Innovative culture manifests in high-performance teams. It comes from the creative activity among highly diverse and good talent who take inspiration from the meaningful vision that transformational leaders have
According to the Millennial Survey, 63% complain that their leadership skills are not being developed. They also point out the lack of investment in innovation, lack of career plans, etc.
An Argentinean web designer and a Mexican editor can work from Buenos Aires and Mexico City for a Spanish company based in Madrid. Cloud services are of great assistance for these ties.
Over time we realize that one of the main differentiating values of organizations is their human capital which plays a crucial role in achieving success.
A good number of organizations are beginning to take a closer look at how to attract and keep their employees through engagement. Even some that are in worse financial states are concerned about engagement management.
Managing employee engagement is one of those topics on the agenda of leaders, and particularly HR professionals. Nevertheless this concept poses several drawbacks. First of all is the difficulty in defining it.
Even though organizations now have the means to segment diversity into different talent groups and analyze them, they still need to understand that different groups will behave differently with different organizational stimulus.
We will make use of a talent matrix, with the horizontal axis measuring employee performance and the vertical axis their potential, which is configurable to suit each company’s needs, that will allow us to locate selected employees based on their evaluation.
Talent search, promotion, development and retention have thus become critical, marking the difference between companies today. Nevertheless it is worth stopping to make some preliminary reflections.
There are no better brand ambassadors than employees themselves when they enjoy a suitable working environment and also when they are able to perform their daily work.
To maximize the potential of knowledge workers, there should only be one group: the people, because full responsibility is only possible from full autonomy.
The change process does not involve following a series of steps faithfully. Once the purpose has been defined, the second active principle entails the processes and more specifically the breakdown of these processes.
It is essential to know how to implement best practices worldwide, in order to unify the different ways of operating, and to be able work together, using a common HR tool.
International expansion is needed not only to survive in a difficult economic scenario, if not improve it moving up a level. Going a step further, we can say that perhaps this is the natural state in a reality where everything is connected and borders blur.
According to the thoughts of the sociologist and philosopher, Zygmunt Bauman, we live in liquid modernity where it is necessary to develop a flexible and versatile identity to tackle different changes
What use do employees make of social networks? Professional? Personal? Marketing? HR? Knowledge management communities? For many companies, the employee-social network relationship is still rather complicated.
Different emerging trends over the last few years are now shaping the HR landscape. Barriers between the virtual and the real worlds are blurring, today workforces are geographically dispersed around the world.
A recent Gallup poll found that almost 20 percent of the US workforce is disengaged. With such a high percentage of disengaged workers, US companies lose nearly a $500 billion per year.
What are the keys to success and failure among employees? After ten years of experience evaluating personnel, Claudio Fernández Aráoz divides core competencies of employees into three areas: Experienc
A candidate with good EI will: be more proactive, anticipate needs, make better decisions, be more autonomous, work better in a group, have better communication and a greater commitment to the company
Any performance review process must be supported by an integrated technology solution that allows optimization of the performance appraisal results for each person
A significant portion of company workforces adopt flexible models. Possible solutions: the best experience, employer branding, same benefits as regular workers, flexible work models…
For multinational companies, the cloud speeds up technology adoption by all subsidiaries worldwide, integrating and connecting them together perfectly.
Now I’d like to analyze with you the motivating factors that can drive all these people, including myself, and the analogy between these motivating factors and employee motivation within companies.
The gradual evolution of companies like social networking and true shared knowledge communities promises a significant development of the social networking HR world.
Personal development programs for increasing creativity, developing emotional intelligence, controlling anxiety and stress, for training Neurolinguistic programming (NLP) and to improve time managemen
Flat or horizontal organizational structures are characterized by little or no hierarchy that intervenes in decision making or differentiates between employees and managers.
The players of this new era are the knowmads, nomadic knowledge workers, or people who are beyond the need for specialization, and who are capable of generating knowledge from all the available information.
The first thing that came to the interns mind was if there was also a hamper for them. I said yes and I noticed how their face lit up with the news. Then I had an even more obvious question to answer: if the basket was the same for everyone, and of course, I said yes.
Many articles describe how the email habit draws us away from our list of important-to-do things and enslave us to others, how it generates expectation and hooks us. But what is the case with top management in companies?
Watch out! Europe-and its enterprises-prepare for a distressing tomorrow, with an exacerbated skills shortage that may ensue from freezing investments in education and skills acquisitions is a prevailing trend today.
There are clear signs that working and private lives are merging. Is it necessary to present surveys that prove this? Probably not, but it’s worthwhile to explore and analyse how our perceptions of work-life balance are shifting today.
Now is the time to focus on what we stand to gain in the process, what benefits we can draw from this experience, and what lessons will become useful to us thereafter.
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