Let’s face it we are all working more years than ever before. The challenge to ensure every employee is focused not only on their individual role, but also excited about the wider business objective, is quite a tricky one. Today’s workforce will typically include several ‘types’ of employees, each with their own understanding and response to technology.
When employee engagement drops, business revenue drops. A 2017 report by AON HEWITT demonstrated that a 5-point increase in employee engagement can turn into 3% business revenue growth in the following year. With business uncertainty such as BREXIT, the need to engage employees has become more important now than ever before.
Six months into the year is the ideal time for HR professionals to take stock of employee engagement and development programmes. Have any deadlines lapsed? Has the overall company staff development programme been followed? Have identified in-house talent been retained? Engaged? Developed? Believe it or not, once plans have been created and signed off early in the year, identified key individuals are left to find development opportunities themselves; rather than HR creating and monitoring development opportunities for them.
Get your onboarding right and new employees will fit in seamlessly, by understanding the business culture, language and the part they need to play in achieving the common goal – meet business targets. Get it wrong and you will have given them a rather negative impression, which will inevitably result in lower employee engagement levels and eventually require retraining down the line.
Graduate recruitment is quite a complex task; once you have identified the target graduates you are looking for – either by Degree topic or University you need to ensure you provide them with the right engaging stimulation to drive their desire to want to work for you. Then you need to ensure you have the right fit of grads based on their personal characteristics to ensure they will integrate seamlessly into your business.
One of the dilemmas faced by HR Directors is the ability to demonstrate ROI to the Board from employee engagement activities. HR Heads continue to turn to Business Simulations for all aspects of employee engagement; such as recruitment, onboarding, talent nurturing, team building and management training.
At Business Smart International we couldn’t agree more. Both are directly linked. Any HR VP/Director worth their weight in gold will know that driving business growth, as demanded by the board, means they need to have a solid employee engagement strategy in place. This must include both individual skill development and tailoring their skill development to drive business growth whilst mitigating risk.
Let’s face it – we are all hooked to technology & games. Whether traditional board games or the latest in online gaming. Whether played on an actual board or on the wide ranging options for mobile devices. So it’s no surprise really that businesses seek games to introduce, train, or reinvigorate employees to their business goals.
Deloitte recently released a report which outlined the complexities of modern workforces with ‘multi’ everything. From multi-generational, to multi-cultural, multi-gender, multi-functional and more.
Looking after customers and employees is crucial to successful growth. Research has shown that increasing the lifetime value of both are the key factors businesses MUST include when creating strategies to achieve their long-term goals. Yet astonishingly, many businesses are only beginning to consider the true implications and potential of employee engagement.
Management teams from some of the best companies in Cyprus competed against each other in managing a virtual company. Over 4 rounds, teams made the difficult strategic decisions made by everyday business leaders in order to deliver maximum business value.
TrainingIndustry.com has announced its Gamification Companies Watch List, as a part of its mission to continually monitor the training marketplace for the best providers of gamification services/technologies in support of corporate learning and development.
On a full day event 500 graduates from around the world used a banking simulation customised to highlight HSBC's global challenges to jump-start their on-boarding into the company.
Fiat Chrysler Automobiles (FCA), the seventh-largest automaker in the world, whose brands include Alfa Romeo, Chrysler, Dodge, Fiat, Fiat Professional, Jeep, Lancia and Maserati, approached Business Smart International to become a partner in delivering their commercial acumen talent programme.
In June, 230 MSc Business students from Warwick Business School came together to apply their academic learning in our luggage simulation. Business Smart International facilitated the event, which was equipped via BYOD — Bring Your Own Device.
After decades of traditional management and leadership development, organisations are starting to create the next generation of programmes by introducing and integrating realistic business simulations.