#AgileHR

[signalhrm]

Agile Approach: HR Decision-Making in a Rapidly Changing World

The Agile HR approach uses Agile principles and techniques to empower HR managers to fulfill the dynamic needs of their organizations in the ever-evolving business environment. It enables the HR team to optimize the existing resources and create their own HR strategies to meet the challenges and adapt to the changes quickly. 

Ways to Make HR Decision-Making More Agile

Follow iterative methodology to assess HR practices: Evaluate the existing HR processes to find areas of improvement, followed by setting a timeline to accomplish the objectives. Further, create a plan of action to initiate. Make sure all the important metrics are tracked timely. If there are any deviations, look for alternatives or find better ways to ensure the changes are working. 

Incorporate Agile performance management: The Agile performance management features make it easy to track performance and improve results. For example, goal setting helps organizations create attainable goals and allow employees to work collectively to accomplish them. Measuring employee performance against the goals enables organizations to recognize and reward the ones who played a critical role in achieving those goals.  

Continuous feedback: Gathering feedback gives a comprehensive understanding of performance and satisfaction. Ensure the feedback is timely, constructive, and actionable to identify the areas that need improvement. 

Adopt Scrum: Organizations can implement Scrum to divide tasks into small, time-restricted sprints. It helps the team to evaluate the progress and make required changes while focusing on continuous improvement and collaboration. 

Engage employees regularly: Create strategies to encourage employees to work together to increase productivity, and provide feedback to ensure a better working environment. You can use engagement to resolve any conflicts between the employees and leaders, thereby improving the experience of everyone working together. 

#hrms #digital marketing #signalhrm #hrms payroll software #hrms solutions #hrms systems #hrmscloudbased #productivityboost #hrms software #agilehr

[valuex2]

ICAgile certified Agility in HR' certification training

The training will empower you with practical tools and techniques allowing you to transform HR for Agile and Agile for HR - Become Super HR!

Learn from #experts in the field of #agilehr in this 2 day live instructor led immersive training.

Course Covers:

Organizational Design, Roles and Career Paths

How to develop a Learning and Development structure for supporting a Learning Organization

Talent Acquisition

Enabling Effective Performance

The Agile mindset in HR

Live Virtual Instructor Led

For any queries and bulk discounts write to us at [email protected]

#hr certificatio #agility

[strangechaoswinner]

What is Agile HR?  Your Step-by-Step Guide

What is Agile HR 

The HR Trend Institute defines "Agile HR" as "a manner of functioning and arranging the HR function that allows responsiveness and adaptability of activities and structures, providing flexibility in aligning labor variations to demand." Agile for HR examines how HR can incorporate an Agile mentality and diverse working styles into our own teams and projects. Agile for HR has the ability to reimagine our operating model and assist us in modernizing as a profession. You don't even have to work in an Agile organization to conduct Agile for HR, and you can reap the advantages fast by implementing a few fundamental steps in your daily job. 

Agile Human Resources 

HR for Agile considers our role in assisting the organization in transforming to face the demands of a more complex business environment. HR for Agile examines how to create modern workplaces by merging all of our past organizational development knowledge with Agile methods of working. HR for Agile also emphasizes the need to adapt existing HR and people processes in order to improve employee experience and allow business agility across an organization. 

Accepting the Mindset 

Agile is all about delivering value to your customers and your business. We talk a lot about the need to 'create value' in HR, but it's frequently difficult to measure and explain what that value is. Most HR strategies address large, complicated issues, such as creating a personalized employee experience for a multigenerational and varied workforce. Or preparing future leaders for responsibilities that do not yet exist. While these complicated goals are admirable, the value produced at any one time is frequently left undefined or is directly related to big bang releases, such as a new employee benefits package or leadership development program. As a solution, Agile assists HR in breaking down these large, complicated issues into manageable chunks of value. It enables us to prioritize our work based on value and clearly describe what we're delivering to the company and why. 

Getting past the tools 

All of this implies that the Agile HR attitude entails more than Post-it notes, Scrum boards, and a few stand-up meetings. It is about breaking free from the tradition of adhering to HR best practices and adopting a test-and-learn approach to delivering value, value proven by our employees and their work experience. Only by adopting this perspective will HR be able to successfully implement Agile tools and practices into our own teams and projects. 

Human-centered worth 

The agile HR perspective also considers our employees to be the client and user of the employee experience. When regarded in this perspective, value comes to represent something that thrills the client while also assisting the employee in their work accomplishment. It also necessitates the development of human-centric people practices that are validated by direct user input. This is a totally different viewpoint than building HR services and procedures based on prior best practices or what management believes the organization need. 

