Is there anyone out there who still thinks the annual engagement survey is a good use of time and money? Is there anyone left who still believes that the annual engagement survey improves engagement?
Is there anyone out there who still thinks the annual engagement survey is a good use of time and money? Is there anyone left who still believes that the annual engagement survey improves engagement?
Whether you call it onboarding or induction, it means the same thing – it’s all about how we get new employees bedded in and working effectively as quickly as possible.
If you’re in HR, then I’m sure you experience those awful moments when you question whether the processes you and your team have worked so hard to create are actually delivering results.
We often hear organisations say that their “employees are our greatest assets”. What a horrible phrase. Assets are things like buildings, computer equipment and furniture – not human beings.
I am going to assume that anyone reading this already gets the need for better and different HR practices. I am not going to bang on about the demands of a “VUCA” world, the pace of change, the rise of the Millennials, or a more globalised, networked economy.
Over the last few weeks I’ve been looking at the traditional repertoire of talent management tools and techniques. I’ve been doing the easy bit – dissing the old favourites like the 9 Box Grid and Hi-Po Programmes but not putting forward what might work instead.
I always found it interesting that despite having to make quite deep cuts in my budgets over the years, my CEO’s would be reluctant to see the removal of one of the bigger ticket items in the HR portfolio – the High Potentials Programme.
As the pressure to secure the best talent mounts, HR is rightly questioning the real value of one of our most favoured talent tools – the 9 Box Grid.
Despite our seeming obsession with what we call and how we structure ourselves, the latest HR makeover to Employee Experience can, I believe, present an opportunity for genuine change.
Think of the best reward you were ever given at work. Actually, think of the best reward you were given anywhere. I was recently hosting a panel of seven business leaders and posed that question to them.
I’ve never hidden my dislike of the annual appraisal, and we don’t exactly lack for articles discrediting them, yet they’re a resilient, persistent breed that doesn’t seem to be going anywhere any time soon.
As the dissatisfaction with the traditional “three legged stool” model for HR increases, many HR professionals are asking the question “What is the next generation HR structure?”
A client recently called me to talk about improving their employment brand. I was very excited and had loads of ideas about how they might change their approach to some of the big HR ticket items such as talent, performance and succession.
When people find a mission in life, it’s usually something really awe-inspiring – like climbing Kilimanjaro or saving some rare species of whale. Mine is really lame.
We can really over-engineer things in HR and Internal Comms can’t we? The jargon, the models of engagement, the diagnostics ….
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