In It is clear that the traditional top-down approach to decision-making is no longer adequate in an era where change is the only constant and innovation drives success. The C-Suite executives, long regarded as the sole custodians of a company’s destiny, are recognising the limitations of this exclusive model. The tide is shifting towards a more inclusive strategy—democratising decision-making. This evolution isn’t In a complex and interconnected world, it's no longer just a fad; it's a strategic imperative. At In our work with over 130 of the world's highest performing businesses, we disrupt inefficient performance models and provide leaders with a fresh perspective. To democratize business decisions, leaders can take the following steps – from including staff from all departments, levels, and backgrounds to adopting purpose-built management technology. Outgrowing the ivory tower approach Leadership from an ivory tower is a thing of the past. Adapting to the rapidly changing business landscape requires a dynamic approach to decision-making. When senior executives hold the reins of authority, they often have a narrow view of challenges and opportunities. In contrast, a democratised approach casts a wider net, tapping into the collective intelligence that spreads through an organisation. One of the most compelling reasons for democratising decision-making is its ability to foster diversity and inclusion. Inclusive decision-making breaks down hierarchical silos, ensuring that voices from all corners of the company are heard. Diverse perspectives, stemming from employees of varying backgrounds, experiences, and roles, lead to well-rounded decisions that account for a multitude of viewpoints. In fact, research shows that inclusive teams are over 35% more productive, and diverse teams make better decisions 87% of the time. In addition to enriching the decision-making process, this sends a powerful message that every individual's opinion counts. Read more @ https://hrtechcube.com/why-smart-leaders-are-democratising-decision-making/

The Role of Women in the C-Suite In today’s rapidly evolving business landscape, gender equality and diversity are no longer just buzzwords; they are essential components of a thriving organization. As the world witnesses a The The role of women in the C-suite has gained unprecedented significance due to changes in workplace dynamicss article explores the business case for gender equality, shedding light on why empowering women in executive positions matters more than ever. Gender Inequality: A Persistent Issue Despite significant strides towards gender equality in recent decades, gender inequality remains a stubborn challenge in the workplace. Women still face barriers and biases that hinder their progress in climbing the corporate ladder. Achieving true gender equality requires confronting these issues head-on. Progress has been made in increasing the number of women in leadership roles. However, for every 100 men who are promoted from entry-level roles to manager positions, only 87 women are promoted and challenges persist, McKinsey. It’s crucial to address these challenges to ensure that female executives have equal opportunities to excel and lead. Read more @ https://hrtechcube.com/why-women-in-the-c-suite-matter-a-business-case/

Many companies are concerned by the uptick in insider risk that’s come with the work-from-home boom. By one estimate, 58% of office workers work from home at least one day a week. Companies are blinded by this trend. People work off-network and on their own devices, and their schedules are less predictable than they were before. Managers see their employees fewer times, and people work off-network and on their own devices. The security costs of working from home are real. A recent report from IBM estimates that a breach costs $1+m more if most employees work remotely. However, it’s hard to turn back the clock. The majority of companies recognize that at least some location flexibility is likely to remain, even if some companies have set a hard line and require people to return to the office. Insider risk management is now more challenging. Remote work and working from home have increased the use of employee monitoring software and have led to managers and HR teams wrestling with how to ensure their distributed workforce is productive and data is secure. These developments have implications for insider risk management. With the right approach, companies can become more productive and safer. Productivity In a Work-From-Home Era Largely outside of the realm of insider risk management is a new focus on understanding productivity. Many companies are starting to implement workforce behavior, or monitoring software, to better understand what their workforce is doing when they are working remotely. The best implementations are transparent and proactive. Rather than using monitoring as a surveillance tool, forward-thinking companies are using it to create a better culture across remote teams. This might seem counterproductive to insider risk professionals, but it isn't. It has been proven that poorly implemented employee monitoring hurts a company's culture, not helps it, and that actually increases risk. Surveillance-based monitoring can create conditions that remove the burden of responsibility from the employee, and have them be more likely to break the rules. Nevertheless, a company with a strong culture that supports workers increases an employee's sense of moral responsibility. Clearly communicating that employees and management are responsible for protecting the organization and its customers motivates workers to be part of the solution. Discover the full potential of your Hrtech strategy with our comprehensive Hrtech News and Hrtech Interviews. Read more @ https://hrtechcube.com/focusing-on-productivity-helps-reduce-insider-risk/

Terminating an employee is a challenging and sensitive task that Human Resources (HR) professionals occasionally face. It is crucial to handle the termination process with the utmost care, adhering to ethical standards and legal requirements. Organizations can minimize risks, maintain positive employee relations, and uphold their reputation by creating clear policies and procedures, treating employees fairly, and maintaining dignity throughout the process. An overview of ethical termination procedures is provided in this article, emphasizing fairness, sensitivity, and legal compliance. Clear Policies and Procedures: Maintaining clear and consistent termination policies is the foundation of an ethical termination process. It is the first step towards ethical terminations. HR departments should ensure that their organization’s policies regarding employee performance, conduct, and terminations are well-defined, easily accessible, and communicated to all employees. To ensure transparency in termination cases, these policies should be aligned with legal requirements and industry standards. Read more @ https://hrtechcube.com/hrs-guide-to-ethical-termination-procedures/