The hiring process isn’t about manually sifting through hundreds of resumes after sending out a general ad anymore. It’s far more targeted and far more technological, and applicants are generally able to send out more applications than ever, leading to both a deluge of shreddable applications and a larger sampling of qualified candidates.
Additionally, HR professionals can now employ tests, quick background checks, and online searches to find out more about applicants than ever before. Video chat and email speed up the process and allow people far away from the office to put their interest forward.Read More
Organizational crises remain a pervasive threat to performance and business continuity. Among the list of such crises, those pertaining to organizational staffing take the centre stage. People risks come in many forms. In all cases of people risks, HR plays a leading role in protecting against and mitigating any potential damage, minimizing losses, avoiding disruption and doing a lot more. It is, therefore, imperative that HR should have a well-oiled plan A and plan B in case a crisis strikes and if the original plan does not respond. The onus rests with HR to devise people risk management plans with the aim of providing support to the senior leadership, clients, vendors, employees and other stakeholders. Let us look at the top seven people-related risks that HR faces:Read More
Awards and certificates serve as a testimony to one’s excellence in particular aspects. In this regard, popular business software directory FinancesOnline believes that PeopleWorks performed remarkably in providing businesses with an intuitive way to facilitate the entire scope of their human resource processes. In light of this, PeopleWorks was distinguished with the Great User Experience award for 2018.Read More
The need for talent remains high, but the shortage is becoming more exacerbated with the fast-changing political climate. And in today’s tight labour market, companies have to expand their reach to attract good people. The HR has tough choices to make in the battle for the ‘hearts and minds’. The changing market factors have redrawn some of the sensitive lines in the business world. For instance, diversity and inclusion are now a part of business strategy, not an HR program any more. Welcome to the world of social enterprise, a strategic model that many businesses are embracing.Read More
If trends are anything to go by, then talent management is no longer the bastion of HR and talent tech is not the exclusive preserve of the IT leadership. Trends have shown that organizations are able to position themselves most effectively to reap the benefits of talent tech provided there is a radical shift in their approach. The new approach is a more inclusive one than the HR or IT initiatives. Here are the five attributes in the new approach that is successful in driving the implementation and scaling up of talent tech in organizations:Read More
From recruiting to performance measurement and workforce planning, people analytics is experiencing dynamic avatars in its role as an embedded application. The HR department is smarting under the challenge to move beyond the traditional review of data and take cognizance of the market factors at large. Embedded analytical tools use workforce data to improve performance and manage operations. The upshot of this trend of using embedded people analytics is that new business driven solutions help in evaluating, predicting, and leveraging a broad range of business issues.Read More
One of the most ignored factors in HRM practices in most organizations across the globe is the relationship factor. Evidently, there are a series of training modules which are practiced for team building exercises. But are they providing the expected results performance is a million dollar question which HR leaders are hunting for an answer? This problem cannot be fixed unless we uncover the blind spot that lies behind it.Read More
Businesses no longer have to make do with proprietary built-in applications. Just imagine the capability of the system that can pair with any L&D, ESS, talent management and other allied applications. Integrating HR technology with other business software applications offers…Read More
Studies have repeatedly shown that finance industry executives are smarting under a slew of recruiting challenges. This is one industry that has successfully withstood business instability, but volatility of a different kind—human resources—in shaking up its foundation and threatening its…Read More
In most service businesses, people, knowledge, and technology remain the prime source of competitive advantage. The three are also capital intensive and relative to the industry. Even industries such as oil and gas that have a high level of automation…Read More
At any given time, a variety of skillsets is required to meet the demands of a volatile market; and, getting people in the right place and with the right skills is a serious resourcing constraint that organizations often face. Large…Read More
To bring about digital HR transformation, two things are required in any organization: a change in mind-set and an ability to identify opportunities. When we consider the first requirement, the shift to a mobile and platform way of thinking is…Read More
To boost employee engagement and productivity, it is imperative for businesses to closely align their workforce strategies with their business strategy. With changes in market forces, work, and technology inextricably intertwined, the impact on interpersonal interactions at the workplace is…Read More
With the evolving nature of work and workplace, organizations are rethinking employee health with personalized, holistic and data-driven wellness programs. Unsurprisingly, insurance companies are betting high on implementing such wellness coaching programs with the aim of reducing healthcare and medical..Read More
