on-the-goAlix Bourras
This document discusses changes in performance management and reviews. It notes that traditional annual reviews are disappearing as businesses modernize their talent solutions. Most companies plan to change their performance management processes within the next 18 months. It also discusses the importance of aligning HR with business goals and using technology like mobile to enable more continuous feedback, development, and career progressions. The document promotes Cornerstone's Growth Edition product as a way for companies to measure performance against objectives, set goals, and manage other talent processes in a customizable, mobile-friendly system.
The document discusses a study on talent intelligence and its business impact. It finds that data proficient organizations that analyze workforce data and satisfy business leaders with data see higher benefits than data deficient organizations. These benefits include increased productivity, innovation, hiring efficiency, and organizational agility. However, many organizations still lack reliable data on important metrics like top performers, succession planning, competency gaps, and performance management alignment. While this data is seen as important, access remains a challenge for improving talent management and business outcomes.
How to Get “Rolling” with Monthly ForecastsWorkday, Inc.
The year 2020 showed us that annual plans are apt to change. Moving forward with agility will be key, but implementing a smooth cadence of monthly rolling forecasts might be easier said than done.
View now to see where things often break down from a modeling and data movement perspective, and learn the best ways to get your organization on board for a change.
Utilising Talent Acquisition Technology to Drive Impact in the APAC RegionCielo
Cielo is a leading global recruitment process outsourcing (RPO) firm operating in over 100 countries. They provide RPO, talent acquisition, consulting, and executive search services. Cielo uses their proprietary talent cloud platform and technology-enabled solutions to help clients attract, assess, and hire the right talent. The presentation discusses trends in talent acquisition technology, considerations for implementing a global tech platform locally, and how to build a case for change.
Building Partnership to Tell Great StoriesWilliam Gaker
Building Partnership to Tell Great Stories was a keynote I gave at the Talent Management Alliance Conference in 2013.
The topic covered my training approach for helping HR Business Partners learn to leverage the products and services of new analytics teams in HR.
A slide deck from a keynote at:
The Talent Management Alliance Conference
Las Vegas, NV
May 2013
The workforce and HR play a major role in a company’s digital transformation. Learn about new trends and strategies to jump start and fuel your journey.
Employee engagement is a top priority for today’s leaders. In this slide deck, discover how Workday enables you to design and deploy customized, branded notifications both in the Workday system and through email to elevate your enterprise communications at scale.
Creating Belonging and Diversity in the Workplace with VIBE™Workday, Inc.
Creating a more diverse, welcoming, and equitable workplace is good for your employees and organization alike. View this webinar replay to see how Workday can help you achieve your goals by developing, engaging, and retaining diverse talent and creating a more inclusive experience.
Bersin by Deloitte’s latest research indicates that work and learning continue to converge; the more quickly employees are able to get the right information in their heads and at their fingertips to do their jobs, the better the organization is able to perform. This convergence has led to differences in the way mature organizations view data and measurement of employee development. While L&D has typically relied on traditional tools, like the LMS, for limited activity-based data, many mature organizations are moving beyond this approach to focus on tying learning to business outcomes.
A skills-based approach to employment creates a more equitable job market for all. In this deck, learn how your organization can become a skills-based employer by posting positions that reflect the skills you need, selecting candidates based on their skills, and helping incumbent employees develop new skills.
View related videos:
Welcome to the Future of HCM https://www.youtube.com/watch?v=lpuYpJWD58k
How to Make Data and Analytics Central to Your Finance Digital Transformation...Workday, Inc.
Data—you have tons of it, but are you making the most of it?
View this slide deck with KPMG and Coleman Worldwide to learn how you can take control of your data with Workday to safeguard the bottom line and understand opportunities for finance and IT to partner.
How Talent Analytics Can Help You Maximize Your HR StrategyGlassdoor
For most organizations, the promise of Big Data remains unfulfilled. The vast majority of organizations are stuck in a reporting cycle, churning out lots of metrics, but few insights or solutions. The ability to measure, analyze, and optimize talent practices is now critical to business success.
Many HR organizations have recognized this need and are starting to invest more strategically in measurement and analytics. With a plethora of data, recruiting is an area ripe to take advantage of analytics. With the right tools and capabilities, this data can be turned into competitive advantage.