Development by increments 

Following that, Agile HR intends to progressively offer this value to the customer. The word 'incremental' is important here since it signifies a huge mentality change for HR. Delivering value incrementally implies making tiny, incremental changes that are verified through a test-and-learn process. This is the Agile feedback loop, and it represents a deliberate shift away from strict upfront planning that fails to adapt to changing client demands, changes in project scope, or just a better concept. 

Methods of Work 

Once HR teams are acquainted with the mentality, they may begin to evolve their ways of working using Agile frameworks. It's worth mentioning that, like Agile itself, there's no model for doing Agile HR. It's critical to develop your unique flavor based on your culture, industry, team size, and business requirements. 

Prioritization and openness 

The use of Agile technologies to aid prioritization and task visualization is the final important commonality among most Agile HR initiatives. People activities and services are prioritized based on business value and visualized through a portfolio of work at the strategic level. Some Agile HR teams, for example, utilize prioritization methodologies to co-create a high-level backlog with senior stakeholders and workers, which leads their more specific work each quarter. 

This high-level vision is then fed directly into team and project-level backlogs, where choices on how to get things done are made. Transparency of information is critical to these modes of working, as is another crucial adjustment that helps HR become accepted as another element of the business, rather as the hidden fun police. 

Indeed, Agile requires more planning and organization from HR executives and teams than ever before. It is a common misconception that Agile entails breaking no rules and doing anything you want! True discipline is required, one that changes the HR paradigm into fast feedback loops and delivery rather than annual operating plans, project reports, and systems. 

HR discovery work 

The necessity of co-creation in Agile is linked to the importance of discovery work, where you should never presume the solution or what the client values. Instead, you must uncover the solution by research, prototyping, and, most importantly, speaking with the consumer! 

This is not the same as gathering people's thoughts through an engagement survey. It is about placing something concrete in their hands or providing an experience for them to evaluate their feelings and replies. Some teams make use of Plasticize and Lego, while others do mini-realistic experiments. It may even be as basic as roaming the halls and asking people for input on a piece of communication before pressing the 'send' button. 

Risk management in the context of agility 

This technique not only reduces project risk, but it also allows for a fresh course to be adopted if something goes wrong. Because we have the capacity to react to 

change, we can pivot and re-plan if consumer demands alter or the business climate moves. This method also reduces the danger of investing time, money, and people in a bad concept. 

Conclusion: Begin small and experiment. 

Agile HR has the ability to transform our profession and assist us in co-creating the future of work. It also gives us the opportunity to assist our organizations in transforming and meeting the difficulties of a turbulent, unpredictable, and complicated business environment. 

We've discovered that the beginning point is mentality, as well as HR's ability to define and express the value we provide to our employees. We can improve their employment experience by taking a test-and-learn strategy and progressively developing solutions in collaboration with our workers. 

When studying how to conduct Agile HR, remember to be Agile in your own approach. Begin small. Consider it an experiment in which you may fail at times but will undoubtedly learn. 

#agile #agilehr #hr #peopleops

[govipul]

What Is Agile HR – How Can You Get Started

By Tatenda Ngara, Human Resources Practitioner and Author

Agile HR is premised on the philosophy that employees are an organisations greatest asset. This is so because human skills, knowledge, capabilities, committed behaviours and value; are key success factors that cannot be initiated easily but when utilized to the maximum can give an organization a competitive advantage, which can take it far into the future.

If an organisation is to move fast, smooth, efficiently and adapt to challenges in the labour and business environment, then Agile HR is the key ingredient to this organisational success.

Agile HR is defined as a modern strategic Human Resources Management technique, which addresses the specific future that managers desire for their organisations.

In its simplicity, Agile HR means moving quickly and with change. This is done by dividing the traditional HR work processes such as talent acquisition, training, performance management just but to mention a few, into short phases of work, frequent reassessment and adaptation plans. 

This gives faster and greater focused customer experience to both the clients and employees. Agile HR is quick to respond to the evolving market demands.

Structurally, Agile HR sees cross functional teams working together in union. This means that the Human Resources department is not split into groups or one service function such payroll, recruitment, performance management etc, but rather that the team works together as one putting various aspects of knowledge and experience into one need.

This offers job mobility to the employees and avoids fixed job roles and career paths that do not stimulate an employee’s absolute potential.

Because employees using this Agile HR technique perform various tasks, this fosters multidisciplinary learning and continuous development which is very positive for both the worker and organisation.

