Active succession planning is irrefutable!
Companies are challenged with the difficulty of identifying departures of people, thus they fail in implementing successful succession planning. It’s important that HR leaders should consider the importance of succession planning as significant numbers of experienced people will be leaving the workforce in the coming years.
Talent management challenges will demand a consultative approach to HR in 2014; be ready!
2014 looks to be a year which would create new opportunities for businesses, it will create a new set of wrenching challenges for HR. Hence we should focus on improving the below to win the challenges in 2014:
Identify, develop and retain high-potential talent: Succession planning!
Succession planning enables companies to better identify, develop and retain high-potential talent for critical roles. Organizations adopt proactive approaches focused on screening, developing and retaining the talent required for organizational agility and efficiency.
#1 is to hire the right people in the first place!
Enterprises globalize and hunt for more specialized skills… with this, the role of HR professionals in Recruitment become strategic than ever before. Companies want HR professionals to spend more time and effort in sourcing rich talent into organizations.
Rethink your approach to Human Resource Management and challenge HR norms!
In this post, we will be highlighting what your organization should consider when building the “corporate talent system” in 2014. We will suggest ways to rethink your HR practice in the organization. In 2014, HR will become strategically important than ever before!
The mission-critical function in enterprise HR management
When building the “corporate talent system” for 2014, you will begin to realize that you must also rethink the way in which HR operates.
Human Capital Management: Your role as a manager needs to be focused on training and developing employees!
Skilled managers have become critical to the success of companies today. This is because managers play a pivotal role in talent management. Diplomatic managers can attract and convert prospective candidates into employees, drive performance, engagement and retention, and play a key role in improving employees’ contribution to the organization success. Poor managers who cannot play […]
Automate your HR tasks: Add incredible value to HR from the perspective of productivity building!
Lately, the role of HR professionals has advanced into the strategic phase. The new wave of HR requires HR Professionals to move beyond the mountains of paperwork, payroll,and event planning, HR professionals are being asked to assist the future of the company through strategic practices such as performance management,analysis of workforce trends and potential, talent […]
Towards the new wave of learning and development
What is the most commonly used training approach in organizations? An employee is invited to a training session, ideally in a training room at a specified time, to focus on a series of product/service demonstrations, and sent back to work. Content is pushed down to employees based on the training need and effectiveness is measured […]
Why should HRIS leverage a SaaS model?
A HRIS performs administrative functions, including core HR data, employee attendence data, performance reviews, payroll management etc. In addition, an HRIS typically includes self-service functions that support employee and superior interaction. HRIS solutions that leverage a SaaS model have been in place for many decades. Today we will outline the importance of a SaaS deployment […]