This is your HR News Flash, your briefing on talent management and the world of work from HRCI. HR has experienced its fair share of disruptive trends in the past couple of years, and that disruption isn’t slowing down. In 2022, there will be even more pressure on HR to design strategic solutions for operational efficiency. Here are some of the disruptive HR trends that you need to be prepared for in 2022. HR continues to be a business partner. HR’s role in driving the business strategy must continue to be proactive. By looking at 2022, business goals and the necessary talents needed are critical in supporting business priorities. Organizations need to prioritize employer branding and experiences. The Great Resignation is predicted to increase in 2022. Employers will need to revisit their branding and value proposition to retain their top performers while recruiting new talent. HR has the opportunity to design a total rewards strategy that drives retention. Examples include internal mobility, a more robust benefits package and providing enriching employee experiences. Organizations will have to redefine leadership. Organizations continue to develop their hybrid work model and policies. HR plays a key role in defining the qualities of leadership in the new structure. In digital environments, managers will need to facilitate work without micromanaging employees. Leadership demographics are also changing, requiring a more diverse approach to recruiting and retention.  This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Designing and implementing an accessibility strategy empowers your organization to hire persons with disabilities. Supporting accessibility is a strategic investment that can contribute to the inclusivity and productivity of an organization. Here are some possibilities to assist in implementing an accessibility strategy. Control costs — and risks.  Research from the Job Accommodation Network found the costs and tax incentives associated with accessibility accommodations can be a win-win undertaking. Not only is hiring a capability diverse workforce a good investment, it also removes the risk of adverse selection or discrimination in hiring. Enhance accessibility. Not having the perspective of a capability diverse workforce can limit the talent and production outcomes of an organization. Having a solid and enhanced accessibility strategy allows HR to tap into a more qualified talent pool that might otherwise be overlooked. Persons with disabilities bring unique perspectives that can increase innovation, enhance workplace engagement and contribute to a healthier and diverse work culture. Improved productivity. Implementing a universal design strategy that is accessible to persons with disabilities can help employers achieve a work environment that results in non-disruptive hiring or the need to redesign workspaces. Having this strategy will improve productivity and diminish the need for reactionary adaptation or accommodations.  This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Today’s leaders face unique global challenges. Tomorrow’s leaders will have to learn to navigate challenges to keep moving forward. Here is how HR can give their organizations a competitive advantage by developing the next generation of leaders. Define transformational leadership. Transformational leaders are committed to inclusion and belonging. They practice self-management and support continuous improvement. Being a transformational leader requires a certain mindset, as well as exercising cultural intelligence, ethical decision-making and resiliency. Create active learning experiences. HR needs to foster active learning, or ways that learners can engage in the learning process that does not rely on passive listening. Training methods include in-depth readings and discussions, critical written reflections and transformational leadership development coaching. Expand your learning resources. Learning tools can include LMS courses as well as appropriate learning tools that include intercultural awareness and methodology. Implementing virtual and augmented reality programs can enable us to bring the world to our teams.  This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Given the generational composition of today’s workforce, priorities and expectations are changing drastically. HR must play a pivotal role in meeting the challenges and opportunities of leading a multigenerational workforce. Here are some ideas of how to address multigenerational topics in the workplaces: Create flexible work options. As organizations determine hybrid work options and flexible work hours, job descriptions must evolve to reflect key skills and competencies rather than focusing on experience and education. This will help determine the suitable composition to fit the organization’s work culture, vision and mission.   Increase Communication. Communication is key in any multigenerational interactions. Rather than making assumptions about where employees are in their points of references and experiences, directly assess their preferences for interactions, communications and working styles. Emphasize continuous learning. Legacy learning and development programs often make assumptions about where expertise is concentrated in a multigenerational workforce. Competencies are not necessarily linked to seniority, and education can be shared across generations. Take inventory of the skills, competencies and knowledge available within your multigenerational talent, identify cross-training needs and implement inclusive and culturally sensitive continuous learning programs. This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. HR must ensure that corporate social responsibility is part of the organization’s mission, vision and value. Here is how HR can play a significant and strategic role: Refine the corporate value proposition. An organization’s mission, vision and values are defined at the C-suite level. This helps HR redefine and implement the value proposition to enhance the organizational culture and employee morale. Foster an inclusive mindset. HR should lead and facilitate a more inclusive mindset throughout the workplace. Utilizing practical processes with a great sense of purpose reflecting input from each contributor will foster inclusivity. Encourage Engagement. With a clear value proposition, recruit employees that are likely to be passionate about your organization’s mission. This can be strengthened through employee engagement and training, while harnessing the diverse passion and creativity within your workforce.   