Strategic Human Capital Management (HCM) Blog

Jon Ingham Strategic HR Academy

noreply@blogger.com (Jon Ingham) — Tue, 16 Mar 2021 15:01:00 +0000

If you want to continue following my thinking about HR, you'll now need to move over to my new blog hosted on my new Strategic HR Academy.

Blog: https://joningham.academy/blog/

RSS: https://joningham.academy/feed/

Check out my strategic HR programmes (courses and linked study groups) too.

Employee Apps

noreply@blogger.com (Jon Ingham) — Sat, 17 Oct 2020 08:55:00 +0000

I quite often post here on the digital workplace and if you're interested in this (and you should be), you may well be interested in this new report on Employee Apps that I was working on over the Summer as an associate for ClearBox.

The report assesses 17 employee apps in detail, with at-a-glance attributes, and precise scores based on real-world business-scenario capabilities, not merely features.

The right employee app will help you engage the entire workforce, without missing frontline workers on site, in store, and on the road.

The report will help you make the best-fit decision, faster, considering your budget, sector, and goals.

Cost: $395 USD.

More information and purchase at: https://getdpd.com/cart/hoplink/36680?referrer=2qorffx46b8kws4kgg&p=198702

Small print: the report is shown as priced in United States dollars but the checkout system will automatically convert the price to your local currency, and so you will be charged the local equivalent price if you order directly online. However, if you request an invoice the price will be shown in Great British pounds, and you should ensure that you transfer the appropriate funds. The commercial relationship will be between you / your company and ClearBox Consulting Ltd. As an associate of ClearBox, contracted to contribute to the report, I am not involved in that commercial relationship. If you click links from my site to read more about the report, I may receive additional recompense if you go on to purchase the report. All enquiries about the report and the review process should go to ClearBox Consulting Ltd.

More about me:

@joningham, http://linkedin.com/in/joningham
info@joningham.com, +44 7904 185134

Top 100 HR Tech Influencer - Human Resources Executive
HRD Thought Leader - HRD Connect
Mover and Shaker - HR magazine

Also see my new Strategic HR Academy (where we'll also have a course on the digital and physical workplace)

Innovate Work UK

noreply@blogger.com (Jon Ingham) — Wed, 30 Sep 2020 09:19:00 +0000

I'll be speaking tomorrow, October 1st (8 AM ET/1 PM UK) when InnovateWork returns to the UK with HRchat host Bill Banham, Rochelle Haynes, Bill Boorman, Andrew Spence, and me:

If ever there was a time to for HR to innovate, this must be it. Businesses finally understand that people come first, and therefore HR needs to lead business strategy. We need to innovate HR so that the rest of our businesses can innovate their way through and out of the pandemic. The five main things I’m talking about with HR practitioners to help our organisations do this are: increasing value; distributed networks; return to the office; contingent / other working; and innovating HR practices, particularly reward. In this session, I want to give people a quick heads up, and food for thought, in each of these areas.

Register for free to learn new perspectives around recruitment technology, diversity and inclusion, blockchain and leading in challenging times.

https://innovatework.co/virtual-uk-2-october-1-2020/

You can find out more about me here:

@joningham, http://linkedin.com/in/joningham
info@joningham.com, +44 7904 185134

Top 100 HR Tech Influencer - Human Resources Executive
HRD Thought Leader - HRD Connect
Mover and Shaker - HR magazine

Also see my new Strategic HR Academy

My new Strategic HR Academy

noreply@blogger.com (Jon Ingham) — Tue, 22 Sep 2020 20:03:00 +0000

Woah, that's been a long break! Well, I've been busy - including delivering all the training courses I used to deliver face-to-face on Zoom, and also, more recently, setting up a new online learning academy at https://joningham.academy.

I had been thinking that I might have left doing this a bit late - taking advantage of the UK Government's Eat Out to Help Out scheme over the Summer made lockdown feel a long way away. However, people are being encouraged back to working at home again, and that's going to mean face-to-face training being thrown back into the even longer grass too.

And as I explain here, I think the new Academy will actually deliver much better learning experience and outcomes than I managed to achieve when delivering my training face to face.

I hope you'll take a look, and maybe join me there?

