Future of work: will HR become obsolete?
Three key roles HR professionals should be adopting to add real value.
Change management: how to take your people with you
Leaders must be more transparent when communicating change.
Partnership with finance: the holy grail for HR?
In today’s volatile business climate, it’s more important than ever for HR and finance to work together.
Five communication tips to give engagement surveys a happy end
Every employee engagement survey tells a story about the organisation.
Employee engagement during mergers and acquisitions – ignore it at your peril
A unified approach is best when it comes to employee engagement.
HR strategy in the 2020s: transitioning to a people-centric approach in the decade ahead
HR strategy in the 2020s requires shifting from business-centric to people-centric approaches, combining strategic talent management with digital tools and social engagement. This transformation enables organizations to create new value by prioritizing employee capabilities alongside business objectives.
The role of HR leaders through crisis events
How HR can lead the way in preparing for crisis situations.
Avoiding ‘game over’: incorporating gamification into recruitment and assessment
Gamification in recruitment offers immersive assessment experiences that can improve candidate engagement and response authenticity. However, organizations must balance innovative game-based approaches with face validity concerns to ensure assessments appear job-relevant to candidates.
Interview: Dr. Matthias Reuter on the changing face of leadership development
How digital technology is enabling organisations to optimise the potential of their people.
How to become an inclusive leader who values diversity
Inclusive leadership rooted in organizational consciousness evolves through distinct developmental stages, from traditional hierarchies to values-driven cultures. Understanding these stages—from red to green organizations—helps leaders intentionally build diversity and inclusion efforts that align with their organization’s maturity and complexity.
Achieving the mindshift to tackle failure demand in HR
Failure demand—repeated tasks and error cleanup—clogs HR schedules and stems from rigid, top-down process design that ignores human complexity. Using systems thinking to identify and eliminate failure demand can free teams to focus on strategic, value-driving work that actually improves employee experience.
Business after Brexit: the changing needs of UK employees
Brexit uncertainty is reshaping UK employee expectations, with staff turnover rising as workers seek greater purpose and engagement at work. Organizations must prioritize employee retention through values-based culture and talent investment to navigate economic turbulence ahead.
Change management: how to shift the behaviours and mindsets of your people
Successful change management requires shifting both behaviors and mindsets together through a cyclical approach. The 4Es framework—Educate, Engage, Empower, and Enable—helps leaders involve people in the change journey rather than simply instructing them, while managers play a crucial role in creating conditions for organizational transformation.
How to overcome the business myth of gender blindness
Gender blindness is a myth—most organisations still hold unconscious biases that disadvantage women. Dr Marie Luise Sunde and Isabelle Ringnes share personal experiences of gender discrimination and provide an action plan for businesses to address inequality effectively.
Company culture: the single issue at the heart of organisational failure
Toxic company culture drives organisational failure across industries, yet most businesses struggle to measure and address it effectively. New behavioral analytics now enable companies to quantitatively assess culture, identify harmful behaviors, and align strategy with values to improve performance and reduce risk.
Managing employee stress: a vital technique for protecting workplace mental health
Work-related stress costs UK businesses millions in lost productivity annually. HR professionals play a crucial role in protecting employee mental health by creating a supportive workplace culture, identifying stress hazards, and providing resources to build employee resilience and reduce stigma around mental health discussions.
Four ways HR leaders can tackle a toxic work culture
HR leaders can tackle toxic workplace cultures by managing emotional responses, quantifying cultural problems through data and case examples, building leadership support, and implementing sustained change initiatives. These strategies help organizations address harassment, discrimination, and other unethical conduct while protecting brand reputation and business performance.
Why a VUCA business environment can be a positive thing
A VUCA business environment doesn’t have to be negative. By shifting focus from competition to collaboration and embracing vulnerability, uniqueness, and action-oriented solutions, organizations can transform uncertainty into opportunity and unlock employee resilience and innovation.
Three ways to help solve the HR productivity problem
HR professionals spend seven hours weekly managing multiple HR applications, totaling 367 hours annually. This article explores three strategies to boost HR productivity: reassessing technology to eliminate redundant systems, planning communications in advance, and improving workflows to focus on high-impact tasks like talent retention and employee engagement.
How can HR meet challenges along the many routes to future work?
HR professionals need clear organizational destinations and objective skills assessments to navigate multiple routes to future work. By collaborating with executives and stakeholders to understand products, services, and market positions, HR can identify gaps and roadblocks early, then adapt strategies faster than traditional approaches allow.
