All this talk about values got me thinking : I wonder how many of us, HR Professionals in particular, actually really know what our own personal values are. Why do we do what we do, and what gets us out of bed in the mornings?

I’m sure most of us think we know what they are. However, if you look at the statistics, 30% of people often cite family as one of their most important values, yet a surprising number of these people also often spend a lot of time travelling for business meetings.

Part 1 of this Blog introduced a concept that is not especially new in HR circles, however, the uptake of aligning personal and organisational values, as a benchmark process in recruitment strategies, has not yet reached a critical mass.

Want to know how to work smarter, not harder and transform yourself into an HR Superstar? This Blog explores the simple, yet extraordinarily effective way to get straight 'A's in the following key areas:

• Hire the right person for the right job every time

• Guarantee employee satisfaction.

• Increase productivity.

• Improve employee retention.

• Create a workforce that loves coming to work.

• Get recognised for adding value.

• Contribute to the bottom line.

In Part one of this Blog, we explored some of the characteristics of Human Era brands as outlined in the report by Hill Holiday and Lippincott. Now let’s dive a little deeper and start thinking about how the role of Human Resources will need to evolve in order to contribute to company, brand and people development in the Human Era. 

According to the report, brands that lead in creating and aligning ‘experience’ with ‘story’ produce measurable growth of 4% above and beyond their counterparts in delivering shareholder value. These companies enable employees to become living, breathing examples of the company’s values through providing customers with an experience that actually matches the words on paper. The overall effect - alignment with values creates value!

Just as Nietzsche’s exclamation that ‘God is dead,’ once heralded a significant shift in the Western cultural paradigm, a new report by Hill Holiday and Lippincott declares that the ‘Institutional Era’ is also dead and has paved the way for a new way of doing business, ‘The Human Era.’

This two-part blog series explores the fundamentals of The Human Era, and outlines the new model for building trusted connections in business. It includes an investigation of what brands need to do to embed these models within their values and processes, as well as exploring the role of Human Resources in The Human Era.

Here at Subscribe-HR, we recently discovered a fabulous report that we believe encapsulates the future of doing business so well, that it has inspired us to pause for a serious rethink about the future of HR.

The report was created by Hill Holiday and Lippincott and is called 'Welcome to The Human Era.'

We highly recommend that you read the report - it will really get you thinking!

It certainly got us thinking and has inspired us to make a commitment to putting the ‘Human’ back in Human Resources.

It's safe to say that the future of Cloud computing lies in building innovative, multi-tenant, SaaS ecosystems, but what, exactly, is an SaaS ecosystem, you might ask?

The HR and IT teams at Lonely Planet have recently broken new ground in this territory, and we're proud to share with you our part in the SaaS ecosystem they have adapted to service their software needs across multiple business functions.

Here at Subscribe-HR we believe in sharing the love. That’s why we recently joined forces with the knowledgeable and super helpful team at Software Advice to create a blog for you based in their annual research into Social Recruitment.