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.

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

Key trend in Performance Management: agile and transparant goal setting

Posted by Quinten van Es on Thu, Jun 9, 2016

To stay competitive, organisations need to adapt and respond quickly to changing business needs, and to optimise new opportunities. This high level of volatility within the commercial marketplace has resulted in the traditional inflexible yearly goal setting cycle becoming increasingly ineffective.

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Topics: Performance Management

Key trend in On-boarding: From event to process

Posted by Quinten van Es on Thu, Jun 2, 2016

Historically, On-boarding has been an event that usually lasts a maximum of 2-3 days after a new employee joins the business. In a classic orientation programme the curriculum often centres on company HR policies and an understanding of the role, whilst there is usually much paperwork to be completed.

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Topics: On-boarding

Key trend in Leadership Development: Collective leadership

Posted by Quinten van Es on Thu, May 26, 2016

There is a feeling that Leadership Development has become too individually focused and elitist, often residing in a person or a specific role, and this has contributed to a noticeable growing transition towards viewing leadership as a collective process that is spread throughout networks of people. To facilitate this transition, businesses need to stop identifying individual leaders and instead, shift focus towards creating an environment and culture in which great leadership can develop and thrive.

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Topics: Leadership Development

Key trend: Succession Management becomes a mature practice

Posted by Quinten van Es on Thu, May 19, 2016

Succession Management has previously become an established process within larger organisations as they have sought to maintain leadership continuity through a pipeline of emerging talent. However we are now seeing an increasing recognition of value of succession management processes, from smaller organisations.

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Topics: Career & Succession management

Key trend in Performance Management: performance culture as a foundation

Posted by Quinten van Es on Thu, May 12, 2016

There is an increasing awareness amongst organisations participating in the Top Employers certification programmes, that having a sophisticated Performance Management process in place is not enough on its own to help realise best-in-class results. For high performance to become sustainable the Performance Management process needs to be embedded in a ‘High-Performance Culture’. This idea is widely adopted by the participating companies as already 95% of them (and even 100% of the Top Performers) include a description of their desired Performance Management culture when defining their Performance Management process.

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Topics: Performance Management

Employer branding: “perception is good, demonstration is better”

Posted by Benoit Montet on Wed, May 4, 2016


Digital technology has had a huge impact on employer brand communication, as we know, but are we aware of the pitfalls? Do rating websites collect enough information to effectively steer HR policy towards improving the employee experience? 

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Topics: Employer Branding

Companies are starting to adapt to the demands of the millennials

Posted by Salvador Ibanez on Thu, Apr 28, 2016

The new generations of young employees arriving at companies, the millennials, are becoming increasingly important to those in charge of Human Resources, because they make up a larger proportion of the workforce (in the United States they will represent around 40 percent of the workforce in 2020), and because their demands are very different from those of the baby boomers or Generation X: they have a great interest in acquiring a variety of skills and living challenging experiences, they attach greater value to flexibility and diversity, and they demand prospects for professional development.

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Topics: Career & Succession management

Key trend in Compensation & Benefits: Increased differentiation in compensation

Posted by Quinten van Es on Thu, Apr 21, 2016

Today, we see greater differentiation in compensation, particularly for those deemed to be high performing employees. Instead of pay being equally spread, we are more often seeing relatively smaller increases for moderate and lower performers, with greater budget allocated to employees with outstanding performance. This way organisations are allocating their budgets more effectively to ensure there is room for higher salaries if the performance requires it.

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Topics: Compensation & Benefits