LSE Executive Education’s Post

Congratulations to LM Consulting for emerging as Champions at the Bank of America x National Human Resource Case Competition 2024! The team comprises Business Solutions Associates Lim Jia En (Y1, BUS), Jian En Samuel Soon (Y1, BUS), Navitraa Swaminathan (Y1, REP), and Travis Tan (Y1, REP). The NHR Case Competition, hosted by the NBS Human Resource Consulting Club, tasked participants with identifying key trends, opportunities, and challenges within the HR industry. Participants were challenged to devise innovative solutions that could significantly impact the firm's DEI strategy. LM Consulting proposed a three-pronged strategy aimed at refining hybrid work models for seamless integration of remote and in-office activities, addressing critical AI challenges like bias, privacy, and security, and promoting mental health awareness to reduce workplace stigma. The judges commended the team for their well-thought-out solutions, rigorous analysis, and engaging storyboarding. LM Consulting would like to thank the organisers of the Bank of America x National Human Resource Case Competition 2024 for a smooth casing experience, the judges for their insightful feedback, and the NTU Business Solutions Case Club for the rigorous training and continuous support.

What's the state of trust in the workplace? 🤔    A recent global study from EY quantified this question, showing that there's much more we can do to build trust. #TrustCareConnection

In HR, navigating #compliance feels a bit like playing Whac-A-Mole. Just when you think you've nailed it, another regulation pops up, and it’s back to the drawing board! But I’ve learned to embrace the challenges—and even have some fun along the way. Keeping up with #regulations can feel like a rollercoaster ride. According to a 2023 #SHRM report, 78% of HR professionals struggle with this challenge. “Compliance isn’t just about meeting minimum requirements; it’s about creating a culture of integrity,” a mentor once told me. So true! #HRTechnology has transformed our approach to compliance, turning chaos into order. A Deloitte survey found that 54% of organizations are investing in tech for compliance. It’s a win, but keeping up can feel like mastering the latest smartphone—one wrong move, and it’s a disaster! Key Areas to Focus On 1. Data Privacy Data privacy is a big deal. With regulations like GDPR and CCPA, managing employee info feels like navigating a minefield. An IAPP study found that 85% of businesses feel unprepared for these regulations. We need to earn employees’ trust, especially when it comes to sensitive data. 2. Diversity and Inclusion Diversity and inclusion (D&I) are now essential. A McKinsey report shows that companies in the top quartile for gender diversity are 25% more likely to outperform their peers. It’s all about creating an inviting environment—think of it as throwing a party where everyone’s invited! 3. Employee Well-Being The pandemic shifted our focus on employee well-being. The WHO reports that mental health issues affect 25% of the workforce. “Compliance in well-being isn’t just about laws; it’s about supporting overall health,” says a fellow HR director. Promoting well-being makes our workplace happier and healthier. As I reflect on my #HRjourney, it’s clear that compliance is a moving target. But instead of feeling overwhelmed, I see it as an opportunity for growth and teamwork. “Ultimately, compliance is about building trust,” a mentor once shared. With a touch of humor and teamwork, we can create a workplace where compliance and a positive culture thrive.

Employee Culture: The New Risk Predictor While companies have long focused on customer commentary, workforce signals can be an even more important indicator of risks within an organization. https://lnkd.in/dgC5FMw2

Employers are justifiably concerned about their employees' conduct in the workplace, as this behaviour can have profound implications for the organisation. The way an employee interacts with customers can determine whether those customers will return, while behavior towards colleagues can potentially lead to legal issues. Furthermore, how employees engage with suppliers can have even more severe repercussions. Clearly, it's vital for employers to ensure that their employees' conduct aligns with the company's values and expectations, fostering both ethical and moral behaviour. However, these concepts—ethics and morals—can be interpreted differently by different people, making it a complex challenge. #WorkplaceEthics #MoralBehavior #EmployeeConduct #JointVentures #InterpersonalRelations #BusinessIntegrity #OrganisationalCulture https://lnkd.in/g8KQ4i-3

Our People Risk research found the greatest barrier to addressing talent risks is “difficulty in managing personal behaviors.” https://bit.ly/4aX5yn5 Companies should challenge the status quo and consider how employee #benefits and support programs can serve as an example of the company’s values shares Guy Vachon and Julia Velasquez Rico. #HumanResources

😲😲 IGNORE AT YOUR PERIL! Recent findings from the Institute of Customer Service (July 2024) highlight a crucial trend: The perception of how organisations treat their customers and employees significantly impacts reputation and consumer buying behaviour. According to the report, 36% of consumers would stop using a company's services if they perceive that the organisation does not treat its employees well. This trend indicates that consumers are increasingly "voting with their feet," preferring businesses that prioritise staff's ethical treatment. Poor employee treatment leads to internal issues like low morale and decreased productivity and directly affects customer loyalty and brand reputation. In today's market, ensuring employee well-being is essential for maintaining a positive reputation and attracting and retaining both talent and customers. This shift highlights the importance of ethical workplace practices as a critical strategy for long-term success. Know your baseline, run the 'Cuture Audit' today and listen to your colleagues, if you don't, your customers will. Contact our team today to start your first steps to hearing what your people really think. #culturematters #cultureaudit

Survey scheduled to close Monday 28 October — Over 130 firms have contributed to date, so this is a great piece of research to participate in! 👇 Take part in our quick, 5-10mins survey on how professional firms are evolving their approach to employee performance management. By completing the survey, you'll receive a free copy of the research report and invites to briefings to discuss and explore the results with peers. The 'Evolving Performance in the Professions' 2024 survey looks at key trends, covering topics like: 👉 How often performance conversations happen (formal and informal) 👉 The role of metrics and ratings 👉 Links between performance and decisions on promotions, bonuses, and pay 👉 The impact of hybrid working 👉 The use of tech and AI in performance management 👉 Change priorities for the future of performance Your responses are completely confidential, and the results will be anonymous. If someone else in your firm is better suited to complete, please feel free to '@mention' them in comments below or pass it on! Don’t miss your chance to be part of the research: https://lnkd.in/gch9Qrgr Thanks from all of us at Performance Leader to our research partners for their promotion and support: 🙌 People in Law - Sarah Morton and Fiona Wilson 🙏 Managing Partners' Forum - Richard Chaplin and Claire Mitchell 👊 Chilli IQ - George Katrivesis, Jenny Katrivesis and Kathy Katrivesis #professionalservices #performance #feedback #survey

Our People Risk research found the greatest barrier to addressing talent risks is “difficulty in managing personal behaviors.” https://bit.ly/49uvLrS Companies should challenge the status quo and consider how employee #benefits and support programs can serve as an example of the company’s values shares Guy Vachon and Julia Velasquez Rico. #HumanResources

😲😲 IGNORE AT YOUR PERIL! Recent findings from the Institute of Customer Service (July 2024) highlight a crucial trend: the perception of how organisations treat their customers and employees significantly impacts reputation and consumer buying behaviour. According to the report, 36% of consumers would stop using a company's services if they perceive that the organisation does not treat its employees well. This trend indicates that consumers are increasingly "voting with their feet," preferring businesses that prioritise staff's ethical treatment. Poor employee treatment leads to internal issues like low morale and decreased productivity and directly affects customer loyalty and brand reputation. In today's market, ensuring employee well-being is essential for maintaining a positive reputation and attracting and retaining both talent and customers. This shift highlights the importance of ethical workplace practices as a critical strategy for long-term success. Know your baseline, run the 'Cuture Audit' today and listen to your colleagues, if you don't, your customers will. Contact our team today to start your first steps to hearing what your people really think. #culturematters #cultureaudit