Talent Edge Weekly - Issue #156

Covers Deloitte's 2023 Human Capital report, HR operating models, actions for responding to workforce trends, 25 people risks, and a podcast on 2023 workforce trends.

Author

Brian Heger
January 15, 2023

Welcome to this week’s issue of Talent Edge Weekly  — bringing together the best insights about work, the workplace, and the workforce. Read by human resources practitioners, business leaders, and others interested in the world of work.

If you find value in this issue, please share it with your network using the social media icons at the top of the newsletter. Please also invite others to subscribe using your personal referral link found at the end of the newsletter.

Have a great week, and I look forward to sharing more ideas in next week’s Edge!

Brian Heger is a human resources practitioner with a Fortune 150 organization and has responsibilities for Strategic Talent and Workforce Planning. To connect with Brian on Linkedin, click here.

THIS WEEK'S CONTENT

  • 2023 Global Human Capital Trends Report | Deloitte Insights | Shares 9 articles from Deloitte’s newly released 2023 human capital report. Topics range from skills-based talent practices to incorporating nontraditional workers into workforce plans and talent practices.

  • The CHRO’s 5 Questions to Optimize Your HR Operating Model | The Talent Strategy Group | Shares 5 questions (and additional follow-up questions) HR leaders and their leadership teams can ask and answer to determine the optimal HR operating model for their organizations.

  • HR Toolkit: Tackling 2023 Future of Work Trends | Gartner | Provides potential actions to take in response to 9 future of work trends. I expand on one trend regarding how algorithmic bias concerns call for more transparency in how organizations use AI-based recruiting tech.

  • Report: 25 People Risks Across Five Main Pillars | MercerMarsh Benefits | An 85-page report that helps leaders take an expanded view of the people-risks in their organizations. Offers tactics for mitigating risks.

  • Podcast: The Top HR Trends That Are Set to Disrupt The Workplace in 2023 | Digital HR Leaders Podcast | A 43-minute podcast episode where Ian Bailie, David Green, Diane Gherson, and Dave Ulrich discuss 2023 workforce trends and more.

And don't forget to check out the Chief HR Officer Hire of the Week, Tweet of the Week, and the most viewed resource from last week’s issue.

THIS WEEK'S EDGE

Deloitte has just released its 2023 Global Human Capital Trends report—its annual analysis of key trends reshaping work, the workforce, and the workplace. The report is based on survey feedback from over 10,000 business and HR leaders across every industry and 105 countries. The insights are also informed by executive interviews. A key theme is that the boundaries that have traditionally governed the rules of work— the way jobs are organized, where work happens, and who qualifies for specific roles — are falling away. The fading of these boundaries provides organizations with an enormous opportunity to experiment with various practices that have the potential to deliver new forms of value. The report, which in previous years has been provided as a robust PDF, explores these themes and supporting practices through several individual articles that address topics such as a) experimenting with using skills, not jobs, as the baseline for how workforce decisions are made, b) redefining the concept of the workplace as a physical space, and c) adapting talent strategies and practices to reflect the entire workforce ecosystem, which is increasingly comprised of nontraditional workers. This resource provides practical ideas for unlocking value for organizations— and their various stakeholders—through talent, workforce, and leadership. In case you missed it, here is my one-page summary of 2023 Workforce and HR priorities according to seven resources.

Much has been shared about the HR priorities that HR teams will focus on in 2023 and beyond. And while priorities are essential to establishing a focus on what work will be done, determining how the work will be delivered and by whom is as critical; an HR operating model brings each of these areas into sharper focus. In this article by Marc Effron, he provides five questions that help inform the answers to HR operating model decisions. These questions include: 1) What do we do, and why do we do it?, 2) What are our guiding principles to operationalize HR, 3) What is the design of HR?, 4) How will work get done? 5) How will we know if we’re successfully executing the HR Operating Model? Each of the five questions has follow-up questions to better inform operating model decisions. The article includes a supplement PDF showing a portion example of an HR Operating Model document. As HR leaders consider various operating models (once they have answered the questions), this bonus article from Gartner provides ideas on a shared services model that helps to separate the delivery of operational and strategic HR work. Including this additional resource is intended to provide one example (there are many) of an HR operating model. It does not suggest that this model is preferred or will work best in all organizations. HR leaders can use the questions from Marc’s article to determine the best model for their organizations.

This 13-page paper provides insights and actions for HR leaders and their teams to consider in response to nine workforce trends outlined by Gartner. One trend is how concerns about algorithmic bias in AI-based recruiting tech are calling for more transparency in how organizations use these tools. Fueling this trend are various legislation, such as one in New York City that went into effect on January 1, 2023. The rule restricts New York City employers from using AI in employment decision-making processes unless they take several specific and affirmative steps before doing so, including a bias audit of the tool. While this law went into effect on January 1, the city deferred enforcement until April 15, 2023. Another example is The European Union, which is also considering legislation protecting citizens against harm caused by AI systems. Since AI in HR extends beyond recruiting, organizations would benefit from developing a holistic strategy for the responsible use of AI across all talent practices. With that in mind, here are three resources to guide these efforts: 1)A 59-page toolkit by the World Economic Forum that provides ideas to promote the responsible use of HR-based AI tools, 2) The Forbes article— 2023 Will be the Year of AI Ethics Legislation Acceleration, and 3) The HBR article, When — and Why — You Should Explain How Your AI Works.

