Global HR Books’ Post

Even though most recognize the importance of enhancing Employee Experience (EX), the gap between what employees are wanting and what HR departments are offering continues to widen. McKinsey’s 2025 HR Monitor Report highlights five key trends with actionable takeaways that can help close that gap: 1️⃣ Plan for the long-term: Build a workforce strategy that’s adaptable to future needs, not just today’s challenges. 2️⃣ Hire strategically: Look beyond roles to focus on skills, growth potential, and team fit. 3️⃣ Break the silos in development: Connect learning, career advancement, and leadership support into one cohesive journey. 4️⃣ Modernize HR processes: Automate repetitive tasks so leaders can focus on the human side of HR. 5️⃣ Listen and act on data: Use insights to ensure your employee offerings truly align with what your people value. Organizations that invest in these areas don’t just improve retention. They build cultures where employees want to stay and grow. #EX #FutureOfWork #Leadership #HRTransformation 🔗 https://lnkd.in/gSXeWusp

The toughest HR challenges often emerge during the growth stage of a business, which I find the most intimidating. This phase requires rapid scaling of the workforce to meet expanding business demands, putting immense pressure on existing HR processes and systems. It also presents the challenge of transitioning from informal practices to more structured policies, all while maintaining the company’s culture and employee engagement amid rapid change. As a future HR leader, I would approach these challenges differently by prioritizing the early adoption of scalable HR technology to streamline recruitment, onboarding, and performance management. Developing strong skills in strategic workforce planning would also be critical to forecast talent needs and avoid reactive hiring decisions. Sunny L., CTP. CCMP. CPME. Ms. Thea Kate Perona, CHRA, aCPHR® Ms. Angelica De Guzman,CHRP #StrategicHR #HRLeadership #BusinessLifeCycle

🏆 10 HR Best Practices That Drive Business Success in 2025 Research shows that fast-growing companies are 20% more likely to embrace HR best practices. Here's your roadmap to excellence: 🔐 **Foundation Practices:** 1. Employment security & stability 2. Selective hiring for the right fit 3. Self-managed, effective teams 4. Fair, performance-based compensation 🚀 **Growth Enablers:** 5. Relevant skills training & development 6. Flat, egalitarian organization structure 7. Easy access to information 8. Radical transparency in communication 📊 **Performance Drivers:** 9. Strategic employee engagement 10. Robust performance management systems 💡 **Key Insight:** When bundled together, these practices create exponential impact. For example, selective hiring + employment security + relevant training = sustainable competitive advantage. **Implementation Tips:** ✓ Secure leadership buy-in ✓ Use data-driven decision making ✓ Leverage HR technology ✓ Foster continuous feedback loops ✓ Standardize processes for fairness Which of these practices is your organization's strongest? Which needs the most attention? #HRBestPractices #HRStrategy #TalentManagement #EmployeeEngagement #HRLeadership #WorkforceManagement #OrganizationalExcellence #HRTransformation

🚨 “We’ve always done HR this way” is killing your talent strategy. In 2025, companies that treat HR like an administrative cost centre experience 40% higher turnover in their key talent pools. Meanwhile, organisations that tie people strategy to business revenue see a 25% increase in profitability. Here’s the reality: At my company, we stopped measuring HR by headcount processed and started measuring by talent impact delivered. This meant replacing the annual performance review with a continuous “value-creation check-in”, and we saw 18% of high-potentials re-engage within six months. So: stop asking how many HR tasks we can streamline. Start asking how many growth drivers we can unlock through people. Here are three moves you can make this quarter: Map every HR initiative to a business outcome; if it doesn’t move the needle, it doesn’t launch. Empower managers with decision-rights, not just guidelines; trust vessels outperform compliance tanks. Start measuring “people ROI”, track retention of top performers, internal mobility, and business impact per hire. This isn’t fluff. It’s a business change engine. If you’re still treating HR like a back-office line item, you’ll wake up one day and wonder why your best people are quietly walking out the door. 👉 What’s the one thing you are willing to stop doing in HR so you can start designing the people strategy that drives revenue and attracts top talent? #FutureOfWork #PeopleStrategy #HRLeadership #WorkplaceTransformation #TalentManagement #PeopleOps #HRInnovation #StrategicHR #WorkforceStrategy Future of Work, HR Strategy, Talent, Leadership, Culture, Performance, People Analytics

