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Trends in HR are constantly evolving. We're here to help your business stay ahead of the curve. Let's talk about how we proactively maintain your HR compliance and streamline processes. We'll answer any HR question and consultations are complimentary. https://lnkd.in/gvhvxKqy #HR

Trends in HR are constantly evolving. We're here to help your business stay ahead of the curve. Let's talk about how we proactively maintain your HR compliance and streamline processes. We'll answer any HR question and consultations are complimentary. https://lnkd.in/gvhvxKqy #HR

The world has just been saved: Another HR operating model! Dear HR, it feels like you have been busy getting yourself (retererere)organised for the last 30 years I've been studying and working with you. When you are done, would you terribly mind helping the business closing the skills gap? Luckily, most HR functions in the real world don't fuss too much about the latest fashion of models imposed and try to get a job done. They may often be ops heavy, not close enough to the business and none of them has really solved "Skills" yet, but that's in my experience independant of the operating-model-fashion applied. What I've seen working is: - making good use of technology and align process to achieve the best results with the technology available - empowering employees and line managers - accepting that structure and process are no valid objectives, but employee experience, performance, skills-match etc are So, not sure chasing this org model adds value. I'd rather figure out how to close the skills gap and whatever works best for that goal is my operating model.

Does your organization regularly review its HR function? A thorough review may identify areas for strategic focus to successfully recruit and retain your company's most important asset: its people. Join our team on June 11 as we discuss the proper methods for reviewing your HR functions and the retention of employee data to set your organization up for success. Register today! 👉 https://bit.ly/4aFeKfe #HRReview #EmployeeRetention #HR

Cognitive and Generative Artificial Intelligence (AI) in Attracting, Recruiting, Hiring, and Retaining the Right FIT C-suite Executives with the Right Skill Sets, World-Class Experience, Hands-on Expertise, Digital Growth Mindset, and Extraordinary Leadership Core Competencies to transform global challenges into great opportunities. Discover the effective application of artificial intelligence (AI) technology beyond eloquent speeches and above ambitious ideas. 1) What is the list of the TOP 50 Global High Risks and Challenges in 2024? 2) What is the list of the TOP 30 most in-demand skills and leadership core competencies necessary for C-level senior managers and C-suite executives? "Behind any good policy is good data. The world of digital money is changing quickly, and good data is needed for policymakers to respond effectively as the global economy becomes increasingly digitalized." As a visionary leader, I put people first in my strategic plan. " No one left behind."   "Dear Mr. Beuns, thank you for your contributions to making the World Economic Forum (WEF) 2024 Annual Meeting an impactful global event from Jan 15-19 in Davos, Switzerland, Europe. We look forward to continuing our work together and converting new ideas into positive outcomes throughout the year." What is Boldness in Effective Leadership? About the different TYPES of leadership? In my executive and leadership career success, I witnessed firsthand that bold leadership is the key to driving innovative solutions and achieving sustainable results in the digital transformation landscape. 1) What it really takes to become a successful tech-savvy-executive, and smart problem-solver? How to develop excellent strategic data-driven critical-thinking skills? About leadership core competencies? 2) What is the fiduciary duty of the Board of Directors? How to lead the AI management change? 3) How to level up strategic thinking and data-driven decision skills? Stay Ahead of the Curve with Artificial Intelligence (AI) Forensic Audit to eliminate waste, fraud, abuse, corruption, and mismanagement. Learn more from the right experienced and talented High-Tech experts with the right skill sets and digital growth mindset on how to safeguard the global financial systems and save organizations millions, billions, and trillions of dollars through cutting-edge science, data engineering, and emerging technologies. Leaders can’t be EXPERTS on every new product and service. I surround myself with a multinational diverse and talented TEAM of highly successful tech-savvy executives, visionaries, innovators, computer gurus and icons to transform global challenges into great opportunities. As a successful Servant Leader with world-class experience and digital acumen, I am a firm believer in bold action. In my executive and leadership career success, I witnessed firsthand that bold action is needed to solve problems, deliver great outputs, and achieve sustainable quality results.

A very incentive model for HR operations.

