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Like most major markets in Southeast Asia, Malaysia faces challenges with finding the best talent and the cost of hiring them. What steps can HR take to improve return on people investment and drive business performance?
In this guest post, Insights At Work is delighted to feature the view of Dr. Tony Strudwick, Head of Performance at Manchester United F.C.
For many organisations it would be unheard of to only monitor financial and customer performance once a year. But with employee engagement also a strong contributor to overall organisational success, why wouldn’t we put the same focus on one of our most valuable assets—our people?
Malaysia is an employee’s market. Yet, while companies are falling over each other to recruit talent at higher costs, the talent is not delivering results. So why are employers afraid of losing them?
In any typical sales organisation, only about 15 to 20 percent of its salespeople strive hard to reach the top and an equal number are at the bottom as low performers. What about the core and critical, yet vulnerable, 60 to 70 percent in between?
Over 75% of Fortune 500 companies deploy psychometric testing in some form for employee assessments, yet many line managers do not trust the data and output. How can you make talent assessments work harder and better, especially for a multicultural workforce?
In the Southeast Asian talent market, where rewards and careers are key engagement drivers, are companies ready to lose the traditional performance rating system?
Most organisations have a programme to identify and develop their high-potential employees, but our studies have shown that it takes more than that to build a truly robust leadership pipeline that can deliver business advantage. What are the five steps every organisation must take?
Key Performance Indicators, or KPIs, are popularly used to track performance. However, an over-emphasis on KPIs may impair performance rather than boost it. How can organisations set effective KPIs that let them get the best out of their employees? Read on to find out.
A significant portion of all value created in business today is attributed to people. So how can HR implement strategies for people to be the organisation's greatest value drivers? Read on for the answers.
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