North West Employers’ Post

New research suggests a skills gap in the UK is threatening people’s career development and organisational competitiveness. Read more from PersonnelToday: https://ow.ly/o8uC50TlVHl #SkillsGap #LearningNews #HR #LearningDevelopment #CareerDevelopment

In the era of Evidence-Based HR (EBHR), CHROs are increasingly looking to research to inform their decisions. But not all research is created equal. To truly benefit from EBHR, it’s essential to critically evaluate the quality of the research you’re using. Here are some key factors to consider: Source: Is the research from a reputable source? Peer-reviewed academic journals, established consultancies with an established approach to research, and well-regarded industry publications are generally more reliable than blogs or opinion pieces. Relevance: Does the research address the specific HR challenge you’re facing? Just because a study is well-executed doesn’t mean it’s applicable to your situation. Always consider how relevant the findings are to your organizational context. Sample Size and Methodology: Was the research conducted on a large, diverse sample? What methodologies were used? Studies with robust methodologies and large sample sizes tend to produce more reliable results. By carefully evaluating the quality of your research, you can ensure that the evidence you’re using is not only accurate but also relevant to your specific HR needs. #EBHR #HRResearch #StrategicHR Derek McKay, Aoife Ní Dhonnchadha, Sadiq Merali (FCA), Michelle Stansfield FCIPD

Did you know that 40.4 million Americans have some college education but no credential? Discover the latest insights from the Gallup study on higher education and learn how HR can support employees in overcoming barriers to re-enrollment. Key Highlights: - Importance of degrees in career success - Growing interest in re-enrollment among diverse groups - Top reasons and barriers for adult learners - Actionable steps HR can take to assist employees - Unlock the potential of your workforce with Edcor’s expert advice and solutions. Dive into the full blog now! https://lnkd.in/e8yxm8tE #Edcor #HigherEducation #EmployeeDevelopment #HR #CareerGrowth #ThinkPossible

Tool that help ful ghr Researcher

🎓 Contribute to my Thesis Research on HR Practices & Employee Retention in the IT Sector! 🎓 Hello, LinkedIn network! As part of my Master's in HRM at Athens University of Economics and Business, under the supervision of my amazing professor Leda Panayotopoulou, I’m working on my thesis exploring the relationship between perceived HRM practices and employee retention in the IT sector, with a focus on the mediating role of organizational attractiveness. To gather valuable insights, I am looking for professionals working in the IT industry or related roles—it doesn’t matter which department you work in! 📝 How You Can Help: If you're currently employed in the IT sector, your experience is crucial to my research. The questionnaire will take just 5-10 minutes to complete, and all responses will remain anonymous. 🌟I’d greatly appreciate your time and insight, and I encourage you to share this post with others who might be interested! Thank you for supporting my research! 🙏 #ThesisResearch #HRM #EmployeeRetention #ITSector #Questionnaire #Survey #OrganizationalAttractiveness #AUEB #HumanResources

I am thrilled to share that our latest research paper has been published in the esteemed Journal of Informatics Education and Research! 🎉 📄 Title: “A Conceptual Moderated Mediation Model on Strategic HRM Practices, Business Strategy, and Employee Creativity”  👩🏫 Co-authors: Dr. Roopa Shree Rao 📚 Journal: Journal of Informatics Education and Research, Volume 4, No. 2 (ABDC list) 🔗 Read the full paper at: https://lnkd.in/gSP7r47z In this paper, we explore the intricate relationships between strategic HRM practices, business strategy, and employee creativity. Our conceptual model aims to shed light on how these elements interact to foster a more innovative and effective organizational environment. A huge thank you to my co-author Dr. Roopa Shree Rao for her invaluable contributions, and to the Journal of Informatics Education and Research for this opportunity. I look forward to engaging with the academic community and industry professionals to discuss our findings and their implications. Feel free to reach out if you have any questions or thoughts! #Research #HRM #BusinessStrategy #EmployeeCreativity #AcademicPublication #ABDC #InformaticsEducation #StrategicHRM #Innovation #LinkedInResearch

