What Does Successful Leadership Development Mean?

February 25, 2019 | 123 views

A recent Gartner global survey of over 800 HR leaders found that 47% of all respondents struggle to develop effective leaders in their organizations.  This problem – ineffective development of leaders – ranked higher than any other problem associated with current and future leadership bench strength. It also speaks to the tremendous need for better leadership development solutions and democratisation of leadership development to increase bench strength.

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Interim HR Consulting

nterim HR Consulting is a national Human Resources department support firm. We operate exclusively to HR and fulfill any HR needs with our many services.

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WORKFORCE MANAGEMENT

HR Compliance: Get Back to Basics During the Great Reset

Article | June 24, 2022

We hear the term “getting back to basics” quite often and we’re hearing it a lot lately. Regular readers of HR Bartender know that I’m a fan of consulting the dictionary, so I did a quick search to see what “getting back to basics” means. The Collins Dictionary defines it as “concentrating on simple, important ideas or activities.”Getting back to basics can be an opportunity to refocus and streamline. It can be ways to deliver great work with fewer steps. To become more proactive, especially if the organization feels they have been very reactive lately. Getting back to basics can help us spend time on things that are directly aligned with the business. The reason I’m bringing this up is because now is a great time to evaluate HR compliance processes. If we step back for a second, let’s look at what’s going on right now. From a business perspective, organizations are redefining the customer experience. I’m not saying that’s bad. But companies are trying to set new expectations with customers. I’m hearing an increasing number of people talk about spending some or all their time back in the office. Even employees who are 100% remote are talking about going in for special company events. So not only are companies setting new expectations with customers, but they’re setting new expectations with employees. While we’re going through this reset, it only makes sense to examine the way we’re doing things in HR.

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HR PRACTICE

What Unconventional People Analytics Looks Like?

Article | July 15, 2022

HR analytics was first conceptualized in 1911 in the book ‘The Principles of Scientific Management’ by Frederick Taylor. Since then, it has become a prominent aspect of people management. Its application in performance optimization, employee retention and employee engagement is unprecedented. However, HR analytics has contributed in a multitude of ways to improving decision-making. Its scope is expanding and spilling into other areas of business. Many organizations are uncovering ways to use their people insights to inform decisions that have nothing to do with hiring. Applying HR Analytics to Identify a New Office Location The tech giant Cisco demonstrated that the use of people analytics can take many different shapes and forms. The company used data to guide its decision on choosing a new office building location, optimize space and build a positive culture right off the bat. Powered by the company’s data from across its 266 offices in 87 countries, the people analytics team got into action to identify usage rates and costs in the organizations. The team took into consideration the neighbourhood and community around them to assess the business outcomes. The team went over and above to examine the availability of talent from nearby universities in relation to the areas their competitors served. Predicting ROI on an Apprenticeship Training Program Multinational energy provider, SSE, deployed an in-depth analysis of their trained apprenticeship program to calculate ROI. It not only enabled the company to make a business case for its apprenticeship program to senior management but also see the true value of its initiatives through a financial lens. SSE discovered that every £1 invested collectively by the individual, society, and employer in a fully trained apprenticeship yields a return of £4.29 to the economy. Making Diversity More Than Just a Buzzword The carpool service, BlaBlaCar, used data analytics in HR to review job applications that were comprised of biased language and messaging. The company also structured its interviews in a way that was inclusive, a tactic that helped them convert candidates into employees and increase the diversity on their teams. London-based survey company Saberr employed HR analytics to explore candidates’ behavioral compatibility, core values, and diversity to identify if a candidate will feel welcome in an organization and the strength of their interpersonal relationships. Beyond the Hiring Horizon A 2019 study by Chalutz Ben-Gal discovered that recruitment and workforce planning are the two areas of HR that yielded the highest returns. By using data to fuel insights outside of hiring and people management, some organizations are demonstrating the innovative ways that HR analytics can power business outcomes. Whether to pinpoint a new regional office, assessing investment decisions or spearheading diversity and inclusion, leveraging people analytics is a matter of thinking outside the proverbial box and maximizing the combined power of people and their behaviors to drive innovation.

