To help mitigate employees’ financial stress, providing the right resources to help employees understand their money goals and giving them the tools they need to achieve these goals requires financial education and support. Enabling employees to meet their short-term goals, such as paying the bills, as well as their long-term objectives like saving for a home or retirement can help relieve this stress. It really is no different than any other type of wellness. It’s all a matter of helping people find out where they currently stand, where they want to be and how to get there, the same as with dietary, fitness or productivity goals.
To understand the potential of employees to contribute to the future success of the business, employers focus predominately on reviewing and rating their past performance, according to Brandon Hall Group research. But even the current best performer may not be the best employee for the future.
L&D must establish itself as a guiding light in unfamiliar waters. This is critical as organizations see an increased demand for upskilling and reskilling to improve internal talent mobility — especially since just more than one-third of companies believe they are prepared to develop the skills they will need in the future. Business is moving too fast and the workforce is too busy, distracted and now geographically dispersed for traditional training models to be completely effective.
Employers say their biggest human capital management challenges over the next six months will be retaining talent, employee engagement and acquiring new talent, though 15 distinct challenges are rated at least 3 on a 5-point scale. Organizations are pulled in many directions and most management functions present at least a moderate challenge, creating stress across organizations.
Brandon Hall Group worked with Smartchoice Preferred Provider Realizeit to develop a research brief that analyzes how personalized learning delivers the adaptability and agility organizations require to build skills for today and for the future.
Employers need agile leaders who can thrive during times of uncertainty, ranging from navigating the emerging world of hybrid work to mergers and acquisitions, transformation initiatives and more.
Brandon Hall Group, the leading independent HCM research and analyst firm, is launching a survey focusing on how HR needs to step into the digital age by correlating KPIs with best practices, but also understand the impacts of digital transformation.
Organizations that fail to develop more senior women and other diverse leaders lack progress in ensuring leadership that reflects its employee and customer base, which will become increasingly diverse in the years ahead.
Brandon Hall Group believes that if organizations take an outcome-based approach to learning, employees will become more engaged in learning, see learning as more of an asset than a distraction, change their behaviors and improve performance. In return, businesses will be able to align — or realign — learning with business goals, gain a better understanding of learning’s ROI and demonstrate learning’s impact on the organization.
No organization, regardless of size, industry or nonprofit/private/publicly traded status, seeks to avoid innovation. What innovation means to each company might differ but being able to grow and adapt to a changing world or merely staying a few steps ahead of those changes is desirable for any organization. However, not every organization approaches innovation the same way, so the question remains: what can organizations do to improve their innovation efforts and what role does HR play?