There is no need to point out that employers and HR professionals are talking more and more about workplace flexibility. This is the current trend – a trend which is likely to stay for a while.
Last year I wrote about how exit interviews are a retention tool. It is a way of gathering information on why employees are leaving (once the employee has resigned), and thus, help you improve on your leadership, culture, and so on.
‘Friends are the family you choose’ but what about our colleagues? We usually have very little influence over who we work with. Many times, we easily tolerate who we work with even if we may not necessarily get on well with them.
As the importance of HR increased within organisations, many HR professionals became the HR Department of One. This means that the HR function of organisations is managed entirely by one person.
The purpose of an organisation chart is to show what the relationship of one job is to another. It is also shows the hierarchy – the ranks of job positions – within the organisation.
Employee satisfaction directly affects customer satisfaction, thus positively affecting our business results.
In addition to a basic salary, companies provide employees with another form of cash award. This is included in the employee’s remuneration package and are what we refer to as ‘allowances’.
Most organisations I have come across throughout my HR consultancy experience, so far, have never considered carrying out an HR audit.
We are naturally troubled when an employee hands in his/her resignation letter. This action subconsciously triggers many concerns.
