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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.
Imagine employers providing their employees with a Total Rewards plan that allows for flexibility, recognises the employee lifecycle, and assists in creating a work environment that facilitates this integration. The question is, where to begin?
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?
When it comes to workforce segmentation, compensation has always been a market maker of sorts—in other words, if an individual is being paid more, the role is more critical. But is this the best way to determine the value of roles in your organisation?
Whatever the circumstances of a leader’s sudden departure, the outcome is the same: Companies are left to deal with an abrupt change, forcing the board of directors back to the drawing block. How prepared are you to handle the situation?
Your company’s performance tomorrow depends on your hires today. Given the challenges recruiters face in the Middle East, what is the best approach to hire star employees?
Aligning culture with business objectives results in more than just higher employee engagement—it also leads employees to engage in value-creating behaviours. How can employers encourage this?
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?
Our behaviours and opinions are shaped by our emotions and experiences, and as a result, it can be challenging to translate these cognitive biases into meaningful employee insights and actions. How can predictive analytics help leaders to get around this?
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