We've just released a new way of working with Shiftiez after feedback from customers. It made such a boost to productivity we changed all our other tools to work with it!
We all know there's value in creating a diverse workforce, yet our political leaders seem to struggle with the basic concept of equality (on so may levels), setting a poor example to the rest of the country. So I read with interest an article in Forbes last month that discussed the importance of changing your workplace to retain a diverse workforce.
The article highlighted something that often gets lost in the conversation. Seeking diversity is the easy part - keeping a diverse group enthused requires real commitment.
Personalising an employees experience is being seen as an increasingly important way for companies to manage staff health and engagement. Changing staff demographics mean a single staff service offering won't fit the needs of a large diverse workforce.
Where is this heading, and how can you manage the costs of offering service diversity?
Human Resources at large organisations strain under the lack of accurate information when it comes to short-term planning and the results can be catastrophic for the business and its employees. Ryan Air's COO stood down amidst ongoing controversy with the airline's struggle to manage rosters, leading to the cancellation of flights for over 700,000 travellers. In December last year, a 150 driver shortage at Queensland Rail saw people stranded all over the rail network on Christmas day, ultimately costing the minister in charge his portfolio. Why does this happen, and what's the solution?
Years ago, I was in a meeting that was made up of all the administrative people in the business. HR, Finance, IT, Reception etc. Between us, we kept things ticking over for the teams that provided professional services. It was a sizable group, around 15 people, and the first topic was updating the staff administrative handbook. We started with, what the color of the front cover should be . . . .