Jon Ingham

@joningham, http://linkedin.com/in/joningham
info@joningham.com, +44 7904 185134

Top 100 HR Tech Influencer - Human Resources Executive
HRD Thought Leader - HRD Connect
Mover and Shaker - HR magazine

Creating Value Through Workspace Design

noreply@blogger.com (Jon Ingham) — Wed, 22 Jul 2020 07:20:00 +0000

My latest article for Workspace Connect focuses on the opportunities for Creating Value. I've written about this extensively for Human Resources / OD but this is one of the first times I have extended this perspective to Property / FM, and Digital / IT.

The article gave me a chance to re-pitch my creating value suggestions on the return to the office too.

https://community.workspace-connect.com/workspace-strategy/creating-value-through-workspace-design

More about me:

@joningham, http://linkedin.com/in/joningham
info@joningham.com, +44 7904 185134

Top 100 HR Tech Influencer - Human Resources Executive
HRD Thought Leader - HRD Connect
Mover and Shaker - HR magazine

Also develop your Strategic HCM capabilities at my new Strategic HR Academy

HR Gazette HRchat

noreply@blogger.com (Jon Ingham) — Fri, 10 Jul 2020 13:08:00 +0000

I've been interviewed by Bill Banham for HR Gazette's #HRchat interview, and share the why and how of developing strategic, innovative approaches to people management in the #newnormal:

https://hr-gazette.com/hrchat-interview-with-jon-ingham-enabling-relationships-and-employee-networks/

More about me:

@joningham, http://linkedin.com/in/joningham
info@joningham.com, +44 7904 185134

Top 100 HR Tech Influencer - Human Resources Executive
HRD Thought Leader - HRD Connect
Mover and Shaker - HR magazine

Also develop your Strategic HCM capabilities at my new Strategic HR Academy

A new Asynchronous normal

noreply@blogger.com (Jon Ingham) — Thu, 02 Jul 2020 16:37:00 +0000

It's been 13 years since I last posted on asynchronous communication (I was obviously wrong about Twitter!).

However, I've been writing about the return to the office at WorkSpace Connect, and my latest article suggests we pivot (I think that's the new in word) to this mode of sharing as the default, unless there's a clear need for synchronous technology, or for meeting physically back in the office. After all, this is what most existing fully remote firms already do.

I was listening to Jason Fried from BaseCamp talk about this at RemoteCon today.

He was saying too many companies try to recreate the office remotely. You can’t do that, they’re different platforms with different rules and benefits. The problem is we don’t see the challenges involved in the old ways of doing things - we don’t realise they may not be optimal.

The rules of remote working are the total opposite of existing rules. You can’t just digitise office processes to make them work in an office setting. So you have to revisit rules and previous ideas and challenge them - are they good for us?

Eg Jason isn’t a fan of meetings. But he’s less of a fan of remote meetings as they’re exhausting. The key therefore is asynchronous communication. Basecamp as a company do hardly anything real-time and nearly everything asynchronously. Basecamp as a product includes chat but they hardly ever use it - instead they write on a message board and put comments on todo’s and content, etc.

This means everyone has their own time and their own day to themselves. The more real-time stuff you do, the less tie people have for their own work as they’re being pulled off it. So let people control their own day and their own time and get back to you when they want to. Slack and chat are terrible - using them just causes anxiety and stress and people don’t have time to work.

If you write something down, you have it for ever. If it’s a meeting and you’ve discussed it, it’s rare that you’ll have it recorded. Writing is great to new employees too. If the history is verbal it’s difficult to get up to speed. When you can read it quickly you can understand how things work. yes, you can document the meeting but then this is a separate step. If you communicate by writing then the writing is the document, so it’s a time saver.

Jason’s fundamental principles for remote work are respecting people, trusting them, and communicating more slowly. In terms of trust, we need to look at the work, not the person. And use clear communication, be thorough and don’t rush. And value small teams.

Someone asked about speed of decision making when working remote. Why is it important? Who says you have to make all decisions super fast? Yes, there will be times for that, like in an emergency. But most situations are not like that. It’s better to sleep on most decisions - ‘letting it marinate’ - as you get more clarity. Why does everything seem to urgent? - is it right? Am I paying attention to the right things? And leaders don’t have to make rapid decisions for everyone else.

