HR Strategy, Org, & Development
This is the space for your topics around current HR strategies, What might an HR organization of the future look like?
- 31 Topics
- 20 Replies
Dear Community, The topic of recession is currently on everyone's minds. The effects are already noticeable in many areas. It will make you think about changing your HR strategy, implementing different work schedules and making changes in your recruiting. How are organisations in your country dealing with it? We want to know your thoughts on this subject. Especially about how recruiting should (or maybe must?) change in 2023. A survey in our last Online User Group Meeting has revealed that 71% participants answered that the topic is very relevant, we would like to collect further thoughts with you here. Recruiting in times of recession:What is the direction for successful recruiting in 2023? What challenges and opportunities will your HR department face in the upcoming year? Are you preparing to deal with this issue specifically? What is relevant for your recruiting in 2023? How can you move forward and which KPIs are important for recruiters now? 💡 Feel free to share your thoughts
Dear community,A while back, a fellow Personio user asked an interesting question in the round and I would like to re-share it with this community, since it hasn’t been discussed here yet.I hope this can be useful for those looking for inspiration, so I look forward to the discussion! Hi there! I would love to start a discussion about 🎅🏼🎁 Christmas gifts for employees (it's never too early to start 😀).As Director of People, it’s my task to select Christmas presents that the company will gift to its employees. So far I've already organized the following gifts: branded hoodies, engraved AirPods, etc. This year, I am thinking about giving a yearly subscription to an online service where you can read thousands of summarized books, but I am still looking for ideas - how about you? Now we would love to hear your input!What is something that you have given to employees, or ideas about what you could give them this year?Or, to flip it around: what would you, as an employee, be happy to rec
Quiet quitting is becoming a popular topic among the HR world. Different sources describe this term as doing exactly what you need in your job, nothing more and nothing less. This is contrary to the “go above and beyond” mentality, which is normally what allows you to develop within your working place. There are different theories about why employees are giving up to going the extra mile. One of them is the situation during the pandemic, in which mental health became a main topic, thus enhancing the importance of work-life balance. This phenomenon can bring new challenges for HR professionals: 💪🏼 It might be necessary to explore new ways to maintain employees motivated.💆🏻♀️ This might be an opportunity to prevent burn-outs, enhancing practices to maintain mental health among organizations. 📌 It might help to find better matches between employee and job offers, since employees are not willing to do a job they are not really motivated for.🤝 Furthermore, the importance of organiza
Hi Personio community! I'm Steffi and I work in product management at Personio, accountable for our Talent Management products. We are currently thinking ahead and are trying to shape our plans for 2023. I thought I’d ask you all for your combined brain power and your input. Specifically, we're wondering how the economic environment will affect our customers, that’s all of you, your needs and plans for next year. Specifically, the following topics are on our mind: Will there be an increased focus on cost savings? An increased need to monitor cost, and thus targeted reporting for this? Will there be less headcount growth and thus less recruiting needs? Will there be more focus on performance management, e.g. discovering low performers? How does inflation affect employee salaries? etc etcHow can Personio best support you during this period? What will be important to your company and your HR team in 2023?If you are also thinking about this and you want to share your thoughts, please post
ℹ️ In short: Unlimited employment contracts can be signed digitally. However, certain specified information must be provided to the employee and signed by hand from the employer (or an authorised person on behalf of the employer). In future, employers who do not provide such information in writing (wet ink) can be fined up to EUR 2,000 per case. The Detailed VersionIn Germany, the “NachweisG” (Documentation Act) has existed since 1995, according to which specific information of the employment relationship had to be handed over in writing (wet ink). The list of information has been extended with the update and has to be handed over in a shorter time period, valid as of 1st of August 2022.What Are The Sections That Must Be In Written Form?For example, the employee must be informed in writing (wet ink) of the following (please review the law to get the complete overview):Name and address of the contractual parties Start date of employment End date or expected end date of limited-term emp
