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8
Dated: 04-22-2015
Most people are visual learners. We are more likely to remember what we see rather than what we hear. And with simpler graphics, the better for getting the message across, which in turn makes it easier for an audience to remember your main points. I’ll give some tips on how HR professionals can give their charts and tables a head-to-toe makeover to give data a better and brighter look.
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8
Dated: 04-22-2015
A colleague I deeply respect shared a couple of statistics yesterday that should give both employers and human resources professional pause; voluntary turnover (employees electing to seek other employment) was up 45% year over year from 2013 to 2012. Additionally the cost per hire was calculated at 15% higher than the previous year.
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8
Dated: 04-17-2014
In today’s hyper-fast markets, strategic agility – the ability to move fast with focus and flexibility – is an essential leadership skill that enables your organization to stay on track when circumstances change beyond your control. It starts with actively managing your strategic plan.
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8
Dated: 04-23-2015
When properly designed and executed it provides a logical, systematic, data driven process by which business heads and line managers can initially forecast and subsequently plan their future organization structures, job roles/competencies, head-counts and annual salary and wages budgets in alignment with confirmed business plans and objectives. Thereafter it enables the design and development of targeted resourcing strategies that optimize bench strength in identified critical areas, at least cost and risk to the business.
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8
Dated: 04-23-2015
Human Resources professionals now look at political and economic development when to identify current and future trends that may have an impact on the safety and security of their workers. While multi-cultural teams are becoming the norm; more and more individuals are being asked to achieve goals and avoid potential organizational risks, abroad. It is inevitable that there will be exceptions to safety and security policies that this, in turn, will impact upon the organisation and its employees, in many different ways.
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8
Dated: 04-23-2015
For years now, managers and human resource practitioners alike advocate the strategic importance of HRD or Learning & Development, as an investment in sustainable performance and development of the organization.
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8
Dated: 07-21-2014
If you’re in HR, you’ve no doubt noticed that, these days, you can’t do much of anything without coming across an article, blog or presentation focused on workforce analytics. Up to now, the primary emphasis has been on raising awareness of the benefits and value that workforce analytics can bring to HR and the business.
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8
Dated: 04-23-2015
To refine and develop the team “from good to great”, there may require integrating the various HR practices and focusing them jointly on value-added agendas such as intangibles, customer connection, organization capabilities and “individual abilities”. It must shape behavior and create and ensure stakeholder’s value that also requires the whole agendas, thoughts, and processes across the entire department, not just on the part of a few individuals.
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8
Dated: 04-23-2015
In an HR professional’s perfect world, the workplace would be filled with happy, productive employees and attention would be on processing benefits, rolling out new initiatives and working on special projects. Unfortunately, the world is far from perfect and many in HR spend their days managing staff and staff issues. They feel like babysitters, referees, judges and jury because employees have personal problems, issues with co-workers, conflict with supervisors and difficulty focusing.
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8
Dated: 04-23-2015
It’s been a few years now since organizations have begun to get serious about collecting and using their data at hand. They collect and store ever cumulating data on every aspect of their business. But what about Human Capital data? Data pertaining to an organization’s most valuable asset? Do top Management and HR managers know that there is value in using employee data to improve the HR function?
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