Remote leaders need more empathy and trust - we’ve got good people and they’ll figure it out - give people more space vs looking over their shoulders. A bit more of a hands off approach. But mainly the same as face-to-face. We’re building things with people so need to treat them right. You can’t say I don’t trust people when I can’t see them - no, you didn’t trust them in the first place.

There are downsides of remote working. People can feel isolated and disconnected. It’s difficult in many companies now as people have been thrust into home working. But in future, during hiring, we need to make sure people are comfortable with it. And we all need to pay attention to social situations. When we’re together, we can laugh together to take a walk together which are difficult remotely. We need to bridge over these gaps. Eg, Basecamp 3.0 includes auto-checkins which includes questions to ask on a regular basis - what people did the last weekend, what books they’ve read, if they’ve seen a movie recently. These can replace some of the social cues of face-to-face working. If we don’t do that, it’s easy to forget. So we need to help people understand they’re working with other human beings, and create these moments, not just hope they’ll happen.

I asked Jason about his views on whether you can create and maintain relationships just over asynchronous tools, or whether you need to use social technologies, or still have face-to-face meetings, too? He noted that we don’t even have the choice to sit down with people now. So it’s an opportunity to explore what we can do, to see what’s possible. The crisis is making employees and companies more resilient. Having office space can be helpful, but there are downsides too. Eg working remote, you can have people all over the place.

Sitting down with people is wonderful, we’re social beings, but there are other people in our lives too. We don’t have to get this benefit from our colleagues.

So how do we develop these relationships together? Asynchronous tools can play a role. But it can be through synchonous tools - they often jump on on video or a phone call - phone is a better tool. On video, you need to look at the green dot of webcam vs someone else. And he thinks better when he’s moving around but you can’t do that in video chat. And meeting face-to-face helps occasionally but you have to do with what you have.

Eg someone else asked about trying to replicate the physical in the virtual, a colleague of theirs set up a virtual kitchen and they spend at least 5 mins in chit chat every meeting - which drains them - what would Jason say to colleagues stop this effort of porting environments? Doing something artificial, forcing it, doesn’t work. Again, you just need to be honest with each other, just say this isn’t working for me, can we not do it anymore?, or it just build up resentment.

However, the key insight that led me to my article about the return to the office is that we shouldn't just think about individuals working in the office or from home, we also need to consider the need for people to work together in groups and networks.

And the key conclusion form this is that just switching people in and out of the office every couple of weeks isn't going to be terribly effective. Instead of this:

Individuals working in functions can do most of their work using asyncronous technologies - they don't need to spend all their working lives stuck in meetings (even truer during the pandemic than it was before).

Communities can do a lot of their relationship cultivating on social networking systems but do need access to small meeting rooms to meet other community members, and some use of larger rooms for the whole community to get together.

Networks can also use enterprise social networks, and where possible, can be supported by access to large spaces for the whole network to meet up physically too.

True (horizontal / cross-functional) teams can use asyncronous and social technologies but really need to focus on synchronous communications, through technology and by getting the whole team together into a large meeting room. This is the one group that it may make sense to swap in and out of office in rotational cycles.

So, we might get to something like this perhaps?

By the way, there's nothing here for individual offices / cubes / workstations as they don't support anything that technology doesn't provide. Instead, this space is converted into new, larger meeting rooms for horizontal teams, and open spaces for distributed networks.

All of this may change in future - not necessarily because of a vaccine - I think most of the above logic still makes a lot of sense in any situation, but down to expected advances in technology, including holograms, AR and VR systems, and as I suggest in the article, even maybe a return to Second Life?

(This was me and my wife, Sandra, back in 2007:

More about me:

@joningham, http://linkedin.com/in/joningham
info@joningham.com, +44 7904 185134

Top 100 HR Tech Influencer - Human Resources Executive
HRD Thought Leader - HRD Connect
Mover and Shaker - HR magazine

Also develop your Strategic HCM capabilities at my new Strategic HR Academy

BAME equality in the workplace

noreply@blogger.com (Jon Ingham) — Mon, 22 Jun 2020 19:27:00 +0000

Last week I ‘attended’ Westminster Employment Forum’s conference BAME equality in the workplace. As the chair noted, given all the focus on Black Lives Matter currently, and also the new UK government commission, this is a particularly topical and relevant agenda.

