Research and Resources
QUICK LINKS - QUEEN'S IRC ARTICLES & PAPERS
For more information on Queen’s IRC’s practitioner-focused research, please contact our research team at: email@example.com
Talent Management Truths: 5 Lessons from the Field to Help Solve Today’s Workplace Challenges
Talent management has been in the spotlight recently as many organizations face historic talent shortages, a workforce struggling with fatigue and burnout, and the ongoing pressure to reduce costs and increase productivity. Not only do organizations need to find talent with the right skills for today, but they also require an agile workforce who can adapt to the constant changes in job demands. According to the World Economic Forum’s Future of Jobs Report, half of all employees will have to reskill by 2025. The pressure is on talent leaders, and organizations alike to ensure their people are prepared for the future of work and this pressure is not likely to dissipate any time soon.
6 Ways to Assess Your Organization’s Equity, Diversity, and Inclusion
How can leaders rethink the implementation of Equity, Diversity and Inclusion (EDI) training and initiatives to maximize returns on their people and culture? Successful EDI training involves the embedding of equitable practices, procedures, and policies in every facet of an organization, and it is not offered as a stand-alone training or performative. Organizations that rush to implement EDI training programs without reviewing their motivation, internal practices, policies and programs have difficulty sustaining the changes they wish to see, and return to the previous paradigm for their organizations. For an organization to develop, value, and profit from EDI training, it requires authentic buy-in to the benefits that can be had for all stakeholders; from employees, managers, customers and owners: to move from traditional “Human Resources” organization to a “People and Culture” organization.
HR Metrics and Analytics: So Many Numbers, So Little Time…
In this article, we will share two structured ways to look at organizing your thinking and your data analysis that will make more effective use of your time and lead to more timely and informed decisions. First, we will overview the HR Metrics Cycle which leads in clear steps from defining the opportunity or problem, to decisions and a relevant action plan. Secondly, we will dig more deeply into the Define step of the cycle. Starting any project with clearly defined goals and agreed terminologies and metrics is critical to a project’s relevance and success.
Leading Human Resources in Transformative Times
The field of human resources has experienced incredible change and transformation over the last five years. These include the impacts of the COVID-19 pandemic and changing expectations about work, to significant labour market challenges and new views of organizations’ responsibilities related to issues of equity. There has been much to navigate within this context. How do we define ourselves within this context of increased complexity? What are our priorities and critical “must have” skills to support us within this environment? Who are we as human resource leaders and what roadmap should we be using to gain insight into our leadership journey?
How Do You Determine the Best Work Model for Your Organization or Team?
Any organizations that implemented post-COVID-19 work models (remote, hybrid or in office) should be evaluating their choice regularly, to ensure that they retain their competitive advantage and continue to attract the right human resources. It is my recommendation that a review be conducted after the first six months to ensure that the model continues to support the strategic direction of the organization. 61% of Canadian organizations have moved to a hybrid work environment because this was the preferred model by many employees.
How to Lead Your Life with Resilience
Are you feeling tired or frustrated chasing elusive happiness? A full life does come with setbacks. This is a reality we all face. The better able you are at handling these setbacks, the more stable your level of happiness will be. This is why learning how to move through life’s many adversities is important. You can experience consistent happiness while overcoming your life’s challenges by leading your life with resilience. Below are the six holistic essentials from the Circle of LITE personal leadership framework to help you do so.
The Talent Management Revolution
Talent management has emerged as a top priority for organizations over the last decade and has only been accelerated by the pandemic as employees were sent home, many displaced, and employers had to radically shift business operations. Human Resources (HR) led the charge in supporting business units to make this transition as seamless as possible – while stabilizing a very disrupted workforce. Not only has HR been thrust into the spotlight over these last few years, but progressive HR leaders have played a significant role in shining a spotlight on a much-needed talent management revolution.
The Gift of Workplace Coaching
Many employers of choice offer coaching to their new generation of leaders because it’s a tool with transformative powers. Given the ever-changing business landscape—including the transition back to the office after COVID-19—smart employers provide their employees with the tools they need to succeed—from day one. For new leaders, that includes coaching. In this article, I will talk about what coaching is, the transformative power of coaching, what new leaders can expect from employer-sponsored coaching, and how to get the most out of the gift of coaching.
Inspiring Leaders: Behaviours Build the Brand
It is no surprise that when we think of inspiring leaders, we identify people we want to emulate, model ourselves after and have the opportunity to work with. As a colleague once observed, leadership can be summarized very succinctly: “Leaders inspire”. And it is seldom because of ‘what’ they do, but rather ‘why’ they do it and ‘how’ they do it.
ABOUT OUR PRACTITIONER-ORIENTED RESEARCH
Our research includes a variety of activities that complement our programming. Through surveys, interviews, and articles, we aim to communicate trends in the HR and LR fields.
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