Employers should focus on the needs of their business when hiring and developing staff, but individual workers will invariably influence the "shape" of their role over time, says Hewitt principal and head of HR consulting, Jason White.
Employers that face dubious flexible work requests can ask workers for evidence of authenticity, and should flag their "discretionary right" to do so in their policies, says Mills Oakley lawyer Luke Connolly.
Priming particular workers for particular leadership roles is a risky business, but developing a pool of workers with "adaptive leadership capacity" makes strategic sense, says the University of Western Sydney's Beryl Hesketh.
Participation in sporting events and social activities can benefit workers and employers alike, but organisations that aren't prepared to take on the risk of liability should qualify their support, says FCB partner and director, Jessica Fisher.
Predictive tools can be very powerful and useful in talent management, but caution should be exercised in the form of not applying the same conclusions across all types of roles, candidate/manager behavioral profiles and work situations...