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Organisations are not adequately prepared for the cultural changes that will occur as executives from the baby boomer generation retire and are replaced by their generation x and y counterparts, a study has found.
Culture. I write about it all the time, yet I never seem to unpack all the myriad facets of culture. Just think about all the different ways the word itself can be used: A “cultured” …
“You cannot discover new oceans unless you have the courage to lose sight of the shore.” — André Gide, French author (winner of the Nobel Prize in Literature in 1947). While the …
Employee engagement is one of the holy grails of the HR world. We want employees who are interested in what they’re doing (at least most of the time; we all have an off-day) and do their best for their employer. Like respect, you have to earn employees’ interest, although I do take the view that in parallel employees should make the best of their opportunities and try to interest themselves in what’s going on and not wait passively to be engaged. When I was asked to give new and interesting views on employee engagement I mulled it over a while. There isn’t a one-size-fits-all method. You have to tailor your engagement activities and approach to your environment. Generally speaking there’s nothing new under the sun, just new interpretations. So here are my thoughts on employee engagement.
Here's a shocking finding: more than half of managers believe that employee performance would not change if their company's learning function were eliminated. Corporate learning may well be a joke in the eyes of some, but it shouldn't be, because it's big business. It's no laughing matter that organisations spend more than $200 billion on learning each year.
Are companies changing fast enough? All too often, the answer is no. It’s time to revamp how companies change, and it starts with HR.
Via Tom Haak
The world of football has been rocked by the behaviour of the Liverpool striker Luis Suarez. The world of L&D should take note as this is an intriguing example of how to manage talent. A fundamental dilemma has been created: what do you do when your star performer misbehaves?
Learning can only be managed by the individual in whose head the learning is occurring. Of course external factors – such as other people (especially your manager and your team), technology, prevailing culture, general ‘environmental’ factors, and a range of different elements – can support, facilitate, encourage, and help your learning occur faster, better, with greater impact and so on. But they can’t manage the learning process for you. That’s down to you alone.
As recently as 5 or 6 years ago the term “Talent Management” was relatively unknown. People would respond with a wry smile when I told them I was a Talent Manager, then ask “what does that mean?” or guests at parties would become extremely animated and excited before asking whether I worked with any well-known celebrities.
In the end, your intentions don't matter much.
Whether you're studying, prepping a lecture, or just need to focus on something, you should know about some of these secrets to staying motivated.
You can raise your emotional intelligence. These tips will get you started.
In November last year, 40 prominent business leaders from organisations as diverse as Sainsbury’s, the NHS and BAE Systems signed an open letter to the Times. If that weren't unusual in itself, the subject matter was. The writers stressed the importance of employee engagement to the UK economy in terms of performance and productivity, while lamenting that only a third of people are fully engaged at work.
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We've gone through hundreds of resources to assemble these guides which are meant to help you learn, teach, and share as much as possible.
There’s a disturbing trend I’m seeing in the HR profession. Call me dramatic, but I think HR has a self-hate problem. What do I mean? Well, think about this question — “Why …
Interview is one of the most important part of the hiring process and is important for the interviewer as well as interviewee.
Via Fang Feng
Imagine a world with easy access to critical information at breakneck speed. A world where every employee uses technology to collaborate more effectively, and where everybody in the workforce uses smartphones and tablets. Such a world is not too far in the future so HR must prepare and invest accordingly
Organisations need to radically rethink their traditional approaches to onboarding new staff to reap the benefits, according to an academic from London Business School.
Social media is becoming a critical part of the recruitment and employee engagement tool kit as major organisations adapt to the digital age. The massive rise in prominence of social media in all walks of life has lead many major global organisations to increase investment into social channels such as LinkedIn and Facebook in order to attract and retain talent, and this investment is driving internal change towards a focus on digital within corporates of all sizes.
Does high engagement equate to high performance? The conventional orthodoxy says yes.
Leaders can improve their own performance and that of their organisation by making ten changes to their attitudes and behaviour. That's according to learning specialist Hemsley Fraser who have compiled a list of 10 things leaders should stop doing today.
People risks come in many forms. The following are just a few where HR can play a leading role in protecting against and mitigating any potential damage
Russell has been made redundant from a transport firm at 59. He can’t yet afford to retire but is worried he’ll struggle to find a new job at his age. How can he improve his chances of securing a new role?
How organizations can make mistakes productive and fun.
In 1996, 51% of US employees were reported to be members of team. By 2006, it had increased to 84%. As our world becomes more complex, the need for teams will continue to grow.
Via Christina Lattimer
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