The IMI is the professional body for individuals working in the motor industry, and the authoritative voice of the sector. The IMI is transforming the automotive industry by setting, upholding and promoting professional standards – driving skills acquisition, establishing clearer career paths, and boosting public confidence. WINC HR Consultants are now Institute of the Motor Industry (IMI) Accredited Assessors, enabling us to deliver Automotive Industry qualification programmes.
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Great news! At long last, the argument against annual performance reviews appears to be winning. Organisations that have already moved to ratings-free performance evaluations are showing no signs of turning back, and the number of businesses following these trailblazers are swelling fast. However, there still lurks one sticky dilemma that HR professionals are wrestling with… How to eliminate ratings but keep individual performance bonuses.
The human resources industry has been reflecting on the best way to impact todays’ challenges concerning corporate culture and workforce performance in the workplace. As an outcome of this ever-increasing focus, substantial shifts are expected in the ways in which technology can be utilised to identify, engage, connect people and the appropriate measures to be considered thereafter.
If I ran a company which made its revenue from promoting yearly surveys, I would be seriously thinking about Blockbuster and the lessons that could be learned by ignoring disruption. Surely, companies selling annual satisfaction/engagement surveys can not keep expecting significant chunks of ever-tightening HR budgets, armed only with promises of design validation and top quartile benchmarking…can they?
It’s undeniable that HR teams have many concurrent objectives to juggle. Nevertheless, one consistent, indelible objective of any HR department is to promote the performance and employee engagement of the organisation staff. There is of course any number of ways HR professionals can go about accomplishing the desired outcomes. This article covers some HR best practices which every workforce specialist could gain significant benefit from applying in their organisation.
We are almost at the end of August 2018 and no doubt several HR professionals out there are entering another period of a “HR Transformation”. Perhaps unsurprisingly, these initiatives are likely to be over budget, behind schedule and those involved may be beginning to question if the panacea promised by the HR Solutions Provider will actually ever materialise. Believe me, I’ve been there too so I know the struggle is real…
Learning empathy can help you recognise your own strengths, weaknesses, and feelings. Your emotions influence the people around you, so it’s often necessary to self-regulate your internal feelings. If you show drive, achievement, loyalty, optimism and empathy, others cannot help but notice your leadership skills.
Human Resources professionals have a major role to play in developing a company. HR managers are responsible to inculcating the correct way of life within the company as well as put in place policies which will attract and retain the appropriate employee base. There’s no doubting that the spread of social media and technology in every sphere of our life has redefined how companies work. The function of Human Resources has also had to change themselves accordingly to keep up with the trends.
In today’s rapidly changing workplace, HR professionals are exploring the prospect of using the Agile Methodologies to the people management processes. Since its inception in the early noughties the agile software movement has emerged as probably the most widely used approaches, with 90% of software companies claiming to adhere to the agile methodology.