Organization design is essential for companies to master as they face recruitment struggles, Josh Bersin writes. Bersin explains organization design process and maturity based on The Global Workforce Intelligence Project research and warns, "If you aren't regularly looking at jobs, roles, work design, and accountability, your company will struggle to grow."
There are more corporate career options than ever; how do you prepare for so many various opportunities? Check out UofL's online Master's in HR and Organization Development. Learn skills you can immediately apply in the workplace from our SHRM-aligned curriculum. Apply by August 1. Learn more.
As new cases of COVID-19 decline, employers should consider how to make their physical office space a "destination of choice," rather than a place to do daily work, writes Paul Statham, CEO and founder of Condeco. Offering space for collaborative projects that produce creative energy among teams can induce others to want to "go in and be a part of the magic," Statham notes.
Unconscious Bias & How to Reduce its Impact While everyone has unconscious bias, the spotlight on improving diversity, equity and inclusion (DEI) has raised expectations for organizations to be proactive in reducing the negative impact of unconscious bias on workplace behaviors, attitudes and decisions. Read More.
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Employers must create a seamless recruitment experience to attract talent in a competitive environment, writes Pooja Maggon, global head of Human Resources at eTeam and High5. Remove potential educational and geographical mandates for applicants, consolidate technology to create a fast hiring process and measure progress to optimize results, Maggon advises.
Data shows that about 10 million US workers have a disability, more than 5% of US adults identify as LGBTQ+, and women now make up nearly half of the civilian labor pool. Employers can use several tools and principles to help a diverse group of employees plan and save effectively for retirement.
One-on-ones can go from drudgery to delight when you focus on people's challenges, what's giving them energy or draining them, and what's affecting their leadership skills, writes Dan Rockwell. "Performance stays the same if all you do is talk about work responsibilities," Rockwell writes.
I’ve been working on hiring two new editors. This week marks three months since we started the process. It’s been tough finding the right talent -- more than 75% of the resumes I received were from people who lacked the right skill set. Demand is growing, though, and we need more editors to support that growth.
And yet, I find myself rethinking this a bit after reading Josh Bersin’s story about organizational design. When demand started to avalanche on us, I naturally thought we had to hire more bodies. And while we do need more people (we lost one editor in January), Bersin’s got me thinking that maybe I should reconsider the design of the team and work processes.
What do you think? Is more bodies the answer? Let me know! And if you enjoy this brief, tell others so they can benefit also.
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