Shweta Thakur Nanda’s Post

Remember those old flip phones?  Clunky, slow, and terrible for anything beyond calls and texts. That’s how a lot of companies’ HR tech feels right now. Outdated tools in a world that demands speed and agility. Are you constantly juggling with challenges like: ➡ Your sales team losing deals because they can't access the latest product info on the go? ➡ Disengaged employees feeling disconnected, leading to low morale and high turnover? ➡ L&D programs that tick a box, but don't actually move the needle on skill development? These problems aren't unique. Leaders across industries are grappling with how to empower their teams and maximise ROI in an increasingly complex landscape. We're talking about lost revenue, disengaged teams, missed opportunities for growth...all because the tools meant to help are actually holding organisations back. → The good news: It doesn't have to be this way. HR tech has the potential to be a game-changer, but only if it's designed with the real needs of businesses in mind. In the coming weeks, I'll be sharing more on this.  But for now, tell me: What's your biggest HR tech pain point? #hrtech #worktech #leadership #employeeengagement #salesenablement #omamconsultants

📢 **Navigating the Future: Embracing Change in the Workplace** In today's dynamic professional landscape, staying ahead requires us to adapt and innovate continually. Here are some key trends shaping the future of work: 🌐 **Remote and Hybrid Work Models**: As businesses navigate the post-pandemic world, remote and hybrid work models have become the new norm. Flexibility is key, with 82% of business leaders planning to allow remote work options long-term. This shift not only boosts productivity but also supports work-life balance. 🌍 **Diversity, Equity, and Inclusion (DEI)**: Creating inclusive workplaces is more important than ever. With 78% of talent professionals prioritizing DEI, we must continue to drive positive change. Engaging in conversations about unconscious bias, allyship, and inclusive leadership can help us build stronger, more diverse teams. 🤝🌈 🌱 **Sustainability and Corporate Social Responsibility (CSR)**: Consumers are increasingly choosing brands that prioritize sustainability. A staggering 89% are likely to switch to brands associated with social causes. Let's highlight our efforts towards environmental sustainability and ethical business practices, and inspire others to join the movement. 🌳💚 🤖 **Artificial Intelligence and Automation**: The rise of AI and automation is transforming industries. From AI code assistants to automated business processes, embracing these technologies can lead to greater efficiency and innovation. 💰 **Financial Well-being and Career Growth**: Economic stability and career progression are top of mind for many professionals. Sharing stories about salary progression, negotiating pay raises, and career growth can provide valuable guidance and inspiration to others. 🌟 **Personal Branding and Thought Leadership**: Building a personal brand is crucial in today's digital age. By sharing our expertise and engaging in meaningful conversations, we can establish ourselves as thought leaders in our fields. Let's engage in these important conversations and drive positive change in our professional communities. Share your thoughts, experiences, and best practices in the comments below! 💬⬇️ #RemoteWork #DEI #Sustainability #AI #CareerGrowth #PersonalBranding #ThoughtLeadership #FutureOfWork

As Tom Silzell shares regularly, there are so many unique challenges in business today. We have 4 generations in the workforce with drastically different needs, expectations, and markers for success; there are industries with talent shortages and challenges with retention as expectations diverge; the desire to leverage AI, but do so in a thoughtful and meaningful way. Looking forward to see how the team at AdviseCX will support existing and new customers in their specific and unique journeys.

