Of your total employees, 10% are top performers and self motivated. The 80% can be a performer or a problem. The last 10% are problem employees
When developing a program to address different behaviors, HR should take the lead, however, inputs and support of line managers is vital.
Though not every HR is into this, but millennial and tech savvy HR are using social media for pre-employment or pre-regularisation background check and investigation
One mode to non regularize a proby employee is to let the probationary contract expire, according to this SC decision
The right seat on the right bus is about the ability of HR to place people on a responsibility where s/he will be most productive and happy.
Another value adding quotes from Filipino entrepreneurs, this time on the subject of talent management
Here are the top 5 reasons, in our case, why employees of critical position, resign.
Balancing the requirements of the organization vis-a-vis the different work behavior of employees coming from different generations is fun.
While still hopping around different blogs, I bumped into a post from INTRAP that refers to a post from Work Matters. This is about the seemingly backward HR mindset.
Employee is internally motivated if s/he is in a job aligned to his purpose in life, purpose driven recruitment makes this possible.
Norman Vincent Peale once said “change your thoughts and you change the world”. Thoughts serve as mental map, and mental maps influences employee behavior. Guess what, the mental map that serves as anchor to our attitude and behavior is our choice.