Speakers referred to the McGregor Smith report last year suggesting that BAME equality would generate £24bn per year to the economy. Businesses need to invest in it as it’s the right thing to do, particularly given big business’ growing role in wider society, but also to get the best possible talent.

At 3.8% in the UK, the ethnicity pay gap is lower than that for gender, at 8.9%. However, some ethnic groups are much more affected, especially those with Bangladesh, Pakistan or Caribbean backgrounds with gaps at 20, 27 and 9%. And the gap for BAME women is much more significant.

There are multiple and complex barriers behind this, including social class, and lack of social mobility. For people coming to the UK, a lot of it is down to language and cultural barriers, and lack of recognition of qualifications. And bias and racism are clearly and important parts too. But the current focus provides a once in a generation opportunity to resolve these issues. Businesses need to take control and work towards understanding the barriers within their organisations.

A lot of the focus was on reporting, on ethnicity recruitment, progression and pay gaps. I agree that whilst a crude tool, this can be very effective in shining a light on the issue. EHRC research shows enthusiasm for reporting, but only 44% of organisations currently collect data on disability and just 36% for ethnicity. Only 3% use their data analyse to identify issues in pay and progression, which is just bizarre.

Firstly, it’s by using it constructively that employees will become more willing to provide the data. And if organisations don’t get data on more than say 40% of the employee population then they won’t be able to use it effectively - especially if it’s people from diverse populations who are not providing it. We heard about NatWest using a multi-faceted approach to get 83% of their staff providing ethnic background, and up to 87% in some areas.

And secondly, if organisations are going to be compelled to report externally, we should be doing this internally first. In fact, building on a recent post, I think a strategic narrative about what and how a company is doing can be much more valuable than a set of statistics.

A couple of speakers called for more use of blind application processes and diverse panels etc. Pinsent Masons talked about their contextual recruitment tool which I’d not come across before and pays attention to how well a candidate has done, given the difficulties they may have faced.

Other speakers promoted mentoring and support schemes, which is perhaps made harder because there are very few black people at top of organisations - but there’s no justification for only 33% of companies having an executive sponsor for D&I. There’s also a role for reverse mentoring. (Incidentally, I was very impressed by Cisco’s Multiplier Effect which I heard about a a Harvard Business Review event last year.)

We also talked about the role of broader employee networks to help people connect and which can help senior leaders understand the talent they have and be more aware of micro agressions etc. Eg there’s a cross government shadowing scheme in the UK which pairs people up and helps them broaden their senior leadership network, amplifying their success and letting people know the impact they are having, leading to better opportunities. But employee networks are more effective when a broader diversity of people want to be part of them, so their voice is not just those from ethnic minority backgrounds but allies as well (see my recent Linkedin article on ERGs, which I also spoke about at Symposium’s Diversity and Inclusion conference recently). And networks benefit from dedicated, and not just volunteer resourcing.

But too many organisation’s talent schemes focus on numbers of ethnic staff but don’t always make sure these people get the opportunity to be stretched, focusing on ticking the box rather than career watching.

Jon Ingham

More about me:

@joningham, http://linkedin.com/in/joningham
info@joningham.com, +44 7904 185134

Top 100 HR Tech Influencer - Human Resources Executive
HRD Thought Leader - HRD Connect
Mover and Shaker - HR magazine

Also develop your Strategic HCM capabilities at my new Strategic HR Academy

HackingHR Remote Work and Distributed Organisations

noreply@blogger.com (Jon Ingham) — Fri, 19 Jun 2020 14:56:00 +0000

Presentation as part of workshop series following on from my panel at HackingHR's first HR Innovation and Future of Work global conference.

This looks at the opportunity to extend / build on remote work into more distributed organisations supporting innovation and development beyond the covid-19 pandemic.

Also see: https://www.youtube.com/playlist?list=PLLZVWpJHopUTt7uowNK3Oh2BKVYVdobK9

Jon Ingham

More about me:

@joningham, http://linkedin.com/in/joningham
info@joningham.com, +44 7904 185134

Top 100 HR Tech Influencer - Human Resources Executive
HRD Thought Leader - HRD Connect
Mover and Shaker - HR magazine

Also develop your Strategic HCM capabilities at my new Strategic HR Academy

HRDConnect: Social Leadership in the Pandemic

noreply@blogger.com (Jon Ingham) — Tue, 16 Jun 2020 17:35:00 +0000

My latest article in HRD Connect builds on some previous posts on social leadership, and my CoLab at the HRDSummit back in February:

"As the working world changes, so too does the nature of working itself. HRD Thought Leader Jon Ingham explores this further, supposing that organisations now have an opportunity to shift their approach to leadership and explore more project-based, distributed methods of working."

