MEASURING THE RETURN ON INVESTMENT WHEN PROVIDING OUTPLACEMENT -
INTERNATIONAL STUDY
The Centre for Organisational Research provides strategic research and best practice information to organisations on an international level. A study was recently carried out involving more than 1200 senior Human Resource executives, representing companies from a wide variety of industries. Forty-six (46%) of the respondents worked with organisations that employed more than 1000 people. Respondents were asked to share their views on the value and benefits of providing transition services so that the return on investment could be measured. READ MORE...
FINANCIAL ASSISTANCE FOR THOSE WHO LOSE JOBS AS A RESULT OF THE ECONOMIC RECESSION
A package to assist those made redundant in the current economic turmoil will cost $50 million over two years if 70,000 people lose their jobs. The Government announcement of the economic assistance package today is almost identical to that outlined by National during the election campaign. The "ReStart" package offers short term help for up to 16 weeks to low and moderate income families with children, and to people with high housing costs. Those made redundant will be offered: READ MORE...
REDUNDANCIES - FOLLOW THE LAW OR PAY THE PRICE
With the current economic climate and predictions of further doom and gloom, the instruction that most frequently crosses our desk right now is how to reduce staff costs by effecting redundancies. Obviously, this is not a decision that employers (for the most part) make lightly. Recruitment and investment in training employees is a significant cost and finding and holding onto talent has been identified as a key issue.
Once a company has got to the point that redundancies seem the only option, they often want to proceed with great haste, sometimes immediately. While this is understandable in a 'rip the plaster off quickly' way, New Zealand law requires employers to approach possible redundancy with care.
READ MORE... BENEFITS THAT COME WITH CAREER PLANNING AND CAREER TRANSITION
Noel Waite makes a case for "career insurance", as she considers the future of work for professionals. The old career paths and expectations are gone, she says. Actively managing your own career is vital. And managers have a role too, in assisting their employees with career planning.
We're experiencing global, environmental, organisational and technical change of unbelievable rapidity. This is a time of change and rapid adjustment which can be painful for some and wonderful for others. How will you react? READ MORE...
HELPING EMPLOYEES THROUGH CHANGE
Downsizing...Right-sizing, lay-offs or workforce adjustment, whatever the current "correct" terminology, the fact remains that it is the most difficult thing that managers will deal with in their careers.
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OUTPLACEMENT - A WINNING SOLUTION
Outplacement, or career transition as it is often now termed, is traditionally offered to employees who leave a company as a result of major organisational restructure. In the current global economy, organisations need to be especially responsive and competitive in their respective markets. It is paramount to their success - and their future survival. Providing transition support in times of change is a key part of this. READ MORE...
RETENTION
EMPLOYEE RETENTION - THE KEY TO BOTTOM LINE SUCCESS
Every time you lose a valued employee, you're losing money right off your bottom line. It makes sense to stabilise your workforce as much as you can, so you can generate a stronger profit.
Human Resources? Bottom Line? Yes, they are connected. READ MORE...
CAREER DEVELOPMENT AS A RETENTION AND SUCCESSION PLANNING TOOL
Career development and succession planning go hand in hand. When they are linked to the organisation's vision, employees can align their personal aspirations to the organisation's current and future needs, creating a mutually beneficial environment.
Internal career development programs are proving critical in keeping valued employees while concurrently ensuring greater control over the succession planning process. Retention research indicates that individuals tend to stay longer where they are experiencing personal and professional growth. READ MORE...
TALENT RETENTION
What makes valued employees stay with an organisation when other opportunities beckon? And what triggers good people to jump ship? Employees begin to disengage and think about leaving an organisation when one or more of four fundamental human needs are not being met. These are the need for TRUST, HOPE, A SENSE OF WORTH, and FEELINGS OF COMPETENCE. READ MORE...
LEADERSHIP
HOW IMPORTANT IS LEADERSHIP DEVELOPMENT IN BUSINESS?
Executive coaching and leadership training are two great ways to improve productivity in the work place. These techniques can help train employees to perform at a higher level and raise the overall value of the company. In order for this to happen, the employee must be willing to take...
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LEADERSHIP VERSUS MANAGEMENT
What is the difference between management and leadership? It is a question that has been asked more than once and also answered in different ways. The biggest difference between managers and leaders is the way they motivate the people who work or follow them, and this sets the tone for most other aspects of what they do.
Many people, by the way, are both. They have management jobs, but they realise that you cannot buy hearts, especially to follow them down a difficult path, and so act as leaders too. READ MORE...
