One of the biggest knock-on effects of the pandemic has been the transition to remote work. And with that, the realisation that in many industries, people can work for any company regardless of where they might live.

Although the shift to remote work has many benefits such as a wider talent pool, increased flexibility and lower costs, it also brings its own set of challenges. Particularly when you’re dealing with international employees.

HR is complicated enough when you’re only managing a local team, governed by local laws. Throw a global workforce into the equation, and you uncover a whole new set of dynamics. But what is it that makes international HR such a challenge?

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It’s difficult to ignore the fact that our world is at a bit of a make-or-break moment in terms of environmental sustainability. Notable figures like David Attenborough have done fantastic jobs warning us of the dangers we face if we continue down the path we’re on.

But something that is a little more difficult to see is how HR and environmental sustainability come together. After all, HR is responsible for things like hiring and firing, right? What have they got to do with environmental sustainability? 

These days HR teams are playing a more strategic role in business, advising on key issues that contribute to the organisation’s success. It’s important that you’re across the issues that are important to your leaders and employees - and in 2021, environmental sustainability is top of mind for many people.

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The relationship between compensation and performance is a little bit like a marriage between two people. They both rely on each other to function, but it’s hard to predict how an action by one might influence the other.

Yes, it’s a complex relationship. But it’s an important relationship to understand – especially if you care about building a happy and productive workplace. So let’s look at how compensation can influence performance, and how you can use this information to build a stronger workforce.

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With the mind-boggling amount of information we’re producing every day, it’s easy to become drowned in data. As an HR professional, you know you need to produce useful insights to help the business grow, but knowing which reports to run or just how to start can be tricky.

We asked to two HR experts to shed some light on the issue. Here, they share their top HR reports to help you take meaningful action with your workforce metrics.

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Pulse surveys are quick ways to capture frequent feedback from your employees. Unlike the more traditional annual employee survey, which is often long and covers a wide range of topics, a pulse survey is short, and normally focuses on a very specific issue or question.

You can send out pulse surveys regularly throughout the year, with minimal fuss. This helps you get frequent feedback on very specific topics, and is often compared to doing a quick and simple health check of your company – hence the name ‘pulse’.

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After a year of extreme uncertainty, Zoom burnout, and inaction fatigue, it's only natural that people are looking for change.

Recent studies have flagged a growing trend of employees who are looking to change jobs in 2021. While the numbers range from 26%-40% depending on the study, it's clear that there is a significant number of people who are looking to move onto greener pastures. And the likelihood is, your organisation won't be immune.

Employee turnover is inevitable - but there are some things you can do to ensure you retain important information when people leave your organisation. And this starts with a solid handover process.

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Poor communication is responsible for so many big business failures. From the case of Nokia failing to keep up with the smartphone trend, to Facebook’s string of data breech and fake news PR disasters. While these are extreme examples, poor communication can have serious ramifications in businesses of all sizes.

And in most cases, mistakes are nothing to do with how “skilled” a person is – often it’s a simple lack of communication that is to blame.

So if you’ve ever struggled to get results from your team because some of your employees find it difficult to communicate effectively, then carry on reading – our interview with business psychologist Simon Kilpatrick offers practical tips and advice on how to help an employee improve communication skills.

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How many times have you had a great idea, only for it to be shot down by senior management? This is a frustrating reality that many HR professionals face regularly. But that doesn’t mean that the idea is no good, or that you should give up.

It may simply be a matter of knowing how to sell it to the people who call the shots.

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Rob Stephenson is the CEO of Form, and the Chief Catalyst of BetterSpace, a science-backed wellbeing solution that allows employees to choose the wellbeing resources that work for them. He says that by adding one simple word to a question we probably ask around 20 times a day, you have the potential to change a life.

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Starting a new job can be a massively daunting task. There’s a pressing urge to impress, and a need to prove competency. But the environment is foreign, and everybody is new! And spare a thought for the people who started a new role in the midst of a pandemic – many will not have physically met their co-workers for months, if ever.

Regardless of whether they’re working remotely or in an office, giving new employees the best possible start at your company is crucial to building trust, making them feel part of your team, and setting them up for long-term success.

Having a strong onboarding process is a given. But what else can we do to ensure our new employees get off to a flying start? We spoke to some seasoned HR professionals to get their top tips.

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