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Is bringing about change a responsibility of HR?

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Human Resource (HR) can play a predominant role in leading change, but unfortunately the stifling business policies many a times do not allow proper HR alignment with business. It gives restricted freedom approach i.e. to create change under a set of principles. We all know that when change needs to happen, it is not just a physical change of place but a mindset change, philosophy change and a drift from past is a must to write new chapters of growth. But most often corporate do not provide sufficient freedom to the HR department. This is a major roadblock in the path of change.

Businesses chart up long dawn plans for future years. Many come up with financial figures every quarter but does anyone really take care of how human strategy needs to evolve. How attrition can be under acceptable numbers?
How can we stop the resignations from an organization when we clearly know that the employees are not leaving the company but their managers? Every HR department of any company knows the loop holes of the current management but unfortunately they are powerless. They are given the freedom to listen and counsel and keep promising but have no liberty to convert those promises into reality.

Yes, it sounds apt that Change is an HR function, but to evolve change is an organization function. Unless, HR has the power to incorporate changes in the system, we cannot bestow ownership to HR and cannot hold it liable for devastating scenarios. Change is not just the responsibility of HR, sometimes, employees need to change, sometimes the top management and sometimes, the HR itself to bring about satisfactory results. The need is to understand the dynamics of the system and act accordingly. Providing ownership will solve half the problems. Playing the blame game is just shifting the focus but at the end we all know…HR is not sole to blame.

EMPLOYEES TRAINING IS A PRONOMINAL TASK

When comes the point of more productivity and better outcomes then one cannot ignore the fact that right kind of skill set is required at the right place. The same falls true even when we talk about the professional environment or the social aura where in we all come across different responsibilities and areas of work. No one is born with technical or soft skills, these skills get developed with time and henceforth the employees in an organization must understand the value of the same. Some of them even find training as a waste of time and for them i must say" knowledge never goes waste". Probably the new things that they can acquire from training can help them in keeping their own self more motivated and acquainted in facing any new challenge that comes across.So in this competitive era where the level of competition is high in every field , how could Training & development stay behind. With the need to maximize the individual and organizational effectiveness , the technical ( hard) skills and soft skills both play an important role and require attention.But generally it has been observed that focus of most of the organizations is more on technical skills rather than the soft skills. But the customer of today or no matter even your audience is no more interested in Gyan, every one wants the speaker to understand their psychology and their mindset. So this definitely requires a lot of brainstorming on the part of trainer. On the whole we cannot ignore that training is must for all, no matter he or she is a part of senior, middle or lower management.Being known to the fact that training is important for all, now the structured training programs are must for all the employees to make them aware that they are the organization's future andthey can one day turn out to be leaders. The ultimate aim here is to keep employees engaged in the task assigned and also may them accountable for their work. Ideally organizations hire the people who acquire the skills required for a particular job but as it is said that with time wear and tear occurs or can say depreciation happens, so having said that i add that every one needs to brush up its skills.This procedure of brushing up skills is referred to as giving training when required.Well it is said that training is expensive but if people don't value training it becomes even more expensive.Even in training most important thing is to understand the psychology and mindset of the your audience because it later helps in keeping them with you.Training for employees is important because it contributes to the organizations competitiveness.In other words it often helps in creating a competitive advantage as for example it helped in case of - Rosewood Hotels, Hard rock caffe. etc.Good training offers good facilitation to employees in terms of their effectiveness and performance levels.Training one can create a lot of difference and even help employees in getting to the heights which they are craving for and looking forward to.

RELATIONSHIP BETWEEN CSR AND HR

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HR plays a dynamic role in the evolution of CSR. It has an incredible presence in promoting CSR at organizational and societal level. When we talk about CSR, we need not necessarily think about ways to do something for the society directly every time to be tagged as CSR gurus. We instead have to take an inward approach which can actually just be led by the rightful and responsible HR managers. If they can think about society at large and design ways to invest in societal issues, they can then definitely look inside the organization and develop this level of thinking in its workforce.
When they talk about society, they should think about their own organization first which is going to do something for the society at large, and then think about the people who are going do it and then take charge of each such single person who is going to become a member of that team working in this initiative. Initially it will be a few employees, then a team, but later each employee needs to carry the same message in and out of the organization. If we need a long term impact, mindset change is required. CSR is here to stay, however, if we don’t want it to be just an add on to a business, it should actually become a life of any business. A CSR imbibed company culture should reflect how a company is performing, what its core values are and how well it justifies or carries its values. And for all this we need HR to support this and take the concept further to the minds of the employees and make it a feel good factor for everyone. CSR strategies can help create a risk free environment where employees can feel secure about their jobs and responsibilities and they feel happy to be attached to the brand for which they work. Such organization thus becomes an employer of choice because of internalization of CSR values, within its culture. Though I have mentioned here that CSR can change the way companies perform internally and externally yet there is major work required to be carried out on part of HR to stabilize their performance in this area. Just knowing where the gaps are cannot fill the pit. You need to have proper matter to fill the pit so that the holes don’t remain in the system. HR needs to be highly motivated to take up a leading role in embedding corporate responsibility into organizational culture.HR mangers need to look beyond the traditional boundaries of HR areas and should look at opportunities that CSR brings for them as professionals, for their organizations and for global sustainability. HR managers need to rise up to CSR and start implementing ways to drive a more inclusive and responsive culture that help a business to do more than just make money. This is only possible if CSR is not just adopted as a strategy but as a culture within an organization.