𝗧𝗮𝗹𝗲𝗻𝘁 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁: 𝗔𝗜/𝗠𝗟 𝗰𝘂𝗿𝗯𝗶𝗻𝗴 𝘂𝗻𝗰𝗼𝗻𝘀𝗰𝗶𝗼𝘂𝘀 𝗯𝗶𝗮𝘀; 𝗮𝗺𝗽𝗹𝗶𝗳𝘆𝗶𝗻𝗴 𝗳𝗮𝗰𝘁-𝗯𝗮𝘀𝗲𝗱 𝗱𝗲𝗰𝗶𝘀𝗶𝗼𝗻 𝗺𝗮𝗸𝗶𝗻𝗴 The recent layoffs at companies like UKG and Intuit due to reallocation of additional budgets for AI Development from the HR budget makes the debate of acceptance of AI/ML in our work and workspace more interesting. On the other-hand, the discourse around a purported “suicide by an overworked robot” in Japan grabbed global attention in recent weeks. The two contrasting developments makes the industry introspect about whether the corporate HR function is prepared to tackle such unforeseen changes? Offering my insights on two areas of HR management in the changing context and what is in store. 𝟭) 𝗧𝗮𝗹𝗲𝗻𝘁 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁 𝗮𝗻𝗱 𝗔𝗻𝗮𝗹𝘆𝘁𝗶𝗰𝘀: 𝗶) The HR talent management and analytics will have to be real time, amenable to different types of slicing and dicing for better insights and fact-based decision making. 𝗶𝗶) Various sub-systems of Talent Management including PMS, C&B, Career Planning will need to be integrated for effectively addressing talent management and organizational issues. 𝗶𝗶𝗶) There will be increasing demand for Talent Intelligence and Predictive Modelling in HR. 𝟮) 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗘𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁: 𝗶) From ‘one size fits all’ approach and largely ‘once a year engagement survey, the employee engagement will shift to daily measurement of the ‘pulse of the employees. It will lead to cohort-based engagement solutions. 𝗶𝗶) Deep tech will help in capturing the ‘voice of the employees’ on a real time basis. This will help organization identify who the real influencers, ideators, innovators and executioners, are. 𝗶𝗶𝗶) It will also give a sliced view on the vulnerable segments of employees and how best to engage with them to better their alignment with the organisational goal, value system and improve productivity. The organization’s culture will become more dyadic and participative. Let us gear up for exciting changes. What are your thoughts? #TalentManagement #HR #HumanResource #HRBudget #HRTechnology #ArtificialIntelligence #MachineLearning #DeepTech #Analytics #TalentIntelligence #FactBasedDecisionMaking #PredictiveModelling #UnconsciousBias #Jobs #Productivity #Employees #EmployeeEngagemnet #DiversityandInclusion #Influencer #Ideator #Innovator #CompanyGrowth #CompanyCulture

Good morning and happy Monday to you all, Do you remember playing Musical Chairs when you were young?  The excitement mixed with the dread of being the last one standing or feeling left out!   #techrecruitment #ithiring #ceo #technology #itcareers 🎶 𝗛𝗶𝗿𝗶𝗻𝗴 𝗶𝗻 𝗜𝗧: 𝗧𝗵𝗲 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰 𝗗𝗮𝗻𝗰𝗲 𝗼𝗳 𝗠𝘂𝘀𝗶𝗰𝗮𝗹 𝗖𝗵𝗮𝗶𝗿𝘀 🎶 𝗥𝗲𝗺𝗲𝗺𝗯𝗲𝗿 𝗠𝘂𝘀𝗶𝗰𝗮𝗹 𝗖𝗵𝗮𝗶𝗿𝘀? The game of anticipation, quick thinking, and finding a seat before the music stops. 🪑 In today’s 𝗜𝗧 𝘄𝗼𝗿𝗹𝗱, 𝗵𝗶𝗿𝗶𝗻𝗴 often feels like a strategic version of this game. 𝗧𝗵𝗲 𝗘𝘅𝗰𝗶𝘁𝗲𝗺𝗲𝗻𝘁 𝗼𝗳 𝗡𝗲𝘄 𝗧𝗮𝗹𝗲𝗻𝘁 - 𝗡𝗲𝘄 𝗜𝗧 𝗿𝗼𝗹𝗲𝘀 bring fresh energy and cutting-edge skills. - Critical for projects like ERP rollouts, cloud migrations, and AI-driven initiatives. 🚀 - 𝗧𝗵𝗲 𝗖𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲: Integrating Without Displacing - Balancing new hires with the existing team’s dynamics. - How to introduce new expertise without undervaluing current team members? - The Fear of Being Left Out - Similar to musical chairs, no one wants to be left standing without a role. - Companies must ensure every employee feels secure and valued in their position. - 𝗧𝗵𝗲 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰 𝗦𝗼𝗹𝘂𝘁𝗶𝗼𝗻 - Upskilling and Reskilling: Invest in continuous learning to keep all team members relevant. - Talent Development: Design growth opportunities that align with both new and existing technologies. - Cultural Integration: Foster an environment where new and long-standing employees collaborate seamlessly. - 𝗕𝗲𝘆𝗼𝗻𝗱 𝗜𝗺𝗺𝗲𝗱𝗶𝗮𝘁𝗲 𝗛𝗶𝗿𝗶𝗻𝗴 𝗡𝗲𝗲𝗱𝘀 - Consider the broader impact of each hire on team dynamics and organizational culture. - Aim to enhance, not disrupt, the existing workplace environment. - Leadership’s Role in Orchestrating Success - Approach hiring as a strategic opportunity to elevate the entire team. - Create a workplace where every employee plays a crucial part in achieving collective success. 𝗙𝗶𝗻𝗮𝗹 𝗧𝗵𝗼𝘂𝗴𝗵𝘁 Hiring isn’t just about filling an empty chair—It’s about making sure everyone is part of the harmony of success. 🎻 Can you remember the different songs you played musical chairs to? 😀

