• tags: humanresources cognitiverecruiting cognitivecomputing predictions

  • « HR has a mission: High-Impact. Business HR—the HR functions residing closest to business units—is at the heart of delivering High-Impact to the business. Here is a look at the three biggest factors differentiating Business HR from a traditional Business Partner approach with Deloitte’s recently updated High-Impact HR Operating Model. »

    tags: operatingmodel humanresources futureofwork HIHR

    • The High-Impact HR (HIHR) Operating Model places HR customers—candidates, employees, leaders, contingent workers, and alumni—at the center
    • The HIHR Operating Model defines the role of Business HR in the overall operating model, yet it’s far from a “one size fits all’ solution
    • Focus on services. Business HR needs to articulate “what it does” through the lens of its stakeholders
    • Measure with business metrics. Business HR professionals home in on the metrics that matter to the business and view their performance in light of the impact to those metrics.
    • Drive the business. From an organizational structure perspective, Business HR resources should be aligned with the P&L structure to help ensure they can operationally support the business
    • Communities of Expertise. Business HR professionals are active, vocal, and committed teammates with the Communities of Expertise to first design solutions collaboratively that meet business needs and then deploy those solutions to the organization successfully.
    • Expanded capabilities. Many organizations that implemented a Business HR function merely changed titles, but did not assess the new capabilities required to deliver more strategic services to the business.
    • Workforce insights. For Business HR to provide effective services, meaningful leadership and consulting to the business, it should apply workforce insights to each business challenge.
  • « Companies need to increase revenues, lower costs, and delight customers. Doing that requires reinventing the operating model. « 

    tags: digitaltransformation operatingmodel organization process businessprocess

    • Shift #1: From running uncoordinated efforts within siloes to launching an integrated operational-improvement program organized around journeys
    • Shift #2: From applying individual approaches or capabilities in a piecemeal manner to adopting multiple levers in sequence to achieve compound impact
  • « Often the first question I’m asked is, “Our customers are other businesses, so is this research relevant to us?” And my response is always, “Yes, because until Artificial Intelligence runs the world and all future business engagements are conducted chatbot to chatbot, your customer on the other side of the screen isn’t a business, it’s a real person, who is also a consumer.” »

    tags: B2B customerexperience data loyalty

    • Therefore, we expect in the B2B segment the impact of an individual employee’s experience on brand loyalty will be less critical to the brand’s business.
    • For example, if a manufacturer wants customers to use an online ordering tool but the tool doesn’t work properly or is hard to use, the customer’s employees may choose to work around it by emailing or phoning in orders.
    • The feedback we receive from SAP’s customers also suggests that the impact on brand advocacy is slightly less for B2B organisations than for B2C brands.
    • That’s not to say advocacy is not important to B2B companies. An increasing number of B2B organisations, including SAP, use the Net Promotor Score rating, which measures advocacy as a key indicator for customer satisfaction and business health
    • For smaller B2B organisations, the impact may be greater because their customers are less likely to be locked into long-term contracts
  • Recruitment marketing is a tactical approach that combines social recruiting, content marketing with search engine optimization, employer branding, job marketing, employee referrals, recruiting events, and all other strategies the recruiting team uses to find and engage the best talent in the industry.

    tags: humanresources recruitment hrmarketing contentmarketing

    • 1. Focus on the company’s culture
    • 2. Understand the choices your leads have
    • 3. Create the right kind of content
    • 4. Commitment: the key to success

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