/blog > archive > June 2014

A recent survey finds that HR spending is on the rise for the first time since 2011. A new report by professional services company, Tower Watson, shows that companies are investing more money in human resource (HR) this year than they have since 2011. According to the survey the top three areas that companies are spending money are on talent management, HR data and analytics, and integrated talent management and compensation. Towers Watson found that HR technology spending continues to be strong, in spite of cost reductions in other parts of organizations. They believe this reflects an understanding that technology is a large and increasingly important driver of HR effectiveness and efficiency. It is no surprise then, that more and more progressive companies are turning to innovative and game changing HR technology like SkillsMapper that engages employees in the HR management process and provides companies insight into the skills and…

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Engage Retain

http://www.astd.org/Publications/Blogs/Management-Blog/2014/04/Engaging-Environments-Retain-Workers In the article “Engaging Environments Retain Workers”, written by Michelle Kozin on the ASTD, she points out that “talent focused companies” need to gain “insight into the motivational drives and innate needs of current and prospective employees.” It is my opinion that in order for companies to become progressive and innovative they must drive a stronger connection between the needs, interests, motivations and aspirations of their employees and the opportunities that exist inside the company. In Michelle Kozin’s article, she mentions some best practices for companies to consider in order to engage and retain employees: 1. “Build Awareness First”; 2. “Provide Opportunity”; 3. “Maximize ‘Employee Embeddedness’”. Employers need to have a way to support employees in their own careers and development, while also creating an environment where there is transparency and visibility. The most engaged employees understand where they are inside an organization, what they need to do in…

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We’ve all read plenty of resumes or profiles that state that the person in question is “results-oriented”  or “driven”. Various popular buzzwords come up from time to time and many people litter them throughout their resumes in the hope that this will help them get picked up by automated systems scanning for the ideal candidate. The reality is that the next step in the process is a human being checking through the recommended profiles, and when they see the same thing on every resume they read, they desperately hope to come across something more insightful and interesting. Whilst it’s important to tailor cover letters to make sure that you understand what it is about the role you’re applying for that you’re interested in, I’ve always found it interesting that people are advised to have different versions of their resume for different types of job they’re applying for. After all, isn’t…

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