Recent TRG blog posts

At the core, the relationships between mentors and mentees/ coaches and coachees are built on trust, respect, and confidentiality.

In the last two articles, we discussed the advantages of diversity and inclusion in the workplace as well as some obstacles the HR department might face during the process of building a diverse, equal and inclusive environment. In the next step, we are going to sketch out a thorough plan that helps your organisation to achieve this goal.

Thanks to advancements in technology and the process of globalisation, people are now more interconnected than ever. As a result, workplaces are becoming increasingly diverse and inclusive, with individuals from various nationalities, cultures, genders, experiences, and personalities coming together under one roof. This transformative trend has compelled corporations to rethink how they manage their talent resources to leverage the benefits of multicultural perspectives.

Read more: More diversity and inclusion in the workplace challenges to discover

In recent years, the concept of working remotely has gained significant traction and popularity among professionals across various industries.

Performance reviews are vital for hybrid workplaces and teams, providing a formal way to evaluate performance, set goals, give feedback, and align expectations. In the hybrid setting, where employees may work remotely or have flexible schedules, monitoring productivity and progress can be challenging. 

Diversity and inclusion (D&I) are increasingly recognised as critical factors for enhancing business performance. In a comprehensive survey conducted by Deloitte for its 2017 Global Human Capital Trends report¹, two-thirds of the 10,000 leaders surveyed expressed the importance of D&I to their organisations.

High levels of equality, diversity, and inclusion have been proven to have numerous positive impacts on talent and HR management [1]. Organisations that embrace diversity and foster an inclusive culture experience greater innovation, productivity, and performance. Moreover, they enjoy enhanced talent recruitment and retention rates, as diverse individuals are attracted to organisations that value their contributions and create a sense of belonging.

However, with an increase in the number of bad hires and early attrition rates, recruiters cannot rely solely on the flawed traditional hiring approach. The incompetence of bad hires can cost an organisation in many different ways. One of the greatest threats is the desire or immediate need to fill the employment position.

Today, different types of pre-employment assessments have changed how hiring is conducted globally. Human Resource Managers have traditionally used telephonic and face-to-face interviews to fill employment positions.