| | Building Workforce Agility
As we operate in our volatile, uncertain, complex, and ambiguous world, one of the top issues for leadership is creating an agile workforce in order to react quickly to changing marketplace requirements and to build organizational resilience. Given the massive change that we have all experienced this past year, we need new tools in order to better respond to these challenges. At HRComputes, we are helping Chief People Officers rethink how they engage, manage, and support their essential and remote workers. We are supporting clients by facilitating conversation around pandemic challenges and sharing best practices, and leveraging our people and technology expertise to meet compliance requirements, keep employees safe, and to check on their wellbeing.
One of the newest tools in the HRComputes Toolkit, is our partnership with Phenom. Their Talent Experience Management (TXM) platform connects interactions throughout the talent lifecycle creating a personalized experience for candidates and employees. Candidates find the right jobs, recruiters improve productivity and impact, employees identify internal opportunities, and management receives valuable information.
As the world reopens, our clients need to hire quickly and cost effectively to resume their growth trajectory and meet their revenue targets. In order to achieve these goals, people leaders need to leverage new tools and resources that allow them to adapt to virtual recruiting and other new recruiting strategies. Working in conjunction with our partner, Phenom, we can help deliver solutions as you develop a revised recruitment playbook to meet increased hiring velocity and virtual recruiting.
Please let us know if we can provide guidance and support during these unprecedented times. If you would like to discuss our services to support your recruitment strategy through technology and human capital expertise, please reach out to Kristina Kohl, Managing Principal, at Kris@hrcomputes.com or 856-982-7163. Morris Yankell, Chief Technologist, Morris@hrcomputes.com or 856-982-7162. |
Moving Beyond the Diversity Conversation to Drive Systemic Change
We have all read or heard the corporate statements in support of Black Lives Matter. We have participated and/or seen the protests. As a nation, we have been here before. How can we deliver a different outcome this time?
Working in the field of Diversity, Equity and Inclusion, I am all too familiar with organizations taking a "check the box" approach to DEI. Many companies provide annual sexual harassment and diversity training. Check! Moving on.
Driving organizational systemic change requires a much deeper dive and takes significant time and resources. I recommend the following approach:
1. Assess your current culture, policies, processes, and outcomes.
2. Leverage your human capital management systems to dive deep into your data to really understand how your organization hires, retains, and promotes diverse talent.
3. Make a Board and C-suite commitment to change and provide tools, resources, and time to achieve these goals.
4. Engage experts to facilitate developing and implementing a DEI project plan.
A recent WSJ article highlights the need to conduct a comprehensive audit of your operations, recruitment, investments, and suppliers. This assessment begins the process of shining a spotlight on how your organization is impacting BIPOC through its daily activities.
The talent pipeline is another area for significant improvement. Using our human capital system expertise, we help organizations better understand their recruitment strategy and how that impacts the diversity of the talent pool. Drilling into your HCM data provides details on talent at each level of your organization by hierarchy, function, and senior management.
Leadership development and competencies are another area to peel back the layers. How are candidates selected for leadership development? Is it meritocracy? What does meritocracy mean if certain people are given the big projects and high profile clients and others are not? Are you practicing allyship and sponsorship or are you still using a mentorship model?
We are happy to have a discussion about your DEI strategy. If we can be of help, please reach out to Kristina Kohl at Kris@HRComputes.com.
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| Where in the World…is Morris?
Morris has been working to strengthen a Return on Investment model for improving candidate relationship management and employer brand. As HR professionals, we intuitively understand the costs of recruiting, interviewing, scheduling, background testing, etc. but we do not often quantify these costs to justify change. When we add in existing employee overtime, employee burnout, manager and senior manager interview time and more, these numbers can be eye opening. Multiplying these numbers by the number of candidates and the number of new hires compounds the financial cost and the case for change. We can help you project the savings and develop the plan to use existing technology and systems to make improvement fast. We can work with you to articulate the numbers in a way that will resonate with your Financial partners. And we can recommend, select and implement new tools with you to make the change now and for tomorrow. Reach out to schedule time to save money and make an impact.
Where in the World…is Kris?
Kristina has joined the Wharton Club of New Jersey as a Board Member and officer. She is serving as the EVP for the club in charge of marketing, social media, and technology. If you are located in New Jersey, you may wish to consider joining The Wharton Club of New Jersey. We have many interesting events and speakers.
Join Kristina as she presents Perspective for Post COVID-19 Leadership for The Great IT Pro at 11:00am ET on 10/8/20. Highlights will include:
o Discuss how the health of our planet affects the health of our businesses and lives.
o Describe the Sustainable Development Goals as a lens for adapting business strategy to benefit the planet, people and profits
o Discuss the 10 Step Roadmap to driving environmental, social, and governance change within your organization
o Share case studies offering opportunities and solutions | |
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