Index

Adult-to-adult conversations, 77

AGILE HR, 5, 21–24, 77, 85

employees. See employees

implementing, 81

practices, overarching factors. See overarching factors, AGILE HR practices

Anger, 11

Annual bonus scheme, 88

Annual (bi-annual) engagement survey, 92

Annual performance reviews, 48, 73, 78

Anxiety, 10, 11, 12

Appraisals

performance, 100–101

process, 48

Attitudes, 66

Behavior, 13

dictionary, 99

framework, 99

patterns of, 11

Blended learning, 97–98

Boxes, 55

Business, needs of, 93

Career coaching, 54

Case studies, 93–102

Change, 78–79

Chrysalis Consulting, 15, 28, 45, 53, 85, 93

CIPD, 38

absence management survey, 36

Coaching, 47, 100–101

career, 54

Communications, 62–66

Competency-based interview, 27, 29

Competency-based questioning, 26

Corporate induction, 32, 33

Courses, 97–98

Culture, 76

Customer, 74–75

external, 75

internal, 74–75

satisfaction, 95

service advisor, 54

Data, 77

Department of Health (DoH) research, 36–37

Depression, 11

Diversity, 77

Dress code policies, 73–74

Effective leadership, 6

Effective management, 6

Employee life cycle, 25

engagement and communications, 62–66

exit, 66–70

leadership development, 56–61

learning and development, 44–48

onboarding/induction, 30–35

performance management, 48–51

recruitment, 25–30

reward, 41–44

talent management, 51–55

well-being, 35–41

Employees, 6, 98

as able, 22, 85–87

engaged/engagement, 5, 22–23, 91–92, 95, 101

feedback form, 63

forums, 99

game-changing, 22, 87–88

as individuals, 22, 88–89

as leaders, 22, 89–91

performance of, 50

training programs for, 90

Employee well-being, 36, 39

factor in, 38–39

Employment, 96. See also Employees

legislation, 7–8

Employment tribunals (ETs), 8, 32

Engaged employees, 62–63

Engagement, 62–66

workshops, 95, 101

Executive team members, role of, 95

Exit of employees, 66–70

External customers, 75

Face-to-face courses, 97–98

Fear-driven leadership, 16

Feedback, 63–64

Feminine leadership traits, 17–19

Finance, 29

Financial overarching factors, 77

Gerzema, John, 17

Grids, 55

Group assessment center, 26

Health and Safety Executive (HSE), 36–37

HR. See Human resources (HR)

HR function of future, 81–82

agile, 83

embedded into business, 82–83

human-focused, 83

insight, 82

research and development, 82

HSE. See Health and Safety Executive (HSE)

Human resources (HR)

approaches, 88

communities, 8

function, 8, 94, 96–97

leaders, program for, 93

old-school styles of, 8

policies and procedures, 96

policy, 6

practices, 6

processes and procedures, 73–74

Inclusion, 77

Induction, 32, 73–74, 86, 88, 90, 91, 96

corporate, 32, 33

definition of, 34

design of, 35

HR process for, 33

“new and improved,” 33

Initial management training, 96

Initiatives, 36

Insight, 77

Interactive learning system, 97–98

Internal communications, 86

Internal customers, 74–75

Internal processes, 30

Internships, 28

Interview, 25, 29

experiences, 29

panel, 28

Job market, 25

John Lewis Partnership, 51–52

Leaders/leadership, 6, 71–74, 93

categories, 71

common traits, 59

communications, 91

competency model, 88

conferences, 92

development, 56–61, 59, 61, 89, 90, 93

fear-driven, 16

in organization, 72–73

role, 73–74

team suggestion, 64

technical aspects of, 89

Learning, 44

access to, 46

blended, 97–98

and development, 44–48

engagement and motivation for, 93

Legislation, 77–78

LEGO, 27

Life balance, 35–36

Line managers, 39

LinkedIn, 73

Management thinking, 5, 17

Marks & Spencer, 39

Masculine leadership traits, 17–19

Meditation, 36

Mentor/mentoring, 35, 46, 100–101

Mindset, 9–14

changing, 98–99

scenario 1, 14

scenario 2, 14–16

Monday-to-Friday dying syndrome, 16, 19

Negative reviews, 69

Negative thinking, 12

Onboarding/induction, 30–35

One-to-one coaching, 94

Online learning content, 94

Online program, 41

Online working, 6

On-the-job training, 46

Organization, 7, 55

vision and aspirations for, 94–95

Organizational well-being, 38, 40–41

Overarching factors, AGILE HR practices, 71

change, 78–79

culture, 76

customers, 74–75

diversity and inclusion, 77

financial, 77

insight and data, 77

leadership, 71–74

legislation, 77–78

your people, 75–76

People strategy, 95

Performance

appraisals, 100–101

differentiation, 91

of employees, 50

grades, 87

paying for, 88

ratings, 86

reviews, 73–74, 100–101

Performance management, 48–51, 54

framework, 96

responsibility for, 90

system, 76

Personal development, 60

Personal well-being, 37, 40

essential factors leading to, 38

Practice

creating change, 81

HR function of future, 81–83

Primitive mind, 12

Procurement, 29

Professional development, 60

Programs, 36

Pulse surveys, 94

Radical change, 7

Rapid eye movement, 13

Recruitment, 25–30, 31, 73–74, 92

processes, 26–27

Redundancy process, 68

Relocation, 96

REM sleep, 13–14

Resources, 103

Reviews, performance, 100–101

Rewards, 41–44, 87

limited range of, 89

split, 88

Risk aversion, 76

Security, 62

Self-reflection, 47

Social context, 37

Social media policy, 87

Split rewards, 88

Sponsorship, 46

Stakeholders, expectations of, 29

Stress, 36

Talent management, 51–55, 54

Technology, 7

and learning, 46

use of, 36

360-degree performance review, 62

Tick box exercise, 49

Top-down succession planning, 90

Traffic delays, 31

Training programs, 86

for employees, 90

Transport delays, 31

Tribal Leadership framework, 76

UK Government strategy for health, 39

Unemployment, 62

Well-being, 35–41

employee, 39

personal, 37

WFH. See Working from home (WFH)

Working from home (WFH), 5

performance review, 5

policies, 6–7

Working relationships, 38

Work-life balance, 35–36

Work shadowing, 101

Workshops, 41, 46, 94

engagement, 95

Yoga, 36

Zappos workforce, 65