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Great sir

Thanks for the insightful and useful sharing！

Background music is so irritating

I'm seeing millions of dollars being invested in new "technologies" that have already been used skillfully by competent managers who have the experience and training required to handle these tasks. I read this a a "luxury" that may be adopted by larger offices or corporate entities who see the ability to extract a time and cost savings from the initial startup and implementation costs. The issue I see is the same as had been true previously with HR managers, that is, "outliers" who do not adhere to expected boundaries of behavior and response. Maybe it is an implementation that resembles the command and control sequences that NASA developed for the Apollo mission. The majority of the mission tasks could have been automated to the point where the entire lunar landing and return sequence could have been managed by computers. The problem is that this lack of human interaction with the tolls required for the job would have lead to a circumstance where the human passengers on board the vessels would have considered themselves irrelevant and thus be unable to handle unforeseen or emergency situations that could not be programmed into the subroutines of their very simple calculating devices on board - and an intervention from Mission Control would have lacked the real time feedback of being in board to assess the circumstance with the added handicap of a time late between the sending and receiving of messages and responses. I see smaller offices with limited revenue continuing to exist with their "analogue" managing routines - a state of perpetual controlled chaos that in its way provides the needed lack of control to account for the personalities that started and run the company and the small staff they rely on to complete the day to day activities required to bring projects to completion.

Thanks for sharing

To the point and covered all areas in 5 minutes, impresaive ...

Thank you so much. Very insightful 😊 and an eye opener overall

Bragging😂

Thank you for this session

Hi Serena, can you provide an insight about Building a Data Driven Career path? also, an example of "Ipad moments" please? Thank you

Hi David, what's he future of PA? promising or not?

Brilliantly articulated! Very practical and relevant. Thank you.

Great discussion

Always a pleasure to hear Dave , even if it years after the podcast and it is now 2024 and still holds good

It's always interesting to talk out. Interviewee starts talking outside and suddenly starts talking as if he were putting his mouth inside his shirt. This kind of expression is very strange.

Human resources and WH&S are evil people only concerned about compliance and exposing employees to experimental medical procedures based only on someones opinion with zero evidence. 2024 TRENDING IS FULLTIME DISENGAGEMENT FOREVER.

Human resources and WH&S are evil people only concerned about compliance and exposing employees to experimental medical procedures based only on someones opinion with zero evidence. 2024 TRENDING IS FULLTIME DISENGAGEMENT FOREVER.

Tim u sound like him but not like him

Probably the would be no HR except AI and integrated systems as per organisation goals or objectives. All other things would be vanished however there is constant questions marks on socioeconomic future of humanity and the Human rights needs to be addressed?

Well said sir.As a professional in my opinion HRM professionals r the backbone of any field and need of the time in present scenario nd for future in this Competitive world .AI nd Training Methodology play's a vry vital role in any sector for OD.Good trainers r the backbone of any Sector.Nice lecture.

Hello Admin, I heard about this page some minutes ago while interviewing a candidate for an entry-level HR role. The candidate mentioned that she learns a lot from this page. I will check out the videos. Thanks for the amazing work

Thank you, i want to hear more from you

"Promosm"

The conversation was very fruitful which will help people like me to implement workforce analytics at the work

Awesome share, thank you. Two of top thought leaders in HR , People Analytics and technology in conversation

🎯 Key Takeaways for quick navigation: 🔄 A *skills-based organization redefines workers from job holders to individuals with unique skills and capabilities.* 🛠️ Skills *encompass both technical abilities and human capabilities such as critical thinking and emotional intelligence.* 🌱 Potential *and adjacent skills are crucial for future success, emphasizing the importance of transferable skills and latent qualities.* 🌟 Work *is viewed as a many-to-many relationship between tasks and skills, opening new opportunities for both organizations and individuals.* 💼 Rethinking *work includes moving beyond traditional jobs to a portfolio of work that can be organized in various ways, including fractionalization and broadening job roles.* 📈 Fractionalizing *work breaks it down into projects and tasks, allowing talent to flow to where it's needed, while broadening focuses on outcomes and problems to be solved.* 🎯 Skills-based *decision making covers the entire talent lifecycle, from hiring to learning, emphasizing the importance of matching skills with team compositions and career paths.* 🏛️ A *"skills hub" serves as the infrastructure for a skills-based organization, requiring a shared talent philosophy, a common language for skills, and the right data and technology enablers.* Made with HARPA AI

🎯 Key Takeaways for quick navigation: 💡 Technology *and personalized learning journeys are crucial for a skills-based approach but represent just one part of the overall strategy.* 🎓 Culture, *behavior, and a strategic understanding of workforce planning are paramount, trumping even the technology and processes involved.* 🛠️ Skills-based *approaches require a shift in conversation, focusing on strategic planning and engagement in new processes.* 🙌 Support *from management is essential for the success of talent marketplaces and learning journeys, emphasizing the need for time investment in self-improvement.* 🎯 Annual *objectives should include self-improvement goals, with real tracking and authentic measurement of progress.* ⏰ The *transition from job-focused to skills-focused approaches demands managerial support and a willingness to try new strategies.* 🔄 A *fluid conception of team dynamics encourages sharing talent across projects, balancing the loss and gain of team members through engagement with new tools and culture.* 🌐 Early *successes in adopting a skills-based approach highlight the importance of leveraging existing data and fostering conversations about skills gaps and strategies.* Made with HARPA AI

