HR Strategy

The SEC now requires listed firms to report their human capital metrics publicly, so this topic should be our #1 HR issue. However, few in HR seem even to be aware of these new requirements. No less the tremendous impact that these new public reporting requirements will have. Already in effect, the new SEC reporting rules will force HR to focus on identifying, quantifying the impact, and then publicly reporting each of its major human capital initiatives.

There may be no hotter topic among executives and HR staff today than how to ensure that each of your employees is quickly vaccinated for COVID-19.

In addition to the obvious 2021 talent trends related to Covid, remote work, diversity, etc., plan on changes in other off the radar talent areas. Here are 10 quick predictions in areas that are often not even considered by HR and management leaders. HR’s shift toward paternalism will backfire. There …

Unfortunately, the pandemic has further softened HR to no longer focus on workforce productivity. I call this disturbing trend “the softening of HR” because instead of workforce productivity, numerous soft issues have become the dominant HR issues.

Apple’s workforce is 9x more productive than IBM’s, and wouldn’t your CEO be mad if your productivity lagged behind that much within your industry?

This election will likely have HR impacts on diversity, unionization, paid leave, healthcare coverage, D&I training, and recruiting. And because it is better to be prepared than surprised, you should begin thinking about these changes even today.

The highest impact decision on productivity and innovation over the next 2 years will be finding the optimal mix of on-site, remote work, and robotics.

Diverse approaches and ideas are encouraged and celebrated because they help us expand the number of available options covering the ways that we can act.

Every HR function strives “to be strategic.” To actually qualify, I’ve found that all HR leaders need to be able to answer these 6 qualifying “Questions From Hell,” with the same consistent answers. Also, realize that simply having a goal of being strategic or stating that your function is strategic …

Corporate diversity has become a top business imperative. Like any accountable business leader with a seat at the table, an HR leader that hasn’t produced diversity results should “fall on their sword” and resign.