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Meritocracy is contextual and circumstantial—capability and performance cannot be taken for granted uniformly across all jobs, tasks, and situations. Yet the fundamental question remains: Can people be expected to genuinely compete and collaborate at the same time?
The need for transparency around rewards and recognition is increasing. Fortunately, there are tools available to help organisations evaluate, compare and communicate this information to their employees.
Positive perceptions of an employer will lead the best available talent to choose an organisation over others. How does an employee determine this perception, and how can you shape it in your organisation's favour?
A well-designed personality questionnaire is difficult to fake because the applicant won’t necessarily know what the employer is looking for. Still, how can employers ensure their candidates are telling the truth?
Pay has often been viewed by organisations as a hygiene factor, but from the employee’s view, it holds a sense of value, worth, and reward. So why does pay really matter, now more than ever?
Professional financial advice is invaluable. Yet, why are so many investors averse to paying 1% per annum for advice that may improve their long-term outcomes by as much as 3% per annum?
Your Employee Value Proposition (EVP) defines and differentiates you as an employer, and provides candidates as well as employees with a clear vision of what to expect when working in your organisation. So, what makes a compelling EVP?
It has been a full-circle moment for the HR team at DBS, having first driven the staff hackathon initiative in 2015. How did Aon’s Best of the Best Employers Singapore 2017 achieve their digital transformation success?
According to Singapore’s Ministry of Health, more than 60% of Singapore citizens and PRs have some form of Integrated Shield Plan to boost their healthcare financing. But is it enough to help you cover the ever-increasing medical costs in Singapore?
Human capital is the scarcest resource in the world today, yet it’s still not being measured as effectively and efficiently as financial capital. Why must organisations institutionalise their human capital analytics, and how can they begin the journey?
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