Check out our webinar feat. Karen O'Leonard, VP of Benchmarking & Analytics Research of Bersin by Deloitte and Wiliam Blackstorm, Sr. Manager Sourcing & Market Intelligence & Director of Global Talent Analytics, Research Division of Cisco to learn:
-Where to start when analyzing recruitment data
-How to build an effective talent analytics capability
-How one organization, Cisco, is using analytics to develop a more effective recruitment strategy
Chief human-resource officers in Europe say a shift to employee-centric policies is long overdue. The pandemic is a big factor in their thinking, but process fatigue has been building for some time.
HR Digital Transformation - Pulse Survey, Empower EmployeesXoxoday
The document discusses various aspects of digital transformation in human resource management. It begins with explaining the typical stages of an employee's lifecycle within an organization. These include attraction, recruitment, onboarding, enablement, development, retention, and separation. It then discusses the importance of employee engagement and how it influences each stage of the lifecycle. The document then explores digital transformation in HR in depth, covering strategies, benefits, challenges, PESTEL and SWOT analyses, emerging HR technologies, the future of HR, change levers, and conclusions. It emphasizes that digital transformation requires replacing transactional HR processes with technology and data-driven decision making to better leverage resources and prepare for future workforce challenges.
Accenture is a global management consulting, technology services, and outsourcing company with core values including stewardship, best people, client value creation, one global network, and respect for the individual. The document discusses Accenture's visible elements such as star performer pins for informal recognition, lessons learned trackers, and ACE awards for excellence. Invisible elements include contradictions between empowerment policies and practices as well as cut-throat competition during appraisal time. Areas of low and high congruence between values and practices are identified. Using a double S cube model, the organization is described as mercenary with high solidarity due to mutual interests but little voluntary cooperation or camaraderie.
The Multi-Channel Workforce: Transforming the Way Work Gets DoneSAP Fieldglass
In the fast-paced digital economy, organizations who can be agile have the advantage. The more nimble a company is, the better it can respond to competitive threats and pivot to capitalize on new opportunities. As a result, the way businesses operate is changing. Today, organizations rely on many sources of talent beyond their full-time employees – from contingent workers to Statement of Work-based consultants, freelancers to gig workers and beyond.
At SAP Fieldglass, we refer to this as the multi-channel workforce.
Engaging the multi-channel workforce allows companies to access critical skills, scale up and down to meet demand and increase speed to value. So to be successful, they need to be able to deploy these resources quickly and manage them effectively.
This is where SAP Fieldglass comes in. Our platform helps customers find, source and strategically manage their multi-channel workforce. It easily connects them with millions of resources around the globe and helps them answer critical questions including:
• Who is working for you?
• What are their skills? And what are they doing?
• Where are they located?
• Which facilities and systems are they accessing?
• How much are you paying them?
View the slideshare to learn how today’s multi-channel workforce is helping companies be more agile, strategic and resourceful in their use of external talent.
Driving Talent Change for the Digital EnterprisePluralsight
This document discusses how IT roles and skills will need to change by 2020 to support digital transformation. It notes that traditional IT mindsets focused on processes, risk avoidance, and working in silos will need to shift to more adaptive, collaborative mindsets. The skills most in demand include relationship building, learning agility, creativity, and business acumen. IT staff will need more versatile technical skills and experience across different areas. Teams will also need to integrate IT and business staff to work more fluidly across functions. To develop these skills, companies should offer experience-based career paths, foster openness to change, and invest in competency development beyond traditional training.
Are you confident that your workforce can keep up with today’s demands? Are you worried about the future and whether you’ll be ready to thrive during the next big change?
Workday and special guests discuss the workforce optimization journey and what it means for finance, HR, payroll, and operations leaders.
Preliminary survey report : Digital HR in ThailandTas Chantree
The document summarizes the key findings of a survey conducted by TAS Consulting Partner and the Personnel Management Association of Thailand (PMAT) regarding HR digital transformation in Thailand. 122 business and HR leaders across different industries and company sizes participated in the online survey in October 2017. The study identified 9 main findings, including that business leaders see HR as having a significant role in digital transformation but recognize HR's existing capabilities need improvement. Additionally, having a clear digital vision was seen as the most important success factor for transformation. There were also differing views between business and HR leaders about the future of HR departments and technology adoption. Overall, the report shows that while digital transformation is seen as an opportunity, businesses remain cautious about potential risks.
Insights into non-payroll workers | SAP FieldglassSAP Fieldglass
How much do you know about your non-payroll workers?
