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HR-a-a-B (HR-as-a-Business) it’s time for HR to Run like a business. As organizations shift their business models to accommodate the ever changing economic, political, competitive, and digital landscapes, the expectation is that HR is also shifting how they work. HR needs to ensure the right people infrastructure is in place to drive business outcomes. Organizations are expecting HR to not only manage the programs to attract, engage, and retain talent, but to clearly align and articulate how HR is providing tangible business value and impact on key business metrics. However, based on a SAP study, The Future HR , we know this is a challenge . “79% Organizations consider it important for business KPIs and HR KPIs to be tightly aligned; only 30% are able to do so.” Having the opportunity to engage in value conversations with many key HR Executive customers, it is evident that in most cases HR is focused on measuring HR operational metrics, i.e. time to fill, # of ...

The Future Workforce: Disruption or Destruction? Over the past 2 years, we have witnessed an acceleration of technological advances.  Many of which have focused on automation, artificial intelligence, virtual reality, machine learning, robotics, etc.  These advances are clearly illustrating how technology innovation can compete with or beat our current workforce at both task oriented and subjective activities.   As organizations are contemplating their future and digital transformation approach, they are weighing their options to determine where they should place their bet to achieve  the best value. Will this value be obtained through a Human Workforce, Machine Workforce, or a Hybrid Workforce. The question on everyone's mind is, will the future workforce be disrupted or destroyed? To set the ground work, let's define the difference between disruption and destruction.  According to Dictionary.com:  Disruption =  a "...