Jon Ingham

More about me:

@joningham, http://linkedin.com/in/joningham
info@joningham.com, +44 7904 185134

Top 100 HR Tech Influencer - Human Resources Executive
HRD Thought Leader - HRD Connect
Mover and Shaker - HR magazine

Also develop your Strategic HCM capabilities at my new Strategic HR Academy

theHRDIRECTOR: Data & Analytics

noreply@blogger.com (Jon Ingham) — Fri, 12 Jun 2020 14:13:00 +0000

I'm included in this article, 'Operating Below the Mean' in May's theHRDIRECTOR section on data and analytics.

I don't often post on analytics, largely because I think the topic has become very specialised, and it's not my specialism. There are now a lot of people who know a lot more about it than me.

But that increased specialisation is the reason I've now written about it. I think the HR world is increasingly bifurcated between a smaller group of very knowledgeable and experienced professionals and organisations, and a larger group of people and businesses who don't see analytics as a priority.

The first group shout ever louder at the second group to catch up, but it's just not happening.

Whilst many in the first group may think the second set are just scared or ignorant, I think the latter group are often just making reasoned decisions that analytics still aren't the priority right now.

I'd point to two main reasons why not. Firstly, most examples of analytics in the first group are very operational, and the second group are actually quite smart - they know all this activity is going to be automated fairly soon, so it's really not what they want to spend much time on.

Secondly, operational analytics support operational insights, and that's not what we need to focus on. The second group want to be more strategic, and they realise that just moving from operational HR to operational HR insights isn't going to take them where they need or want to go.

Becoming more strategic does benefit from analytics, but it requires a different approach. There are two main aspects to this as well.

Firstly, strategy doesn't generally emerge from analytics, it develops from a deep, human understanding of the opportunities inherent in people and their organisation. From synthesis not analysis, and art not science. We need to identify measures and analytics to test, validate and improve these strategies, but they're not how they originate.

Secondly, strategy is about doing something new, and that means we generally won't have relevant data, especially as most strategic issues tend to lend themselves to more qualitative and subjective approaches. If you have relevant data, it's not going to be in your HR system.

The second group therefore needs to develop their own approach. This is about smart strategic planning; linking measures to these plans; collecting and then analysing data (often through very basic or simple analytics); and then reporting on the insights gained from this.

It's the complete opposite of the first group which, whist now understanding the value of a good question, still tend to approach analytics from the perspective of the data they have available.

You can read more about these suggestions here: https://www.thehrdirector.com/wp-content/uploads/2019/11/theHRDIRECTOR-187-MAY-v3.pdf

Jon Ingham

More about me:

@joningham, http://linkedin.com/in/joningham
info@joningham.com, +44 7904 185134

Top 100 HR Tech Influencer - Human Resources Executive
HRD Thought Leader - HRD Connect
Mover and Shaker - HR magazine

Also develop your Strategic HCM capabilities at my new Strategic HR Academy

The return to the office

noreply@blogger.com (Jon Ingham) — Wed, 27 May 2020 16:03:00 +0000

As people slowly return to the office, we need to think carefully about who works there and what they do. Just having half the workforce there at one time makes little sense.

We need to understand what the office can do, and what it can't, and what digital technologies can do, and what they can't too.

In 'The Social Organization', I suggested offices were mainly about communication, collaboration and co-operation, but can these benefits still be achieved when working 2m apart?

And although everyone complains about Zoom calls, there's a lot we can do online, including developing trust and psychological safety.

To get the balance, or combination of physical and digital workspaces right, we need to consider what people need to do - and importantly (and missing from most other suggestions on this area), what organisational groups and networks need to do too.

