Tag Archives: HR Carnival

HR Carnival – HR and cultural change

HR Carnival – what cultural changes end up as workplace challenges?

Organisations are always impacted by changes outside the workplace and HR can often be slow to react. In this week’s HR Carnival, we’re going to hear from some international HR commentators about the impact of some those cultural changes on HR professionals.

Some changes are barely perceptible, but build up over time. Others are dramatic and can’t be ignored. These might be slow burning cultural shifts: the increase in divorce and single parent families impacting recruitment and internal promotions, dads wanting to take paternity leave, the growth of technology and social media, the rise of the collaborative economy and freelance contractors, communication trends, 5 generation workforces and the delayed retirement of Boomers, to name but a few.

All of these changes impact workplace practises and people, in ways that we hadn’t anticipated,  providing fresh challenges for HR professionals.

Here are just a few insights from this week’s HR Carnival.

The freelance economy is on the rise

Annabel Kaye, CEO of Irenicon and U.K. based employment law specialist, has written extensively about the growth of the freelance economy. Today, many simply fail to find full-time, permanent contracts,  others want to have access to flexible working conditions for any number of reasons.  Words such as lean and agile have crept into our corporate lexicon as organisations seek employees who are willing to be flexible.

But what are the downsides of this Uber style business model? Read Uber all under the law

Skill set deficits

This is an older post from HR commentator Mervyn Dinnen which was re-issued in August 2015 as organisations struggle to fill their talent pipelines with the right type of skills from young people. Mervyn’s commentary is U.K. related,  but his overall thesis is global. He suggests for companies to have access to the right skills in this age group “We need to focus more on teaching the skill and will to learn and to make a difference and bring the three most powerful ingredients of intrinsic motivation into the classroom: play, passion and purpose

I couldn’t agree more.

Read:  A child who has ambition

Growth of technology

All forms of communication have become digitalized, whether email, text or other online tools, to the point where old school unscheduled voice calls are considered intrusive. Online training is  also becoming the norm as companies try to tap into technology to save costs and time. But Nicole La Maire, of New To HR urges us not to forget the human touch and why direct human interaction is best.

Read: Why the human touch still matters  

Recruitment

Katrina Collier, Social Media Recruiting Specialist, rails against the resistance to changes in technology in recruitment departments by the “Jobsworth mentality.”   Taken from the phrase “It’s more than my job’s worth” it describes a person who plods on in the same old way, regardless of the march of time in the outside world.

Read: The curse of the “Jobsworth” in hiring and recruitment  

 Parenting is an HR issue

With Gen Y set to dominate the workplace in the next years, organisations are going to need to adapt. The traditional family unit of a child carer (usually female) and revenue generator (usually male) is becoming obsolete, as women want to pursue careers and men want greater involvement in childcare. With greater number of single parent families, and men and women coping with joint custody arrangements, HR is feeling the impact in a number of areas especially recruitment and the willingness to travel and relocate,

Read my take on: Parenting is an HR Issue 

Silent epidemic

One research project after another talks about the rise of bullying in the workplace. It is no longer about physical abuse, but more covert activity. A person who is bullied in school is more likely to be bullied at work. This has become a form of silent bullying with HR under increasing pressure to deal with something that is difficult to prove.  Lisa Gates, Co-Founder of She Negotiates looks at implicit or unconscious bias and how micro-inequalities impact those outside a dominant group based on ill-considered stereotyping.

Read: Is Implicit bias bullying you silent?

Redefining retirement age

As seniors become healthier and their longevity increased, 60 has become the new 40.  Steven Toft alias trend commentator FlipChartRick, in his blog Flip Chart Fairy Tails (Business Bullshit, Corporate Crap and other stuff from the World of Work) examines the impact this development has on the work force as well as government policy.

How are HR policies going to cope with a demographic that either doesn’t want to retire, or can’t retire for financial reasons?

Read: The Healthy Aging Challenge 

So what other cultural changes are worthy of inclusion?

 

 

 

 

 

 

The Carnival of H.R. Changing Times & H.R.

We are seeing change in all aspects of our daily lives at a phenomenal pace.  I am fascinated by the impact this has on the workplace and even more so on organisational response. Whether cultural, economic or technological each shift eventually has some sort of effect on and H.R. policies and practises and leadership input.  The need to adjust, cope with or harness those developments seems to become stronger with each passing year. This week’s Carnival of H.R. looks at some of the impact of some of these trends.

