Digital Transformation: Hiring the right people to drive success

Predicting the future of the labor market is nearly impossible. With conflicting signals including low unemployment, high quit rates and layoffs happening simultaneously. Business leaders are struggling to know what they need next and how to staff for it. To meet the increasing demands of an uncertain labor market, talent leaders from across the organization need to look to their contingent workforce to quickly scale up or down with sudden changes. A highly adaptable workforce or an elastic one can change with any talent market plus help organizations stay on track no matter what comes their way.

Employee Resource Groups (ERGs) can help leaders create an authentic space for belonging, collaboration and allyship which is a high priority for many organizations given the current social, economic and political climate. Although they aim to build a diverse and inclusive culture through establishing ERGs, it can be challenging to know where to start or what considerations should be taken to set the company up for success. How do you choose a name for your ERG? What is required to develop ERG members or educate employees on issues important to the ERG? Do ERGs require an executive sponsor?

Organisations are under continued pressure to manage a highly volatile business environment. This includes rolling out hybrid operating models and addressing increased attention on diversity, equity and inclusion topics. All the while, there is a need to focus on emerging challenges, such as repeated spikes in overall inflation and an increasingly competitive labour market. While HR leaders are expected to help the business define a successful way forward, they recognise that their own strategies and operating models reach their limits, being too unresponsive and ineffective. According to a Gartner survey, 84% of HR functions that have restructured in the past two years, are currently restructuring, or plan to in the next two years. HR leaders need to continue to think about ways to adapt and evolve their own functional strategy, operating model and talent. In this complimentary webinar, we discuss Gartner’s 4 Key Components of HR Transformation that can help you share your strategic value to the business. We also walk through real life examples of what this looks like in action from your peers. Discussion Topics: Understand the four critical components of HR transformation to help you adapt your functional strategy Discover how your peers are evolving their operating model and strategy successfully How you can share the strategic value of your HR transformation to the business

HR is constantly batting four forces of disengagement: Job fit, manager, organization, and people. Unfortunately, there is no one-size-fits-all solution for solving workplace disengagement. The best approach depends on your organization's culture and the personality of your workers. In this program, The Predictive Index's CEO, Mike Zani discusses how to look at engagement and performance in a way that will lead your team to become a winning one. Learn how to find and work with the cultural champions, grinders, contaminators, and silent killers in your company.