**8 Essential HR KPIs Every People Leader Should Track in 2025 ** ___________________________________ Data-driven HR isn't optional anymore—it's essential. Here are the critical metrics that separate strategic HR teams from the rest: ** Productivity & Performance** • **Employee Productivity Index**: (Total Output ÷ Total Input) × 100 measures workforce efficiency • **Quality of Hire**: (Performance + Retention + Culture Fit) ÷ 3 validates your hiring decisions beyond just filling seats ** Engagement & Development** • **Employee Engagement Rate**: (Engaged Employees ÷ Total Employees) × 100 directly correlates with retention and performance • **Training Effectiveness Index**: Quantifies ROI on L&D investments by measuring pre/post-training performance improvements ** Operational Excellence** • **HR Efficiency Ratio**: (HR Cost ÷ Total Operating Expense) × 100 demonstrates HR's cost-effectiveness • **Offer Acceptance Rate**: (Offers Accepted ÷ Offers Extended) × 100 reveals your employer brand strength and competitive positioning ** Retention Metrics** • **Retention Rate**: The foundation of workforce stability and institutional knowledge • **Absenteeism Ratio**: An early warning system for engagement issues, burnout, or cultural problems **The Bottom Line**:- What gets measured gets managed. These KPIs transform HR from a cost center to a strategic business partner, providing the insights needed to optimize talent strategies and drive organizational performance. #HumanResources #PeopleAnalytics #HRMetrics #TalentManagement #Leadership

The Numbers Don't Lie: Strategic HR ROI Will Shock You Maybe you've heard or even said, "We can't justify strategic HR investments in this economy." It's a lot of work to show the value of strategic HR, but well worth the effort.   STRATEGIC HR ROI REALITY: Leadership development: 529% ROI - Good leaders and managers, matter Culture transformation: 4x earnings-per-share growth Workforce planning: 20-30% reduction in talent costs Employee engagement programs: 2.3x revenue growth vs. disengaged organizations   OPERATIONAL HR ROI: Process efficiency: 15-25% cost reduction Compliance management: Prevents $75K-$300K legal costs per violation Benefits optimization: 5-10% program savings   But here's the kicker: When companies bring strategic HR and operational HR together, the impact compounds with leadership investments paying off, culture driving growth, compliance avoiding costly risks, and efficiency freeing up capital for reinvestment.   The math is simple: Strategic HR = Revenue driver Operational HR = Cost manager Both together = Competitive advantage   Reality check: If you can't measure your HR ROI, you're not doing strategic HR—you're just calling operational work "strategic." It doesn't mean that operational work is not important, it just means, it's not enough.   Question for HR leaders: What's one strategic HR initiative you could measure ROI on in the next 90 days? #HRROI #StrategicInvestment #HumanCapital #BusinessResults #DataDrivenHR  

https://lnkd.in/g24zmZR3 In the rapidly evolving business landscape, the role of human resources has shifted from administrative support to strategic leadership. The SNHU article highlights how HR professionals now stand at the intersection of people, technology and culture driving meaningful change in organizations. Southern New Hampshire University Traditionally HR’s domain included tasks like onboarding, benefits administration and compliance. Southern New Hampshire University Today, however, HR’s remit extends far beyond: designing employee experiences, fostering engagement, addressing skill gaps, and leveraging emerging technologies like AI to support workforce transformation. Southern New Hampshire University A key takeaway is that people are not just an expense; they are the organization’s most valuable asset. HR’s ability to attract, retain and develop talent has direct implications for business success. As the article points out, creating a positive workplace culture and facilitating professional growth are central to reducing turnover and increasing productivity. Southern New Hampshire University Moreover, the pandemic and digital transformation have changed where, how and why people work ,which in turn has remodeled the HR function. HR practitioners must be nimble, tech‑savvy and deeply attuned to employee lifecycle and experience. The article points to skills like digital literacy, communication, critical thinking and strategy as essential for HR professionals going forward. Southern New Hampshire University For leaders and HR teams alike, the message is clear: treat HR as a strategic partner, not just a service function. When HR is integrated into business strategy , aligning talent, culture and technology , you unlock stronger engagement, innovation and growth. As we navigate this era of change, investing in the “people dimension” is not optional. It’s competitive advantage. #StrategicHR #WorkforceTransformation "This LinkedIn activity is a component of my "TotalRewards course with Emily Douglas-McNab as part of the Masters of #HRProgram at The Ohio State University Fisher College of Business."

