HR Insights Blog

Are you interested in HR related topics? Our blogs contain recent trends, professional opinions, case studies and more. Benefit from our knowledge and experiences in HR for many years.

HR best practices that companies can adopt that may improve business performance

Posted by Quinten van Es on Thu, Nov 3, 2016

Top Employers has developed a rigorous process of evaluating, benchmarking and certifying companies. They have identified best practices in nine key HR topics.

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There is evidence for HR practices driving financial results

Posted by Quinten van Es on Thu, Oct 27, 2016

Consultancies have identified specific HR capabilities and initiatives that correlate to business performance. In 2015, Boston Consulting Group released study results that correlated overall excellence in talent management capabilities with increases in company revenue and profits.

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Emerging evidence: business performance and the validation of HR best practices

Posted by Quinten van Es on Thu, Oct 20, 2016

By the time the second industrial revolution ended in 1914, we as a society had begun to harness the power of machines to drive productivity. Steel had replaced iron, automobiles and trains had replaced horses, and the telephone and radio had changed the way we communicate. Now, more than 60 years into the digital revolution, the engine that drives our society and our businesses is not coal-fired, nor is it plugged into the electric grid; it is increasingly the human brain. Optimizing the effectiveness of today’s human assets is a top concern for business leaders, but many organizations are unsure how to select or deploy talent practices that will drive business performance. 

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Key trend in Leadership Development: Innovation in methods

Posted by Quinten van Es on Thu, Oct 13, 2016
The collective leadership that will be needed to meet the increasing complexities and
challenges around the future of business is unlikely to be sufficiently served by many existing models or programmes. We are about to enter an era of rapid innovation in which organisations will experiment with diverse ideas and new approaches.
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Topics: Leadership Development

Key trend in On-boarding: data driven programme improvement

Posted by Quinten van Es on Thu, Oct 6, 2016
As On-boarding processes evolve, it is increasingly important to track key metrics and measure the impact and effectiveness of the programme, particularly if the aim is to assimilate new employees quickly, smoothly and effectively, helping them become productive and aligned with business values and goals.
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Topics: On-boarding

Key trend in Career & Succession Management: integration with other talent management processes

Posted by Quinten van Es on Thu, Sep 29, 2016
As Career & Succession Management grows in maturity, it is no surprise to see the processes closely align to, and integrate with, other Talent Management processes. In fact this is now becoming a key feature, as much of the information that we gather either crosses over with, or can be used to enhance, other processes such as Strategic Workforce Planning, Performance Management and Learning & Development. 
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Topics: Career & Succession management

Key trend in Leadership Development: Business performance

Posted by Quinten van Es on Thu, Sep 22, 2016
While standard measures of the effectiveness of global leadership initiatives (such as participant satisfaction and behavioural changes) continue, there has been a rise in the use of other measures, notably: sales, productivity and engagement scores of leaders’ direct reports, to help measure success. Improvements in these latter measures show a correlation to global leadership development effectiveness. 
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Topics: Leadership Development

Key trend in On-boarding: On-boarding goes digital

Posted by Quinten van Es on Thu, Sep 15, 2016
In common with many other HR processes, we are now seeing technology assume a central role in the formatting and streamlining of On-boarding. It provides a quick and easy way to ensure that all the traditional paperwork is completed through ‘new joiners’ portals, particularly as systems now have the capacity for documents to be digitally signed. This is an added bonus for hard-pressed HR teams as the amount of manual work, and risk of potential errors, is reduced in the formal processing of new employees. 
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Topics: On-boarding

Key trend in Performance Management: Focus and collaborative evaluation

Posted by Quinten van Es on Thu, Sep 8, 2016

The gradual shift towards a more connected, collaborative workforce - and with it the need for key capabilities of social awareness, agility and flexibility - has resulted in Performance Management having a much broader focus. No longer purely concerned with individual tasks, and measuring output and quality, it now involves assessing the effectiveness of employees in the broader work environment. 

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Topics: Performance Management

Key Trend in Compensation & Benefits: technology that enables integration with talent management

Posted by Quinten van Es on Thu, Sep 1, 2016

We have already reported on how Compensation & Benefits has moved beyond being purely an administrative process and is now used strategically to help with the attraction, retention and engagement of employees. This creates a much closer link between Rewards and other Talent Management processes. 

