2:30To ensure a successful workforce of the future, companies need to create a digital HR strategy that unites jobs, people and rewards.
Agile is more than a buzzword. It’s a set of powerful principles that when applied to your talent strategy can help unleash the full potential of your people.
The digital age is forcing companies to compete for a finite group of key talent, and it’s changing what they require of talent, as well as what talent requires of them.
Maintaining effective job architecture is like eating healthy and exercising — if you keep up with it, other aspects of life, such as sleep, improve. But when you’re not maintaining healthy...
As companies seek to hire more digital talent, many find that the historical career ladder approach with simple vertical progression no longer resonates.
Our survey of companies that have gone through M&A for technology-related products and people finds that many companies modify their rewards and talent systems to accommodate new tech talent.
In this era of constant change, companies need to know how to create a modern job architecture that is responsive and flexible enough to meet workforce needs.
Preparing for the digital future of work is not just about the technical skills of the people you hire in the short team. It’s about how HR leaders approach people, jobs, and performance.
Your employees: They are your most important asset; but also your biggest risk. Learn what the 10 inherent people risks are and how you can prepare your people risk management strategies.
This case study outlines how Aon partnered with a multinational organization to assess their current job architecture framework and develop new job descriptions, aligning the organization.
