Since co-founding LACE Partners, a UK-based consultancy which specialises in human capital transformation work, Cathy Acratopulo has seen HR undergo an age of rapid evolution. However, judging by her experiences so far, she insists that more is still to come, as the modern labour market faces a period of rapid upheaval.
“As we enter a period of unprecedented turbulence driven by technological innovation, hyper-competitiveness, changing social attitudes and political instability, the stresses on our organisations and the people who work within them are increasing. The HR profession is at a tipping point,” she said.
Pingboard, the startup helping businesses create org charts with superpowers, changing how growing companies and teams across the globe do people planning – announced an integration with BambooHR. Now, BambooHR customers have access to Pingboard’s interactive and always up-to-date org chart. The integration enables automatic data sharing, letting BambooHR customers plan for the future using Pingboard’s org charts – without having to manually input or update data.
“We love having the ability to maintain our records in BambooHR and automatically sync data to Pingboard so our org chart is always up to date,” said Gunjan Kaur, HR Generalist at Genesis Robotics
Below, Workthere reveals six tips business owners should consider for a successful and hassle-free office relocation.
1.Ensure you have chosen the appropriate space
When planning to relocate, you need to be confident that your new flexible office space is right for you, your business and your team. Before you sign on the dotted line, make sure you ask yourself the following three questions: Is this move and new space going to help my business grow? Is this move and new space going to create a better working environment for my team? Will the new office be more cost effective for the company in the long term? If you can confidently answer ‘yes’ to these questions, then you’re making the right decision.
Out of all the MBA specializations in the academics, Human Resources is quite a challenging subject because it is quite dynamic and changes with the type of human behavior. As human behavior is ever-changing and transforming with the changing environment, the study of human thought is quite difficult. For aspirants who love to interact with people and work in people management, Human Resources is a great choice to take. The USA has the best of Human Resource Management institutes which are quite adept in training the students in the best of people management under real time situations. Here is the list of top human resource management institutes in the USA:
The use of HR analytic tools is on the rise, as HR professionals increasingly analyze workforce data to improve organizational culture and employee productivity, according to the “Global HR Analytics Market (2019-2025)” report offered on ResearchAndMarkets.com.
Indeed, the market is expected to reach $3.9 billion by 2025, rising at a compound annual growth rate of 13.6 percent, the authors forecast.
Organizations that are expanding globally can find themselves facing two major obstacles: HR professionals without international competencies and an overall lack of the knowledge needed to conduct HRM effectively in new locations.
Global and cultural effectiveness has been identified as one of the core competencies in the SHRM Competency Model, yet, according to Harvard Business Review’s “What Separates Great HR Leaders from the Rest,” there is a substantial gap between the ability of top HR leaders to connect their organization to the outside world and the ability of most other HR leaders.
Tech Mahindra on Monday introduced K2, the first Human Resource (HR) Humanoid, for its Noida Special Economic Zone Campus in Uttar Pradesh, after unveiling it in its Hyderabad campus earlier this month.
K2 would take over the routine HR transactions to provide constant assistance to the HR team in creating an enhanced employee experience, the company said in a statement.
K2 leverages state-of-the-art Artificial Intelligence (AI) technology and initiates conversation without any need for wake-up commands.
At its third-annual HR Redefined conference, Namely, a leading HR platform for mid-sized companies, announced it reached more than 1,300 companies now running their people operations on the Namely platform. These organizations employ approximately 250,000 people in 134 countries and all 50 U.S. states and seven territories.
Namely’s client base now includes a broad range of fast-growing businesses in nearly every industry, including companies like ActiveCampaign, Acorns, Drift, EatStreet, Life is Good, Mizzen + Main, OneLogin, Peerfit, SiriusDecisions, and The Motley Fool, as well as Namely partners such as Jobvite, JazzHR, and Greenhouse. Together, these mid-sized organizations use Namely to manage billions of dollars in payroll, with growth of 300 percent since the first HR Redefined conference in 2017.
Did you know that not all HR departments in each office are filled with professional and dedicated people? This may surprise you, but many human resources and employment professionals are plagued by stereotypes, unfounded conclusions, and deceptive practices. Although human resources departments are required to comply with federal, regional/provincial or municipal laws, human resources managers must not disclose what they think or how they carry out the selection process of candidates. There are many secrets the human resources departments that will never tell you, some of which may include getting paid, hiring rules, social media practices and the rest.
Transforming businesses is the top priority for enterprises today and human resource management (HRM) can help achieve this objective. From enabling enterprises in dealing with the ever-changing labor market and adapting to disruptive technologies to handling social and political changes, HRM is key to success. A Gartner 2019 Future of HR Survey outlines some key initiatives for successful business transformation. Here is a lowdown.
Building crucial skills and competencies
For any business to remain at par with technological disruption, it is imperative to develop employee skills. This is one area where HRM can help by shortlisting the right candidates and analyzing the performances of existing ones. By switching employee job profiles for balance and hiring new ones to suit other requirements, HRM can strategically align business objectives. It can also develop ‘connector’ managers who are able to use employee-centric approaches to coach and train employees.