Mervyn Dinnen

Analyst Mervyn Dinnen argues that HR and TA professionals can better prepare for the anticipated talent exodus by focusing on retention, talent mobility, virtual hiring, and the candidate experience.

Too many businesses overlook purpose, meaning, and gratitude when creating the employee experience, considering they are the basic foundations on which to build a human-centric workplace.

Recognizing contributions is no longer a strategy purely for rewarding top performers or “high potentials,” but instead for anyone who has made a business contribution, large or small.

The energy and trust we build from social interactions have long been the bedrock of successful team building; connections help us collaborate, creating exceptional outcomes.

The future talent pipeline is set to remain top of the business agenda through the 2020s, putting the focus very much on talent acquisition.

The shift from appraisals to conversations, one-way reports to two-way feedback, and from managing performance to enabling people requires more than a tweak to existing HR practices.

Mervyn Dinnen shares five new learning trends, from the impact learning has on employer brand to the need for self-directed development and evolving microcontent.