Human Capital Hub

2024 is set to be a year of mass disruption as long-standing business models are tested by the rapid pace of technological advancement, causing economic upheaval around the world. In the last great technological leap, we saw traditional businesses such as Blockbuster, Tower Records and Kodak disappear as Netflix, Spotify and Instagram came from nowhere to dominate.

The effective application of artificial intelligence, as we’ve argued at length elsewhere, has already begun to reliably distinguish forward-looking businesses from those still coasting on the momentum of previous successes. Of course, this level of operational advancement remains difficult to achieve, as the integration and scaling of AI solutions represent a long and complex journey — though it is well worth the investment when implemented skilfully.

As we enter the third year of this pandemic, many businesses have made the shift to a hybrid work model. The following tips can help your organisation embrace a successful and sustainable hybrid work model, to prosper throughout the remainder of this pandemic and beyond.

Organisations that are experiencing a slowdown in business activity due to the COVID-19 crisis should take this opportunity to upskill their workforces.

COVID-19 will permanently change some aspects of doing business. Here are some important takeaways for HR departments.

Due to COVID-19, many people are now working from home. By following these tips, you can stay motivated and productive during these challenging times.

Global business is facing a wave of disruptive influences that look set to spark the Fourth Industrial Revolution. We explore how the way professionals work is evolving, the leadership skills that will be needed within the dynamic mid-market to thrive, and how organisations can stay competitive in the war for talent and customers in 2030.

Investing in human capital development drives growth as it improves the collective skill, knowledge, and capacity of the organisation’s employees.

Employee engagement is often confused with employee satisfaction, but there is a fundamental difference between the two ideas. A team member may be content with the easy rhythm of the status quo, but only an engaged employee will take the initiative to improve efficiency and performance wherever possible.

Too often considered to be a medium-to-low priority, corporate culture affects everything about an organisation – from the way its over-arching goals, to its internal behaviour, to the types of interactions it creates with its customers. Moreover, corporate culture issues are primarily leadership issues, because the way senior management thinks and acts will always affect the mindset at other levels of the organisation.

Market Mapping provides a thorough, intelligence-based overview of talent availability in your industry, including potential candidates who are not actively searching for new positions. The database is not limited to skill-based metrics, but rather also takes into account the personality types of relevant candidates, and how well they are likely to fit in with your own company’s culture.

Towards the end of last year, I had the opportunity to attend our global conference in Vancouver and was honoured to listen to one of the gurus sharing a great deal of information around unconscious bias and why it’s important to be “bias aware”. It’s not easy, but when the concept is learnt and understood, it allows us to pause and think before we make any judgement or decision.