HR Insights Blog

This year, Spain’s Top Employers have shown a 31% increase in implementing stress management programs. Almost 78% of these Top Employers have put initiatives into place to manage employee stress; just two years ago, this figure was nearly 31% lower. Nearly half of all working days in Europe are lost due to stress.

Madrid, 20 October 2014 - Human Resource Directors from more than 40 companies discussed their practices in leadership, learning, performance, succession and careers at the HR Summit organised by Top Employers at Campus Repsol in Madrid. During four simultaneous interactive workshops on Friday 17 October, these company leaders put emphasis on the need to move toward a culture of learning, leading by simply managing the complex, and making the employee the protagonist of his own career.

Company core values are very important to organisations, often integrated in business or HR strategies, but how do you utulise these core values? We research, validate, and audit a large number of Top Employers around the world; in doing so, we come across many great examples of core value utilisation within these successful organisations. These key values ​​have been integrated into the heart of corporate strategy for many of these organisations. For example:

Social networks encourage more transparent communication, meaning that consumers are more critical and better informed. Furthermore, younger generations entering the professional world are attaching more and more importance to the values of the companies for which they work and the general public is committed to ending unethical behaviour.

Diversity management has been consolidated as a strategic priority for Human Resources of the Top Employers in Spain, in Europe and all over the world. In fact, in our country the percentage of certified companies in which key performance indicators on this matter are reported to executive management has gone from 59% in 2013 to 69% this year. Besides this, the number of organizations that have diversity as one of their specific responsibilities is growing.

Best in class organisations around the globe are redefining their development programmes to adapt themselves to globalisation, emerging communication technologies and growing specialisation.

Is it more effective to recruit superstars from outside or to recruit among your own? Businesses confront the same dilemma that athletic clubs do when trying to look for new talent in key positions.