{"id":45556,"date":"2025-03-10T15:37:22","date_gmt":"2025-03-10T14:37:22","guid":{"rendered":"https:\/\/humanostics.com\/?page_id=45556"},"modified":"2025-03-12T11:14:30","modified_gmt":"2025-03-12T10:14:30","slug":"march-2025","status":"publish","type":"page","link":"https:\/\/humanostics.com\/no\/about-humanostics\/newsletters\/march-2025\/","title":{"rendered":"KUNDENYHEDSBREV MARTS 2025"},"content":{"rendered":"\t\t
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TEMA: TRENDS INDEN FOR HR<\/h2>\n

I dette nyhedsbrev ser vi n\u00e6rmere p\u00e5 de aktuelle tendenser inden for HR og de udfordringer, som organisationer vil st\u00e5 over for i fremtiden. Vi dykker ned i \u00e9t af de fokusomr\u00e5der, som The Predictive Index har identificeret i deres seneste unders\u00f8gelse og ser, hvordan PI\u2019s talentoptimeringsl\u00f8sninger kan hj\u00e6lpe.<\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Ny rapport:\u00a0<\/b>The HR Field Guide to the Future<\/b><\/h4>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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I denne nye rapport<\/a><\/strong> deler Predictive Index resultaterne af en unders\u00f8gelse foretaget blandt mere end 200 HR- og virksomhedsledere om de mest presserende udfordringer p\u00e5 talentomr\u00e5det. Deres svar viser, hvordan deres organisationer er forberedt p\u00e5 de tendenser, der vil drive HR- og forretningsbeslutninger i de kommende fem \u00e5r. Unders\u00f8gelsen identificerede fem centrale fokusomr\u00e5der for organisationer:<\/p>\n

    \n
  1. Dealing with talent shortages<\/li>\n
  2. Handling human + technology integration<\/li>\n
  3. Guarding against generation drift<\/li>\n
  4. Contending with corporate backlash<\/li>\n
  5. Practicing stakeholder capitalism<\/li>\n<\/ol>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t
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    Download rapporten gratis HER <\/a><\/strong>for at f\u00e5 konkrete r\u00e5d til HR-afdelinger, der \u00f8nsker, at deres virksomheder skal v\u00e6re p\u00e5 forkant med udviklingen, og som forst\u00e5r konsekvenserne af manglende handling.<\/p>\n

    Forebyggelse af generationskl\u00f8fter<\/strong><\/h4>\n

    Vi g\u00e5r en hidtil uset \u00e6ra i m\u00f8de, n\u00e5r det g\u00e6lder arbejdskultur. For f\u00f8rste gang i moderne historie arbejder op til fem forskellige generationer sammen, fra baby boomers (f\u00f8dt f\u00f8r 1964) til generation alpha (f\u00f8dt efter 2000). De mest fremsynede og proaktive virksomheder finder m\u00e5der at tage h\u00f8jde for og forbinde de mange forskellige personligheder og perspektiver, der vil pr\u00e6ge arbejdspladsen i det kommende \u00e5rti. Disse virksomheder vil samle folk i stedet for at lade generationskl\u00f8ften vokse og g\u00f8re det til en konkurrencefordel. Og HR kommer til at v\u00e6re brobyggerne. Der findes ingen «one-size-fits-all»-tilgang til professionel udvikling eller arbejdsstile. Dette faktum g\u00e6lder p\u00e5 tv\u00e6rs af generationer s\u00e5vel som personligheder \u2013 og de HR- og virksomhedsledere, der anerkender dette, vil v\u00e6re bedst rustet til at rumme medarbejdere med forskellige perspektiver. Ved at g\u00f8re bevidsthed om, hvad der driver den enkelte, til en del af virksomhedens mission kan HR give ledere adgang til PI-v\u00e6rkt\u00f8jer, der g\u00f8r det muligt for dem at im\u00f8dekomme alles unikke behov og bygge bro mellem generationerne.<\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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    PI Software-tip: Skift systemsprog<\/h4>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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    Vidste du, at PI-systemet<\/a>\u00a0<\/strong>er tilg\u00e6ngeligt p\u00e5 21 forskellige gr\u00e6nsefladesprog? Det valgte sprog vises i topmenuen, p\u00e5 personens side, i Team Discovery osv. Du kan \u00e6ndre sproget ved at klikke p\u00e5 dit navn i \u00f8verste h\u00f8jre hj\u00f8rne og v\u00e6lge «Min profil». Derefter kan du v\u00e6lge sprog i menuen.\u00a0De tilg\u00e6ngelige sprog er: Engelsk, dansk, portugisisk, rum\u00e6nsk, norsk, japansk, koreansk, italiensk, brasiliansk portugisisk, tysk, finsk, tjekkisk, spansk, fransk, polsk, kinesisk (mandarin), hollandsk, svensk, ungarsk, spansk (Latinamerika) og russisk.<\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t

