06Jun

Human Resources Today posted an article this month discussing how to run virtual HR events.

It’s specifically intended for the volunteer leaders of the various HR organizations. After reading it, we thought it as useful for HR professionals who organize training programs, virtual group meetings, and, of course, the upcoming open enrollment presentations.

Unless you are a program leader for a professional group, the sections about finding sponsors and getting people to pay won’t apply. What you will find helpful are tips about meeting length, archiving the virtual presentation so people can review it later, and the differences between live and virtual presentations.

For instance, the author, noted speaker and HR leader Ben Eubanks, says research into video events shows our attention begins to flag right around 40 minutes. To counter that, you could keep the program short. Few participants will complain.

For events that need to run longer, Eubanks advises to “add a layer of interactivity… to boost attention and interest.” That could be a Q&A done live or via the chat function most video meeting programs offer. Speakers might also ask for a show of hands, or provide a live link to a quick poll. Anything that involves the audience will keep them engaged. Just make sure the activity adds value as well.

Another technique is to use more than one speaker. A panel discussion with give and take makes the program more lively.

Anyone who has ever hosted a virtual training program that was presented live and then recorded for viewing later, knows that one big challenge is the fast-forward function. This is especially a concern if the program is for certification or continuing ed credits.

You may not be able to guarantee someone was present for the entire session, but Eubanks says there’s at least one service that will archive the video program and disable the fast-forward function. Thinkific allows you to both prevent fast-forward and include certification codes at the end of the session for attendees to register their credits.

Zoom may be the current gold standard for virtual meetings, but don’t overlook other options. Eubanks suggests livestreaming to Facebook or You Tube as an alternative. There’s no charge and many of the features in commercial webinar software are available in livestreaming, including commenting. You need streaming software – Eubanks says he uses StreamYard, which has a free option. For a few dollars a month, you can customize the look and record the stream.

Reading the article will help you become comfortable with organizing virtual events. Though it doesn’t answer all the questions, it’s a good primer.

Photo by Gabriel Benois on Unsplash

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Jun 6, 2023

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Jun 6, 2023

The ‘Radical Reinvention’ of Human Resources

Now is the time for a “radical reinvention of human resources,” declares a report from IBM’s Institute for Business Value.

Businesses are adapting to the rapidly and dramatically changing world, says the report, prefacing the findings and recommendations from a survey of more than 1,500 HR executives from a variety of industries.

How they engage with employees must also change. “Enterprises now must become inherently humanized, build engagement with remote employees, foster trust in uncertain times and cultivate a resilient, diverse workforce capable of facing whatever the future may hold.”

This, says the report, is HR 3.0.

HR thought leader Josh Bersin, who collaborated with IBM on the report, explains what that means in his introduction:

“Traditional HR 1.0 departments focus on compliance, administration, and highly efficient service delivery.

“HR 2.0 teams move toward integrated centers of excellence, and focus on training and empowering business partners to deliver solutions at the point of need.

“HR 3.0, which only 10 percent of companies have achieved, turns HR into an agile consulting organization, one that not only delivers efficient services, but also practices design thinking to push innovative solutions, cognitive tools, and transparency into the organization.”

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The report found substantial agreement among the surveyed executives on the key ingredients of HR 3.0, but uncertainty among them about how to evolve their operation. Providing that guidance is the essence of the report.

After studying multiple HR practices, Bersin and IBM identified 10 “Action Areas” drawn from what the most successful companies are doing. “Our analysis has identified ten priority Action Areas critical to the HR 3.0 model. The Action Areas span the breadth of the human resources function, in some cases wholly reinventing traditional people practices.”

These 10 are:

  1. Measure employee performance continuously and transparently
  2. Invest in the new role of leadership
  3. Build and apply capabilities in agile and design thinking
  4. Pay for performance — and skills — in a fair and transparent way
  5. Continuously build skills in the flow of work
  6. Design intentional experiences for employees
  7. Modernize your HR technology portfolio
  8. Apply data-driven insights
  9. Reorient and reskill your HR business partners
  10. Source talent strategically

Though few companies are on the path to 3.0, those that don’t begin to evolve will be left behind.

“Even as leading companies transform their HR model, it’s clear HR 3.0 is not a destination, just a way station. The world is changing too quickly to allow even a hint of complacency,” the report concludes.

“As we continue to face unprecedented opportunities to build better businesses and a much better world, an HR 4.0 will evolve as a model to help us keep doing just that.”

Image by David Mark

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