On the CatalystOne blog we cover subjects regarding HR technology, HR systems, HR processes, Performance & Talent Management and more. (6)
Does the term Performance Management fill you with dread or anxiety? Or maybe as a manager it makes you sigh and frown at the thought of another awkward sitting with one of your team? For some years now Performance Management methods have been deemed dated, burdensome, and of low value. But the waves of change that followed the recent Covid-19 pandemic may have forced a positive shift, and a new blueprint, to a process that many had considered broken.
Every organisation knows (or should do) that employees are its greatest asset. Every HR manager wants to support the business by delivering great people-related vision, strategy, and processes across the company. But managing this asset is no small task as no two employees are the same and a business’ needs inevitably change as it develops and grows. So what can HR teams and their organisations do to succeed?
Over the past few months many organisations (including ours) have been trying to decide what “the future of work” should look like for them.
A year into the Covid-19 pandemic here in Europe, isolation, illness, grief, and worry is taking its toll. A McKinsey report states that 62% of workers worldwide consider mental health “a top challenge”.
If you're forced by circumstance to carry out employee offboarding remotely, there are several things to consider. First, your organisation is at greater risk of giving both a poor experience to your leaver, and second, you may be exposing your company to the risk of sensitive data falling into the wrong hands and wasting money on erroneous access and licensing. Completing the employment lifecycle with as much emphasis on good offboarding as onboarding creates an atmosphere of respect and professionalism while giving invaluable insight into your employee churn and protecting against data security risks.
People don’t just talk about their first day at a new job, they broadcast it. With global social media usage increasing at startling rates in 2020, the coronavirus pandemic has all but ensured that your new employees will share their early experiences of your organisation with their friends and followers, especially if they're being onboarded remotely. And if they’re really happy, they’ll keep talking about it in the weeks and months to come. This is your chance to turn your latest hire into your newest brand ambassador.
There’s no question that making the change to digital recruitment saves time and money, but what does a digitalised process say to your candidates? For jobseekers in today's remote-working world, an intuitive, self-service approach to hiring hints that you have embraced technology and flexible working conditions. With this in mind, the question becomes: is this hint a promise you can fulfil?
When the first wave of corona virus-related lockdowns hit Europe in March 2020, we all had the impression it was a storm to be weathered: rough for a while, but one that would pass within a few months. But then, as much of Europe once again tightened restrictions amid surges in COVID cases, the realisation dawned that even now after the one year mark, this up-and-down situation may continue for some time. Vaccine distribution has started, but the reality is that they will take time to reach us all and for the pandemic to be considered truly over.
Here at CatalystOne, we started 2020 strong, like many companies did. Our plans for continued growth were somewhat derailed in March with the onset of the corona virus pandemic – along with the rest of the world, of course. But we found our feet again quite quickly as the demand for digital systems increased during lockdowns and remote work, and the second half of the year has been busy, to say the least.
How Kolonial.no rose to meet the pandemic challenge When Lars Due-Sørensen signed on to become Kolonial.no’s new People Business Partner in December 2019, he couldn’t imagine that by his first day of work in April 2020, he’d be tackling some of the biggest and most unexpected challenges the company had ever seen.
