A report investigating the key trends driving business and human capital decisions has found boards are increasingly eager to work with HR experts to ensure talent-related issues are central to organisational strategy.
Employers are wasting their money on engagement surveys that ask about organisational strategy instead of how workers are feeling, according to wellbeing expert Nic Marks.
HR leaders often plan initiatives, then work on aligning them with the business, when they should be working "the other way around", says Hay Group director of Australian consulting, Jane Fraser.
One of the biggest barriers to successful telework arrangements is not the productivity of staff members working remotely, but their managers, says Macquarie University researcher Dr Yvette Blount.
Most organisations have no way of demonstrating whether their recruitment methods result in good hiring decisions, but those that do measure quality of hire report significantly improved employee performance and retention as a result, according to Hudson RPO global leader, Kimberley Hubble.
Distractions associated with the digital age have created an "invisible pandemic" of poor productivity, according to a new report that says 85 per cent of workers could be more productive.
It is neither possible nor practical for employers to understand the drivers of each individual worker - engagement must be employee-led in order to be sustainable, says Employerbility founder Kate Boorer.
This webcast, recorded in May 2013, explores:
the link between engagement and productivity;
the nine-step engagement ladder, and how to climb it;
challenges employers face in improving employee engagement;
what employee engagement leadership looks like; and
the three steps to an employee-led engagement culture.
The majority of women accept mentoring requests when asked, but employers are failing to take advantage of their willingness to do so, according to new research from Development Dimensions international (DDI).
HR professionals should develop a strong business case, and frame internal discussions about diversity in terms of workforce sustainability and inclusion, to avoid them being perceived as "special treatment for a special group", according to a new report.
