Welcome to the People Success Planner for 2024 – your strategic companion in navigating the dynamic landscape of human resources and talent management. As HR professionals, staying ahead of the curve is not just a goal but a necessity, and this planner is designed to empower you on this journey.
Our guide illuminates the HR tech landscape, empowering HR professionals with essential insights to navigate the complexities of tech-driven decisions. From evaluating organizational needs to understanding intricate tech categories, it’s your compass to making strategic HR tech choices that drive success.
Embark on a journey of HR transformation with Engagedly’s AI-powered talent management platform. In a rapidly evolving landscape, organizations need innovative solutions to excel. Engagedly is your strategic partner in this transformation, providing cutting-edge tools that support your journey toward HR excellence. Explore how our suite of modules empowers you to streamline processes, engage employees, and align your workforce with strategic objectives.
We created a comprehensive guide to demystify the world of HR technologies. This document offers practical insights and actionable strategies to secure executive buy-in for investing in cutting-edge HR solutions.
Find clear pathways to align technology with human resources, enhance workforce productivity, and navigate the challenges of the digital age. Explore thoughtful analyses and expert recommendations tailored to empower your organization.
A comprehensive checklist enabling HR professionals to secure executive buy-in for seamless technology integration. Dive into strategic alignment, ROI analysis, data security, change management, and continuous improvement.
Through our research, we explored the current state of AI adoption in HRM, addressing the challenges faced by organizations and uncovering the potential opportunities that lie ahead.
Our findings highlight the profound influence of AI on crucial HRM areas such as Performance Management, Employee Engagement and Satisfaction, personalized learning, and much more.
A leader’s strategic guide to building a culture of diversity, equity, and inclusion. We created an eBook for global leaders highlighting pragmatic strategies to advance and accelerate DEI in their organizations.
3Sixty Insights interviewed three of Engagedly’s customers (Tallan, HIMSS, and CCM) to understand its impact on their employees and the organization as a whole.
A leader’s strategic guide to employee productivity in a hybrid workplace. We created an eBook for global leaders highlighting innovative and pragmatic strategies to elevate employee productivity in hybrid setups.
A high turnover rate can drastically impact the stability of an organization.
It leads to lower performance standards, financial losses, and decreased productivity.
The current global business environment is laden with challenges of extreme competition, economic instability, dwindling supply chain mechanics, and a mass exodus of employees.
In such tumultuous times, it is extremely difficult for small and medium enterprises (SMEs) to remain afloat without the support of their employees.
But with limited resources and a tight labor market, it can be challenging to hire and retain the best talent. With 95% of the workforce looking to change their jobs, what can SMEs do to retain their trusted and potential employees?
The grueling question is: can SME leaders turn the tide of employee turnover in their favor?
This paper takes an empirical approach to the various forces changing the global workplace
We surveyed 500+ leaders from 20 major industries to find the practices that work well for changing work setups. We identified five progressive management principles that managers use to meet their employees’ needs and how they impact key business processes.
If you wish to build a productive and successful team, it requires an understanding of employees’ needs.
Employees are the most important yet vulnerable asset of an organization. They are affected by the changes in the global business environment and how organizations cater to their needs during such times.
Companies that understand the importance of talent needs and invest in their employees outpace organizations that don’t.
Recruiting and retaining talent has become difficult. What can you do about it?
The great resignation continues to disrupt businesses, and millions of employees are still quitting their jobs. HR leaders throughout the world are in a frenzy to find solutions to the rampantly increasing talent crunch.
While the average organization acts on quick fixes, only a handful look deeper to find the root causes of upset and disgruntled employees.
Understanding the different forces at play, the concerns of employees who are leaving, and the expectations that they have, is the key factor that HR leaders need to ruminate over.
Without considering employees’ needs in the hiring and retaining policies and processes, organizations will keep having a hard time hiring and retaining top talent.
HR leaders can leverage their people strategies to innovate and excel in these difficult times. Taking a human-centric approach to marrying the needs of employees with the hiring and retaining policies can do all the magic.
