Posts Tagged ‘HR’


Whether you love it or hate it, Valentine’s Day has come around again. The shops are filled with sweets and chocolate in a rainbow of reds and you’ve probably noticed that your local M&S is bursting at the seams with flowers. While February 14th’s long and disputed history started with unsavory activities and founded itself as the holiday of romance in the times of Chaucer and Shakespeare, we think it’s time for another reinterpretation, the HR way.

In the UK, people work 1,625 hours per year, so it’s no surprise workplaces have become their own communities. What can you do this Valentine’s Day to show how much you appreciate your colleagues? We have a few ideas. Read the rest of this entry »

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I’ve been watching with interest the negative attention given to business jargon recently. I would have said ‘watched with amusement’ but use of terms such as ‘demising’ is far from funny. I won’t rehearse the usual suspects; we all know who and what they are.

But one of the less offensive, albeit less current terms is that of ‘operating outside one’s comfort zone’. This one resonates with me personally. It represents a sense of challenge and it has a focus on personal responsibility: ‘I define what constitutes my comfort zone; I determine what action I need to take and consequently, I determine how far out of my personal zone I choose to travel’. Read the rest of this entry »

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As HR departments plan recruitment budgets, L&D programmes and reward incentives for next year, how can reflecting on the past 12 months help inform your HR strategy? Here, top HR professionals look back on their challenges of 2013. Read the rest of this entry »

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RewardIn this interview with Katie Richard, Bill Alexander, CEO of Red Letter Days, reveals why rewarding your employees during tough economic times is key, and offers tips on how to improve your reward programme despite a limited budget.

Q. What trends are you noticing within the reward sector?

A. Current trends that we are seeing are around rewarding teams vs individuals as the money can go further, i.e. more people recognised for achievement. We’re also seeing an increase in incentive travel, which is a positive sign for the industry. Companies seem to be investing in these types of large trips, which is great.

Q. In challenging economic times, how and why should HR be rewarding employees? Read the rest of this entry »

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At Changeboard, we spend our days talking to senior HR professionals across the globe from all specialities and industry sectors. We learn about their successful initiatives, how they inspire their employees, and what they have done to earn their place at the boardroom table. Who better to offer advice than the very HR stars who have carved their own paths and climbed the ladder to the highest rung? Senior HR professionals from MWH Global, Enterprise Rent-A-Car, Aviva, DHL Express, Sharjah Islamic Bank, Appleby, Royal Mail, Serco, and Pinsent Masons share their top tips for success. Plus, Josh Bayliss, CEO of Virgin Group offers his advice for HR professional who dream of being on the board. Read the rest of this entry »

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The sunshine days of summer have many of your employees thinking more about spending time at the beach than building a spreadsheet. And when staff members take a week of summer holiday, it’s more like three weeks because they’re daydreaming about it before they leave and then pining for it when they return.

Keeping your employees focused on their jobs during the summer months can be a challenge. Try injecting some fun into the workplace, so your team won’t be counting the minutes until they can trade their computer chair for a chaise lounge by the pool. Some options to consider:

Meet outdoors

If it’s beautiful day, why spend it cooped up in a conference room? Take routine or informal meetings outside into the fresh air. Consider a “walking meeting” — take a stroll around the block while you and your team converse. You may find that changing the regular meeting dynamic helps fuel creative thinking. At the very least, your workers are likely to be more attentive because they won’t be staring out the window — or twiddling with their smartphones — the whole time. Read the rest of this entry »

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Everyone has a normal range of body motion, but it diminishes as a consequence of inactivity. Joints maintain their youth essentially by virtue of movement. Diminished movement, from our desk-based lives, ages the body prematurely.

When tissue isn’t regularly moved, it dries out like the sponge that isn’t used. If you don’t move your body often at work and ‘feed’ your tissues, you may eventually find it very difficult to regain the flexibility and youthful ability you once had.

But fear not – help is at hand. Regular movement every day will help you maintain your flexibility and even reverse the effects of aging. Fitness must be a daily process and one that you can learn to love again.

Skip the jogging

Daily fitness is necessary to keep your body pain free and full of youthful energy. A daily routine that involves some stretching, strengthening, posture and breathing is ideal but once you’ve passed age 35 there are downsides to jogging. Jogging is carried out in an upright position, the lower back more arched with more load passing down through the hips, knees and feet. Read the rest of this entry »

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Grow your career with a mentor

15 Mar

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      If you want to do something to improve your career prospects, getting a mentor outside your organisation has the quickest return on investment. The power of a mentor is in the opportunity it gives to get third-person perspective from outside your current employer. It is the opportunity for you to discuss your career aspirations with someone who has already been there, seen it and worn the t-shirt. The research on career success reveals that those who actively seek out feedback increase their self-awareness and have a greater likelihood of career success.

      You need to give careful thought to mentor selection. It’s not about accessing your mentor’s network to find job opportunities. It’s much more about thinking where you want to be in 3-5 years’ time and more importantly how to get there. The perversity of recruitment means it’s difficult to acquire the skills and experience you need to achieve your career goals. Recruiters hire those who already have the prerequisite skills and experience, not those who aspire. Together with your mentor you can discuss the options open to you. Read the rest of this entry »

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      There are many definitions of leadership, but the consistent theme through all of them is influence.

      Leadership is the process of social influence in which we enlist the support of others in the accomplishment of our vision. All successful people know that their success comes as a result of other people, so whether you’re an HR professional, a manager, a trainer, or a parent, your success is dependent on your ability to influence others.

      So, how do we influence others? The first thing is to accept is that leadership is not about skills, but behaviour. People aren’t influenced by what we can do, but by what we say and how we say it. Read the rest of this entry »

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      “Anybody can plan; it’s carrying out the plan that is the challenge,” may be true in some contexts, but succession planning is different. Despite the costs associated with unexpected departures of senior or critical employees, many organisations don’t develop succession plans and those that do often don’t implement them when the need arises.

      At last the economic indicators appear to show that we are emerging from the double-dip recession and many organisations can now start to think about celebrating surviving the recession. But how long will it be before some of them start asking: “Can we now survive the recovery?”

      Is your staff still loyal?

      It is estimated that around 66% of all staff have become disillusioned. They have seen their organisations take dramatic cost cutting actions which may have done as much harm to the businesses as they did good; loyalty and respect have been lost. Even if organisations did develop succession plans, how easily will they ride the attrition wave when they discover that those expected to succeed are leaving too? It is further estimated that some 40% of all senior appointments fail or that the new incumbent moves on within 18 months. Read the rest of this entry »

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