Graham Hardiman

Chief HR Officer, AI in HR, Strategic Workforce Planning, HR innovation, and People Analytics. These topics are covered in issue 245 of Talent Edge Weekly. (𝟭) 𝗖𝗵𝗶𝗲𝗳 𝗛𝗥 𝗢𝗳𝗳𝗶𝗰𝗲𝗿. Josh Bersin covers how the CHRO role increasingly requires a blend of business savvy, technological understanding, and deep HR expertise. (𝟮) 𝗔𝗜 𝗶𝗻 𝗛𝗥. IBM’s CHRO, Nickle LaMoreaux, shares how HR started its AI journey by gaining some quick AI wins. I share bonus resources. (𝟯) 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰 𝗪𝗼𝗿𝗸𝗳𝗼𝗿𝗰𝗲 𝗣𝗹𝗮𝗻𝗻𝗶𝗻𝗴. My one-page playlist of 5 resources addressing different aspects of SWP. (𝟰) 𝗛𝗥 𝗜𝗻𝗻𝗼𝘃𝗮𝘁𝗶𝗼𝗻. Gartner addresses 3 ways HR can enable greater innovation within the function. (𝟱) 𝗣𝗲𝗼𝗽𝗹𝗲 𝗔𝗻𝗮𝗹𝘆𝘁𝗶𝗰𝘀. SAP shares 100 questions across 9 categories that can help organizations assess their most important talent issues. If you found value in this content, let me know by resharing it, commenting, or tagging others who can benefit. ***resources https://lnkd.in/djwh7g_E 𝗣.𝗦. A "Best of June" issue of Talent Edge Weekly comes out tomorrow Sun, 6 PM EST. Join +34,000 others who will receive these insights. See the top of the post under my name to learn how. #hr #humanresources #futureofwork

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HR’s New Role In this tight labor market, cost cutting is out. Championing employee concerns is in. by Peter Cappelli and Ranya Nehmeh Published in Harvard Business Review, May–June 2024 Human Resource Management Summary by the authors:   “Though the human resources function was once a strong advocate for employees, in the 1980s things changed. As labor markets became slack, HR shifted its focus to relentless cost cutting. Because it was hard for employees to quit, pay and every kind of benefit got squeezed. But now the pendulum has swung the other way. The U.S. unemployment rate has been below 4% for five years (except during the Covid shutdown), and the job market is likely to remain tight. So today the priorities are keeping positions filled and preventing employees from burning out. Toward that end HR needs to focus again on taking care of workers and persuade management to change outdated policies on compensation, training and development, layoffs, vacancies, outsourcing, and restructuring. One way to do that is to show leaders what the true costs of current practices are, creating dashboards with metrics on turnover, absenteeism, reasons for quitting, illness rates, and engagement. It’s also critical to prevent employee stress, especially by addressing fears about AI and restructuring. And when firms do restructure, they should take a less-painful, decentralized approach. To increase organizational flexibility and employees’ opportunities, HR can establish internal labor markets, and to promote a sense of belonging and win employees’ loyalty, it should ramp up DEI efforts.” https://lnkd.in/gsnKR9aK #HRsNewRole #HR #HumanResources #HRM #HumanResourceManagement #HRLeaders #labormarket #HRpolicies #unemploymentrate #traininganddevelopment #HumanResourcesFunction #TalentAcquisitions #TalentAcquisitionRoadmap #Recruitment #RecruitmentStrategies #TalentStrategies #HRStrategies

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Reflecting on a Quarter Century of Impact in Healthcare - We have dedicated ourselves to tackling significant health issues with enduring effects on society and the environment. Learn about our mission and achievements: https://lnkd.in/ezY94wTD #WhatScienceCanDo

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🤖 Are we transitioning from a VUCA to a T.R.A.I. world? 🌍 Hiring based on T.R.A.I. values - Transformative, Rapid, Adaptive & Integrative. What's the role of business leaders in recruitment? How can they contribute effectively to the process? TA Professionals are evolving quicker than ever. For successful outcomes, businesses must be educated, engaged, and prepared for this new recruitment landscape. Share your thoughts in the comments or on a postcard if easier! 📫 #Recruitment #BusinessLeaders #Transformative #Adaptive #Engagement

