Before considering what the key skills for HR practitioners in the future will be, it is essential to identify the future challenges for the HR service. The role of HR is changing as a result of many influences. These include: globalisation resulting in increased competition; a change to service- and consultative-approach; demographic trends evidenced by […]Continue Reading...
HR professionals with knowledge of Lean Six Sigma tools and HR Data Analytics can deliver better service to their customers – their leaders and colleagues. Identifying requirements and gaps, analysing, improving and innovating processes as well as ensuring the performance long-term are valuable business partners.Continue Reading...
Strategic workforce planning is the process of matching workforce demand and supply over a foreseeable time period. Organisations conduct workforce planning that builds upon quantitative activities such as headcount planning and workforce analytics, and use these data as part of qualitative decisions to support and implement organisational strategies.Continue Reading...
Given today’s need for HR professionals to be Strategic Business Partners, to be a ‘Voice of Conscience’ to the CEOs as well as Champion for the Employees, those with background in proven management methodologies and tools such as Lean, Six Sigma or Kaizen have a great advantage. An HR Professional who can present his business case for HR strategies and interventions with a compelling return on investment will be respected and regarded. Having the knowledge and exposure in cost and time estimates, in analytical thinking processes as well as fact-based strategies and decision making will open doors.Continue Reading...
“I would like everyone in our organisation to have his personal career plan in his hands shortly after joining us” was the message we received from Jason, the leader of a social sector organisation. As he explained, it was not easy to attract people to join his team of around 600. The lack of attraction […]Continue Reading...
In response to evolving conditions, you came to realise that your organisation must change. Change leadership consists of project sponsor, with overall responsibility, seconded by a project manager. These people will be your change agent – the ones upon which success of your initiative will rely.Continue Reading...
Thinking ahead is a cardinal rule of business. In addition to monitoring the daily operations of your business, you need to think about the future. And, as difficult as it may be, it’s important to envision the day when you no longer will be in charge. For successful organisations faced with demanding leadership requirements in […]Continue Reading...
There are several invaluable lessons learnt during the different phases of YOG. A significant task has been the recruitment, preparation and motivation of more than five hundred staff and of more than twenty thousand volunteers within a timeframe of less than two years. It is not new that recruiting people means evaluating, finding skills and […]Continue Reading...
Discussing workforce planning with an HR professional of a government entity in Singapore we explained our approach that starts from customer and strategy, goes via processes and concludes in workforce needs, in short. The answer I got from my client was “Why do you look into operations in order to do workforce planning. We want […]Continue Reading...
Imagine you join a new kind of job in a different line of business you don’t have any experience in. Imagine your new colleagues are as novice as you are and all of you join at the same time. Imagine most of your trainers as well as your team leaders have never done this job […]Continue Reading...