I write about all this at Workspace Connect:

https://community.workspace-connect.com/workforce-strategy/thinking-beyond-covid-19-secure-workspace

https://community.workspace-connect.com/workforce-strategy/beyond-covid-19-secure-accounting-group-dynamics

Jon Ingham

More about me:

@joningham, http://linkedin.com/in/joningham
info@joningham.com, +44 7904 185134

Top 100 HR Tech Influencer - Human Resources Executive
HRD Thought Leader - HRD Connect
Mover and Shaker - HR magazine

Also develop your Strategic HCM capabilities at my new Strategic HR Academy

Top 100 Global HR Tech Influencer 2020

noreply@blogger.com (Jon Ingham) — Tue, 26 May 2020 15:07:00 +0000

It's great to be recognised as a Top 100 Global HR Tech Influencer by Human Resource Executive and HR Technology Conference again this year.

"Now more than ever, leaders are needed. Whether it’s CHROs creating innovative benefits packages for struggling workers, product developers pioneering solutions to target the new challenges facing our workforces or industry analysts providing needed guidance and insights to guide this new world of work, strong leadership will be essential to workforces across the world not only as they recover from the global pandemic, but eventually begin thriving again."

The list recognises the leaders whose work will be critical to this new age of HR.

It's great to be included in it.

See:

https://hrexecutive.com/introducing-the-2020-top-100-hr-tech-influencers/

https://hrexecutive.com/top-100/

Jon Ingham

More about me:

@joningham, http://linkedin.com/in/joningham
info@joningham.com, +44 7904 185134

Top 100 HR Tech Influencer - Human Resources Executive
HRD Thought Leader - HRD Connect
Mover and Shaker - HR magazine

Also develop your Strategic HCM capabilities at my new Strategic HR Academy

Remote Work and Distributed Organisations

noreply@blogger.com (Jon Ingham) — Thu, 21 May 2020 19:53:00 +0000

I’ve been speaking at a few online conferences recently about building on remote work to create distributed organisations.

You can find out about what I mean by this in this article on Linkedin.

And you can see my presentations on Slideshare:

KongressMedia's HR Innovation Summit
ULeadMedia's HR LEADer Summit
Symposium's Diversity and Inclusion conference (where I talked about Employee Resource Groups)

As I note in the Linkedin article, HR and OD need to be on top of this. We’ve potentially missed the opportunity of building distributed organisations during the full lockdown, but remote working isn’t going to disappear. So we can still recapture the opportunity for the reset, if we're willing to do so.

Jon Ingham

Human Resources Online: Strategic HR

noreply@blogger.com (Jon Ingham) — Sun, 10 May 2020 04:13:00 +0000

I've recently conducted a webinar on Strategic HR together with Human Resources Online in advance of delivering a range of online training sessions delivered during the day Singapore time..

If you'd like, you can view the webinar archive here: https://webinars.humanresourcesonline.net/thought-leadership/taking-a-more-strategic-approach-to-hr/

Jon Ingham

More about me:

@joningham, http://linkedin.com/in/joningham
info@joningham.com, +44 7904 185134

Top 100 HR Tech Influencer - Human Resources Executive
HRD Thought Leader - HRD Connect
Mover and Shaker - HR magazine

Also develop your Strategic HCM capabilities at my new Strategic HR Academy

#HRDLive COVID-19 and HR: 'the new normal'

noreply@blogger.com (Jon Ingham) — Fri, 08 May 2020 17:24:00 +0000

I'm interviewed on the future of HR and 'the new normal' post-pandemic in the very first lockdown edition of the HRD Live Podcast.

You might be thinking both I and my interviewer, Michael Hocking, look far too happy to be discussing coronavirus, furloughing, downsizing and recession, and you'd probably be right.

Even for me, business is harder than it was. My wife generally works with me in my business but is now furloughed, mainly so she can lead on home schooling. And since we pay ourselves dividends on top of a minimal salary she won't get anything like the £2,500 many furoughed staff are getting each month even if her role remains in stasis all year.

But it was the end of the week, a Bank Holiday weekend, with blue skies and birds tweeting. We're still healthy. And hey, I'm enjoying all of these benefits, if not all the other things around them.

We also discussed HR and the 'new normal'. This wasn't planned as a title for our conversation but I dropped the term into one of my own points, so I can't complain. I just wish I knew what it is - are we looking forward to entering into a 'new normal' at some stage, meaning we're in a temporary abnormality at the moment?, or is this the new normal, meaning Michael and I were really discussing preparing for the new new normal that follows?