How HR can promote a CSR culture:
(1) Follow the Go Green fundamental - HR needs to promote and educate its employees on reducing operating costs, rightful usage of paper for printing, recycling and waste reduction and thereby making its employees, ambassadors of this go green campaign starting from office to society at large.
(2) Employee friendly policies - An organization which can invest a fortune in the wellbeing of its employees can actually expect a fortune from them for its business. Investment in employee’s mental, physical and emotional health pays in the long run. HR plans and processes which go beyond the minimum requirements results in terms of reduced absenteeism, reduced health care costs, higher productivity and longer job tenure. This is an ultimate goal which CSR indulged organization must adhere to.
(3) Creating a forum to raise voice - It is important that HR ensures the openness of company culture that promotes a forum where employees can raise voice against any injustice done to them or if their rights are being taken away, they can stand up to fight for it. Doing it well protects and advances the business, employees, and communities.
(4) Empowerment of managers - By giving the managers decision-making authority, it shall help in executing social responsibility at local level. When managers have decision making authority they can dispel their responsibility properly by carefully assessing the requirement in terms of social responsibility.
I believe charity begins at home is more suited a caption for understanding the relationship between the two. Well the value added by CSR in the form of direct results, such as, economic savings and indirect results like increase in employee satisfaction, or decrease in attrition rates are a good indicator of CSR being imbibed in company culture.
This short review of HR and its connection to CSR is like a reminder to HR managers about their increasing and unending role towards the society. There is a lot which can be penned down in this area but this is an action stage…words will not suffice, the movement needs to happen to make world a better place to live in.

CSR is definitely not altruism; it is about making the corporates aware what they owe to the society

http://www.indiacsr.in/en/?p=1311

In an exclusive interview with INDIACSR, Jagdeep Kaur shares her views on CSR and her company’s role in promoting it at national and international level.

Netherlands: Jagdeep Kaur, Vice President-Global Operations, HR Globe Consulting is a Commerce graduate from Delhi University and has pursued her Masters in Human Resources from GGS Indraprastha University, Delhi, India. She is also a UGC NET qualified professional and holds a Diploma in Training and Development from Indian Society for Training and Development, Delhi to her credit.

Tell us about your organization and its contribution in promoting CSR.

HR Globe Consulting is an international HR consulting firm which focuses on diverse HR Solutions, understanding its client individually. It has a team of globally inter-linked professionals which have an extensive understanding of business both at national and international level. It offers wide range of services and solutions in the areas of Manpower Consulting, Training and Development, HR Outsourcing, HR Advisory services and Education Consulting. We provide online and offline trainings to corporates as per their convenience and budget. A top service quality to each of our client is our prime focus and priority. We have been acting as a conduit between the organizations and the job seekers across the globe. We handle professionals in IT and non-IT domains across different cultures and countries, bridging the barriers of connectivity. Doing all, this we at HR Globe Consulting understand that to achieve the synergistic benefits, we need to nurture a strong corporate culture which emphasizes the Corporate Social Responsibility values and competencies. Henceforth, we explore the engagement of our clients in undertaking corporate social responsibility. HR Globe Consulting encourages the CSR activities not just within its realm but also tries to bring its client adapt to this culture. Under our advisory services, we make sure that we make our clients understand the real need and power that drives CSR at all level in its operations. We have full belief in the potential of CSR and so to contribute in this field we provide voluntary service of CSR consulting to companies, apart from rendering our main line of business which pertains to Manpower Consulting and Training and Development.

How do you view CSR?

CSR is definitely not altruism; it is about making the corporates aware what they owe to the society. The main factors behind this feeling is that apart from bringing a feel good factor, it also brings companies in limelight and has brought them cost savings, alignment to industry trends, compliant with legislative pre-requisites, relationship building with government and regulators, and helping build global reputation. On whole it has worked well for both company and the community at large.
I think, INDIACSR has brought forward a focused attention to the field of Corporate Social Responsibility. It has brought thoughts in a forum where corporate can share their role as responsible citizens and can be role models to bring society in a better shape for tomorrow.

