Josh Tarr的动态

Washington University in St. Louis’ Jason Burg shares details of how Workday lit the path to leveraging data-driven insights across the organization, elevating people performance.

What if you could improve employee experience, increase productive time, and reduce ticket volume and costs? Global IT and HR leaders are doing just that by automating routine tasks like password resets, hardware and software ordering, and onboarding and offboarding. Panelists will share their experiences and learnings in this Q&A style discussion led by PeopleReign CEO and host of the popular AI and the Future of Work podcast, Dan Turchin. Sign up to join us at: https://lnkd.in/gwhU2yzv #ITSM #HRtech #FutureofWork #ESM #servicemanagement

It’s been a while since I posted a new episode of the #AdvancingTalent podcast, but I’ve still been listening to some incredible conversations. One recent episode I want to spotlight is about Building a Global Culture in a Remote World. We all know how crucial culture is to an organization’s success. In this episode, Jacky Simmonds, Chief People Officer at Experian, shares her insights on the strategies behind creating a thriving global culture in the age of remote work. She discusses how Experian is transforming HR by integrating AI, developing innovative learning programs, and using a unique 'gig' system to promote employee growth and organizational flexibility. Culture is key! How is your organization focusing on building and nurturing it? https://lnkd.in/e6VCBU75

Discover the insight-generating power of people analytics with Deloitte and SAP on this latest episode of the #CapitalH podcast. #DeloitteSAP

Two very insightful podcasts hosted by David Green ???? from the team at myHRfuture on the topic of #skills and being #skillsinformed. The final newsletter of 2024 from my Skills Research is due to drop shortly and these two interviews with Sandra Loughlin, PhD from EPAM Systems and Mika?l Wornoo??from TechWolf perfectly summarise some of my current thinking relating to skills. Namely: 1) Skills is a data problem and foundational data is key.?We need excellent data about people and their skills and about work/task and the skills required to execute this.? 2) An alternate approach to a new platform or system is the adoption or introduction of an Ai driven data layer that augments core HR systems. This maybe an easier route for some companies to get going with pilots and POCs. 3) The consolidation in the HR / skills tech space is rapid so buyer beware when evaluating vendors. (e.g. SAP, Workday and ServiceNow all invested in Techwolf's Series B round), I suspect one of them will end up buying it. 4) Too many companies have tried to 'boil the ocean' with a full blown skills transformation, perhaps a more pragmatic approach will work better. Go after business problems where skills can help especially problems linked to revenue and the business P+L. ? 5) This is not an HR thing, it should be seen as a solution to a business problem and should be framed and labelled as such. We should not seek to position this as something that optimises HR processes riddled with HR jargon. We simply won't get the buy in. 6) Link the solution to workforce productivity and performance and other critical strategic drivers of your business. ? Listening to both of these will be an hour very well spent. I hope you enjoy them. #futureofhr #talentmanagement #talentstrategy #hrtech #skillsbased #pragmaticskillsinformed #dontboiltheocean https://lnkd.in/gPRHvKUH ? https://lnkd.in/gbSpSjqv

??? And here we are with another incredible episode of Digital Shifts! In Episode #28, I had the pleasure of speaking with Zachary Gentry, where we tackled a topic that resonates with so many organizations: Addressing Employee Fears during Digital Shift. ?? Digital transformation isn't just about tech — it’s about people. Zach and I dive deep into strategies to navigate fears, build trust, and empower teams to embrace change with confidence.?? ?? Catch the full episode now on YouTube — https://lnkd.in/e5rkYECX Let me know your thoughts in the comments — I’d love to hear how your organization approaches these challenges! #DigitalShifts #Podcast #DigitalTransformation #Leadership #ChangeManagement

Bold Agendas Podcast is LIVE! I’m excited to announce the launch of Bold Agendas, my new podcast, in which I dive into critical conversations with business leaders who are redefining the future of work and leading transformational change. In our inaugural episode, I had the privilege of speaking with Eric Hemmer from ServiceNow on a topic that’s top of mind for many organizations: Digital Sprawl and its Impact on Worker Productivity. Eric, who pioneered the Employee Experience product line at ServiceNow, shares his vast expertise on how businesses today struggle with the overwhelming complexity caused by disconnected worker experiences and fractured ecosystems. We discuss the high costs—both hard and soft—that digital sprawl inflicts on organizations, from inefficient workflows to disengaged employees, and what leaders can do to reverse these trends. Key highlights from the episode: ?? Defining digital sprawl and how it evolves in organizations. ?? Understanding the tangible costs of disjointed digital landscapes on productivity. ?? Proven strategies for overcoming legacy systems and technical debt without disrupting operations. ?? How frontier technologies like ServiceNow’s AI capabilities are reshaping business productivity. ?? Steps leaders can take to optimize digital ecosystems and enhance the worker experience, especially for frontline employees. If you’re navigating the challenges of digital transformation, this conversation offers valuable, actionable insights for a people-first digital strategy.??

