Sophie Heaviside

Boiling the Ocean with a Digital HR Transformation

James Bennett has been spending the best part of 30 years working with 100s of Clients on their transformation projects sharing the best of what he has seen from other transformations (best practices). Sophie Heaviside shares what she found out.

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Sophie Heaviside

Stopping the brain drain

33% of New Starters are looking to leave within the first 6 months. Two thirds go on to leave within a year. Sophie Heaviside asks why so few of us take the time to really think about how to welcome a new employee and stop that brain drain of talent you’ve spent so much time and effort attracting.

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A keen eye for detail pays off for GrandVision’s HR team

GrandVision is a global leader in optical retailing and delivers high quality and affordable
eye care to people around the world. Their HR and IT departments based in the
Netherlands teamed up with iXerv to tackle the laborious legacy processes around their
people data, where an eye for detail is vital when dealing with such sensitive information.

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Sophie Heaviside

Winning the waiting game

Good HR professionals know that candidates are human beings who need to be kept informed and treated like humans rather than a number or a commodity. Sophie Heaviside argues this creates a great impression of the employer too.

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Follow the process… but trust your gut.

In the first of our regular HR secret diaries our diarist ponders on what to do when a seemingly enthusiastic new recruit doesn’t turn up on their first day. Forgivable?

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Training frustration
Sophie Heaviside

Seriously? – I’m DONE with this Training

Even good technology won’t help an organisation where the real purpose is not fully understood in the first place. People – Process – Technology. Never forget all three. Sophie Heaviside relates an experience in an organisation that highlights what happens if it’s not thought through.

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No laughing matter
Sophie Heaviside

The State of Performance Management – Not a Laughing Matter

Only 8% of companies believed their performance management process was highly effective in driving business value. 58% said it’s not an effective use of time. Sophie Heaviside argues that a well thought out performance management structure can make all the difference to an employee’s perception of your business.

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