E-Newsletter
E-Newsletter
Right Viewpoint, la e-newsletter mensile di Right Management, ti offre interessanti prospettive sulle sfide alle quali i leader devono far fronte per ottimizzare le prestazioni delle loro risorse e dell’organizzazione.
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Five Steps to Navigating Workforce Strategy
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Increasingly, the demands and composition of the workforce are shifting in response to economic, social, political and demographic trends. The need for more specific skills is creating a growing talent mismatch and scarcity of ready-now leaders. Multiple generations and cultures in the workplace have resulted in changes in motivations and preferences – profoundly impacting individual choice. Technological developments allow new ways of getting work done. It has never been more challenging to manage your workforce effectively.
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Changing How You Manage Change
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Leaders are finding that changes in business strategy, new leadership or restructurings are increasingly challenging because their response fails to account for long-term trends in the world of work. A three-dimensional approach allows leaders to win confidence and trust, build strong relationships and influence employees’ attitudes – driving successful implementation of change.
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Successful Leaders – They May Not Be Who You Think They Are
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The key factors leading to accelerated performance aren't top-notch technical skills or previous experience, but such qualities as cultural fit and interpersonal savvy. To assess and develop high potential leaders, companies need to pinpoint, assess and develop the right behaviors.
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Developing Talent: How Career Opportunities Drive Business Performance
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Working Well: A Priority for Engaging Employees and Driving Productivity
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A global Right Management study has found that workplace health and well-being can have a major impact on engagement and, ultimately, on the financial performance of the organization as a whole, including increased retention, customer loyalty, productivity and profitability.
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Drive Organizational Effectiveness by Building Trust
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Right Management provides insight on how leaders can enhance organizational effectiveness by creating a culture of engagement based on trust, both demonstrating their trust in employees and, in turn, inspiring employees to place their trust in them.
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Navigating the C-Suite
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Lack of talent strategy is the number one impediment to executing on business plans. Yet, fewer than half of HR professionals are involved in regularly influencing strategic decisions. One-in-four report they don’t even have a seat at the table. To earn that seat, HR needs to develop C-suite level thinking.
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One Size Fits One: Best Practices for Building a Talent Strategy
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The best workers are mobile in any economy. Employee turnover is expected to rise next year as new research highlights many workers are unhappy with their present jobs. It's time for leaders to demonstrate how they value employees, invest in development, gain commitment and foster pride to create advocates.
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Responding to Change with Agility: The Leader’s Role
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Change is a business necessity. However, organizations have long viewed effective change management as a complex and mysterious process that can never be understood or managed effectively. Right Management conducted comprehensive global research that clearly reveals the relationships that exist between change, engagement, leadership, productivity and strategic alignment.
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Preparing For Job Search Success
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No matter what your age, profession or experience, successful job seekers need to prepare and confident in order to succeed. Today's competitive market has more people vying for fewer jobs. Take action by developing a plan, honing skills and polishing your delivery.
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Connecting Talent to Organizational Workforce Needs
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Redeployment is an increasingly important workforce management strategy. This innovative approach ensures greater alignment of business and talent needs by providing employees with the opportunity to move from one role to another within the organization, allowing them to both meet their career objectives and contribute to organizational goals.
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Linking Coaching to Business Results
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Informed by organizational strategy, as well as by the organization's culture, values, processes and structure, today's coaching can become a powerful mechanism for impacting the entire organization. Coaching needs to be regarded not only as an individual event, but also an organizational process driving systemic change.
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Sustaining Productivity and Gearing for Growth
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With job losses continuing to mount daily, employees are working hard and staying focused on getting the job done. It's important to recognize and reward high-performing employees for their resilience, hard work and loyalty during this period. Failure to do so may result in higher turnover once the economy rebounds and opportunities open up.
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Preparing Your Workforce for Change: A Strategy for Success
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Addressing the challenges created by today's turbulent economy requires making a variety of difficult changes, from reductions in force to radical restructuring. But change management strategies often fail, hurting the organization's productivity, brand reputation and, ultimately, its bottom line. Organizations that prepare employees to respond effectively to change will realize significant benefits.
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Leading in Tough Times
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Engaging employees to ensure organizational alignment and commitment is the most important leadership practice to achieve business goals during tough times, according to more than half of senior leaders and human resource professionals surveyed by Right Management.
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Calculating Severance for US Employees
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Understanding how severance practices vary by country is a critical component of an effective global workforce strategy. Severance, once used to bridge the gap to transition employees from one job to another, is today used as a strategic workforce management tool to attract, retain and transition high-value employees.
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Leading the Way to an Engagement Culture
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A global Right Management study of engagement involving nearly 30,000 employees in 15 countries suggests that an organization's culture can play a special role in driving engagement and that leaders can take many concrete steps to create a culture of engagement. In fact, the factor showing the highest correlation with engagement was, "I am committed to my organization's core values," outranking every other potential driver of engagement.