What is a skills-based organization?

A skills-based organization defines work by describing the tasks and activities that need to be performed to achieve set outcomes. Skills-based organizations deconstruct traditional roles and jobs and break them into smaller parts that describe the “work to be done”.

We are seeing organizations transition to more skills-based setups using three different approaches.

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Effective performance management helps organizations ensure that employees understand their roles, receive constructive feedback, and have the support they need to achieve their goals and business objectives. Let’s look at what performance management is, what the performance management process looks like, and some examples.

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2023 is bringing a changed world of work. The pandemic has propelled digital transformation four years into the future, and the employee-employer relationship has transformed. Although HR has been leading change and crisis in the past years, it runs the risk of missing the boat on this fundamental shift in how we work.

We believe that 2023 is HR’s window of opportunity to reposition the function’s value proposition in the post-pandemic reality. Human Resources professionals have played a significant role in guiding organizations through the storm of the pandemic and subsequent inflation surge and economic slowdown. In other words, HR can make a tremendous impact on organizations if adequately enabled.

Read the full article at: www.aihr.com

Talent acquisition is facing new challenges in the age of the Great Resignation as scores of workers leave their jobs. In a Wednesday HR Tech Conference session titled “The State of Talent Acquisition Technology: The ATS Is Not Enough,” Madeline Laurano, founder of Aptitude Research, said the talent acquisition market is rapidly growing and adapting to the new reality.

Read the full article at: hrexecutive.com

Recruiting and hiring while the nation struggles to recover from the coronavirus pandemic is HR professionals' top concern going into 2021, according to new research.

Talent acquisition professionals will have their hands full, as unemployment is expected to remain high and a majority of people in the labor force expect to look for a new job despite, or possibly due to, the economic uncertainty caused by COVID-19.

Read the full article at: www.shrm.org

The trials of 2020 have thrust human resources into the spotlight. The HR leaders who have shined know how to help their companies thrive.

For all the ambiguity caused by the historic events of 2020, one thing is certain: The center of gravity in leadership teams has swung toward the human resources function. Yes, other members of the C-suite, such as finance, marketing, and legal, also have important functional responsibilities that keep the company in full stride. But there’s one person who is being put on the spot to answer the many unexpected questions that companies are facing this year.

These questions are fundamental to the business. Some may be existential. How do companies keep everyone safe as they shift to remote working overnight? How do leaders provide medical, emotional, and mental health support at a distance? How do they gauge performance and develop talent so that people can thrive in this era of uncertainty?

Read the full article at: www.strategy-business.com

If you Google “what hiring managers wish they knew about the candidate experience”, you wouldn’t find any result matching this topic. Instead, your page will be inundated with thousands of articles on what hiring managers and HR wish candidates knew about them.

Read the full article at: www.peoplehum.com

Usually, the only kind of attention supply chain gets is negative. If an order isn’t manufactured, shipped, or delivered on time, supply chain is where the fingers start pointing. But in 2020, as COVID-19 took hold around the world, the often-invisible work of supply chain became a matter of both intense public interest and boardroom gratitude.

When resource scarcity, workforce shortages, and transportation bottlenecks hit hard, it was supply chain experts who kept supermarket shelves stocked with food and stopped businesses’ bottom lines from plummeting. And as more and more disruptions followed on the heels of the pandemic—the semiconductor shortage, the reduction in rubber and lumber production, the Russian invasion of Ukraine—it became apparent that it was supply chain that kept the world moving in times of chaos.

Read the full article at: www.mckinsey.com

Believe it or not, there’s a lot to be hopeful about as we head into 2023. While there’s no denying the realities of a looming recession, widespread layoffs, and rising employee disengagement, this moment offers an opportunity for every company and People leader willing to double down on employee support and advocacy. 

Read the full article at: www.blueboard.com

Ahh, this is such a good question.

HR people have to plan – we have cyclical things we plan for. We know that the fourth quarter brings performance appraisals and year-end raises, and the fiscal year ends in July, so we need to be prepared with a budget. We know that sexual harassment, code of conduct, and diversity training all need to be completed by a specific date, and then we get to follow up with people who skipped out.

Read the full article at: www.aihr.com

By design, Human Resources is all about people. But does it mean that we should keep it away from technology? Quite the contrary. Does it mean that we’ll be using robots to find and hire people? That’s highly probable. Actually, robots in recruitment are already a reality as technology is becoming key in the process of attracting and retaining talents. Automation and AI is just a little section of the latest tech innovations implemented to HR on a daily basis.

As HR is as prone to trends as any other industry, it’s good to have a clue about what’s going on in this area.

Read the full article at: www.monterail.com