Editor's Note

Effective communication is one of the most important life skills. Proper communication at work is even more important as it affects the organization’s growth at all levels. How good are the levels of communication at your organization?

Employee Happiness: Find out the secret to achieving it

Happiness is something that researchers, HR professionals, managers and companies alike have been striving to understand for decades. Happiness has been linked to productivity, retention, creativity and most importantly, success. The path to achieving workplace happiness is not so happy though. It takes a high level of understanding of workplace dynamics and human behavior to ensure employees at the workplace are content. In addition, happiness is different for everyone. Each person’s personality and experience form their understanding of happiness. So how do you make all your employees happy? We’ll get to that but first, let’s talk about why you need to think about this.

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Talent Management Needs HELP: Change the way you manage people

There are three approaches to Talent Management, 'Exclusive', 'Inclusive', & 'Hybrid'. Companies select their approach based on strategic requirements of the company. For many HR professionals two things are important for framing their Talent Management initiatives, ‘Talent Identification’ (Assessments) & ‘Talent Development’. In fact, Church & Waclawski consider the assessment of employees as "holy grail" of talent management. However, developing talent is the main issue for most of the HR Professionals and business leaders. It has become imperative to have a robust process for ‘Talent Management’ in any organization for developing leadership pipeline.

Upgrading HR Tech For Better Employee Retention: Why to do that?

If you think digitizing your human resource practices is a ‘nice to have’ rather than a ‘need to have’, think about it again! Your employee doesn’t think so and that could be one of the reasons that they might be leaving you.

The Biggest Performance Management Mistake: How do you discover your strengths?

Like so many other processes, companies have great intentions but the way they go about them is all wrong. Most companies focus on improving employees’ weaknesses, when they should be focusing on their strengths.

Putting The “I” In Team: Why companies should focus on the individual

Teams can only be effective when each person on the team is operating to his or her full capability. Take Team USA’s women’s 4x100 medley relay team for example. Each swimmer showed up physically and mentally prepared to give a top performance in her designated stroke, whether it be backstroke, breaststroke, butterfly, or freestyle. That team didn’t win gold with a cookie-cutter approach with each swimmer preparing to swim the same stroke. Each team member prepared on an individual level and then came together to finish first and take home the gold.

Triggers Of Disengagement: How can managers identify it?

David wrote, “Just as triggers of disengagement can damage culture, it’s possible to cultivate triggers of engagement. Take action to instill a sense of purpose; provide meaningful rewards and recognition; align management actions with company values. By building triggers of engagement into the fabric of your company, you can create a virtuous cycle that constantly reinforces the best in your culture. Being open and honest in communication with your employees will give you all the information you need to identify these opportunities.”

3 Major Benefits Of Competency-Based Management

When implementing competency based systems you should really consider the entire talent lifecycle, not just the acquisition portion. More specifically, the entire realm of onboarding, training, and performance management to succession planning. A competency-based approach provides transparency, consistency and the insight managers need to lead more effectively. This article will review some of the key benefits employers will reap when they build competencies into their entire talent management process.

Intentional Language Strategy

Business leaders who recognize the increasingly globalized marketplace in which we operate are spending more time and resources than ever before to capitalize on consumption in emerging markets- expected to hit a staggering $30 trillion by 2025. In fact, according to a recent study by strategy+business magazine, 71 percent of business leaders currently plan to grow their companies in markets where English is not predominantly spoken. Consequently, senior management must take care to work with their HR and Learning & Development partners to ensure employees are equipped with the resources and support needed to thrive in their roles amidst this changing global dynamic. Language proficiency gaps can’t be ignored. If they are, businesses will inevitably suffer.