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As companies are starting to face the five generation phenomenon in the workforce, the winners will be those that manage to ‘Mind the Mix’. Looking forward to Gen Alpha start ups building boomers inclusion programs! World is turning upside down or maybe it is only preparing for workforce balance… Hopefully coexistence will extinguish age categorizations and respective biases. Good read on how ageing inclusion can be an opportunity for all. #inclusion #longevity #ageing

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As a husband and father, I want the women in my life to feel supported, heard and validated so I am excited to be a part of team Midol, whose mission is to end the normalization of discomfort. Today, Midol is continuing their Comfort is Power platform with the new PeriodTalk initiative, underscoring real world insights from our consumers and advocating for continued dialogue around how periods are experienced.   Our program survey, conducted with partner PERIOD., demonstrated; half of respondents did not know what was happening to their body when they first experienced menstrual symptoms. Moreso, 85% of respondents reported their period symptoms have impacted their daily lives within the past 3 months. Additionally, over 40% of respondents said they could not fully engage in school or work in the past year due to period symptoms.   There are few other parallels when considering how we manage pain and discomfort as a society, and we want to empower all those who require relief to be able to find it.   After kicking off this important conversation, we look forward to seeing what our partners, Charis Chambers, MD and Victoria Garrick Browne, and their networks will add to our PeriodTalk. I encourage anyone else who is interested in our work as a menstrual health brand to follow us at Midol.com or on our social channels (@midol on IG and TikTok). #PeriodEducation #WomensHealth #Pain #Marketing #TeamBayer Thanks to an amazing team of leaders: Lauren Carmody, Andrea Fischer, Emely Deleon, David Gibbons, Melissa Harris, Karen Alfieri Hefner, Sistine Jarvis, Esther Mezhibovsky, Cassidy Cardone, Kana Schmidt, twelvenote agency, OLIVER Agency, Sasha Media Agency

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The Battle for Retaining Talent in 1403 Hello friends Today, I want to discuss one of the hottest challenges that companies and organizations will face this year; the war for attracting and retaining skilled and experienced workers. Numerous studies and research show that in 1403 (2024), the exodus of skilled workers from the country will intensify. According to research at the University of Tehran, more than 65% of educated employees and university graduates intend to migrate to developed countries. But why will this trend intensify this year? According to conducted research, several main factors play a role in exacerbating this phenomenon. The first factor is the increase in livelihood pressures caused by runaway inflation. According to findings from a study at Iran's Statistics Center, more than 58% of urban households are unable to cover essential living costs. This increases the motivation for skilled workers to migrate. On the other hand, research shows that political tensions and social insecurity are also key factors in the migration of skilled workers. According to a survey at Sharif University, more than 42% of elite students believe the tense and insecure environment was the main reason for their decision to migrate. This situation is highly challenging for companies and organizations. Based on estimates by the Research Center of the Parliament, the average migration rate of skilled workers in 1403 will exceed 22%. This figure is very alarming, as companies must prevent the exodus of their key staff while also attracting new workers. But how can we overcome this crisis? Case studies show that one of the key solutions is creating competitive and attractive working conditions for employees. According to the results of an experiment at Amirkabir University, companies that provide higher salaries and benefits, better facilities, and an ideal work environment have been more successful in retaining skilled employees. However, this is only part of the solution. Numerous other studies show that providing career advancement opportunities, training in new skills, professional development, and more, also play a very important role in attracting and retaining talent. Companies that ignore these factors will fail in this difficult battle. It is clear then that all of us must be prepared for this great challenge in 1403. Through careful planning, practical actions, and implementing scientific and empirical findings and solutions, we can overcome the crisis of skilled worker exodus. Human resources managers are at the forefront of this battle. It is hoped that with redoubled efforts and implementation of expert measures, we will be victorious in this field. Wishing you success.

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CHROs are uniquely positioned to represent employees and employers, but many CEOs don't understand their role. These leaders are more than just administrators of workplace policies; they have become strategic partners to CEOs and other high-level leaders, often taking on the responsibility of culture, inclusion, and even AI initiatives. I know we'll start to see monumental organizational changes when CEOs begin to recognize that HR chiefs serve two sets of internal stakeholders. I’ve personally experienced it with some amazing CEOs. Andrew Oxtoby William "Obi" Greenman Are you a Chief People Officer or CHRO? If so, do you feel your obligations to your CEO and employees are in conflict? #CHRO #HR #HumanResources

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