Manage episode 297525550 series 2286647
In this HRchat we talk about hope for, and the hype around, an ever-changing world of work. The guest this time is Perry Timms, Founder at People and Transformational HR Limited. Perry is also the author of the book Transformational HR.
He has been listed as one of the most influential HR executives by world-renowned organizations and is passionate about changing the world of work.
Perry is also a global TEDx speaker and adviser on the future of work and HR.
- In your book Transformational HR, you talk about the hope for, and hype of, our ever-changing world: what is hype and what is hope when it comes to HR in general?
- As we go through this current surge in hiring, are there companies you would point to as getting it right in terms of talent attraction and acquisition? If so, who are they and what have they done differently over the past 18 months to ensure they can find and attract the best candidates in ways that are both equitable and in line with ensuring an authentic fit?
- You have spoken a lot about HR being underskilled and underprepared to interpret and use the data available to them to find and retain top talent. Where are we now? What's the state of the 'HR Nation' when it comes to ensuring biases are removed from hiring and management processes?
- Treating the employee journey more like the customer experience: It's hard to build all the data points HR needs to track all we need to know about candidates and employees. What can HR learn from the information that companies can gather from customers? How can we apply customer-centric data-powered attraction lessons to the world of work?
- You wrote a beautiful article in April 2021 called #gratitude. In it, you open yourself up and show your own vulnerabilities. Tell our listeners about some of the lessons you share in that post and how, as we all try to overcome the stresses, anxieties, and despair of the past 18 months, employees can find ways to demonstrate compassion and caring for colleagues.
- As so many folks return to the office (often with trepidation), how can HR play a role in developing a more compassionate and inclusive office environment and company culture?