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Topics: Compensation & Benefits

Key trend in Leadership Development: self-select involvement

Posted by Quinten van Es on Thu, Aug 25, 2016
The selection of candidates, for global leadership development programmes, has historically focused on C-suite executives and predetermined high-potential employees. However, high-performing organisations are now making the process available to any manager who is interested - something that sets them apart from low-performing organisations, and also contributes to better global leadership effectiveness. Global Top Performing companies are less likely to rely on nominations from line management or HR. 
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Topics: Leadership Development

Key trend in Career & Succession Management: Broader recognition of the need for internal mobility

Posted by Quinten van Es on Thu, Aug 18, 2016
Many businesses report having difficulty with the attraction and recruitment of new employees, especially those who have the necessary, defined skill sets required for specific roles. To overcome this, it is important that they develop, up-skill, and retain their existing employees. This also makes commercial sense when comparing internal development with the cost and difficulty of filling specialist roles externally, or time taken to on-board replacements.
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Topics: Career & Succession management

Key trend in On-boarding: more active involvement of senior management

Posted by Quinten van Es on Thu, Aug 11, 2016

One reason why On-boarding may not have been previously given priority in many organisations stems from a lack of clarity over who has responsibility for owning and managing the process. Historically, HR organised orientation days, ensuring that new employees were fully versed in company policies and procedures. 

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Topics: On-boarding

Key trend in Compensation & Benefits: Strategic use of total rewards for talent management

Posted by Quinten van Es on Thu, Aug 4, 2016
We saw how the evolution of the Total Rewards philosophy has enabled organisations to create a bespoke suite of rewards and incentives that will be attractive to employees at different times and career stages. There is a wide range of alternative strategies and methodologies that Top Employers are using to implement their philosophies.
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Topics: Compensation & Benefits

Key trend in Leadership Development: Individual ownership

Posted by Quinten van Es on Thu, Jul 28, 2016
More businesses are seeing personal and career development to be the responsibility of the individual rather than something that the company, be it through Human Resources or individual managers, directs and provides. There is a growing belief that people develop fastest when they feel responsible for their own progress, and that individuals should be encouraged to take the initiative in developing their skills and capabilities. For this to happen the individual employee needs to develop a sense of ownership over their career and personal development, and to understand the importance of honest self-assessment.
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Topics: Leadership Development

Key trend in Performance Management: On-going coaching and feedback

Posted by Quinten van Es on Thu, Jul 21, 2016
Regular coaching and feedback is now an essential element of an effective performance culture; if organisations fail at creating an environment based on trust, accountability, feedback and strong personal relationships, then new Performance Management processes will not have any significant impact on the improvement of performance.
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Topics: Performance Management

Key trend in On-boarding: Towards a multidimensional programme

Posted by Quinten van Es on Thu, Jul 14, 2016

First impressions are important. We saw in the previous trend (see full report) that the On-boarding process now starts much earlier, already during the recruitment phase. The first impressions new hires gain may well shape the way they feel about their new employer in the longer term. 

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Topics: On-boarding

Key trend in Career & Succession Management: redefinition of work and employees' career preferences

Posted by Quinten van Es on Thu, Jul 7, 2016

New attitudes towards ‘full-time employment’ have been emerging over recent years, primarily driven by a rise in the use of contract and contingent labour, more flexible working schedules, job sharing, retirees continuing in the workplace in a part-time capacity, and other working arrangements that would have been much less common a decade or more ago. 

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Topics: Career & Succession management

Key trend in Compensation & Benefits: Adoption of a total rewards philosophy

Posted by Quinten van Es on Wed, Jun 29, 2016

Organisations are increasingly taking a more inclusive approach to compensation and we are seeing a Total Rewards philosophy applied more frequently at global Top Employers. Total Rewards implies a much broader focus, not purely on the money element of compensation and benefits, but also including more holistic aspects like health and wellbeing, work/life balance, work environment and development opportunities. 

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Topics: Compensation & Benefits

Key trend in Leadership Development: Defining leaders by influence

Posted by Quinten van Es on Thu, Jun 23, 2016

The way that we define leaders is changing. More than half of our participants defined leaders not by their position within an organisational chart, but by their degree of influence and performance. As organisations become less hierarchical, flatter and more matrixed, employees find themselves needing greater leadership and collaborative skills for working and sharing across business units and geographical borders, and adapting to ad-hoc project work. 

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Topics: Leadership Development