Why do HR Heads / CHROs get paid so much ? That seems to be a irk of some folk who consider their function directly linked to #business & #profitability, hence dismiss the SPHINX at the enterance of the Pyramids Here is why #HR leaders get paid well 1) After doctors, engineers & architects the one line that has to keep learning forever are HR folk. We don’t have a fixed program to attend. We do it on our own. Build our own learning forums. 2) #Risk of not staying ‘information savvy’ is that we will end up sitting on the laurels of the past. Then we are finished on agility and don’t add value to the company 3) we don’t just study HR matters. It causes narrow #vision and we will easily be misled the garden path of popular trends or even media propaganda. We end up CREATING interest in an array of subjects to stay vigilant 4) HR leaders end up passionate about subjects their work has no direct link to or are adjacency. That is a lot of study to keep up with! 1) #Technology- to step up with progress 2) #Medicine- for wellness of employees 3) #Geopolitical reality - safety & risk 4) #Sociology- changes, caution & adoption 5) #Economics - welfare and comp&ben. 6) #Law- implication & security for business 7) #Education- learning to teach Many professionals go back home to devour material, research, news and content related to the above to stay sharp. #Knowledge of the above makes them discerning of “report says…”. We don’t take data as data. We go study who made the report. Who owns that company. Who funds them. What linkages can be found to propogate a message they are sponsoring as projects elsewhere. If correlation is found - dump the data. We accept only data that is neutral and does not have sponsors or funders known to want that information go into the world 5) Unless well versed in areas that have nothing to do with HR frankly it’s not possible to be the Sphinx that guards the business. Decisions get solid. Safe for all. We exist in the interest of the Daimyo- the organisation & the Greater Good 6) When you have well informed, assertive HR leaders- business can stop worrying about forced participation and scary exposures. Nothing will start that has not been analysed like a pathogen under a microscope. Nothing that stops will go without establishing its lack of worth. Overall BUSINESS can keep their head low & drink at the watering hole of money making …. because your HR is standing guard. There is a price you pay for Z class protection. HR is literally the cop, the lawyer and the bouncer of your business club. Don’t squirm to pay. Know the worth of professional’s who don’t interfere in your work, don’t bother you every few hours for FaceTime, don’t chase you to help make decisions for them, don’t step on your toes, don’t make you dance to latest virtue signaling tunes, don’t add costs, don’t tell you how to run the business, keep all safe - if they are crystal clear of the TO DOs & WHAT NOT TO DO… you got your ROI !

EBP in HR - Time For a Rethink Debates have run on now for over a decade. The paradox. The lack of evidence itself for the impact of EBP in HR. https://lnkd.in/d8i9Zcqz The opposite is the case. One, from over 50 years ago: fads, fashions, and folderol - and they continue to proliferate; bit.ly/3cDvtCP A few reasons: 1. Agreeing what is evidence turned out to be highly problematic. As Paul Barrett reminds; this is not the kind of evidence that would stand up in the scrutiny of a court room. 2. The so-called pyramid of evidence is constructed on shifting sands. Connected to a wider set of problems of methodology, statistics and replication in the psychological sciences. Ernest Rutherford proposed: “if your experiment needs statistics you ought to have done a better experiment”. Not many experiments in EBP HR are reported by its advocates. 3. Proponents are largely from academic and consulting backgrounds. This is the “never done a hard day’s work in their lives” factor. Practitioners are largely seen as delegates for the next conference - not informed observers engaged in organisational realities. But there are reasons to be cheerful: 1. A shift to more rigour in the design, implementation and evaluation of HR processes 2. Greater scrutiny for transparency and defensibility 3. The re-emergence of intuition based on the expertise of experienced practitioners to shape the discussion; https://lnkd.in/dvkHz85m EBP in HR has talked a lot in the last 15 years. But this is “big hat but no cattle”. It is time to take off the hat and do - and find some cattle.

On 17 July i finish course about "Preparing to Manage Human Resources" by University of Minnesota held by coursera. This course as the first door to learn about HR, in this course i learn: 1. Alternative approaches to managing human resources. 2. What make employees work. 3. What make employess work reivisited nonmonetary motivations. 4. The people manage as part of a complex system. Becomes HR is not just manage people how to work but we must make employees feel appreciated about their hard work and also fulfil their economic, psychology, and sociology in work place.

Colleges should focus on fostering industry connections through bilateral programs and collaborative initiatives, says our guest Mr. Himanshu. By integrating real-world industry experience into the academic environment, students gain a more holistic view of how work actually happens. This approach helps bridge the gap between education and the professional world, preparing students to become industry-ready. Learn more about Mr. Himanshu's insights on creating a future-ready workforce in this episode of HR Scoop. #IndustryConnect #FutureReady #CareerGrowth #WorkforceDevelopment #EducationAndIndustry