Leaders mustn’t be late to the digitisation game
Business leaders who delay digitization risk being disrupted or destroyed by born-digital competitors using AI and algorithms to scale rapidly and deliver superior customer experiences. Legacy companies can avoid this fate by acquiring digital talent, learning AI fundamentals, and redesigning around consumer needs rather than existing products.
HR vs IT: who owns the employee experience?
HR, IT, and marketing departments are increasingly competing to own employee experience management. Recent research shows 45% of IT leaders believe optimizing employee experience should fall under IT rather than HR, citing technology’s critical role in enabling communication, collaboration, and flexible work arrangements.
How leaders can make their dark side brighter
Leaders with dark personality traits—narcissism, Machiavellianism, and psychopathy—typically underperform and damage team relationships. However, research shows that leaders can mitigate these negative effects by actively improving their relationships with followers, particularly when personality traits align.
Implementation tasks: documents and discovery
Learn how to prepare for successful HR technology implementation through documents and discovery before contract signing. This phase involves legal negotiations, information gathering, and groundwork to ensure smooth project kickoff and avoid costly delays.
How to make change easier and smoother
Organizations underestimate resilience when managing change. While wellbeing programs help, sustained resilience requires developing personal thinking, learning, and social strategies alongside supported education and tools to help employees thrive amid ongoing transformation.
HR challenges for 2017 – and beyond
HR faces mounting pressure to support digital transformation and talent acquisition while operating with reduced budgets and headcount. The Hackett Group’s 2017 report reveals that 80% of HR executives expect digital technology adoption by 2020, yet only half have a defined strategy and fewer believe they have the resources to execute it.
Three fascinating studies on diversity you won’t have heard of
Three fascinating studies reveal important truths about workplace diversity: minority leaders face career backlash for championing diversity initiatives, female representation in top management boosts financial performance only when innovation is the firm’s focus, and racially diverse teams significantly outperform homogeneous groups on complex problem-solving tasks.
“I usually choose one day a week where I make it my goal to only focus on one task at a time.”
Dana Zelicha, an organizational psychologist and mindfulness expert, shares her daily routine focused on presence and single-tasking. She dedicates one weekly “Unitasking Day” to focus on one task at a time, avoiding multitasking’s proven 40% productivity decrease, while maintaining morning mindfulness practices and digital detox habits.
The Journey to Digitization: The Executive View
Corporate executives recognize that human capital management technology is essential for business competitiveness, yet only 8% consider themselves truly digital organizations. Cloud-based HCM software investment is projected to reach $23 billion by 2020, addressing critical needs in workforce management and employee experience.
10 (scientifically-proven) tips for being a better boss
Discover 10 scientifically-proven strategies to become a better boss, from understanding individual employee needs to shifting from performance management to performance development. These evidence-based recommendations, rooted in Gallup data and organizational research, help leaders meet modern workforce expectations and improve organizational performance.
What more can we do to promote women in tech?
Despite Norway’s progressive gender equality policies, women remain underrepresented in tech leadership roles, with only 17% of female leaders in Norwegian tech companies. Research shows that increasing women in leadership positions boosts company profitability, yet systemic barriers persist even in countries with strong equality measures.
Six HR archetypes driving digital change
HR professionals are emerging as key drivers of digital transformation, with six distinct archetypes ranging from traditional “Conventionalists” to innovative “Provocateurs.” A survey of 550 HR leaders reveals that while HR sees itself as having low influence in shaping change, those adopting strategic and activist roles are successfully positioning their organizations for digital success.
Organisation design: it’s time to disrupt our approaches
Traditional organization design approaches are too slow and inflexible for today’s rapidly changing business environment. A new Agile-based methodology prioritizes teams and shared purpose over lengthy documentation and processes, enabling organizations to create value faster while remaining competitive.
7 things you need to know about project governance in HR
Project governance is essential for successful HR technology initiatives, helping organizations avoid decision-making delays, scope creep, and budget overruns. Key considerations include establishing clear decision-making authority, defining what governance means for your team, and avoiding unnecessary processes that constrain agility.
Companies must create social value – or lose stakeholders
Companies must create social value beyond profits or risk losing customers, employees, and stakeholders. Modern businesses integrating sustainability and social responsibility into their operations attract talent and build meaningful legacies, while those ignoring these demands will fall behind.
“I’ve experienced a shift in how I like to learn; to what I want to learn and not what others feel I need.”
An HR manager shares how he’s shifted from learning what others think he needs to what he actually wants to learn, leveraging podcasts, audiobooks, and intentional daily habits to stay current with emerging HR practices and leadership development.
Don’t get overwhelmed into inaction – analytics success can come to every company
Most companies recognize the need for HR analytics but struggle to act due to unrealistic expectations and fragmented data systems. Rather than pursuing expensive enterprise solutions, start by identifying your most pressing business problems and build targeted analytics solutions that address those specific needs cost-effectively.
What there is to fear with HR Data Analytics
HR data analytics implementations often trigger fear in employees who worry about job security and organizational change. This article explores how organizations must address the psychological impact of analytics insights—beyond just presenting data—to successfully gain employee buy-in and navigate the natural anxiety surrounding potential workforce decisions.
Reality bites: when culture and brand don’t align
Research reveals a significant disconnect between organizational brand values and employee understanding, with 64% of workers lacking clarity on company purpose. When senior marketing and HR leaders fail to align on brand messaging and culture, the gap between external promises and internal execution undermines reputation and sales performance.
How HR can lead digital transformation
HR is uniquely positioned to lead digital transformation by bridging technology and culture across organizations. With cross-functional oversight and responsibility for employee engagement, HR can drive both the strategic technology shift and the cultural changes necessary for successful digitalization, while positioning itself as a value-add function beyond traditional cost-center operations.
