CAHN Talent & HR Partners’ Post

As an HR consulting company, we understand the evolving landscape of human resources and the critical skills HR leaders need to thrive in 2024. According to Forbes, the following competencies are essential: Strategic Thinking: Align HR strategies with overarching business goals to drive organizational success. Data Literacy: Utilize data analysis to inform decisions, identify trends, and communicate insights effectively. Effective Communication: Develop strong writing and active listening skills to mediate disputes and convey policies clearly. Employee Engagement: Foster enthusiasm and loyalty among employees through feedback, recognition, and team-building activities. Learning and Development (L&D): Create programs to continuously upskill employees and enhance job satisfaction. Conflict Resolution: Handle disputes with empathy and objectivity to maintain a harmonious workplace. Technological Proficiency: Embrace HR software and tools to streamline processes and improve efficiency. Proactivity: Anticipate and address potential issues before they escalate by staying informed about emerging trends. Administrative Skills: Ensure smooth HR operations with efficient record-keeping and policy management. By mastering these skills, HR leaders can navigate the complexities of modern workplaces, drive growth, and enhance the employee experience. Is your HR team equipped with these must-have skills for 2024? Let us help you assess and develop these critical competencies to ensure your organization stays ahead in the dynamic business environment. Contact us www.Cahn-hr.com to schedule a consultation and learn how our expertise can transform your HR practices. https://lnkd.in/dXkSHmqX

As an HR consulting company, we understand the evolving landscape of human resources and the critical skills HR leaders need to thrive in 2024. According to Forbes, the following competencies are essential: Strategic Thinking: Align HR strategies with overarching business goals to drive organizational success. Data Literacy: Utilize data analysis to inform decisions, identify trends, and communicate insights effectively. Effective Communication: Develop strong writing and active listening skills to mediate disputes and convey policies clearly. Employee Engagement: Foster enthusiasm and loyalty among employees through feedback, recognition, and team-building activities. Learning and Development (L&D): Create programs to continuously upskill employees and enhance job satisfaction. Conflict Resolution: Handle disputes with empathy and objectivity to maintain a harmonious workplace. Technological Proficiency: Embrace HR software and tools to streamline processes and improve efficiency. Proactivity: Anticipate and address potential issues before they escalate by staying informed about emerging trends. Administrative Skills: Ensure smooth HR operations with efficient record-keeping and policy management. By mastering these skills, HR leaders can navigate the complexities of modern workplaces, drive growth, and enhance the employee experience. Is your HR team equipped with these must-have skills for 2024? Let us help you assess and develop these critical competencies to ensure your organization stays ahead in the dynamic business environment. Contact us at www.cahn-hr.com to schedule a consultation and learn how our expertise can transform your HR practices. https://lnkd.in/dXkSHmqX

By 2030, it is estimated that 85 million jobs will go unfilled due to a lack of available skills 💡 Deloitte reports that 98% of business executives plan to incorporate more skills-based approaches in the future 🛠️ In this article, we unpack what a Skills-Based Organization means & deep dive into 10 steps HR professionals can take to guide the organization through the transformation ➡️ https://aihr.ac/3CC4qGg #HR #HumanResources #Skills

By 2030, it is estimated that 85 million jobs will go unfilled due to a lack of available skills 💡 Deloitte reports that 98% of business executives plan to incorporate more skills-based approaches in the future 🛠️ In this article, we unpack what a Skills-Based Organization means & deep dive into 10 steps HR professionals can take to guide the organization through the transformation ➡️ https://aihr.ac/3CC4qGg #HR #HumanResources #Skills

Interesting read on HR operating models. #workingmodels #operationalisingHR #optimization

