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managing hr in challenging times - 5 skills you need to develop

the world in 2017 has become even more volatile with unstable economies in europe, intense business competition, rapid technological advancements, as well as an aging workforce. the singapore economy is predicted to slow down, and as businesses consolidate and face increasing pressures, hr will need to continue to innovate, design and develop new strategies to help their companies and leaders manage in challenging times.here are my thoughts about the 5 key hr areas that we can focus for 2017.1) organization development and change managementdynamic business environments will lead to constant change. hr professionals will need to understand how to revisit old structures that are hierarchical and help the organization transit to more agile, lea...




seven life-saving chrome extensions for recruiters

chrome extensions are an often overlooked tool in a recruiter’s toolbox. these small but mighty software programs are designed to modify and enhanc...




managing hr in challenging times - 5 skills you need to develop

the world in 2017 has become even more volatile with unstable economies in europe, intense business competition, rapid technological advancements, as well as an aging workforce. the singapore economy is predicted to slow down, and as businesses consolidate and face increasing pressures, hr will need to continue to innovate, design and develop new strategies to help their companies and leaders manage in challenging times.here are my thoughts about the 5 key hr areas that we can focus for 2017.1) organization development and change managementdynamic business environments will lead to constant change. hr professionals will need to understand how to revisit old structures that are hierarchical and help the organisation transit to more agile, lea...




how unilever's diversity model produces more opportunities for women

we are living today in a volatile, uncertain and dynamically changing landscape. technology is changing the way we work, live and interact. we see numerous challenges all around us: issues of extreme poverty and income inequality, the devastating impact of climate change.these challenges affect all of us and finding solutions to them requires new ways of doing business, new skills and new types of leadership. we need to look at bringing in the best of diverse talent so that we have a workforce that is equipped with the qualities that are needed to run a successful business. women, especially, naturally possess collaborative and nurturing working styles that are exceedingly important in the new framework.increasing diversity in our workforce,...




managing hr in challenging times - 5 skills you need to develop

the world in 2017 has become even more volatile with unstable economies in europe, intense business competition, rapid technological advancements, as well as an aging workforce. the singapore economy is predicted to slow down, and as businesses consolidate and face increasing pressures, hr will need to continue to innovate, design and develop new strategies to help their companies and leaders manage in challenging times.here are my thoughts about the 5 key hr areas that we can focus for 2017.1) organisation development and change managementdynamic business environments will lead to constant change. hr professionals will need to understand how to revisit old structures that are hierarchical and help the organisation transit to more agile, lea...




starting your hr digital journey – 5 key strategies

over the last few months, i have had many hr colleagues, organizations, as well as individuals approaching me to discuss on how one should embark on their hr digital journey. caught in a world of rapid digitization and onslaught of technological advancements, many hr professionals, including myself, struggle with how to transform our departments and organizations.the first step to change is to really understand what is going on in the world in terms of digitalization. what are the disruptions that are affecting the workplace and the trends that we see happening in our industry and in the world? how can we as hr leaders help to lead our organizations through this transformation, manage the disruption, and most important of all, prepare and en...




7 life-saving chrome extensions for recruiters

chrome extensions are an often overlooked tool in a recruiter’s toolbox. these small but mighty software programs are designed to modify and enhance the functionality of the chrome browser. most importantly, chrome extensions can make your job a whole lot easier.written using programs like html, javascript, and css, extensions bundle all their files into a single file that the user downloads and installs. once downloaded, a tiny icon appears on screen in the top right corner of your browser window. extensions can be turned on and off as needed. or deleted with a right click if you download, and then decide it isn’t useful to you after all.there is a bevy of chrome extensions that can help recruiters and hiring managers do their jobs more...




life-saving chrome extensions for recruiters

chrome extensions are an often overlooked tool in a recruiter’s toolbox. these small but mighty software programs are designed to modify and enhance the functionality of the chrome browser. most importantly, chrome extensions can make your job a whole lot easier.written using programs like html, javascript, and css, extensions bundle all their files into a single file that the user downloads and installs. once downloaded, a tiny icon appears on screen in the top right corner of your browser window. extensions can be turned on and off as needed. or deleted with a right click if you download, and then decide it isn’t useful to you after all.there is a bevy of chrome extensions that can help recruiters and hiring managers do their jobs more...




jack bucalo: operating excellence in hr

editor’s note: this is the fourth of five articles in our jack bucalo series “making hr a true business partner.” join hr exchange network to receive our newsletter and access all of our content, including articles, columns, videos, reports and more.almost every chief human resources officer desires the same goal – membership at the c-suite table as an equal business partner to the finance and line executives – but few achieve it. most chro’s fervently hope for a ceo (and/or president, as the chief operating officer) who appreciates the worth of the function and will grant them such a seat. however, most ceos and coos do not have the necessary vision of the function, as it is the least known of all the functions that report to t...




are you using your hr analytics to demonstrate hr’s business value?

editor’s note: this is the third of five articles in our jack bucalo series “making hr a true business partner.” subscribe to hr exchange network to receive our newsletter and access all of our content, including articles, columns, videos, reports and more.historically, it is fair to say that chief hr officers and other hr leaders have been criticized by ceos and line executives as having little or no pragmatic financial, operating or strategic business sense, while being considered as only theoretical business thinkers. at the same time, they have always desired to be considered an equal business partner to their line and financial executive peers in the eyes of the ceo which is best illustrated by having a seat at the c-suite ta...




