The role of the manager (HR and general management) is once again expanding. Supporting people in the context of retention, engagement, motivation and growth has always been a part of these roles - but with growing pressure and levels of uncertainty at work, supporting people is requiring more depth.

Most companies can’t afford to lose talented and capable employees, but it does seem to be happening globally as employees seek more out of life in the wake of the health pandemic. What can business leaders do to predict attrition right now?

The majority of businesses - with the means to do so - have broadly supported work from home (WFH) and hybrid work arrangements over the last two years particularly in the wake of the health pandemic. Do gaps still exist between employees and employers on this important topic?

The process of developing a business case and seeking internal organisational funding might need a shake-up to get a more holistic return on investment. This article looks at the current state of internal funding via business cases and a potential solution to put people at the heart of the investment. 

I came across an interesting model that took into account the internal and external factors that influence what we do in Human Resources (HR). That’s particularly relevant during these times (with the health pandemic, global change and uncertainty.) Here’s the problem: I think the model might be fake! Is this even possible? You tell me… 

There is little doubt that the role of Human Resources (HR) is evolving massively right now with advancements in technology and digital tools, the transition to hybrid working, and the availability of people analytics.

The behavioural sciences are a treasure trove for businesses looking to better understand human behaviour. From psychology, anthropology and cognitive science (as well as their ancillary branches), companies can get insight on how people think or act in order to predict their future actions more accurately. 

It is estimated that 75% of Fortune 500 companies use a behavioural model in their business. One of the convenient ways to apply a behavioural model is to assess the behavioural styles of all staff (typically with psychometric testing).