Continuous Professional Development – Check!
I am all for continuous professional development (CPD) and I do believe that an ongoing process of learning is crucial for the progression of any career or profession.
I am all for continuous professional development (CPD) and I do believe that an ongoing process of learning is crucial for the progression of any career or profession.
In today’s job market organisations are facing the reality of an increasingly mobile workforce. The promise of a stable income is no longer attractive enough to keep employees from moving from one employer to the next.
A common problem that managers face is employees dressing inappropriately for the workplace. It may mean an awkward and sensitive confrontation with the employee with the concern of easily offending them.
I recently read Jane Simms’ article in the June edition of the People Management magazine – ‘We’ve ditched appraisals. What’s next?”
I found this article to be very interesting because there are aspects of it which I regularly question clients when discussing their performance management system.
A few weeks back I wrote about the millennials and the Gen Z, and how businesses and employers need to change to attract and retain them.
The perception of exit interviews is that they are a great opportunity for employees who left the company to dish and complain about their ex-employer. It is the time for the employee to give one-way feedback about their work experience.
Whenever we think of ‘reward’ in employment terms, we often think of the salary we are giving to our people. The salary is what is referred to as the transactional (financial) reward.
I have increasingly been meeting employers and managers who comment about the difficulties they are facing to recruit new people. The trouble seems to arise particularly when employers have to deal with the ‘millennials’ and the ‘Generation Z’.