Many organisations have bundles of HR policies, and undertake workforce planning and talent management, but they don't have a workforce strategy. Watch this webcast to understand how to take a strategic approach to human capital.
Assessment of employees' career drive and aspiration plays a minimal role - or none at all - in most employers' high-potential programs, but it should be fundamental, says leadership expert Sean Dineen. Here's what you should be assessing.
Australia's egalitarian culture is holding organisations back from developing employees with high leadership potential, while those employers that do invest are often assessing the wrong traits, according to Right Management principal consultant, Nick Grage-Perry.
A high-potential employee is more than 50 per cent more valuable to an employer than an average one. But how do you identify them? And how do you help them reach their potential? Watch this webcast to find out.
An organisation can have a fantastic leadership development program in place, but without a meaningful conversation about an individual's personal and professional goals, many succession plans "will fall down", warns Lee Hecht Harrison leadership development director, Dee Fitzgerald.
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.
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.
When a learning and development budget is cut, it's usual to blame tough times, but in fact the problem could well lie with HR, according to Nicholas Sutcliffe, executive director of The Conference Board.
Most employers recognise the need to be aware of cultural idiosyncrasies when doing business in other countries; but when it comes to doing business with men and women, important differences are all too often overlooked, says neuroleadership expert Silvia Damiano.
A new finding that talented women are twice as likely to actively drive their own careers than to wait for promotions or job offers should serve as a warning for employers, says Hay Group director Wendy Montague.
