Michael J.P. Sauer’s Post

2024 HR research highlights 5 priorities with 3 key areas of focus: changing skills gaps, flexibility beyond remote work, and delivering on the employee experience. The top five priorities for organizations identified in the report are as follows: Recruiting – This remains the top priority for HR in 2024, with no change from the firm's 2023 data. Providing a great employee experience – The employee experience remains in the second spot in 2024, with no change reported from the previous year. Controlling labor costs – Moving up one spot from 2023, controlling labor costs is an increased focus for HR in 2024. Developing leaders – Bumped out of third place in 2023, developing leaders now holds the fourth spot for HR priorities in 2024. Supporting change – Up two places from the seventh spot last year, supporting change joins the top five priorities for HR in 2024. Other notable points: 1) Role HR plays in planning and executing strategy has increased from 36% in 2021 to 50% in 2024. 2) Only 25% employees believe their HR function is highly effective at building talent. 3) Organizations that are not effective at designing a positive employee experience face 36% higher rates of voluntary turnover. Those that are highly effective at designing a positive employee experience are 2.5 times more likely to be high performing when it comes to quickly changing to capitalize on new opportunities #2024trends #2024HRtrends #HRresearch #chro #vphr #hrleadership #talentintelligence #shrm #hiring #talentacquisition #executivesearch https://lnkd.in/gRKXjWqx

Unlocking Insights: The Power of HR Reports HR reports are essential tools that reveal critical workforce data, from performance metrics to employee trends. These insights empower strategic decision-making, driving organizational growth and fostering a proactive HR approach. #hrreport #hrreports #hrreportsexample #whatishrreport #hrsoftware #hrsoftwaremanagement https://lnkd.in/gKy2zcxz

https://lnkd.in/eFaf4g_S Today's business landscape is changing rapidly, and will continue to change in the New Year. To help navigate these changes and keep your business moving in the right direction, be sure to check out ExtensisHR's 2024 HR Trends Report!

Stacey Nordwall, thank you for this post. The HR-to-employee ratio has always been a mystery to me. There are so many considerations as you've outlined. Maybe it's because I've been with a few global companies that this "number" isn't so easy to define. Appreciate the spotlight #humanresources #HR #hralignment #HRstructure

A few weeks back, I asked what folks here thought about the HR-to-employee ratio and whether it was still relevant. As I suspected, the resounding answer was a big NO! People felt it was outdated and oversimplified, especially given the global nature of so many orgs, and some questioned the utility or need for it at all. Many also recognized that while it's outdated it’s something the C-suite can anchor on when it comes to making resourcing decisions. This means that it can be used as a conversation starter. Which means it’s up to us as HR practitioners to set the stage for that strategic conversation. It’s not just about headcount; it’s about aligning on the expectations of what can be delivered with that headcount (and what can’t!!). It’s about creating a mutual understanding of the current state of the org and the desired future state. It’s about demonstrating the difference between HR as an admin function and HR as a strategic function. And so on. As you have those conversations and get alignment, you can start to tweak resourcing as needed. Based on the discussion from my original post -> You might increase the number of HR staff or have a higher HR-to-employee ratio if: - The business is in a high growth phase or rapid transformation - The organization’s structure is complex - You have globally distributed teams in multiple locations - There are fluctuating retention issues and hard-to-fill roles - The business lacks appropriate tools / HR tech stack - You need to build/scale your HR processes  - You need to significantly train or upskill managers or staff - The scope of HR responsibilities and expectation of services has increased - The organization has a value and culture of investing in employees - There is a desire from senior leaders to have HR as a strategic partner to achieve business outcomes Or you might decrease or keep stable the number of HR staff or have a lower HR-to-employee ratio if: - You have stable business growth with predictable attrition  - You have established mature HR systems and processes - You have an established tech stack that is meeting the business’s needs - The organization does not have a value or culture focused on employee investment, engagement or retention - HR is perceived as an administrative function within the business - The organization’s structure is simple and has employees in a small number of locations Shout out to all the folks who participated in the discussion. 🎉 🙌 Tagging them and providing a link to the original post in the comments.

