Aberdeen Group’s study published in March 2012 highlights how to achieve workforce flexibility and the importance of aligning overall talent management with the business strategy. Aberdeen Group’s findings are consistent with deliberatepractice’s study published in February this year into “How commercial are contemporary recruitment functions in Australian medium to large size companies?” Read Aberdeen’s article […]
I am sure that there would be many who question the validity of the unemployment rate measures and some of the other labour market data that crosses our paths on a regular occurrence. Stats, damned stats and lies can always be used to tell a story and we are now quite adept at seeing data […]
deliberatepractice perspectives An in depth survey on the effectiveness of the recruitment function in organisations in Australia has revealed some concerning results for business leaders. Recruitment is dragging the chain in some organisations, being recognised as uncommercial, unsophisticated and not strategically aligned with the broader business objectives. The survey, conducted by consulting firms deliberatepractice and incorporatepsychology, has revealed that […]
It’s the start of a new year and many HR professionals are building their HR plans and strategies for the year ahead. Often the question is posed; what are the Best Practices and should we implement them? When we think of ‘best practice’ in HR we think of academically researched, industry benchmarked, and high profile […]
Aberdeen Group have just released their Human Capital management research, conducted with nearly 300 organisations in late 2011, into the strategies, technologies and capabilities employed by ‘Best-in-Class’ HR and talent management practitioners and the impact on business performance. Interestingly this research found: 81% of employees rated themselves as ‘Highly engaged’ 71% of key positions have […]
A report published in July 2011 by Aberdeen Group provides compelling evidence of the link between outplacement and employee engagement. In this study Aberdeen Group surveyed 73 organisations seeking to determine the impact of outplacement on business performance. Aberdeen found that two thirds of respondents offered or have offered outplacement. Importantly, 71% of respondents cited […]
[kml_flashembed publishmethod=”static” fversion=”8.0.0″ movie=”http://deliberatepractice.com.au/wp-content/uploads/2010/08/DelibPrac_face_033.swf” width=”365″ height=”255″ targetclass=”flashmovie”]
[/kml_flashembed]With the world economic and share market gyrations combined with the continuous environmental and social reporting of issues such as global warming, ageing populations, skills shortages, famine, the toppling of political dictators and the continuing war on terrorism who could be blamed for feeling just a little career anxiety?
Companies want their employees to perform well. Many employees get an enormous sense of satisfaction from knowing they perform well. So why is there often such angst regarding the monitoring, acknowledgement and reward of performance?
We see and hear it every day. Recruitment has changed forever. And only those organisations who also see it, understand it and do something about it, will deliver their people strategy and thrive through the next period of talent shortages. So, what is it?
Huthwaite’s 2011 Global Sales Survey of more than 6,400 sales managers, marketing executives and general managers found a poor report card when it came to marketing departments’ performance in delivering leads to sales with “fewer than 10% of sales executives, managers and directors happy with the number of leads generated by their marketing teams”. Please […]