Paris Cloud Week - retour vers le futur! The business partner model: 10 years on - Lessons learned. 1.
All support functions are in the same boat The business partner model is not unique to HR; all staff functions are trying to find ways to deliver more value to either top line growth or to bottom line profitability. The need for greater business performance has put all support functions under a microscope. If they are not delivering definitive and sustainable value, they have been given the mandate to change, be eliminated or be outsourced. Information systems, finance, legal, marketing, research and development and HR are all under scrutiny and pressure to create greater value for their companies. 2.
Capture Your Creativity with a Digital Notebook - HBR. When we talk about the problem of driving innovation, we often focus on how to foster creative thinking.
But much of the time, the challenge isn’t that we lack creativity — it’s that we fail to capture the bursts of inspiration we do have, or fail to recall our great ideas in the moments and contexts where they can actually be useful. Once you have the right system for capturing your moments of inspiration, and for finding that inspiration when you need it, you can create a virtuous circle in which inspiration fuels inspiration. I first got serious about capturing my own moments of inspiration in my early twenties, when a friend encouraged me to start writing down what he called my “Alex ideas” — mainly because he was tired of having to listen to them, I suspect. This was back in the prehistoric era before even Palm Pilots had been invented, so I carried around a tiny little notebook and made a habit of writing down my bolts from the blue.
Les blogs RH. 25 Well-Known HR Influencers Worldwide - HR in ASIA. There are several people who have been actively express their insights, in order to create a better HR world.
Their voice are supposedly heard by every HR professional around the world, including Asia continent. These people are using their power to help educate and inform, and we can learn from these people all the time. Here is a list of 25 HR influencers in no particular order. Find them on their website, Twitter, or LinkedIn to keep you stay update on the HR industry. Transforming Technology Companies: Putting People First. To fulfill its new role as transformation enabler, HR will also need to retool core processes and upgrade its capabilities.
Seven critical areas will need attention. Organization Design. Frequent product and strategy shifts will call for regular modification of the organization structure. Line business leaders, together with HR, should decide how the organization needs to change. Then, HR should orchestrate the process, bringing the right people together and ensuring that they address the critical questions and their implications. Why People Management is Replacing Talent Management. Posted on January 25th, 2015.
The Epic Shift: Away from “Talent” and now focus on “People.” Talent scarcity is still a problem, but engagement, empowerment, and environment are now the real issues companies face. For the last ten years businesses and human resources departments have been heavily focused on building talent management strategies. Originally conceived as programs to help manage people from “pre-hire to retire,” these strategies have spawned a $10+ billion software industry, helped refocus HR departments, and have educated CEOs and business leaders about the importance of talent.
And the scarcity of talent gets worse. Our latest research shows that your ability to attract talent (the right people, not just anyone) is now one of the biggest differentiating factors in business. Developing Intellectual Diversity. Developing Intellectual Diversity New research finds a lack of intellectual diversity could be harming your organization, and experts say it is up to HR executives to increase the urgency around hiring this type of talent, who can bring unique and fresh perspectives to the organization.
By William Atkinson Thursday, August 6, 2015 One of the questions asked of senior HR executives in Korn Ferry Institute's CHRO Pulse Survey 2015 was: "Do you feel your organization is lacking in experiential and intellectual diversity? " A surprising 62 percent answered "Yes. " Toward a new HR philosophy. What is the appropriate role for the human-resources function?
Many companies view it as merely administrative, with little or no strategic impact. Of course, HR leaders bridle at this perception and regularly seek ways to have a seat at the table. In the quest to be viewed as more strategic and more important, HR often tries to take on greater responsibility. (For more, see “Getting beyond bureaucracy in human resources.”) Yet the gap between HR’s aspirations and actual role persists. Rainer Strack: The workforce crisis of 2030. L'avenir appartient aux entreprises qui donnent le pouvoir aux salariés. À l’heure où tout s’accélère, le management traditionnel est dépassé.
Pour s’adapter, certaines entreprises développent des organisations qui laissent place à l’initiative individuelle et à la collaboration entre salariés. Génération Y - exemple de management. 16 mar 2015 par Julien POUGET Coup de projecteur sur une vidéo découverte sur le site de la revue L’ADN.
