Recent TRG blog posts

As you are well aware, expense management is an integral part of many businesses. This normally involves employee travel and entertainment expenses. Yet Aberdeen Report found that 53 per cent of businesses are still managing their travel expenses manually; gone should be days of manually reporting expenses. It is both a demanding and potentially risky process. All this time wasted, used energy and risk of resources can be regained with the use of cloud-based expense management systems.

Over the years the Beyond Budgeting movement has made it much more obvious that businesses should rethink budgeting; how the process works and how it should be utilised. Nonetheless, this new management model is not for everyone despite its advantages. Here are 5 things you should consider before adopting beyond budgeting.

Running a team of more than 4,900 financial advisors serving 1.8 million accounts in more than 2,200 locations worldwide is no easy task. For Raymond James Financial - a Florida-based financial services company - managing their employees’ expenses is among the most challenging aspects of their business.

We are living in the internet boom, where information is transferred without borders anytime, anywhere. ‘Cloud computing’ has recently become the most talked about among IT pros and businesses regardless of sizes. Though surrounded by scepticism and concerns, cloud computing still prospers without any sign of its ending.

In succession planning, individual performance and potential are two decisive criteria that need to be thoroughly studied. When a candidate is pinpointed for leadership bench strength, you are invited to assume that he embraces both high potential and performance.

In previous blogs, we have identified what the qualities of great leaders are - how to develop them is a whole other question. We will discuss the three phases both employees and managers have to go through to develop great leaders.

Read more: An insight to leadership in the age of disruption

Succession planning is a process of preparation, not pre-selection. Organisation regardless of sizes can benefit from implementing a succession plan as it requires the managers, leaders, and HR professionals to conduct a comprehensive and ongoing evaluation on the competencies of every employee as well as taking in the organisational structure and organisation's goals. 

At the minimum, failing to plan a succession strategy could possibly hinder your conduct of day-to-day operations. Taking it to the extreme, the absence of competent leaders, when not appropriately and timely addressed, could wreak havoc on the business. This may result in it losing its standing in the ever-challenging market and eventually collapsing into oblivion.

Hotel businesses are more than just the lodging services they provide to tourists; they need an asset manager to look after and fully exploit the potential of the property on behalf of the owner. In other words, asset managers are the ones who maintain the balance between the hotel staff, operations, and owners.  

In our previous article, we have discussed three critical losses that companies will suffer when high potential employees quit. These high potentials (HIPOs) are the lifeline of the organisation, the future leaders that you don't want to ignore.