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Learn how to develop and implement an HR strategy that will help your organization succeed in 2023 and beyond!

Explore the 11 HR trends that will redefine the work landscape in 2024 and empower employees and businesses to thrive.

Expand your HR vocabulary with 93 essential HR terms. This handy reference guide provides explanations and usage examples for each term.

Companies often equate long working hours and excessive workload with increased productivity. The belief is that pushing people to their limits will yield… | 474 comments on LinkedIn

Onboarding is the process people go through to acquire the knowledge, skills, attitudes and behaviours required to become effective employees.

Learn to use the MoSCoW prioritisation technique with this helpful article. MoSCoW analysis, or the MoSCoW method is ideal for anyone working on agile projects. Click here to read.

If your people are the heart of your NFP, your culture is the blood – invisible from the outside, but the primary mode of nourishment and growth. But if that culture is poor, it can filter down through an entire organisation and cause problems like high staff turnover and reduced productivity.

This concept and the visual was taken from my new book which came out today called, The Future of Work: Attract New Talent, Build Better Leaders, and Create a Competitive Organization. One of the things I have been writing about and have tried to make clear over the past few months is [...]

Industrial Relations Strategy

Learn how to answer the HR interview questions and answers for freshers and experienced professionals and confidently sail through the job interview process.

It takes time for a new employee to become comfortable on a new job. And even longer for them to fit in. This onboarding timeline will help.

Wondering whether it is possible for you to try diagnosing Employee Development Needs and how? Check this very informative infographic about the procedure of diagnosing Employee Development Needs and learn all about it and the ways you can successfully implement this knowledge.

Why are KPIs important? Key Performance Indicators (KPIs) are used by businesses to measure their performance against goals. They help companies understand where they stand on key metrics such as sales, profit, customer satisfaction, etc.

We Enable Strategic Outcomes through Leadership, Learning and Change Interventions Get in Touch to Know More Leadership Development Leverage two decades of leadership experience to facilitate strategic leadership workshops and build leaders through customized interventions. Explore Change Consulting & Facilitation Facilitate large scale strategic change programs to clarify and implement goals, focus areas and strategy

Every organization operates with limited resources. Allocate your company resources with our free business case template.

Social media marketing with content created on the convergence of neuroscience, human psychology and group dynamics.

What is the PERMA model & how do you apply it in life to achieve happiness?

To maximize your success, learn the best way to work with you boss.

Sitting is a silent pandemic. A sedentary lifestyle currently ranks as the 4th leading cause of global mortality. My friend Victoria Repa has put together… | 113 comments on LinkedIn

Trust your gut and begin looking for these other signs.

When you nail your presentation, you get more: — Interest — Support — Applause — Confidence — Engagement — Opportunity — Momentum — Credibility — Success —… | 421 comments on LinkedIn

Achieve organizational success with OKRs and KPIs. Understand the differences and benefits to help align strategy and drive performance.

Talent development is the best way to ensure you company has a pipeline of promising staff that are both engaged and skillful to help you grow and improve. Whilst buying in talented people can be effective the identification and promotion of talent internally has a ripple effect across your organisation to help incentivise staff and improve morale. If others see that there are clear career paths open to them they will be more productive and demonstrate the types of behaviors that you wish to promote. One of the best ways of identifying talent is to use the 9 box Matrix system of categorising employees. This should not be done in secret but be a very open and honest discussion between manager and employee. The 9 box matrix contains different areas which determine two factors, their performance and their potential. Each employee is positioned in a box, best to keep this simple as some people like to have the position within the box as a factor. Firstly the manager and employee should mark where they would place the employee, it can often lead to disagreements but it is good to identify and address some behavioural observations that have been made about the employee. It can also mean that perhaps the manager assumes something about the employee. Most businesses need a large number of employees in boxes 2,5,6 and 3 who have acceptable or high performance but have little or no potential to move forward. This is not to say they could not be trained to do a higher grade position but it means they perhaps do not wish to progress as they enjoy their job or their job is in an area where promotion may not be possible unless a new skill was developed. But these people will always be the bedrock of any success by ensuring the work is done well. Those in box 1 should be actively managed out of the business. They would have been identified as lacking the requisite skills for the role and all training interventions undertaken have not improved the situation. If this box is used frequently in your organisation then you may wish to determine the length of service of those falling into this category as it could point to a deficiency with your recruitement process and if the process is outsourced to agents can be used to give direct feedback to those agencies to help improve future joiners. Those in box 4 and 7 should be moved out of this box within 6 months or fall into box 1. This can be done by targeting training to their particular deficiency. It may also be wise to provide a mentor to those in box 7 as they will be a valuable asset should their current performance improve. Boxes 8, 9 and 6 are those that should fill any job vacancies at higher positions and providing working groups and mentors will help to keep their ideas fertilised until an opportunity present itself. One final thing to consider during this classification is that on a micro level it is often difficult to identify how the individual would move to the next box so ensure your management are clear on how the path to the next box whether that be vertical or horizontal is achieved. On a macro level this grid will give you great insight into your organisation and working on percentages can really tell you if you have a good workforce or if perhaps more should be done with training or engagement. A box with more employees to the left should identify overall training deficiencies and a box with more to the bottom will identify a problem with staff engagement.