Attract

The company undertakes activities to attract and recruit new talentbringing in external talent, organizational design and developing the employee value proposition. The war for talent is as erce as its ever been before, due to technology, globalization and current and pending labor shortages.
Recruitmentproactive (pipeline build) & reactive (fullling organizational need) Social recruiting Employer branding Communicationsemployer brand promise Total compensation Employee referral Workforce planning Compensation Twitter Facebook ClearFit Talent Analytics Evolv Careerify LinkedIn ZuzuHire Readyforce SurgeHire Employ Insight ZipRecruiter Skype PeopleMatter PopHire YouTube Jobvite StickyHQ HireVue Corporate Intranet

HR of the FUTURE
Denitions Key Functions / Activites Technology Platforms

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Attract
Transition

This stage starts on day #1 of a new recruits job. The newly hired employee enters into a stage of uncertainty with the goal here being to bring the employee up to speed as quickly as possiblekey functions include orientation and onboarding, performance planning and helping the employee feel like theyre an integral part of the organization. Employee engagement Internal communications Orientation/on-boarding Leadership Performancegoal setting, expectations, measures, standards Coachingfeedback

Engage

The employee is at or close to full job mastery, and is in a position to potentially take the next step within the organizationdeveloping new skills and knowledge for the purposes of positioning themselves for succession into other roles, and acting as a mentor to junior staff Succession does not always mean to more senior levels. In some cases the employee transitions out of the organization to a role better suited for them. Workforce planning Organizational designorganizational network analysis Knowledge transfer Succession planning

Transition

InnovateCV ClearFit Organizational Network Analysis (e.g. Vincent Inc) FreshTransition Corporate Intranet

impact people impact results

ImpactPeoplePractices.com

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Retain

Retention is important at all stages but especially once the employee has been with the organization operating at full capability for a while. Engagement here comes from feedback, recognition, development plans, skills development readying for new roles, coaching.

Leadershipskills development Learning & developmentvirtual training/e-learning Talent Management Succession planning Coaching

GoingOn ClearFit Yammer Delicious Pinboard Yackstar Slideshare Skype Webex Talent Analytics 6Seconds Corporate Intranet

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Facebook Skype YouTube Wordpress Blogger Talent Analytics PopHire 37 Signals Webex PeopleMatter IGLOO Online Communities SocialText Organizational Network Analysis (e.g. Vincent Inc) Rypple PopHire(employee referral) Lymbix SuccessFactors Corporate Intranet

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Perform
The employee is fully integrated into the workplace and is operating at near full capacity with full knowledge of the inner-workings of the organization. The challenge here is to enable the employee to continue contributing optimal value, feel great about coming to work every day, play an increasingly active role in contributing to organizational effectiveness, and keep engagement levels at a healthy level. Informal & formal rewards & recognition Employment social contract Performance Leadership Learning & development Coaching feedback Employee engagement survey Succession planning Facebook I Love Rewards Talent Analytics Rypple Wordpress Blogger Hinda Incentives IGLOO Online Communities SocialText 37 Signals Yammer Yackstar Webex Lymbix Skype Corporate Intranet

impact people who impact results