Human Resources Disrupted!. This book is a detailed analysis of what causes HR disruptions, in both positive and negative ways. It is about CEO and CHRO's role and their influence in building organizations or destroying value while struggling to understand digital business models, products, customers and high performing cultures. The book contains best practice examples of people disruptors, digital strategies for talent management, predictions, trends, HR functions going out of fashion, digital climate possibilities, Value based cultures, organizational design, HR tech elements, HR knowledge management, organization re roles and HR business model based structural options, detailed surveys, tests, methodologies on Talent Strategies etc. At the core Talent Rules!

THE NEW AND UPDATED EDITION OF THE CLASSIC WORK ON DISRUPTIVE HR. THE WAY WE WORK IS CHANGING FAST, AND TRADITIONAL HR IS NO LONGER FIT FOR PURPOSE. Equipping our organizations to meet today’s demands requires something very different. This book provides HR professionals with: a compelling case for changing HR practical people solutions for a disrupted world strategies to make the changes they need ways to equip HR with the right capabilities and mindset Lucy Adams is a ‘recovering HR Director’. Having held Board-level HR roles in major organizations, she is now on a mission to change outdated HR practices for good.

HR has lost its way and needs to find a new direction. The central question this book sets out to answer is: if we are to survive and thrive in this new, volatile business world, how do we lead, manage, engage and support our employees in a radically different way? HR departments, and companies, need to transform their approach. This entails not simply tinkering with the process or the mechanics, but taking a completely fresh look at the entire scenario. It’s the difference between spending hours deciding how many grades there should be in an employee grading system, and asking if grading people actually increases their ability to perform better in the first place. To achieve this change, Disruptive HR has three pillars: 1. Treating employees as adults not children 2. Treating employees as consumers or customers (not a one-size-fits-all approach) 3. Treating employees as human beings EACH: Employees as Adults, Consumers and Human beings. (Each of us is different, each of us deserves better.) So what happens when you read this book? First, there’s the lightbulb moment: ‘I do that and I hadn’t even realised it’. Then you’ll see what this means for you and your organisation, with practical tools, ideas and techniques so you can start making changes immediately. And finally, the hard bit: this book will help you introduce this new thinking to others in your business.

This book proposes a solution to the human capital challenges faced by service industries amidst unprecedented labor shortages, and technological and geopolitical shifts. It offers a framework for diagnosing the root causes of talent disruption. Talent Disruption provides a detailed roadmap and tools for building a talent engine powered by AI, big data, and analytics. The results are a growing talent pipeline, greater productivity, and higher profit margins.

Companies have excelled by treating customers as "markets of one"-offering them personalized buying experiences. But in managing talent, most firms still use one-size-fits-all HR practices. With today's diverse workforces, this approach is preventing organizations from attracting, retaining, and leveraging top talent. In Workforce of One, Susan Cantrell and David Smith show how exceptional companies are tailoring work experiences to employees' talents and interests-customizing job duties, training, recognition, and even compensation, work schedules, and performance appraisals. Their reward? Lower turnover, greater productivity, improved profit margins. The authors present four customization strategies: -Segmenting your workforce; for example, by life stage and learning style -Offering modular choices; e.g., choices regarding rewards, learning needs, or job duties -Defining broad and simple rules, such as evaluating work by outcomes, not time invested, or hiring for potential in addition to specific skills -Fostering employee-defined personalization, whereby employees define their own people practices (e.g., using peer-to-peer technologies to learn from one another) Drawing on extensive proprietary research, the authors explain how to combine aspects of all four strategies to address your organization's unique needs. Improving workforce performance through customized work experiences is the holy grail of the HR function. This book shows you how the workforce-of-one approach positions your company to win-while transforming your HR team into a strategic powerhouse.

This comprehensive and judicious Research Handbook examines the fundamental influence of the emergence of contemporary disruptive technologies, including artificial intelligence, online platforms, the internet of things, and social robots, on Human Resource Management (HRM).

Axiom Business Book Award Silver Medal Winner DISRUPTIVE TECHNOLOGIES. THE GIG ECONOMY. BREADWINNER MOMS. DATA-DRIVEN RECRUITING. PERSONALIZED LEARNING. In a business landscape rocked by constant change and turmoil, companies like Airbnb, Cisco, GE Digital, Google, IBM, and Microsoft are reinventing the future of work. What is it that makes these companies so different? They’re strategic, they’re agile, and they’re customer-focused. But, most important, they’re game changers. And their workplace practices reflect this. The Future Workplace Experience presents an actionable framework for meeting today’s toughest business disruptions head-on. It guides you step-by-step through the process of recruiting top employees and building an engaged culture—one that will drive your company to long-term success. Two of today’s leading voices on the future of work, provide 10 rules for rethinking, reimagining, and reinventing your organization, including: • MAKE THE WORKPLACE AN EXPERIENCE • BE AN AGILE LEADER • CONSIDER TECHNOLOGY AN ENABLER AND DISTRUPTOR • EMBRACE ON-DEMAND LEARNING • TAP THE POWER OF MULTIPLE GENERATIONS • PLAN FOR MORE GIG ECONOMY WORKERS Everything we took for granted in the past— from what we expect from our jobs to whom we work with and how—is changing before our eyes. The strongest organizations today are “learning machines.” New challenges require new solutions—and these organizations are finding them. If you want to compete in the years to come, you have to meet the future now. The Future Workplace Experience is your playbook for taking your organization to the top of your industry.