🎯 Key Takeaways for quick navigation: 00:14 🚀 *Leena Nair's journey at Unilever and the integration of data and technology in HR* - Leena Nair's journey from engineering to HR leadership at Unilever. - Integration of data and technology in HR to demonstrate its impact on business performance. - Importance of leveraging digital tools and AI to enhance HR's effectiveness. 04:01 💼 *HR's need for confidence and swagger* - HR should exude confidence and assertiveness in its role within organizations. - Emphasizing HR's critical role in addressing human transformation and business challenges. - Encouraging HR professionals to embrace innovation, experimentation, and self-belief. 08:11 🎓 *Digitization in recruitment and its impact on diversity and inclusion* - Digitization of recruitment processes, including gamification and AI-based candidate selection. - Widening the selection pool and improving diversity statistics through digitization. - Providing personalized feedback to all applicants, enhancing the candidate experience. 11:12 📚 *Digitization in learning and development* - Leveraging digitization to personalize learning experiences based on individual preferences. - Utilizing data analytics to track learning effectiveness and employee engagement. - Promoting lifelong learning culture through accessible and curated learning resources. 13:26 🗣️ *Digitization in employee voice and listening* - Implementing sentiment analysis tools for real-time employee feedback and engagement monitoring. - Enabling nuanced and localized responses to employee concerns using AI-driven insights. - Enhancing employee experience through continuous feedback loops and responsiveness. 15:15 ⚙️ *Flexibility and innovation through digitization in HR processes* - Facilitating inner mobility and project collaboration through digital platforms. - Encouraging employee participation in passion projects alongside regular responsibilities. - Empowering employees with seamless access to HR services through internal bots and automation. 18:57 🤖 *Digital transformation and human-centric HR services* - HR services reframed as "people experience leads". - Technology used to alleviate mundane tasks, allowing HR to focus on enhancing human experience. - Digitalization aimed at humanizing the workplace and enhancing productivity. 22:01 💼 *Redefining HR roles and employee experience* - Integration of HR expertise and business partnering roles. - Introduction of new roles like talent advisors and people experience leads. - Emphasis on seamless employee experiences through technology and personalized support. 26:40 🛡️ *Empowering HR with analytics and community learning* - Utilizing HR networks and analytics teams to foster a culture of data-driven decision-making. - Encouraging HR business partners to double-hat as analytics specialists to promote data literacy. - Building a global community of practice to share expertise and drive HR innovation. 28:01 🧠 *Balancing digitalization with human well-being* - Acknowledgment of the paradox of digital connectivity leading to increased stress and loneliness. - Initiatives focused on purpose discovery, well-being, and continuous learning to mitigate negative effects of digitalization. - Investment in human-centric approaches alongside digital transformation to foster a more inclusive and fulfilling workplace. 33:23 🌟 *Future outlook for HR in 2025* - HR envisioned as a strategic function driving business decisions through insights into human capital. - Integration of human and financial capital decisions for organizational success. - Leadership role in orchestrating human transformation amidst digital revolution to unleash employee potential and drive business value. 38:38 💡 *Promoting continuous learning and sharing in HR* - Advocacy for HR leaders to engage in digital platforms to inspire the function. - Introduction of "Learn with Leena" initiative on LinkedIn to share learning experiences openly. - Emphasis on continuous learning as essential for all professionals in the ever-evolving digital landscape. Made with HARPA AI

hooray, another great video :)))))))))

Thank you for the podcast. It's great to hear what other experts around the world and in different companies have to say.

Well I was little bit confuse to understand the HRBP, well i also starting to reading Dave-Ulrich book, But sound look HRBP is superior in organization in all context.

Loved every bit of this interview. Thank you both . Pushhpa Maiwar

Thanks David for this interview with Jacob. As per my experience, whenever you allow your team members to show their vulnerability and you help them in overcoming those challenges by mentoring and coaching ,you create few best leaders in the organisation. You foster a great learning culture, your team trust you and don’t shy to come forward and take new responsibility. Many of my team members want to work with me, in which ever company go :) . T

This content is truly influential. A book with akin themes was an inflection point in my life. "The Art of Meaningful Relationships in the 21st Century" by Leo Flint

I loved the history summary of people management styles. Very engaging to listen to Nick

Q: 01:26 What steps should leaders take to create psychological safety? A: Practice Financial literacy and Financial Transparency. Explanation: how can anyone play a game without a scoreboard.

Thank you for the Interesting talk. I am working in Seoul, South Korea, people analytics is relatively newer area in organizations here. My questions are: In a highly regulated environment what are the limitations or challenges when it comes to collecting & managing personal data particularly on DEI? And what are the typical DEI measures organizations manage in UK?

I want to become a People Analyst.

A lot of bla-bla-bla about nothing.

thank you for the video. it's 2023, and I've never thought that portfolio careers are that important. Now I'm on my way to build it!

Wow what any insightful discussion

HR and IT is also a team that needs full alignment like HR & Finance

Its quiet helpfull

Stockholders and customers have no stake in the company? The price of the stock quadrupling or being cut to one-quarter has no direct effect on the manufacturing and selling of products. The customers being four times as happy or only one-quarter as happy could make the business wildly successful or bankrupt. Disney and Bid-light just got some lessons in customer satisfaction. I'm sure the CEOs of both are top notch.

I agree with Data driven culture to control decision and make out 100 % of the workforce....i myself an HR Analyst....

Promo SM

Where is the rest

Such a great interview - lot of insights here.

Lovely ❤

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