Earning an MBA is often regarded as the game-changer when it comes to advancing through the ranks of the corporate world. But what competitive advantages do MBA graduates hold over other degree-holders and what are the heralded programmes of today? HRM investigates
Leadership is espoused by almost every organisation. But what do these businesses need to actually craft their own credible and thorough leadership development programmes? HRM profiles the leadership armada within FMCG giant Unilever
We all know effective leadership is key to organisational success. Yet organisations often report that they do not have the leadership capability required. How can HR have a stronger and more embodied leadership presence so as to serve the business with more impact?
Is talent retention a bigger challenge in smaller companies? Eugenio Ferrante, Vice President and General Manager of Cross-Platform Applications for Parallels Asia-Pacific, shares how working in lean teams can improve staff engagement and retention
Leadership skills are paramount to the success of organisations. Yet many top executives bemoan the lack of leadership bench strength in their companies. HRM considers how leadership development programmes can truly improve the quality of leadership in organisations
The competitive nature of the job market makes finding skilled talent in the public relations industry a difficult task. HRM speaks to Jennifer Wu, APAC Talent Manager of LEWIS PR to find out how her organisation grooms leaders from within
Too often, employers neglect developing strategic succession plans. HRM Asia reveals that HR needs to go beyond just putting names in boxes on an organisational chart if it wants to build an effective leadership pipeline.
Using social media for business communication, other than social engagements, is now the norm. When employees use their personal social media accounts to communicate their perspectives, lifestyle choices, personal stances on politics, company issues, and so on, it can potentially have a direct or indirect impact on the company’s branding and credibility in the industry.
If an employee’s negatively expressed opinions are further propagated through the general public, it can have a deep and long-lasting impact on the company’s reputation. All employees are ambassadors of the organisation they work for, whether during or outside of work.
Any organisation must keep their employees informed of the reasons and policies for the need to monitor their social media accounts, including how this is implemented. It is therefore best to keep these policies open and transparent in a continuous effort to maintain the trust between the company and staff.
Adopting and communicating a Code of Business Conduct can help provide a guide about acceptable behaviours that comply with the company’s guidelines.
It is important to establish the boundaries upfront so that employees can understand the reasons behind the monitoring of their internet usage, including social media platforms.
Alternatively, some companies may prefer to communicate the same through their employee handbook, which may include additional or specific rules of engagement for social media.
Not complying with the established policies may result in disciplinary actions.