The business case for managing the wellbeing of employees is irrefutable. Being seen as an organisation who values the safety, wellbeing and health improves the business brand as an employer of choice thus driving attraction, engagement, retention and productivity.
In a fast-paced, commercially driven environment, HR leaders are facing many changes that make their work more and more challenging. Symposiums talent management and leadership conference will examine how employers are thinking differently about the topical issues.
It’s your job to make sure your leaders and managers employ people whose talents fit your organisation and who can thrive there. And it’s your job to harness the talents of all individuals as appropriate, rather than a select few.
This month sees the highest number of google searches ever recorded for the term “Mindfulness.”
Mindfulness remains a big deal, with the flurry of media attention continuing to grow year on year.
However, despite this popularity how many of us really understand what it’s all about. And perhaps more importantly how to integrate it into our working life?
Business leaders know far too well that an engaged workforce is likely to be more productive and invested in their company as a whole. In fact, according to recent research 70% of business leaders see a strong link between engagement and productivity.
Off the record discussions or protected conversations have played a significant role in employer-
employee exit negotiations, but not every conversation is automatically protected. To what extent can employers genuinely have an off the record discussion?
With our popular innovation in recruitment conference coming up this Thursday 22nd September, speaker Michael Lake from leading company L’Oreal’s HR department gives us his expert commentary on the recruitment experience.
Since we live in a world where information flow is fast and furious, however much effort organisations put into communicating well, much of what’s conveyed is lost. The key is consistency and clarity of message, backed up with multi-channel distribution.
Recent years have seen a rise in the adoption of analytical tools across HR. Companies have started to see the strategic advantages of using these systems to make data driven decisions. What is acting as a further catalyst is that the latest generation of tools are so much easier to use than their predecessors, which were typically big and complex and required significant investment of time, money and technical know-how to get them to work well.