Traditional performance management is dead. Gone are the days of 👇

Being nimble and dynamic in the way businesses manage skills through performance is going to be important moving forward into the next 12 months – 2023. Having the capacity to use the Skill sets of employees across multiple business silos / departments is a way to keep costs down and improve employee competencies rather than having to hire. Whether your organisation uses a formal or informal performance management approach, it’s important to capture key information and then be able to quickly query it and report on it to make decisions. In our last HR Blog we looked at how important re- or upskilling is to creating a 'Learning Culture.' In this Blog, we dive deeper into tracking skills and filling skills gaps throughout the Employee lifecycle.

After the disruption of 2020, Ernst & Young rounded out the year with this advice for business and HR Professionals alike: "Your future people function should operate horizontally across your organisation to activate experiences that drive long-term value. EY's research indicates that HR Professionals still spend about 86% of their time on admin work (and in 2020, it was likely even more than that). Their conclusion? To transform HR, leaders must accelerate digitalisation to liberate HR from admin (yes, this is still one of the main roadblocks for HR), and at the same time (that is concurrently and in an integrated manner), there needs to be a shift toward making people, not technology, the priority in the workplace. In this week's HR Blog we'll take a deeper dive into what HR transformation looks like when technology is being harnessed to serve your most important assets - your people.

According to IBM's latest research about the evolution of HR, 2020 ushered in a new era of risk that requires organisations to change how they plan, create strategies, make investments, and operate their day-to-day business. This is changing how businesses engage with their customers, and in many cases, who their customers are. With diminished human contact created by events of the last 12 months, IBM proposed that in order to survive, business must now become inherently humanised. In the new world of work, organisations need to build engagement with remote employees, foster trust in uncertain times, and cultivate a resilient workforce capable of facing whatever the future may hold. How that might look in action is what HR 3.0 is all about.

There's a lot going on in the HR tech space at the moment. After all the disruption brought about by 2020, businesses are scrambling to create digital ecosystems that facilitate the digital and remote management of everything work related. What does that mean for business, especially HR? It means that what organisations need most are what Josh Bersin calls 'adaptable' business solutions and adaptable HR platforms. What is 'adaptable' workplace tech, you might ask? In this week's HR Blog we unpack this emerging trend.

What a year! Congratulations on making it through the year that was 2020. As things draw to a close and we get to enjoy some down time, we figured it was appropriate to pause and reflect before we prepare for 2021. If there's one lesson we could call out at the headline for the last 12 months it was about digital transformation. If you got caught out when the world of work got turned on its head, then you've no doubt realised that complacency on the technology front is no longer acceptable. As we went back through this year's most read blogs to create this post, we realised that one of them (a piece about the top 5 risk areas for HR) had digital transformation (or a lack thereof) as the #1 risk. That means that back in 2013 (when that post was published) was, according to us, the best time to embark upon your digital HR transformation. We will sign off for 2020 by reminding you that the next best time to implement you digital transformation (if you still haven't done so) is NOW.

2020 is the year in which the way we work was completely transformed. According to Brandon Hall Group research, over 80% of organisations will use flexible scheduling and remote work going forward based on the impact of changes to the way we worked throughout this year. To make this transition productive for both employees and employers, Leaders and Managers must encourage (and ultimately cultivate) high performance, while at the same time fostering their employees’ well-being and guarding against burnout and talent attrition. In this week's HR Blog we explore the importance of managing performance in the new world of work.

Having the right people, to do the right things, at the right time, has never been more important (or more challenging). Even under normal circumstances finding the right balance requires careful planning and execution, but what happens when the future is so uncertain that by the time you put one set of changes in place, you need to change things again? The speed and agility with which your business navigates any organisational restructure now, will have a direct impact on your ability to survive and thrive going forward. Which tools does your organisation need to ensure that your business is agile enough to restructure effectively (no matter how many times you have to do so)? In this week's HR Blog we explore how you can find efficiencies through HR automation to make every structural change within your organisation a success.