Employee engagement occurs when an employee feels proud, is involved and feel empowered to make decisions. Employee Engagement is Good For Business. This blog first defines employee engagement. It then investigates how a manager sets about creating an engaged workforce.
This blog takes five HRM tools and links them through one key idea – competence. Competence theory is a way of looking at how management can measure staff contribution to the business. And once measured, management can use the five tools to optimise engagement.
Firms do a great deal for staff. Of course they pay for work done, and give statutory holidays. But it goes a lot further than that. Keeping a good work-life balance and giving recognition and career builds employee commitment. Thinking about total reward helps managers add elements of great benefit to employee and firm without huge cost.
A cyber-security practitioner ended a presentation by giving five very practical recommendations. All were technical. They covered authentication, pass-phrases and other features that assumed that the threat was from outside the system. This assumption is dominating current information technology thinking. This bad cyber security assumption threatens firms. Here's why.
This article proposes a practical approach to managing of work based stress. It suggests use of the HSE Management Standards to describe six forces that need to be balanced. It then elaborates this to include these forces in a feedback model to suggest a method by which managers can actually manage reduction in stress through control of stressors and increase in coping.
Recently we were asked if a person with specific health and safety responsibility, and identified by a firm as a Competent Person, needed a special section in their Terms and Conditions of Employment stating that they should ‘act without fear or favour’. What’s important is the delegated authority and status enabling them to carry out their role as required by management. Modification of employment documents is not needed.