Thoughts on issues that matter the most in business and management

Insights

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Who is a Talent?

This is probably one of the most important questions Talent Management specialists/Human Resource professionals are required to answer and not only answer, but do so intelligently.

Dodgy and cliché responses like “it depends” will not do their organisations or profession any good. For Talent Management/HR professionals to retain their credibility, they must have a well thought through and strategic answer to this very important question.

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5 Ways To Achieve Time Maximisation

There is a constant struggle to maximize your time management and the seemingly ever elusive work-life balance. Every day, the average person is overwhelmed by the enormity of assignments and tasks they have to complete within a limited time. 

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Take the Guesswork Out of your People Selection Decisions

People are widely regarded as the most valuable assets in any workplace. An organisation is only as successful as the skills, competencies and capabilities of its workforce. Given that this is true, it is therefore, detrimental to leave the selection of what could make or mar the progress of your organisation to chance.

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LEVERAGE OUTSOURCING TO ENHANCE PRODUCTIVITY

In today’s market environment, organisations are faced with unprecedented challenges such as economic uncertainty, intense competition, rapidly changing consumer behaviour and at times, regulatory demands.

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How to Conduct a 360 Degree Assessment

A 360 degree assessment is the process of rating an employee on direct reports, peers, the manager and sometimes the clients.

This type of assessment is not designed to eliminate or replace performance reviews. Rather, it is more personal as it focuses on the development of business and interpersonal skills.

Everyone involved is asked to speak on the employee’s professional skills and team impact.

The 360 degree assessment can be carried out in the following steps:

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Securing Executive Buy-In

Regardless of the level of sophistication in your L&D strategy, its alignment with your organisational goals, and the extent to which you nurture a suitable culture to drive such initiatives, in the end, it comes down to how well all of these initiatives provide an answer to the critical question your CEO would ask: “By how much have we increased revenue, and/or reduced cost as a result of your L&D initiatives?”

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