News

CAHRS Top 10 January 2020

Cornell ILR School logo1. CAHRS: HR Career Development in the Face of HR Transformation CAHRScast
Summary: HR transformation continues to be a priority for many companies taking the form of increasing adoption of technology, advancements in software and analytics, and the continued expansion of shared services as part of the HR operating model. Accompanying this change is an opportunity to reevaluate how it translates to HR talent needs. As roles have emerged and evolved, many of the foundational experiences in a traditional HR career path either no longer exist or look very different today prompting companies to rethink the development needs of their HR professionals and leaders.

For further reading on this topic, take a look at the notes from the Spring 2019 CAHRS Working Group.

2. Fortune: Goldman Sachs Removed this One Word from Recruiting Materials - and Saw Female Hires Soar
Summary: According to this article by Fortune, Wall Street banks have not always been the exemplar of gender diversity. "Moving up the ranks is really hard, if you’re a man or a woman," Valerie Dixon, the executive director of healthcare investment banking at Morgan Stanley states. Yet some banks are making a conscious effort to change the grade through recruiting. Rana Yared, partner at the merchant banking division at Goldman Sachs, says that at the partner level, about 25% are female. But that a simple vocabulary change in the bank's hiring processes helped contribute to 50% of her team being female at every level, from partner to analyst, before a big team merger.3. LinkedIn: The Surprising Power of LGBT+ Inclusion in Emerging Markets

3. LinkedIn: The Surprising Power of LGBT+ Inclusion in Emerging Markets
Summary: High-potential emerging-market companies are becoming increasingly inclusive towards LGBT+ people. By discussing evidence of the superior financial performance of companies that support LGBT+ inclusion through corporate policies and advocacy (versus those who don’t), this article reinforces the oft-discussed business case for inclusion. From the importance of being authentic to employees about the inclusion agenda to the value of collaborating with supply chain partners, the author discusses lessons from the leading companies, and presents actions that companies can take to ensure their pursuit of LGBT+ inclusion is successful.

4. HR Zone: Flexible Working: How Can We Prevent Burnout In An ‘Always-On’ Culture?
Summary: While flexible work, which allows employees to tailor their work schedules to fit their individual lifestyles, can be a positive addition to the workplace, there are also potential dangers that come from the ability to be increasingly connected through technology. This article discusses today’s ‘always-on’ culture, where employees are finding it more difficult than ever before to disconnect from their jobs, and explains why blanketly banning emails out-of-hours is not the simple solution to the issue. While this culture affects people with different personalities in different ways, HR professionals need to be able to make accommodations accordingly by allowing work teams to harness the benefits of flexible working while also minimizing the risk of burnout.

5. Gallup: The Most Effective Feedback is the Kind you ask for
Summary: Gallup research indicates that a feedback-rich environment drives business outcomes - having conversations about development can improve employee engagement, which in turn improves productivity and profitability. However, only 26% of the feedback people receive is effective. This is because a majority of feedback in organizations is characterized by unsolicited criticism. This article encourages employees to flip the script - people should ask for feedback rather than offer it. The author explains how this flipped feedback dynamic boosts engagement, and outlines how managers can drive this change by leading through example.

6. HR Technologist: HR Technology Is Great. But Why Are the Implementations so Bad?
Summary: Human Capital Management technology can help HR teams significantly improve operational efficiency and performance. But many companies are not realizing game-changing benefits from these systems. This article provides three guiding principles companies should follow as they seek to maximize the returns on their investments in HCM technology. The first is to plan ahead to ensure organizational readiness, the second is to focus on processes before implementation, and the third is to manage change effectively through the ins and outs of the new system as well as immersive training on the new business processes.

Have a listen to what types of data ILR's HR Studies professor suggests collecting in this clip about Recommendations on What Type of Data Should be Collected

7. HBR: What the “Best Companies to Work For” Do Differently
Summary: In an attempt to discover what makes a company culture great, researchers Bill Baker and Michael O’Malley studied 21 of the best places to work in the United States. Since lists of interesting things that these companies do had been well-documented already, they instead sought to extract general principles about why what they do is successful. This article delves into some common themes that were discovered in order to help companies that are interested in changing their cultures start down the right path. These include putting people first, helping workers find and pursue their passions, bringing people together on a personal level, empowering people to own their work, and creating a space where people can be themselves.

8. HR Executive: 15 Employers that Made Employee Benefit Changes in 2019
Summary: With a hot job market, the national unemployment rate is currently at 3.7%. According to the Bureau of Labor Statistics, many employers have set their sights on an important way to recruit and retain talent: employee benefits. Scores of employers this year announced changes to their benefits programs, from rolling out student loan benefits, tuition perks and other financial wellness offerings to improving paid leave policies and mental health coverage—both to help themselves in the quest for talent and to better help their employees. This article outlines the benefit changes that 15 employers made in 2019.

Summary: Every employee involved in the hiring process for anorganization has their own unconscious biases about who the best fit for acertain role may be. These beliefs are oftentimes influenced by their ownindividual experiences and are not always tied to specific qualifications.Evaluation processes, while difficult for any company to standardize, aretherefore necessary in order to get at some of the root causes of unconsciousbiases that recruiters may have. This article discusses the role thatartificial intelligence can play in removing some human biases and howpre-recorded one-way video interviews can be optimally used to improve therecruitment process while also making it a positive experience for candidates.

Summary: As 2020 approaches, HR professionals must begin to think about what this new decade will mean for the function and what trends they want to adopt within their organizations going forward. This article discusses the top five trends that will allow companies to be more socially, economically, and politically savvy. These consist of mastering online recruitment marketing, managing unconscious bias, effectively communicating rewards and benefits, offering employees paid volunteer time off, and utilizing tech and artificial intelligence.

CAHRS Members only: If you'd like to discuss trends such as these with like-minded HR peers, consider attending the CAHRS Consumer Driven HR and Employee Engagement Working Group in Boston on March 26th.