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Compensation Strategy
How to Create Efficient Compensation Strategy for Business?

Did you know? According to 66% of workers, benefits are an essential aspect of overall compensation. The compensation strategy is essential in achieving consistency when it comes to compensation and benefit choices within your firm.  With a transparent pay structure in place, you will be capable of supporting your business in being more competitive in

Employee Behavior
6 Best Ways to Encourage Positive Employee Behavior in 2022

Did you know? 70% of companies have made physical workplace changes to support healthy behavior. Employee behavior in the workplace is an important aspect that influences your overall work experience at an organization. Positive workplace behavior leads to enhanced efficiency and performance for both the team and the individual.  People who perform more professionally and

Employee Misconduct
Employee Misconduct: How to Deal With It in the Workplace?

Did you know? Over 75% of U.S. office workers have experienced or witnessed employee misconduct at some point in their careers. Employee misconduct is the devil in the corporate world, and it can raise its ugly head in any workplace, at any moment. You never know until something happens. Employee misconduct is a wide term

Internal Mobility
Internal Mobility: 8 Best Practices to Boost Your Employees

Did you know? Nearly 60% of employees claim that switching jobs at their current employer is more difficult than finding a new one elsewhere. Employee migration within a company is referred to as internal mobility. The internal mobility plan takes this a step further by providing a framework for lateral and vertical mobility of current

OD Interventions
OD Interventions: Definition, Types, Goals, and Examples

Did you know? The company's most important policy, according to 68%, is training and development. Organizational development is a well-known word and a critical organizational function. In this blog, we will explore a concept many people have heard of but are unfamiliar with.  Our goal is to present a basic understanding of organizational development, what

Hierarchy Culture
Hierarchy Culture: Definition, Types And Examples

Did you know? Nearly 50% of job candidates assess potential companies based on their hierarchy culture. Among the deciding factors in the application process, 46% of job applicants mentioned culture, while 88% thought it was at least somewhat relevant. Back then, the majority was all that mattered, and workplaces were governed by fear and domination.

Job Enrichment
Job Enrichment: 9 Engaging Techniques to Motivate Employees

According to a survey, 33% of workers quit their jobs because they are unhappy and prefer to take on new challenges. We've all had weekday setbacks at work at this point. Employees aren't motivated by their work since what we feel as job discontentment has become so common in workplaces. Despite businesses rebranding themselves as

Shift Bidding
How to Use Shift Bidding to Increase Employee Productivity?

Did you know? In the United States, 80.4 million people over 16 and older were paid on an hourly basis. Are you having trouble with how you're currently scheduling your staff? Do you think the employees should make better use of their office time and arrive at work with a more positive mindset? Most probably,

Talent Management Strategy
Talent Management Strategy: 8 Tips To Develop Thriving Plan

Did you know? In 63% of companies, employees do not have regular discussions about their career growth or aspirations.  It is vital for businesses to consider how they invest in their personnel. From recruiting through development, adopting the correct processes to develop your people is vital for the growth and success of your organization. Designing

Talent Marketplace
How to Effectively Use Talent Marketplace in Your Company?

Internal talent mobility is vital to 76 %, yet just 6 % believe they are appropriately mobilizing staff from one role to another. For a long time, most talent management principles were straightforward. Employees were employed to do a specific task. They had one manager, managed by someone else in the same function—to the top.

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