Are you Managing Remote Employees?
If so, how do we make the most of the new normal?
As we all know, COVID-19 has changed the way many of us are now working. We’re getting a lot of feedback from conversations with you all, so this is what we’ve learnt and what we would like to share with you. Read More
Recovery – where to now? We look at 8 things HR can do
We keep hearing it: These are unprecedented times. COVID-19 has rocked the entire world. We have never seen a sudden ‘economic stop’ in our lifetimes like this. As we know, businesses large and small are facing challenges never seen before. Global supply chains have been disrupted. Many people have lost their jobs – or face losing their jobs – in all sectors. If we’re heading for an economic downturn, there’s no secret formula for HR. So how can we, as HR practitioners, help organisations place themselves on the right side of the recession wave if it hits? How can the people function play a part in recession-proofing a company, or at least help mitigate its effects? We look at 8 key things HR can do.
Understanding Organisations as Adaptive Systems
There are different ways to manage organisations. Some management approaches are more than 100 years old (and you’ll still find them in today’s organisation). However, a more modern way to look at management is to view organisations as Adaptive Systems.
Workers now feel empowered to protest their employers’ business practices. Yet Employee Activism can be a positive force for business prosperity – if leadership can find opportunities to welcome and embrace it, rather than run from it. So let’s take a look at what Employee Activism is, why it’s on the rise and how employers can respond to it.
Without doubt, technology makes our working lives easier, giving us convenience and greater flexibility. But the digital world is difficult to escape, which makes tech overload a very real risk.
The lifeblood of every organisation is its employees, and the focus on diversity and inclusion in the workplace has never been more intense than it is today. Organisations the world over are taking diversity and inclusion very seriously. Increasingly, CEOs are having to take ownership and lead the way, making HR and senior management accountable for creating equal, fair and inclusive workplaces.