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The HR guide to emerging markets: Part one

Marcus Bean says:

Having worked in many emerging markets there's always been problem of retaining talent, especially when HR is lead from overseas dictation. Although Europe and the Americas are gradually more aligned - Africa and Asia are still quite difficult to manage [from my perspective]. I spied this conference on Talent in Emerging & Growth Markets and wondered if anyone else was going to the event?

HRD at heart: Fil Adams-Mercer, CEO of Parcel2Go

janet coward says:

completely useless unbelievable they lost my parcel at depot didnt get any further than that, yet quickly took my insurance to cover this important parcel to a friend in Australia worth £4oo and are now stalling over paying out, claim started on the 8th april now 3rd may and still nothing, awful awful company untrustworthy and don't give a damn about the upset they cause, thank god for facebook , twitter and Trustpilot at least we can warn people to use a responsible courier company if you are sending contents that are important to you as the upset they cause More...

Learning styles not linked to age, says Santander HRD

Tessa Hilson-Greener says:

The most successful people I have ever worked with are the ones who are constantly learning. They do not limit themselves to a particular learning style. A learning sponge.....I think the differences in generations is minimised when a true passion for learning is in place whether 22 or 50 years old if you love to learn how you do it makes little difference.

Employee dishonesty: do you know your staff?

Keith Appleyard says:

There's nothing worse than weak management who are unwilling to confront theft - especially when its theft from other members of staff, especially when 'everyone' "knows" who the culprit is.

HR 'can do more' to ensure effective communications to staff

Matt says:

I totally agree with this article, having been the Internal Comms manager for a large corporate who housed 80% of staff in its down town headquarters, and the other 20% spread out across several sites around the country. The most common complaint was from the satellite offices saying they weren't getting the engagement from the company that they wanted, or worse than that, they were getting the communications that were going out to all staff, but these communications were only relevant to head office (ie, morning tea is served downstairs). To get around this we installed a internal communications software More...

Lucy Adams: ‘appraisals don’t work’

John Machin says:

Wow, do HR managers really need neuroscience to tell them that annual appraisals hardly ever work? Just ask the workers. And what's all this talk of employees being scared of them? Bored to death, maybe. I don't think I've had a useful annual appraisal in 32 years in broadcasting - and I wrote 90% of them! Hardly anyone in my team ever got accurate feedback on their performance. The odd 'herogram', but even these were often wide of the mark, praising people for simply doing their job, just because it happened to come to their notice on a Monday, when More...

How HR can drive sustainability

Muhammad Usman Mazhar says:

Excellent article from an HR Manager. I am really impressed, being a PhD researcher, looking at strategic carbon management in higher education sector organisations. I have been thinking the same that HR has a very important role to play, but unfortunately, they do not understand and do not practice it. Well done!

Disciplinary action over social media doubles

Andy Cast says:

Employers are right to be putting in place social media policies, not just to protect themselves but also protect their employees. I wrote this article a few months ago about a head teacher who got herself into trouble on Facebook...

Businesses increasingly measure ROI on L&D, says CIPD study

Paul Kearns says:

If the CIPD knew anything about measuring the ROI from learning they would realize that a large percentage of spend on learning (approx 70%) cannot be 'ROI'd'. They should read their own textbooks to find out why - "Evaluating the ROI from learning" (CIPD, 2005)- page 82 - by yours truly.

Seven recruitment tools you need

Online RECRUITMENT tool says:

Now a days digital recruitment is uprising industry and growing rapidly. Some of top most video recruiting tools are Skype, LinkedIn, Interview Vista- video interviewing platform ans many more. thanks for your informative stuff.

'Clearing the dead wood': how to make room for new talent

Peter Kizer says:

Simple, Nick: just move the jobs. The "dead wood" - the ones who are committed to the success of the company, and who are committed to where they live, won't move. The the so-called "new, bright, energetic talent" (that is already known to have no loyalty to either their current employer or where they live) will just snap up the opportunities. Hopefully before they realize that if the jobs can be moved from Point A to Point B, they can also be moved from Point B to C.

