Mimi Kurniawan’s Post

4 teams, 4 smiles, 4 colleagues and friends genuinely enjoying spending time together. Effective Employee Retention is an art and a science. There are best practices that span across organizations, but there are of course nuances depending each company's unique culture. People often decide to leave a company not because they hate their job, or they hate their boss, they don't really hate anything, they just want additional ways to learn and grow. Forbes Human Resources Council found a group of HR enthusiasts to provide their advice on different ways companies can retain their people. My advice was around making it much easier to find opportunities internally, so employees consider an internal move before they look outside. In a QuestionPro study of 10,000 workers across the U.S., a third of workers said they were not sure where to look for opportunities inside their organization if they were interested in changing jobs. One way this can be accomplished is through employees having close relationships so they keep each other informed when something becomes available. But of course there are more formal ways such as internal job boards etc. You can see much more advice in the full article here: https://lnkd.in/dS8iQCv9 With some fabulous advice from my fellow contributors, including Rachel Fletcher, Jason Averbook,Nichelle Cole,Barry Asin, Kyle Samuels (he/him), Lynne Marie Finn, Kshitij Jain, Graham Glass, Marcy Klipfel (she/her/hers), Janet Vardeman, CJ Eason, Ursula Mead, Dr. Timothy J. Giardino, BS, MBA, PhD, Alex Gillespie, Laci Loew, Tracy Cote, Michael D. Brown. #employeeretention #employeelistening Dan Fleetwood, Cecil Puvathingal, and Jacqueline Tasker's awesome smiles are in the photos 🤗

In HR, we often talk about strategies, policies, and growth. But at its core, our job is about fostering connections, understanding human potential, and nurturing a culture where people truly thrive. Today, I wanted to share what I've learned about creating a workplace that resonates: 1) Listen deeply: Employees aren't just looking for a job—they're looking for a voice, a place where their thoughts matter. 2) Empathy over efficiency: Process is important, but people should never feel like they’re just a number. 3) Recognition fuels motivation: Acknowledging hard work and unique contributions goes beyond perks—it builds trust and loyalty. Let's make our workplaces places of inspiration, not just obligation. HR professionals, what practices have made your teams happier and more engaged?

Did you bring your kid to work in April? Children’s observations can lead to profound insights: -Diversity and Inclusion: Do your visitors see diversity in roles and leadership positions? A diverse team not only enriches the company culture but also expands your business’s appeal and relates to a broader customer base. -Education and Development: Is there a way to explain what your company does in simple terms? This is a litmus test for how well you communicate your brand’s message internally and externally. -Feedback and Adaptability: Are you open to their questions and willing to consider their suggestions, no matter how off-beat they might seem? This openness can foster a culture of innovation. Want more ideas: https://lnkd.in/eVXjksCi #employeeexperience #employeeappreciation #EmployeeEngagement #employeeproductivity #hrmanagement #hr #hrconsulting

Companies rarely fire due to lack of skill. Employees rarely quit because they don't have the skill. Separations are usually related to either behavior, engagement, or motivation - the exact factors that are improved through the right job match. This is why the insight gained from Affintus in your hiring process is so effective at reducing turnover - both voluntary and involuntary.

"One common thread you will find among our people is really a genuine love for travel, it's in our DNA. I do think this is our key to success in a highly competitive industry," shared our VP of People & Culture, Cary S., during her recent interview with Human Resources Director Asia. Indeed, this love for #travel and experiences is what unites us. It anchors us in our mission to bring the world closer together through shared #experiences. Cary explained how our PATH core beliefs—Push boundaries, Ask for and give feedback, Take ownership, and Help each other—serve as the anchor of our culture. “We launched it to clearly define the values that Klook stands for and to establish the expectations we have for our talent," she added. Dive into the interview (https://lnkd.in/gFTjdGZg) to uncover: 🌟 The HR initiatives propelling #TeamKlook forward 🌟 How our People & Culture team implements a successful HR strategy 🌟 What's in store for our forthcoming 10th anniversary Does co-creating a vibrant culture and spreading joy among our fellow Klookers excite you? Join our award-winning People & Culture team >> https://bit.ly/3TNpeTa #LifeatKlook #YourWorldofJoy

