There is a seismic shift happening within our workplaces and within the world of HR. The workforce and workplace are changing as rapidly as the technology that runs them, and the HR profession has found that the legacy way of doing things no longer applies in the new world of work.
Social communication is the new key driver of change, and Millennials are using it to forge new models of leadership and to change the way work is accomplished in organizations.
HR and talent acquisition professionals are facing a new frontier where they’re responsible for managing talent and retention in a world where employees no longer view jobs as careers but as an ever-changing mosaic of projects and adventures.
The next generation of HR professionals wants to change the way things get done in order to meet these new challenges. They seek to change the negative stereotypes associated with HR and will not be content with the low levels of engagement that are so pervasive in today’s workplaces.
This new group of emerging leaders seeks to communicate, elevate and inspire. They are attentive and perceptive and have a keen sense of where the profession is headed. They want to ignite open and candid conversations about the workplace. They want everyone to have a voice – not only the super-social-influencers and mega-author-consultant-speakers, but every HR professional who’s in the trenches and has great ideas about how to reshape and retool the profession for future success.
HR strategist Rayanne Thorn explains that “it’s about recognizing when change is necessary and having the courage to learn about and implement amendments to how we live, how we communicate, how we work” and that “disruption and challenge are, indeed, necessary parts of progress.”
We’ll be chatting about new ideas in HR and recruiting that are moving the profession in a new direction.
Q1. What parts of your job as an HR or recruiting pro make you question the way you’re working in today’s world?
Q2. What legacy aspects of the HR profession no longer work in the workplace or for the workforce?
Q3. Why do HR and recruiting pros need to spearhead the change in the processes and procedures that run today’s workplaces?
Q4. What major changes are occurring in the recruiting profession in response to the way we now communicate and share information?
Q5. How will HR need to respond to the changes in organizational structure that Millennials are demanding in the workplace?
Q6. How is the way we now consume information changing the way HR and recruiters need to do their job?
Q7. How is the way we communicate changing the workplace, and how should HR and recruiting pros respond to this change?
Q8. Why is disruption necessary in HR and recruiting now, and what parts are most in need of disruption?