Insubordination is willful disobedience or disrespect towards authority, causing reduced productivity, lower morale, and potential legal issues. Addressing it is crucial.
Recruitment and staffing are crucial HR functions for sourcing, selecting and hiring the best candidates for job vacancies to support organizational goals.
Pay for performance system is a way of compensating employees based on their individual performance. Under this system, employees are rewarded with a higher salary or other forms of compensation when they meet or exceed specific performance goals.
A great HR Function always keep a clear data model showing where data are born, which system is a master and who is maintaining data in Human Resources
The HR Strategy is a key document that sets the path for Human Resources for the next few years. It must contain the vision, the journey and the emotion, otherwise it will not be implemented into practice.
HR marketing is key to attracting and retaining top talent. Developing effective employer branding and recruitment marketing strategies, tracking metrics and avoiding HR buzzwords are essential for success.
HR Processes refer to the systematic and structured procedures used by an organization to manage its human resources, including recruitment, onboarding, training, performance management, compensation, benefits administration, and employee relations.
Workforce analysis evaluates current workforce capabilities, identifies gaps, forecasts future needs, and develops strategies to align talent with organizational goals.
Administrative Experts streamline HR processes, manage compliance, optimize efficiency, and utilize HRIS, ensuring a well-structured HR function for organizational success.
Employee Champions are vital HR advocates, fostering engagement, talent management, conflict resolution, and change, while promoting well-being and work-life balance.
Introduce a Change Agent by gaining leadership support, selecting a skilled individual, providing training, establishing a reporting structure, and monitoring progress.
Strengthen the Strategic Partner role through understanding strategic priorities, aligning HR practices, fostering collaboration, developing HR competencies, and leveraging analytics.
Leadership styles are diverse, ranging from autocratic to democratic, and each style has its own strengths and weaknesses. Understanding these styles is critical for HR professionals to select the right approach, develop and support leaders, and create a culture of continuous improvement and growth.
Employee development strategies enhance workforce skills and knowledge. Common strategies include on-the-job training, formal programs, mentoring, job rotation, and e-learning.
Strategic workforce planning aligns HR with business needs, optimizing talent acquisition, retention, development, and succession for long-term competitive advantage.
Strategic workforce planning (SWP) aligns talent management with business objectives to ensure the right people, skills, and roles drive success and adaptability.
