Mergers and acquisitions typically involve a great deal of number-crunching and risk assessment. However, the importance of communication and company culture should not be underestimated.
More and more organisations are doing away with annual appraisals and formal performance reviews. Here is why coaching might be a better alternative.
As the economy has responded to the ebb and flow of global upheaval, technology has quickened the pace of digital uptake, and business practices have become more outward facing, putting traditional job functions on the line. Is there a job function to fulfil and is an employee needed to perform that function?
When you are assessing your employees using competencies, you can then clearly highlight the areas for improvement.
The overall unemployment rate in Singapore inched up slightly in the third quarter of this year, even as total employment growth more than tripled from the previous quarter.
An employee who wanted to quit after less than three months on the job was told to pay the company a month's worth of salary as compensation. While this was a clause found in the employee’s contract, it was an “unreasonable” one.
Small businesses often have a harder time attracting and hiring the best employees for specific jobs when they write traditional task-focused job descriptions in their job ads. Competency-based job descriptions is different from a standard job description.
An effective compensation strategy is a clear articulated document that serves as a guide to the organisation on how to manage employee compensation. It motivates current employees and is used as a tool to attract new talents.
Generally, most family business owners and entrepreneurs are busy growing their business and find themselves so bogged down in the day-to-day operations, that they don’t strategically plan for succession planning and how the transition may impact the business.
Ever wondered why organisations invest in job rotation where the roles require the employees to move between at least two job roles at consistent interims with the goal that they must get exposed to different job roles and verticals within the organisation?