In the 2014 Report on Human Capital Trends   the international consulting organisation Deloitte, identify a number of key areas for attention. Most significant is the measurement of H.R readiness for some of the major shifts.

Here is the input of our international commentators:  

Amit Bhagria, on Young H.R. Manager  writes from India about the arrival of Gen Z in the workplace and  Future challenges in Human Resource management .

With a focus on “Business Bullshit, Corporate Crap and other stuff from the World of Work” in Flip Chart Fairy Tales, Steve Toft in his post Work in 2030: even more precarious than it is now , examines projections for our future workplace, where the organisational values are shaped by Gen Y.  Flexibility, transparency and employee engagement are widely adopted by business, but he maintains their application is effectively limited to the highly skilled.  But what does this mean for the rest of the workforce?

Ian Welsh, based in Toronto, Canada, focuses on providing creative solutions to meet H.R. needs asks How Must HR Adapt to Changing Times?  He considers specific ways and areas the H.R. function can try to reposition itself  “to be ready and adaptable to business needs as they change”

Chris Fields  in eSkills Blog  examines the downside of our current corporate culture with an emphasis on “presenteeism”  when sick employees continue to come to work with a significant impact on productivity and therefore hidden costs to the organisation.  Sick but Still at Work – What’s the Real Cost of “Presenteeism”?

Australian recruitment leader, Greg Savage, founder of leading recruitment companies Firebrand Talent Search, People2People and Recruitment Solutions exhorts recruiters in his blog the Savage Truth  to get up to date in a  world where recruitment practises have been overturned by technology. In the post Dead recruiter walking,  he argues how consultants who fail to adapt,  will go under.

Employee Conditions & Benefits

It is estimated that by 2020, 60 million Americans will be working as freelance contractors. It is a growth sector in most geographies. Annabel Kaye, UK-based employment law specialist and CEO of Irenicon, flags up the impact of  this shift from traditional corporate contracts on H.R. functions in her post Is freelancing the way to bypass HR?. Many companies she maintains are not  equipped to deal with and manage the growing numbers who effectively work for themselves not the organisation.

The impact of the changes to the nuclear family are filtering into our organisations. I explore how these trends are creating significant challenges for organisations in Why parenting is an H.R. issue

Communication

Jesse Lyn Stoner  Founder of the Seapoint Center, looks at how technology has opened up communication to encompass the globe in fraction of  a minute. Online meetings  and communication are becoming the norm in today’s fast paced hi-tech world.  In her post Tips for Cross Cultural Communication she gives useful insight to help us all navigate cross cultural differences especially in the growing virtual workplace.

Donna Svei,  Avid Careerist, Resume and LinkedIn profile writer tells us  how hiring and HR managers can amplify the generic term “communications skills” and drill down to ask for specific competencies  which will help job seekers focus more precisely.   10 Better Ways to Communicate Your Communications Skills

Work-Life & Employee engagement

With references to the  perhaps not so new term ” the overwhelmed employee,”  Mark Morford, columnist and culture critic, takes a look at  the new and much discussed concept of work-life balance as technology makes us all contactable 24/7. With Millennials committed to not working as hard as their parents, he asks us Is work-life balance a lie?  and should we really be talking about work-life synergy?

Employee engagement  is being seen as key to the success of any business and Katie Richard and Sarah Clarke at ChangeBoard Blog  consider the implications of a disengaged workforce in  How to make your employees happy on International Happiness Day

Dr. Anne Perschel  of Germane Consulting and Co-Founder 3Plus International  tells us that Employee Engagement Starts with Leadership Engagement.  She gives six questions to test  leadership engagement.

Leadership 

As we hope to emerge from the grips of a savage global recession many writers are reflecting on the type of leadership and organisational values to take our businesses and cultures forward. Is is business as usual or does it require a different approach?

Lolly Daskal, Founder of Lead from Within, a global leadership and consulting firm advocates for Tough minded leadership with tender hearted skills  to achieve business success.

Susan Mazza,  Random Acts of Leadership, challenges the  “unspoken belief for many that, if you get to a certain level or position, you will have to change who you are.”  A leadership coach and organizational change consultant, she suggests that the best leaders are the ones who  Be their own brand of leader

 What other trends would you add?