Human Resources

When and why not to retain top Performers

It is not always wise to offer salary increments or promotions to get employees to stay on; sometimes this can be counterproductive. The most valuable assets of any company are its people, which is why the organisations try to retain the best talent with better compensation and work. It’s a fair thing to do, but how long this strategy will successfully work is something the employers need to ponder over. In order to create a highly engaged workforce that is committed to performance, retaining employees ‘at any cost’ seems a bad idea. Of course, retaining employees has its own benefits —less time and energy spent in scouting for them, no time wasted in acclimatising new joinees, and shorter honeymoon period. This is why, industry experts feel that while there is no harm in...

How talent analytics is becoming key to HR growth

HR is gradually moving away from making gut decisions to more evidence-based decision making. But how effectively is HR leveraging talent analytics for taking informed people-related decisions? The digital revolution is redefining the workplace, skills requirement and the employer-employee relationship in a more fundamental way than ever before. Organizations are increasingly recognizing the value of big data and data analysis in predicting and dealing with constant change. As a function, human resources (HR) too is gradually moving away from making gut decisions to more evidence-based decision making. But how effectively is HR leveraging talent analytics for taking informed people-related decisions? Willis Towers Watson (WTW), a global advisory, broking and solutions company has released ...

Instagram: New hiring tool for companies

Firms such as Floating Canvas Company, Epsilon, and Instamojo are hiring through Instagram and companies like Schneider Electric, Starbucks and Verizon are using Instagram to post job ads. Instagram is gaining popularity as an effective hiring tool, as startups share that sourcing talent through Instagram reduces hiring costs by 15-25 percent. Companies and HR networks are particularly leveraging the platform to get hold of freshers for creative roles and for social media management. As Instagram is most popular among the younger generations, it works best for entry-level jobs or for hiring interns. “The average age group of users on Instagram is from 14 to 22. So, getting better access to newbies is possible. Plus, the millennials spend more time on platforms such as Instagram and S...

Class of “EMPLOYEE” @ EVERY WORK PLACE

Hey folks! As I am in HR field I have to tackle with different kind of employee. So, here I would like to share some experienced which is common in every company: Here we go… Late comer: Let’s start with starting; some employee will always be late. Either intentionally or unintentionally; they might be hardworking or good performer or smart working but they are always being late. I regret to revel that I am one of them, I want to change it, I am trying hard for it but it happen. Jealous: OMG! If they getting good appreciation or getting enough increment or promotion but they always feel jealous about others who shall got less increment or appreciation or promoted on same designation. They do not like competitors or others who are growing. Gossiper: Hooooo… That employee must be in every co...

Refuse Salary Proof

  Why you should refuse to provide proof of your previous salary. By Sanjana Ray One of the most nerve-wracking moments in an interview with a prospective employer is the awkward pause after all the general questions are wrapped up and the cross-referencing questions begin. Some of the common ones include, “Why would you want to join this company over others like…?”, “Why did you leave your last job?” and the most dreaded, “Could you provide us with proof to your previous salary?” In all of these questions, the use of smart diplomacy in your responses is of course recommended. But amidst the flow of these ‘pretty standard’ questions, it is imperative to understand when a question goes from being general to overly personal. For instance, a prospective employer asking an interviewee to ...

Problem solving & Decision making

Decision-making, in brief, is selecting a course of action from alternatives.  In actual practice, decision-making should be thought of as a process which includes five steps:   Define the problem. Few problems are really clear cut, and usually the symptoms are more apparent than the causes.  Symptoms offer valuable clues to underlying problems, but until you have identified the real problem, or problems, you’re not ready for Step 2.   Gather the facts and data. Decision-making requires that you gather all the data that might have a bearing on the problem.  For the most part, data will consist of facts, opinions and assumptions obtained from observations, records, or other people.  If key information is not available, delay your decision until you get it.  In some cases, ho...

7 Things Emotionally Intelligent People Don’t Do

The restaurant manager who speaks with poise and grace to the patron complaining loudly about the wait service. The levelheaded friend you call in your greatest times of need. The compassionate but composed rescue worker who aids victims after a natural catastrophe. The partner who angers rarely, forgives easily, and assumes accountability for their actions. The successful CEO who balances her profession, her family responsibilities, and her personal hobbies with equal measures of calm and confidence. What do these people have in common? In two words: Emotional Intelligence. A relatively new trend in the realm of pop culture and psychology today, Emotional Intelligence — or EQ — has existed since the beginning of time. According to Psychology Today, the preeminent site for mental health ed...

Sacked without valid Reason

Bengaluru, resently, A 27-year-old techie has finally got justice in the form of compensation of Rs 12.5 lakh, after she was sacked without any reason by her US-based company In India. According to a report published, the woman employee,  had joined the company as technical system analyst on July 16, 2012 and after three months, she had got her confirmation letter. She was initially noted by her company managers for her exceptional performance for which she even got a salary hike of 8% on May 8, 2013, while her colleagues got a hike of 5% only. Moreover, she even received a certificate of appreciation and a letter from her boss saying, “I appreciate your ongoing contribution and I am pleased to have you as member of our team, Congratulations.” Besides, she also got a lucrative ...

HIPOs: Overworked and Under-Challenged

Definition Bersin by Deloitte defines “high-potential employees” as employees who have been identified as having the potential, ability, and aspiration for successive leadership positions within the company. While this seems clear enough on its face, every organization will have its own definition—shaped by its specific needs and goals—of what effective leadership looks, sounds, and feels like Many organizations begin to create strategies for attracting, identifying, and retaining high-potential employees without first defining what high potential actually means and how to recognize it. Normally, organization should recognize 3 major components (Fig-1) while defining HIPOs which somehow not taken care by many companies. Figure-1: Components for definition of a High Potential     ...

Why (and How) HR Needs to Act More Like Marketing

Mark W. Schaefer on Nov 24, 2016 At this point, we all know that company culture plays a pivotal role in companies hurtling into out digital transformations. This is particularly true for the marketing department, which is changing at such a break-neck pace that marketing success now depends heavily on support from HR to identify and train new skillsets. On the flip side, success in HR could use a major assist from marketing, or at least HR professionals who think like marketers. The competition for the best talent is fast and furious and, in many cases, that battleground is the social web. This year, I have been working on an in-depth evaluation of recruiting practices for a Fortune 500 company. It’s clear that an injection of marketing thinking could help lead to the HR transformation th...

ROLE OF HUMAN RESOUCE IN SRARTUP

  By Vinisha Panwar – Regional Service Manager HDFC Bank   If Business world is an engine, start-ups are its fuel. Business industry will be more successful if the start-ups working in the industry are capable of generating business more efficiently. The business world is transforming and the most important question which arise in such dynamically changing scenario is – Are startups ready to embrace such changes on continual basis? Dynamics of challenges faced by emerging companies have been changed. Now a days, the biggest challenge faced by the startup companies is to attract best talent and retain it. Funding is no longer a big challenge for the emerging companies especially in developed and developing nations. There are many leading startups which have faced this ...

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