While recruitment is still the preferred module among most HR tech companies, businesses are showing a propensity towards tools that help in managing performance intuitively. With businesses benefitting from the renewed focus on integrated human resource management systems (HRMS), new platforms are emerging to capitalize on the shift from cloud to mobile, analytics and artificial intelligence. Word is around about wearables in the workplace, social recruiting and video-based conscription replacing traditional HR systems. Surprisingly, all these developments fade in comparison to the technology trend that is reshaping HR: performance management.Read More
Of course, good HR leaders perform well on all of HR’s traditional capacities, but what makes a HR leader truly great is their performance on key competencies (which other HR managers gloriously overlook). If HR leaders develop their skillsets around key competencies, then it is possible to witness the HR taking the lead at the boardroom. So what are the key competencies that we are talking about? According to a research survey carried out by Zenger Folkman consultancy, when leaders in the HR function are compared with those leaders in other functions, the typical HR leader falls short of the average percentile. By contrasting the results of HR leaders with that of other leaders, the research team identified a few key skills that pushed some HR leaders to shine more than others. The following are the key competencies or skills that helped good HR leaders to become great in their roles:Read More
Although a majority of businesses consider digital and automated HR functions as important, only a few of them end up choosing the right human capital management (HCM) solution. Businesses continue to invest in HCM systems riding high on factors such as scalability and AI capability. Little consideration is given to the fact that HCM exists to streamline HR workflows and maximize human capital. In other words, what today’s businesses need to understand is that present HCM solutions are not mere integrated personnel, payroll, and benefits processing systems, but they are powerful, sophisticated tools that can help in managing the workforce and contributing to the bottom-line.Read More
Talent analytics is catching on across geographies and industries, and it remains to be seen how best it can add value to businesses. A recent report by LinkedIn revealed that there has been a nearly 80 percent rise in HR analytics professionals in India. About 14 percent of all HR jobs in India are analytics based. Automation is giving way to talent analytics big time. How best will it affect the variables in HR is a question that is dominating the sharpest minds in the industry.Read More
Is your organization hunting for an HR professional who is successful, pedigreed, and influential from an Ivy League institution? It is common to assume that an HR leader as one who is outgoing, success-driven and well-ensconced at the top. However, this bias in staffing leadership roles is disappearing fast over the past couple of years or so. Organizations are no longer looking for a Fulbright scholar, rather they are interested in hiring someone who is just half as bright and can lead from where they are: someone who would do the thinking as they go about their work; someone like Capt. Jack Sparrow!Read More
Behind the successful adoption of any HCM tool is its intuitive design and seamless functionality that drives usability and employee engagement. HCM tools are differentiating themselves using well-designed User Interface (UI) and User Experience (UX), with a particular focus on smartphone adaptability and customization.Read More
Its one thing to make a decision to move your HR systems of record from simple spreadsheets to a digital workflow, but selecting the right digital technology partner to do this with you is a completely different ball game. Many times; when existing spreadsheet based systems are to be moved, price becomes a key consideration as typically companies believe that the spreadsheet based systems were not costing them anythingRead More
Integrated service delivery with HR tech has been the catchphrase among HR professionals for quite some time. While automating administrative tasks and processes has helped save on resource usage, it has contributed little to the complete transformation of the function, leave alone business success. According to HR leaders, human capital remains one of their top five business priorities, and analytics is the missing piece in the ultimate transformation of the HR functionRead More
In this age of nonstop disruption, there is a lot of talk about optimizing organizational performance. In plain-speak, it means maximizing the potential of an enterprise’s assets to achieve business goals. Optimization is a now concern for all businesses. Challenges have impacted the talent landscape to such an extent that it has affected roles and responsibilities.Read More
It is estimated that the global HR technology marketplace is $400 billion. Many startups have sprouted up worldwide focusing on products that service all HR functions—recruitment, engagement, compliance, and learning and development (L&D). While the functional requirements of recruitment and L&D roles are quite straightforward, the workings of engagement function are subject to variable factorsRead More
With EU GDPR coming into force to protect consumer privacy and data, there is a need for a similar regulatory framework to protect employee data. Organisations are unfettered when it comes to collecting employee data. Given the rising number of consumer and employee data breaches, it is high time that organisations put in a conscious effort to protect employee dataRead More
Successful organizations are recognizing the importance of a holistic talent management approach. In this the entire talent management lifecycle is viewed as interconnected processes and pieces that work together effectively and efficiently to attract, assess, hire and also develop and retain top talent for the organization.Read More
If you are running a business which involves working with multiple groups within the organization, chances are you already have a performance management system in place. In many organizations such system may be an annual process of evaluating what individuals and groups did well to determine their perks like salary raise and/or bonuses. While in many others it is now a continuous process of dialogue conducted monthly to ensure expectations are calibrated regularly.Read More
Any business activity is essentially conducted through organized efforts between multiple groups of individuals. All organizations need to have sufficient and necessary resources available to them at the right place at the right time to ensure that they deliver on the intended and defined organizational objectives. In this process manpower resource planning becomes a crucial business activity for organizations of all sizesRead More
Artificial Intelligence (AI) is transforming every industry. It is influencing the HR function too, with companies using AI to perform high-volume hiring operations. It is time that businesses get their workforce ready for AI.One of the major reasons for HR to prefer AI lies in its transformative benefits. For instance, companies that have successfully adopted AI report a significant fall in time to hire. AI helps in quickly screeningRead More
The Wells Fargo imbroglio in 2016 is fresh in our minds. The bank’s managers did what most finance firms did to increase their revenue: setting targets for employees to convert existing account holders to open another account, take out a credit card, or buy other services. Its employees achieved their targets, yes. Future looked good for the bank. In fact, it was only practising the incentive program commonly followed in the industry, and Well Fargo was besting the competitionRead More
There is abundant material available to prove that women-led companies are more innovative, more productive, and more profitable. Every year, around Women’s Day, some of the world’s leading research houses and industry bodies publish the findings of their study or survey relating to the progress of women business leaders. Despite the chorus on empowerment and equal opportunity,Read More
Most companies still practice traditional models of corporate training using course catalogs, instructor-led classroom training, and e-learning. However, a growing number of companies are exploring potential opportunities for closely aligning individual performance with business performance. This has enabled the learning and development (L&D) function in those companies to evolve as a behind-the-scenes force that meets learner requirements constantly throughout the employee’s tenure with the organization. In its new avatar, the L&D function uses a variety of tools and technologies to make learning engaging, accessible, and shareable.Read More
There is a clear business case emerging for Virtual Reality (VR) usage among HR teams as many large organizations are weighing VR’s advantages in saving costs incurred in travel, training, employee engagement, retention, productivity, and risk prevention. The prime advantage of VR is that it allows people to experience situations in lifelike scenarios. From the HR perspective, more than the cost-saving factor, VR implementation would be immensely helpful for performing hitherto complex functionsRead More
The future of work is already here. Automation and artificial intelligence are no longer hot topics these days. Cognitive applications such as IBM Watson have a broad impact, and the HR function continues to reel under their influence—from automated analytics to bot-based interactions, the world of HR is facing disruption. Cognitive automation technologies, like machine learning and natural language processing, have gone a step further: They can understand a problem and find a solution. Towards this end, it would be worthwhile to see how global HR views cognitive solutions.Read More
More mobile, more digital, more flexible, more diverse—the mantra of today’s global organizations is redefining the future of work. The role of HR in the global deployment of talent is a large and complex area. Earlier, global mobility referred to managing global and domestic assignments, transfers, movements, tax compliance issues, and immigration issues among others. However, in today’s context, global mobility is no longer about managing expats in the logistical and personnel perspectiveRead More
2017 has been an amazing year, as we look back on the last 12 months, we see a plethora of activity in the world of business especially with respect to the way business and people are managed. In this article we briefly talk about few of these things that haveRead More
An apparel retailer faced perennial staffing problems that affected business operations. The problems arose due to a poor understanding of the workforce skills and lack of ability to analyze existing data to plan for future talent needs. In another instance, a biotech major was facing regulatory and compliance issues from its worldwide operations. Without a common competency framework, the company had resorted to having nonstandard roles, responsibilities, processes and proceduresRead More
With the concept of career undergoing continued transformation, organizations are fostering learning and development (L&D) opportunities that is “always-on.” This has placed businesses in a position to display their “learn and development” prowess as the principal driver of their employment brand.Read More
To respond to major business and workforce disruptions, enterprises must intensify the need to focus on the customer experience to drive growth. There are critical linkages between the HR, customer experience, business strategy, and customer service. The answer to forging the linkages effectively lies in applying design thinking to the organization’s HR customer experience strategy. Re-imagining the HR customer experience drives brand differentiation, service excellence, and growth.Read More
If you are busy building your business; chances are you have little time to think about HR technology tools that you should use in your business. Many business owners and senior executives, tend to relegate this to a later date or to someone else to decide or operate. The fact is HR technology solutions are an important decision which you must take right at the start of your business. Why? Let us explain.Read More
One of the key business challenges that Indian organizations are increasingly waking up to is the importance of managing a multigenerational workforce. So why this particularly challenging for Indian companies; because while most of the other world is greying, India is getting younger. By 2020, the average Indian will be 29 years old compared to 37 in China& US and 45 in Western Europe. These vast numbers of individuals entering the workforce have very different mindset thanks to the changes India has witnessed over the last 20 years. The generation gap is accentuated in India as it leapfrogged many technology advancements like social media, mobile & the internet.Read More
In 2011, there were only 1000 coworking spaces worldwide, mostly in Europe and the US. By 2014, the number grew to 6000 and by 2011, to 11,000 coworking spaces. It is estimated that by 2018, about 37,000 coworking spaces will be operational with about 2,370,000 professionals working out of it.
When it started, coworking fulfilled the need for small and medium-sized companies to share costs and to network. Today, a coworking space is a place where entrepreneurs, self-employed, or even staffs working for different companies opt for the flexibilitRead More
Every year new learning technologies hit the market with the promise of helping organizations achieve their business goals faster. Those tools are designed to meet specific business needs. According to a recently published research about the changing nature of the learning landscape, most learners feel empowered to learn, leverage their network, and also seek new ways to collaborate. In fact, the research showed a consistent trend in learners preferringRead More
CEOs want more data on talent management and are willing to increase investments in HR data and analytics. Organizations that use talent data effectively have reported a boost in employee performance, employee engagement, and gross profit margin. For any organization, it is important that the management have constant access to the right talent data. According to a research report, “talent analytics” is becoming a hot subject of discussion among top companies acrossRead More
One of the growing trends in the technology space in general and HR technology in particular is the increasing use of Chatbots in various HR functions. The probability that you might be interacting with a bot while being hired or resolving queries or even completing transactions are high now. The fact that robots are replacing humans in human resource departments is a bit ironic & we look at separating the hype from the reality.Read More
Not many HR managers wield the power to influence their company’s policies and strategic business growth. In most cases, they are out of the picture when discussions touch on markets, products and consumers. The role of HR teams is often restricted to recruiting and training. To influence business strategy, the HR manager needs a good strategic plan that should be the guiding principles for the HRM function. The plan needs constant review and change as aspectsRead More
Research has shown that more organizations are embracing the idea of working with remote teams because of numerous advantages. For instance, people tend to spend more hours at work when remote working, are more productive, and are less expensive too. Moreover, employees prefer the flexibility and freedom that comes with remote working. In factRead More
Customers and their needs drive innovation in the service sector. Customer-centered innovations in technology support organizations in handling queries, resolving issues, and building loyalty. Today, artificial intelligence (AI), robotics and automation tools help tech companies in serving customers efficiently, and customers have become more demanding than ever. They want to get answers nowRead More
The realities of a globalized workforce and business have necessitated companies to look for HR tools or Human Capital Management tools (HCM) that come integrated with new solutions rather than the customary CRM, time management and payroll processing. Companies are always on the move for HR solutions that provide advantages such as better employee experience, cost advantages, flexibility, self-service, and analytics among others.Read More
With millennials already accounting for 46% of India’s workforce, it is important that companies start thinking about making some changes to attract—and retain—this generation of workers. Of course, millennials are unique in their demands, thinking and attitudes, but then companies need to sit and take note of the followingRead More
In most organizations employee claims is a reality, irrespective of the size of the organization. In most companies employees have to submit claims primarily for some income tax purpose like medical reimbursement, Rent receipts or for internal claims purpose like travel or mobile reimbursement. Depending on the number of employees the volume of these transactions can be from few hundred per month to few thousand per month. While companies routinely look to digitize their time & attendance records, employee claims is one of the biggest transactional processes that HR and Finance need to manage together and is often not prioritized for digitization.Read More
The HR department is one of the integral parts of an organization which takes care of tasks such as onboarding of new employees, motivating employees in order to maintain the morale in the organization, ensuring the day to day requirements of employees are met for them to fulfill the tasks assigned to them, maintaining a friendly work environment and so on.
From the start of the 21st century, HRs have gained a lot of prominence in an organization as they play the key role of building and developing an organization.Read More
Every year, organizations plan to change their workforce in order to find newer and efficient employees to take over certain roles. Surely, recruitment process helps the organization grow, but increases expenses at the same time.
The recruitment process is a long and a tiring one which tests the caliber of "potential employees" and only after careful consideration, they are hired.Read More
New employee on-boarding is the process of integrating new employee with company and its culture, as well as getting new hire the tools and information needed to become a productive member of the team. On-boarding new hires at an organization is a strategic process that impacts employee experience of first few days and months and is crucial to ensure high retention.
For successful on-boarding it is important to design a comprehensive process from start to finish.Read More
If you run a business, after capital the next important resource required is people. It’s not surprising then, capturing and monitoring attendance of employees in order to pay them the monthly wages is a fundamental process in all businesses. As per Sierra Cedar HR Systems Survey White Paper 2016-17; 88% organizations use time & attendance solutions as part of the Workforce Management suite (WFM). A closer look at this data indicates that WFM adoption in Small (less than 5000 employees) and Medium (less than 10,000 employees) is markedly lower than in Large (More than 10,000 employees) organizations.Read More
We have been working in pre defined shifts since the advent of industrial age. As the industrial activities grew, practices from manufacturing have now also found space in other industries like hospitality, healthcare, ITES, Retail and Education.
One of the very common practices across these and many other industries is defining a work shift for employees. In many cases such shift timings vary based on location, role performed and even week of the month. Managing these multiple variables in a dynamic and systemic manner is a challenge for most managers in these industries.Read More
Employees across various industries rely highly on the HRs for any kind of permissions or queries. HRs are constantly being tested to provide employee service quickly because of advances in technology.
Organizations have taken a step towards easing HR’s tasks by introducing the workforce to automated tools which can take care of some of their requirements.
Employee self-service tools integrated in HRMS can take care of several transactional requests.
Organizations usually reward employees by providing them with benefits such as small perks, incentives or promotions. These are for sure some of the best practices taken by organizations to ensure that the workforce is content.
Sometimes, workforce retention can be done in a way that enables the workforce to grow and learn. This method is often more fruitful when compared to just providing benefits. Organizations can take a step forward and reward the employees by allowing flexibility of work hours, recognition of achieved goals, and setting up training sessions periodically.Read More
Leave management is the process where employees request for leave and wait for the approval/denial of the same. In most organizations, it is the HR department that deal with the leave management process
This process can be a very complex one for HRs because they need to keep track of the leave application patterns, employee leave balance and leave request frequency.
And the bigger the organization grows, tracking this data for all employees becomes a task in itself.
Employee transfer is the most important part of an organization which allows the company to shift, the employee from one department to the other. This process is usually a horizontal movement in an organization where there is no change in the employee’s responsibilities. Transfer of an employee from one department to the other is quite a usual situation that occurs in any organization.
The transfers are mainly comprise of four major categories, which are production, replacement, remedial and versatility transfer.
