The Changing Nature of Roles and Skills in Business & HR

The phrase, The Great Resignation, cited by the professor of business administration at Texas A&M University, Anthony Klotz, addressed the shift in the workforce when employees began speaking out about what they wanted and needed from their employment following the pandemic. For all the names it has been called, The Great Reset, The Great Realisation, and the Great Resignation, it has undoubtedly changed the workplace. Some requests, such as higher wages and more work/life balance, were no surprise. But other items employees began requesting have the potential to change, even the definitions of employee, roles, and skills.

Does the Future of Work Mean Work Without Jobs?

The labour market has evolved. In just the last few years, due to the pandemic, social unrest and eruption of remote work, there has become empowerment of the workforce. The way we perform everyday work has changed as well. Employees have an increased desire for flexibility, collaboration, learning opportunities and wellbeing that they are not just asking for but demanding. One direction companies are taking in response to the changes is by re-evaluating what jobs and work mean to all the involved parties and bringing about a new way for work to get done.

What are the Business Benefits of a Talent Marketplace?

The use of a talent marketplace in organisations is on the rise, as the very nature of work and skills has morphed after the pandemic and the Great Resignation. Employers discovered that talent marketplace platforms allow them to remain competitive in a tight labour market by focusing more on how work is getting done over job titles and job descriptions.

How to Help Your Teams Develop a Digital Mindset?

Leaders are discovering, after the shift in work culture in the post-pandemic era, that they are becoming more dependent on the effectiveness and the efficiency of their teams that work under them. This is great for digitally minded HR professionals and teams alike because of the opportunities they are being presented to provide more business value. But do your teams have the digital mindset to overcome the challenges of these new responsibilities? If not, it is time to shift their mindset to develop better data-driven decisions.

Upskilling HRManpreet RandhawaAugust 10, 2022Upskilling, Learning and Development, Learning, digital mindset, digital fluencyComment

Why is Upskilling HR so Important?

As the rate of change continues to accelerate, exacerbated by a growth in HR technology and external factors such as the pandemic or the great resignation, it’s never been more imperative for HR teams to build an array of new skills enabling them to become more data-driven, business focused and experience led allowing them to stay relevant and bring more value to their business. Over the last year we’ve had over one thousand HR professionals complete our HR Skills of the Future assessment, allowing us to create a HR benchmark and providing greater insight into the capability areas that organisations should focus on upskilling their HR functions in.

Upskilling HRCedric BorzeeAugust 4, 2022Upskilling, Learning and Development, Lifelong Learning, LearningComment

How to Upskill HR and Build a Data Driven Culture

Not only do HRBPs need to develop their data literacy skills to help achieve the Chief HR/People Officer’s strategic goals, they also need to adopt the right mindset to foster a data-driven culture. By acting as key change agents for the entire HR function and by modelling a data-driven culture, HRBPs can influence decision-making processes in their organisation and fully unlock the value of people analytics for the business. Throughout this article, we explore three guiding principles for successfully building greater data literacy skills in HR as well as share how Insight222 can support you and your organisation to succeed in the digital age.

How Setting Goals impacts your Learning Journey

Goals are an important and effective way to spark motivation. They serve to energise the goal setter into action, either through intrinsic motivation (e.g., the feeling of satisfaction you get when you achieve a goal and subsequent increased confidence or self-esteem) or through extrinsic motivation (e.g., an end of year bonus is dependent on achieving your goals). Goal setting therefore leads to increased performance and outcomes as effort increases in line with enhanced motivation. Many of the goals being set by our community of learners at the myHRfuture Academy focus on upskilling to become an experience led, business focused and data driven HR professionals. We’ve been looking at the most popular HR skills and HR resources from 2021 and shifting 2022 HR predictions into practice over on the myHRfuture blog to help shape these goals.

Future of Work, People AnalyticsCaroline StyrJanuary 17, 2022Learning and Development, Lifelong Learning, LearningComment

The Role of Learning and Development in 2030: Four Emerging Trends

In the latest series of the Digital HR Leaders podcast, we spoke with five leading thinkers in the Learning and Development (L&D) space. From academics and thought leaders to practitioners and vendors, four recurring themes emerged about the future of learning over the next 10 years: 1. Learning will be central to redefining the nature of work, ensuring talent agility above all else. 2. The business impact of learning is better understood as learning and work become firmly intertwined. 3. Learning breaks out of a vertical silo and instead has impact across the business. 4. To sustain remote learning, new technologies like VR will increase in popularity.

Digital HR, Future of WorkCaroline StyrOctober 28, 2020Lifelong Learning, Learning and Development, Learning, Continuous LearningComment

What are the Skills needed to Create a Culture of Lifelong Learning?

Innovation does not just change our behaviour, but also what we need to master to be relevant in the economy. Simply put, the faster we innovate, the faster jobs are redesigned to incorporate new technologies. The data on this issue suggests that there is a general trend towards more relationship-based and expertise-driven work. However, it also suggests that the type of expertise deployed is also changing more quickly. This results in a shrinking shelf life of technical skills. This is why concepts like ‘growth mindset’ and ‘agile mindset’ have caught the attention of business and HR leaders. In this blog Lewis Garrad outlines the critical core skills necessary to create a culture of lifelong learning within an organisation.

How Can HR Become More Data-Driven and Digital?

The top trend in the Deloitte Human Capital Trends Report for 2019 was the need for organisations to change the way people learn. The report highlighted three broad trends in how learning is evolving; it is becoming more integrated with work, it is becoming more personal, and it is shifting slowly towards lifelong models. Our very own Ian Bailie, Managing Director of myHRfuture recently spoke to John Sumser at the HRExaminer about the changing nature of learning and the role that myHRfuture as a learning experience platform, is playing in the continuous learning space. In this blog we’ve summarised some of the key themes present in this discussion.

Future of WorkManpreet RandhawaJune 11, 2020Continuous Learning, Learning and Development, LearningComment

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