In case you missed the live broadcast of Kristina Kohl, Managing Principal, as a guest on Phenom's Talent Experience Live LinkeIn broadcast- Walk the Walk: Driving Systemic Change with a DE&I Expert, here is a link to the recorded session.
In case you missed the live broadcast of Kristina Kohl, Managing Principal, as a guest on Phenom's Talent Experience Live LinkeIn broadcast- Walk the Walk: Driving Systemic Change with a DE&I Expert, here is a link to the recorded session.
Many of us will not be sorry to bid adieu to 2020. It has been quite a year of adaptation and change and dare I say, growth! We have all had to learn new ways of working, communicating, managing, hiring,-the list goes on. It will be interesting to see what changes remain permanent moving into 2021 and beyond.
From our perspective, we have seen a renewed interest in human capital technology from clients ranging from improved scheduling, hands free time clocks, to enhanced candidate and employee experience. Looking forward to 2021, many clients believe that some version of remote work is here to stay. Even the definition of remote work varies by organization. For some it means global employees or contractors who live and work anywhere around the globe. For others, it means a localized workforce that is working remotely from their homes. These examples reflect 2 different types of remote work, which require different approaches to support and maintain a strong workforce culture. Each organization has its own lens of how 2020 has permanently changed its work culture and its own view of priorities for 2021.
As you think about your 2021 human capital organizational priorities, here are some points to consider: