🤝 When you partner with us, you’ll know your people and your business are in expert hands.
🤝 We professionalise your people team by benchmarking skills and helping you to build a bespoke development programme to fit your business priorities.
🤝 With CIPD professional members in your team, you’ll ensure your people are well supported to engage, grow and deliver their best.
🤝 We're delighted to be working with a wide variety of organisations across sectors, leading on finding solutions for employers everyday with our expert team.
Find out how the CIPD partners with organisations to deliver bespoke programmes that support your goals: https://ow.ly/melO50StHxH#CIPD#MakingWorkWork#CIPDmembers#HR#StrategicHR
Richard Skellett - I don't see CIPD offering anything around Digital / Human Fusion that is impacting so many people and people teams right now. Maybe they should talk to you and the team at The Globalution Group on partnering as experts in this arena?!
Richard with 40 years in technology, bridges tactical operations and strategy. Leading pioneer in automation, TPM, and outsourcing, he emphasizes ethical digital transformation, integrating digital and human workers.
Aspiring MBA | Ex- Employee at Hexaware Technology| Experienced Content Moderator | HR Professional | Seeking Opportunities to Drive Growth and Innovation | Currently Searching For HR Job
"Thrilled to have successfully completed an enriching Human Resource workshop! Ready to apply new insights and strategies to drive positive change in the workplace. #HR#ProfessionalDevelopment#ContinuousLearning"
Dynamic HR Specialist I 20 years in entire HR gamut I Recruitment I People & Culture I Employee Relations I Engagement etc. Always ready to take on new challenges👍🏼
📌Policy Engagement and Communication: Corporate Communication Specialist|Content Manager| Social Media Specialist|PR|Program Manager|: Development & Humanitarian & Private Sector 🎯 Certified CV/Resume Writer
An effective HR function must embody qualities such as empathy, capability, proactiveness, authority, and staying current with industry trends. The absence of these attributes may lead to:
-HR complicating matters for both employees and the business.
-HR displaying incompetence, hindering the organization from achieving its goals.
-HR jeopardizing the organization’s future due to a lack of planning.
-HR being ineffective and unable to perform its duties or make informed decisions.
-HR falling behind, causing the organization to miss out on opportunities related to people management.
#hr#humanresources#management#innovation#future
Bob Bruner reminds us to stay true to our roots: providing valuable resources and support to our HR members.
If you're already a SHRM member, join IE SHRM at no additional cost! If you're not a SHRM member, what are you waiting for? Join today!
ieshrm.org/membership#ieshrm#shrm#dualmembership#hr#humanresources#inlandempire
At The People Experience Hub, we've observed that HR has never been more in-demand, under more pressure and more critical to commercial business success. Yet there seems to be one aspect that gets in the way - being busy.
Check out this snippet taken from our webinar "Why are HR so Busy?" as Paula Leach (FCIPD, MBA, PG Dip) explains why people professionals are experiencing a unique struggle.
Watch the full session here: https://hubs.ly/Q02vW2M30#HumanResources#HR#WorkplaceWellnessTed Hewett
Regarding this post, a friend asked me, “Why make HR seem complicated? It’s just transactional work and part of shared services!”
Well, here’s the thing. I understand why non-HR folks might see it that way. Unfortunately, outdated practices in some organizations contribute to this perception.
Depending on the organization’s philosophy and HR capabilities, HR could fall into one of two categories:
1- Transactional: HR is part of shared services, focusing on operational services and executing whatever senior management decides.
2- Strategic: HR has authority and reports directly to the top executive, functioning as a strategic partner. In this scenario, its responsibilities encompass envisioning the future, leveraging data and AI, prioritizing employee wellbeing, and staying ahead of the curve with advanced practices.
While many HR functions align with the first type, some are in the process of evolving but are still a considerable distance from embodying the characteristics of the second type. An organization adopting a type 2 HR model is undoubtedly in better shape than one with type 1 HR.
#hr#humanresources#leadership#management#organizationaldevelopment
An effective HR function must embody qualities such as empathy, capability, proactiveness, authority, and staying current with industry trends. The absence of these attributes may lead to:
-HR complicating matters for both employees and the business.
-HR displaying incompetence, hindering the organization from achieving its goals.
-HR jeopardizing the organization’s future due to a lack of planning.
-HR being ineffective and unable to perform its duties or make informed decisions.
-HR falling behind, causing the organization to miss out on opportunities related to people management.
#hr#humanresources#management#innovation#future
How to obtain support for #change initiatives
Change is a consistent element of any organisation that aspires to growth and improvement. However, if employees are not supportive of the change, the initiative may be doomed. HR professionals then need to be aware of how to persuade staff to buy-in and support the change
Here's a carousel pointing out three things that can be focused on to increase support
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✨ Call Toni at 876-908-4810 /876-968-0695 (Whatsapp 876-332-6721 for international calls); email [email protected]; or visit https://bbucjm.com/shrm/ to learn more about #workplace practices in the SHRM - Certified HR Professional programme for #hrprofessionals at B&B starting May 25! 🌟
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#careerdevelopment#shrm#jobseekers#employeedevelopment
Stay informed with the latest insights, trends, and updates in the world of HR and people development.
The August 2024 edition of the CIPD newsletter is now available, packed with valuable content to help you navigate the evolving workplace landscape.
Don’t miss out on expert advice, upcoming events, and key policy updates. Dive into the newsletter today and stay ahead in your career!
Read more: https://bit.ly/4cvJvUt#CIPDME#CIPD#HR#PeopleDevelopment#CIPD#ProfessionalGrowth#Newsletter
Future Of Work = Flexible Resource Architecture
3moRichard Skellett - I don't see CIPD offering anything around Digital / Human Fusion that is impacting so many people and people teams right now. Maybe they should talk to you and the team at The Globalution Group on partnering as experts in this arena?!