I recently read a few intriguing articles around how merger and acquisition (M&A) success hinges on people and the importance of communicating to employees throughout the merger or acquisition process. The two articles touched on how both acquirees and acquirers often experience significant communication breakdowns to their employees prior to, during, and after the M&A. Global M&A hit a 17 year record high in the first quarter of 2018.
Clearly, M&A is a critical strategy for many organizations, but for employees this can be one of the most uncertain times in their careers. That’s not to say that HR and leadership can’t deliver a great employee experience before, during and after a merger or acquisition. Take it from someone who is currently going through an acquisition.
HR looks a lot different than it did 10 years ago. Back then, HR was concerned with having a seat at the table. Now, there’s the role of CHRO. Before, those who owned HR technology or the HRIS were off in their own corners of the office, holding all the systems knowledge. Today, HR technology is so accessible and easy to use that “you don’t need a specific HR tech person at the helm anymore,” says Ryan Higginson-Scott, longtime HR pro who now advises PeopleDoc customers on HR process improvement. “Anyone in HR can contribute to or take on the management of these tools.”
With 59 sessions, 400+ vendors and 9,000 people, you’re going to experience some degree of FOMO at HR Tech. Since you can’t do it all, you have to make sure you do it right. Here’s a list of tips for getting the most out of the show and the events you don’t want to miss out on:
What is design thinking? Design thinking is a human-centered, collaborative, iterative and optimistic process that aims to stimulate our creativity in diverse situations. Its proven methodology is widely known in the corporate world for its usefulness in the design of innovative solutions, no matter the industry or context. In fact, HR leaders from companies like T-Mobile, IBM, and GE are using design thinking to solve challenges such as employee engagement.
This is the second post in a two-part series about PeopleDoc’s approach to designing for HR and employees. Read the first post here.
I recently sat down with two of PeopleDoc’s Product Owners, Anaël Ichane and Alexandre Fernandez, to learn more about the HR user experience (UX) and the employee experience (EX). In this post, we will explore how PeopleDoc is designing for both today and the Future of Work.
At PeopleDoc, we're on a mission to make HR more agile and more productive when delivering service to employees. In addition to providing a great user experience for HR, we're also committed to delivering a consumer-grade employee experience.
We recently outlined how we’re transforming our HR Service Delivery platform so HR can communicate with employees in a natural, secure and flexible setting. This shift to conversational care—a single channel for threading together conversations between employees and HR representatives—increases HR productivity and improves the employee experience.
This post draws from an episode of The Lorne Epstein Show, "Resistance to Technology is Futile!" Scroll to the end to listen.
By 2025, over $400 billion will be spent on digital technology, with $30 billion of that on Human Resources. But, the majority of investments will fail to drive the business case promised because the technology isn’t used to its full potential. “We invest a lot in technology but fail because even though technology changes the way we work, we haven’t changed the way we work with technology yet. We’re just now, as humans, starting to catch up,” says Nicole Lindenbaum, Director of Product Marketing at PeopleDoc.