At a senior level, the Agile HR executive does not wait for instructions from the executive team or directorate, but rather the Professional sits in the executive meetings and gives an equally valuable contribution to the executive management that ensures whatever business the organisation engages in, the employee’s work satisfaction is put ahead.

Functionally, Agile HR breaks the traditional HR norm of performing tasks based on a pre-planned yearly calendar processing of events but rather into a daily approach to solving problems and assessing business and employee’s performance.

For instance Agile HR does not wait to recruit employees at a certain part of the HR cycle but rather responds to the immediate demand of labour and ensures the organisation is staffed adequately.

In application, Agile HR has been the go to management technique in the Global Covid 19 pandemic. With Governments enforcing mandatory lockdown restrictions, many organisations have been forced to close down or downsize its employees.

In such a terrible economy, surviving organisations have adopted Agile HR practices to cope with employee and business needs that vary on a daily basis. For instance CitySprint, United Kingdom’s leading same day delivery service; used the Agile HR technique to respond to the pandemic.

The Human Resources department responded by giving employees equipment to use at home and this saw, London, CitySprint’s service centre grow in demand by 47% just 10 days after practicing this Agile HR technique (salesforce.com).

The results of using Agile HR in the contemporary world are astounding. The very first evident result is that the organisation becomes more adaptable to change as the staff is trained to also see the bigger picture and think of ways to perform better from an individual level.

The organisation also benefits immensely as Agile HR results in better productivity due to employees performing numerous tasks in very short focused phases and continuous learning and development. 

Agile HR also results in enhanced team collaboration across different departments in the organisation. At a senior level, there is great team collaboration as HR executives collaborate with other big players in the organisations.

You can also visit on: Agile PeopleOps Research

#agile #agilehr #hr

[francievanwirkus]

#transformation #change #Agile #OCM #organization change #AgileHR #engineer #product management.

[agile20reflect]

Jumpstart your 2021: Using OKRs and Tiny Habits in your personal life "What kind of person do you want to be this time next year, and what can you do right now to get there? During this interactive https://agile20reflect.org/event/jumpstart-your-2021-using-okrs-and-tiny-habits-in-your-personal-life/?utm_source=tumblr&utm_medium=Agile20Reflect+Festival&utm_campaign=Agile20Reflect+Festival

#agilehr #dandypeople

[afelippa]

A cultura Agile também é aplicável em Recursos Humanos? Certamente! Não apenas para melhorar significativamente a forma de trabalho da própria área de RH, mas também para que o RH possa ser um pilar de suporte fundamental para a transformação Agile do restante da empresa. O infográfico abaixo oferece um ótimo resumo da aplicação do Agile em RH, sob estas duas perspectivas. Recomendo também dar uma olhada no Manifesto Agile de RH em https://zcu.io/Sbqc, e se quiserem baixar o infográfico é só clicar neste link: https://zcu.io/oUeg #agile #agilehr #rh #rhagil https://www.instagram.com/p/B9eMz-gg80p/?igshid=1g1gcobnnmyg0

#agile #agilehr #rh #rhagil

[hrsolutionhongkong-blog]

Alight is a leading provider of agile hr solutions Hong kong, we help our clients and their people navigate the complexity of health, wealth and HR

Also leading provider of human capital solutions, helping clients navigate the complexity of health, wealth and HR through data-driven, consumer-cantered technology.

#AgileHR #agile hr solutions #agile adoption and transformation

[resilienti]

Agile HR e Counselling Aziendale, PERCHE’?

15 giornate full time A COSTO ZERO!

15 giornate full time a costo zero(*) in ambito HR pensate per le aziende che vogliono aprirsi alla people transformation.

Sono Alessandra Scomparin Agile HR e Counsellor aziendale, e voglio coinvolgerti in questo viaggio di trasformazione del mondo del lavoro con un progetto su misura per te.

Tutte le organizzazioni sono chiamate a fare i conti con la digital transformation e non possono sottovalutare l’impatto che questa produce sulle persone.

Si tratta di un cambiamento culturale che travolge tutte le aziende di qualunque settore, non solo quelle IT.

La tua a che punto è?

Come si sta muovendo il tuo HR?

Quanto, e come stai investendo in innovazione?

Quanto sono motivati I tuoi collaboratori/dipendenti e come vivono questo cambiamento?

Gli HR hanno oggi un compito delicato: supportare proprietà, amministratori, management, nella guida di questa trasformazione.  Sono chiamati a fornire strategie e strumenti per ripensare i processi di recruiting, onboarding, reskilling, e a creare le giuste condizioni perché i collaboratori si sentano a tutti gli effetti parte dell’azienda.