When you look inside most HR departments you would find that they are busy doing transactions or clarifying issues around transactions. This is true to varying degrees in organizations of all sizes. So when you decide to implement an HR Workforce management (WFM) solution in HR, you need to evaluate what all the system is supposed to record and what transactions will happen based on information stored in the system.Read More
After people get employed, show up for work the next thing they do is they spend. They spend on variety of things like stationery, capital purchases, and operational expenses and so on. Most financial systems are built to take care of these kinds of expenses as they have a peculiar pattern. You can call for 3 quotes, select the vendor which provides the goods or services at the price point & the quality you desire and bingo – out goes the PO. Financial systems are tuned to record and track such expenses effectively and efficiently.Read More
Kaizen means “change for better”, however in popular management science it’s known as “Continuous Improvement”. This concept first used by Japanese industries in the post world war II era and later popularised by the Toyota Way has now become part of most manufacturing and IT industries the world over.
The simple idea behind the mindset of continuous improvement is that there is always scope for improvement in the process and individual performing the job.Read More
As Indian corporations brace to manage multi-generational workforce, one of the key challenge is managing different expectations that arise out of different needs. Each person depending on their life stage and generation would expect different things from organization. More and more companies are becoming aware of this reality and looking to build flexibility in all aspect of employee experience and benefits.
One of the key aspect of this process is compensation and benefit as this is the most hygiene factor and in Indian context still figures in top 3 reasons why employees stay with an organization.
Many of us are familiar with the organization structure which we put together by putting either functions or individuals in a box and showing the connections between them. Many a times simple organization charts created using MS office or similar tools aim to communicate the various functional roles and divisions that exist in the organization. While many small and medium size organizations do not have such organization charts prepared and updated, in large organizations such charts can be very complex to create & maintain.Read More
Most organizations invest a lot of resources in identifying and selecting the right talent while completely ignoring the other talent pool – your ex-employees. If you are wondering why and how you should keep in touch with your ex-employees, consider these facts.
McKinsey & Company, most famously, invests considerable sums in cultivating its alumni network as many of their alumni often become buyers of big-ticket consulting services.
Ex-employees if rehired are 40% more productive in their first quarter and tend to stay longer in the job
If you run a business with multiple office locations or have a field sales or service force and are wondering what is the best way to capture real-time and accurate date about staff attendance and movement then consider reading this blog aimed at helping individuals like you make a right decision.
Capturing and recording daily attendance of employees in office is one of the most fundamental tasks in any business. Since the wages defined are to be paid every month based on attendance.Read More
Key performance metrics can help an organization to evaluate the employees better. These metrics are selected so that the performance management of the employees is done efficiently.
These metrics come under the HCM software which can be used to quantify the performance at any level in an organization. It can be used to align the work of the employees on a daily or weekly or monthly basis.
Performance reviews are an integral part for each and every organization. These reviews help employees and managers alike, to understand whether or not they are headed in the right direction in terms of growth in the organization.
Performance reviews can be good or bad depending on the performance of the employees themselves. The reviews can either be appreciative of the employee or even work as a motivation for the employee.
With the advancement of technology in every aspect of an organization, now the performance management is also seeing a development by moving into automating performance management. Automation of performance management can yield similar results when compared to the traditional process but also keeping every aspect together in one place with no mess.
The HCM software can help the organization to save money by reducing the time required to assess employees.
Employees are the main focus of the organization because they are the ones who drive the organization towards success with their performance. Companies need to come up with effective and innovative techniques to retain their employees better.
One of the ways to know about the performance of the employees is the Bell curve method. This method is also known as “Forced ranking system,” due to the fact that it is imposed on the employees by the organization.
With the financial year coming to an end, most organizations are conducting the evaluation process in this crucial time.
The focus of an organization’s workforce is not only individual career growth but the growth of the organization as well. And it is the duty of the organization to monitor this growth and ensure that the workforce is rewarded accordingly.
Branding of an organization through means like advertising, promotions and customer relations sure does help and make sure that the right audience is driven towards them.
But office culture is also an important factor for any organization to attract the right employees or even have a good word in the market, which leads to finding new clients.
Have you ever thought about things you couldn’t buy in the previous year? With irresistible offers throughout the internet and the streets, sometimes our wallets just don’t have sufficient funds. This is where Tax Planning gives you the extra financial support.
