A key tenet of the Fourth Industrial Revolution (Industry 4.0) is the rise of automation, robotics, and A.I. There will be fewer jobs for humans. Who will most likely be affected?  Which skill sets will employees need to develop between now and 2030 in order to stay relevant in this new world? A recent report from the McKinsey Global Institute has attempted to answer these questions.

Organisations today have to face the challenges in recruiting for key positions in the state of the candidate experience and the application process has become more complicated over time. Moreover, the young candidates now are digital natives; they study your company and working culture through online tools before applying.

Digital transformation is the mantra of today’s business but the majority of organisations are still at their earlier stage of the journey. There are five specific hurdles and barriers organisations will face while building an agile digital culture. Being able to acknowledge the problem and to come up with a suitable solution for each challenge will put your business on the right track.

Digital transformation is the mantra of today’s business. It is the process of applying technologies to all aspects of the daily business operation. Nevertheless, digital transformation is more than just upgrading your IT system. It is also a cultural change that requires you to pay extra attention to your business goals and your employees’ behaviours.

When the new iPhone X came out, people were all aware of its new features and the drastic differences in its design. A big portion of the Millennials is tech-savvy, they like to be updated on the newest technological trends, quickly adapt to these changes, and they are willing to learn things that are unknown.

Do you know? Apple, Netflix and Google besides being the leaders in their respective industries, have one thing in common, and that is their star employees are 40% more productive than the average enterprise. Is it because they recruit only the most talented individuals?

Not many organisations are willing to invest in a performance management system; various small to mid-sized businesses choose to ignore it altogether. Technology-enabled performance management if not implemented correctly tends to fail miserably.

The importance of Emotional Intelligence (EI, or EQ – Emotion Quotient, as opposed to IQ) in the success of an organisation is highlighted nowadays. But as its name tells “Intelligence”, EI is usually considered a complicated and sublime term that is difficult to practice and improve. Is that really so?

To properly retain and develop your existing pool of talents, as a manager, you need to keep track of their performance, their level of engagement, as well as become fully aware of their goals for future career development.

Teams of highly performing and engaging individuals lie at the core of any thriving enterprise. It is crucial for organisations to prioritise employee engagement and performance in order to achieve continuous growth. From the initial stages of recruitment and onboarding to employee development and even succession planning, it is imperative for organisations to consistently foster and maintain high levels of performance in every employee.