Many HR leaders continue to help build their organizations’ capability in detecting and acting on workforce-related risks. As pointed out in the new article Elevating the Focus on Human Risk—which is part of the 2023 Deloitte Human Capital Report—workforce risk refers to the potential risks that human workers pose to the business, such as the financial and operational impacts caused by worker turnover, difficulty acquiring and retaining talent, and compliance with regulations. As leaders expand their view of workforce risks beyond these areas, this 85-page MercerMarsh Benefits report provides ideas. While I shared a previous version of this report, this new version dives deeper into 25 people-related risks that are organized into five main pillars. 1) Health and Safety (e.g., workforce exhaustion), 2) Governance and financial (e.g., pension financial exposure), 3) Accelerated digitization (e.g., cybersecurity and data privacy, HR tech obsolescence), 4) Talent practices (e.g., succession and key person risk), 5) Environmental and social (e.g., DEI, social unrest). Page 7 shows the framework for the five pillars and 25 people-risks. Each section provides a set of actions organizations can take to manage risks most relevant to their business. To supplement this report, you can check out MercerMarsh’s 1-hour webcast, where they discuss aspects of the report.

In this engaging 43-minute podcast, the bright minds of Ian Bailie (Board advisor to Insight222 and SVP of People Operations at Crypto), David Green (Managing Partner, Insight222), Diane Gherson (former Chief Human Resources Officer at IBM and now Senior Lecturer at Harvard Business School), and Dave Ulrich (Professor at the University of Michigan Ross School of Business and Co-founder of RBL Group.) discuss:  a recap of the development of the predictions and trends of 2022, how HR can get started in the shift towards a skills-based approach to talent, HR’s role in creating certainty in a world of uncertainty, overcoming the paradox and disconnect between employer and employee needs—and HR’s mediating role, and the skills HR needs in 2023 and beyond to really make a difference. In one part of the discussion on skill-based talent practices, Dave refers to aspects of task-based strategic workforce planning (SWP) —where the primary component of the planning is less about the skills and more about the work tasks to be accomplished. Dave mentions: “The beauty of focusing on work tasks, not work skills or workforce, is a lot of those tasks will be done through technology. The task could be done by a full-time employee, a part-time employee, a contractor, which we’ve seen; but a task could also be done by AI, by technology.” In cases where people are needed to deliver those tasks, skills can be used to identify workers (and other sources of talent) with the skills needed to carry out those tasks. Many other insights are offered in this engaging and informative podcast.

MOST SHARED FROM LAST WEEK

Amy C. Edmondson and Mark Mortensen share ideas for balancing four components of the EVP. I reshare a one-page summary on worker preferences according to four sources. You can also view this post on LinkedIn.

CHRO APPOINTMENT OF THE WEEK

This past week, 30 new Chief Human Resources Officer announcements were posted on CHROs on the Go – a subscription that provides the easiest way to stay informed about CHRO hires, promotions, and resignations.

This week’s CHRO highlight is:

  • onsemi (PHOENIX) (NASDAQ: ON)—a leader in intelligent power and sensing technologies— appoints Padma Thiruvengadam as Chief Human Resources Officer. Prior to joining onsemi, Thiruvengadam was CHRO at Takeda Pharmaceutical Company.

To learn how to gain access to all 30 detailed Chief Human Resources Officer announcements from this past week and +1700 archived announcements, visit CHROs on the Go .

If you are already a member of CHROs on the Go, you can log in to access all announcements and site functionality.

TWEET OF THE WEEK

BOOK RECOMMENDATIONS

Partial View of Recommendations. Click Image to See All Books

Recommend Talent Edge Weekly To Others

Love this newsletter? Use your personal referral link to recommend Talent Edge Weekly to your colleagues and network. You earn rewards when you refer someone who subscribes!

You currently have 0 referrals, only 1 away from receiving a 21 Resources for Chief HR Officers & HR Practitioners!

Or copy and paste this link when sharing with others. https://talentedgeweekly.com/subscribe?ref=PLACEHOLDER

Note: Personal referral links only work when you are either logged in with your email credentials, or when you click it from the newsletter's email version that is sent to your email address each week.

What did you think of this week's Talent Edge?

Login or Subscribe to participate in polls.

RESOURCE LINEUP

​brianheger.com provides free access to +1,000 curated articles, research reports, podcasts, etc. that help practitioners drive better business results through strategic human resources and talent management.

CHROS on the Go is a subscription that provides the easiest and most convenient way to stay informed about Chief Human Resources Officer hires, promotions, and resignations in organizations of all sizes and industries.

​Talent Edge Weekly is a free weekly newsletter that brings together the best talent and strategic human resources insights from various sources. It is published every Sunday at 6PM EST.