Happy International Women’s Day! Today, we celebrate the phenomenal women who shape our world. But beyond the gimicks, let’s talk about something truly powerful: investing in women in the workplace.
Let’s face it, sometimes getting honest feedback from your team feels like pulling teeth. You ask a question, crickets chirp. You suggest a change, tumbleweeds roll. Enter the staff survey, your potential hero (or villain) in the quest for workplace wisdom.
Candidate feedback isn’t just about being polite; it’s a strategic move that benefits everyone involved. So, ditch the ghosting and embrace the power of feedback. You might just be surprised at the positive impact it has on your recruitment process and your employer brand.
Forget dusty filing cabinets and endless spreadsheets. The HR landscape is undergoing a digital revolution, with cutting-edge technologies promising to transform the way we work, manage, and learn.
Buckle up, because 2023 has been a rollercoaster! From the Great Resignation hangover to the rise of AI, we’ve witnessed some major shifts in the talent landscape.
In a rapidly evolving business environment, characterised by ever-increasing complexity and uncertainty, traditional organisational structures are finding it increasingly difficult to keep pace.
Organisations are constantly vying for top talent and striving to foster a culture of innovation and productivity. Whilst traditional factors such as compensation and benefits remain important, a growing body of evidence suggests that a positive people experience (PX) is equally, if not more, crucial to organisational success.
In the dynamic world of business, projects are the lifeblood of innovation and growth. They drive change, introduce new products and services, and ultimately, contribute to the overall success of an organisation.
Dynamic organisations strive to achieve success and stand out from the crowd in an ever-evolving world. However, amidst the competitive landscape, it’s often the shared values that underpin an organisation’s culture that truly set it apart.
Traditionally, HR Business Partners were responsible for managing HR processes, such as payroll, benefits administration, and performance management. While these functions remain important, HR Business Partners are now expected to go beyond these transactional activities and provide strategic guidance to business leaders.