Valerian Martin’s Post

Is your performance management system stuck in the past? 97% of business owners believe AI will benefit their business, and HR is no exception. Our latest blog post explores the future of performance management. Discover how to automate routine tasks and free up valuable time. Learn to provide continuous feedback and improve employee engagement. Ultimately, you can create a more productive and fulfilling work environment with the right AI-powered solution. Don't get left behind! Read the full article here: https://lnkd.in/gycv8Du8 #PerformanceManagement #HRtech #FutureOfWork #RadiantAI

Who is managing the employee experience and reducing turnover at your company? AI indicates:  The average cost of turnover for one position varies significantly depending on factors such as the level of the role, the industry, the length of the recruitment process, and the cost of training and onboarding a new employee. However, some general estimates are: Entry-Level Positions: Turnover costs for entry-level employees are typically 30% to 50% of the employee's annual salary. For example, if an entry-level employee earns $40,000 per year, the turnover cost could range from $12,000 to $20,000. Mid-Level Positions: For mid-level roles, turnover costs are estimated to be around 150% of the employee's annual salary. If a mid-level employee earns $80,000 per year, the turnover cost could be $120,000. High-Level or Executive Positions: Turnover costs for high-level or executive roles can be as high as 200% to 400% of the employee’s salary. For instance, if an executive earns $200,000 per year, the turnover cost could range from $400,000 to $800,000. These costs include recruitment, hiring, onboarding, training, lost productivity, and the impact on team morale and organizational culture. Why not hire an expert to manage this? Thoughts? #CEO #SHRM #Leadership

The pressure to perform at work has always been immense. Now, with AI entering the business world at an unprecedented rate, how does this impact the average "knowledge worker"? I believe it escalates the stakes to an unnaturally high level. Whether we as leaders realize it or not, we are signaling to our staff that "hey, you need to upskill quickly or you could be replaced." Don't think I'm right? Imagine this: it's 1961, and you're an assembly worker at General Motors. George Devol and Joseph Engelberger are about to install "Unimate," the first robot designed to take over the dangerous job of die casting. While the first robots tackled hazardous tasks like handling hot metal, the subsequent ones did not. As that assembly worker in 1961, would you be fearful that a robot might soon do your job? I am bullish on AI, and I certainly don’t advocate hiding its capabilities or the fact that some roles may become obsolete. However, as leaders, we can take proactive steps to reassure our teams that we’re in this together. Here’s how we can signal our support: Invest in Upskilling: If your budget allows, sponsor staff who are eager to engage in training programs that benefit both their personal growth and the company’s needs. Celebrate Creativity: Loudly and proudly applaud the creativity and uniqueness that your team brings to the table. We aim to maintain and expand our team’s neuroplasticity, fostering a culture that values imagination and innovative ideas. Provide the Right Tools: Empower your team by giving them access to the very tools that might be causing them fear. Let them discover their weaknesses and recognize their strengths. We’ve all felt a twinge of anxiety or envy when someone new joins in a similar role, praised for their capabilities. Yet, when we meet them, we find they excel in areas different from our own, inspiring us to refine our skills and bolster our strengths. All this being said, there will be staff who were unmotivated before, and the introduction of AI won't change that. Such employees should have already had a "final" meeting with you or HR, but now it’s imperative. This is a crucial moment for everyone to reflect on their value to the employer—including us as business owners, with our ultimate employer being our consumers. If you're looking for ways to adapt to these changes and want to discuss ideas or strategies, I'm always ready to share insights and learn from others. Feel free to send me a message here or visit my website at kaizenofficesolutions.com if you think a conversation might be beneficial. I hope this week has been productive for you all, and that you’re gearing up for an excellent Friday. To our continued growth, Grayson

When talking about automation, we often think of tedious tasks people do not want to do. It is true, they need to be automated (if their "why" is important enough). But one can achieve so much more. See how Michael Cannon transformed HR appraisal processes into something not only more efficient but also fairer ! cc: Doug Hammond

It's a pleasure sharing insightful conversations with HR stalwarts Arunima Mohanty and Ganesh Iyer, moderated by Romesh Srivastava on Emerging Trends in Performance Appraisal Systems in 2024. We dived deep into how companies are embracing holistic approaches, focusing on qualitative feedback, and leveraging AI & technology for streamlined, continuous, and real-time performance appraisals. #SightsInPlus #PerformanceAppraisal #EmployeeExpectations #PerformanceManagement #PerformanceAppraisal2024 #PerformanceEvaluation #ContinuousFeedback #ContinuousImprovement https://lnkd.in/gdHgfQhN

I'm excited to share my first Intelligent Automation blog on Axelerant! In this piece, I explore how automation can play a crucial role in fostering fairness within appraisal systems. Automation not only enhances efficiency but also ensures a more equitable evaluation process. Dive into the blog to learn more about the intersection of technology and fairness in HR practices. And thanks, @itsmakehq, for providing the magic glue. Read the full blog here: https://lnkd.in/g7iAbSc5 #IntelligentAutomation #HRTech #Fairness #DigitalTransformation #Axelerant

Future of Performance Management ⚡ "Prediction: By 2025, performance management will be: Real-time, not annual AI-assisted, not manual Development-focused, not just evaluative Simple, not complex Smart HR leaders are already: Streamlining their tech stack Implementing AI assistance Focusing on what matters most Saving thousands in the process How are you preparing for this shift? #FutureOfHR #Innovation"

Intrigued by the promise of AI in HR, but unsure how to maintain a human-centric approach? 🤔💼🤖 ___ AI is no longer a futuristic concept; it's creating a dynamic shift in Human Resources, revolutionizing recruitment, boosting employee engagement, and transforming performance management. When utilized right, AI can empower HR professionals, enhance productivity, and foster a balanced work environment. Don't get left behind! Dive into this insightful blog post by PeopleTools.ai for an in-depth understanding. #AI #HR #HumanResources #FutureOfWork #AIinHR #WorkforceProductivity #EmployeeEngagement

11 Best Tools Every HR Professional Needs for Effective Employee Management @taskade

We all know AI is here — it's transforming industries at a rapid pace. The burning question for business leaders is: How do I leverage AI to stay ahead of the curve? For those in HR, the challenge is no different. AI is reshaping recruitment, talent management, employee engagement, and more. But how can you make AI work for your team and drive real value? This insightful article dives into how HR leaders can start leveraging AI to optimize processes, enhance decision-making, and ultimately drive business success. If you're looking for ways to get started with AI in your HR strategy, this is a must-read! https://lnkd.in/e4-3AnYi