(Video) Archie Norman gives keynote speech at landmark event to tackle the UK's employee engagement deficit - Engage For Success.
The Triple Bottom Line: What Is It and How Does It Work? Timothy F.
Slaper, Ph.D. Director of Economic Analysis, Indiana Business Research Center, Indiana University Kelley School of Business Tanya J. Nscious HR Part 2 « Conscious-Business.co.uk. Following on from Conscious HR part 1 of a few days ago, where I explained that Conscious HR is not a one size fits all and is open to individual interpretation, here are some more examples and ideas which hopefully give a feeling of what I am trying to convey.
As before, please consider this as thought provoking rather than didactic. Please feel free to challenge me and reprovoke my thoughts! Retention. Nscious HR Part 1 « Conscious-Business.co.uk. Conscious Business (CB) strives to work for the benefit of all stakeholders, or as I have called them previously, interactors.
The colleagues working within an organisation are a key set of interactors and Conscious HR is therefore a key element of a sustainable CB – in my last blog, ‘The Transition to Conscious Business’, I undertook to write about this so here goes. So, what is Conscious HR other than the HR part of an organisation which embraces CB values? Like any element of a business or an organisation, Conscious HR benefits from an organisational structure but one that allows flexibility, change and the application of ‘conscious sense’.
I like simple, clear systems and prefer to break the HR cycle down into five distinct areas: RecruitmentRemunerationRetentionRecord processingRedeployment (a much more positive word than ‘termination’!)