As an HR leader, navigating the complex landscape of core competencies can be overwhelming. You may be struggling with: Identifying core competencies most relevant to your organisation Establishing clear proficiency levels for each competency Developing core competencies across the company Not having a clear understanding of these can slow down progress and leave your organisation behind in a competitive market. So continue reading to find out about the 35 most common and useful competencies, and a step-by-step guide to develop core competencies in your company. But first, let’s start with b ..read more

It’s crunch time. David, the CEO, needs a quick picture of employee performance before a crucial investor meeting. Sarah, the HR director, scrambles to pull together reports from multiple systems – headcount by department from the HRIS, performance review data for the year, recent survey results from a third-party tool, and even paper exit interview notes. By the time she cobbles together a presentation, the data is outdated, and valuable insights are lost in the shuffle. This data fragmentation is a common challenge in HR. According to a Forrester study, data silos cause employees to lose 12 ..read more

According to Gallup, 1 in 2 employees are open to leaving their organization if given the opportunity. Although you cannot control organic reasons for leaving, like retirement, you can always do something about employees choosing to leave your organization with the right retention strategies.  But first, you need to understand what employee attrition is and what strategies can identify and prevent excessive attrition.  Let’s get into it. What is Employee Attrition? Employee attrition is the gradual reduction in a company’s workforce due to employees leaving and not being replaced imm ..read more

The EU Pay Transparency Directive is a legislative measure to ensure equal pay for equal work or work of equal value between men and women.  This directive is part of the European Union’s commitment to gender equality and reducing the gender pay gap. Employers will need to evaluate, publicly report, and correct their gender pay gap. What Does Equal Pay for Equal Work Mean? Equal pay for equal work means employees performing similar tasks receive comparable compensation, regardless of gender. Pay structures need to be designed to objectively assess the value of work based on predefined gen ..read more

Words have the power to inspire, motivate, and lead. For HR professionals, using the right quote at the right time can enhance communication, strengthen company culture, and provide motivation during times of change or challenge. This guide compiles a comprehensive collection of inspirational quotes specifically tailored for various aspects of human resource management. Quotes About Human Resources “You cannot push anyone up the ladder unless he is willing to climb.” – Andrew Carnegie “The goal of human resource management is to turn raw talent into organizational strength.” – Adele B. Lynn ..read more

3 to 4 million employees quit every month in the United States. Though this number will change based on what industry you’re looking at, employee turnover is at a general all-time high, gradually increasing by the year. Interestingly, studies also show that 94% of employees embrace learning opportunities and say that flexibility is the number one criterion they look for when hunting for a job.  Is there a connection? It’s clear that employees still care, and yet the rate of quitting gets higher by the year.  Companies that care—and invest in strategic retention plans—will manage to h ..read more

What is Covered in Performance Review Sample: Chapter 1:Key Competencies and Skills to Evaluate in Performance Reviews This section covers the crucial competencies and skills that form the backbone of effective performance evaluations, highlighting the importance of aligning these with the company’s strategic goals to foster professional growth and performance excellence. Chapter 2: Self-Review This chapter explores self-assessment through a curated set of questions, encouraging employees to reflect on their performance, career aspirations, and personal goals. It is a vital step toward self-im ..read more

Loved by HR and Business I chose Peoplebox because it had integrations with the tools we use for sales and engineering to automate updating of key results. Dominic Williamson CTO, Hindsite Thanks to its simplicity, we achieved great company-wide OKR adoption within two quarters. Rohit Arumugam Chief of Staff, Nova Benefits The biggest advantage was the flexibility it offers to integrate with other tools. We ran our 360 review cycle and its been a breeze for me and my team to manage the entire process. Ruchika Sawhney Senior Director - HR, Cometchat Not only did the employees find it easi ..read more

Chapter-wise Summary: Chapter 1:The Power of People Analytics Discover why CEOs need people analytics and the impact it has on business outcomes. Learn how data-driven insights can empower you to make better decisions about your people, leading to a more productive, engaged, and high-performing workforce. Chapter 2: Bridging the Gap: From Business Goals to Actionable People Strategies In this chapter, we’ll show you how people analytics translates your vision into concrete strategies for building a high-performing workforce. You’ll see how to identify your most pressing talent challenges and l ..read more

About the D&I Survey Template Chapter 1: Key Areas Covered in Diversity & Inclusion Survey Template The first section will examine the demographic makeup of your workforce with tailored diversity questions. This could cover specific areas related to age, gender, race, ethnicity, and other relevant identifiers. Then, the survey example questions will cover the employees’ perceptions of the overall company culture regarding inclusivity, fairness, and respect. Next, the focus will be on the extent to which employees are aware of the organization’s diversity and inclusion initiatives and ..read more