Dear Community,Our HR Experts at Personio have put together a very insightful whitepaper with useful talent strategies that will help you navigate the new world of work. Check it out! Attraction Plus: The Key to Top Talent The “Great Resignation” is neither a blip on the radar nor a one-time emergency for organisations looking to hire. From where we stand, it’s the beginning of an entirely new era: one entitled Attraction Plus.While businesses have had plenty to contend with throughout the pandemic, a fundamental shift has occurred – employees have gained accelerated influence over their working environment. These raised expectations are not influencing the conversation, but redefining it completely.The new laws of talent attraction are both internal and external and require an exacting blend of both. Defined by the idea that talent needs to be attracted afresh at every stage of their career journey.New laws of talent attraction are needed.Employees are far more open than ever before t
Dear Community, Today is International Women's Day! This year’s theme, #BreakTheBias, calls on us to imagine a gender-equal world free of bias, stereotypes and discrimination.A world where differences are valued and celebrated and we are all equal. It also aims to overcome the prejudices that sometimes make it difficult for women in the working world. For example, there is the prejudice that women around 30 will soon become pregnant. Mothers are often accused of being "unpredictable" because the child is "constantly sick", and when the children are older, a woman is too old to still have a big career. The gender pay gap in the EU stands at 14.1% and has only changed minimally over the last decade. It means that women earn 14.1% on average less per hour than men (Source). 📢 Discuss:As HR Professionals, what challenges do you encounter with these demands? Do you celebrate this day during the year? What are your thoughts on it in general? And here's some history - how did Women's Day
Hey all, I am Athina, Talent Manager at Tractable.A question for discussion to the group here, how do you understand and act on risks & opportunities for your team members?After recently moving to Personio, we are excited as a team to both centralise our people information and automate processed through the platform. We are growing fast at Tractable and looking for ways to make the best use of our platforms, for our various processes, aiming to centralise initiatives on the systems that members are familiar with. That’s how we thought of using Personio to record risks & opportunities of all team members.At Tractable we are passionate about our people development, from the People team we are working to make sure we enable our people’s growth and they feel happily challenged and evaluated within our company. This is why we run regular performance & growth management 1to1s between our managers and individual members. Part of this process is for the managers to understand poten
When it comes to the world of HR, what’s on the docket for the year ahead? 2021 was full of twists and turns, and 2022 will likely be no different -- but one thing is for certain: the prominence that HR gained during the pandemic, in driving strategy and resilience, is here to stay. We asked Personio’s Chief People Officer, Ross Seychell, what he sees as some of the major topics that are going to carry over into the New Year. We hope you enjoy! In my opinion, 2021 was the year where HR professionals truly strengthened their role and led the charge on company success. From designing hybrid working models, to building strategic plans to help businesses scale, and helping employees get better at what they do. But, what’s ahead of us in 2022? In this article, I’ll cover the five topics me and my team are keeping our eyes on — and what you should consider adding to your agenda, too. – Ross Seychell, Chief People Officer at Personio The Journey Ahead Of Us In 2022 As our study in coordinati
Hi Personio Community! Hoping you can help me... We’re carrying out a research / benchmarking exercise in relation to our employee benefits and want to understand what other similar sized start-ups in the UK are offering to their employees. We’re particularly interested in gathering info about what other start ups are offering in regard to adoption, maternity and paternity pay. Our business is still in its infancy but is quickly growing. We now have almost 200 employees, some of them with 2 years service. We’re hoping to gather the following info:name of the company / sector number of employees what benefits do you offer? do you offer enhanced maternity / adoption / paternity pay? if you do offer enhanced pay, what do you offer your employees? what is the eligibility criteria? Thank you in advance for your help! M
