HR departments which focus on three HR activities will have a more significant impact on customer and shareholder value than HR departments that focus primarily on HR metrics themselves, writes Wayne Brockbank A number of leadership and management thinkers and institutional economists have posited that the “enemy of the great is […]
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3 steps to realise and bring the value of “intangibles” to the bottom line
Given that people are bound up with intangibles, this is one domain in which HR could and should be the experts – and thereby add great value and leadership to business partners, writes Dave Hanna Over the past 50 years a subtle revolution has been in motion that changes how we […]
Want to drive real culture change? 7 steps for turning values into standards
If you want to maximise the performance of your organisation or team, values must be turned into shared standards, writes Peter Fuda Every organisation has values. The challenge, however, is that these are usually different from those written on the poster. To cite an infamous example, Enron’s espoused values were […]
How Nestlé demonstrates tangible business value through L&D
An “outside-in” thinking approach has been critical to the development of a unique L&D framework within Nestlé, which has demonstrated learning value and results while positioning the L&D function as a tangible performance enabler within the business. As a result, Nestlé’s L&D team has made considerable inroads into changing the […]
How HR can create the most value for competing stakeholders
HR professionals experience conflicting pressures from a range of stakeholders, and Wayne Brockbank says there are three important ways HR can balance competing expectations and create sustainable value for these stakeholders As an HR professional, you will experience conflicting pressures from competing and occasionally antithetical stakeholders. Competing expectations come from line […]