The COVID-19 pandemic is changing everything about the way we work. These changes may last longer after the coronavirus itself has passed. What should we be most concerned about?

 

 

 

 

Remote working isn’t just an idea for the future anymore. The demand for mobile and at-home working opportunities is higher than ever. As the digital world unlocks new ways for people to stay productive online, and businesses see the benefits of having a remote team, a revolution is taking place. What are some tips that you can consider to onboard remote employees?

 

 

 

 

 

 

 

 

 

To limit the spread of the virus, employees across Asia are being asked to operate from home. Isolation, fears and anxiety can undoubtedly impact employee experience and productivity. In a sensitive period like this, maintaining strong morale is critical, especially when employees have to endure dramatic changes to their work processes and environment.

 

 

 

 

 

 

 

 

 

You have just spent weeks planning and conducting your survey… Now what? What do the results mean? Using information derived from survey results can help your organisation improve employee experience and detect problems before they occur. Effective survey analysis and action plans can lead to significant return on investment.

 

 

 

 

 

 

 

 

 

 

 

Growth in revenue for the above-average Glassdoor rated companies was on average 9x larger than growth in revenue for S&P 500. The average growth in revenue for the above-average Glassdoor rated companies was 53%.

 

 

 

 

 

 

 

 

 

 

 

Improving the on-boarding experience is an ongoing process and needs to be measured with surveys at least across the following different milestones: Day 1 - Day 30 - Day 90 - Day 180 & Day 365. HR and hiring managers are both accountable for the success of the onboarding process.

 

 

 

 

 

 

 

 

 

 

From the military to start-ups, leaders always want to know the secret sauce to help their teams perform better. Performance management is now undergoing a transformative time. A 2017 study by Deloitte reported that 79% of leaders surveyed rated the redesign of their performance management system as a high priority.

 

 

 

Already, it is estimated that there are 8 million Generation Z’ers in the workforce. As the largest working generation in history thus far. HR managers will quickly realise that this generation have requirements that differ vastly to Millennials and other generations. 

 

FToday’s workforce looks less and less like it used to. 95% of TAFEP’s 2014 survey said that they work in multi-generational teams, that has members aged anywhere between 18 to 70. Why such a big range, you ask? It’s all thanks to a longer life expectancy and people staying in the workforce longer. In fact, 60% of Singapore’s residents aged 60 to 64 are still working or looking for jobs.