Dr Dieter Veldsman (Phd)’s Post

Thanks for sharing this insightful report on the top priorities for HR leaders in 2025. David Green 🇺🇦 interesting to see Leadership development and Culture in the top four.

insightful 👏✍️ As we navigate the dynamic landscape of today’s business environment, it is essential to reflect on the pivotal role that Human Resources plays in driving organizational success. The effectiveness of our HR operating models can significantly influence not only our teams but also the overall performance of our organizations. 1. Aligning HR with Business Strategy 2. Embracing Technology 3. Fostering a Culture of Continuous Learning 4. Prioritizing Employee Well-being 5. Data-Driven Decision Making 6. Building Strong Leadership Pipelines As HR professionals, we have the unique opportunity to shape our organizations' futures. By adopting effective operating models that prioritize alignment, technology, continuous learning, well-being, data-driven decisions, and leadership development, we can create workplaces where both employees and businesses thrive #ManagementProcess #Strategy #formulation #process #determining #direction #sustainable #success #Risk #competitive #management #objectives #goals #decisions #analyzing #HR #PMS #shareknowledge #people #development #marketing #BusinessDevelopment #effectiveinformationsystems #developmentprocess

What are the Top 5 Priorities for HR Leaders in 2025? Leader and manager development remains the No. 1 priority in 2025 for HR leaders for the third consecutive year, according to Gartner, with the top five ranking as: 1️⃣ Leader and manager development 2️⃣ Organisational culture, 3️⃣ Strategic workforce planning, 4️⃣ Change management and; 5️⃣ HR technology The report, authored by Mark Whittle, Liana Passantino, PhD, and Maggie Schroeder-O’Neal, provides detailed analysis on each of the top five priorities, defining the problem statement and imperative for each along with a case study. My eyes were drawn to the section on Strategic workforce planning (SWP) and the rather stark finding that only 15% of organisations currently practice SWP. Guidance is provided on expanding the scope and complexity of SWP through small phases and a powerful case study is provided on Merck. "Instead of striving for perfection and getting stuck gathering every piece of information available, Merck’s SWP team reduces the complexity of SWP by narrowing their team’s focus to solving a problem, enabling them to take action and drive impact." Speaking of Merck, I'll be at Merck's HQ in Darmstadt this week as Ruben Groen, Alexis Saussinan and the Merck team host the final Insight222 Peer Meeting of the year for c50 European members of the Insight222 People Analytics Program®. Speakers include Khadija Ben Hammada, Alexis, Ruben, Mariana Hebborn PhD, Dawn Klinghoffer and Adam Tombor (Wojciechowski). ▶️ The report is featured in the October edition of Data Driven HR Monthly, where I select and curate the best HR, future of work and people analytics resources of the month. See full edition here: https://lnkd.in/et8SYAF4 ◀️ #humanresources #workforceplanning #peopleanalytics #futureofwork #chiefpeopleofficer #hrtech #leadership #culture #employeeexperience

I love these TOP 5 lists each year sharing trends for the generic HR leader and where they'll be focusing efforts in the coming year. I work with HR leaders operating a Dept-of-One (DOO) and can't necessarily afford to focus on these general trends. They can't afford it because TIME IS MONEY 💲 and they don't have a lot of time - juggling so many different activities. HR leaders working for smaller organizations and operating a DOO need to choose HR initiatives that will DIRECTLY IMPACT the organization and their declared goals/needs. For example, it doesn't help a solo HR leader's effectiveness to prioritize workforce planning when their isn't a need to ramp-up staffing in the coming year. Need help creating your 2025 HR Department Strategic Plan customized for you and your organization for maximum effectiveness? Schedule a free 30min Strategic Planning Session where you'll leave with a Customized Action Plan tailored just for you! Let's get you headed in the right direction specifically for YOU 🎯 Shoot me a DM 👇🏾

Our new research sheds light on the differing priorities between HR and the C-suite when going through business change, with some surprising findings. Whilst HR leaders rank managing the impact on employees as their top priority during change, there appears to be a lack of investment in support services that could help deliver more compassionate experiences. The findings also highlight a potential disconnect: HR is more focused on supporting employees, while the C-suite is often thinking about brand reputation and risk management. Both are crucial, striking a balance could be key to aligning both perspectives and priorities for long-term success. Download the full ' Shift happens' research report to explore more insights and practical ways to improve the experience and outcomes for people and the business during change: https://hubs.la/Q02Z0TNZ0 #ShiftHappens #WeSimplifyIt #HRStrategy #C-suite #OrganisationalSuccess #LeadershipInsights #EmployeeEngagement #WorkplaceCulture #RiskManagement

As we draw near the midpoint of 2024, it also presents an opportune time for HR professionals to take stock of your progress and to ramp up strategies for the months ahead. According to Gartner’s annual HR Priorities survey, here are the five game-changing priorities that should guide our efforts: 1️⃣ Leader and Manager Development: Continue to enhance your leaders’ capabilities to navigate complex workplace dynamics and drive effective leadership at all levels. 2️⃣ Organisational Culture: An inclusive and resilient culture is vital for supporting overall business goals and ensuring a thriving workforce. 3️⃣ Technology: Ensure your technology portfolio aligns with strategic business needs and simplifies HR processes. 4️⃣ Change Management: Master the art of managing change. Support your employees and leaders through ongoing transformations with robust change management practices. 5️⃣ Career Management and Internal Mobility: Create opportunities for growth within the organisation to retain and develop top talent. Let's tap on these insights to reflect on achievements, identify areas for improvement, and set a clear path forward. Together, we can drive impactful change and achieve bigger goals for the rest of the year! #IHRP #HR #UnlockTheFullPotentialOfHumanCapital #CertifiedCommunity #WorkforceTransformation

Thank you, Nicolas BEHBAHANI, for sharing meQ's research on manager resilience and workforce performance! Time and again, we see that key HR outcomes start and end with managers. See Nicolas' article here: https://lnkd.in/edwPBPyB Once folks have read the research, we have resources you can use right now to support managers. Check out "Managers in the Middle," a session on boosting manager resilience: https://lnkd.in/e9vmZ7E9 See the full report, "Build a Better Manager": https://lnkd.in/exiz-te5 Comment for more ways to start helping managers help themselves, their teams, and their organizations.

HR Business Partners: Elevate your expertise! PeopleXD's People Analytics empowers you to have deeper conversations with business leaders. Register for our webinar and learn how: https://ow.ly/iI0450SUBV2 #HRBP #webinar #PeopleAnalytics

HR Business Partners: Elevate your expertise! PeopleXD's People Analytics empowers you to have deeper conversations with business leaders. Register for our webinar and learn how: https://ow.ly/iI0450SUBV2 #HRBP #webinar #PeopleAnalytics