This is your HR news flash, your briefing on talent management and the world of work from HRCI. Distributed workforces and economic uncertainty make it challenging for your employees to feel connected and engaged. Successful performance management in this kind of environment requires agile processes and tools. Here is how to standardize your performance management processes to meet today’s challenges at your organization. First, define specific needs Designing a system for managing performance at your organization requires evaluating your needs and resources. Now more than ever, revisit these evaluations frequently to maintain agility in your performance management processes. Second, provide regular feedback Creating a performance management system requires consistent check-ins. Following a continuous feedback model leads to increased productivity, improved performance and higher engagement.  Lastly, utilize performance management software Use technology to help managers document goals and record feedback. HR can use this information to collect and analyze workforce data. Choosing user-friendly performance management systems can increase compliance and frequent communication between managers and their teams, whether they are on-site or remote.

Designing a Performance Management System for Today's Challenges

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This is your HR News Flash, your briefing on talent management and the world of work from HRCI. HR has experienced its fair share of disruptive trends in the past couple of years, and that disruption isn’t slowing down. In 2022, there will be even more pressure on HR to design strategic solutions for operational efficiency. Here are some of the disruptive HR trends that you need to be prepared for in 2022. HR continues to be a business partner. HR’s role in driving the business strategy must continue to be proactive. By looking at 2022, business goals and the necessary talents needed are critical in supporting business priorities. Organizations need to prioritize employer branding and experiences. The Great Resignation is predicted to increase in 2022. Employers will need to revisit their branding and value proposition to retain their top performers while recruiting new talent. HR has the opportunity to design a total rewards strategy that drives retention. Examples include internal mobility, a more robust benefits package and providing enriching employee experiences. Organizations will have to redefine leadership. Organizations continue to develop their hybrid work model and policies. HR plays a key role in defining the qualities of leadership in the new structure. In digital environments, managers will need to facilitate work without micromanaging employees. Leadership demographics are also changing, requiring a more diverse approach to recruiting and retention.  This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

Disruptive HR Trends: What You Need to Know Heading into 2022

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Today’s leaders face unique global challenges. Tomorrow’s leaders will have to learn to navigate challenges to keep moving forward. Here is how HR can give their organizations a competitive advantage by developing the next generation of leaders. Define transformational leadership. Transformational leaders are committed to inclusion and belonging. They practice self-management and support continuous improvement. Being a transformational leader requires a certain mindset, as well as exercising cultural intelligence, ethical decision-making and resiliency. Create active learning experiences. HR needs to foster active learning, or ways that learners can engage in the learning process that does not rely on passive listening. Training methods include in-depth readings and discussions, critical written reflections and transformational leadership development coaching. Expand your learning resources. Learning tools can include LMS courses as well as appropriate learning tools that include intercultural awareness and methodology. Implementing virtual and augmented reality programs can enable us to bring the world to our teams.  This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

Developing the Next Generation of Leaders

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Given the generational composition of today’s workforce, priorities and expectations are changing drastically. HR must play a pivotal role in meeting the challenges and opportunities of leading a multigenerational workforce. Here are some ideas of how to address multigenerational topics in the workplaces: Create flexible work options. As organizations determine hybrid work options and flexible work hours, job descriptions must evolve to reflect key skills and competencies rather than focusing on experience and education. This will help determine the suitable composition to fit the organization’s work culture, vision and mission.   Increase Communication. Communication is key in any multigenerational interactions. Rather than making assumptions about where employees are in their points of references and experiences, directly assess their preferences for interactions, communications and working styles. Emphasize continuous learning. Legacy learning and development programs often make assumptions about where expertise is concentrated in a multigenerational workforce. Competencies are not necessarily linked to seniority, and education can be shared across generations. Take inventory of the skills, competencies and knowledge available within your multigenerational talent, identify cross-training needs and implement inclusive and culturally sensitive continuous learning programs. This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

Addressing the Challenges of a Multigenerational Workforce

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. HR must ensure that corporate social responsibility is part of the organization’s mission, vision and value. Here is how HR can play a significant and strategic role: Refine the corporate value proposition. An organization’s mission, vision and values are defined at the C-suite level. This helps HR redefine and implement the value proposition to enhance the organizational culture and employee morale. Foster an inclusive mindset. HR should lead and facilitate a more inclusive mindset throughout the workplace. Utilizing practical processes with a great sense of purpose reflecting input from each contributor will foster inclusivity. Encourage Engagement. With a clear value proposition, recruit employees that are likely to be passionate about your organization’s mission. This can be strengthened through employee engagement and training, while harnessing the diverse passion and creativity within your workforce.   This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

Understanding the Intersection of HR and Corporate Social Responsibility

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Integrated performance management processes can help break down barriers between departments. Human resource capital is a key component that is deployed throughout an organization. HR plays an important role in supporting an integrated performance process for the human capital across all departments. Here are some ideas: Facilitate the process HR should guide and facilitate conversations that support the implementation of an integrated performance management process. In doing so, all leaders can be aligned on the strategies that drive value creation across the organization. Operational efficiencies. HR’s role in executing strategies, policies and approaches related to integrated performance management processes is critical. Working across functional areas to proactively identify talent gaps and creating recruitment plans will strengthen operational efficiencies. Monitor and evaluate. HR must monitor and evaluate data to better calibrate talent needs. Performance management data provides an important metric that can result in informed decisions and consistencies. This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

Designing a Performance Management System for Today's Challenges

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