The importance of HR has seen a dramatic increase in the past few years, as talent becomes the number 1 priority in organizations. The rapid pace of change in the world of work is shattering stereotypes and expanding roles for the CHRO.
Being a successful HR leader is no joke. It requires years of dedication to human service, unlimited passion towards making a change and relentless effort for growth.
Are you thinking about revamping your performance management process? Moving out of a familiar area might seem risky, but sticking to it can end up hurting your employees and business even more!
Performance management processes are taking a new shape in organizations. The traditional, once in a year review process has become much more detailed with regular check-ins, feedback, and 360-degree reviews. While it is important to help performance management processes evolve,
The expectations of the modern workforce do not match what organizations have been offering for decades now. For starters, they do not prefer waiting twelve months to know how they have been doing.
Imagine the following situation. There is a new product launch next month and you just come back from a meeting for it. Goals have been assigned, deadlines have been set, and everything needs to get
Another year is over and a lot has happened in the employee engagement space in HR. There was a positive spin last year with employee engagement matching its all-time high as per Aon’s report in 2018.
A staggering 87 percent of employees worldwide are still not engaged. Businesses spend thousands of dollars on employee engagement initiatives. Yet, these numbers scream out the slow progress towards attaining an engaged workforce.
Employee turnover is a major problem that organizations face. It takes a lot to find a good hire, coach and train them to become the professional, only to see them leave. And the cost of filling up for the employee is huge.
Being a high performer does not the mean the employee is engaged. Perhaps this is why the rate of turnover among high performing employees who are actively disengaged is quite similar to low performing employees who are disengaged.