Only 31% of executives are highly informed about the quality of work done by their non-payroll workers. That is just one finding from SAP Fieldglass’ latest global research study with Oxford Economics.
To get work done, organizations increasingly turn to non-payroll workers such as independent contractors, freelancers and temporary staff. Non-payroll workers account for a major share of total workforce spend. Yet many organizations under-manage them, preventing them from reaching their full potential, as well as putting their organizations at risk.
View the SlideShare to discover four key actions organizations can take to unlock more value from their non-payroll workers and mitigate risk. The SlideShare also looks at Pacesetters – organizations that excel in managing non-payroll workers – and shows how their strong management capabilities pay off in superior business results.
About the research
SAP Fieldglass collaborated with Oxford Economics to survey 1,050 senior executives in 24 industries across 21 countries about their use and management of the external workforce. One-third of respondents are C-suite leaders, including Chief Procurement Officers and Chief HR Officers. From a qualitative perspective, Oxford Economics also conducted in-depth interviews with multiple executives to capture their insights and reactions to the survey findings.
The document discusses how tremendous forces are reshaping the future of work and the HR function. Changing employee expectations, new technologies, increased globalization, and the need for agility are transforming how people work and the relationship with work. This will require a different type of HR organization to support the new world of work. Accenture conducted research on the future of HR to identify trends reshaping HR and how it can adapt to create value for businesses. Key trends include digital disruption of HR, managing a global and flexible talent landscape, tapping skills anywhere at any time, customizing to each employee, leveraging extended workforces, and using data science to improve performance. HR will need to change its mission, responsibilities, skills, roles
Brick Force Consulting Services was established in 2016 in Bangalore, India and aims to be a trusted provider of IT consulting, HR solutions, and services. The company is committed to driving business value across industries through their expertise in technology and people. Brick Force works to empower their clients by providing user-friendly solutions that enhance productivity, processes, and employee retention. This enables clients to maximize value and return on investment while reducing costs. The company's vision is to be a progressive leader in IT consulting, HR services, and solutions, providing exceptional client service and anticipating clients' future needs.
Utilising Talent Acquisition Technology to Drive Impact in the APAC RegionCielo
Cielo is a leading global recruitment process outsourcing (RPO) firm operating in over 100 countries. They provide RPO, talent acquisition, consulting, and executive search services. Cielo uses their proprietary talent cloud platform and technology-enabled solutions to help clients attract, assess, and hire the right talent. The presentation discusses trends in talent acquisition technology, considerations for implementing a global tech platform locally, and how to build a case for change.
Building Partnership to Tell Great StoriesWilliam Gaker
Building Partnership to Tell Great Stories was a keynote I gave at the Talent Management Alliance Conference in 2013.
The topic covered my training approach for helping HR Business Partners learn to leverage the products and services of new analytics teams in HR.
A slide deck from a keynote at:
The Talent Management Alliance Conference
Las Vegas, NV
May 2013
The workforce and HR play a major role in a company’s digital transformation. Learn about new trends and strategies to jump start and fuel your journey.
Employee engagement is a top priority for today’s leaders. In this slide deck, discover how Workday enables you to design and deploy customized, branded notifications both in the Workday system and through email to elevate your enterprise communications at scale.
Creating Belonging and Diversity in the Workplace with VIBE™Workday, Inc.
Creating a more diverse, welcoming, and equitable workplace is good for your employees and organization alike. View this webinar replay to see how Workday can help you achieve your goals by developing, engaging, and retaining diverse talent and creating a more inclusive experience.
Bersin by Deloitte’s latest research indicates that work and learning continue to converge; the more quickly employees are able to get the right information in their heads and at their fingertips to do their jobs, the better the organization is able to perform. This convergence has led to differences in the way mature organizations view data and measurement of employee development. While L&D has typically relied on traditional tools, like the LMS, for limited activity-based data, many mature organizations are moving beyond this approach to focus on tying learning to business outcomes.
A skills-based approach to employment creates a more equitable job market for all. In this deck, learn how your organization can become a skills-based employer by posting positions that reflect the skills you need, selecting candidates based on their skills, and helping incumbent employees develop new skills.
View related videos:
Welcome to the Future of HCM https://www.youtube.com/watch?v=lpuYpJWD58k
How to Make Data and Analytics Central to Your Finance Digital Transformation...Workday, Inc.
Data—you have tons of it, but are you making the most of it?
