Organizations are adapting and innovating in new and unconventional ways to reshape and recreate the new work environment. One of the needs of the hour is to build resilience into the organization. Building resilience is one of the best ways to prepare for a crisis since resilient people and teams are more adaptive, flexible, and collaborative.
A Chief Human Resource Officer (CHRO) is arguably one of the most important and influential positions a company can have nowadays. In 2015, a global survey noted that 80% of executives say their company cannot succeed without an assertive, data-driven CHRO.
Employees and companies universally have reacted to the COVID-19 situation in unexpected ways. While businesses may permanently shut down, some will struggle, remaining shall emerge as winners leading to lay-offs, permanently and temporarily, leaving millions of people unemployed.
Business transformations, the world over, have a renewed global currency – employee health, thereby, higher productivity. While the concept was gaining traction for some years now, the current pandemic has further accentuated the need.
Predicting future has always been difficult for human beings, except those mathematicians who could easily carryout predictive analysis by their statistical skills computing historical data.
Marching Sheep, is an HR consulting firm which is a thought leader when it comes to diversity and inclusion, and progressive HR policies and practices. We were talking about concepts like motherhood penalty
Quid pro quo harassment is a type of workplace harassment where one favor is exchanged for another. “Quid pro quo” is a Latin term that essentially means “this for that.” Indeed, quid pro quo sexual harassment certainly is “this for that.
The world is hit by the worst kind of global crisis and in order to survive, organizations are striving hard. In many cases we have seen that organizations are now launching a completely new business line so that they can cope with the changes in the market and the customer behaviour.
COVID-19 stormed in without any warning signs forcing organisations to rethink on ways to manage talent and culture. This has left even VUCA experts baffled as no one ever created an SOP to deal with such unforeseen disruptions.
The term ‘generation’ is traditionally used to refer to a group of people born and living during the same period of time, which usually spans 15 years. With four different generations making up today’s workforce, it can be difficult understanding what they all need and where they are best utilised.
The unprecedented nature of the Covid-19 pandemic and its widespread impact has significantly altered and influenced economic and social systems across the world. Further, Covid-19 has highlighted the vulnerability of our progress and brought many systems to a near standstill.
Get back to basics and deliver value. Focus on what you can control. How can you perform better, faster, or smarter to deliver on the promise of excellent service? What matters to the organization’s mission or vision? How can your team contribute to that?