Even as you focus on recruiting talent for today, bench-building efforts should be on your radar. Having a ready talent pool will not only eliminate unnecessary competition at crucial junctures, it will allow you to fortify your business without interruption in the event of a future crisis.
As you work on monitoring, maintaining and improving your employees’ performance in line with your organisation’s goals, remember that in order to be effective, performance management can’t be a one-time activity.
Rapid business transformation amid prolonged economic uncertainty has prompted many leaders to introduce more frequent performance reviews and one-on-one check-ins with employees. However, some leaders neglect to appreciate the difference between the two. Often, managers end up treating one-on-ones as performance reviews. Others squander opportunities to make one-on-ones truly meaningful.
With vaccination programmes being ramped up, HR leaders are ramping up talent acquisition for the post-pandemic era. However, in order to be able to get the best talent, especially in talent-scarce sectors, you must reframe your talent acquisition strategies.
A growing body of research shows that past experience is a poor predictor of future job performance. Yet during the hiring process, employers often inordinately dwell on a candidate’s experience. This results in hiring mistakes. Learn how to avoid them.
As companies struggled to survive during the earlier phases of the Covid-19 crisis, the emphasis on employee coaching and mentoring as part of talent development programmes might have diminished. But the crisis has, in fact, accentuated the need to strengthen such programmes.
No matter which stage of your career you’re at, consciously playing to your strengths is crucial to ensuring success and ultimately, loving your job. Instead of spending an inordinate amount of time and energy trying to fix your weaknesses, learn how to capitalise on your strengths while managing your weaknesses.
Hong Kong’s first digital life insurer, Blue’s CEO and Executive Director, Charles Hung discusses crucial business principles and the art of identifying the right talent.
Talking heads that go on for 30 to 60 minutes, dispensing a multitude of performance objectives in one sitting are just not good enough. Learn how to design micro-learning experiences that actually work.
As more talented candidates move into the gig economy, employers need to find ways to attract and engage top contract or gig workers.