Heidi Powell on LinkedIn: #navigate #leadership #teamsafety #businesscontinuity (2024)

☎️ HR Leaders: Are you utilizing candidate information like resumes, cover letters, and portfolios to train AI systems?While understanding AI's potential in HR is crucial, it’s equally important to stay informed about emerging regulations. Governments are starting to introduce laws to mitigate concerns arising from AI use. 🇨🇦 In Canada, for example, the federal government's Bill C-27 aims to establish the Consumer Privacy Protection Act. This proposed legislation includes specific rules regarding “automated decision systems”. From what I can find, it was most recently discussed on Wednesday, May 29, 2024 in the House of Commons.When obtaining personal information or intellectual property be sure to disclose the full extent of the intended purpose and use e.g. to train an AI. #navigate 🧭#ai

1

Still thinking about implementing a flexible work environment, but not sure if you can make it work? Here are some things to consider first:1. Establish Clear Policies and Expectations:- Create transparent guidelines on remote work eligibility and communication protocols.- Define performance expectations based on outcomes, not hours worked or location.2. Utilize Technology for Communication and Collaboration:- Implement tools like Slack, Microsoft Teams, or Zoom for seamless interaction.- Use project management software to track progress and ensure alignment.3. Ensure Equal Access to Resources and Opportunities:- Provide necessary equipment for remote employees.- Offer equal opportunities for professional development and upskilling.4. Foster Inclusivity and Engagement:- Schedule regular check-ins to maintain connection and provide feedback.- Encourage participation from all employees in meetings using a "digital first" approach.5. Address Proximity Bias:- Develop objective evaluation criteria based on measurable outcomes.- Recognize contributions through various communication channels.6. Offer Flexibility and Autonomy:- Provide flexible work schedules and trust* employees to manage tasks independently. (*requires a culture of accountability)7. Promote a Culture of Inclusion:- Encourage open communication for sharing ideas and feedback.- Use anonymous surveys to gather insights and address issues.8. Monitor and Adjust:- Gather regular feedback on work policies and adjust strategies accordingly.- Review performance metrics to ensure fairness for all employees.Organizations can set themselves up for success in an inclusive flexible work environment by taking a holistic approach. #Flexibility #Inclusion #navigate 🧭

1

Deciding which Hot Topic in Human Resources (HR) is right for your organizational goals involves a strategic and methodical approach. Here are some steps that helped me guide this decision-making process:🥅. Align with Organizational GoalsUnderstand Organizational Strategy:Review the company's mission, vision, and strategic objectives.Identify how HR can support these overarching goals.Identify Key Challenges:Determine the current and anticipated challenges the organization faces.Assess which HR topics could address these challenges effectively.📈. Assess HR Trends and RelevanceResearch Current HR Trends:Stay informed about emerging HR trends and hot topics through industry reports, conferences, and thought leadership articles.Examples of hot topics might include diversity and inclusion, employee well-being, remote work, talent management, and AI in HR.Relevance to Your Organization:Evaluate which trends are most relevant to your industry and business context.Consider the maturity of your HR function and the readiness of your organization to adopt new practices.🩺. Conduct a Needs AssessmentInternal Feedback:Gather input from employees, managers, and executives through surveys, focus groups, and interviews.Identify gaps and areas of improvement in current HR practices.Data Analysis:Analyze HR metrics and data (e.g., turnover rates, employee engagement scores, recruitment efficiency) to pinpoint areas needing attention.🧐. Prioritize Based on Impact and FeasibilityImpact Assessment:Evaluate the potential impact of different HR topics on organizational performance and employee satisfaction.Consider both short-term and long-term benefits.Feasibility Study:Assess the resources required (time, budget, technology, and personnel) for implementing changes related to each HR topic.Determine the ease of integration with existing processes and systems.🪟. Develop a Strategic HR PlanSet Clear Objectives:Define specific, measurable, achievable, relevant, and time-bound (SMART) objectives for the chosen HR topic.Action Plan:Develop a detailed action plan outlining steps, responsibilities, timelines, and resources required.Change Management:Plan for change management to ensure smooth implementation and buy-in from stakeholders.Communicate the benefits and the strategic alignment of the new HR initiatives.⌚. Monitor and EvaluateRegular Reviews:Establish mechanisms for regularly reviewing progress against the objectives.Use feedback loops to assess the effectiveness of the initiatives and make adjustments as necessary.Performance Metrics:Define key performance indicators (KPIs) to measure the success of the HR initiatives.Analyze the data to ensure that the HR strategies are delivering the desired outcomes.#navigate 🧭

I'm fascinated by the intersection of labour market trends, operational capacity demand, organizational goals, and risk assessment.#navigate 🧭#swp

1

Agreed. AI is a CHRO/CPO/HRBP initiative/tool/augmentor. It enables the people and people programs who/which mobilize organizational and operational goals. AI, AI use, and AI POV risk mitigation strategies must be baked right into the people and culture function. An HR visionary enables people and mitigates risk to the company and people. AI is an opportunity. Is it the right opportunity for you and your company 🤷🏼♀️ - let's find out.#navigate 🧭#ai

"The legal risks in any given circ*mstance will depend on the specific facts, but employers who are concerned about their employees’ online activities should put a social media policy in place."#navigate 🧭

1

Does your diverse team have equitable access to L&D? Is your diverse team included in L&D analysis, design, development, implementation, and evaluation?Check this out on LinkedIn Learning! I have made it free for you with the link below. #employeelearningdevelopment #artificialintelligenceforbusiness #DEIB #navigate 🧭

This content isn’t available here

Access this content and more in the LinkedIn app