In a workforce where job opportunities are abundant, attracting and retaining top talent has become more challenging for companies that aren’t offering job-related perks. Aspiring professionals are always looking for the next best opportunity, and can you blame them? The question is, what can you do to ensure that your business is the next best opportunity?

The Productivity Cost of Mental Health Issues

WHO Key Facts

• Work is good for mental health but a negative working environment can lead to physical and mental health problems.

• Depression and anxiety have a significant economic impact; the estimated cost to the global economy is US$ 1 trillion per year in lost productivity.

• Harassment and bullying at work are commonly reported problems, and can have a substantial adverse impact on mental health.

• There are many effective actions that organisations can take to promote mental health in the workplace; such actions may also benefit productivity.

• For every US$1 put into scaled up treatment for common mental disorders, there is a return of US$4 in improved health and productivity.

  https://www.who.int/mental_health/in_the_workplace/en/

An HR department is the spine of an organisation. From acquiring new talent to streamlining workflows, and making sure employees perform well, HR never ceases to be at the heart of a company’s challenges and successes. 

HR professionals play a pivotal role in recruiting and retaining talented employees, streamlining workflows, and ensuring optimal performance levels. However, many HR processes are still manual, which can be time-consuming and inefficient. That's where HR automation comes in, especially the codeless kind, which can revolutionise the way HR teams work. ✅

There have been huge shifts in human resources (HR) within the past decade. Trends continue to transform the field by steering HR departments in the right direction and prompting positive change. HR professionals played a significant part in creating frameworks for the post-pandemic workplace and easing organisations through digital transformation.

There are many HR Technologies on the market which can make it more complicated and confusing when trying the select the right HR Technology. Across the silos of HR and Employee Lifecycle management exist specific Core HR functions which are both operational and strategic. The top layer of the Employee Lifecycle is made up of Recruitment, Onboarding, Crossboarding, Offboarding, Timesheets, Rostering and Awards, Payroll, Self-Service and Core-HR. These areas could be said to be fundamental to the operation of a business and there are significant benefits from automating all of these aspects of operations so that more time can be spent on strategic initiatives or simply having less stress at work. Background Checking is also an important part of this spine. Being able to run checks as Applicants are moved through the Recruitment process is important, as is rechecking employees as checks expire.

Being nimble and dynamic in the way businesses manage skills through performance is going to be important moving forward into the next 12 months – 2023. Having the capacity to use the Skill sets of employees across multiple business silos / departments is a way to keep costs down and improve employee competencies rather than having to hire. Whether your organisation uses a formal or informal performance management approach, it’s important to capture key information and then be able to quickly query it and report on it to make decisions. In our last HR Blog we looked at how important re- or upskilling is to creating a 'Learning Culture.' In this Blog, we dive deeper into tracking skills and filling skills gaps throughout the Employee lifecycle.

LinkedIn's 2022 Workplace Learning Report makes it clear that learning is rapidly becoming a critical part of many peoples’ daily work. Producing high-quality learning experiences for Employees is just the beginning for L&D Professionals. As the nature of work continues to evolve, organisations need to ensure that their Employees have the skills needed to ride the wave of change and future-proof the organisation. When it comes to providing training for future-fit skills, (to build a sustainable workforce and a sustainable organisation), technology plays a crucial role. This week's HR Blog explores the importance of Learning and Development to organisational culture and long term business success.

Has the way your organisation does business changed recently? In some ways, that was a rhetorical question, because change is the only constant. Anyone running or working in a business knows that this decade has already brought so many changes to the way we work that many are finding it hard to keep up. Given that, the next question (not a rhetorical one this time) is - how is your business managing digital change management and transformation in the workplace? In this week's HR Blog we explore these topics through the lens of the Human Capital Management/HR Software maturity model.