A few weeks ago, I wrote about the flexibility trend – a trend that is here to stay. I am now focusing more on one of the workplace flexibility options: working remotely.
In a tight labour market as the one we are in, we need to find different ways of attracting new talent to our organisation. The competition is fierce, and we are all struggling to receive enough good applications to be able to short list from.
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.
Employee satisfaction directly affects customer satisfaction, thus positively affecting our business results.
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.