You’ve likely heard about People Workflow Automation by now, but do you know about the wide-ranging consequences and how it’s going to shift the way we think about and accomplish HR work? Personio’s Chief People Officer, Ross Seychell, dove into the topic in one of our latest blogs. Enjoy! As an HR leader, I know that opportunities are everything. They can help set your company up for success, and can drive growth in a host of ways. That’s why People Workflow Automation, as a category, to me is so exciting: because it’s set to help HR realize many new opportunities. How? It starts by automating people processes, across your entire business, to help HR go beyond itself, but I want to peel back the layers a bit and talk it through it more in-depth. Here are the five key ways I think people workflow automation is set to change the way HR is done. – Ross Seychell, Chief People Officer, Personio 1. By Reestablishing & Refocusing On People Processes Whether onboarding a new employee, pr
At Personio, employee wellbeing was important to us well before the pandemic. With measures like yoga sessions and flexible working options, we emphasized supporting the health, satisfaction, and work-life balance of all our teams. And yet, Covid-19 still found a way to shake things up! It had us re-evaluate, adapt, and expand our previous measures. So, how did we come to these decisions? Was it based on gut feeling? Nope. Instead, we used data to make decisions to determine our initiatives. In this article, I want to share some insights into why employee wellbeing belongs on every HR team’s agenda, and how we measure the wellbeing of our employees here at Personio. – Cassandra Hoermann, People Experience Lead at Personio What ‘Employee Wellbeing’ Means At Personio Healthy teams equal healthy business. That said, the word “healthy” can be interpreted in many ways: It can be about satisfaction, mental and physical strength, balance, but also about the (emotional) connection that exist
This month, we’re curious to hear your HR team’s experience with people strategies! Do you have one in place? Are they an important part of your work? If you don’t, why not? We’ve written about this topic before: Both from the perspective of Personio’s Chief People Officer, Ross Seychell, and as part of a handy guide we put together. But, what we’d love to do is hear from you! Using the poll below, let us know where your team is at currently with your people strategy and vote, vote, vote. And, of course, in the comments below, let us know your thoughts on them in general! After all, great HR work always starts with a conversation. We can’t wait to hear your thoughts! 💬💬
How do you foster a sense of community between team members who don’t see each other every day? What kind of spaces serve hybrid work the best? Implementing a hybrid work model not only requires a coherent model, but so many more considerations (employee trust and empowerment, communication and knowledge sharing, scaling culture, asynchronous work, and more). So, how does one even start? In this article, I want to provide some insights into how we developed our own PersonioFlex hybrid work model while showing and emphasizing the key principles you can’t forget to implement. Enjoy! – Ross Seychell, Chief People Officer at Personio Simply A Trend? No, A Transformation! Ultimately, the only constant in life is change. To prove that point, all you have to do is take a look at how the ways we work have changed since the pandemic began.Office work initially became working from home. When travel became possible again, mobile working (or ‘smart working’) increased. Now we’re transforming again
It will be great to change every “Employee” word to “People or similar”. I think Employees is a word that has been changed, and replaced for so many others. Also, this will make our account more useful for different kind of contracts. Example: If we have Freelance people working for us, we want be able to add them to the platform since there are some liability issues to have in mind.
Three months have passed since the Personio Community was launched! And, lots of you have already shared questions about Personio or HR, in general. For all of us to get to know one another a bit better, we’d love to hear from you and to know what your HR is keeping their eyes on for the rest of the year! 👀Please let us know by answering the poll below. Keep in mind: Responses to the poll are completely anonymous, but we’d love for you to share your vote by replying with your own comment! Or, maybe the topic at the top of your list isn’t here? Simply comment below with your team’s focus areas for 2021 — we’re all ears!
