Wowledge’s Post

HR teams are constantly at the center of opposing pressures. On the one hand, they recognize the critical importance of improving people programs to enhance the employee experience and retain their best talent. On the other hand, they also need to focus on conserving resources to minimize the impact of unstable economic conditions or, in general, optimize profitability for their companies. This demands agility and resourcefulness. It requires continuously evaluating HR best practices to be implemented without spending countless hours researching them on the web, in online forums, or through HR capability academies. What is needed is an all-in-one hub for HR teams that provides everything required to build strategic HR programs, including hands-on tools, templates, questionnaires, frameworks, and step-by-step guides developed and curated by seasoned HR experts. Wowledge is that platform. On a mission to "make strategic HR accessible to any organization, regardless of size, stage, or expertise level." 👉🏽 Learn more about it here: https://lnkd.in/gAW6XwVG ~~~ 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.

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 People felt it was outdated and oversimplified, especially given the global nature of so many orgs, and some questioned the utility or need for it at all. Many also recognized that while it's outdated it’s something the C-suite can anchor on when it comes to making resourcing decisions.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 a workplace that is constantly evolving. How do you ensure HR practices are always up-to-date? With access to collaborative HR expertise offering practices and insights that are continuously updated and based on a wide range of experiences. Wowledge is a collaborative platform driven by experts and a community of HR leaders who can share their thinking, experiences, and reactions to best practices. It is built on deep collaborative HR expertise from specialists who continuously research, develop, monitor, and curate progressive practice guides to establish and enhance leading HR practices, programs, and processes. In addition, practice guides are augmented by community members’ insights into lessons learned and key process integrations. 👉🏽 Learn more about it here: https://lnkd.in/gMbqHz3i ~~~ 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.

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

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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

I've spoken with hundreds of HR professionals over the last two years. They all share a similar view about this period. “The most complex years of my HR career” From grappling with the challenges of managing a suddenly remote workforce, handling decreased employee engagement, and addressing health and job security concerns. All with increasing pressures to adapt to evolving technologies and optimize the organization at a pace never seen before. Let’s also not forget the shifting generational workforce and adversities on the DEI front. None of this has been unique to large organizations. These challenges have been equally present in small and midsize businesses. It has forced almost every HR team to become much leaner. With less time and budget. Still, demanding ever-more-effective HR programs and processes. There has been a critical need for practical, proven, and, better yet, cost-effective ways to advance HR programs. Of the type that can significantly impact the employee experience and allow them to increase the attraction, retention, and engagement of their best talent. What's needed is access to real-world guidance that is "actionable." How-to direction on building new and enhancing effective HR programs. This is what we have created at Wowledge. It fulfills the need for an “HR Processes Recipe Book” platform where HR teams can find the ingredients and steps for all the essential programs and practices. A reference to go back to when needed and detailed enough to understand how to implement any HR initiative. Anyone can get started for Free with access to many valuable resources. You should give it a try: https://wowledge.com/ ~~~ Click Carlos Larracilla and follow me [+🔔] for daily insights from building Wowledge. ⤷ We are making strategic HR accessible to any organization, regardless of size, stage, or expertise level, with: ✔ A scalable system of best practices » https://lnkd.in/ghGmGFYV ✔ An intelligent HR roadmapping tool » https://lnkd.in/gjWXiGuV ✔ A seasoned community of experts » https://wowledge.com/about ✔ Affordable year-round memberships » https://lnkd.in/gE-JNgqu

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.

Exciting news from Paycor! Our latest survey reveals stunning insights: nearly half of HR professionals are new to the field, and hybrid workers are highly engaged. Discover more in the full report on the future of HR.

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