Internships are great way for companies to identify, develop and retain future talent before their competitors get to them. HRM finds out how you can make internships a win-win arrangement for both parties
For the third year running, HRM Asia is rallying an all-star troop of recruitment experts and graduate development specialists to gear up for another run of the annual Graduate Recruitment and Development Congress, to be held at Marriot Hotel Singapore on 15 October 2014.
What will the MBA of the future be like? Movements toward part-time courses, online delivery options, and content that focuses on ethics and sustainability are just some of the trends being witnessed in Asia at the moment. HRM delves further
There's more to interns than cheap or even free labour. How important are these temporary placements to business and HR? HRM looks at the ins and outs of taking on interns, and how companies can make the best of this young talent
Increasingly, employers are warning of a talent gap when it comes to fresh graduates looking for their first job. Many are taking the initiative and helping their university-educated recruits on general work skills both before and after they are hired
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.