📈 Unpacking Insights from the HR Operating Model Report 2023 by Marc Effron & Talent Strategy Group Just finished diving into the "HR Operating Model Report 2023" by Marc Effron and the Talent Strategy Group (thank you David Green 🇺🇦 for posting the report) - an insightful read that sheds light on the evolving landscape of HR and its strategic impact within organizations. My Key Takeaways: (1) CHROs and CEO Dynamics: 86% of CHROs report directly to the CEO, so the “at the table” question is settled. Yet the question remains whether CHROs make a valuable strategic contribution (2) HR Operational Structure Clarity: Based on Dave Ulrich's model, there is a separation of powers between COEs, HRBPs and Shared Services. In 75% companies the HRBP “owns” the relationship with the business leader (interestingly, in 25% this is not the case). But this very segregation of roles creates a persistent tension between COEs and HRBPs. The report suggests that it’s not new HR operating models that are needed but more clarity and discipline in operationalizing the current model. The interactions between COEs, HRBPs and service centers have frequently not been properly mapped out. (3) HR Staffing Trends: The number of HRs per employee remains very stable (about 1 HR per 100 employees on average), yet there is a strong increase in COE hiring, which means that in ⅔’rds of companies either HRBPs or service center employees were reduced to keep this ratio the same or to lower it. Does this mean that the value of HR lies in the execution of specialized skills rather than at the interface with the business? (4) HR Change Management: Many companies need more precise definition of what an HRBP, a COE member and a service center employee is responsible for. Even though many CHRO’s believe that their team members will “figure it out” after they implement a new HR operating model, HR professionals would benefit from support, training and intentional HR team building. This research not only confirms the critical positioning of HR in today's corporate hierarchy but also prompts a deeper investigation into its strategic contributions and operational efficiencies. Full report available here: https://lnkd.in/eqbY2M-r #HRStrategy #TalentManagement #Leadership #HRInnovation

HR Priorities Qualification and Business Involvement: Deep Dive. Putting in place a structured prioritization approach for identifying key HR initiatives to focus on is crucial for ensuring that an organization's human capital is managed efficiently and aligned with its strategic goals. A standard method for prioritization involves assessing to what extent the targeted initiative provides value or aligns with business goals in contrast to its difficulty level to put in place. Valuable criteria to consider for assessing the value of an initiative include the extent to which the proposed initiative: ⤷ Supports business strategy or transformation ⤷ Enables future business growth ⤷ Improves operational performance ⤷ Impacts employee branding, experience, and culture Useful criteria to consider for assessing the difficulty level of implementing an initiative includes: ⤷ Investment dependency/financial resources required  ⤷ Volume/type of talent needed ⤷ Time required ⤷ Degree of complexity We have included more in the "HR Priorities Qualification and Business Involvement: Deep Dive," which covers the process and provides a simple yet analytical approach. 👉🏽 Check it out here: https://lnkd.in/d24aV3yC ~~~ Have you tried Wowledge's Strategic HR Roadmap Generator™ yet? It is FREE. Create your roadmap in 30 seconds! ⚡️ Get it here: https://lnkd.in/gTdX2aKw 💡 If you found this helpful, share the post with your network and follow Wowledge to get more. #humanresources #prioritization #planning #chro #hrbp

🔍 Navigating the Future of HR: A Business-Driven Approach In the ever-evolving landscape of Human Resources, it's time to shift our focus from traditional data-centric models to a more holistic, business-driven approach. The latest article on HRD Connect, featuring insights from Max Blumberg, delves into this transformative concept based on work with Alec Levenson and Dave Millner. 🚀 Why This Matters for #HR and #PeopleAnalytics Professionals While many new HR Operating Models are emerging, most remain anchored in data-focused strategies. This article introduces a groundbreaking perspective, advocating for a shift towards a truly business-driven HR operating model. It's not just about managing people, processes, and policies anymore; it's about extending HR's impact to encompass a broader resource management spectrum. 🌐 Read More: Human Resource Management becomes Resource Management? Extending HR’s impact beyond people, processes, and policies Join the conversation and explore how this innovative approach can redefine the role of HR in today's business world. #BusinessDrivenHR #ResourceManagement #StrategicHR Alec Levenson, Dave Millner, David Green 🇺🇦, Andy Charlwood, Igor Menezes, Nicole Lettich, SPHR, Tilman Sheets, Benjamin Broomfield, HRD Community https://lnkd.in/gAAGuMHK

Transform challenges into opportunities with strategic HR consulting. Discover how Xanthi & Associates can empower your organization for success. Get in touch today! Read more here . #BusinessConsulting #HR https://lnkd.in/eATF4Yk8

Is HR changing? Is HR prepared to change? Without a doubt, HR is changing. As our relationship to, and with, work with changing so to must the practices of HR. In the below article, Josh Bersin gives a great, concise, overview of the history of HR practices and a sneak peak about some current research pointing to the changing role of HR within an organization. Particularly, I find the below quote from the article very appealing. "Systemic HR brings much of this specialization together, enabling companies to rely on their human resources team to diagnose problems, develop systemic solutions, monitor productivity and various talent practices, and advise senior leaders on a wide range of people issues." I have always thought of an organization as an ecosystem. Multiple systems, groups, approaches, needs, and issues working within the larger company architecture. Balancing the best means of using these resources is the role of HR, as I see it. Thus, enabling your employees to create value for the organization through programs of growth and opportunity should be the main focus of HR divisions. #HR #capabilties https://lnkd.in/gJC6J4ac