La vidéo, réalisée par Elephant at Work, suit les pas d’un patron pas banal. Âgé de 81 ans, Stan Richards dirige l’une des plus grandes agences de publicité du pays. Sa marque de fabrique ? Il s’attaque à tous les privilèges accordés traditionnellement aux managers. Cette vision très « horizontale » des relations de travail fait naturellement écho aux aspirations des membres de la génération Y et de la génération Z.
Les attributs des managers français, s’ils varient selon les secteurs et les cultures d’entreprises, sont solidement ancrés dans les mentalités. A l’heure où les ressources travaillent doivent travailler de manière collaborative, je crois plus au modèle horizontal. Friedman-how-to-get-a-job-at-google. MOUNTAIN VIEW, Calif. — LAST June, in an interview with Adam Bryant of The Times, Laszlo Bock, the senior vice president of people operations for Google — i.e., the guy in charge of hiring for one of the world’s most successful companies — noted that Google had determined that “G.P.A.’s are worthless as a criteria for hiring, and test scores are worthless. ...
We found that they don’t predict anything.” He also noted that the “proportion of people without any college education at Google has increased over time” — now as high as 14 percent on some teams. At a time when many people are asking, “How’s my kid gonna get a job?” Baby_Boomers.pdf. How to Manage Different Generations. Lessons in Leadership A leadership guide featuring step-by-step how-tos, Wall Street Journal stories and video interviews with CEOs. Managers are increasingly grappling with generational differences in their work forces.
Talent_Mobility_pre_Davos_19March1_tcm80-41189. Inside the Employee Mindset. Global Leadership and Talent Index. The 1,263 executives surveyed work for a wide variety of companies around the world. We allowed only one respondent per company. Slightly more than half the respondents, or 55 percent, work in professional services, industrial goods, consumer goods, and the public sector. Technology, media, and telecommunications companies and financial services companies accounted for 17 percent of the sample, followed by health care, energy, and “other.” The respondents were based in 85 countries altogether. Forty percent were based in Europe and 30 percent in Asia, of which 19 percent were from emerging markets within Asia. We divided leadership and talent management into 20 specific capabilities, grouped into six categories. Based on these answers, we classified companies in the top and bottom 5 percent as talent magnets and talent laggards, respectively.
The study shows a correlation, not a causal relationship, between capabilities and business performance. The Art of Performance Management. Recent years have witnessed a radical expansion in the responsibilities of the CFO. Increasingly, CFOs are being called upon not only to get the numbers right but also to be the chief custodian of shareholder value and a genuine strategic advisor to the business. In this respect, the chief financial officer is becoming the corporation’s “chief performance officer.” Unfortunately, most CFOs are poorly served in this role by the current state of their company’s performance management system. WEF_Global_IT_Report_2015. Technologies de l'information: ce qui freine la performance de la France. DRH: comment gérer les données.
Relier liberté des salariés et rentabilité de l'enteprise : est-ce vraiment sérieux ? Why Millennials Understand The Future Of Work Better Than Anyone Else. The 9-to-5 grind is over. I call that traditional view, "Big Work," and millennials intuitively understand that's not where the future is. They are, in a sense, the first generation of freelance natives. What does globalisation mean for leadership culture? - Changeboard Blog Changeboard Blog. How is globalisation changing leadership requirements and influencing business decisions? Gurnek Bains, author and Future Talent Conference 2015 speaker, discusses.
Until recently globalisation essentially meant Western companies exporting their products, leaders and ways of doing business to other parts of the world. This has changed and today many companies from emerging markets are stepping on to the world stage. If you are a Western business operating in Sub Saharan Africa, you may well find that you now have significant competition from Indian or Chinese players. Managers and Leaders: Are They Different? The traditional view of management, back in 1977 when Abraham Zaleznik wrote this article, centered on organizational structure and processes. Managerial development at the time focused exclusively on building competence, control, and the appropriate balance of power. That view, Zaleznik argued, omitted the essential leadership elements of inspiration, vision, and human passion—which drive corporate success. The Truth about Millennials. 2015 trends in HR Tech.
Globalization, the social revolution, mobile technologies and advances in big data shifted the landscape of HR technology in 2013, creating new challenges and opportunities for organizations to manage their current and future workforce. But where 2013 was fraught with change, 2014 promises to be the year of mastery. Organizations will hone their workforce analytics skills to better predict workforce needs, while vendors will be busy integrating all of their new acquisitions, rolling out new features, and pushing their expertise in cloud and mobile technologies.