View this slide deck with KPMG and Coleman Worldwide to learn how you can take control of your data with Workday to safeguard the bottom line and understand opportunities for finance and IT to partner.
How Talent Analytics Can Help You Maximize Your HR StrategyGlassdoor
For most organizations, the promise of Big Data remains unfulfilled. The vast majority of organizations are stuck in a reporting cycle, churning out lots of metrics, but few insights or solutions. The ability to measure, analyze, and optimize talent practices is now critical to business success.
Many HR organizations have recognized this need and are starting to invest more strategically in measurement and analytics. With a plethora of data, recruiting is an area ripe to take advantage of analytics. With the right tools and capabilities, this data can be turned into competitive advantage.
Check out our webinar feat. Karen O'Leonard, VP of Benchmarking & Analytics Research of Bersin by Deloitte and Wiliam Blackstorm, Sr. Manager Sourcing & Market Intelligence & Director of Global Talent Analytics, Research Division of Cisco to learn:
-Where to start when analyzing recruitment data
-How to build an effective talent analytics capability
-How one organization, Cisco, is using analytics to develop a more effective recruitment strategy
Chief human-resource officers in Europe say a shift to employee-centric policies is long overdue. The pandemic is a big factor in their thinking, but process fatigue has been building for some time.
HR Digital Transformation - Pulse Survey, Empower EmployeesXoxoday
The document discusses various aspects of digital transformation in human resource management. It begins with explaining the typical stages of an employee's lifecycle within an organization. These include attraction, recruitment, onboarding, enablement, development, retention, and separation. It then discusses the importance of employee engagement and how it influences each stage of the lifecycle. The document then explores digital transformation in HR in depth, covering strategies, benefits, challenges, PESTEL and SWOT analyses, emerging HR technologies, the future of HR, change levers, and conclusions. It emphasizes that digital transformation requires replacing transactional HR processes with technology and data-driven decision making to better leverage resources and prepare for future workforce challenges.
Accenture is a global management consulting, technology services, and outsourcing company with core values including stewardship, best people, client value creation, one global network, and respect for the individual. The document discusses Accenture's visible elements such as star performer pins for informal recognition, lessons learned trackers, and ACE awards for excellence. Invisible elements include contradictions between empowerment policies and practices as well as cut-throat competition during appraisal time. Areas of low and high congruence between values and practices are identified. Using a double S cube model, the organization is described as mercenary with high solidarity due to mutual interests but little voluntary cooperation or camaraderie.
The Multi-Channel Workforce: Transforming the Way Work Gets DoneSAP Fieldglass
In the fast-paced digital economy, organizations who can be agile have the advantage. The more nimble a company is, the better it can respond to competitive threats and pivot to capitalize on new opportunities. As a result, the way businesses operate is changing. Today, organizations rely on many sources of talent beyond their full-time employees – from contingent workers to Statement of Work-based consultants, freelancers to gig workers and beyond.
At SAP Fieldglass, we refer to this as the multi-channel workforce.
Engaging the multi-channel workforce allows companies to access critical skills, scale up and down to meet demand and increase speed to value. So to be successful, they need to be able to deploy these resources quickly and manage them effectively.
This is where SAP Fieldglass comes in. Our platform helps customers find, source and strategically manage their multi-channel workforce. It easily connects them with millions of resources around the globe and helps them answer critical questions including:
• Who is working for you?
• What are their skills? And what are they doing?
• Where are they located?
• Which facilities and systems are they accessing?
• How much are you paying them?
View the slideshare to learn how today’s multi-channel workforce is helping companies be more agile, strategic and resourceful in their use of external talent.
Driving Talent Change for the Digital EnterprisePluralsight
This document discusses how IT roles and skills will need to change by 2020 to support digital transformation. It notes that traditional IT mindsets focused on processes, risk avoidance, and working in silos will need to shift to more adaptive, collaborative mindsets. The skills most in demand include relationship building, learning agility, creativity, and business acumen. IT staff will need more versatile technical skills and experience across different areas. Teams will also need to integrate IT and business staff to work more fluidly across functions. To develop these skills, companies should offer experience-based career paths, foster openness to change, and invest in competency development beyond traditional training.
Are you confident that your workforce can keep up with today’s demands? Are you worried about the future and whether you’ll be ready to thrive during the next big change?
Workday and special guests discuss the workforce optimization journey and what it means for finance, HR, payroll, and operations leaders.
