Humans: The Pulse of Organisations

Introduction: Delivering the news of termination is arguably one of the most challenging tasks faced by HR professionals. It demands a blend of clear communication, empathy, and legal precision. This blog explores the best practices for communicating a termination, ensuring the conversation is as respectful and pain-free as possible. It's imperative to make sure that all employees are treated equitably (Grote D., 2006). Preparing for the Conversation: Documentation and Compliance: Documentation is important during the progressive or positive disciplinary process. For every difficult conversation, there should be documentation (Grote D., 2016). Ensure all documentation is in order, including performance reviews and warnings. Compliance with company policy and employment law is crucial to avoid potential legal issues. Plan Your Words: Prepare a script to avoid ambiguity. Keep the language clear and straightforward, focusing on the facts and the decision process. ...

The hiring landscape is evolving at a breakneck pace, thanks to the integration of artificial intelligence (AI) in recruitment processes. But what does this mean for job seekers and employers? Let's delve into how AI is not only streamlining but also fundamentally changing the way organizations find and hire talent. We define AI recruiting as any procedure that makes use of AI for the purposes of assisting organizations during the recruitment and selection of job candidates, whereas AI can be defined as “a system’s ability to interpret external data correctly, to learn from such data, and to use those learnings to achieve specific goals and tasks through flexible adaptation” (Kaplan and Haenlein, 2019). Enhanced Candidate Screening One of the most significant impacts of AI in recruitment is its ability to sift through vast amounts of applications quickly and efficiently. AI-powered systems use algorithms to scan resumes and evaluate them based on relevance to the job criteria, ...

The main weapons in the fight against turnover are the employee survey and the exit interview ( Bhasin, 2019 ). An exit interview is a one-on-one session with a soon to be departed employee in which the reasons for leaving are explored ( Heathfield, 2007 ). Are exit interviews the treasure troves of candid feedback and operational insight that companies hope for, or are they just a formality filled with diplomatic niceties? This question stirs considerable debate among HR professionals and departing employees alike. Let’s dive into why exiting employees might hold back the whole truth. The Double-Edged Sword of Honesty Exit interviews are designed as a feedback tool for organisations to refine practices and improve employee retention. However, the effectiveness of these interviews often hinges on the departing employees' willingness to be completely honest about their experiences. There's a pervasive belief that being too candid could burn bridges, potentially harming fut...

Ever wondered why some companies have policies against colleagues marrying? Such rules can seem restrictive, but they often exist to prevent potential conflicts of interest and maintain a professional environment. Let’s explore the reasons behind these policies. Navigating Potential Conflicts of Interest One of the primary reasons companies discourage or prohibit marriages between colleagues is the risk of conflicts of interest. For instance, if two people in a romantic relationship are in positions where one can influence the career progression of the other, it can lead to perceived or actual biases. Decisions about promotions, raises, or evaluations could be questioned by others, undermining trust and fairness within the company.   Maintaining Professionalism in the Workplace Professionalism is key in any workplace setting. When colleagues enter into a romantic relationship and especially if they marry, the boundaries between personal and professional lives can blur. Pu...

In today’s fast-paced world, the traditional 9-to-5 office setup is quickly becoming a relic of the past. The rise of digital technology has ushered in the era of "Work from Anywhere" (WFA), providing professionals with the unparalleled flexibility to design their work lives. Whether it’s turning a van into a mobile office or logging in from a sun-soaked beach, the possibilities are endless. Research to date indicates that WFA is advantageous to the majority of employers and employees because it tends to increase employee work effort and well-being by giving them more independence. However, not all types of industries can accommodate working from different places (Bathini and Kandathil, 2019; Rupietta and Beckmann, 2018; Wood et al., 2018).   The Perks of Working from Anywhere The most immediate benefit of WFA is the freedom it offers. Without the need to commute or stick to rigid office hours, you can manage your time more effectively, balancing work and personal life ...

Organisational culture may be considered as the shared way of being, thinking and acting in a collective of coordinated people with reciprocal expectations (Alvesson, 2013). The term "organisational culture" conjures images of casual Fridays, team-building retreats, and open-door policies. Yet, it encompasses far more, acting as the heartbeat of a company’s identity and the blueprint for its success. Let's peel back the layers to understand the core of organisational culture and why it's pivotal for businesses today.   The Essence of Organisational Culture   At its core, organisational culture represents the collective values, beliefs, and principles of an organization’s members. It's the invisible thread that weaves through the fabric of daily operations, shaping decisions, behaviours, and ultimately, the overall workplace environment.   Why Does Organizational Culture Matter? "The use of culture as a management tool has preceded its own concep...

The lines between human resources (HR) and human capital (HC) often blur, with the terms frequently used interchangeably in the business lexicon. However, delving deeper reveals nuanced distinctions that highlight their unique contributions to organisational success. This blog post embarks on a journey to untangle these concepts, offering insights into how each plays a pivotal role in the modern workplace. Human Resources: The Bedrock of Organisational Management Human Resources refers to the department within an organisation responsible for managing all aspects related to employees - from recruitment and training to compensation and compliance. It's the operational backbone, ensuring that the company's human assets are effectively utilized and well-supported throughout their employment lifecycle. Human Capital: The Sum of Employee Attributes N. Bontis, N. C. Dragonetti, K. Jacobsen a G. Roos defined the human capital as the human factor in the organisation; the combine...

In an age where the only constant is change, the realm of learning and development (L&D) emerges as a beacon of growth, both personal and professional. As technological progress accelerates and the global workforce evolves, L&D undergoes a profound transformation, heralding a new era of opportunity and challenge. Halverson (2010) argue that, with the advent and increasing impact of technologies, a new era of education – the "lifelong learning era" – is beginning, which differs substantially from the current "schooling era". The Evolution of Learning and Development World Wide Web is the most successful educational tool to have appeared in a long time ( IBM Global Education , 2009). Gone are the days when L&D was confined to classroom training and static materials. Today, the field is dynamic, leveraging technology to create immersive, interactive learning experiences. From virtual reality simulations that offer hands-on practice in a risk-free environm...

In the realm of human resources, two terms often used interchangeably are "talent acquisition" and "recruitment." However, these terms represent distinct approaches to the process of bringing new talent into an organisation. Let's delve into the nuances of talent acquisition versus recruitment to understand their differences and implications for modern businesses.  Defining Talent Acquisition and Recruitment Talent Acquisition: Talent acquisition, as defined by Deloitte, is "a strategic approach to identifying, attracting and on boarding top talent to efficiently and effectively meet dynamic business needs." Talent acquisition is a strategic and proactive approach to identifying, attracting, and hiring top talent to meet the long-term needs and objectives of the organization. It involves building relationships with potential candidates, nurturing talent pipelines, and aligning recruitment efforts with the company's strategic goals and cultu...

In the fast-paced world of modern organisations, strategic talent acquisition has emerged as a crucial driver of success. It is importance to align recruitment strategies with organisational goals to gain a competitive edge in today's dynamic business environment (Charan et all, 2015). Gone are the days when recruitment merely meant filling vacant positions. Today, it's about aligning human capital with organisational objectives, fostering innovation, and ensuring sustained growth. Let's delve into the intricacies of strategic talent acquisition and how it's reshaping the dynamics of employee resourcing in today's corporate landscape. Understanding Strategic Talent Acquisition The toughest decisions in organizations are people decisions— hiring, promoting, firing, etc. The ability to make good decisions regarding people represents one of the last reliable sources of competitive advantage since very few organizations are very good at it -Peter F. Drucker At its core,...