Illustration: Studio Fee Overbeeke
When you ask CEO’s and CHRO’s what their key priorities are for the coming year, talent management always is one of the issues high on the list. Talent management is an easy and safe choice. Nobody will argue that talent management is not important. Supervisory Boards love to talk about succession and talent management. Talent management is generally seen as something long-term. When you hear terms as “strategic”, “long-term”, “future” and “investment”, you must be careful. For talent management this means: it is important, but not urgent. For the CEO, it means: I have ticked the box, but now HR can deal with it. Of course, I will visit the final session of the senior management program, of course, I will personally mentor one or two high potentials, but please, do not bother me too much about talent management, I have more urgent matters on my plate. A big challenge for organisations is to make talent management urgent, and to make it a priority of today, not of the future.
Foto: Gary Kildare
Before his much awaited presentation at Europe’s largest HR gathering, we interviewed Gary Kildare, Chief HR Officer at IBM Europe, for our interview series with the keynote speakers at the 2017 edition of Zukunft Personal.
One of the key secrets to IBM’s long-term success can be found in the company’s ability to constantly reinvent itself, to continually transform and to search for strategic technologies that enhance human labour. It is a 106-year-old journey that now takes IBM to its present top position in the Artificial Intelligence and cognitive computing market designed to support, inspire and lead current generations. Gary Kildare has spent much of his professional career with IBM as an HR leader and I was pleased to speak with him about AI, the history of HR, Germany’s AI talent shortage and many more.
A much quoted Workforce Management article, HR 2018 Future View, from 2008, famously predicted that in ten years time “An HR executive will become CEO of a Fortune 100 firm”. What do you think? Did the prediction come true?
Actually, it has never been a typical career path, still the prophecy came to light. Albeit, it might be important for us to underline at the beginning of this blog post that for HR executives to reach the top of the top has been a pretty unique pattern. Also, in terms of the corporate landscape it is worth mentioning that HR has always been considered to be a “backwater area” with lots of administrative and repetitive tasks to attend to; a label that held HR hostage for decades and against which the tide has recently started to turn.
Could it be really possible that almost everything your organisation is doing to promote learning and development is a waste of time? Why is it that innovation and learning programmes don’t deliver the land of promise that is coupled with innovative, talented and self-driven colleagues?
To deliver increased productivity, organisations must be in a constant state of adaptation, planned and unplanned learning. The concept that is often left behind from this track of thought is unlearning. Why is this approach crucial? Why is it so relevant for any organisation to adapt its HR practices? Buckle up, in this post we will walk you through unlearning.
I would like to start this post by asking you to take a moment to think about a number of experiences you had recently, along the next paragraphs:
Think back for a moment: when was the last time you experienced great customer service? Did you buy something online, or went to an actual shop? Did you receive all the information you needed, on time, to make the right decision? Were you able even online to ask questions and be directed to the product that is right for you?
Elon Musk famously said: “If something is important enough you should try, even if the probable outcome is failure.” In today’s VUCA world, there are hardly any guarantees anymore. Just as Whatsapp and other messaging services have bitten out billions from large established Telecom companies’ revenues, established businesses and sure-fire branches are under threat every day. If it’s not the curly haired guys in a garage, it may be an advertising fiasco, a new regulation, changing technologies, and even ageing population.
One of the biggest hits of organisational development in 2015 was the Chief Human Resource Officer of Airbnb becoming Chief Employee Experience Officer. Undoubtedly, over the last years the business world has witnessed the emergence of employee experience management. The trend has been in the focus of researchers, managers and business leaders recently, and it is no coincidence that Europe’s largest exhibition for Human Resource Management, the Zukunft Personal, for its 2016 edition, has chosen this very topic to be in its spotlight.
What do we know about employee experience? What’s in it for HR? More specifically: How can HR take the lead in designing and running employee experience? Keep reading to get to know about the many components of employee experience – from A to Z – that will help you find answers to these questions. >>MORE>>
Interview series with candidate experience pioneer Gerry Crispin (part 3 – future of the candidate experience)
This week our little journey through time, talking about the past and present of candidate experience, ends with future prospects on the topic. In the final interview Wolfgang Brickwedde (ICR), co-organizer of the theme day “candidate experience” at the HRM Expo | Zukunft Personal, is asking Gerry Crispin, one of the “founding fathers” of Candidate Experience Awards (CEA) whether candidates can expect a land of milk and honey due to professional candidate experience.
HR practitioner, blogger, author and general networker Gerry Crispin is convinced there will be no paradise for candidates. “This is one of those things where the future is already here. It is just not evenly distributed and only a small number of companies are so focused on the candidate experience that it is an integrated part of their recruiting process”, Crispin explains. Those organisations should gain acknowledgement for their effort by sharing their stories. The main challenge is to get more companies to start thinking about the benefits of improving their recruitment process and to find a way that will work for them. >>MORE>>
Interview series with candidate experience pioneer Gerry Crispin (part 2 – current status of the candidate experience)
After we started last week our video interview series with the co-organizer of the theme day “candidate experience” at the HRM Expo Zukunft Personal, Wolfgang Brickwedde (ICR), interviewing Gerry Crispin on the past of candidate experience, we now bring the discussion back to the present. The term candidate experience is becoming much more popular these days, people are more aware of it. By providing data, candidate experience pioneer Gerry Crispin, wants to prevent it from becoming a cliché. “Whenever I see someone using those terms, talking about the five things that are most important in candidate experience, I am compelled to send them data”, says Gerry Crispin. For he is convinced only science-based data allows us to see what can be supported and what yet has to be determined as actually being connected to treating candidates well. This data is been delivered by the candidate experience awards, who have been able to collect more than 120.000 voices of the candidates in this year’s program in the US alone.
Interview series with candidate experience pioneer Gerry Crispin (part 1 – the past of the candidate experience)
2015 is proclaimed as “the year of the candidates”. Skills shortage and the changing job market forces corporations to compete for qualified employees. To be able to survive in the war for talents companies have to improve their recruiting process and treat their candidates in a way that they would want to reapply and share a positive experience. One of the “founding fathers” of Candidate Experience (CE) is HR practitioner, blogger, author and general networker Gerry Crispin. He will be present to speak on this subject at this year’s HRM Expo | Zukunft Personal, opening the theme day “Candidate Experience” on Wednesday, 16 September 2015. Co-organizer Wolfgang Brickwedde (ICR) interviewed him about the past, presence and future of CE. We start this video interview series with Gerry’s view on the past. >>MORE>>