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Before we look at who is to blame and why, we first need to look at the underlying reasons senior management teams are getting frustrated with their HR/L&D teams.   These are the challenges facing the C-Suite: ?70% of Australian workers are either ambivalent or completely disengaged in their jobs - Gallup, 2013 47% of Australian managers believe their employee turnover is too high - AHRI ....

If you attended this week’s HR TECH FEST in Melbourne (Nov 28 to 29, 2016) as we at Peoplogica did, you will have been amazed by the insights, presentations, and information provided by thought-leaders and case-study presenters, as well as the abundance of technology-related solutions and analytical services on display. A ‘hot-topic’ discussed often with great passion was ‘How do HR people get internal business ....

Over 520 HR professionals converged on Melbourne to celebrate and share ideas on talent, technology and innovation that is transforming the future of work. After two days of presentations, views, commentary and discussions, a definite theme emerged: “To become more relevant to the C-Suite HR professionals must embrace disruption and innovation and solve business problems, not HR problems” &n....

Take a look at this 2009 global branding campaign from Intel, the Silicon innovator and computer chipmaker, using the theme “Sponsors of Tomorrow”. In a series of commercials, Intel made a very clear ‘competitive differentiation’ statement based on the high-performance (rock star) capabilities of their staff.  Apart from promoting their brand, the commercial creates high appeal for attracting the &lsqu....

It must be one of the most frustrating aspects of being a manager and business owner, no matter what you do there is a level of inconsistency in the selection process that would never be tolerated in other parts of your business. Which begs the question: “Why are most managers happy with the inconsistency of recruitment? Well they must be happy because I do not see them challenging the situation and actively looking for a better ....

There is a link between employee selection and the television series ‘Who do you think you are?’ They both provide many unexpected surprises. The problem with employee selection is that most of the unexpected surprises are rarely good surprises. A short-list batch of five CVs has just landed in your inbox. You are fully experienced in your role and you masterfully understand your company culture. You are now responsible for....

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Most senior executives and business owners have some level of preoccupation with catalysing their culture to higher levels of performance and/or excellence. In a world characterised by exacting deadlines, relentless competition, limited resources, globalisation and unwavering expectations from customers, shareholders and employees alike, “culture” seems to be so much more important these days and must be recognised as a significant....

In my last article entitled “Improving leadership potential” I wrote about the need to have clarity about expectation and current state. The diagnostic phase… Having undertaken rigorous diagnosis, attention now moves to the process of ‘shifting the needle’… One of my best friends and a genuine mentor for many years, Glenn Dobson, owns the KONA Group. One of its core offerings is in salesforce capab....

There can be no doubt that choosing the right people for the right jobs is one of the most important contributors to organisational effectiveness. However, in many organisations, rather than being systematic and using sound, objective evidence, the recruitment selection process is a relatively unstructured, intuitive and gut-feel process. The problem with this approach is that a range of emotional responses prevent an objective assessm....