Experts offered these predictions about trends that will shape the HR technology field in the year ahead. 1. The integration journey continues. Ecole 42 - event with Danone, Axa and Soc Gen. 6 Technology Trends Transforming The Workplace. Cognizant videos on the future of workplace technology. Atos - future of workplace technology. Imagine walking into a meeting room, a wireless display with facial recognition software scans your features and lights up as you approach, connecting instantly to your own devices and automatically loading your prepared documents to start the meeting. Meanwhile, all your mobile devices are wirelessly charging as you set them on the conference room table and at voice command your presentation is shared with all attendees – some of whom are present in the room, others are logged in remotely. South Korean wireless supermarket. Gamification for HR in 2015.
Quels outils et services pour la fonction RH en 2015 ? Le digital RH existe, je l'ai rencontré... Un obscur blog a récemment fait paraître un billet sur le digital RH avec une thèse des plus simplistes : sans définition claire et partagée par la communauté RH, ce ne serait qu'un concept vide d'actions. En clair, le #DigitalRH n’existerait pas… Pour étayer cette thèse loufoque, le blogueur (et on mesure ici le fossé qui sépare le blogueur du journaliste) cite et déforme allègrement quelques études très sérieuses qui insistent, au contraire, sur la parfaite implication et mobilisation des RH autour de cet enjeu majeur.
Un chiffre ? Un vrai : pour une écrasante majorité (46 %) des DRH interrogés dans une étude* honteusement détournée, la transformation digitale est LE challenge majeur ! How can a HR portal be implemented successfully across various existing transaction systems? Can technology identify China's top graduates? ‘People Analytics’ Through Super-Charged ID Badges. Digitization and Simplification. Simplifying IT to support a digital transformation, however, calls for tweaking the traditional approach. Creating People Advantage 2014-2015: How to Set Up Great HR Functions. HR Excellence in the Real World. Keeping up with the innovation game. MetaMind - Deep Learning for Enterprise. Now Anyone Can Tap the AI Behind Amazon’s Recommendations. McLagan Alerts. Will Technology Replace Recruiters – Ask #HR Bartender. Customize Your Website Software — Webmaster's Mobile Guide. Consignes aux webmasters - Centre d'aide Webmaster Tools.
Tech Trends 2015. Solutions et services RH : Le marché français évalué à de 2,13 Md € en 2014. T. Mathoulin : « La France est un marché clé pour Workday » Prix - Top départ pour l'édition 2015 des Trophées SIRH - Actualités RH - Entreprise & Carrières. Navigating a World of Digital Disruption. Accenture-Future-of-HR-Digital-Radically-Disrupts-HR.pdf. Getting beyond bureaucracy in human resources. Turning Travelex HR upside down with technology. Value my CV - adzuna.co.uk. T. Derungs, CDO de BNP Paribas Wealth Management : « Je veux devenir inutile d’ici 2 à 3 ans » Closing France’s €100 billion digital gap. Digital, for All of Us. The four global forces breaking all the trends. MetaMind. Accenture-Humanizing-work-through-digital.pdf. Le blog de l'agence Angie » Blog Archive » Culture classique Vs Culture digitale – 22 visuels pour comprendre la différence. La transformation numérique c’est maintenant, mais les entreprises hésitent sur la méthode.
All change - a third of firms will buy new HR management systems this year. The Top 10 Disruptions In HR Technology: Ignore Them At Your Peril. Internet des Objets : découvrez 30 projets concrets. Will Your Job Be Done By A Machine? : Planet Money. The_Future_of_Employment.pdf. The Four-Dimensional Human by Laurence Scott review – how has the digital world changed us? IHRIM Publications. Human resources. 26 inspirational web design resources to boost your creativity. GraphicBurger. 17 crucial web design trends for 2015. Mobile SEO — Webmaster's Mobile Guide. BZ_Global_2015_Full. Pour 62% des français, Android ou iOS c'est du pareil au même ! Cracking the digital-shopper genome. Marketing programmatique : quand le Big Data se fait Smart. Consumer Barometer - Graph Builder.
A Way to Assess and Prioritize Your Change Efforts. Experiential learning: What’s missing in most change programs. The Transformation Trap: The Smart and Simple Way to Avert HR Risk. Braineet : faire grandir les marques grâce à l’intelligence collective. Putting digital process innovation at the center of organizational change. Changing change management. La méthode RH d'Orange pour la transition numérique.