Preliminary survey report : Digital HR in ThailandTas Chantree
The document summarizes the key findings of a survey conducted by TAS Consulting Partner and the Personnel Management Association of Thailand (PMAT) regarding HR digital transformation in Thailand. 122 business and HR leaders across different industries and company sizes participated in the online survey in October 2017. The study identified 9 main findings, including that business leaders see HR as having a significant role in digital transformation but recognize HR's existing capabilities need improvement. Additionally, having a clear digital vision was seen as the most important success factor for transformation. There were also differing views between business and HR leaders about the future of HR departments and technology adoption. Overall, the report shows that while digital transformation is seen as an opportunity, businesses remain cautious about potential risks.
Insights into non-payroll workers | SAP FieldglassSAP Fieldglass
How much do you know about your non-payroll workers?
Only 31% of executives are highly informed about the quality of work done by their non-payroll workers. That is just one finding from SAP Fieldglass’ latest global research study with Oxford Economics.
To get work done, organizations increasingly turn to non-payroll workers such as independent contractors, freelancers and temporary staff. Non-payroll workers account for a major share of total workforce spend. Yet many organizations under-manage them, preventing them from reaching their full potential, as well as putting their organizations at risk.
View the SlideShare to discover four key actions organizations can take to unlock more value from their non-payroll workers and mitigate risk. The SlideShare also looks at Pacesetters – organizations that excel in managing non-payroll workers – and shows how their strong management capabilities pay off in superior business results.
About the research
SAP Fieldglass collaborated with Oxford Economics to survey 1,050 senior executives in 24 industries across 21 countries about their use and management of the external workforce. One-third of respondents are C-suite leaders, including Chief Procurement Officers and Chief HR Officers. From a qualitative perspective, Oxford Economics also conducted in-depth interviews with multiple executives to capture their insights and reactions to the survey findings.
The document discusses how tremendous forces are reshaping the future of work and the HR function. Changing employee expectations, new technologies, increased globalization, and the need for agility are transforming how people work and the relationship with work. This will require a different type of HR organization to support the new world of work. Accenture conducted research on the future of HR to identify trends reshaping HR and how it can adapt to create value for businesses. Key trends include digital disruption of HR, managing a global and flexible talent landscape, tapping skills anywhere at any time, customizing to each employee, leveraging extended workforces, and using data science to improve performance. HR will need to change its mission, responsibilities, skills, roles
Brick Force Consulting Services was established in 2016 in Bangalore, India and aims to be a trusted provider of IT consulting, HR solutions, and services. The company is committed to driving business value across industries through their expertise in technology and people. Brick Force works to empower their clients by providing user-friendly solutions that enhance productivity, processes, and employee retention. This enables clients to maximize value and return on investment while reducing costs. The company's vision is to be a progressive leader in IT consulting, HR services, and solutions, providing exceptional client service and anticipating clients' future needs.
VBeyond is one of the leading innovators in the Recruitment and Human Resource Domain. Established by Industry professionals, VBeyond has been serving the business interests in the regions of North America, India and EMEA. VBeyond has worked with the very best in terms of talent which in turn has enabled our valued clients across the globe to scale new heights. VBeyond banks on its talented and experienced IT consultants and have been providing consultancy on a host of IT services for both shot term and long term on-site projects. We have significant presence in the Banking, Finance and Insurance (BFI) arenas.
New & diverse perspectives breed creativity. That’s why the need of the hour is to have a diverse workforce to trigger INNOVATION at the workplace. And in VUCA (Volatile, Uncertain, Complex, Ambiguous) times such as these, we need to constantly remind ourselves to recognise those organisations that value diversity and celebrate those braveheart individuals that bring in the much needed diverse-thinking & innovation to the workplace.
While the Human Resources function in SINGAPORE celebrates a large female demographic, the microcosm segment of HRTech in the country still has a long way to go. We felt it our obligation to celebrate the success of these women professionals and entrepreneurs' leading the pack in HR Technology.
We put together a list of these women in the Singapore HRTech space to bring them the recognition they deserve. This compilation is not exhaustive, but it is only our effort to encourage more diversity in the HRTech space.
- The document is a magazine issue focused on HR topics such as talent acquisition, training, the digital world of HR, executive education in India, yoga and productivity, recruiting trends, feedback apps, and creating an employer brand.
- It includes articles on various HR best practices and strategies, interviews with HR experts, and advertisements for HR software and consulting services.
- The issue aims to keep readers updated on the latest HR issues, strategies, and thought leadership through its various articles, columns, and expert interviews.
