PeopleStreme Human Capital Blog

Latest News and Research in Performance, Talent Management and Engagement


Last chance to have your say in the 2015-2016 HCM/HRIS Survey

So far we've had a really strong response to the annual Human Capital Management/HRIS Survey, revealing some really compelling findings.

Last year's results indicated that 83% of organisations were at stage 1 and 2, while 87% wanted to see their organisation at stage 3, 4 or 5.

Your response will provide empirical data that will help the HR community over the next 24 months.

It should take 2 minutes to complete. To show our appreciation, you will receive a free copy of the report once we've compiled the results.

Click here to take the survey [More]

The 2015-2016 HCM/HRIS Survey

Human Capital Management is a journey rather than a destination. We have identified 5 stages that most organisations progress through. Last year's results indicated that 83% of organisations were at stage 1 and 2, while 87% revealed that they would like to see their organisation at stage 3, 4 or 5.... [More]

Monash Health - How to attract candidates with progressive onboarding

“I’d like to think that a new starter coming in would say this is the kind of industry or business I want to be involved in.”
Tim Whitbourn, Shared Services Director, Monash Health.

With such a large workforce, Monash Health recognises the importance of attracting candidates with efficient and modern onboarding practices. Watch the video to see what they did. [More]

HomeStart Finance: The Key to High Performers

“There's a real increase in engagement and productivity... we have higher performers as a result of having clearly linked objectives.”
Vanessa Charlesworth, People & Performance Business Partner, HomeStart Finance.

Faced with the limitations of a manual appraisal process, HomeStart Finance decided to implement an online Performance Management system, which has since become an integral part of achieving their organisational strategy.

Click here to watch the video. [More]

Whitepaper: The Link Between HR Process and Business Outcomes

It often comes as a surprise to HR that C Level executives have little or no support for the appraisal process. But C Level executives are charged with delivering business outcomes, not ensuring good HR process; and appraisals have been shown to do very little to change behaviour.

Performance management is a more comprehensive process whereby creating specific and measurable company-wide objectives, HR can have a direct impact on business outcomes and gain the support of executives.

Click here to download the whitepaper. [More]

Case Study: Rightship; Global Employee Strategy Alignment

Making the connection between an individual’s personal performance objectives and the company’s objectives sets the groundwork for a motivated and passionate employee base spread throughout the world.

RightShip has now seen an increase in revenue through the development and delivery of annualised milestones, derived from the five year strategic plan. There is also...

Click here to download the case study. [More]

How Movember changed its HR game

"Your people will go from giving you 70 and 80% to giving you 120%. That’s the outcomes I’m seeing already out of this process." Phil Williamson, HR Director, Movember.Movember's HR Team raised their game, moving from mostly operational duties to making a real contribution towards t... [More]

How Monash Health streamlined onboarding to improve candidate perception

"We ran the risk of losing candidates to the other hospitals because we weren’t quick enough getting the paper work... we wanted to mitigate that risk and be seen as employer of choice.”Tim Whitbourn, Shared Service Director, Monash Health. HCTV spoke to Tim Whitbourn of Monash Health t... [More]