The Blog: HR

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Kirstin Furber
   

Telling Your Story – Effective Communication

Effective communication with your audiences is even more important that is has been in the past, given the volume of information we are consuming on all our different devices and various platforms. It’s all about ‘cutting through’ and being relevant to get messages across. This is something marketers have been doing for years, but today customers, potential clients, business partners, and employees place great importance on being able to trust the messages we see. As consumers, we are not only searching for the information we need, we are looking for reassurance. Whether we are researching something we are going to buy, who we vote for, or information to inform our beliefs and opinions we need to trust information that’s communicated by companies and its credibility.

Article by 8 October 2019

Matt Weston
   

Why bosses should invest in training and development

Today it feels like change is the only constant that you can rely on. Brexit, digital transformation, industry 4.0 and a changing make-up of the workforce, it’s no surprise that resilience has never been higher on the boardroom agenda. Retaining and upskilling employees in the next few months may well prove critical to business success.

Article by 6 October 2019

Jenny Campbell
   

The Truth About Resilience

Do you experience stress, frustration or a sense of stuckness in your organisation? This may be nothing to do with resistance from staff, but rather a normalisation of a low resilience level.

Article by 3 October 2019

Rebecca Minton
   

How HR can help support employees with cancer

I chose to work in my career as a Cancer Nurse Specialist because people with cancer need much more than treatment alone. There is a much wider picture which is crucial in caring for people with cancer and this is acutely important in the workplace.

Article by 1 October 2019

Seb O'Connell
   

Talent Pipeline: Sourcing & Strategic Workforce Planning

Working in HR and recruitment, wouldn’t it be great to have a crystal ball? We could use it to predict the jobs our firms will need to fill in two years’ time and therefore start a recruitment campaign well in advance. We could anticipate the parts of our organisation that will shrink in the next six months, freeze hiring in those areas and begin reskilling and retraining staff to work in the functions that drive business growth.

Article by 19 September 2019