On the CatalystOne blog we cover subjects regarding HR technology, HR systems, HR processes, Performance & Talent Management and more.
The pandemic has pushed the gas pedal to the floor in many ways when it comes to how we work. We have seen remote working and all that it entails – namely the digitilisation of processes and tasks – being pushed through at record speed. But how has this panned out so far for HR processes?
If you didn't know who Simone Biles was before the 2021 Tokyo Olympics you probably do now. A celebrated American great of all time (affectionately known as GOAT in the US), Biles made headlines across the globe this season for what she didn’t do as opposed to what she did.
Does the term Performance Management fill you with dread or anxiety? Or maybe as a manager it makes you sigh and frown at the thought of another awkward sitting with one of your team? For some years now Performance Management methods have been deemed dated, burdensome, and of low value. But the waves of change that followed the recent Covid-19 pandemic may have forced a positive shift, and a new blueprint, to a process that many had considered broken.
Every organisation knows (or should do) that employees are its greatest asset. Every HR manager wants to support the business by delivering great people-related vision, strategy, and processes across the company. But managing this asset is no small task as no two employees are the same and a business’ needs inevitably change as it develops and grows. So what can HR teams and their organisations do to succeed?
If you're forced by circumstance to carry out employee offboarding remotely, there are several things to consider. First, your organisation is at greater risk of giving both a poor experience to your leaver, and second, you may be exposing your company to the risk of sensitive data falling into the wrong hands and wasting money on erroneous access and licensing. Completing the employment lifecycle with as much emphasis on good offboarding as onboarding creates an atmosphere of respect and professionalism while giving invaluable insight into your employee churn and protecting against data security risks.
People don’t just talk about their first day at a new job, they broadcast it. With global social media usage increasing at startling rates in 2020, the coronavirus pandemic has all but ensured that your new employees will share their early experiences of your organisation with their friends and followers, especially if they're being onboarded remotely. And if they’re really happy, they’ll keep talking about it in the weeks and months to come. This is your chance to turn your latest hire into your newest brand ambassador.
There’s no question that making the change to digital recruitment saves time and money, but what does a digitalised process say to your candidates? For jobseekers in today's remote-working world, an intuitive, self-service approach to hiring hints that you have embraced technology and flexible working conditions. With this in mind, the question becomes: is this hint a promise you can fulfil?
When the first wave of corona virus-related lockdowns hit Europe in March 2020, we all had the impression it was a storm to be weathered: rough for a while, but one that would pass within a few months. But then, as much of Europe once again tightened restrictions amid surges in COVID cases, the realisation dawned that even now after the one year mark, this up-and-down situation may continue for some time. Vaccine distribution has started, but the reality is that they will take time to reach us all and for the pandemic to be considered truly over.