🔍 𝐄𝐱𝐩𝐥𝐨𝐫𝐢𝐧𝐠 𝐭𝐡𝐞 𝐑𝐨𝐥𝐞 𝐨𝐟 𝐓𝐞𝐜𝐡𝐧𝐨𝐥𝐨𝐠𝐲 𝐢𝐧 𝐁𝐫𝐢𝐝𝐠𝐢𝐧𝐠 𝐏𝐞𝐨𝐩𝐥𝐞, 𝐂𝐮𝐥𝐭𝐮𝐫𝐞, 𝐚𝐧𝐝 𝐑𝐞𝐜𝐨𝐠𝐧𝐢𝐭𝐢𝐨𝐧 🔍 As my exploration into people and culture in the workplace continues, I’m delving into how technology can effectively support reward and recognition strategies. Recognizing employees has always been crucial for engagement, but with the rise of hybrid work, the tools that make this possible are becoming even more essential. Recently, I had the opportunity to speak with Jason Andersen, VP of Product at OC Tanner, during the Influence Greatness Conference. O.C. Tanner, a 97-year-old company, has evolved from physical awards to a digital leader in employee recognition with their 𝐂𝐮𝐥𝐭𝐮𝐫𝐞 𝐂𝐥𝐨𝐮𝐝 platform. 𝐊𝐞𝐲 𝐢𝐧𝐬𝐢𝐠𝐡𝐭𝐬 𝐟𝐫𝐨𝐦 𝐨𝐮𝐫 𝐜𝐨𝐧𝐯𝐞𝐫𝐬𝐚𝐭𝐢𝐨𝐧: 🌍 𝐌𝐞𝐞𝐭 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞𝐬 𝐖𝐡𝐞𝐫𝐞 𝐓𝐡𝐞𝐲 𝐀𝐫𝐞: Through integrations with Teams, Slack, and even web browsers, platforms like Culture Cloud ensure recognition reaches all employees—whether they're in the office or in the field. 🏆 𝐀 𝐏𝐞𝐨𝐩𝐥𝐞-𝐂𝐞𝐧𝐭𝐫𝐢𝐜 𝐏𝐥𝐚𝐭𝐟𝐨𝐫𝐦: Culture Cloud allows companies to customize recognition tools to reflect their unique cultures, keeping the human experience front and center. 🔐 𝐁𝐫𝐢𝐝𝐠𝐢𝐧𝐠 𝐇𝐑 𝐚𝐧𝐝 𝐈𝐓: As tech becomes more integral to HR, the partnership between HR and IT is key to ensuring platforms remain secure and compliant, while still user-friendly. Recognition isn’t just a “nice-to-have”—it’s vital to sustaining engagement and culture. As we navigate the hybrid work world, technology that enables recognition at scale is more important than ever. How is your organization leveraging tech to celebrate your people? #EmployeeRecognition #HRTech #CompanyCulture #HybridWork #CollaborationTools #PeopleAndCulture #Leadership #OCtanner

