'Put the customer first' is an outdated adage, says St George Bank chief executive officer George Frazis. Instead, any organisation that really wants to please its customers will put its own people first.
There's a high chance the investment your company is making in high-potential employees is simply grooming them for the competition, according to talent expert Eugene Burke.
Faced with a shrinking talent pool, Konica Minolta has gone back to basics and launched its own trainee program, targeting people of all ages without tertiary qualifications.
Too often leaders are focused on themselves and what they can achieve, but the best leaders engage in "collective leadership" - creating more leaders and bringing out collective creative capacity, says Roma Gaster, director of The Leadership Circle, Asia Pacific.
While the Asia Pacific region has improved significantly in gender diversity at the senior management level, thousands women in middle management feel unable to break into senior ranks, new research shows.
If you think a development program that focuses on building leaders as individuals will boost the diversity of your upper ranks, think again. Different demographics often require tailored programs, one company has found.
Employers relying on traditional workforce planning models to predict and meet talent needs will find the task impossible before long, according to talent expert Kevin Wheeler.
HR has traditionally been good at collecting operational metrics, but less so at using this data strategically to inform workforce planning decisions, according to a talent management and recruitment specialist.
A key role for HR in the coming years will be to persuade managers against "talent hoarding" and convince them that their job is to develop, then let go of, their talented people, says global talent management expert Josh Bersin.
Organisations often make the mistake of using performance as their only selection criterion for high potential programs, but populating development programs with high performers can often lead to much lower success levels, according to a talent analytics expert.
When an employer receives a complaint or becomes aware of a conduct issue, it's not always appropriate to go down a traditional disciplinary path. This HR Daily Premium Q&A will discuss alternative options and how to determine which is best in various circumstances.
Recent constructive dismissal claims highlight the risks involved in accepting a resignation from an employee who is experiencing mental health issues. Watch this Q&A to understand the rulings' implications for all employers.