Greetings. This presentation is to express ; Who we are ; What we intend to do ; Who are all behind the show ; and What's the Secret BIG PICTURE :-).... Happy surfing !
BRICK FORCE Consulting Services Pvt. Ltd. is an IT consulting, HR solutions, and staffing firm established in 2016 with headquarters in Bangalore, India. The company aims to be a trusted partner for clients across industries and sectors by providing innovative and personalized HR and IT solutions. BRICK FORCE works with clients to empower them through user-friendly solutions that enhance productivity, processes, and staff retention. The company's vision is to be a progressive leader in HR and IT consulting through unconditional client support and anticipating future needs. It offers services including recruitment, training, HR compliance, infrastructure management, and software testing to help clients succeed.
Our magazine issue, "Business APAC's Top 10 CEOs of 2020," focuses on showcasing the brilliant leadership of featured clients. In this magazine, you will witnesses the unique business stories and leaders who have successfully thrived in the difficult times of pandemic.
This document provides an introduction and overview of B.O. India Knowledge Management Centre. It discusses B.O. India's parent company Apposite Solutions, which is a $10 million IT consulting firm. B.O. India was established in 2004 as a subsidiary of Apposite Solutions to provide IT and business process outsourcing services from India. The document outlines B.O. India's services, management team, recruitment process, clients, and future plans to expand their operations and service offerings.
"We at MentorKart are focussed on our mission to make youth of India future ready. As we see, there is a huge demand of mentoring among the youth and we believe that in the next few years, MentorKart will become true cart of mentoring for India's aspiring youth," said Ashish Khare, Founder, MentorKart.
www.mentorkart.com
Final Presentation - Business Proposal MVCPL.odp [Repaired]More Ventures
More Ventures Consultants Pvt. Ltd. provides a range of business services including human resources, administrative services, real estate, travel and tourism, and events and entertainment. The company was founded to offer solutions to common challenges faced by SMEs and corporates in these areas. More Ventures has experience in industries like IT, manufacturing, retail, and construction. It aims to help clients attract and retain talent, ensure compliance, improve processes, and gain insights through analytics and reporting. The company is headquartered in Mumbai and works with clients across India through its network.
This document is the January 2020 issue of the Mirror Review magazine. It features articles on top companies to work for in 2020, the importance of corporate environmental responsibility, and importance of company culture. The cover story profiles FinancialForce and highlights its vibrant work culture, core values of trust and transparency, focus on diversity and inclusion, and commitment to social impact. The issue also includes profiles of 20 other notable companies and their work cultures.
This document introduces Springboard Ventures, an initiative that aims to enable entrepreneurship in India. It has launched several pioneering platforms, including a crowdfunding platform and business advisory services. The team includes experienced professionals in investment, private equity, and brand communications. It also introduces its PR division, Out of Box Solutions, which provides non-traditional marketing and communication strategies tailored to "really different ideas". Previous work examples show how the team secured media coverage for clients' announcements in major publications through thorough research and targeted outreach. Testimonials praise the team's delivery of quick results and understanding of client needs.
PRS International Group of Companies is launching a virtual internship program in response to the disruption caused by the coronavirus pandemic. The program aims to provide practical work experience to students through online training, mentoring, and project reviews while allowing flexibility with work schedules. Interns will gain real-world skills like communication, problem solving, and an understanding of business continuity during crises. The program offers opportunities in diverse functions across PRS International's expanding global network of companies in industries like music, relationships, news, and conferences.
Kulwinder singh's research paper on The CEO brandKulwinder Singh
1. The document discusses how Satyam BPO leverages its CEO, Venkatesh Roddam, for branding purposes through thought leadership opportunities like speeches and media interviews.
2. It explains the steps taken to effectively position the CEO as a thought leader in the industry, including understanding media landscapes, preparing the CEO for different types of interactions, and maintaining consistency in the CEO's messages.
3. Thought leadership is defined as an executive sharing perspective on broad industry topics with a wide audience, and several examples are given of successful thought leadership campaigns that elevated other CEOs and their companies.
Curoso Consulting provides business consulting and HR services to organizations across multiple industries. They have a team of experienced practice leaders with expertise in areas such as finance, FMCG, supply chain, business development, media, HR, operations, and quality. Curoso aims to work with companies and individuals to help improve performance. They offer services including recruitment, staffing, executive search, training, compensation consulting, and manpower outsourcing. Some of their clients include companies in telecom, healthcare, media & entertainment, education, BPO, and the corporate realty sector.