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TALENT MANAGEMENT

Purposeful Employee Well-being: Making Data-based Decisions

Article | June 24, 2022

The pandemic uncovered several insights into the significance and connection between health, wellbeing, and productivity at work. Whether you work from home or in an office, without employee well-being, there is no organizational resilience. HR leaders are recognizing this bare truth and are focusing on more than just physical health. There is a push to promote holistic wellness, which includes physical, mental, social, financial, and psychological well-being. Employee Well-Being and the Modern Organization Studies have proved that employee well-being has a direct impact on revenue and profitability. It affects the overall employee morale, productivity, and employee experience. Focusing on employee well-being leads to a 41% drop in absenteeism, as well as more innovation, better retention, and lower healthcare costs. As workplaces have undergone much transformation in recent years, employees’ expectations from a health and wellness perspective have taken on a new shape. Forward-looking organizations are committing to developing meaningful initiatives that foster well-being in the workplace. Organizations do not intend to stop providing health coverage and benefits. They are proactively infusing well-being into the work culture, employee experience, and career growth as these factors are most likely to take precedence in the near future. In fact, according to a study by TeamStage, 78% of employees were more likely to continue working because they liked the benefits. In this context, data and a handful of key metrics will set the tone for HR professionals to deliver more value to their employees. Mapping the Metrics That Matter So what metrics will play a key role in bringing modern, employee-oriented wellness and health programs? According to a Paycor survey, 17% of HR professionals were able to provide a concrete response to changing their approach to well-being in 2022. Some initiatives include: Mental health awareness and training Discount on mental health apps Virtual exercise programs A 24/7 support helpline Employee Assistance Program (EAP) The first viable option is to implement a meaningful way to measure employee happiness in the workplace. For instance, international electronics giant Hitachi used wearable devices to monitor a range of activities, including sitting, standing, talking, and even typing, to create a measuring algorithm. Hitachi identified and pre-empted stressors and health concerns in the workplace by offering corresponding benefits. However, implementing benefits isn’t enough. Many employers are calculating employee interaction with their wellness offering through online portals. This key metric is used to determine whether or not employees are making the most of their benefits. In turn, this demonstrates their engagement levels with the company. Parting Words As the work landscape has shifted from the office to homes and job markets have become more volatile; stress, anxiety, and mental illnesses are mainstays of employee concerns. The pandemic underlined the importance of having a robust grip on employee well-being for organizations to be able to survive such drastic transformations. However, employee wellness has proven to be a cornerstone of sustainability and resilience all along. Organizations that hope to thrive and grow well into the future will need to highlight employee well-being as an integral part of their workforce strategy.

