If you want your business to go viral in today’s ever-changing digital world, you need to use employee advocacy.
Each statement may be part of the strategic planning process but have a different objective. These statements may be written for organizations or for individual departments.
Rather than remaining stuck in a model we inherited from the industrial revolution, we need to change how we think about employment, career trajectories, talent retention and much more.
In order to stay abreast of rapid development technology and the ever-changing recruitment landscape, leaders need to be agile in optimising the hiring process and come up with innovative hiring strategy.
Succession planning, also known as replacement planning, is a long systematic process of recognising and developing new leaders (often filled by current employees) to take over the position of older leaders.
"Strategic plan" and "Tactical plan" have different meanings and are applied in each phase with different forms. To become an effective HR, planners must really understand the meaning of these two forms of plan.
One trait of good and effective leaders is self-awareness. By being self-aware, a leader can consciously influence any situation and climate of a group.
The workforce is and will be more diverse than before. Nowadays, three generations enter the workforce and are required to work and collaborate with each other in the same workspace: the Baby Boomers, Gen X, and Gen Y or Millennials.
Most people would easily associate the term ‘blockchain’ with cryptocurrency, but it is no longer confined solely to the digital currency. In fact, the technology has immense potentials in changing the ways the Human Resources operate.
When managers are asked about what makes employees a favourite, most will likely answer that they fancy individuals who are diligent, punctual, responsible, productive and other positive characters you could hear.