EXINJOBS LTD is India's leading online career and recruitment resource that provides relevant job profiles to employers and job opportunities to job seekers across industries, experiences, and geographies. It has a global network and provides the widest range of job seeking, career management, recruitment, and talent management services. EXINJOBS LTD ensures a robust platform to assist retired military members seek second career opportunities and plays a role in transforming students into employed professionals.
Disruptive Ventures is a seed and growth stage investor in Vietnam and SE Asia that focuses on innovation-driven startups with social impacts. It uses a unique approach combining business and development. The portfolio currently includes 5 startups in sectors like edtech, foodtech, and smart devices. Disruptive Ventures provides value-added supports like workspace, mentoring and networking to help founders succeed while targeting 20-50x ROI for investors through exits within 3-7 years.
Rohen Chhetry is seeking a responsible position in human resources that utilizes his over 5 years of experience in HR management across various industries. He has extensive experience in recruitment, performance management, compensation and benefits, and maintaining HR information systems. Currently he works as a Recruitment Specialist for Thumbay Group in the UAE, where he is responsible for talent acquisition, onboarding new employees, and generating monthly recruitment reports.
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...SocialHRCamp
Speaker: Heather Pysklywec
Digital transformation has transformed the talent acquisition landscape over the past ten years. Now, with the introduction of artificial intelligence, HR professionals are faced with a new suite of tools to choose from. The question remains, where to start, what to be aware of, and what tools will complement the talent acquisition strategy of the organization? This session will give a summary of helpful AI tools in the industry, explain how they can fit into existing systems, and encourage attendees to explore if AI tools can improve their process.
Your Guide To Finding The Perfect Part-Time JobSnapJob
Part-time workers account for a significant part of the workforce, including individuals of all ages. A lot of industries hire part-time workers in different capacities, including temporary or seasonal openings, ranging from managerial to entry-level positions. However, many people still doubt taking on these roles and wonder how a temporary part-time job can help them achieve their long-term goals.
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024SocialHRCamp
Speaker: Shahzad Khan
This session on "AI Considerations in Human Resources Governance" explores the integration of Artificial Intelligence (AI) into HR practices, examining its history, current applications, and the governance issues it raises. A framework to view Government in modern organizations is provided, along with the transformation and key considerations associated with each element of this framework, drawing lessons from other AI projects to illustrate these aspects. We then dive into AI's use in resume screening, talent acquisition, employee retention, and predictive analytics for workforce management. Highlighting modern governance challenges, it addresses AI's impact on the gig economy as well as DEI. We then conclude with future trends in AI for HR, offering strategic recommendations for incorporating AI in HR governance.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...SocialHRCamp
Speaker: Celine Maasland
In this session, we’ll demystify the process of integrating artificial intelligence into everyday HR tasks. This presentation will guide HR professionals through the initial steps of identifying AI opportunities, choosing the right tools, and effectively implementing technology to streamline operations. Additionally, we’ll delve into the specialized skill of prompt engineering, demonstrating how to craft precise prompts to enhance interactions between AI systems and employees. Whether you’re new to AI or looking to refine some of your existing strategies, this session will equip you with the knowledge and tools to harness AI’s potential in transforming HR functions.
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...SocialHRCamp
Speaker: Lydia Di Francesco
In this workshop, participants will delve into the realm of AI and its profound potential to revolutionize employee wellness initiatives. From stress management to fostering work-life harmony, AI offers a myriad of innovative tools and strategies that can significantly enhance the wellbeing of employees in any organization. Attendees will learn how to effectively leverage AI technologies to cultivate a healthier, happier, and more productive workforce. Whether it's utilizing AI-powered chatbots for mental health support, implementing data analytics to identify internal, systemic risk factors, or deploying personalized wellness apps, this workshop will equip participants with actionable insights and best practices to harness the power of AI for boosting employee wellness. Join us and discover how AI can be a strategic partner towards a culture of wellbeing and resilience in the workplace.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
Rally Webinar Recruitment Marketing for High Volume Hiring.pdf
Trend & issues of remuneration strategy in pandemic era (for hr expo 2020)
1. TRENDS & ISSUES OF REMUNERATION
STRATEGY IN PANDEMIC ERA
ERWIN MUNIRUZAMAN – HR EXPO 2020
2. ERWIN MUNIRUZAMAN
SVP HEAD OF STRATEGIC REWARD & HR OPERATIONS
INDOSAT OOREDOO
Erwin currently managing Strategic Reward & HR Operations at Indosat Ooredoo. Prior joining Indosat, he
was senior consultant at Willis Towers Watson Indonesia where he lead Talent Management & Organizational
Alignment business. Previously, he was GM Performance, Reward & Services at Trans Retail (Carrefour)
Indonesia and VP Services in Bank Negara Indonesia.