🚀 Motivation is the key for Gen Z! 🚀 🌟 Navigating the landscape of today's workforce, one thing remains clear: the power of motivation is key to unlocking the full potential of every generation. 🌟 Deloitte, SHRM, and Forbes have all published articles highlighting how Gen Z brings an incredible blend of energy, creativity, and tech-savviness to the workplace. Adobe’s 2023 Future Workforce Study, which surveyed more than 1,000 Gen Z workers, concluded that the newest generation in America’s labor market is “poised to transform the post-pandemic workforce.” But they also caution that it is a difficult challenge to keep Gen Z engaged and inspired in their roles. 🤸♂️While every individual is different, here are a few strategies that have proven effective for motivating and engaging Gen Z in the workplace: 1.      Embrace Purpose: Gen Z craves meaning and purpose in their work. Align tasks with organizational goals and emphasize the impact of their contributions to ignite their passion and drive. 2.      Foster Growth: Training programs, mentorship, and skill-building initiatives not only enhance Gen Z abilities but also underlines your commitment to their professional growth. 3.      Promote Flexibility: Offering flexible work arrangements, remote options, and autonomy empowers Gen Z to thrive professionally. 4.      Embrace Innovation: Gen Z thrives in creative environments. Encourage them to share their ideas, collaborate on projects, and explore new solutions. This fosters innovation that benefits the entire organization. 5.      Create a Culture of Appreciation: Gen Z seeks recognition. Regularly acknowledging their contributions, celebrating achievements, and expressing gratitude fosters a sense of appreciation that fuels their motivation. INCENTCO Enterprise Engagement Technology can amplify these efforts. With our suite of tools for recognition, rewards, and engagement, INCENTCO provides a platform to streamline appreciation efforts, track progress, and incentivize performance effectively. Leveraging technology like INCENTCO, will help you create a workplace where Gen Z feel motivated, valued, and empowered to reach their full potential. With INCENTCO you can cultivate an environment where every generation can thrive!💡 Learn more at www.incentco.com #employeemotivation #workplaceculture #genz #employeeengagement #rewardsandrecognition #employeeappreciation #employeeretention

𝐃𝐨 𝐘𝐨𝐮 𝐇𝐚𝐯𝐞 𝐖𝐡𝐚𝐭 𝐈𝐭 𝐓𝐚𝐤𝐞𝐬 𝐭𝐨 𝐒𝐮𝐜𝐜𝐞𝐞𝐝 𝐢𝐧 𝐭𝐡𝐞 𝐆𝐞𝐧 𝐙 𝐖𝐨𝐫𝐤𝐟𝐨𝐫𝐜𝐞 𝐑𝐞𝐯𝐨𝐥𝐮𝐭𝐢𝐨𝐧? Gen Z is clocking in, and they've got a radically different perspective on work. Attracting and retaining this youngest cohort of employees will be critical for companies looking to future-proof their workforces. But first, you'll need to understand what makes Gen Z tick. 𝐕𝐚𝐥𝐮𝐞𝐬-𝐃𝐫𝐢𝐯𝐞𝐧 𝐖𝐨𝐫𝐤: Gone are the days when a paycheck was enough. Gen Z wants to feel their work has greater purpose and aligns with their personal values. 𝐃𝐢𝐠𝐢𝐭𝐚𝐥 𝐍𝐨𝐦𝐚𝐝𝐬: The remote work revolution catalyzed by the pandemic was a glimpse into the future for Gen Z. This generation has grown up with unparalleled mobility and connectivity. Providing remote or hybrid options will signal that your company culture understands Gen Z's desire for flexibility. 𝐌𝐞𝐧𝐭𝐨𝐫𝐬𝐡𝐢𝐩 > 𝐌𝐚𝐧𝐚𝐠𝐞𝐦𝐞𝐧𝐭: With a strong preference for feedback and growth, Gen Z responds better to mentorship than rigid management structures. Creating programs that facilitate mentorship between junior and senior team members appeals to this generation's learning mindset and desire to rapidly progress in their careers. As the vanguards tasked with shaping the workforce, HR leaders will play a crucial role in redesigning corporate cultures to attract and retain Gen Z talent. From revamping recruiting practices to embed DEI, to implementing mentorship initiatives and articulating organizational values - HR's ability to understand and cater to Gen Z's needs will separate the employers who thrive in this revolution from those who falter. 