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RECRUITMENT & RETENTION

How SMBs Can Configure a Revenue-Generating Recruitment Tech Stack

Article | May 12, 2022

Assembling a winning recruitment tech stack is much like recruiting the right candidate. You’re bound to find people who match some of your requirements. There will be a few candidates who seem like a match but don’t tick every box. Then there are those that stand out because of a single quality. The recruitment tech stack has long served the HR departments in large organizations to streamline their people management. However, for small businesses, using an HR tech stack can be a big decision. According to a study by Goldman Sachs, 44% of small businesses had only three months of cash reserves during the pandemic. This forced them to be smarter with their resources when it comes to staffing. HR Recruitment Tech Stack for SMBs: The Status Quo Considering how HR as a department can be loaded with work in small and medium-sized organizations, it is imperative to have a tech stack that is well-rounded and cost-efficient. Since 2022, small businesses have faced the brunt of a talent shortage during the Great Resignation. “It's about capitalizing on the tailwinds as the economy heals and fully reopens.” Courtny Cloeter, Chief Revenue Officer at OneSource Virtual Talk about the great resignation, retention problems, and underfunctioning tech stacks. A National Federation of Independent Business report found that over 51% of small businesses couldn’t fill all their job openings in October 2021. According to Oracle’s report on the state of HR tech stack in 2020, HR managers of only 33% of small businesses consider HR tech stack as one of their top three issues. In addition, only 31% of small business HR teams report automating their people management processes. This leaves a lot on the table for SMBs who want to get the most bang for their buck. How HR in SMB’s Can Use Recruitment Technology to Improve Profitability SMBs that currently have a non-existent HR tech stack can look forward to gaining immediate benefits. According to Oracle’s report, 66% of SMBs reported seeing a significant improvement in efficiency. But efficiency is just the first step. In the age of talent shortages, remote workplaces, and mass resignations, SMBs can leverage a tech stack or tech recruiting platform to develop a winning hiring strategy. Let’s discover some of the benefits that could do wonders for the growth and revenue of SMBs. Attract Top Talent It goes without saying that quality workers benefit an organization much more than average workers. But the contrast between the two can mean either savings or a loss of thousands of dollars for small businesses. A McKinsey study reveals that in low-complexity jobs, high performers are 50% more productive, while the difference is 800% for high-complexity jobs. Developing a robust recruitment technology stack can drive high-qualified candidates faster to SMBs. Improve Employee Experience Hiring top talent is just the beginning. You need to retain that talent to save on hiring costs. That’s where employee experience comes in. A case study by Great Place to Work demonstrates how essential employee experience is. Brains on Fire, a creative agency, used employee surveys to increase their engagement score from 74% to 92% in just two years. Armed with the data from the survey, the small business refined its hiring process and boosted trust and engagement exponentially. SMBs will benefit greatly from a tech recruiting platform that includes engagement initiatives in its stack. Increase Productivity Increased productivity means higher revenue. In fact, Harvard Business Review reports that organizations that report 40% more productivity than average also have a 30–50% higher operating margin. That makes a massive difference for small and medium-sized organizations. How SMBs Are Using Recruitment Technology to Overcome Talent Shortages Recruitment Marketing The battle for qualified candidates starts way before a job application comes in. Many small businesses are making inroads into quality talent pools with recruitment marketing. For instance, many recruitment marketing tools allow organizations to instantly advertise on premier job sites. This saves time and helps SMB HR teams reach more candidates faster. Recruitment marketing tools are critical in the HR toolkit of SMBs. AI in Recruitment Tech Stack AI is a cross-functional technology in HR processes. With AI in recruitment, small businesses can maximize both time and resources to automate areas of hiring, candidate screening, interview scheduling and performance management. Data analytics can help uncover crucial insights into challenges, which can then be addressed with AI-based HR solutions. Conclusion: What Can Small Businesses Anticipate in the Future of Recruitment Technology? With technology recruitment, small businesses learn to tackle everything from hiring talent, managing performance and productivity, and shaping employee engagement. With technology, recruitment becomes more functional, performance-driven, and efficient. Small businesses can script tailored HR strategies that get the most out of their resources and deliver impressive results like it did for Brains on Fire. As SMBs continue to adopt modern tech recruiting platforms as their go-to HR management solution, they can shift their efforts towards strategic scaling. With a recruitment tech stack that scales with growing businesses, SMBs can sit back and focus on what matters: driving revenue. Frequently Asked Questions What are the technologies used in a tech recruiting platform? Some of the technologies used to leverage recruiting platforms include artificial intelligence, applicant screening and tracking, recruitment CRM tools, video interviewing tools, and training platforms. Is recruitment CRM a part of a modern recruitment tech stack? Yes. Recruitment Candidate Relationship Management (CRM) is used as part of the hiring process. It is used to manage all aspects of staffing and recruitment. It helps to build relationships with the talent pool and create a seamless hiring process. What are the must-haves in a recruitment technology stack? The must-haves of a recruitment stack are employee referral tools, email automation, video interviewing, CRM, social media automation, and job posting.

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Spotlight

Interim HR Consulting

nterim HR Consulting is a national Human Resources department support firm. We operate exclusively to HR and fulfill any HR needs with our many services.

Related News

Skillsoft and SumTotal Announce Innovation Awards Winners at Perspectives 2019

Skillsoft | April 16, 2019

ORLANDO, Fla. – April 16, 2019 – Today at Perspectives 2019, Skillsoft and SumTotal announced their Innovation Awards winners. The annual awards program celebrates the innovative ideas, powerful programs and inspiring leaders who are transforming the corporate learning and talent management landscape by leveraging Skillsoft and SumTotal products and services. The Innovation Awards were judged by an independent panel of subject matter experts from Skillsoft and SumTotal as well as industry analysts from Brandon Hall Group, Craig Weiss Group, H3HR Advisors, IDC, Lighthouse Research and Wainhouse Research. “We continue to be inspired by the outstanding results and achievements of our Innovation Awards winners,” said Chad Gaydos, chief operating officer of Skillsoft. “These organizations have harnessed the full power of Skillsoft’s and/or SumTotal’s solutions to deliver transformational learning and development programs to their workforces. The positive impact that innovative talent development and employee engagement programs can have on an organizations’ ability to acquire, retain, and upskill the best people in an incredibly competitive talent market cannot be understated.”