I attended a brilliant D&I seminar earlier this week hosted by one of our valued clients (thank you for your kind invitation ❤ ) I haven't shouted about this in a while, but I wanted to reiterate that Diversity and inclusion are more than just buzzwords. They are essential components of a thriving workplace culture, and HR plays a pivotal role in making this happen. 🌟 HR professionals are the architects of diversity and inclusion strategies. They design and implement policies that ensure everyone, regardless of background, feels valued and respected. This includes everything from recruitment practices that attract a diverse talent pool to training programmes that educate employees on unconscious bias and cultural competence. But it doesn't stop there. A brilliant HR team will make sure that D&I runs through the very core of the business and managers also fosters an inclusive environment by promoting open communication and encouraging employees to share their unique perspectives. 🥰 So many brilliant takeaways from the session - All of which will be added to our D&I cycle later this week. 📝 If you are a client or a candidate that would like to find out about KC Groups D&I Cycle and how we can help you and your company implement and improve your processes, please do let me know. 🙌🏽 I'd also like to know what initiatives your company has implemented to promote diversity and inclusion. Share your thoughts in the comments below or visit www.thekcgroup.co.uk to learn more about how we can help you build a more inclusive workplace. #Diversity #Inclusion #HR

Recently I’ve been thinking about how employees expect very different things from work today than in the past. Years ago, people went to work just for a paycheck and stayed at one organization their entire career. Then work became a place for learning and growth. Increasingly, in a post-Covid world, work has become a place where people want to make a positive impact and connect with their values. This shift was one of the themes that weaved through numerous discussions at the Evanta, a Gartner Company NY CHRO Summit last month. Employees want fair pay and career development, of course, and they also want to work for an organization who represents their values and where they have a voice. The numerous discussions brought up important questions for executives and HR leaders. Are we in touch with how our employees feel about working at our organization? Are we inviting and responding to employee feedback? Do employees at all levels of the organization have an opportunity to make a positive impact and connect to a larger purpose? Do employees have an opportunity to connect with their values at work? Are we clear about which types of issues, if any, we as an organization will be vocal about internally or externally? Do we need to take a fresh look at our employment value proposition? For our organizations to stay competitive in attracting and retaining top talent, we will need to grapple with these questions.

After many years, Marc White and I reconnected today to discuss recent HR trends and share best practice. It was brilliant to catch up after such a long time! Marc and I actually went to school together, and fun fact—he even sold me my first car. Although our career paths took different routes, we’ve both ended up in the same field, united by a shared passion for HR. Interestingly, we both began our journeys studying accounting at different colleges, only to discover it wasn’t for either of us. That realisation ultimately led us to HR, combining a focus on people with the strategic needs of business. Our conversation reaffirmed the immense impact of HR on organisations today. It’s no longer just about policies and procedures—it’s about driving culture, supporting innovation, and enabling businesses to thrive through their people. Reconnecting with Marc reminded me how valuable it is to nurture and revisit your network. It’s not just about staying in touch—it’s about exchanging ideas, sharing insights, and growing together as professionals. To my network: why not take a moment this week to reach out to someone you haven’t spoken to in a while? You never know what you might learn or where that reconnection might lead! #HR #Networking #Reconnection #StrategicHR #PeopleAndBusiness

In HR, our role often goes beyond what meets the eye. There's an "iceberg effect" at play. What you see on the surface is just a small part of what we truly do. We wear countless hats, each one crucial in its own way. For me, one of the most fulfilling aspects of my job (something you can’t see in this picture) is creating a safe space where people feel genuinely comfortable to express themselves, free from judgment or discrimination. It’s not just about policies; it’s about building trust, empathy, and understanding within the workplace. As someone who’s passionate about this, I take pride in being a champion of culture and inclusivity. Behind the scenes, I’m always striving to make sure every person feels valued and heard, no matter their background or beliefs. This commitment isn’t just part of my job it’s something I truly care about and take to heart every day. Let's keep addressing the whole iceberg, above, below, and beyond the surface, because when we create a space where employees can thrive, the entire organisation prospers.

"Navigating the HR Journey Solo: Building Company Culture from the Ground Up" When I stepped into my role at BMC Security Services Limited,I realized that I was the one and only in the HR department. Starting as a team of one came with unique challenges and incredible opportunities to shape the company culture and ensure that each employee felt valued and supported. From handling recruitment to creating policies, every decision and initiative was made with one goal in mind: fostering a positive, inclusive culture that empowers everyone to bring their best selves to work. Here are a few steps that helped me make a difference: *Building Relationships: By getting to know each team member personally, I could better understand their needs, motivations, and goals. This helped me design programs that truly mattered to them. *Open Communication Channels: Establishing trust was essential. I prioritized open-door policies, regular check-ins, and open forums where employees could express their views and feel heard. *Celebrating Wins and Milestones: Whether big or small, celebrating achievements has been vital. Recognizing the hard work of each team member not only builds morale but also strengthens our bonds as a team. Being the sole HR representative has shown me how impactful a single role can be in shaping a workplace culture. I’m proud of the growth we’ve achieved as a team and excited to continue fostering a supportive and empowering environment. What were your biggest lessons when you started in HR? I’d love to hear your experiences in the comments!