Editor's Note

There is a gradual change happening in the employment sector. People are given more importance than anything else. So retaining the right talent, encouraging them, acknowledging their work regularly, and offering the right benefits to them are becoming top priorities in organizations. Recently, many companies decided not to define performance by a single number and has set their focus on emphasizing ongoing, quality conversations between managers and their teams.So definitely, the attention is now on people!

From Performance Management To Feedback Culture: 6 questions to challenge yourself

Sounds simple, but of course it isn’t. Humans have a lust for control and have developed quite a few mental concepts to ‘control’ performance management; processes, ratings, manuals, competency frameworks, forms, collective labor agreements, etc. While all these things once had a purpose, the sum of itis not fit for duty 16 years into the 20th century.

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Performance Appraisal Systems: How digitization has changed the overall experience

In earlier days the ship's position was plotted on a chart everyday using a sextant. Today thanks to GPS. you can see the position on a map continuously, without any effort. The weather will move the ship on auto-pilot but there are other devices now that act in concert to enable the ship to be back on track

4 Steps To Transform Training: Microlearning solutions meet needs of today’s learners

Did you know that today, 80% of employee learning happens on the job via interactions with peers, teams and managers? Or employees have only 1% of the typical workweek to focus on training and development?

Retaining Boomer Brilliance: The why and how of a pre-retirement knowledge transfer program

While much of the world is pondering all things Millennial, an equally if not more pressing topic is often left neglected in all the Millennial excitement… namely, what happens when Baby Boomers exit the workforce and ride off into the retirement sunset? This is a question many view as taboo. “Shhh, should we be talking about this?” Though it can be an uncomfortable topic to broach, it’s becoming more and more critical.

Employee Engagement And Retention: Tips to improve employee retention

Employee engagement is vital to a company’s success because it provides the groundwork for positive and motivated staff. An engaged employee is much more likely to be enthusiastic about his or her work and is typically more committed to the company’s goals and values. It is important for companies to develop ways to strengthen employee engagement in order to building a stronger foundation for positive long-term employer-employee relations and improved retention. Below are several suggestions to improve employee retention drawn from a recent Consero event for chief talent officers of large corporate enterprises.

HR Meetings: An effective communication platform for employee concerns

HR meetings are the most effective way to exchange information, share feedback, communicate with team members, make decisions, establish work goals and create business plans. Even though employees spend too much of their time in answering calls and replying to emails, one-on-one meetings still hold the same importance.

Courageous Accountability: Developing millennials for the future

Throughout history, the senior population tends to think that each younger generation is “going to hell in a handbasket.” Today, these concerns seem to grow even louder, but “where’s the beef.” One of the greatest concerns about the Millennial generation is that their values about work reflect a greater disconnect than we’re accustomed to seeing, and it could be because no generation in history has been raised in such an affluent, “provided and protected” era. Given the culture of our society, it shouldn’t be surprising that Millennials have something to learn about responsibility and resiliency.

Banking On Your Workforce: Why it boosts business results?

There is a lot we can learn from the financial services industry. Constantly changing regulatory and remuneration policies, as well as post-recession restoration pressures, are making it difficult to attract and retain key people in the financial services industry (FSI). In fact, 72% of banking and capital markets CEOs and 70% of insurance CEOs see the limited availability of key skills as a threat to growth. There is a clear connection here between what happens in the workforce and the success of the organization.