In altre parole, a dare loro un PERCHE’.

Il progetto è pensato come parte integrante del Master in Counselling Professionale (http://www.centroeidos.it/).

Sei interessato?

Scrivimi a [email protected]

(*) oneri di trasferta esclusi e calcolati dalla ns. sede di Treviso.

#agilehr #peopletransformation #digitaltransformation #humanmotivation

[hoedje01]

De weg naar Zelforganisatie gaat niet Van Zelluf

Complete chaos. Druk rondrennend als kippen zonder kop, niet wetende met wat en waarom. Ja, ze waren een zelfsturend team. Of was het nou zelforganiserend? De manager bemoeide zich, per slot van rekening, nergens meer mee. Sterker nog: Zijn afwezigheid schitterde op de werkvloer!

Dit team werd geacht alles zelf  te doen. En dat ‘zelluf doen’ niet automatisch ‘van zelluf’ gaat, moge duidelijk zijn. Dit voorbeeld heeft niks te maken met een zelforganiserend -of zelfsturend team. Dit noemen we een verwaarloosd team.

Zelforganiseren en zelfsturen kun je wél leren. Vergelijk het met een kind dat leert zwemmen. Die gooi je ook niet direct in het diepe. Die mag eerst wennen, om koud-water-vrees te overwinnen, krijgt een kurkje als houvast en leert vervolgens de zwemvaardigheden. Dit hele leerproces bestaat uit veel oefenen, een beetje verzuipen, fouten maken, frustraties, successen behalen, blijdschap ervaren en resulteert uiteindelijk in het behalen van het diploma (meesterschap).

Herken je dit in je eigen team en wil je graag de eerste stap zetten naar succesvol zelforganisatie?  Lees dan vooral verder!

https://www.ctrl-improve.nl/de-weg-naar-zelforganisatie-gaat-niet-van-zelluf/

#agileHR zelforganisatie ctrlimprove

[talentosagiles]

#talentosagiles #talentohumano #Talento #agilehr #agilecoach #Agile

[jobpostmedia]

The Millennial Apocalypse —  Six Recruitment Trends for 2017

The largest segment of workers is driving 2017 trends, and as of Q1, 2015, millennials (ages 18-34) dominate the workforce.  83% of companies surveyed by LinkedIn indicate that their hiring will increase in the coming year. The top 3 positions for 2017 are projected to be sales, operations, and engineering.1 In addition, the following six trends are projected to dominate talent acquisition for the coming year.

1. HR Tech. According to CB Insights, a venture capital database, over 2 billion dollars of investment money poured into (HRMS) Human Resource Management systems and other HR Tech in 2016.2 This means that demand is driving the development of a wide of array of HR apps and software for companies needing to keep up with the current agile HR atmosphere. Digital onboarding, performance management, performance evaluation, training, and talent acquisition are just a few examples of how technology will be changing the face of HR in 2017 and beyond.

2. Digital Recruitment. The millennial generation has grown up with all things digital including social media, smartphones, artificial intelligence, and video. Consequently, millennials and the HR people hiring them are inching closer to a preference for digital recruitment over traditional methods. While 48% of employers indicate their quality hires still predominantly come from employee referrals, 46% responded that third party websites or job boards are now their sources for top-notch employees, and professional networks came in at 40% among respondents.1

3. Employer Brand. To attract today’s millennial candidates, companies need to have successful, appealing brands and company cultures. This generation of workers will not be happy just occupying a chair for a paycheck. Current research indicates, 53% of employers feel that company brand is the most important metric for the upcoming year.1

4. Candidate Experience. We’ve heard this generation is less about accumulating things and more about meaningful experiences. In recruitment, the experience means providing candidates with an appealing and concise hiring process. It should happen as quickly as possible and be followed up with timely feedback and response. HR Tech and mobile are a vital part of creating this agile candidate experience.3

5. Employee Experience. Once a new candidate is hired, it becomes about creating an engaging workplace. In fact, 83% of surveyed employers thought employee experience was very important to their company’s success. In addition, those surveyed cited training (56%), workspace (51%), and rewards (47%) as the three key factors for creating a great work environment.2 Companies have found completely open floor plans are now giving way to versatile workspaces where employees have access to privacy as well as open, collaborative spaces to work in.4

6. Gig Economy. Other employers are no longer the only competition for quality hires. The rising gig economy gives the millennial generation the ability to run their own show and control their own work/life balance. All of which makes the improvement of recruiting practices, brand, culture, and employee experience even more important than ever.