June is PRIDE MONTH! ..and we would like to raise awareness about it. This month we remember the 27th of June of 1969 , a date which represents a turning point for the LGBTQ Community regarding equality and acceptance. Our Diversity Committee at Personio would like to use this opportunity to discuss how diversity can be enhanced in the workplace. In our organization, #socialresponsibility is one of the Core Values and Operating Principles. Based on this topic we, the employees of Personio, decided to establish the Diversity Committee.Besides topics such as #culturaldiversity, #familyfriendliness and #neurodiversity, we also place special focus on #sexualorientation and #genderidentity. Under the motto #embracinguniqueness we meet up at least once a month to analyse were we stand as a company and as the staff composing it. Further, we gather ideas on how to create an even better atmosphere in which every employee can feel safe and free to be their unique self.In order to achieve this,
To raise awareness about Diversity Day (May 21), our People Experience Team published an insight in the Personio Blog.I would also like to share it with you all in the Community so you can read it here too, as this is an important topic that matters every single day The concept of diversity is a broad one, encompassing elements like age, ethnicity, sexual orientation, religion, gender, and more. With the spotlight on International Diversity Day this week, we’re taking a look at why diversity and inclusion matter in the workplace, ways we’re working to create an inclusive culture, and the actions we’re taking to build a more diverse team.While we’re certainly trying our best, it’s important to note that we don’t have all the answers. We acknowledge both the significant importance of diversity in the workplace and that we at Personio still have a long way to go. We’re making strides towards improvement, but we know there’s a lot of room for that improvement.Our goal as an employer is to
In our latest HR Expert Interview series, Personio’s Head of Brand and Comms, Laura Schroder, spoke to Personio’s very own Chief People Officer, Ross Seychell, to identify where he saw ample opportunity to redefine the way people experiences are, well, experienced! We hope you enjoy watching and reading. What’s your company’s ‘people experience’ like? In our latest HR Expert Interview, Personio’s Director of Brand and Comms, Laura Schroeder, speaks with Personio’s Chief People Officer, Ross Seychell, about how HR is changing as companies are getting back into growth mode. Gearing Up For Growth: HR’s Changing Role As companies begin to emerge from the pandemic, and get back to growing, Ross sees the role of HR changing in three key ways. The first, of course, is the continuation of core work. This brings with it an emphasis on the kind of work reflective of growth, including attracting, hiring, onboarding, all while continuing to grow organizations with a flexible lens of focus. In Ross
Is your organization currently measuring employee engagement? If not, how do you start? If you are, how are you making sure you’re keeping your eye on the metrics that count? In this article, Personio's Chief People Office, Ross Seychell, breaks it all down for you. We hope you enjoy the read!Employee engagement is far more than a vanity metric. If you measure it correctly, it can become a key element of your company’s success. When you systematically evaluate employee engagement, you give employees a voice, make negative trends visible in time, and increase both team productivity and company performance. In this article, I want to share how I view employee engagement, how to develop a strategy for measuring it, and what KPIs we focus on here at Personio. Enjoy! – Ross Seychell, Chief People Officer at PersonioWhy Should You Measure Employee Engagement?We can view employee engagement as a barometer for so much of what goes in within your organization. It can show you when things are ru
How many solutions is your HR department currently working with? In this post, Personio’s Head of Brand and Comms, Laura Schroder, details the importance of the right amount of solutions in a human-centric workforce. How long is a micro delay, really? Read this article to find out! We depend on technology, a lot. We use it to do almost every element of our ‘technical’ work, as well as the ‘human’ work like hosting meetings, attending conferences, or even having a quick coffee break. In many ways, we now rely on technology to do almost everything. And, as it relates to the future of work, there is no better time than the present to think about how these solutions may be holding back a human-centric workforce. Let’s dive into how online fatigue and attention fragmentation may be causing problems for your organization.Online Fatigue Is RealSome days, it feels like we start Zoom and never shut it down. Between morning updates, coffee breaks, presentations, and even after-work socializing,
Daufoods success story - 20% more productivity on HR’s plateCustomer Success Story
Dear Community, check out our latest customer success story with Daufood - world’s largest master franchise of Domino’s Pizza. Their mission is to provide the best product, with the best service, following Domino’s commitment to the hightest quality standards possible. Daufood’s impressive history of growth was not always a smooth ride. In fact, it came with its own set of distinct challenges. When the company started operating in markets all across Europe, their work ended up being divided across six different solutions and scattered Excel sheets.The main challenges for Daufood where: Individual solutions across markets that ended up in a lack of cohesion Balancing the expanding needs/considerations of markets at different stages Too much time spent collecting information instead of analyzing itRead the full story here or check out our video. Do you also want to share your success with Personio? Write us at email@example.com and we’ll spread the word about you and your company!
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