In “A rol(lercoaster) for HR?”, Katherina Swings highlights the relationship between Sustainability, with its pillars People-Planet-Prosperity, and HR. More specifically, she discusses how, in the context of sustainable development, we can integrate the focus on “People” into HR (better: People & Culture) policies. In doing so, she formulates a number of options that will help the reader clarify his/her views on this.

In ‘Unlocking the hidden potential’, Rebecca Geyselings highlights the barriers that discourage employees from applying for open positions within their own organisation and places at the forefront a number of initiatives that can enhance internal mobility.
She advocates a systemic approach that integrates actions around internal mobility into the organisation’s existing structures, stressing the importance of management support as a key factor.

The business contacts of Cantaloupe Interim Management with both the Clients, usually HR Directors/Managers and HR Freelancers are for the most part characterised by a high level of fair play in which the mutually established trust is rarely betrayed. And this despite the fact that the stakes are high for all three parties….or perhaps precisely because of this.

It takes three to tango: this article describes concrete examples that testify to the fair play shown by the various partners in the HR Freelancer-HR Freelance Matchmaker-Client triangular relationship.

Companies have numerous options for finding a suitable HR Freelancer. For a significant part of the HR Freelance assignments to be filled, they turn to HR Freelance Matchmakers. To maintain this position, Matchmakers must continue to deliver the necessary quality through which they demonstrate that their added value justifies the commission charged. In this article, you will read what Clients (usually HR Managers/HR Directors) and HR Freelancers consider important in the services of an HR Freelance Matchmaker.