On the CatalystOne blog we cover subjects regarding HR technology, HR systems, HR processes, Performance & Talent Management and more. (10)
Following rapid growth and professionalisation of HR, the time was right to implement digital tools to support and simplify people processes
I don’t know if it’s me or the industry in general, but every year seems to go by quicker than the last one – and 2017 was no exception. Let’s take a moment to catch our breaths and reflect on what we have experienced and what developments we have seen in the HR industry throughout 2017.
“If only I had known…” is something we all begin our thoughts with every now and then. As someone who is a new – and possibly even the very first – HR manager in an organisation, you may also have those moments.
In case you are the HR department in your organisation, and in fact the very first HR manager. it’s fair to assume that your time goes to areas we already covered in the first three parts of this blog series: the basics, the annual HR cycle and the culture.
“Culture eats strategy for breakfast”, said the late business management guru Peter Duncker. That was a long time ago, but it was again in 2015 that HR guru Josh Bersin declared that it’s the hottest topic in business again.
Just like organisations, annual HR cycles are all different. If you are the very first HR manager in your organisation, it’s likely that you’ll need to design and implement the processes. But where should you start?
To you, who have just been appointed as the first HR manager in a company with an ambition to build up a professional Human Resources function: Congratulations on your new exciting job!
With so many things to consider when preparing for the GDPR, it’s easy to get stuck in absorbing all the information that is available. HR should begin by mapping where they stand in terms of employee data.
Cloud-based HCM platform will harmonise processes across various countries following rapid expansion and growth.
As HR strives to work more closely to business and increasingly embrace HR digitization in their daily work, the curiosity to master HR Analytics and Big Data is increasing, along with the need to identify key metrics and ratios on the basis of pre-defined HR reports.
