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Amanda Kiefer

VP, Talent Management & Employee Experience

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Do you trust the data & reports from the big analysts?

Strategy & Architecture

Yes

Sometimes

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111.2k views126 Upvotes59 Comments

Which browser do you use at work?

Applications & Platforms

Internet Explorer

Microsoft Edge

Google Chrome

Mozilla Firefox

Safari

Brave

Other

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13.5k views3 Upvotes7 Comments

How will your team's headcount change in 2020?

Talent Management & Performance Financial Management

Increase

Stay Flat

Decrease

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2.5k views4 Upvotes

[POLL} URGENT! Free Offer ends February 30. If you received this message, which of the following would get your most attention?

Human Resources (HRIS)Business Applications Feedback

Something URGENT

Something FREE

February 30

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214 views

Do you have remote employees on your team?

Talent Management & Performance

Yes

131.9k views209 Upvotes64 Comments

What do you prioritize the most in a job?

People & Leadership Process Management Talent Management & Performance+2 more

Benefits (healthcare, paid time off, etc.)

Hours flexibility

Location flexibility

Salary/income

Work-life balance

Workplace culture

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10k views3 Upvotes12 Comments

Has your company implemented a hiring freeze?

Talent Sourcing & Hiring Availability & Capacity Management Financial Management

Yes

No, but we have slowed hiring for non-essential roles.

No, we are hiring at a normal rate.

Other (tell us in the comments)

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4.9k views1 Upvote

Which DEI metrics do you anticipate will have the greatest impact on recruitment and retention strategy this year?

Peer Insights People & Leadership Strategy & Architecture

Organizational demographics

Demographic retention

Pay equity

Representation in leadership

Representation on the board

Candidate demographics

Other (comment below)

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2.6k views1 Comment

How has the rebrand of Twitter to "X" changed your perception of the platform?

Significantly Positive, I'm using Twitter more

Positive, I like it

Neutral, don't really care

Negative, I don't like it

Significantly Negative, I'm taking my time elsewhere

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37.3k views17 Upvotes4 Comments

How do you use Chat GPT?

AI & Machine Learning

Free Version

Paid Version (Chat GPT Plus)

Enterprise Version (or plan to use)

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30.8k views6 Upvotes3 Comments

How and when does your organization assess participants in an executive development program? Do you share individual assessment results with leadership? BACKGROUND: Our CEO wants HR to provide a talent assessment of each participant who recently completed an executive development program. While participants took pre and post-360s for development purposes, the survey was communicated as confidential, and we can only share aggregated results. Additionally, he is not interested in waiting 3 to 6 months for survey results from managers of participants. While he essentially seeking HR's assessment made from side-line observations, we are reluctant to do so as a valid form of talent evaluation. Any suggestions?

Training & Certification Talent Management & Performance

Amanda KieferVP, Talent Management & Employee Experiencea year ago

In a variety of organisations, I have conducted assessments of exec development participants - usually pre-program, as a baseline to consider strengths and development needs. These have included assessment centre and psychometric ...read more

215 views1 Comment

My company is taking the next step in its HR shared services journey from decentralized HRSS to a centralized HRSS organization. I'm curious what models other companies have used: - Completely decentralized (HR admin & transactional sits w/ local HR teams in region) - Regionally centralized (HR admin & transactional sits w/ regional HRSS teams) - Hybrid centralized (Central governance and authority, HR admin & transactional centralized globally, with regional hubs) - Completely centralized (Central governance, authority, and HR admin & transaction in one global hub)

Amanda KieferVP, Talent Management & Employee Experience4 months ago

Regionally centralised has worked best where I've worked in the past. Attempts to make things more centralised than that have proved difficult due to cultural understanding and timezones.

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206 views5 Comments

For those who have a performance rating for recent new hires, how long is your probationary period? I.e., what are the parameters used to exclude recent hires from the annual performance review process or give them a default rating of 'too new to rate'?

Amanda KieferVP, Talent Management & Employee Experience6 months ago

Employees who have been with the company for less than three months are excluded from our formal performance management process. This exclusion applies to linked processes such as merit increases and bonus allocation.

Employees ...read more

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405 views4 Comments

Does a company have the right to dictate to an employee WHERE they work if they're working remotely? Specifically, I'm concerned about temporary situations where an associate goes to another state or location for a week, but continues to maintain their work schedule from that temporary location. I had an associate go to another state for a week to visit family. The associate maintained their work schedule, attended all meetings virtually, put out high quality work, and met all deadlines. I was then told that if an associate goes to visit family, they have to stop working and use their PTO time. I'm interested to hear thoughts of HR leaders in other organizations.

Amanda KieferVP, Talent Management & Employee Experience7 months ago

Yes a company AND employee does due to taxation reasons. Your organization likely does not have authority to operate in that state which is why they’re asking the employee to not work and take PTO because your company would ...read more

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300 views3 Comments

Our company is looking at potential reductions next year for the first time and we are preparing a reduction in force (RIF) policy that could impact long tenured individuals. Curious what other organizations are doing on this to give employees additional time to look at other opportunities and/or organize their personal affairs. There is an intent to set up a tiered notification based on length of service with the company. So for example if an employee works: - Less than 5 years - 30 days notice of job elimination - 5 to 10 years - 60 days notice - More than 10 years - 90 days notice Keep in mind that our reductions will be small numbers (2-5) and will likely not trigger a WARN Act notice. We want to be respectful and considerate of our employees, but balance the needs of the organization as well. Have other companies structured a RIF policy similarly and have you provided any type of outplacement to help displaced workers?

Process Management

Amanda KieferVP, Talent Management & Employee Experience8 months ago

At our organization, while we don't have a specific Reduction in Force (RIF) policy, we conduct strategic workforce planning exercises. This approach ensures that our headcount aligns with business needs, cost considerations, ...read more

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1.4k views2 Comments

Any advice on how to develop a pipeline to get feedback from candidates during recruitment sessions to EVP decision makers?

Process Management Peer Insights

Amanda KieferVP, Talent Management & Employee Experience10 months ago

We conduct surveys during the recruitment and onboarding period, which are automated based off of a feed from our TA system. The first goes to all applicants (those who apply) and focuses on EVP. The second survey is for ...read more

143 views1 Comment

We are looking to develop a leadership competencies framework globally for our executive level roles, (leadership success profile) and I'm wondering if anyone has case studies, resources, or could share their experience with me as I look develop a project plan and timeline? I'd love to hear how you have tackled this type of a project at your organization and would be open to connecting further also!

Amanda KieferVP, Talent Management & Employee Experiencea year ago

I work for a large, global organization and recently re-purchased an intellectual property (IP) license from KornFerry to use their competencies as a leadership framework. The material is well done, easy to explain/communicate, ...read more

1 Reply

200 views2 Comments

Do you have an internal leadership development program at your company? Could you provide information about its structure? My goal is to implement a more well-defined development track within my organization.

Talent Management & Performance

Amanda KieferVP, Talent Management & Employee Experiencea year ago

We decided to team up with a business school for our top 150 instead of managing this inhouse. There is a lot that comes with this, managing 360's, coaching, feedback etc etc and unless you have a big HR team to deal ...read more

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2.3k views6 Comments

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