A few trends emerge from the list of GlocalThiking's ten most-read articles of 2015. The theme of the impact of digital technology remains top of mind for our readers; articles about analytic processes, talent management and digital HR all found their way into the top four. Many articles in this list are amongst our longer offerings, suggesting that readers set aside time to read them. Here are Glocalthinking’s top 10 most popular articles of 2015.
In 2015 the impact of digital technology and connectivity—especially with internal and external social technologies—is the factor that will most change how work, talent management and the company are understood.
Digitalization represents a new form of hyper-connected organization and collective talent management that will change the role of the HR department. The digital sector must lead this change and help members of the organization to carry out cultural and organizational changes brought about by the technological impact.
Today setting goals, strategies, and actions are rendered meaningless if this is not directly liked to results analysis and measurement. If you bear in mind that people are the most valuable asset for a company’s productivity, the need to integrate analytical processes in the HR function is becoming increasingly crucial to be able to successfully forecast future lines of action.
The markets and its behaviour have changed because society and the behaviour of people have changed. This is the unquestionable reality why the majority of companies today face the challenge of reconstructing their value proposition in their respective industries and sectors of activity. Reinvent or teeter… risk or surrender… innovate or… just vanish.
In 2000, 52% of U.S. adults were internet users . Today in 2015, this figure has risen to 84%. We have become a species dependent upon technology, and as software and hardware systems take over more of our interactions, keeping the “human” in HR is more important than ever.
There’s much to read in Twitter on the different brilliant ideas the HRTech speakers share, but what about the attendees? What are their cool ideas? We wanted to find out, so we chased this up through the hashtag #coolHRidea.
Nicole is the proud CEO of The People Engine Ltd. with the brands New to HR, Human Resources Globaland The Female Leader. Nicole is an internationally recognised HR leader (revolutionary) using the hashtag #GlobalHR.
I hope the topic will arouse your curiosity and if it hasn’t, then perhaps the double play on words will lead you to read to the very end.
Have you thought what your farewell letter would be like if you decided to leave the company tomorrow? If you have never done this exercise before, let me congratulate you and believe you’re someone who has managed to make their job, their hobby without any hassle from anyone.
The truth is that the internet is rife with many disparate studies and information referring toGeneration Y, Echo Boomers or Millennials. A bit of background, people who belong to this group are the offspring of the Baby Boomers (50/60 years) who are currently around 18-33 years old, born between the 80s and early 90s. The term most used to refer to them, Millennials, was coined because it is the generation that came of age with the arrival of the new millennium.
9. 5 Keys To Talent Retention: The Relationship Between Maslow’s Pyramid And Compensation And Benefits
The current climate and rapidly evolving organizations raise many challenges for businesses today. In the HR field, clearly one such challenge is the ability to retain talent.
In an increasingly competitive environment for attracting the best talent, companies develop real HR marketing strategies. According to the Bersin “Human Capital Trends” study for 2014, it will be very difficult to retain the most competent employees in global organizations. In the face of this challenge, organizations gather their wits to reinforce employee engagement and minimize the brain drain of high added value. In fact the same report— upon analyzing the situation at the human level across various organizations globally—has spotted that engagement is one of the keys to employee retention
Changing times requires maleability and adaptability to first survive and then succeed over competitors.
For organizations to remain strong, they must transform to become like liquid water that adapts to the markets. Like water penetrates the smallest corner, liquid organizations create new and better business landscapes and opportunities.