Shining a light on hot topics and organizations who are leading the way in the HR space.
While most new graduates believe they're ready to take on the world, only half of all managers believe they're ready, claiming they lack essential skills. Why is there such a disconnect between employers and new grads? And what can employers to differently to source the talent they so desperately need?
This past year has brought an onslaught of articles indicating that organizations are feeling overwhelmed with the pace of change in increasingly volatile, uncertain, complex, and ambiguous (VUCA) conditions. It has become paramount to identify the critical leadership attributes to foster in leaders today, and to invest in the development of the leaders of tomorrow.
This article aims to provide some practical advice on how HR leaders can strengthen their data protection beyond rules set forth by their legal/compliance groups.
Improving retention requires engaging with employees directly to understand their likes and dislikes about their role, the company, and what motivates and engages them. Some key things to look for and quick things to do are as follows.
Despite the fact that we have always had to deal with change, there is increasing recognition of the challenge of operating in a constantly changing environment. The question has become: How do we build the ability to resiliently respond to change?
In late September, about 100 HR leaders gathered in the McLean & Company’s Toronto offices for our Signature 2018 event. This year’s overarching theme was organizational culture, and there was so much great discussion, learning, and sharing that the McLean team is still buzzing about it!
I recently attended a LinkedIn Local Toronto Meetup on diversity and inclusion (D&I) in the workplace that featured a panel of D&I experts and a full house. One of the first questions raised for discussion was: “Is diversity and inclusion now mainstream?” Needless to say, the question divided the room in a long debate.
Understanding and addressing the needs of HR’s stakeholders is the first and most crucial step in developing talent strategy that supports organizational strategy and impacts employee engagement and well-being.
I sat down recently with Cherie Smith and Sara Peña, of California Public Employees' Retirement System (CalPERS), to learn more about what really happens when a ~3,000 person organization runs its first engagement survey.
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