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Fosway Group Recognizes Skillsoft as a Core Leader for the Third Consecutive Year in the 2019 9-Grid™ for Digital Learning

Skillsoft | March 05, 2019

Skillsoft, a global leader in corporate learning, announced today that Fosway Group has recognized Skillsoft as a Core Leader for the third year in a row in the 2019 9-Grid™ for Digital Learning. Skillsoft’s solidified position as a Core Leader is attributed to its continued innovation across its broad and deep multi-modal learning content portfolio. Throughout 2018, Skillsoft launched new and/or enhanced Compliance, Leadership and Technology and Developer solutions available on Percipio, Skillsoft’s intelligent learning experience platform. Percipio Compliance: Percipio Compliance is a new solution that delivers Skillsoft’s comprehensive compliance training comprised of 500+ critical risk topics in 32 languages on Percipio. The solution provides one of the most extensive global libraries of legal coverage, ethics training and workplace safety training available with robust functionality and a modern UX that delivers an engaging user experience while addressing complex regulatory needs. Centralizing an organization’s entire learning program on one platform allows learners to use Percipio to take required compliance training and access Skillsoft’s proprietary content, the customer’s own content as well as third-party content to build critical skills and competencies. Skillsoft Leadership Development Program: The Skillsoft Leadership Development Program (SLDP) features an innovative, scalable and cost-effective course series aimed at accelerating leadership learning at all levels. Courses average 45-60 minutes of high-definition, video-based instruction, each comprised of 5-8-minute single-concept segments to support micro-learning across today’s critical leadership competencies for the digital economy. A unique learning design and scenario-based pedagogy based on brain science research set SLDP apart in the market. Skillsoft’s approach leverages a common set of characters throughout the curriculum, including a “leader mentor.” Through compelling drama and pragmatic storytelling, Skillsoft models the critical human-interaction elements of leadership and demonstrates effective implementation strategies within the team context, allowing learners to tie learning to on-the-job behaviors.

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Skillsoft Named to Training Industry’s Top 20 Leadership Training Companies for the 8thConsecutive Year

Skillsoft | February 28, 2019

Skillsoft, a global leader in corporate learning, today announced it has been named to Training Industry’s 2019 Top Training Companies™ list for the Leadership Training sector of the corporate learning and professional development market. 2019 marks the 8th consecutive year Skillsoft has received this prestigious accolade from Training Industry, the leading research and information resource for corporate learning leaders. Every year Training Industry prepares the Training Industry Top 20 and Training Industry Watch List reports on critical sectors of the training marketplace to better inform professionals about the best and most innovative providers of training services and technologies. Core to Skillsoft’s differentiated leadership offering is the Skillsoft Leadership Development Program (SLDP). Launched in 2018, SLDP is an innovative, scalable and cost-effective course series designed to prepare leaders to manage agile teams in today’s digital economy. Designed to engage leaders at all levels of an organization, SLDP’s flagship, scenario-based courses cover 30 of the most critical leadership competencies, including Leading Through Disruption, Leading Through the Challenge of Change and Leading with Agility. Additionally, Skillsoft’s Live Events series provides further differentiation as it delivers unique access to premier academics and renowned authors such as Erica Dhawan, Daniel Pink and Adam Grant. “The 2019 Training Industry Top 20 Leadership Training Companies continue to lead the way in the industry through innovation, through the adaption of new modalities and by delivering programs to a variety of employee levels,” said Danielle Draewell, market research analyst at Training Industry, Inc. “Skillsoft was selected based on the scale of participation in its leadership training programs, the variety of leadership training programs offered and its overall standing as an influential thought leader among its peers in the learning and development field.” Selection to the 2019 Training Industry Top 20 Leadership Training Companies List was based on entrants’ thought leadership and influence on the leadership training industry, breadth and quality of programs and audiences served, company size and growth potential, industry recognition and innovation, and strength of clients and geographic reach. View the 2019 Top 20 Leadership Training Companies List.

Read More

Skillsoft and SumTotal Announce Innovation Awards Winners at Perspectives 2019

Skillsoft | April 16, 2019

ORLANDO, Fla. – April 16, 2019 – Today at Perspectives 2019, Skillsoft and SumTotal announced their Innovation Awards winners. The annual awards program celebrates the innovative ideas, powerful programs and inspiring leaders who are transforming the corporate learning and talent management landscape by leveraging Skillsoft and SumTotal products and services. The Innovation Awards were judged by an independent panel of subject matter experts from Skillsoft and SumTotal as well as industry analysts from Brandon Hall Group, Craig Weiss Group, H3HR Advisors, IDC, Lighthouse Research and Wainhouse Research. “We continue to be inspired by the outstanding results and achievements of our Innovation Awards winners,” said Chad Gaydos, chief operating officer of Skillsoft. “These organizations have harnessed the full power of Skillsoft’s and/or SumTotal’s solutions to deliver transformational learning and development programs to their workforces. The positive impact that innovative talent development and employee engagement programs can have on an organizations’ ability to acquire, retain, and upskill the best people in an incredibly competitive talent market cannot be understated.”

