Skills shortages are rising, 78% of orgs say they struggle to fill critical roles, costs 7k to fill senior role, 2k for normal
1 of 26
Drucker 1989
A poor organisation structure can diminish performance, even when good managers are present
2 of 26
Truss and Gill 2009
In public sector, value is reduced when extra costs can't be passed on to the customer
3 of 26
Ulrich 2005
The most valuable element of HR is their legal advice
4 of 26
Boroughs 2015
The future of HR in large orgs is CoEs, 77% think positive impact
5 of 26
Sanchez 2004
In MNCs, 60% don't use the HR practices from the home country
6 of 26
Zacharius 2003
HR does not receive as much recognition as service delivery in the third sector
7 of 26
CIPD Resourcing and Talent Planning 2015 (2)
Public- HR don't do their own initiatives, just act as change agents. Private sector- influencing senior leaders. 3rd sector- funding only based on short term contracts
8 of 26
CIPD Where Has All the Trust Gone? 2012
Trust reduced over time since 2008 crash. Public cynicism and social media means unethical behaviour gets out.
9 of 26
Evans 2008
Professionalism not what it was- autonomy means less collective accountability. Professions have more individual elements
10 of 26
Macleod Review 2009
Four key enablers of EE- leadership, line managers, employee voice, organisation integrity
11 of 26
CIPD Working Lives 2018
Biggest factor in EE is social support and cohesion, used to be LMs
12 of 26
Association for Talent Development 2018
Trends- universal training, anytime anywhere any device, customised learning, ROI
13 of 26
Training Industry 2017
Trends- mass customisation, digital skills, people skills, agile L&D
14 of 26
CIPD L&D Survey 2015
3 things on the rise- coaching, e-learning and in house development
15 of 26
CIPD L&D Survey 2015 (2)
Only 12% of respondents though e learning was an effective method
16 of 26
HRCI 2017
HR will become more business aligned as their values are questioned, HR analytics will become more sophisticated
Increase in services, almost half in employment are women, union membership halved since 1979, degrees saturate labour market, global trading happens 5 times more
20 of 26
Thomson 2008
Flexibility improves customer satisfaction, reduces recruitment and retention costs, improves service delivery
21 of 26
Anderson 2010
When workers have more autonomy, they contribute to their own work intensification
22 of 26
Truss 2006
Workers on flexible contracts are more emotionally engaged, more satisfied with work, more likely to speak positively about the organisation
23 of 26
MPele 2015
Benefits to flexibility- boosts productivity, eliminates need for absenteeism, increased talent retention levels, helps attract talent, reduces seat charge cost
24 of 26
HBR 2018
1/3 of employees don't understand why change is happening, employee resistance to change is the biggest reason change fails
25 of 26
CIPD 2009 Triggers for Change
Challenges of growth, economic downturn, customer pressures, government legislation
26 of 26
Other cards in this set
Card 2
Front
A poor organisation structure can diminish performance, even when good managers are present
Back
Drucker 1989
Card 3
Front
In public sector, value is reduced when extra costs can't be passed on to the customer
Back
Card 4
Front
The most valuable element of HR is their legal advice
Back
Card 5
Front
The future of HR in large orgs is CoEs, 77% think positive impact
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