We made it! 2021 is here, and while we are still facing challenging times, it feels like a new chapter is beginning – one that will shape our collective stories for years to come.
As we close out 2020, nearly all talent leaders can agree that a diverse, inclusive workplace culture is non-negotiable in building and sustaining a high performing organization for the future.
Amidst all the change we’ve seen in 2020, we know that the way organizations need to tackle workforce planning is changing too.
In 2020, this quote from Korn Ferry could not be more fitting: “disruptive times make traditional leadership models redundant.” 2020 has fueled some complicated leadership challenges. How do we keep teams of employees cared for yet productive during COVID-19?
There’s no shortage of virtual team building blogs available (we even wrote one at the beginning of the pandemic!). From tips and tricks to boost communication to fun ways to celebrate and sip a coffee or cocktail with your teams, by now companies are up and running with supporting their teams remotely.
There are countless resources and technologies available to help organizations become more agile, efficient, and provide a competitive edge. But HR leaders know there is one resource that is infinitely valuable yet often overlooked: employees.
Developing employee’s talents is critical for business success, but it’s easier said than done. The data around what drives, energizes, and drains your employees is often hidden.
Effectively attracting, harnessing, and deploying the talent within your company is always essential, but it’s especially crucial in times of uncertainty. At Plum, we know you’re concerned about how to manage your talent needs, from hiring and workforce planning, to saving money. That’s why this latest blog post is designed to help you move your talent programs forward during the unprecedented time we’re all living in right now.
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