how to align hr to corporate objectives & strategy

editor’s note: this is the second of five articles in our jack bucalo series “making hr a true business partner.” subscribe to hr exchange network to receive our newsletter and access all of our valuable content, including future articles, columns, videos, reports and more.chief human resources officers always desire to be an equal business partner to their line executive peers, and they feel that their job title should entitle them to that status. such status cannot, and should not, be handed to them. in most companies, they must earn it.recently, the use of hr analytics has become the means that some chro’s are using to try to achieve it. however, the use of hr analytics is found solely in large companies who can afford such a...




are you using your hr analytics to demonstrate hr’s business value?

editor’s note: this is the second of five articles in our jack bucalo series “making hr a true business partner.” subscribe to hr exchange network to receive our newsletter and access all of our content, including articles, columns, videos, reports and more.historically, it is fair to say that chief hr officers and other hr leaders have been criticized by ceos and line executives as having little or no pragmatic financial, operating or strategic business sense, while being considered as only theoretical business thinkers. at the same time, they have always desired to be considered an equal business partner to their line and financial executive peers in the eyes of the ceo which is best illustrated by having a seat at the c-suite t...




hr analytics must measure the right metrics

editor’s note: this is the second of five articles in our jack bucalo series “making hr a true business partner.” subscribe to hr exchange network to receive our newsletter and access all of our content, including articles, columns, videos, reports and more.historically, it is fair to say that chief hr officers and other hr leaders have been criticized by ceos and line executives as having little or no pragmatic financial, operating or strategic business sense, while being considered as only theoretical business thinkers. at the same time, they have always desired to be considered an equal business partner to their line and financial executive peers in the eyes of the ceo which is ...




hr in the age of ai - download the whitepaper

1. access to expertly produced market reports, videos, industry interviews, white papers, infographics, podcasts and more2. weekly newsletters with a round up of the latest c...




how to align hr to corporate objectives & strategy

editor’s note: this is the second of five articles in our jack bucalo series “making hr a true business partner.” subscribe to hr exchange network to receive our newsletter and access all of our valuable content, including future articles, columns, videos, reports and more.chief human resources officers always desire to be an equal business partner to their line executive peers, and they feel that their job title should entitle them to that status. such status cannot, and should not, be handed to them. in most companies, they must earn it.recently, the use of hr analytics has become the means that some chro’s are using to try to achieve it. however, the use of hr analytics is fou...




employers beware solar eclipse | hr exchange network

you look around the office one day in august, and suddenly, without warning, everyone is gone. or perhaps human resources and managers are starting to realize that an unusual number of employees have just asked for the same time off. what’s so special about aug. 21, 2017? what on earth is going on?for those of you still in the dark, a total solar eclipse will cross the continental united states, coast to coast, on monday, aug. 21, an event that has not occurred for 26 years. beginning in oregon, the moon will slip between the sun and the earth, aligning to block our view of the sun. the entire nation will witness a partial eclipse, while a total eclipse will take place along a roughly 70-mi...




how to align hr to corporate objectives & strategy

editor’s note: this is the second of five articles in our jack bucalo series “making hr a true business partner.” subscribe to hr exchange network to receive our newsletter and access all of our valuable content, including future articles, columns, videos, reports and more.chief human resources officers always desire to be an equal business partner to their line executive peers, and they feel that their job title should entitle them to that status. such status cannot, and should not, be handed to them. in most companies, they must earn it.recently, the use of hr analytics has become the means that some chro’s are using to try to achieve it. however, the use of hr analytics is fou...




are you invested in your talent? | talent management

“the balance sheet has two parts: the balance sheet for financials and the balance sheet for people. if these two are not in balance, no organization can have sustainable success.” - dinesh paliwal, president and ceo of harman internationalinvestment in human capital is proven to increase a company’s ability to produce and profit. with so many challenges facing today’s human resources executives in a constantly changing environment, talent management (tm) is sometimes pushed to the peripheral. it should, however, be a cornerstone for companies that value their talent.a survey conducted on behalf of the world federation of personnel management associations identified several challenges...




are you invested in your talent? | talent management

“the balance sheet has two parts: the balance sheet for financials and the balance sheet for people. if these two are not in balance, no organization can have sustainable success.” - dinesh paliwal, president and ceo of harman internationalinvestment in human capital is proven to increase a company’s ability to produce and profit. with so many challenges facing today’s human resources executives in a constantly changing environment, talent management (tm) is sometimes pushed to the peripheral. it should, however, be a cornerstone for companies that value their talent.a survey conducted on behalf of the world federation of personnel management associations identified several challenges...




are you invested in your talent? | talent management

“the balance sheet has two parts: the balance sheet for financials and the balance sheet for people. if these two are not in balance, no organization can have sustainable success.” - dinesh paliwal, president and ceo of harman internationalinvestment in human capital is proven to increase a company’s ability to produce and profit. with so many challenges facing today’s human resources executives in a constantly changing environment, talent management (tm) is sometimes pushed to the peripheral. it should, however, be a cornerstone for companies that value their talent.a survey conducted on behalf of the world federation of personnel management associations identified several challenges...