His areas of expertise include advising and assisting Companies with their Strategic Talent and Reward
development to be aligned with their Business Strategy. He is leveraging his strong background as a
seasoned HR senior consultant and practitioner with a span more than 15 years on overall HR experience
practice from developing HR strategy and policies into running HR Service operations in various industries
especially in Telecommunication, Banking and Retail in Indonesia. Developing HR strategy and practice
aligned with Business Strategy become his continuous goals.
Erwin holds a Bachelor of Science degree (Astronomy) from the Bandung Institute of Technology. He also
holds certifications : CHRP (Certified HR Professional) and CTPM (Certified Professional Talent
Management). He have finished course for Pension Funds Manager mandatory course and General
Insurance (IPGDI - Institute of Insurance & Risk Management). He frequently speaks at conferences and
seminars on a variety of current interest topics relating to Talent Strategy and Reward programs design.
3. SIMPLE FRAME WORK TO RESPONSETO STIMULUS
Process
Technology
People
Business Strategy
Current Business
Model &
Capability
Current
Organization Culture
Business Outcome
New Business Model
& Capability
Cultural
Transformation
5. WHATWE ARE DISCUSSING BEFORE COVID
Society 5.0
Deloitte’s Global Human Capital Trends:
• Purpose and meaning;
• Transparency and openness;
• Ethics and fairness;
• Growth and passion; and
• Collaboration and personal
relationships.
Artificial
Intelligence
RPA
Industry 4.0
7. DIFFERENT IMPACT & RESPONSES TO PANDEMIC
Company Action as Pandemic Response
• What happened (we’re still going through this stage
since the pandemic is ongoing)React
• Adjust policies, support home office, creating better
tools for resilience, family care, and supportRespond
• Whenever that may be, in whatever form it might
takeReturn
• Changes our companies will have to make to operate
in a cleaner, safer, more hygienic fashionTransform
Source: Josh Bersin, Oct 2020, The World Just Changed Overnight
4 phase of Pandemic Response
8. WHAT
WE
EXPECT
Source: McKinsey, Nov 2020, Covid-19 Implication for Business – Briefing Note #30
Company Expectation for global economic condition
in next 6 months
11. ADAPT FROM CASCADINGTO CO-CREATE HR SOLUTION
HR
Strategy
CoE
Design
BU
Implement
Platform
Measure
Compliance
Review
Problem
Identifi
cation
Cross
Functional
Team
Prototype
Test in
Field &
Iterate
Platform
Watch
Success
&
Iterate
12. LEVERAGE PLURALITY OFWORK OPTIONS
Traditional
worker
Outsourcing Contingent
Worker
Partnership /
Alliances
Talent
Platform
Volunteer Robotic Artificial
Intelligence
• understand the
many emerging
options for getting
work done, and
• identify the optimal
combinations of
human talent and
automation
13. REWARD STRATEGY – ISSUES FOR DISCUSSION
FOCUSTOWARD ORGANIZATION RESILIENCE &TRANSFORMATION
Rethinking Amid
Uncertainty
• Considered Future
Organization
• Rethink established pay
practice
• Look beyond pay
• Expect continued
uncertainty
June 2020 - SHRM
Work from Anywhere
Work Life Integration
Family Parental
Support
New Ways of
Working Support
Rethink Performance
Metric
Essential worker vs
Non-Essential worker
Revisit Short Term
Incentive
Redefine LongTerm
Incentive
Listening Strategy
Furlogh vsTermination
Sharing Employee
across industry
Work Portability
across the company
Omnibus Law Impact
(specific Indonesia)
Revisit Underlying
Reward
14. FINAL TAKE AWAY
• Applying lessons learned from the crisis.
• Embrace new business models and ways of working
• Reevaluate Reward Strategy
• whole-person approach to employee well-being
(physical, mental, social, financial, and emotional aspects)
• develop ability to respond to changes rapidly in turbulent
times to create resilient organization