Importance of Modern HR Practices

#HR transformation is some of the most rewarding work I do. Why? Because I know when we fix #humanresources the impact to the rest of the organization and our internal and external customers is huge! How? 🎬We start by identifying our customer and then we reframe EVERYTHING we do to deliver the best experience possible. Does this mean all employees receive raises because they want one? NO Does this mean we compromise on compliance and legal requirements because certain leaders don’t like what this means? NO Does this mean we forego process, policy, structure, discipline and just allow a free for all because that’s what “customers” want? NO What it DOES mean is… 📌 We audit/assess every process, policy, procedure, rule (written and unwritten), tool, relationship and perspective to establish where we are right now 📌 We ask for feedback from our stakeholders on what they love/hate about their experiences with HR 📌 We ask for feedback from all (or as many as possible) to understand the current employee experience-what they love/would change-their view of leadership, tools, safety and more 📌 We establish desired outcomes in alignment with our Executive team to ensure our go-forward work is on track 📌 We dive into or create new Values & Purpose statements to anchor everything we do going forward -creating our new True North 📌 We map all processes at a granular level, and determine how each step of every process impacts the users and if that’s the experience we want for them and does this align with the Values we espouse 📌 We identify the gaps/misses and make the necessary changes to create the desired customer/user experience 📌 We create new processes, policies, procedures, behavioral and performance expectations 📌 We create a communication strategy to ensure all employees understand the WHAT & the WHY of all changes 📌 We COMMUNICATE COMMUNICATE COMMUNICATE 📌 We roll out some changes slowly and in small doses to evaluate, seek feedback, tweak and iterate as we go 📌 We roll out other changes swiftly and reinforce often and in as many ways as possible ⭐️Through this we establish trust, transparency and credibility as we create a culture of continuous improvement with a focus on our Customer Experience. ⭐️ While there is a LOT that goes into it, this is a general outline of the approach that has worked for me many times. We must be as intentional about our internal customer experience as we are our external CX. When we deliver an amazing CX to employees, they in turn do the same for their internal and external customers. What have YOU designed for your CX?

In today's fast-paced corporate world, where every department hustles to prove its worth, HR often finds itself in an unenviable position. Seen either as a cost center or the corporate police, HR's true potential frequently goes unrecognized. But what if I told you that HR could be the powerhouse of your organization's success? It's time we revolutionize our perception of HR, transforming it from a mere functional necessity to a strategic partner at the leadership table. This metamorphosis begins with HR becoming more self-aware and then empowering it with a mindset, skillset, and toolset that is transformative. Mindset: The first step towards empowering HR is cultivating a growth mindset. HR professionals need to see themselves as strategic partners rather than administrative overseers. By adopting a mindset that prioritizes employee engagement and organizational culture, HR can become a driving force for innovation and growth. This shift in perspective allows HR to move beyond traditional roles and become proactive change agents within the company. Skillset: Empowering HR also involves expanding their skillset. This includes developing expertise in areas like data analytics, to make informed, strategic decisions based on real insights. Additionally, HR professionals should hone their skills in areas like conflict resolution, leadership development, and organizational behavior. These skills enable HR to not only manage talent effectively but also to anticipate and strategically respond to the dynamic needs of the workforce and the organization. Toolset: Finally, providing HR with the right tools is essential for its transformation. This includes state-of-the-art technology for managing employee data, performance tracking, and engagement tools. Equipped with the right technology, HR can streamline its processes, offer better insights, and foster a more engaging and productive workplace environment. In essence, by reimagining HR with a new mindset, enhanced skillset, and an innovative toolset, we can unlock its true potential as a strategic business partner. This transformation is not just a necessity but an opportunity to redefine the role of HR in shaping the future of organizations. Let's embark on this journey of empowerment and watch as HR becomes a cornerstone of organizational excellence.

Gone are the days of the CHRO solely focused on payroll and perks. Today's modern CHRO is a data-driven strategist, a champion of the employee experience, and a key player in shaping organizational success. What does this mean? -From gut feeling to data guidance: Decisions backed by hard evidence, leveraging People Analytics to understand talent trends, predict workforce needs, and measure the impact of HR initiatives. -Beyond compliance, toward employee experience: Building a people-centric culture that attracts, engages, and retains top talent through data-driven insights into employee needs and preferences. -From siloed to strategic: Collaborating across functions, breaking down data silos, and ensuring HR drives strategic decisions alongside other C-suite leaders. -Agile and adaptable: Embracing new technologies and data-driven approaches to keep pace with the ever-evolving world of work, anticipating future trends and proactively shaping the workforce. Being a modern CHRO is not just about people, it's about understanding how people power the business. It's about using data to unlock human potential and drive organizational growth. Is your CHRO embracing this data-driven future? Share your thoughts in the comments!

Lattice surveyed 1,000 HR global leaders to identify the 2024 high-priority initiatives. Some of the trends shared include: 🌍 HR's Value Proposition: HR struggles to demonstrate its impact and connect initiatives to business outcomes. Pressure is rising from the C-suite to justify investments in people programs. 🌍 HR and C-Suite Misalignment: Lack of alignment between HR and the C-suite negatively affects company culture and employee engagement. High alignment leads to better recognition of the link between positive culture and business outcomes. 🌍 Performance and Engagement Focus: Performance management is a top priority for HR leaders. Low confidence exists regarding managers' skills in performance reviews and pay conversations. 🌍 Rise of AI in HR: 74% of HR professionals are exploring AI integration. Concerns about job replacement are minimal. AI is viewed as a tool to enhance job performance and streamline tasks. 🌍 Virtuous Cycle for Business Success: Linking HR to business outcomes, employee enablement, specialized software, and C-suite alignment creates a virtuous cycle. High-performing teams confidently connect HR initiatives with business outcomes and report higher engagement and manager trust. Read the full Lattice report linked in the comments below👇 #peopleoperations #humanresources #remotework #futureofwork #performance #engagement #strategy

AI in HR: Our Defining Moment Like many of you, I’ve been reflecting deeply on the growing impact of AI—especially what it means for HR and the broader workforce. @LazloBock recently shared some powerful insights that I believe every executive leader should consider. We’re not just watching change happen—we’re sitting squarely at the intersection of technology and humanity where AI is fundamentally shifting how we work. AI is already reshaping how work gets done. At first, it’s automating tasks and boosting productivity. But what comes next? Entire job categories may shift or disappear. The pressure to cut costs will rise. And as Lazlo notes, without clear strategy and care, we risk making short-term decisions that erode long-term value—and trust. I believe HR has a critical role right now. Not just in adopting AI, but in guiding how it’s deployed. That means: • Designing data-driven pilots that test AI’s real impact • Advocating for reskilling and talent development as AI reshapes roles • Reframing workforce planning around potential—not just productivity • Ensuring our decisions remain grounded in empathy & efficiency We all remember how HR stepped up during the pandemic—not just to keep companies running, but to support people through uncertainty. AI presents another such moment. This time, we have a chance to build the future of work with intention. #FutureOfWork #AIinHR #PeopleFirst #CHROperspective #WorkforceStrategy #cakepos #madmobile