Performance improvement plans and the culture of fear

Michelle Russell says:

Dear Mr Bevan, Your assertion that GE uses forced distribution to cull the ‘bottom 10%’ of its workforce every year is outdated. Back in the Jack Welch days, there were admittedly ‘targets.’ But Jack Welch left in 2001, and Jeff Immelt phased out forced distribution and rank and yank very early in his tenure. About a decade ago. But we do live in a performance culture. This is how it works in theory and in practice. Regardless of what GE business you’re in - be it GE Healthcare, Energy or Capital - and what country you are based in, at More...

Rules for long-term unemployed come into effect

Keith Appleyard says:

I concur - when I was on Contributions-based Job Seekers Allowance (valid for 6 months) it was less than £70 a week, but it cost me £2.80 for a return trip on the bus to the Job Centre (too far to walk, I don't own a bicycle, car parking would have been more expensive. If I had to do that daily, it would have cost 20% of my JSA. No-one at the Job Centre ever told me about any free transport benefits.

HR directors: What makes an HR leader?

Shiren Bamboat says:

Article valued & contributes in a real way.

Mixed reaction to Miliband's zero-hours contracts plans

Carol H Scott says:

In the desperate rush to get a viable platform to attract voters in 2015 Milliband picks up on zero hours contracts. Although some are not used in the correct manner, many are and they work extremely well for employers and employees. Norman Pickavance author of the report on which Labour's policy is based, talks of a 'crackdown' to prevent "flagrant abuse of employees' rights". This is real old Labour rhetoric and reeks of sending children up chimneys. Hardly a compelling approach in the 21st century. The proposal that there will be a right to fixed hours after 12 months is More...

Rules for long-term unemployed come into effect

steven edwards says:

The government like to boast about the unemployment figures being the lowest since the 1990s but what they want to keep quiet is the fact the figures are not true, they dont take into account the people on some government training programs or on work programs or people that have lost all there benefits due to sanctions, add all of these together and see the figures then.....

Mixed reaction to Miliband's zero-hours contracts plans

benjamin profane says:

It is odd that the CIPD's response to Labour's review contradicts its own submission to the government on the same subject. And I quote: "the CIPD additionally calls on Government to legislate to allow employees the ‘right to request’ a set number of working hours per week"

Rules for long-term unemployed come into effect

Steve Skinner says:

There can be so many reasons why people remain unemployed for long periods. It could be age, lack of suitable vacancies, lack of any vacancies, lack of skills etc. etc. What about the cost of travelling to a Job Centre every day. Will this added expense have to come out of unemployment benefit and what will it achieve? I wonder if individual circumstances will be taken into account before putting people into what, in effect, will be workfare.

Business and schools must work together to train next generation of engineers

Gary Dixon says:

Without getting bogged down in strategic thinking,technical speak and educational theorising, business,government and the family must encourage the "fun, reward, rebellious and maturity of science and engineering as a great way to simply enjoy life!. "Sex it up!" Give the whole area a marketing make over and tune it in youthful thinking ...

HR and the SME growth cycle

Fern Ryan says:

Katie, great article specifically addressing HR for SMEs. Just like the UK, Australia too has a large proportion of SMEs - 96% of Australian businesses are SMEs, which means the majority of the local workforce and business sector are missing out on the benefits that a HR professional can provide. This is was why I decided to start my own HR Consulting business. The challenge for me personally is breaking down the misconceptions of HR or/& trying to explain exactly what HR is (its more than just payroll and an accountant or bookkeeper does not qualify as a professional HR More...

In this issue: June 2015
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What we talk about when we talk about talent: Everyone talks about it, but what do we mean by it? Deconstructing 'talent'

Red letter day: Modernising the Post Office

Act like a leader: Herminia Ibarra shows you how

Right as rain: Workplace health and wellbeing

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