Complygate Blog

5 Great Myths About Modern Work and People We make a lot of assumptions about the key factors and different topics surrounding the workplace, employees and organizations. The truth is, that not everything is as simple, and that this is a very complex world. Read our last post about the “5 Great myths about modern work and people”.  Click here to read more.

What is digital Identity and key components of digital ID systems? What is a digital ID system and which are its components? In our last blog post we talk about the role of digital identity and digital ID systems in today's world, and how they are related to each other and to the management of any organisation. Identity is a difficult concept with various meanings. For our purposes, an identity is a combination of attributes that belong to an individual. One attribute may not be enough to differentiate one person from another, however, a combination of characteristics can be a real game changer. Identity is often referred as official identity of an individual, which is different from the social identity of an individual which can not be used for regulated purposes. What is digital identity? Read the full blog on our website.

Employee engagement in the new normal With the new normal, and the announcement of a new Lockdown in the UK on the 5th of January, driving employee engagement and motivation has become a key focus area for HR professionals. Learn what are the key factors to employee engagement in the new normal on our last blog post. Click here to read the full article.

Key Core HR Competencies for Future Core HR Human Resource functions are constantly reinventing themselves with time through new visions, strategies, processes, technologies and systems. However, sustenance of transformation of the human resource functions requires the HR professionals to develop and implement a new set of competencies required to fulfil the transforming roles and responsibilities. Depending on the factors which are most likely to influence the future of HR, experts propose a competency model which encompasses both generic and specific HR competencies for general and specialised roles and businesses, respectively. Core HR is a blanket term that constitutes the basic functions of an HR department. Core HR functions include recruitment, payroll, administration, training, compliance etc. Alternately, core HR also encompasses Human Capital Management. Core HR also includes personnel information for candidate employment and administration as well as organizational data. The...

Performance Management System: Has Covid-19 made the broken system worse? Performance Management Systems have been criticised for decades, as new practices and use of technology have failed to bridge the gap. However, the management of employee’s performance remains one of the biggest challenges for line managers and leaders in this new normal. 35 years ago Edwards Deming described the idea of evaluation of performance, merit rating or annual review as alluring, and the result of the process is exactly what the word means. Many other followed Edward Deming and got on the bandwagon as performance reviews are not done often enough or too often managed poorly. Constructive and unbiased feedback is like finding water on mars. Covid-19 has changed business models, workplace, and the workforce needs to adapt, so how we evaluate performance needs to be carefully considered. It is especially important to plan for the competency development for the new normal. Organisations invest mountains of ...

  HR Roles for Guiding Future Workforce We all know how Covid19 has dramatically reshaped the economy and the Labour Force, and that means changes to HR Management on the companies as well. New HR Roles such as “Director of Wellbeing” or “HR Workforce Strategy Director” are emerging to stay. Learn more about it on this blog post .

  Diversity at Workplace The origins of organised racism date from the very beginning of civilization. Over time, people have been coerced to accept the conditionality and subjectivity of racism in their day-to-day lives. The systematic segregation of man on the basis of colour and race was thought to be able to raise the bar of particular social groups. However this notion, even though still widely pervasive, is false and dangerously divisive. Organizations which are more likely to do well in today’s global economy emphasize on having a highly diversified workforce and their talent management strategies are greatly influenced by diversity and inclusion goals. Many of the organizations making up the other end of the spectrum too want to diversify their workforce but are apprehensive about a supposed reduction in standards which may arise hence. As the entire global corporate world has finally joined hands to revolutionize work through digitalization, one of the ensuing agendas on t...

  Improving Career Prospects in a Tough Economic Climate The Covid-19 pandemic has sorely affected the global economy. Many organizations throughout the globe have closed their doors forever, countless jobs have been lost worldwide and millions of lives have been profoundly affected with long-lasting ramifications. For the past several months global economy has been struggling hard to survive and maintain status quo. In this scenario, even as numerous question marks punctuate the future of majority of the existing workforce, the addition of a large, fresh pool of qualified resources in a time of dwindling economic growth is a grave issue needing quick resolution. Freshly qualified resources and those about to complete their formal education are facing various dilemmas and challenges, primary among which is securing a job in a difficult economic climate. Many are having a tough time trying to break into the market and fields pertaining to their formal studies and personal inclinatio...

  EMPLOYEE EXPERIENCE INITIATIVES: WHY DO THEY FAIL? Covid-19 pandemic has abruptly halted a period of considerable worldwide growth, development and low unemployment rates all across the globe. Organizations worldwide have had to abruptly change their policies and work methods in order to stay afloat and keep running, even after being forced to shed countless jobs and laying off scores of people. Organizational management must therefore look forward in a smart, innovative way and pay close attention to the parameters and varying patterns that would determine their stability and future growth. This recession will end too, as all do, and organizations shall return to a state where high productivity, talents and growth shall be the key goals for every manager. These goals can be challenging enough even while the economic growth is skyrocketing. Advisory firm Gartner conducted a global study in 2019 wherein companies spent an average of $2,420 per person on efforts to improve the empl...

  Future Leadership and Building a Future Workforce HR leaders, taking lessons from the unprecedented global developments of 2020 shall seek to build critical skills, bolster their organizational management teams and implement strategic and change management to prepare themselves for future. According to Gartner 2020 Future of HR Survey, growth and expansion of business remains the top business objective of organizations, closely followed by improving operational excellence. To ensure that these goals are met, the HR leader shall have to: Build  critical skills for the organization. Strengthen  the overall leadership for current and future needs Implement  change management These priorities have come up amidst widespread uncertainties on the lines of economic, workforce and environmental factors. Top-down change management must be withdrawn in place of a more agile leadership during uncertain times. Leah Johnson, Vice President, Advisory, Gartner, says, HR’s prioriti...

  Leadership in uncertain times given the context of the Covid-19 crisis Acknowledgements I thank Professor Gordon Redding for the critical thinking ideas. All mistakes remain mine. It is an opportune moment to look at leadership in uncertain times given the context of the Covid-19 pandemic and its medical and economic crisis with its impacts on individuals, organisations, business, economies and society. The simplicity, boldness and clarity of the initial leadership strategy and tactics have metamorphosed into something more nuanced, hesitant and opaque. So, how might individuals – from the political, scientific, medical and economic worlds – lead effectively? Read More