There are few words than cause fear as quickly as the word Change. Despite being anxiety inducing, it is the organisations that embrace change who survive; however, those who remain stagnant often fail. As Benjamin [...]
Exit interviews provide a structured framework for understanding the motivations and drivers that contribute to an individual exiting an organisation.
A Performance Management System (PMS) offers a guiding map to direct efforts and to assess how successfully organisations are meeting their business objectives. Successfully implemented PMS provide productivity improvements and enhanced strategic capabilities.
Psychometric assessments provide detailed understanding of a candidate’s cognitive abilities, behavioural and personality style, values and motivations.
Research supports that developing the emotional intelligence of managers equips them with the skills and abilities to provide their employees with effective and continuous coaching for performance.
Good leadership is a key ingredient to an organisation’s success. Many companies promote employees into leadership positions based on their technical expertise, however, it takes more than technical knowledge to make a successful leader.
With the recent changes to Health and Safety (H&S) legislation, New Zealand employers need to ensure that they are taking all practicable steps to ensure both the mental and physical well-being of their employees [...]
Instead of asking about validity, the real question should be “How useful is this assessment or intervention?” This leads to the more focused question of how useful this assessment or intervention is for the problem.
360-Degree surveying is a popular way for organisations to evaluate performance, assist employee development, and support talent management processed. By one estimate, multi-source feedback such as a 360 surveying is used in 90% of Fortune 1000 organisations.
A common complaint from organisations is that exit interviews are a waste of time, effort, and money. The reason for this is that they are simply done as part of the checklist for any exiting employee. Box ticked. Job done. But therein lays the problem.
Today, guidelines defined by the established professional bodies such as the Australian Psychological Society (APS), British Psychological Society (BPS), and the American Psychological Association (APA) are referred to as the benchmark for ethical practice in psychology.
Data Is An Ingredient Not the Meal: 5 Key Things to Think About to Begin Turning Data Into Information
While data has value to solving organisational problems, it is not a solution in and of itself. This point is lost on clients who think that just by having data that the solution to problems such as retention, selection success and training evaluation will somehow reveal itself.