Our managing director Evelyn Chow joined a panel discussion on 19 July led by Grab Singapore to delve into the future of work and to examine how advancements in technology are impacting the workforce and reshaping tomorrow’s organisations.
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In today's digital era, coaching is the way to go. It empowers leaders to facilitate problem-solving and fosters a culture of learning, attracting talented individuals who seek a coach, not a boss. With active listening and powerful questioning, managers tap into collective intelligence and thrive amidst digital transformation. Discover diverse coaching interventions like Appreciative Inquiry, Performance Coaching, and Solution-based Coaching that nurture talent and spark innovation.
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Being an Agile organisation is more than following a framework. You also need to adopt an Agile mindset. We explain five essential actions you can take to cultivate and sustain an Agile DNA in your organisation.
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How long does it take to become fully Agile in HR? Short answer: it depends. But there are actions you can take to boost Agile adoption, which we outline in this article.
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If you are interested in Agile HR and taking the first steps, there are essential things to keep in mind. We go through what an Agile HR organisation looks like, the modern agile principles, and an infographic of critical things to know when going Agile.
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In one of the most impactful reports on how Singapore can move forward post-Covid 19, the Emerging Stronger Taskforce surveyed nearly 2,000 people across 900 organisations. They concluded that Singapore needs to do five things to thrive, post-pandemic. We summarise these five recommendations, and tell you what HR practitioners can and should do in response.
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Many companies want to attract the best talents, which broadens the options from which talented candidates can choose. How can we shape our talent acquisition process to boost candidate experience? Agile might provide an excellent answer here.
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Our first ever Highlight Reel is here! We have handpicked a few articles which we consider highlights of DecodeHR and we’re proud to share them with everyone. The focus for this compendium would be one of the crucial motivators to employee retainment and work productivity; ‘Compensation and Benefits’. Click in now, to find out more!
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Companies are looking to external providers to manage their HR needs as the utilisation of technology by these third-party agencies not only reduces costs, but also betters the productivity in processes and employee experience. Join us in this article as we explore how outsourcing your HR functions would benefit your organisation.
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To gain an edge within our own fields, it is essential to pick up the application of competency management within organisations. However, are we all doing it right? We are pleased to share this article with you on how we could adopt the approach of competency management the agile way.
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In our previous article, we discussed how we can help our older workers to adopt new technologies. Today, we are focusing on the leader's role in senior employees' tech adoption journey. MIT Sloan introduced a list of critical leadership traits needed to thrive in The digital era. Here are the critical leadership roles and traits to support our senior workers’ tech adoption journey:
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The area of total rewards has been one of the most 'traditional' parts of the human resources function. Following the form versus function line of thinking in design thinking, what might Agile Total Rewards look like if we ask our employees what they need?
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Agile HR is not new and with our ongoing work on digital leadership and HR transformation, it made perfect sense for our teams at DecodeHR and Organize Agile to converge all three areas for this webinar ‘Get Digital with Agile HR’ held on 18th June. We walk this agile journey with you, and look at further insights.
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Agile HR includes a number of very practical tools that are used by HR professionals, managers and teams on a daily basis. This new explanimation video by Organize Agile explores both the agile mindset and the hands-on applications that Agile HR entails in under 4 minutes.
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"Researchers at the University of California San Diego (UCSD) found that many times "frustration" with new technology made older adults unsure of their ability to use it, leaving them unmotivated to even try". MIT research shows multiple factors of older workers' technology adoption, these are:
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The COVID-19 situation has emerged to be more than just a healthcare issue that the world is dealing with. With massive spread on a global scale, it has brought forth unique issues that affect the economy and global trade. Remote working was initially thought to be a boon for employee productivity, flexibility and morale. However, the mass adoption of the same has revealed the shortcomings of our current processes and adaptability to change.
HR needs to be more analytical to become a more strategic and valuable asset to organisations. The right metrics and analytics models could contribute to collecting necessary data for HR to be an effective partner in business.
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Purpose and quality of interpersonal engagement are two factors that can significantly impact employee engagement, and unsurprisingly, when employee engagement is strong, collaboration and high performance are natural outcomes. there are three essential steps to create productive collaboration.
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This is a summary of four prevalent digital blind spots that I have personally observed at multiple companies, and can personally relate to these challenges as the leader of a consulting firm.
The reality is that leading and executing a successful digital transformation can be very, very tough. And as Douglas A. Ready, the author of this MIT-Sloan blog post rightly points out - 'developing a digital mindset is a more complex challenge because it is a less tangible one to address.'
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With the increased interest and use of AI in technology solutions comes the question of fairness and ethics of these algorithms. It may come as a surprise that machines can be biased. How can we practise responsibility in countering AI bias?
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