(this post originally ran at the Oracle HCM blog)
Artificial intelligence (AI) is quickly becoming a workplace mainstay. A growing number of organizations are embracing these new technologies and it is predicted that one in five workers will have AI as an integrated assistant at work by 2022. One aspect of this is the implementation
I’ve lived, worked and managed HR in industries where turnover for certain positions and/or departments exceeded 100%. It’s not fun.
I recently read this article (“Panera losing nearly all workers in fast-food turnover crisis”) about the increasing challenges in the restaurant industry related to turnover and, I must admit, it induced numerous stress-inducing flashbacks.
While the article
Ask most any HR Leader “what’s your biggest pain point?” and I guarantee that retention/turnover will be up there amongst the top 3 answers. Quite often this answer is partnered up with its companion “recruiting/hiring” since, of course, they share space for all eternity on the organizational mobius strip.
Depending upon one’s company, the responsibility
I'm spending a few days in San Francisco at Culture Amp's #CultureFirst19 event. The conversations (which I love!) are centered around building and nurturing company cultures that are competitive advantages.
The attendees at this event are super engaged and get it - these are people who are passionate about transforming work. One aspect I
The other day wrote about the often-times frustrating disconnect between Conference HR and Real-World HR. Shorthand version: Conference HR is where pundits, vendors and “thought” leaders exhort us to immediately start using AI and be disruptive. Real-World HR is where we have to put weekly reminders on the office refrigerator reminding employees to take their mold-filled