Whichever it is, I don't agree that the term is ludicrous - both now and future states will be very different from each other, and also different to the past.

The other term people have been using is the 'big reset'. I've also been a little reluctant to use this, as got into it in a big way after 2007 to then find out nothing much changed at all. However, this time around, I really can't see how things are not just going to be different, but really, really different from before.

To find out more, check out the podcast, or I'll also be elaborating here.

Jon Ingham

Workspace Connect: Connected and Best Fit

noreply@blogger.com (Jon Ingham) — Mon, 04 May 2020 14:05:00 +0000

My latest (two-part) posts at Workspace Connect:

Creating a Connected & Best-Fit Workspace: What Matters

This first in a two-part series explores the need for horizontal and vertical connections and lays out the differences between best practices and best fit.

This second in a two-part series outlines the three main types of requirements for developing a best-fit strategy honed to an organization’s unique characteristics.

Jon Ingham

@joningham, http://linkedin.com/in/joningham
info@joningham.com, +44 7904 185134

Top 100 HR Tech Influencer - Human Resources Executive
Mover and Shaker - HR magazine

HR Innovation Summit

noreply@blogger.com (Jon Ingham) — Wed, 22 Apr 2020 05:55:00 +0000

I'll be speaking at this summit on HR Innovation on 14 May:

Keynote Panel: Visions for the New Normal in HR Management in the Post-Corona Future

Keynote impulse: HR's role in creating the business of the future

"At HR Innovation SUMMIT, we have adjusted the agenda so that we want to address the current challenges for HR at this time at the start of the digital conference on May 14th. With three international keynote speeches by Tom Haak ( HR Trend Institute ), Jon Ingham (HR & OD Expert) and Cèline Schillinger (We Need Social & Leadership Expertin ), we want to shed light on the current challenges for the HR discipline from a process, OE and leadership perspective . Furthermore, in the course of the morning we discuss with various practitioners and experts about their visions for the "new normal" in HR management in the post-corona period."

You can attend free.

Jon Ingham

@joningham, http://linkedin.com/in/joningham

info@joningham.com, +44 7904 185134

Top 100 HR Tech Influencer - Human Resources Executive

Mover and Shaker - HR magazine

HR LEADer Summit

noreply@blogger.com (Jon Ingham) — Tue, 21 Apr 2020 06:31:00 +0000

I'll be speaking at the HR LEADer Summit the day after the Innovation one, on the 15th May.

"HR departments are faced with tremendous changes in the industry due to the rapidly developing situation in the world with COVID-19 pandemic. In the many organizations the value system is undergoing tremendous changes with the way employees interact, stay motivated, and adapt to the technology. These days HR leaders are expected to be able to implement the external changes into the internal transformation.

It's time to get focused on the areas you need help with."

You can get a free pass for this summit too.

Jon Ingham

@joningham, http://linkedin.com/in/joningham

info@joningham.com, +44 7904 185134

Top 100 HR Tech Influencer - Human Resources Executive

Mover and Shaker - HR magazine

PeopleHum HR Leaders interview

noreply@blogger.com (Jon Ingham) — Mon, 20 Apr 2020 05:00:00 +0000

You can find out about strategic HR and social organisations etc in this interview by Aishwarya Jain at PeopleHum as part of their LeadersHum series.

There's also a podcast: https://s.peoplehum.com/419qh

And a blog: https://s.peoplehum.com/sj1l3

There are loads of other great interviews there too. And thanks to Aishwarya and PeopleHum for mine.

Jon Ingham

@joningham, http://linkedin.com/in/joningham

info@joningham.com, +44 7904 185134

Top 100 HR Tech Influencer - Human Resources Executive

Mover and Shaker - HR magazine

Human Resources Online Blended Learning

noreply@blogger.com (Jon Ingham) — Wed, 15 Apr 2020 02:38:00 +0000

I've already noted some of my forthcoming digital training sessions for Human Resources Online out of Singapore.

As well as my fully online HR Business Partnering course I'll be delivering four blended masterclasses with a mix of online and face-to-face training days. (The online sessions will be held during June and the face-to-face days delivered in Malaysia at the end of July, and potentially elsewhere in the region at the start of August.)