1 https://business.linkedin.com/talent-solutions/blog/recruiting-strategy/2016/7-trends-that-will-define-recruiting-in-2017-infographic 2 https://www.shrm.org/hr-today/news/hr-magazine/0217/pages/9-hr-tech-trends-for-2017.aspx 3 http://www.forbes.com/sites/jeannemeister/2017/01/05/the-employee-experience-is-the-future-of-work-10-hr-trends-for-2017/#103d1c2c2214 4 https://www.gensler.com/news/press-releases/us-workplace-survey-2016-findings

#2017recruitment #hiringmillennials #agilehr #2017hiringtrends

[rposervices]

Talent Acquisition Movers, Shakers, And News Breakers

HEADLINES in Talent Acquisition ADP March 2019 job numbers report reveals US job growth at its lowest in 18 months, since 2017. Private payrolls increased by 129,000, missing economist estimates, following an upwardly revised 197,000 gain in February. (Wow…oops?!) Goods-producing jobs shrank for the first time since December 2016. However, some forthcoming iCIMS data, shown below in our news headlines, offers a varying data set and hope — that things aren’t getting too, too bleak — yet. US Dept of Labor (DOL) has created much buzz after issuing a Notice of Proposed Rulemaking (NPRM), to revise the regulations governing the calculation of the regular rate of pay under the Fair Labor Standards Act (FLSA). What is this? The proposed regulations, (released in reams of detailed electronic documents) outline multiple shifts in long-standing (+50 years) legal conceptualizations that constitute current regular rate of pay. Should this affect you, in your organization’s role, pay heed to this synthesized bullet list (source link here) showing what DOL proposes not to be included in regular rate calculations: Employee discounts on retail goods or services Tuition programs Show-up pay and call-back pay Discretionary bonuses Benefit plans, including accident, unemployment and legal services Payments for unused paid leave and bona fide meal period Reimbursed expenses incurred by the employee on behalf of the employee Reimbursed travel expenses that do not exceed the maximum Federal amount permitted Gym access, gym memberships and fitness classes on or offsite Wellness programs (health risk assessments, nutrition classes, weight loss programs, etc.) Cost of providing onsite treatment such as chiropractors and message therapists When is “RIN: 1235-AA24” enacting? This is not enacting now, nor is it in effect yet. There is a customary 60-day comment period (ticking away as we type) on any proposed regulations to, set to close May 28th. DOL will consider comments before issuing final regulations. Anyone wishing to submit comments to US DOL should do so here. OTHER HEADLINES in Talent Acquisition Capterra reports how TA software costs may be an even larger consideration than previously thought. Replacing “ease of use,” price of TA Software now stands as a considerable variable in this $12 billion industry. While this may be more confirming vs. eye-opening for those vending such products, some hefty reassurance for sales and marketing tenacity is reflected in Capterra’s data: Talent Management software users are satisfied 80% of the time with their purchasing choices. Another significant data finding: half of these software users spend at least 10 months searching for their ultimate software choice. What significant weight does this study have for TA Software firms? Multiple pass-throughs may be necessary with clients when pitching/proposing software benefits and ROI. Yes, while products may bring virtue, balancing patience with sales savvy of software vendors will be a viable soft skill to bring to initial marketing and negotiations/follow-up. Ceridian, a global human capital management (HCM) technology company announces the launch of Dayforce Payroll, enhancing industry-leading payroll capabilities to the Australian market. Ceridian states that Dayforce Payroll offers customers with Australian operations a single solution to develop, schedule, and pay employees in one application, that allows on-demand access to employee information. With their product launch; Ceridian intends to mitigate Hanover Research findings:  How approx 61% of Australian employees surveyed report levels of unsatisfaction with their employer in areas such as timeliness and accuracy of pay. iCIMS reports this week how a February hiring activity slowdown may be only a radar blip: US employers’ hires rose 1.6% and new job openings rose 4.5% on a seasonally-adjusted basis in March. Results are tabulated using iCIMS’ Monthly Hiring Indicator, a leading economic indicator drawing upon an iCIMS database of more than 75 million applications and 4 million hires yearly. According to tracking data, the March jump in new job openings may signal an overall rise in hires within the proceeding 2-3 months., as seen below:

And of course, this means that with the US labor market at near full employment, TA will remain a busy place heading into the summer season. Need more proof? Says Josh Wright, chief economist at iCIMS, “The job market still looks strong and the weak February payroll report appears to have been in an air pocket…It’s going to be hand-to-hand combat among employees for the best candidates, especially with wages rising.”  

