Kathryn Kendall

Up Close and Personnel

Tag: strategy

People Managers – Born, Not Made

Throughout my HR career, arguably the skill I’ve been asked to provide most training in is the art of people management. So, here’s a possibly controversial view. I don’t actually believe you can teach the ability to manage people. Essentially, you either have it, or you don’t.

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Taking Sides: The Role of HR

 A question I have been asked on a number of occasions during my career in HR is “whose side are you on?” The implication being that HR, by the nature of its function, must be biased towards supporting the employer or employee during its many day to day transactions and activities.

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The Value of Values

values

 Here at Benefex we are currently in the process of relaunching our Company values. Our new set of values have been revamped, realigned to our business direction, and are designed to give everyone who works for us the best possible chance of succeeding in what they do.

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Defining Your Culture: Making It Real

In my next blog in my series on Culture, Engagement and Business Objectives, I want to look at how we really start to define our culture.

The HR press have done culture no favours. It is all too frequently described as this almost ethereal concept, impossible to pin down and to objectively define. Consequently, there is a very real risk that it becomes perceived as some fluffy whim which should sit firmly – and solely – within HR’s domain.

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10 Things We Should All Do More Of In 2017

It’s the start of a new year, and with the start of a new year comes the opportunity for all of us to break out of our comfort zones and do things slightly differently.

Exactly what your focus areas for 2017 are going to be will of course depend partly on your role and your organisational objectives for the year. However, it is my belief that there are certain things which all of us should look to do more of in 2017… because the difference we can make when we do so can be genuinely transformational.

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Strategy and Housekeeping: Year End Priorities

strategy

As the end of year approaches at pace, in between the Christmas festivities it might be time to think about getting your HR house in order.

Most of us will have started the year with some sort of plan of action in the form of our HR strategy. Precisely what that strategy looks like will vary dramatically – anything from a formal strategy document to a roughly drawn out to do list! Either way, it will have outlined our target areas of focus for the year.

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Policies, Procedures and Painful Processes

processes

If you read my blog post: What Does The HR Department Actually Do, you’ll know that one of the delivery focus areas I referenced was Legislative Compliance. We have a responsibility to our organisation to ensure that we are legally compliant and have people practices in place supporting this.

However, how do you ensure that you strike the right balance? How do you ensure that your policies are compliant and your organisation stays out of any employment tribunals without spending all of your time here, at the detriment of the engagement and experience of your employees, and the achievement of your organisational goals?

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Times They Are A’Changing: The Secrets of Successful Change Management

change management

As I write this post, the USA has just voted in its new President. For the US people – and the world – we are about to enter into a period of significant change.

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Bringing Your Corporate Values To Life

values

Pick any organisation you like, and the chances are that, alongside their mission statement and corporate vision, they will have a set of core company values. Each business will try and spin these in a slightly different way in order to give the illusion of originality, but the fact is that they will all ultimately be saying the same thing: ‘Follow these guiding principles and we will achieve our organisational goals.’

Sounds pretty compelling, no? A set of guidelines which, if followed, lead to the assured achievement of objectives? It’s no wonder corporate values have become a key topic of discussion around the boardroom table.

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How Can I Enforce My Organisational Culture?

Culture and cake

If you’ve read the previous blog post I wrote on culture, you’ll know that a motivating culture is something I think is pretty fundamental when it comes to providing your employees with a great working experience and delivering against business objectives.

The obvious question therefore is, if my organisation doesn’t have the culture I believe is right to achieve this, can I just turn around as an HR professional and enforce it? Can I simply stand up in front of my employees and tell them that from now on, this is the way things are going to be around here?

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