In today's business landscape, the perception of Human Resources (HR) as a "soft" discipline is evolving. Traditionally seen as the department that deals with people-related issues, HR has often been associated with intuition-based decision-making rather than hard data. However, this view is changing as organizations increasingly recognize the strategic importance of HR in driving business success. The shift towards a more analytical approach in HR aligns with Chris Argyris's observation: "Human resource programs no longer need to be based on ‘soft’ reasoning but should be as analytical and as data-driven as any other management discipline." This perspective underscores the growing necessity for HR to adopt a data-centric mindset, akin to other business functions like finance or operations, where decisions are routinely supported by data and analytics. The transition to data-based decision-making in HR is not just about adopting new tools or technologies; it's about fundamentally changing how HR professionals approach their work. It involves using data to understand workforce trends, predict future needs, and make informed decisions that align with organizational goals. This approach enhances the precision and accountability of HR practices, making them more transparent and justifiable. In this context, HR Analytics emerges as a critical tool. It involves collecting, analyzing, and leveraging data related to employee performance, engagement, turnover, and other key metrics. By providing a clear picture of the workforce, HR Analytics allows leaders to make decisions that are not only well-informed but also aligned with the strategic objectives of the organization. This analytical approach not only improves the efficiency and effectiveness of HR practices but also helps build credibility with stakeholders by demonstrating the tangible impact of HR initiatives on overall business performance. Ready to supercharge your HR decisions with data? Join us for an exciting One-Day Workshop on "Measuring the ROI of Investment in People" (a HR Analytics workshop) on August 30th, 2024, organized by the Global HR Community! Led by industry experts Ramesh Ranjan, Co-founder & CEO of Global HR Community and author of the best-seller Making People Count, and Sreekanth Arimanithaya, CHRO & Entrepreneur in Residence of Machani Group, this workshop is your chance to dive deep into HR Analytics and make your people strategies count! Don’t miss out on the early bird offer! Register before August 10th, 2024, and get a 20% discount! https://lnkd.in/gvbmmc2g Seize this opportunity to transform your HR practices with data-driven insights. Register here... and let's make HR more impactful together! Global HR Community Sreekanth K Arimanithaya Nathan SV

20 new HR metrics - Forbes https://lnkd.in/eCkEzSXx Day Four of our review of Forbes Human Resources Council HR metrics for ‘today’s work world’.  2. HR Effectiveness "HR effectiveness is a pivotal metric in the work landscape today, addressing the critical need for HR to adapt and thrive in evolving organizational dynamics. While encompassing a broad spectrum of factors, this metric serves as a barometer for gauging the alignment between HR objectives and organizational expectations. This metric will reinforce HR's pivotal role in driving organizational success." DWB - It would have been interesting to know what ‘broad spectrum of factors’ the writer had in mind as HR folk have been grappling with this for decades! In fact, it’s the ONLY metric relating to HR, if only someone would only nail it down! Looked at objectively an overall measure is long overdue, although I’d be prepared to bet there would be disagreement over whether disparate factors such as Absence, Culture, DEI and ESG should be dumped at HR’s door. My forever opinion is that such measures should only apply to results from HR activity, and that those activities be on a much narrower – and more effective - bandwidth than both HR and managements seem to think it should operate. This article from HR magazine reinforces this: https://lnkd.in/ed7z9H3B My rating: 2/5 based on a noble thought impossible to put into action. However, measuring HR effectiveness is urgently needed. 3. Neurodiversity Index "With a heightened focus on inclusivity and support for neurodivergent individuals, the Neurodiversity Index evaluates how effectively an organization supports and integrates neurodivergent individuals. It assesses factors such as recruitment practices, amended work schedules, employee engagement and retention rates among neurodiverse talent. " DWB - This  suggested measure neatly sidesteps the tricky question of how you assess neuro-divergency in the organisation. Practically you would need to profile or self-diagnose every employee, and for sure this would take us into privacy territory. You can of course take actions or create conditions that are designed to accommodate neuro-divergent employees, but this hardly constitutes an index, it’s just the right thing to do. My rating: 1/5 as I cannot see how this measure can be achieved in practice, let alone kept current,   Tomorrow brings us to the halfway stage of our review where we address the following: #4 Collaborative Diversity Engagement Score (CDES) #5 Time To Start #6 Talent Mobility Rating (TMR) After which, on Friday Ana Lucia Soler Villanueva gives her overall analysis.

🚨 With over 70% of executives considering People Analytics a main priority in their organization, the HR Analytics market is set to grow by 90% to $3.6 billion over the next 3 years. 📈 https://aihr.ac/3K4sp2X ⇠ In this article, we explore 18 benefits of HR Analytics to help you improve your business! #HRanalytics #PeopleAnalytics #HR #HumanResources

✋ To make informed, strategic decisions, HR managers must be adept at understanding and interpreting various types of HR reports. 📝 HR reporting isn't just a routine task; it's a crucial tool for driving organizational success. By effectively leveraging these reports, HR professionals can: 🔍 Identify trends that affect employee performance and satisfaction. 📈 Monitor metrics crucial for workforce planning and development. 📊 Align HR initiatives with broader business goals. 🤝 Enhance communication between HR and leadership. Curious about how to create impactful HR reports? Discover actionable insights and explore these 12 essential types of HR reports that every HR manager should master. Plus, access an HR Board Report Template to elevate your reporting game! ✅ Dive deeper into effective HR reporting here: https://aihr.ac/3VMsksQ #HR #HumanResources #Report #HRmanager #HRReporting #StrategicHR

A new survey from Gartner for HR reveals that only 24% of HR functions are fully leveraging the potential of HR technology to drive business value. Read more in the latest press release. #HRTech #GartnerHR #HR