The higher your salary, higher your taxable income. IT in India has several deductions that help to save money for salaried individuals and businessmen. Let’s have a look at some fine methods to save your money
With the advancement of technology, there has been a massive transformation in Human Resource Management in the recent years. Although the concept of managing people has existed since prehistoric times, it is only in the recent years that there has been a strategic and coherent approach to HR practices.
Due to its complexity in administering an organization’s most valued assets, HR evolution has been parallel to the growth of IT technology.
With Christmas just around the corner, the festive spirit extends into the workplace. A crucial part of the festive spirit is the joy of giving.
It is important for an organization to involve employees in various activities in order to keep them in high spirits.
Since happy employees make a happy work environment, and this equates to good performance.
What can an organization do this season to keep their employee spirits high?
"The smartest business decision you can make is to hire qualified people. Bringing the right people on board saves you thousands, and your business will run smoothly and efficiently."
Organizations are highly reliable on the right talent to ensure success. This opens the door to one of the biggest quests in an HR professional’s career.
The quest to recruit the right talent!
Did you know that Alexander the Great was a fine critic of facial hair? And his reason was hilariously related to battle safety measures, believing that the beard of the soldier’s could be easily grabbed by the opponents.
Undoubtedly, beards look great on men, but the ongoing trend of keeping a stubble is infiltrating corporate norms. Stylized facial hair can make your day look cool and comfortable, but may alter the idea of professionalism.
Knowledge is power! If you believe in this power of knowledge then you must know that the key to knowledge is “learning”. It is only by learning and developing the right information, can an individual or organization benefit in the long run.
The HR department has varied responsibilities. Not only do they need to make sure that candidates who join the company have the right skills for work, they also need to manage them and their needs after they are hired. This is, of course, achieved with proper workflow and technology.
But, what happens when this workflow gets disrupted by Bandhs and strikes? How does a good HR handle it? How do they ensure their employees’ safety without affecting the company's bottom line?
3 trends you must know about Employee Self Service.
Innovation is on the rise across HR softwares and ESS applications are now becoming a standard option for an HRMS.
A regular working day has ESS capabilities embedded into every other aspect of its application, be it for the employee or the management.
The HR Department plays a very important role in an organisation’s growth journey. Making agility an element of the HR function helps to make an organization’s culture a responsive one.
An organization that has incorporated the element of agility will be dynamic and can quickly change directions at ease, and an Agile HR Department needs to be responsive to the needs of such an organization.
Organizations heavily invest in two very important things, marketing and advertising. This is primarily done to create awareness about the organization’s brand and increase visibility.
Research shows that one of the most efficient ways to do this, is to get employees to reflect an optimistic brand image.
“A strategic approach to identifying, attracting, and onboarding talent to efficiently and effectively meet dynamic business needs.” is how Bersin by Deloitte defines Talent Acquisition. Bersin also defines Recruiting as, “The tactical component of attracting and identifying job candidates.”
The difference between the two, is how talent can be connected to business needs over fulfilling momentary needs.
“A startup is a company working to solve a problem where the solution is not obvious and success is not guaranteed.” says Neil Blumenthal, cofounder and co-CEO of Warby Parker.
One thing that needs to be understood though, is that, a startup will not stay a startup forever. This is in fact the foundation of what will evolve to become ten folds of what it was at inception.
A looming talent shortage and a young changing workface are the two main challenges facing HR Managers today. A scarcity of talented workforce, means market opportunities are lost and strategic growth plans have to be put on hold.
In the war for top talent, manpower resource planning is the war room of every HR in an organization. Manpower Resource Planning helps the management determine how the organization should move from its current manpower position to its desired manpower position. It is the process by which organizations determine the human resource requirement to satisfy the demand of customers, both current and prospective.
Organizations have been using timesheets to efficiently monitor employees' time, to effectively measure their productivity and to provide a means to track time for payroll, billing and project management. Timesheet has to be simple to use so that employees can utilize it efficiently. The timesheet is a great timesaver for administrators and an easy job for staff to complete even during downtime or on the go.
Ramesh works as an Analyst in a technology company. His brother Suresh works as a Sales Manager in a Pharma company. One Friday morning, they got a call from their family that their father was critically ill and they needed to fly back home. Immediately, they both applied for leave.