Read More

Fosway Group Recognizes Skillsoft as a Core Leader for the Third Consecutive Year in the 2019 9-Grid™ for Digital Learning

Skillsoft | March 05, 2019

Skillsoft, a global leader in corporate learning, announced today that Fosway Group has recognized Skillsoft as a Core Leader for the third year in a row in the 2019 9-Grid™ for Digital Learning. Skillsoft’s solidified position as a Core Leader is attributed to its continued innovation across its broad and deep multi-modal learning content portfolio. Throughout 2018, Skillsoft launched new and/or enhanced Compliance, Leadership and Technology and Developer solutions available on Percipio, Skillsoft’s intelligent learning experience platform. Percipio Compliance: Percipio Compliance is a new solution that delivers Skillsoft’s comprehensive compliance training comprised of 500+ critical risk topics in 32 languages on Percipio. The solution provides one of the most extensive global libraries of legal coverage, ethics training and workplace safety training available with robust functionality and a modern UX that delivers an engaging user experience while addressing complex regulatory needs. Centralizing an organization’s entire learning program on one platform allows learners to use Percipio to take required compliance training and access Skillsoft’s proprietary content, the customer’s own content as well as third-party content to build critical skills and competencies. Skillsoft Leadership Development Program: The Skillsoft Leadership Development Program (SLDP) features an innovative, scalable and cost-effective course series aimed at accelerating leadership learning at all levels. Courses average 45-60 minutes of high-definition, video-based instruction, each comprised of 5-8-minute single-concept segments to support micro-learning across today’s critical leadership competencies for the digital economy. A unique learning design and scenario-based pedagogy based on brain science research set SLDP apart in the market. Skillsoft’s approach leverages a common set of characters throughout the curriculum, including a “leader mentor.” Through compelling drama and pragmatic storytelling, Skillsoft models the critical human-interaction elements of leadership and demonstrates effective implementation strategies within the team context, allowing learners to tie learning to on-the-job behaviors.

Read More

Skillsoft Named to Training Industry’s Top 20 Leadership Training Companies for the 8thConsecutive Year

Skillsoft | February 28, 2019

Skillsoft, a global leader in corporate learning, today announced it has been named to Training Industry’s 2019 Top Training Companies™ list for the Leadership Training sector of the corporate learning and professional development market. 2019 marks the 8th consecutive year Skillsoft has received this prestigious accolade from Training Industry, the leading research and information resource for corporate learning leaders. Every year Training Industry prepares the Training Industry Top 20 and Training Industry Watch List reports on critical sectors of the training marketplace to better inform professionals about the best and most innovative providers of training services and technologies. Core to Skillsoft’s differentiated leadership offering is the Skillsoft Leadership Development Program (SLDP). Launched in 2018, SLDP is an innovative, scalable and cost-effective course series designed to prepare leaders to manage agile teams in today’s digital economy. Designed to engage leaders at all levels of an organization, SLDP’s flagship, scenario-based courses cover 30 of the most critical leadership competencies, including Leading Through Disruption, Leading Through the Challenge of Change and Leading with Agility. Additionally, Skillsoft’s Live Events series provides further differentiation as it delivers unique access to premier academics and renowned authors such as Erica Dhawan, Daniel Pink and Adam Grant. “The 2019 Training Industry Top 20 Leadership Training Companies continue to lead the way in the industry through innovation, through the adaption of new modalities and by delivering programs to a variety of employee levels,” said Danielle Draewell, market research analyst at Training Industry, Inc. “Skillsoft was selected based on the scale of participation in its leadership training programs, the variety of leadership training programs offered and its overall standing as an influential thought leader among its peers in the learning and development field.” Selection to the 2019 Training Industry Top 20 Leadership Training Companies List was based on entrants’ thought leadership and influence on the leadership training industry, breadth and quality of programs and audiences served, company size and growth potential, industry recognition and innovation, and strength of clients and geographic reach. View the 2019 Top 20 Leadership Training Companies List.

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Events