At face value, talent acquisition might seem obvious, straightforward and handled from an organisational perspective. After all, organisations hire employees every day, and have been doing so for a long, long time. However, as the way we work continues to evolve, the talent acquisition function has become a highly complex and dynamic process. With multiple types of employees, many performance drivers, ever-evolving technology, a plethora of solution and service providers, and a shortage of great talent, the importance of acquisition cannot be overstated.

Accenture is currently undertaking a multi-year research initiative designed to examine the new mission, mandate, skills, capabilities, roles, and organisational structures that may emerge for the HR function in the future. The research assesses important new developments in technology, changing employee expectations, continued market volatility, and more. Through this initiative, Accenture is exploring how key business trends will fundamentally reshape HR as the future workplace continues to evolve. Accenture's research also provides actionable insights to enable HR and business executives to address future trends and help their people and organisations become more robust.

Having great talent intelligence – that is an accurate understanding of the skills, expertise, and qualities of your employees - is essential for the decision makers in every organisation. However, the available evidence suggests that despite the importance of having accurate talent intelligence, it is often not done well. Why is it, that in 2015, this is still the case?

The popularity of last week's post on 'how to stress less' is an indication of the level of interest around stress in the workplace. How many HR Professionals out there are aware of the neuroscience of stress versus success? Stress isn’t just a major contributor to illness and disease, stress hormones actually erode higher-brain networks. The result? Essentially the effects of chronic stress will inhibit you from succeeding fully at life. Prolonged periods of high levels of stress mean that your stress response system is on high alert, releasing toxic hormones into your system. These hormones effect your ability to perform, produce and ultimately, to enjoy your life.

Workplace stress is a serious issue. More importantly, high levels of worry in the workplace can have serious consequences on your quality of life - not only at the office, but everywhere else as well. Stress is responsible for over 75% of all doctor’s office visits and contributes to heart disease, diabetes, obesity, and autoimmune diseases. If you’re stressed out at work, and you take this home with you at the end of the day, it’s time to implement some measures that will help you STRESS LESS.

In an era of digital overwhelm, overworked employees and disengaged talent looking to abandon ship, the wellbeing of the workforce might just be the metric that turns the ship around. A plethora of scientific research on stress and creativity, along with statistics reflecting the desperation of big business to engage and retain top-tier talent, herald the potential demise of the traditional business model. Let's take a look at the HR metrics for wellbeing, and why you need to consider measuring these HR Metrics in your business.

For those of you not already familiar with it, The HR Certification Institute recently released an interesting and inspiring book titled ‘The Rise of HR: Wisdom from 73 Thought Leaders.’ The book is an anthology of perspectives which highlight the key themes confronting business and HR professionals in enabling the growing trend of people as the primary driver of organisational success. The book is an essential read for HR professionals and business leaders who want to help shape the future of the workplace as it transitions through one of the most transformative moments in the history of HR.

As the financial year draws to a close in Australia, it’s a good time to pause and reflect on the first 6 months of 2015, and look ahead for the second half of the year and beyond. In Deloitte’s Global Human Capital Trends 2015 report, they highlight several HR trends in addition to the ones we mentioned in our Blog posts earlier in the year. Looking beyond the specifics of HR automation, L&D and small to medium business HR trends, the information in Deloitte’s report points to a more global HR shift across a few key areas. The report highlights ten trends which are ‘reshaping the nature of work and the ways HR Professionals, and the organisations they work for, approach talent management’.