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Do your staff know who they work for?

All too often, managers and their teams take a very narrow, task-oriented approach to their roles. This is usually because they are so focused on getting the job done, and done well, that they are unable to take a step back to see how they fit into the wider organisational picture.

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Does your HR strategy support employees in playing to their strengths?

Employers evaluate strengths when making decisions for appointments, promotions and salary increases. But how often do human resources strategies follow a strengths-based approach to building competence in organisations? We often focus on what employees are doing wrong, rather than what they are doing right, and in doing so, we often deny our employees opportunities for optimising their full potential to the benefit of themselves and our organisations.

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