Less than one in five employers have said they are actively listening to the needs and concerns of employees as part of their COVID-19 response.Culture
Traditionally, the role of the HR leader was to reactively manage employees and solve any problems they had while addressing the needs of the employer. However, the role of HR teams has evolved and they now play a vital role in the daily operations of a business
With workforces becoming increasingly active in political and social movements, what are the benefits and potential pitfalls HR should look out for?
I would be wasting precious column inches by explaining the many benefits of diversity in the workplace. Any HR professional worth their salt already knows the score. But we are lying to ourselves if we think our workplaces accurately reflect the society we live in.
Before the pandemic, it may have seemed impossible for SMEs to compete with larger firms’ company cultures.
One in five UK employees have said that they don’t trust the government’s return to work advice at all compared to one in 10 people who distrust their employer’s decisions about going back to the workplace.
So much of the storm that businesses are currently weathering is outside of their control. Keeping up with a plethora of government news, advice and guidelines; supporting employees with physical and mental health challenges that weren’t a concern this time last year; learning new and updated words in the lexicon – these are all activities above and beyond the anticipated day job for business leaders and HR alike
Every Thursday at 8pm during lockdown, the nation came together to clap for our glorious NHS and keyworkers on the frontline who are working around the clock to keep us safe, well and fed. In these truly unusual times, it is heartening to see gratitude in abundance.