The HR M&A due diligence is a major contributor during the three phases of a merger, i.e. due diligence, the first 100 days of the M&A process, and the remaining part of the merger until completion. This article is based on “M&A Due Diligence Checklist for Human Resources”, an eBook tackling HR M&A due diligence in support of business leaders, HR professionals and HR consultants. (more…)
Most of us have probably attended countless presentations on visions, strategies and action plans, with boredom descending over the crowd as soon as the 1st PowerPoint slide hit the screen. Opportunity is rarely given for participation and co-creation, and instead, silent “acceptance” and passive resignation takes over. (more…)
As an HR manager, you know that diversity within your staff is important. Scientific evidence doesn’t leave room for doubt: Teams with people from a variety of backgrounds, traits, and experiences outperform teams where everyone more or less shares those aspects. But what can you do to ensure you have a diverse company? (more…)
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As a project manager and recruiter, you know how crucial recruitment and selection is to your organisation’s development. You also know that there are too few hours in the day to sufficiently dedicate yourself to it. Don’t let the best candidates slip away! Don’t keep coming back to phase one. Here are 6 tips for you to prevent this from happening:
Affect organizational learning.
Productivity cultures are becoming increasingly popular in workplaces, with the precarious economy fuelling workplaces whose culture orientates around output. This rise in popularity is for good reason too. Statistics show that ‘companies with engaged employees outperform those without by up to 202%’.
The explosion of ‘productivity’ as a work culture is linked to the emergence of ‘lean start-ups’. Companies whose business ethos is efficiency and strategy-orientated. Its rise is established businesses occurred after the global 2008 financial crisis which meant that businesses had to operate on smaller personnel resources resulting in an increased need for maximum efficiency per employee.
The internet also fuelled productivity culture with workplace time management tools enabling employees to gain greater insight into how they work and how they can make themselves more efficient. There are great benefits to a productivity culture if it is deployed correctly, however, if it’s done wrong it can create a negative workplace environment and negatively impact the business’s brand in the eyes of potential employees and consumers.
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Traditional HRM practices are now giving way to a new discipline called Human Capital Management. There are scholars who insist on treating human beings as capital and there are others who question the logic behind treating human beings as capital – something that may be tangible or may not.
Steve Jobs, the late founder of Apple said, “Innovation is about the people you have, how you have been led and how much you get it”. Apple is considered one of the most innovative companies in the world. Therefore, the words from Jobs need to be treated as sanctimonious.
Find the best candidate for the job! Download “Critical Touch Points of Recruitment” here!
Finding a job can be tricky, but it doesn’t get any easier, when you are the recruiter. Finding the right person for the job is just as difficult. There are many job candidates with great potential out there but how do you figure out who meets the job criteria and who can actually do the job?
“Critical Touch Points of Recruitment”, co-written by the Robin Throckmorton , president of strategic HR, and colleagues, helps recruiters to find the best candidate for the job. The ebook contains advice on sourcing candidates, interview questions, assessments and many more topics around recruitment.
Find out here what the 3 key questions for recruiters are:
This is a guest post by Bookboon author Robin Throckmorton.
Are your ads catching the attention of the right candidates? Do you wish more candidates would actually view your job postings?
A job posting is not a job description! To create an effective job posting, you need to put on your marketing hat and create a “job ad” instead. Unfortunately, most HR folks are not marketers; so creating a job ad for an open position can be a challenge.
You should think of your job opportunity as your product and the individuals that will read the job ad as your potential customers. Your goal is to attract your “customers” interest, communicate the key points quickly and clearly, and leave the “customer” with a call to action. The only way you will accomplish this is to go beyond the basics of the job and grab potential candidates’ attention right away so they want to work for you.
Bookboon.com interviewed Eric Garner, the author of the eBook “Recruitment and Selection”
What does it take to be a great recruiter? How do you find the right candidate? How can you avoid discrimination? ManageTrainLearn owner Eric Garner provides answers to these and more questions in the following lines. This interview will show you what you ought to know about recruitment. Read on! (more…)
Sarah Simpson: Freelance trainer, lecturer, writer and the owner of Dragontooth Training and Consultancy
1. In your new book “High-value low-cost team building activities”, you talk about the importance of building a functioning team. Why is it crucial for modern companies to focus on team building?
I am sure you will all have heard the phrase “we need to build the team” but if you ask people what this actually means you will either get a silent quizzical look, or a wide range of answers that might include “we need to all get on with each other” or “we need to be able to work better together”, but what does this actually mean?
We will all be familiar with Tuckman’s team formation (forming, norming, storming, performing and adjourning). So, team building in its strictest sense would look at the process of bringing a team together, developing roles and ‘norms’, leading it to high performance and finally debrief and feedback upon dissolution. However ‘team building’ in this context describes how can we ensure that individuals within teams and teams or departments within organizations work together in the most effective and efficient manner possible. (more…)