There is never a dull moment in HR. It is constantly changing. Some of the best published content from the previous month proved that fact. Topics included talent acquisition, social capital, digital HR, and making the future of work work for you. Here are the six best articles from the month February 2019.
- Boring office wellness alternatives that actually work
It’s an employee’s world and the employer just lives in it. Workers are quick to leave jobs “that don’t work” for them and are “more likely to career hop.” That’s according to the BBC. The article sites data from the U.S. Bureau of Labor Statistics that indicate men between the ages of 25 and 34 spend less time with each employer; some 2.9 years, as compared to 1983 when the average was just over three years. As a result, employers are trying every strategy possible to retain workers including what the article refers to as “boring” alternatives that work. Some of those include unlimited time off, perks at the office, and wellness programs. To read more, click here.
- Talent Acquisition Strategy: Hiring Smarter
A talent acquisition strategy is more than just a strategy. It’s about a talent acquisition strategy framework that helps hire smarter. This doesn’t only include hiring talent that best fits a company’s needs, but also considering the needs of the prospective employee. In this article by HR Exchange Network editor Mason Stevenson, the focus is put on really understanding what an intelligent talent acquisition strategy looks like from the perspective of the HR professional. It also details several key components to the strategy including workforce planning and improving the candidate experience. To read the article in its entirety, click here.
- Make Learning a Part of Everyday Work
With the meteoric rise of the millennial and the pending rise of Generation Z, learning has become instrumental to employees. HR professionals within the learning function have become much more important to the overall business as a result. Of course, it’s not just younger workers but more experienced ones as well who want to continue their professional education. In a Harvard Business Review piece by Josh Bersin and Marc Zao-Sanders, a case is made for why “lifelong learning has become accepted as an economic imperative.” The two go into detail about how learning impacts the daily workflow and how to make it more “mainstream.” The two also look at learning from the perspective of the individual, a bottom-up view, and then from the perspective of the corporate executive, a top-down view. Read it here.
- Leveraging Social Capital
“There should be little doubt that human capital is a firm’s greatest asset.” But General Motors chief talent officer Michael Arena says companies have to do more such as making sure employees are in the right place to be successful. It’s not enough for HR to bring in the best people. Companies also have to bring out the best in people. That requires HR to “intentionally leverage social capital.” In his latest contribution to the HR Exchange Network, Arena explains why organizations need to “deliberately focus on unleashing the latent potential of the talent that they already employ.” Click here to read more.
- The Future of Remote Work is Happening Now. Here’s How to Make It Work for You
There is little doubt, at this point, you’ve come into contact with working remotely. In just a few years, the remote workforce has grown exponentially. And it’s not just the workers at the bottom who are working from home. Corporate executives are as well. Working remotely is one of those topics that fits firmly under the “future of work” umbrella. In his latest article for Inc., Scott Mautz takes a deep dive into the remote workforce and takes a real look at how companies can make remote work work for them. Suggestions include managing objectives and setting clear goals and expectations. Read more here.
- Digital HR: What Is It and What’s Next?
Technology has changed the game for everyone, including human resources. In his latest piece published on the HR Exchange Network, Dave Ulrich focuses on the implications of HR Technology, which he says can be grouped into four phases of evolution in Digital HR. Those include efficiency and information as well as innovation and connection. Ulrich takes a closer look at each one and explains how technology is being used in these areas. Click here to read more.
Read best articles from January here.