Kudos to Jena McGregor and the Forbes #FutureofWorkSummit team not only for a great event last week but also for sharing written and video clip insights for folks who couldn’t join in-person or online: https://lnkd.in/gpjkjWSg A few highlights for me: 1️⃣ May Habib, CEO from Writer, highlighted that the two most important things she looks for to determine if a company will be successful implementing AI is whether the #training/learning & development team is involved in planning for the rollout and the project management support for the program. 2️⃣ Debbie Dyson, CEO from OneTen, noted that to be successful with a skills-based hiring approach companies need to think about skills as the framework and focus on - what is the work/activity/task - what is the skill needed - NOT what is the educational degree 3️⃣ Eric Severson, CHRO from Neiman Marcus Group, shared incredible stats on the pivot to a remote-first approach (and to be clear - not 100% virtual but coming together intentionally vs having a set # of days in the office) - 32% reduction in time to hire - 34% increase in employee engagement 4️⃣ Tope Awotona, CEO from Calendly, spoke about how AI can drive business growth by having AI manage the calendar of sales generating people to prioritize opportunities which are closer to closing. 5️⃣ Annie Dean from Atlassian, Joe O'Connor from Work Time Reduction, and Brigid Schulte discussed “Burnout Bandaids”. Two key takeaways: - We’re in a “how to work” crisis, which requires fundamentally changing our approach to meetings, the work day, and the work week. - in a study cited by Joe, only 1 of 90 well-being activities reduce employee stress levels (🤯), which is providing time to volunteer and make an impact on your community 6️⃣ Darrell Ford, CHRO from UPS and Shari Eaton (she/her), Chief People Officer from Chobani, shared the successful results of their focus on providing child-care options to frontline workers. Words to remember “Focusing on #humanoutcomes AND #businessoutcomes is critical to business success”. 7️⃣ The final session of the day featured Anthony R. Stephan, Chief Learning Officer Deloitte; Nickle LaMoreaux, CHRO from IBM; and Aneesh Raman, Chief Economic Opportunity Officer from LinkedIn. Highlights from an amazing close: - Companies should stop saying “AI” and start saying “tool”; AI is one of many tools that have and will change how work gets done - Have a mindset of “progress over pride”; embrace a learning/growth mindset - If you think the pie is staying the same size, you’ll use AI to cut costs; if you think the pie is growing, you’ll use AI as a driver of new opportunities Ultimate takeaway from the day - continuing to bring leaders from across industries, functions, and levels is critical to navigating these important topics. #Deloitte #Forbes #FutureofWork

Would love your feedback! Interested in how comprehensible this visualization is to you without any additional context: In the human resource (HR) and human capital (HC) context, the visualization, often analogous to a perceptual map in marketing, could be reimagined as a talent positioning map. Here’s a broader and more comprehensive consideration of how each element translates into the HR and HC space, taking into account the visualization and its implications for strategic decision-making: 1. Company & Name (Brand & Position): Company: Reflects the employer brand in the labor market. Name: Corresponds to specific roles or job titles. Visualization Consideration: The proximity of roles (Name) to each company's ideal employer brand positioning would reflect how well the roles are aligned with the employer's image and values. 2. Low End Segment Age Positioning (Experience Level Requirement): Age Positioning: Could represent the desired years of experience or the age demographic targeted for certain roles. Visualization Consideration: The 'age' axis on the map could illustrate the spectrum of entry-level to senior positions, helping HR to identify if they are over-concentrated in hiring for a certain experience level, which may require balancing. 3. Low End Segment Mtbf Positioning (Employee Retention & Tenure): Mtbf Positioning: Analogue to the durability of employee retention and average tenure within the company. Visualization Consideration: Roles plotted against a MTBF axis could indicate which positions have high turnover rates, suggesting areas for improvement in employee engagement and retention strategies. 4. Low End Segment Positioning (Role Alignment): Segment Positioning: This could reflect the strategic importance or fit of the role within the organizational structure and business goals. Visualization Consideration: The closer a role is to the center or ‘ideal’ position, the more aligned it is with the company's strategic needs, highlighting roles that may need