Organisations should promote their non-financial employee benefits at every opportunity, says HR Daily Community blogger Christina Lattimer. She sets out some of the many perks that can go unnoticed or unappreciated, while we also wrap up this week's blog posts.
Organisations that plan professional development without consulting the individuals it targets should not expect great results, says coach Robyn Creed.
Many organisational vision statements are unrealistic, but the best ones have a direct impact on engagement, performance and productivity, according to author Nicholas Barnett.
A pressing need for "a stronger, deeper leadership pipeline" is nearly universal, but according to Deloitte's latest human capital report, some leadership development programs actually slow down development and heighten retention risks.
Employers that use 360-degree feedback to assess leaders could find they destabilise their teams and create disengagement, according to effectiveness expert Lanning Bennett.
Return-on-investment should be a long-term, not short-term, goal in delivering staff health programs, according to Bupa wellness services manager Mark Hesse.
When a new hire turns out to be a poor choice, any number of problems can arise for employers regarding a third-party recruiter's guarantee, according to HR Daily Community blogger Michael Overell.
Talk of an organisation's culture is often dismissed as HR "fluff", but according to authors Emily Jaksch and Sarah Gibbins, culture not only has an impact on a business, it defines it.
Measuring participant satisfaction with coaching, training and development programs gives an employer no indication whatsoever of whether they deliver return on investment, says neuroscientist Dr Stan Rodski.
Running a pilot program to identify potential issues can help an organisation decide whether working from home arrangements should be made broadly available, says the manager of a team that now has two-thirds of its employees in home-based work, and much higher retention rates as a result.
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.
