The new partnership builds on EY’s $1.4 billion investment into its EY.ai platform, of which EY.ai Workforce will be a part.
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Cheryl Johnson, HRE’s HR Executive of the Year, focused on leadership training and skills learning through tech to transform Caterpillar into a 21st-century leader.
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Menopause in the workplace is a serious business issue which when addressed properly achieves sustainable, meaningful change. Employers may be tempted to rush through something to appease critics and plug gaps in their workplace culture. But beware! A quick ‘pledge and policy’ approach is not the answer– it needs a far greater investment of time, care and resources. The Menopause Friendly Independent Panel – the body which awards the industry-recognised Menopause Friendly Accreditation to deserving organisations – has worked with over 400 businesses helping them define and refine their policies and practices.
Here are five of the most common pitfalls it has witnessed: read on to avoid making the same mistakes.
In the current business landscape, employees are THE constant cornerstone. They crave more than a wage; they crave recognition. Employee recognition isn’t a luxury; it’s a strategic necessity. Gallup’s latest report, “From Praise to Profits: The Business Case for Recognition at Work,” highlights how recognition fosters engagement, enhances performance, and boosts a company’s bottom line. Discover how HAPI can help you build a Reward & Recognition programme to empower your business. Why don’t you request a quick demo today?
Whilst I’m sad to say it, but my own experience over many years in HR, is that the reluctance often lies with managers – in the first instance. The first time someone asks for something a bit different, a bit non-standard, the shutters come down. I have heard every excuse under the sun for not wanting to grant a flexible working request.
I’m privileged to do some work with apprentices at The Juice Academy, an employer-led social media apprenticeship programme and I simply want to share some real-life experiences on apprenticeships from three perspectives; my own, employers, and apprentices.
A week or so ago I was reading an excellent blog by David D’ Souza, in which David shared his 10 ‘golden nuggets’ , his personal list of inspirational thoughts that had served him so well, so far in his life and particularly his career.
The recent appointment of Satya Nadella as the new chief executive of Microsoft didn’t catch many talent watchers by surprise. Late last year, outgoing CEO Steve Ballmer discretely announced in a meeting with analysts that Microsoft had already found their new leader. Given no major resignations or announcements had been made, other than to end speculation first, over ex-HP head Mark Hurd, and then Ford CEO Alan Mulally shortly before Christmas, the smart money was on an internal appointment.
I was fortunate to hear Rita Gunther McGrath speak about ‘The end of competitive advantage’ recently in a talk that both excited and scared me. The central theme was that the days of finding ‘sustainable competitive advantage’ are long gone and that companies will need to behave in a very different way to survive. That scares me because I don’t see many organisations doing a good job of delivering change. I’m not basing this on Kotter’s statistics on how many change initiatives fail, I’m basing this on what I see around me in organisations and on the stories I hear every day.
When they start with a needs analysis, benefits and HR leaders can get a handle on what they need to better leverage tech for benefits administration.
The post A roadmap to build better benefits tech into your long-term strategy appeared first on HR Executive.