How to Resolve Workforce Skills Gaps with AI-Powered Insights As Christina Norris-Watts and Doug Shagam shared with me in an episode of the Digital HR Leaders podcast (see link below), Johnson & Johnson has used AI-driven skills inference as part of their skills transformation. Sandra Humbles also shared insights on this work at the recent Deloitte Workforce Innovation Forum. In their paper for MIT, Nick van der Meulen, Olgerta Tona and Dorothy Leidner provide an in-depth case study on Johnson & Johnson to demonstrate how skills inference can provide detailed insight into workforce skills gaps and thereby guide employees’ career development and leaders’ strategic workforce planning. The paper includes a detailed description of the three steps of the skills inference process (see Figure). The sections in the paper on employee trust, privacy and?use cases are particularly instructional for companies looking to emulate this work in their organisations. The article is included in my Data Driven HR Monthly collection of the best HR, future of work and people analytics resources for April. Peruse the full collection here: https://lnkd.in/gTx2ukmr You can also listen to Christina and Doug on the Digital HR Leaders podcast episode: How Johnson & Johnson are Scaling Their Skills-Based Approach to Talent https://lnkd.in/eGfGtZ5J cc. Reem Janho, JD Michael Griffiths #humanresources #workforceplanning #peopleanalytics #culture #hrtech #learning #talentmarketplace #employeeexperience #futureofwork

?? Redefining the Future of Work ?? The way we work isn’t just changing—it’s evolving into something entirely new. At the heart of this transformation lies open talent, agile workforce strategies, and the power of technology to unlock human potential. On “The Open Talent Report”, I’ve had the privilege of sitting down with trailblazers, innovators, and thought leaders who are reshaping the world of work. Together, we’ve explored the big questions: ?? How is AI transforming talent acquisition and creating opportunities we never imagined? (with Andreea Wade ) ?? What role does direct sourcing play in making workforce strategies more competitive? (with Saleem Khaja ) ?? How can we empower female founders and entrepreneurs to drive innovation? (with Melissa Heffner ?? What does purpose-driven leadership look like in a world that demands adaptability? (with Tim Masson ) ?? skills based hiring with Robert Mac Giolla Phadraig Every episode has been a window into the challenges and opportunities shaping the global workforce. From tackling talent scarcity to leveraging HR tech innovations, these conversations offer actionable insights to help organizations—and individuals—thrive. I firmly believe that contingent workforce management isn’t just about solving problems—it’s about creating strategic advantages that drive success in a complex world. ?? Ready to be inspired? Join me on this journey. Dive into The Open Talent Report to uncover the trends, ideas, and strategies that will define the future of work. ?? Start listening now: ?? https://lnkd.in/eZHjPYcC ?? https://lnkd.in/eUmDT35z Let’s rethink what’s possible, challenge the old way of work and build a more innovative, inclusive, and impactful future. #FutureOfWork #OpenTalent #ContingentWorkforce #Leadership #Innovation

Occasionally when recording a podcast, a guest will share a practice that derails the entire conversation (in a good way). They're usually clever, novel, and practical programs that I have to go deeper into for the benefit of listeners. These are "swipe file" practices, and I have one for you today. ??? People pods. ?? Crunchbase Chief People Officer Kelly Mendez-Scheib, SPHR, SHRM-SCP, RCC shared their approach to creating multidisciplinary project teams across her people org. Here’s why that's smart. It’s about creating opportunities for employees to dive into new areas, stretch their skills, and collaborate in ways they never thought possible. Imagine you’re a software engineer, but you’ve got a passion for marketing. Instead of waiting for some rare lateral move, you get to jump into a multidisciplinary project team where you can work with marketing, product, and sales. That’s where the magic happens. ? This people pool approach means Crunchbase is creating teams that mix expertise, backgrounds, and perspectives. When you build teams with different lenses and give people the space to contribute outside their typical roles, you spark creativity. Employees not only grow in their careers but also become more invested in the culture because they feel truly seen for the breadth of their skills and passions. It’s a win-win. The company benefits from fresh ideas, and the employees are constantly learning and evolving. It’s the kind of environment where people grow, not just their titles. Take a listen to the full conversation below to hear how Crunchbase is doing it and how your team can, too, below. #linkedinpresents #redefiningwork #careers