International companies are making more and more use of Assessment and Development Centres and they’re doing this for a number of reasons: to benchmark competencies; to facilitate integration of teams; in the context of a recruitment, perhaps at senior executive level and when putting in place high performance and succession planning programmes. Ian McDonald, one of the Directors and founders of Redwood Talent Partners, a British consultant living in France, shares his experience in this area. Read more
ASSESSMENT AND DEVELOPMENT CENTRES: AN ALTERNATIVE TO THE HIDDEN COSTS IN THE CLASSIC APPROACH TO RECRUITMENT AND INTERNAL MOBILITY
Quite apart from the deception with the situation, the many related costs can be measured in time, energy, search fees, direct and indirect salary costs and training, as well as travel costs and expenses and perhaps even a leaving package. Put end-to-end these can amount to more than a year’s salary for the company – an expensive ‘mistake’.
The digitalisation of processes in business has been become more and more prevalent in recent years. Of course the HR function is impacted by digital transformation: areas including training, payroll, recruitment and assessment have been through profound changes.
From paperless payroll to predictive recruitment and the regular use of HR Information Systems (HRIS), there is no shortage of examples of evolution and change in the HR area. This can be seen Read more
Is organizing training for mentors really a futile venture? Read more
The decision whether or not to design and implement a formal mentoring programme is not an academic exercise. It can depend on the culture of the organisation, on the purpose of the programme and the availability of resources needed to support a more formal programme. Read more