Illinois companies and organizations, statewide, now face the prospect of legalization of recreational marijuana use. Despite his predecessor opposing such legal measures, new Gov. J. B. Pritzker now says he supports the legalization of marijuana. Lawmakers plan to consider legislation this year. If lawmakers succeed, Illinois would join 10 other states, and the District of Columbia, that have already legalized recreational marijuana. Medical marijuana is already legal in Illinois. Protocol Communications, Inc. has settled an Americans with Disabilities Act (ADA) lawsuit with the US Equal Opportunity Commission. The suit was settled for $31,000. The suit was filed after an employee with dyslexia filed a complaint alleging how a director of Human Resources stopped her training, denied accommodation and terminated the employee upon learning of her disability. The employee, training to be a telemarketer, alleged that her request to take home a script, for practice, led company officials to query if the employee had a disability. Upon confirming a disability existed, the employee was told that continued training had “no point,” denying the request for the script practice accommodation. Protocol agreed, according to EEOC settlement terms, to a two-year consent decree that obligates equitable relief to fully resolve the suit. Specifically, the company must provide all current and newly-hired employees with disclosure documents, outlining policies and procedures that prohibit disability discrimination and that also address reasonable accommodations. In addition, the company agreed to provide more ADA training to managers, supervision levels and HR staff. Randstad Sourceright has released a report on how the healthcare market continues to face tightening talent pools, supporting anecdotal evidence of this hypothesis.  Says Randstad Sourceright, a booming 85% of human capital leaders, (among 800 international leaders queried) report talent scarcity as one of their greatest remaining concerns. Other eye-catching data include how: over half (52%) also cite AI and robots as ways to optimize recruitment a stunning 89% reveal how TA should be driven by value creation vs cost savings. Citing STEM skills “war” for talent, leaders report value creation plans for TA such as: Integrating full time and gig workers Outsourcing non-core activities (such as manufacturing, IT and back-office functions) Cultivating collaborative relationships with external partners Initiating project-based hiring What significant weight does this study have for TA health care organizations? Health care and life science companies that focus on multiple levels of employee engagement/camaraderie, external collaboration, innovative non-core activity outsourcing, and project-based hiring may gain sounder footing, attaining hard-to-get STEM talent.

Capital Investments & Acquisitions US Equity markets have been on fire with IPOs, most recently the much anticipated LYFT IPO. A flurry of market equity IPOs often translates to a concomitant boon in mergers and acquisitions, as our readers will see:  

Alight Solutions, a leader in technology-enabled Heath, wealth and human capital management (HCM) and financial solutions, announced that substantially all of its acquisition is completed, of the Workday and Cornerstone OnDemand cloud practices of Wipro Limited. Alight Solutions CEO Chris Michalak will remain at the helm to oversee more than 300 colleagues join his existing team, to strengthen Alight‘s leadership in cloud-based HCM and financial deployment and services. Outmatch, a leader in predictive and culture analytics announced that it is joining forces with The Devine Groupto become one company under the name OutMatch. Devine Group clients and prospects can take advantage now of the scalable, integrated OutMatch platform, including pre-hire assessments and employee development, as well as culture analytics and video interviewing from OutMatch‘s recent acquisitions of Pomello and Wepow.Outmatch now provides employers with a competitive edge through a deep understanding of candidates’ cultures and behaviors that drive success across industries such as finance, healthcare, hospitality and retail. Hopkinton-based Human Resources software firm PrismHR has acquired Kansas-based AgileHR, a cloud-based talent management software company. The acquisition was announced just two months after AgileHRs performance management solution was integrated with PrismHR‘s platform for human resource outsourcing. Gary Noke remains CEO of PrismHR following the acquisition. TMP Worldwide has now closed its previously announced acquisition of CKR Interactive. Based in Campbell, CA and founded in 2001, CKR Interactive has grown to become a leader in employee branding and recruitment, bringing a new range of client solutions and platforms including TalentBrew to TMP‘s business. CKR Interactivewill continue to operate under its existing name and will be recognized as a TMP Worldwide company led by President and CEO, Curtis Rogers. Truli Technologies announces its acquisition of Recruiter.com, Inc., a recruitment technology platform, in a subsidiary merger transaction.  As a result, Recruiter.com, Inc. is now a wholly-owned subsidiary of Truli. Simultaneously, Truli purchased certain specialized recruiting assets of Genesys Talent, LLC, which will continue to own and develop its own candidate sourcing and engagement technology, MatchList. Going forward, the company will effect a name change from Truli Technologies, Inc. to Recruiter.com, Inc.  Miles Jennings will continue as CEO. Michael Woloshin, founder and former CEO of Recruiter.com will act as the company’s independent business development consultant. After these acquisition/merger movements, Truli Technologies, Inc. will continue its focus on the development and acquisition of technology that solves industry recruitment challenges through connections, automation, and engagement. Unit4 has acquired Intuo, a talent management solution focused on internal performance, engagement and learning. Located in the Benelux Union, Unit4 sees Intuo‘s solution as a platform to bolster its own more traditional, transactional HR system, with key features including: 360 feedback and recognition Frequent engagement pulses and surveys Learning Management Guided and customizable check-in conversations Dashboarding and advanced behavioral analytics Intuo‘s platform also offers direct integration to services like Office365 and Slack, and already has gained approx. 120 customers since 2013, including BMW, Verisure, Brussels Airport, Thomas Cook, FairFX, Ag Insurance and Europa Bank.  