#Facts: 86% of HR functions have restructured in the past two years, are currently restructuring or plan to restructure in the next two years. #HRCultureHacking #ReinventingHR #HRTransformation

Challenges Facing Multilateral Financial Institutions: Global Leadership in the Digital Age of Change and Disruptive Era of Artificial Intelligence (AI): What is FRAUD? How to safeguard the global markets and financial systems? 1) What is the list of the TOP 50 High Risks and Challenges from Climate Change to Organizational Systemic Risks, Skills Gaps, Fraud and Corruption, ESG and Governance, Banking, Financial Technology (FinTECH), Global Market Systems, and Cybersecurity in 2024? 2) How to navigate Disruption with Cutting-Edge Emerging Technologies? 3) What are the different TYPES of Leadership Styles? Are highly successful C-suite executives, experts, visionaries, and leaders born or made? As a lifelong learner, voracious reader, world-class traveler and successful servant leader with world-class experience, I am passionate about upskilling and reskilling opportunities to continue sharpening my global leadership skills. My Utmost Goal is to continue making a positive difference by leveraging technologies, harnessing Artificial Intelligence (AI), closing digital divide, bridging skills gaps, unlocking human potential and unleashing productivity. What are the different TYPES of Leadership Styles? 1) What is Policy? Do Policies matter? Understanding Policy and its Relationship with Artificial Itelligence (AI): Does Artificial Intelligence (AI) have an impact on Policy design, formulation, adoption, and implementation? 2) What is FRAUD? Does Generative Artificial Intelligence (GenAI) have the potential to streamline inefficient processes, eliminating waste, prevent FRAUD, and help organizations SAVE millions, billions, and even trillions of dollars? 3) Can 𝐀𝐈 maximize employee engagement, optimize customer experience, increase executive presence and e𝐦𝐩𝐨𝐰𝐞𝐫 experts? Learn more about 𝐆𝐞𝐧𝐞𝐫𝐚𝐭𝐢𝐯𝐞 𝐀I, 𝐎𝐩𝐩𝐨𝐫𝐭𝐮𝐧𝐢𝐭𝐢𝐞𝐬, 𝐑𝐢𝐬𝐤𝐬, and 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐞𝐬. 4) What are the different TYPES of Leadership Styles in 2024? What is the C-suite? About the Fiduciary Duty of the Board of Directors? How to define and describe the roles, responsibilities and accountabilities of C-suite executives? Leading by Example while Turning Vision into Action. I am incredibly grateful for the opportunity to serve as a Global Servant, Transformational and Inspirational Leader. Traveling around the world provided me with the leadership opportunity to upskill and reskill, including sharpening my cultural awareness. Indeed, I learned about different cultures and social norms. My global leadership legacy as a successful global servant, transformational and inspirational leader with world-class experience, cleverness, digital growth mindset, empathy, thoughtfulness, and a unique combination of excellent leadership, skills, abilities and competencies. Indeed, I take pride in making a positive difference.

For businesses weighing the decision between in-house HR management and outsourcing, the choice can be challenging. Our latest article explores the pros and cons of both In-House and Outsourced HR, helping you make an informed decision that aligns with your company's needs and goals. Check it out now to find out which HR strategy suits your business best! 🔗 https://lnkd.in/eMZbQYbz Follow us for more valuable insights on HR management and stay updated with the latest trends and tips. #HRManagement #InHouseHR #OutsourcedHR #BusinessStrategy #HRSolutions #SmallBusiness #HRInsights #BusinessGrowth #WorkplaceEfficiency

This is a very simplistic HR operating model, but it has been one I've signed up to for nearly 10 years now, when I introduced my first HR Operations team (you know who you are 😊). Such a critical team for the employee experience, as well as that necessary governance. But............... ......... in my view, it is essential to have all parts of this model covered at the senior leadership level. Challenge is that not all organisations can afford this structure, whether they are starting out or having to rationalise their HR structures to satisfy cost savings. Both of these, the structure tends to just focus on HR Operations and Service Delivery. This is where Fractional HR Leaders can close the gap. They can bring a wealth of experience to ensure strategic conversations are balanced and bring both challenge and support to a senior leadership team. These HR leaders typically hold with a ready-made toolkit, that can be adapted for that company's environment, which in turn can then up-skill the existing HR team AND critically make sure the company has an eye on their people part of their strategic plan. Too often, I've seen so many companies get to that point in the future and realise they aren't set up from a people perspective. The point here, you don't need to have a big HR structure like the Gartner one here, there are ways in which organisations can ensure that critical skillset isn't missing.