#HR #RRHH Making love and making personal #branding #leadership

One of the things that I’ve been doing is just looking at the language that HR people use. And even the people that are writing about the latest model of the competencies of the modern, future-proof CHRO—it’s all in the language of the “business partner.”

We need the CHRO to move from being a partner to the business to being a leader of the business. Therefore, we’re going to be using language that is leaders’ language. “We’re going to mobilize change. I’m going to be a mobilizer. I’m going to be a shaper of the organization.” It’s no longer change management and talent management and this kind of stuff.

The work of HR is going to change so it’s much more speed focused. And I think HR can become an operation that actually creates speed relative to competition by being able to reduce drag.

Via David Hain

With talent shortages on the rise, learning leaders must change how they play their role during the talent management lifecycle.

Via Coloma Canals

As Talent Analytics is catching up pace, I have seen and interacted with many of the HR folks, who struggle with understanding of technological maturity