Conferences Campus Philly, a non-profit organization that fuels economic growth by encouraging college students to study, explore, live and work in the Greater Philadelphia tri-state region, is holding their first Young, Smart and Local Conference, to take place April 9 and 10. The first of its kind, the Young, Smart and Local Conference will be in partnership with Action Greensboro, an economic development organization in Greensboro, NC. The conference will take place with two goals: To create a network for other cities that are doing similar kinds of work To create a cross-sector network, allowing college students and the area of Greater Philadelphia to collaborate, to enhance relationships, and to jumpstart efforts to attract and to retain new talent. Key topics of the conference include issues for first-generation and underrepresented students, and available resources for such students. For more information or to register, visit: Young Smart & Local Conference   Intern Bridge, Inc., an Austin, TX based research and consulting firm, will be presenting the Total Internship Management Workshop on April 16 at St. Cloud State University. This workshop is designed to serve the needs of companies seeking to increase ROI and increase structure for the success of internship and entry-TA initiatives. For more information or to register, visit Total Internship Management Workshop .   As these keystrokes hit the page, let’s also take note of our very own HRTX Dallas 2019 RecruitingDaily Conference at the Stonebriar Country Club in Frisco, TX.  Expect more buzz and chatter soon, about this Un-Conference and Training Event held on April 4 with area top professional favorites: Shally Steckerl Ronnie Bratcher Jackye Clayton Brian Fink Michael “Batman” Cohen Hometown favorite Craig Fisher William Tincup

People and Places on the Move A hearty congratulations is extended to the following organizations and people, moving, shaking, and bringing TA to new levels of exceptional records and service:

Human Resource Partners, an operational HR solutions firm based in Dover, New Hampshire announces Amy Mayo joining their team as HR Business Partner. Mayo brings an extensive background in HR compliance, employee relations, benefits administration, policies and procedures, union/labor relations, employee career development, retention and much more. Prior to joining here, Mayo worked for Associated Grocers. Randstad Sourceright has been named a Leader and Star Performer for recruitment process outsourcing services in Everest Group’s Recruitment Process Outsourcing Services PEAK Matrix Assessment 2019. RandstadSourceright demonstrates its highest ratings across verticals of Vision & Capability as well as Market Impact. The Everest Group‘s annual assessment designates RPO providers as Star Performers based on the greatest relative year-on-year movement on the PEAK matrix.

Ridgeway Partners, a global advisory firm specializing in executive search, board appointments, and succession planning, announces hiring Julie Zadow to its leadership team. Zadow joins Ridgeway with over 20 years of leadership experience in marketing, talent strategy, culture mapping, and organizational design. She will be based in the Boston office. Los Gatos CA-based real estate firm Serena Group announces Don Tornincasa will transition from Regional Manager and take over as Senior VP, TA, effective immediately. Tornincasa joined the firm in 2016, with 29 years’ experience in and around the business as both a top-selling agent and manager. In his new role, Tornincasa will be mentoring new company management and actively meeting with community agents to cultivate external relationships with Serena Group. Staffing Industry Analysts, a global advisor on staffing and workforce solutions, is pleased to announce that Subadhra Sriram, Editor & Publisher, is among the winners of this year’s Jesse H. Neal Awards. Sriram is the recipient of the 2019 Timothy White Award, that recognizes exemplary leadership in the face of challenges that editors face daily. This memorial award is named after the longtime editor of Billboard who served as a moral compass in the music industry, tackling controversial issues. Ultimate Medical Academy recently recognized six nonprofit healthcare educational institution’s top employee partners with Spark awards at their recent Spark Summit, aimed to ignite collaboration, networking, innovation and change within the booming healthcare industry. Ultimate Medical Academy, headquartered in Tampa, FL, is a nonprofit healthcare educational institution with a national presence. This year’s recipients of Spark awards include: Torchbearer Award (the equivalent of a lifetime achievement award) to CVS Health Opportunity Award to BroadPath Healthcare Solutions Spark of Change to four employers: Cielo (Walgreens) TTEC Sykes Enterprises CiOX Health What news would you like to share with us for upcoming weekly news updates? Contact us at [email protected] Read the full article

