Kathryn Kendall

Up Close and Personnel

Tag: employee experience

Performance Management, And Getting It Right

One of the things I’ve loved about writing this blog has been hearing from readers who have come forward with suggestions for topics. Today’s post is inspired by one of our clients here at Benefex, who was interested to hear my views on approaches to performance management.

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HR: The Dawn of a New Era

employee experience

Today’s blog post was inspired by a fantastic article I read recently. The article in question contained insight from a number of HR professionals who had progressed to become CEOs, and the things they learnt along the way.

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Home Is Where The Heart Is – A Sense of Belonging

Time for a bit of theory. Let’s pull up some Maslow, shall we? If we’re honest, for most of us, it’s probably one of the only theoretical models which has really stuck in our head. This is likely for a couple of reasons. One, it’s pretty darn straightforward, compared to a lot of the models out there which you need a PhD in to even begin to be able to get your head around them. And two, it’s directly relevant to every single one of us.

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Delivering Value: A Roll Out Programme

Following on from my recent blog on the Value of Values, I wanted to write a series of blog posts talking about the roll out of our new values here at Benefex.

The first and most obvious question you might ask is, why the change? If you already have a set of values in place, why look to change them?

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The Long Goodbye: Taking Notice of Notice Periods

notice of notice period

 Partings are a fact of life, and never more so than within the workplace, given on average, we change jobs ten to fifteen times over the course of our career.

While there are the odd occasions when employees will leave without notice, in the vast majority of instances there is a notice period to be worked out – typically anything from a single day up until six months, or even longer.

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What’s In A Name? – The Rise And Fall Of The Human Resources Department

human resources

Over the last few decades, the function once almost exclusively known as Personnel has gradually rebranded itself as the Human Resources department. Theories abound as to the reasons why: anything from an increasing US influence to a desire to demonstrate a harder edge and move away from the ‘tea and tissues’ stereotype.

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What Drives Employee Loyalty?

loyalty

Today, 27 October, marks my two-year anniversary at Benefex. Prior to that, I spent almost nine years heading up the HR function at the FMCG business Candyking.

What can I say? I’m a big fan of committed relationships 🙂

Reflecting back though on the last eleven years – two at Benefex so far, nine at Candyking – it got me to thinking, what exactly is it that drives employee loyalty? What is it that persuades an employee not to jump ship every 18 months and instead commit to a long term relationship with their employer?

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What Does The HR Department Actually Do?

HR function

If someone told you that they were a doctor, you’d probably have at least a vague idea of what they did. Likewise if someone told you they were a gardener, or a taxi driver, or a high court judge. You might not be able to describe their day to day activities in any level of detail, but you could broadly outline the overriding objective of their role. ‘You make people better.’ ‘You plant things.’ ‘You decide who’s going to go to prison.’ Simplistic, but you get the idea.

When it comes to HR, however, I’ve discovered it’s not quite so easy. Respond to the classic dinner party ice breaker of ‘So, what do you do?’, and your reply of ‘I work in HR’ is likely to be met with at best vague recognition, at worst a totally blank stare. Turns out, while most of us have heard of the HR department, not many of us know what it actually does.

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What’s My Employer Brand? – And Why Does It Matter Anyway?

Employer brand love

I was running some training sessions on recruitment last week, and in discussions with the delegates we got onto the topic of our employer brand. What was it, and why was it important, particularly in the context of recruitment? And – even more critically – what could we do about it?

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