HR often focuses on building efficiencies in processes to streamline workflows, automate routine tasks, and align technology and talent strategies to free up time for higher-value, strategic work. However, the future of HR isn’t about better processes but about reimagining purpose. In this Forbes article by Vibhas Ratanjee, he outlines five critical shifts HR leaders must embrace: - From policy enforcer to strategic architect of business value. - From filling roles to forecasting capability needs. - From compliance and control to trust and empowerment. - From cost-center mindset to growth-partner mentality. - From support function to culture shaper and innovation catalyst. The takeaway: HR’s relevance depends on its ability to design organizations for speed, adaptability, and human potential – not just efficiency. #HRleadership #futureofwork #peoplestrategy #businesstransformation #powerofpurpose #p3hrs https://lnkd.in/g7E4_g57

In times of tighter budgets and stretched resources, HR leaders must deliver maximum value with minimal resources. In a recent AsiaHRM, Mukta Arya, Managing Director and CHRO, Asia-Pacific, at Société Générale, shared how HR can be a strategic enabler—not just a support function—by aligning initiatives with business priorities, leveraging data, and empowering teams through cross-functional roles and technology. 💬 “Efficient resource allocation is not about doing less, but doing what matters most,” Arya emphasised. From AI-driven insights to authentic employee engagement, her strategies show how HR can drive impact, resilience, and connection—even with limited resources. 👉 Read more about delivering high impact in resource-constrained environments: https://lnkd.in/gSkd5JFe #HRLeadership #PeopleAndCulture #FutureOfWork #HRStrategy #EmployeeEngagement #WorkforceResilience

Reducing “busy work” is often seen as a time-save but when done strategically, doing less can actually be the most powerful HR intervention. I’m passionate about early talent development, and I believe that when HR teams prioritize value over volume, we give emerging professionals the space to grow, innovate, and contribute meaningfully rather than simply respond. The CUPA-HR article “Doing Less With Purpose: The Power of Prioritizing Value Over Volume” underscores this shift. It reminds us that in a world of overflowing workstreams, what matters isn’t how much we do, it’s what we do and the impact it drives. For early-career talent especially, being part of programs that are lean, meaningful, and aligned with business purpose can signal that the organization truly values them. Here are three key takeaways for HR practitioners: 1. Ask “What moves the needle?” Too often, HR metrics focus on quantity: number of sessions delivered, hours of training, number of hires. But the real question should be: “Did this work shift performance, engagement or retention?” When we ask that, we make space for fewer but higher-impact initiatives. 2. Free up capacity for high-leverage work. When we stop chasing every new trend or program, HR can invest time in the strategic relationships, coaching conversations and innovative pilots that really scale talent. Early talent needs that kind of focused investment, not generic modules. 3. Model the behavior you expect. If your team says “work smarter, not harder,” they must reflect that in how you design HR processes. When your talent sees you prioritizing purpose over volume, you reinforce a culture of intentionality, creativity and sustainability. In sum, doing less isn’t about cutting corners. It’s about cutting clutter, so that people, especially those in early careers, feel seen, supported and set up to contribute meaningfully. As HR shifts into a future where agility, relevance and engagement matter more than ever, value-over-volume should become a guiding principle. This LinkedIn activity is a component of my #FutureOfHR course with Emily Douglas-McNab as part of the Masters of #HR program for The Ohio State University Fisher College of Business. I’m eager to connect with others interested in designing talent development strategies that focus on high-impact work instead of high volume.