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.
Infosys was recognized across multiple categories at the 2021 Brandon Hall Group Excellence Awards. The company won at the Talent Acquisition Awards in the following categories: Best Candidate Experience -…
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?
Instead of adhering to a skills taxonomy that is carved in stone, companies must build out a strong foundational set of skills to create a learning environment that allows them to adapt as things change. Rather than trying to look into a crystal ball to divine future skills, they should be positioned to build those skills as the need arises.
Employers have been trying to crack the code on delivering learning in the flow of work for some time now. It can be extremely challenging to bring the right learning to people when, where, and how they are working. Much of the dialogue on learning in the flow of work has centered on the individual, but this needs to evolve. It turns out, rather unsurprisingly, that the majority of the work that gets done is accomplished by teams.
Many studies indicate that COVID-19 dealt a major setback to women in the workplace. Even before COVID, Brandon Hall Group research showed that women were not making substantial progress toward gaining a proportional representation in management. Only 51% of organizations believe they effectively develop women in the workplace, according to What’s Changing for Women in the Workplace? Most organizations said that more support from top management and having specific owners of development initiatives for women would help, the research showed.
Regardless of the type of HCM discipline you work in, there’s a good chance your organization is making some effort toward improving its DE&I pipeline and talent pool. Brandon Hall Group research across all of our practice areas has shown a consistent commitment to improving DE&I regardless of organization size or industry type.
There is no discipline in HR under the microscope more than Talent Acquisition right now. With the
COVID-19 pandemic, the “great resignation,” an uncertain return-to-work and other factors to contend
with, having a team of great TA professionals can be a competitive advantage for any organization.
However, as it stands, many struggle to address their current hiring needs and the needs of a talent
market that is changing more quickly than their TA team can keep up with. It is because of these many
conflicts that a growing number of organizations are seeking ways to improve the quality of their TA
process, starting with the people involved.