It’s is a strange expression, isn’t it? It sounds as if your work and your life were two completely separate arenas. The moment you start working, you also stop living your life.
I know, I know… of course what we really mean by this expression is the balance between somebody’s work and private life, where balance traditionally means that you should be able to have enough time for your non-work-related things (such as your family, friends, hobbies, etc.).
Sure enough, more and more companies have embraced the notions of flexible working hours, job sharing and other “unorthodox” practices, so that their employees have enough time for their private life.
This approach, however, still fails to acknowledge the fact that all of us have got ONE LIFE that can’t be artificially split into two distinct areas: work and life. Read More
Let’s face it, there is always fierce competition for the best talent on the job market. It is increasingly difficult to find senior professionals who are established experts in their field, professionals that don’t require several months if not years of training and on-the-job experience before they start creating value for your company. This scarcity of top talent is especially true for certain professions such as IT and engineering. But no matter which industry you are in, there are always positions which are difficult to fill because there may be anything from only a handful to, at best, a few hundred suitable candidates on the job market.
What approaches should you take for the successful recruitment of these top professionals?
In our Best of HR project we interviewed over fifty HR managers. Many of them have faced this challenge in the past – and continue to face this challenge today – and they were happy to share their experiences. Read More
How can I increase employee engagement when budgets are getting tighter? How can I maintain staff motivation with minimal resources? These are questions many leaders and HR professionals ask themselves.
One of the HR directors participating in the Best of HR Project shared with us what methods they use to keep employees spirits high in a period of budget cuts. This is what she said:
“Motivate with small but meaningful gestures”
We are a big multicultural company. We employ 80,000 people worldwide and 170 people in our Eastern European subsidiary. Ours is not a small organisation, but it is very important to us that employees feel “at home” in our company. We are always on the lookout for creative solutions to reinforce the family-like atmosphere, which is a key element of our organisational culture.
Should employees’ general health be the concern of the company, or is it a private matter altogether? How can a big organisation help its employees look after their own health, and make them more conscious of their lifestyle?
One of the participants in the Best of HR project shared with us his story of introducing an All-Employee Health Program into his organisation. This is what the manager responsible for the program said:
“Well-being – one of the three major factors in job performance”
There are three main factors that determine an individual’s job performance:
- their professional competences and skills
- their motivation
- the employee’s general health and well-being
What is the first step on the journey to becoming an outstandingly supportive and valued internal HR service provider?
You need a high-performing, motivated HR team.
A HR director participating in our Best of HR Project faced a big challenge two years ago: employee engagement within the HR team was one of the lowest within all the teams in the whole company.
However, through some radical changes – both within the HR team and in his own leadership style – he managed to improve things so dramatically that, just one year later, HR had become the most engaged team in the organisation.
In the interview with him he shared with us the key elements of their success. Read More
For some companies their CSR commitment simply involves giving money to a couple of non-profit organisations a few times a year. Others regard CSR as a great marketing opportunity: let’s show the world and our customers that we care, that we give back to society.
But I rarely come across a company that regards CSR as a way to boost employee engagement, to motivate staff and to increase loyalty.
One of the HR directors participating in our Best of HR Project shared with us how CSR and employee motivation are strongly linked in their organisation. She also gave us some hints as to how a system like this can be built up until the CSR buzz spreads among employees like a virus.
Let me share some of the things she said.
CSR is a joint effort between individuals and the company
“We are very proud of our CSR programme. Whenever the company gives to charity we always make sure that our employees are part of it. Read More
As part of the Best of HR Project I recently had a very inspiring conversation with the regional HR manager (CEE) of a big international company, who told me about his experience of building a highly effective regional HR team. I am happy to share his story with you here.
When I received the regional HR manager’s position…
I was promoted into the regional HR manager’s position almost two years ago. These two years have been hard, but we have managed to build a regional HR team which is not only performing outstandingly, but is also fun to work in. I am sure it is possible to push a team to exceptional performance by putting a lot of pressure on them, but in the long run that isn’t sustainable. Instead, I wanted to create a culture of trust and openness. Read More