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    ALDERS-DISKRIMINATION: DET OVERSETE DEI-OMR\u00c5DE<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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    \u00d8get levealder og faldende f\u00f8dselsrater bidrager til en aldrende befolkning i EU<\/a><\/strong> og globalt.\u00a0P\u00e5 trods af den voksende opm\u00e6rksomhed p\u00e5 diversitet og inklusion, som mange organisationer bryster sig af, er aldersdiskrimination \u2013 ogs\u00e5 kaldet ageism<\/em> \u2013 udbredt i erhvervslivet. Alligevel adresseres det sj\u00e6ldent, og somme tider bem\u00e6rkes det overhovedet ikke. Aldersdiskrimination kan udm\u00f8nte sig i begr\u00e6nsede muligheder for \u00e6ldre medarbejdere, forfordeling ved rekrutteringer og forfremmelser samt diskriminerende praksisser som tvungen f\u00f8rtidspensionering. For eksempel kan aldersdiskriminerende sprogbrug i jobopslag, der udtrykker pr\u00e6ferencer s\u00e5som \u201ddigitalt indf\u00f8dt\u201d<\/em>, \u201dnyuddannet\u201d<\/em>, \u201dung\u201d<\/em> eller \u201denergisk\u201d<\/em>, v\u00e6re eksempler p\u00e5 systematisk aldersdiskrimination i rekruttering.<\/p>\n

    Forskning<\/a>\u00a0<\/strong>viser, at mennesker i alle aldre har fordomme mod \u00e6ldre voksne, men de holdninger, der ligger til grund for aldersbias, bygger ofte p\u00e5 myter. Ud over den \u00e5benlyse fordel ved at have l\u00e6ngere erfaring kommer aldring ofte med styrker s\u00e5som \u00f8get kreativitet, st\u00f8rre im\u00f8dekommenhed og samvittighedsfuldhed samt en bedre evne til at regulere f\u00f8lelser. Virksomheder b\u00f8r sikre, at deres rekrutteringer og talentpuljer er alsidige og inkluderende, herunder aldersm\u00e6ssigt. Fokuser p\u00e5, hvad jobbet faktisk kr\u00e6ver fra f\u00f8rste dag, og hvilke f\u00e6rdigheder der kan tr\u00e6nes, n\u00e5r der ans\u00e6ttes til en ny stilling. Brug PI\u2019s assessments til at se ud over demografiske karakteristika s\u00e5som alder \u2013 som ikke har nogen statistisk korrelation med jobperformance \u2013 og kig i stedet p\u00e5 de adf\u00e6rdsm\u00e6ssige tr\u00e6k og den kognitive kapacitet, som en ny medarbejder skal have for at f\u00e5 succes i rollen. Denne tilgang reducerer subjektivitet og bias i beslutningstagningen og fremmer retf\u00e6rdighed og inklusion.<\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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    GRATIS WEBINARER FOR CERTIFICEREDE<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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    Udbyg eller genopfrisk din viden som certificeret PI Practitioner med vores gratis webinarer. Se emner og datoer, og tilmeld dig HER<\/a><\/strong>.<\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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    SE TIDLIGERE NYHEDSBREVE\u00a0<\/b>HER<\/a><\/b><\/h4>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t
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    \n\t\t\t\t\t\t\n\t\t\t\t\t\t\t F\u00c5 KOMMENDE NYHEDSBREVE DIREKTE I DIN INDBAKKE\t\t\t\t\t\t<\/a>\n\t\t\t\t\t<\/h3>\n\t\t\t\t\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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    <\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"

    TEMA: TRENDS INDEN FOR HR I dette nyhedsbrev ser vi n\u00e6rmere p\u00e5 de aktuelle tendenser inden for HR og de udfordringer, som organisationer vil st\u00e5 over for i fremtiden. Vi dykker ned i \u00e9t af de fokusomr\u00e5der, som The Predictive Index har identificeret i deres seneste unders\u00f8gelse og ser, hvordan PI\u2019s talentoptimeringsl\u00f8sninger kan hj\u00e6lpe. Ny […]<\/p>\n","protected":false},"author":3,"featured_media":0,"parent":11629,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"content-type":"","footnotes":""},"class_list":["post-45556","page","type-page","status-publish","hentry","wpbf-post"],"yoast_head":"\nKUNDENYHEDSBREV MARTS 2025 • Humanostics<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/humanostics.com\/no\/about-humanostics\/newsletters\/march-2025\/\" \/>\n<meta property=\"og:locale\" content=\"nb_NO\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Humanostics \u2502 People-Powered Performance \u2502 PI Certified Partner\" \/>\n<meta property=\"og:description\" content=\"Humanostics helps companies of all sizes and across all industries identify talent and engage their workforce using the suite of Predictive Index assessment tools. We offer end-to-end solutions that give you the insights, tools, training, and guidance to ensure you have the right people in the right roles; motivated, engaged, and ready to perform. We call it People-Powered Performance. Whether you are looking to hire the right people using scientifically validated psychometric pre-employement tests, or you want to help managers and employees gain self-awareness, improve their leadership skills and build high-performing teams, Humanostics can help you do all this using the PI framework.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/humanostics.com\/no\/about-humanostics\/newsletters\/march-2025\/\" \/>\n<meta property=\"og:site_name\" content=\"Humanostics\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/humanostics\/\" \/>\n<meta property=\"article:modified_time\" content=\"2025-03-12T10:14:30+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/humanostics.com\/wp-content\/uploads\/2025\/03\/Header-EN-1024x251.png\" \/>\n\t<meta property=\"og:image:width\" content=\"1024\" \/>\n\t<meta property=\"og:image:height\" content=\"251\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/png\" \/>\n<meta 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