To encourage a culture of innovation, employers should think twice before characterising setbacks as mistakes, and use disappointing results to encourage learning, development and growth, says Hay Group Pacific head of leadership and talent, Wendy Montague.
An incredible amount of information about talent is available to help HR professionals improve their influence in an organisation - if they leverage it, says LinkedIn VP of talent, Steve Cadigan.
Today's featured HR Daily Community blog posts both focus on the end-stage of employment, and recommend that HR professionals place themselves in the shoes of the outgoing employee. Read more here.
Business managers should be encouraged to "own" remuneration decisions, but they often need lots of training and prompting before they do, say two HR leaders.
The evidence is "unequivocal" that setting targets for senior leaders on recruitment and retention of women will help improve gender diversity at work, according to a Gender Equality Project report released yesterday.
Workers from non-English speaking countries are often extremely talented with great work ethics, but many employers mistakenly let language and cultural differences prevent them becoming valued employees, says Performance Education CEO Owen Firth.
One of the many things employers should do before moving to dismiss someone is check the restraint and confidentiality clauses in their employment contract, says employment lawyer Brad Swebeck.
Employers that don't tick all the right boxes prior to dismissing someone are more likely to face an unfair dismissal, adverse action or other claim, says Hicksons partner Brad Swebeck.
HR Daily Premium presentation, he covers the factors to consider in relation to:
the nature of your business;
the circumstances of the proposed dismissal;
policies, procedures and contractual issues;
disciplinary, misconduct and performance-related dismissals;
What constitutes "best practice" when managing neurodiversity at work is evolving all the time. Watch this HR Daily Premium webcast to learn how to embed neuroinclusive practices into HR programs and every stage of the employment lifecycle.