This paper focuses on pragmatic strategies that global leaders can use to hire and retain talent in the wake of the great resignation.
The global workplace is changing. Are you ready for it?
The Great Resignation, fueled by the pandemic, is shaping the global workplace.
The mass exodus of employees is putting extreme pressure on employers to rethink their policies to contain the widening gap between the number of job vacancies and applicants to fill the positions.
The extreme scarcity of human resources and changing employee demands have shifted the power of command from employers to employees.
They are pushing employers to make adjustments to their current business setups to accommodate the changing needs of the workforce.
The grueling question now is how will business leaders respond to these sudden changes caused by the great resignation and what impact will it have on the global workplace?
This paper takes an empirical approach to the various forces changing the global workplace
Your employees are looking for greater workplace flexibility.
And the hybrid workplace can offer them just that.
But with that, comes increased complexity in people management, specifically performance management.
So where does that leave us?
In need of solutions specifically aimed at managing performance across hybrid work environments.
Enter progressive performance management software.
We created an eBook to help dissect why software for progressive performance management for hybrid teams is such an effective tool for so many businesses.
360-Degree Feedback Template
In order to carry out the feedback process effectively, it is imperative to have a well-defined, thoughtfully laid out, researched, and customizable template or 360-degree feedback questionnaire.
Engagedly’s 360-degree feedback form template encompasses multiple competencies that will enable you to find leaders in the organization and provide inputs for improvement plans. You can also customize the template by selecting the required competencies along with the behavioral indicators.
Is Your Business Ready For OKRs?
Goal setting. Let’s be honest, it’s a tough gig no matter which way you look at it. It sometimes feels like we do the yards of setting goals, but don’t always have the process in place to actually achieve those goals.
This is where the success of OKRs lies.
They help you to move beyond “what” the goal is rather than dive into the why and the how of your goals.
They’ve gained a lot of popularity in recent years because, in the way they’re designed, they’re able to provide a sense of clarity and strategic direction.
In fact, it’s one of many reasons why businesses like Amazon, Netflix, and Deloitte use OKRs to achieve their goals.
Employee engagement surveys are a strategic technique that helps in measuring the motivation, commitment, and purpose of employees toward their job responsibilities and, thereby, towards the organization. The survey reveals important information regarding employee perceptions of the organization. Such insights help leaders and managers make a shift in the workplace to enhance the overall employee experience.
Carefully designed surveys can help organizations understand how their employees feel about work, leadership, any barriers to engagement and higher productivity, the causes of low employee morale, and much more. Responsiveness of the organization towards employee feedback can help drive major changes in the organization. It leads to lower absenteeism, higher retention, better customer centricity, customer acquisition, higher revenue generation, and a satisfied workforce
Not all performance management software is created the same. Our 2022 Performance Management Software Selection Guide highlights the critical features to consider when choosing a performance management system for your organization.
The practice of conducting employee reviews is not new to organizations, but the latest development encompasses 30-60 90-day reviews. It involves checking in on employees to understand their concerns and providing them with enough support to get accustomed to the organizational culture and values. Because of the recent shift to hybrid work models and rapidly changing business practices, it has become more important that organizations create a strategy to conduct frequent reviews.
Having a structured 30-60 90-day review process helps in checking in on employees at a fixed interval and giving them feedback on their performance. Let us discuss why it is important for organizations to have a review process in place.
The pandemic has brought about many changes, and as a result, many new priorities. Employee experience is one among them. Before we move into the solution, let’s look at the situation we are catering to today.
The biggest reasons why organizations struggle to close skill gaps come down to two crucial factors.
Firstly, leaders fail to understand areas of improvement for the employees.
Secondly, they lack the willingness to do so.
Should we be surprised that these problems exist at such high degrees? Some might say yes, considering the amount of learning and development solutions available to an average worker these days. Secondly, organizations fail to enable their employees to execute reskilling strategies.
In this study, our President and Co-Founder Srikant Chellappa, shares why recognizing the essential components of reskilling is important and why they must be integrated.