[stiri-noi]

Pricipalele provocări pe care 2018 le aduce în domeniul HR

Anul 2018 a adus cu sine griji majore în domeniul resurselor umane: 41% dintre managerii de HR au afirmat că procesul de employee engagement este una dintre situatiile majore cu care se vor confrunta în acest an. De asemenea, 36% dintre specialiștii de resurse umane se așteaptă să întâmpine probleme la nivel de retenție a angajaților, 33% sunt îngrijorați de absența managementului și tot un procent de 33% de probleme în procesul de recrutare a angajaților.

Ediția HR Summit de la Cluj-Napoca, din 13-14 Martie, îmbunătățește conceptul deja consacrat prin alinierea la cerinţele pieţei, subiecte de interes, speakeri internaţionali şi publicuri ţintă emergente.

„Structurată pe două zile, conferința de resurse umane HR Summit aduce în atenția participanților dezbateri constructive, workshop-uri interactive precum și know-how internațional. Tematicile abordate răspund nevoilor publicului transilvănean și caută să inspire, să dezvolte și să educe. La HR Summit discutăm între profesioniști. Implică-te.”, declară Bianca Tritean, Project Manager HR Summit.

Prima zi a conferinței, 13 martie, este dedicată workshop-urilor:Power of Play, Dan Berteanu, Managing Partner, Equatorial

Despre motivare – workshop bazat pe PCM, Andreea Bădescu, Senior Trainer & Executive Coach, Creative & Bright

HR partener pentru transformare (de la diagnoza la transformare), Csaba Gergely Varga – Consultant, Trainer, Coach, Influence Consulting

Innovation keeps you moving, Alexandru Aldoescu – Head of HR, General Affairs &Procurement Manager (România & Bulgaria), Samsung Electronics România

Ziua plenară a conferinței, 14 martie, aduce dezbateri și prezentări pe tematici precum:

Wellbeing – provocări, tendințe și instrumente de diagnoză – Dana Tudor Tănase, Managing Partner Creative & Bright

Cluj-Napoca goes AgileHR – Natal Dank, Founder & Director, Southern Blue [UK] Growing People – Ioana Marcu, Executive Coach, Ascendis România

New era new challenges – Alexandru Aldoescu, Head of HR, General Affairs &Procurement Manager (România & Bulgaria), Samsung Electronics România

Cutting through the noise – Catrin Lewis, Global Internal Communications Manager, Reward Gateway [UK]

Strategii de Employer Branding pentru Millennials – Anca Bătae, Business Development Manager, cv30 & Lavinia Vladu, Co-Founder & CMO, cv30

Background Screening – about honest CVs. – Mona Hristachi, General Manager, Mindit Consulting

The changing nature of work and it’s impact on HR – Anthony Ryland, Founder & Managing Director, Tap’d Solutions [UK]

Detalii suplimentare despre subiectele abordate şi tematicile speakerilor sunt disponibile pe site-ul oficial al evenimentului: www.cluj.hrsummit.ro.

#afaceri

[thiruhr]

Tweeted

A7. #HR will not be functioning the way we know it now. As #HR gets embedded in business with an increasing focus on value creation, many of the current tasks may disappear and new tasks will appear. #ArchiacHR will die to pave way to #AgileHR#DigitalHR #HRSangam

— Lionel J D Paul (@LionelJDPaul) November 30, 2017

#IFTTT #Twitter

[francievanwirkus]

Trust the Teams Means Trusting the System(s)

Trusting the team in a complex organization has two parts, one far more challenging than the other.

There is the leadership quality of letting go and trusting a team to do the work. It includes avoiding micromanaging, and being curious rather than overbearing. It’s a huge topic, with many ways to overcome this personal skill, including coaching. 

The second and more challenging part of trusting the team is actually trusting your system(s). If your system doesn't give reason to know what going on, the teams will be unpredictable. This problem needs incremental, systematic improvements that help create agility over time.

#Francie Van Wirkus #ab2consultingservicesllc #leader coaching #executive coaching #coach #agility #agileHR #trust #agile teams #trust the teams #trust the system #transformation #OCM #change is hard #scrum master #product management #product owner #tree farm