Productivity – the buzzword of the Singapore economy since time immemorial.
In the beginning, it was very much centred on the industrial age that we were in.
This means getting operators to adopt new equipment, change to new workflows or simply making the production area more ergonomic so you save previous minutes which could be channelled to making more widgets.
What if we train them and they leave? What if we don’t and they stay?
This is a common phrase whenever discussion surrounds training. Or in today’s context, better known as learning & development.
In a research paper by Dr Amir Elnaga & Amen Imran titled ‘The Effect of Training on Employee Performance’, it affirmed the proposition that training has a positive impact on employee performance.
Most recently I was invited to moderate a panel discussion related to time-to-fill.
Essentially the premise on how do you accelerate the process from application to the onboarding of the candidate.
Traditionally, this would mean getting the applications in, manual screening of those applications, going through rounds of selections (which include phone/face-to-face interview), offer and onboarding.
According to a McKinsey analysis, the average professional spends 28% of the work day reading and answering email.
This is largely due to the sheer number of messages that they received daily – 120 of them.
Email was once at the forefront of convenience.
Used as a way to quickly send messages and share files from anywhere in the world, it was — and, for many, still is — a primary tool to communicate with friends, family, and colleagues.
Over these 2 years, it has been apparent that HR Tech has been playing an increasingly important role in using personal data to aid businesses, especially in terms of automation, analytics and artificial intelligence.
Organisations increasingly using HR Tech companies as an intermediary to process personal data, which leads to an immediate need for those organisations to ensure that these service providers have sound data protection practices.
Are you in the process of designing your HR Tech agenda for next year?
Here’s some help! Join Stacey Harris, Sierra-Cedar and Amol Pawar, PeopleStrong in a webinar that covers it all!
Who Should Join: CHRO, CIO, CEO and HR Tech Professionals
Why Join: If you want to know what works and what to plan for an HR Tech which is scalable and relevant for the present as well as future, you cannot miss this one.
Insta-Hiring Conclave, Talview’s TA and HR Leaders Conclave, powered by Microsoft, is an interactive experience that discusses the global state of Talent Acquisition.
The event fosters conversations around AI in Talent Acquisition over breakfast. It will showcase examples of how companies have successfully leveraged AI in their recruitment strategy.
Performance appraisals are always time bound activity.
In most of the organizations, performance appraisals are also associated with salary revisions and it is important to complete the performance appraisal before the salary revisions are due.
Performance appraisals are also an opportunity for managers and employees to take stock at the performance, progress, etc.
Decision fatigue causes us to lose energy and focus after making too many decisions.
Whether you just started your workday or have a long way to go, decision fatigue can cost you.
With each decision we make, your brain has to work to process information and make a choice.
We make anywhere from 10,000 to 40,000 decisions each day so that requires a lot of brain power.
In July 2019, Singapore will be the centre of a vibrant two-day discussion around Leading People and Digital Transformation.
Join a diverse group of 80 corporate HR and learning leaders from Southeast Asia and 20 international executive education experts to build the future of corporate learning in Singapore on 3-4 July.
