Several options exist in the area of employee financial participation. What is crucial here is that this form of remuneration must fit a company. In this article, I address some strategic questions to guide effective remuneration policies for growing companies such as startups and scale-ups.
“If you don't try, you will never succeed.” In other words, it requires courage, daring, perseverance, creativity, contacts and strategic insight to successfully guide a startup to the next phase. How is it possible that such a successful startup, like Lightyear with enormous potential ultimately fails? We have briefly listed the lessons that several startups can learn from this case below.
Meanwhile, 20% of the working population has burnout symptoms, according to research by TNO. That's more than 1.6 million people. Among young people, the problem is proportionately greatest: one in four 25- to 34-year-olds has burnout symptoms due to work. A major cause of these problems is a disturbed work-life balance.Performance pressure, life uncertainties and social pressure are the main sources of stress among young working people. Unbelievable but true. How to proceed?
Employee participation is increasingly becoming important as an employee benefit, especially for start-ups and scale-ups. Entrepreneurs and employers have difficulties in recruiting and retaining talented people. employee participation might be the perfect solution.
HR as a Service (HRaaS) refers to outsourcing HR functions to an external professional. Why does an enterprise choose this? It offers organizations in a growth phase such as startups and scale-ups great benefits that we describe in this blog.
After more than 10 years of negotiations, there is finally clarity, the new pension system is coming. In 2028, this new system will apply to everyone. We list the most important changes for the employee.
What are the 5 most essential HR priorities for 2023.? Clearly these topics are not exhaustive and may vary depending on your company's needs and goals. For example, some scale ups prefer to give more attention to L&D capabilities rather than having certain benefits. Obviously, every growing company requires a customized approach.
Employers have put up with it for a while, but slowly they seem to be realizing, that the newly created situation where employees decide for themselves whether to come to the office is not such an ideal development. Legislation is on the way.
We all know them, whether they drive for Post NL, Getir or Deliveroo. Once hired as ZZP-er, but are they actually still? The Supreme Court ruled with the following explanation.