This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Many organizations still perceive hybrid and remote work as short-term solutions instead of long-term strategies. That lack of commitment could ultimately pose a safety and security risk for your workforce. Here are the essential components of a hybrid workplace safety philosophy to direct decision-making at your organization. Identify necessary safety and security priorities. Priorities include physical safety. Among these are providing employees with ergonomic home office furniture and equipment, addressing mental health concerns and monitoring cybersecurity. Strengthen Digital Infrastructure. A robust digital infrastructure can help employees remain connected. Digital connection can help with the effects of isolation, without putting personal information at risk. Ensure the organization is complying with industry standards and best practices. Communicate, collaborate and create. It is important for HR to communicate with the workforce regarding best practices for hybrid safety and security. A targeted communication and education plan ensures that employees adhere to your hybrid workplace safety philosophy. Hybrid work also offers new opportunities for expanding collaboration experiences through new tools and technology, regardless of physical location. This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Integrated performance management processes can help break down barriers between departments. Human resource capital is a key component that is deployed throughout an organization. HR plays an important role in supporting an integrated performance process for the human capital across all departments. Here are some ideas: Facilitate the process HR should guide and facilitate conversations that support the implementation of an integrated performance management process. In doing so, all leaders can be aligned on the strategies that drive value creation across the organization. Operational efficiencies. HR’s role in executing strategies, policies and approaches related to integrated performance management processes is critical. Working across functional areas to proactively identify talent gaps and creating recruitment plans will strengthen operational efficiencies. Monitor and evaluate. HR must monitor and evaluate data to better calibrate talent needs. Performance management data provides an important metric that can result in informed decisions and consistencies. This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Traditional versus strategic HR functions differentiate the role HR professionals can play as innovative business leaders. Here is how shifting from a traditional to a strategic HR mindset can support your organization's long-term success. Identify performance indicators. Here are three future performance indicators:  Improving the organization’s mission and vision. Innovative thinking, planning and execution of new products and services. Deploy new sources to measure metrics, trends and insights. Upgrade your approach Upgrading your approach can impact long-term areas such as collaboration, project management and future organizational functions. Performance indicators can impact business outcomes. Distinguish traditional from strategic HR. Traditional HR is transactional and reactive. Strategic HR involves creating a workplace that is better equipped to clarify a purpose and practices inclusivity. This is where HR can have the biggest strategic impact.  This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Accessibility requires a commitment from the entire organization to facilitate the needs of employees with disabilities. Here are several ways your HR team can improve accessibility in the workplace. Review HR policies and documents. Enhance current HR processes to ensure they optimize HR policies and are inclusive for all individuals, regardless of disabilities.  Go beyond compliance. HR can facilitate a more accessible workplace by normalizing conversations around disabilities. Efforts should be made beyond general compliance, as HR’s ultimate responsibility is to make sure that inclusivity and accessibility is top of mind for everyone. Create a support group. Employee resource groups give employees a voice in the workplace. They can help inform HR of items that need change to become more accessible. Practice intersectionality. Intersectional design is a model of acknowledging individual differences that takes individual identities, circumstances, behaviors and environments into account. By surveying the workforce and understanding employee needs, HR can offer more flexible and individualized options. Create leadership pathways. Design future work flows today that help plan for supporting employees as they move into future organizational leadership roles. This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI. Global standards are necessary, yet present many challenges. This is particularly significant for HR practitioners, as standards and terms concerning employment laws, social and cultural norms and business processes- including ethics are the backbone of a thriving organization. Let us review the International Organization for Standardization ISO initiative, ISO 30415 standard. It was created by a team of international HR experts from 14 countries regarding the implementation and sustainability of global diversity and inclusion practices. Maintain sustainable development goals. Inclusive workplace cultures support fundamental human rights. This ISO 30415 was built for the United Nations sustainable development goals based on the 2030 agenda. It identifies and incorporates three human rights: reduced inequalities, decent work and economic growth and gender equality. Incorporate diverse perspectives. Drafts of the ISO 30415 were open to comments from global HR professionals from 33 participating countries. This allowed diverse feedback during the development process as the committee worked towards a consensus for an international standard. Building consensus by reconciling comments. The last draft of the ISO 30415 received almost a thousand comments from global HR professionals. Enabling these voices and leveraging critical thinking helped the committee incorporate diverse ideas that are clear and actionable into the standard.  This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.