Budgeting plays a vital part in any organisation regardless of size. For some, the process of building a budget is downright tedious, time-consuming, and challenging. What's more, businesses have to worry about not only short-term budgets but also long-term ones. 

Planning, Budgeting, and Forecasting (PB&F) is one of the three management processes that constitute Enterprise Performance Management (EPM). We have presented the basic principles of EPM and its other two components in a previous post. In this article, we will dive deeper into the PB&F process and discuss the similarities and differences among financial planning, budgeting, and forecasting.

Appeared in 2016, the term “ghosting” is first used to describe a situation for romantic relationships where a person “disappears” and cuts all connections with the other party without any explanation. Recently, this practice has expanded from the dating world to the workplace and became a nightmare for both candidates and employers. Fortunately, there are steps you can take in order to avoid being ghosted by candidates.

According to a study done by ClearCompany¹ in 2016, 68% of workers say training and development is the most important workplace policy. Nonetheless, many companies still view employee training as an expense instead of an investment. But despite all of the resources, time and effort put into making everything happens, many organisations fail to properly measure the effectiveness of the training.  

If you are starting to see a handful of young, new employees here and there in your company who all have the “eager to learn new things” look on their faces and a smartphone in their hands, lucky you for spotting the first crop of Generation Z (those who were born from 1996 onwards). 

Job interviews at tech giants like Google, Twitter, or Microsoft can be notoriously challenging with technical questions like "reverse a linked list" and brainteasers like “Why is a manhole round?” or "How many ping pong balls would fill a 747?" However, these interview questions are rapidly falling out of fashion in Silicon Valley because they can’t measure what they are supposed to.

Employee performance management used to be an end-of-the-year event for most companies, in which, people were rated and ranked based on the assessment results. However, this outdated way of evaluating that promote the competition between workers rather than bringing them together. This explains why the old “competitive evaluation” model is slowly being replaced by the “coaching and development” model, which is more consistent and more focused on the employees. Today, the majority of leading companies have chosen to apply continuous performance review practices.

The current job market is candidate-driven. This means the top quality talents now have in their hands the power to pick a particular employer based on their likings. As a result, acquiring skilled talents is becoming even more competitive, expensive and time-consuming. Fortunately, there are innovative recruitment trends in 2019 that can make the life of recruiters much easier. 

In 2014, LinkedIn embarked on the journey of recruiting 100 individuals over the course of 60 days. Many thought it was an overstretching goal but LinkedIn managed to overcome such a challenge. How did they do it? What are the critical steps to a successful mass recruitment campaign? 

Motivating employees can be one of your biggest challenges as an employer, but learning how to inspire your workforce is the key to a successful organisation. Constant pressure to increase productivity, profitability and revenue growth can often overshadow the importance of how an unengaged workforce can negatively affect corporate performance.