The masterclasses are:

Reward Transformation: https://masterclasses.humanresourcesonline.net/malaysia/2020/blended-learning-course-reward-transformation/

Re-engineering and Revolutionising Performance Management: https://masterclasses.humanresourcesonline.net/malaysia/2020/performance-management/

Organisation Design for the 4th Industrial Revolution: https://masterclasses.humanresourcesonline.net/malaysia/2020/blended-learning-course-organisation-design-for-the-4th-industrial-revolution/

Employer Branding through Organisational Differentiation: https://masterclasses.humanresourcesonline.net/malaysia/2020/blended-learning-course-employer-branding-through-organisational-differentiation/

Update: these courses are no all going to be fully online - nobody is going to want to get together face to face. Please check https://masterclasses.humanresourcesonline.net for details.

@joningham, http://linkedin.com/in/joningham
info@joningham.com, +44 7904 185134

Top 100 HR Tech Influencer - Human Resources Executive
Mover and Shaker - HR magazine

Virtual Training: Strategic HR Business Partnering

noreply@blogger.com (Jon Ingham) — Tue, 14 Apr 2020 01:37:00 +0000

My most popular training with Human Resources Online in Singapore has been a two day course focused on strategic HR business partnering.

This will now be delivered completely online, running over four Thursday morning from 4 to 25 June 2020.

More details and booking can be found here.

@joningham, http://linkedin.com/in/joningham
info@joningham.com, +44 7904 185134

Top 100 HR Tech Influencer - Human Resources Executive
Mover and Shaker - HR magazine

Human Resources Online Webinar Series: Strategic HR

noreply@blogger.com (Jon Ingham) — Sun, 12 Apr 2020 23:59:00 +0000

I've been working with Human Resources Online for five or so years how, delivering workshops in Malaysia, Singapore and occasionally Hong Kong and elsewhere in South East Asia.

Given the coronavirus pandemic, we're now delivering our upcoming sessions online, or as blended online / face-to-face delivery (assuming the pandemic is under control by the end of June).

And to give people a taste of what these online sessions will be like, and to convince people who might be thinking about attending them confidence in both the content and the style of delivery, I'll be delivering a one hour introductory webinar as part of this webinar series.

My webinar will focus on taking a more Strategic Approach to HR and it will take place at 5pm Singapore time on Monday 27 April.

It would be great if you could join me and you can book to do so here.

More about me:

@joningham, http://linkedin.com/in/joningham
info@joningham.com, +44 7904 185134

Top 100 HR Tech Influencer - Human Resources Executive
HRD Thought Leader - HRD Connect
Mover and Shaker - HR magazine

Also develop your Strategic HCM capabilities at my new Strategic HR Academy

More Online Training: Informa Middle East - Digital HR Transformation

noreply@blogger.com (Jon Ingham) — Sun, 12 Apr 2020 05:43:00 +0000

I'm also going online with my training for Informa in Dubai. So I'll be delivering a two day Digital HR Transformation course using GoToTraining on 19 and 20 April.

You can book here: https://www.informa-mea.com/live-online-training/hr/digital-hr-transformation-online-training.

Assuming we're back to 'normal', I'll also be doing more face to face, three day versions of the course in July and October: https://www.informa-mea.com/training/hr/digital-hr-transformation.

@joningham, http://linkedin.com/in/joningham

info@joningham.com, +44 7904 185134

Top 100 HR Tech Influencer - Human Resources Executive

Mover and Shaker - HR magazine

HR Exchange Network podcast: Rewards Transformation

noreply@blogger.com (Jon Ingham) — Sat, 11 Apr 2020 08:34:00 +0000

I'm included in this episode of the HR Exchange Network podcast on Reward Transformation: https://www.hrexchangenetwork.com/employee-engagement/podcasts/ep-033-hr-thought-leader-jon-ingham-on-the-lack-of-rewards-transformation.

We talked about Brexit too - the episode was recorded at a point it was just becoming clear this was a non-issue (temporarily perhaps) compared to Coronavirus.

@joningham, http://linkedin.com/in/joningham

info@joningham.com, +44 7904 185134

Top 100 HR Tech Influencer - Human Resources Executive

Mover and Shaker - HR magazine