Stacey Nordwall’s Post

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

It has been an exhilarating year since our launch. How did it all play out? We started the year with all the essential strategic HR topics in our program's catalog. Everything under the talent management umbrella, plus topics such as HR strategy, workforce planning, and change management, among others. Then, throughout the year, we added diversity, equity and inclusion, coaching and mentoring, executive transitions, and, most recently, the role of HR in digital transformation. Now, we offer 15 program packages with hundreds of practices and tools for designing and implementing each of these capabilities. It is all structured with a “scalable system,” which provides best practices across three levels of sophistication, from Core to Advanced to Emerging. To meet each organization where they are. We also worked tirelessly to continue building a community of seasoned experts, collaborating not only on programs but also on dozens of resources to create more awareness of what great HR practices look like. This has been produced as blog articles, explainers, and deep dives freely available on our website. Resources that thousands of HR leaders rely on to amplify their impact. In addition, after over six months of intense work and investments, we welcomed 2024 with the launch of the Strategic HR Roadmap Generator™. An intelligent and versatile tool that… ⤷ Small organizations use to understand how to start their strategic HR journey. ⤷ Midsize and larger organizations employ to perform capability diagnostics, identify gaps, and select improvement initiatives. ⤷ Consultants and fractional HR leaders leverage to facilitate strategic discussions and prioritize best practices with their clients. Since its release, well over 1,000 roadmaps have been created. The best part is that it is free to all Wowledge members. What lies ahead for the rest of the year? Our focus will be to keep all resources constantly updated. And we will also be adding valuable programs. We are working with our expert partners on new topics such as well-being, compensation, and human-centered design. We are also expanding a network of consultants and fractional HR leaders to refer their expertise to our members when needed. We are pursuing the lofty mission of “making strategic HR programs and practices accessible to any organization, regardless of size, stage, or sophistication level.” That requires the support of a large community of HR practitioners willing to contribute and focused on making a bigger impact in their organizations. We are counting on you to join this movement. Anyone can get started as an Access Member for free. If you want to collaborate with us or join our network of consultants and fractional HR leaders, please DM me. We are looking forward to an even more amazing year ahead! ~~~ Click Carlos Larracilla and follow me [+🔔] for daily insights from building Wowledge.

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

Accessing Actionable HR Practices. HR leaders and their teams are facing highly complex times. There continue to be lingering post-pandemic effects, increased demands for hybrid work, a changing generational mix, and technological advancements from the widespread adoption of AI. All combine to exacerbate engagement and retention issues. These require companies to prioritize a people-first culture and attend to the overall well-being needs of employees. It demands ever-more-effective HR programs enabled by actionable HR practices and processes. At the same time, it is imperative to conserve resources to minimize the impact of still uncertain economic conditions and avoid layoffs. More than ever, there is a critical need for practical, proven, and, better yet, cost-effective ways to advance HR programs that can significantly impact the employee experience and allow organizations to increase the attraction, retention, and engagement of their best talent. What's needed is access to HR guidance that is ACTIONABLE! 👉🏽 Learn more about it here: https://lnkd.in/gkTdXHr8 ~~~ 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.

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 [email protected] to schedule a consultation and learn how our expertise can transform your HR practices. https://lnkd.in/dXkSHmqX

HR Trends from McLean & Company report that in 2024 organizations are looking to prioritize: 1. Recruiting – This remains the top priority for HR in 2024, with no change from the firm's 2023 data. 2. Providing a great employee experience – The employee experience remains in the second spot in 2024, with no change reported from the previous year. 3. Controlling labor costs – Moving up one spot from 2023, controlling labor costs is an increased focus for HR in 2024. 4. Developing leaders – Bumped out of third place in 2023, developing leaders now holds the fourth spot for HR priorities in 2024. 5. Supporting change – Up two places from the seventh spot last year, supporting change joins the top five priorities for HR in 2024. This agrees with what I'm hearing from many clients. In our conversations we talk about 2 main components in tackling these improvements: 1. Do you have the right people in place now to plan and execute a successful strategy? 2. Do you have the right technology, data, and insights to make informed business decisions and implement strategy? If you're looking to have a consult on your strategy and how ADP's partnership can help, let me know! I'm booking appointments for January.

Are you a part of the 95% of the 1,000 HR professionals surveyed that are feeling burnt out and that there is, simply put, too much work for HR? "A large majority—83 percent—of HR leaders cited lacking the right HR technology as a challenge heading into 2024. One HR leader noted the need for technology that would streamline tactical work, allowing more time to focus on strategy." If this resonates with you, check out ClearCompany. We can support you in your busy day!