TRAINING AS A CARPENTER TOOL

Training & development has gained a tremendous recognition in past 5 years and is widely adopted. But there are instances when people run from training or they think it as a waste of time. This is a mere curse on part of organizations which aim at bringing improvement by this tool. So this tool of training and development is no more different from a carpenter’s tool which he uses to pound a nail and we use Training as a tool to get a job in some cases, while to sustain the job in other. No doubt it is a widely accepted concept now and Human Resources department is laying a great emphasis on the same but let me just ask a question from every trainer – Are you targeting the right audience?
Carpenter when pounds a nail into the log of wood is aware of the fact that whether the wood is suitable for this work or not. Similarly when I compare training to a carpenter’s tool , it means that training needs to be given at a right place & where it is required. This in turn means a good need analysis is mandatory before deciding what kind of training has to be given. At last its important to make trainings effective & productive. Now its not predefined that training can always create effective employees because it requires equal participation from the participants too.
Evaluating the persisting problems within organization and then working on those is one way to achieve a successful training. There are lot of expectations from an employee and a certain kind of skillset which is required by a certain job. So in order to achieve the same training needs to be taken seriously. For example- in an organization the trainer might be hired for the purpose of providing trainings to employees timely and in a systematic manner, but in case the burden increases and more of responsibility is given, in that case a trainer may have to serve other roles also. For instance he may have to even tackle the customer problems who walk in to the system for their queries. So in that case its essential to make this employee acquainted with the training on customer handling. Here training can help people accept the challenge of evolving jobs.If the things in world donot change and everything is stagnant or I can say lack of dynamics in the organizations is there, then in that case no one needs to emphasize on training. No matter it might be done for employee development but still it would be less critical to an organizations success. So this follows by having a need analysis not only on the part of employee development but also for the accomplishment of organizations objectives. A clear look on the significant changes that have taken place in the organization is essential.

Training need arises from various circumstances-

· The installation of new equipment or techniques into the system.

· Change in the working methods or products.

· Labor shortage.

· A desire to improve quality.

· An increase in number of accidents.

· Promotion or transfer of employees.

There can be more reasons for having training but yes the ultimate aim lies in having productive outcomes from them. The carpenter spends hours a day to cut wood and provide us with so many products, so in such a way a trainer creates a lot of difference if given at right place at right time and again with a right kind of attitude. Keeping into mind the good reasons behind training it should be followed and taken seriously.

MY FIRST EMPLOYEE HANDBOOK

I still remember the instance of my induction program of my first job where in all the new hires were made to sit in front of a trainer and there were so many questions in our minds like what are we doing here? What will we do? Are we going to get pay on time or not? When will be our salary hikes? How do they evaluate our performance? What are company’s rules and regulations? what do they expect of us? All such questions were making me anxious and my expectations from these trainers were rising as i wanted them to answer all our queries. And then trainer came up with some pages in his hands and a small booklet. I was wondering if its again back to school days some test/ some grilling or what? And then came a voice to my ear which said – Hi dear, welcome to the organization and this is your handbook which I realized was an Employee Handbook. Once I opened the same, many of my unanswered queries got clear.
So, as the organizations grow, it becomes increasingly important to have known , structured set of rules and guidelines to address everyday issues. Once the employee handbooks are created they help in explaining the employment policies and the consequences for violating those policies. Yes this book, I means a handbook no matter is small but gives clear idea of what the policies of organization are , what are the rules and regulations and most important what is this organization involved into, of which you are now a part of. It serves as a guide that answers all queries which we have today and which we might encounter tomorrrow.


So each employee handbook in a general way has some features which are as follows-
- Introduction – which includes the message from managing director , company chairman. This gives an idea about what the organization is all about, the culture and history of organization.

- Pay & salaries – i.e the salary which will be circulated to the employees and how they are calculated. The deductions which would be done, everything is included.

- Performance reviews- which covers the appraisal programs and how often the appraisal would be done. Also it mentions the criteria for doing evaluation.

- Benefits- this includes the benefits which will be given to employees.

- Discipline – this enlists the rules and regulations of an organization and how doing anything against it can be damaging to an employee.

- Employee welfare- it includes what organization does for employees welfare.

- Complaints – how complaints have to be handled is also included in this?

Any unconditional promises which the organization will not fulfill should not be included in the handbook. This handbook is one way to get all the information in just few minutes about organization once reviewed thoroughly. This book should be renewed every six months and mandatory changes should be incorporated so as to keep up to date with the volatile environment. But sometimes employees may argue later for things not being included in handbook for which they should be made clear at their induction period.
So this handbook for many of employees like me stays in the mind as a memory with which one can carry a big know how about the organization to which you are associated now or even after you go to the another one.

HAPPY READING!

COG IN THE WHEEL- HR

Human resources is just like a steward and an enabler to the organization. Managing talent is just like the mainstream to success of any organization.Certain implementation of the programs or the lack of doing some thing correct creates a dissonance and here it is well compared to the Cog in the wheel which when creates a problem in rotation then entire balance gets disturbed. So, human resources department has to head the responsibilities in a much careful manner as , entirely it comes as the central point for management.The failures on this side can upset the balance in the organizations.

If the business focus is not clear and not well understood by HR , then it means that this is the starting point for some problem yet to come. In such a case , the best given practices and best implemented policies by the HR don't work.All the hard work goes in vain , in a situation where business focus is not clear.

Its important to have regular audits and HR processes to be revised time and again.Now as the economic environment changes the business requisites also change. Proper assessment of the HR personnel should be done. Also one must not forget the kind of effort an HR has to put forward in all the processes right from staffing solutions to training employees. Regular feedback from the seniors is essential.Some of the HR processes even lead to failures if not checked upon and the famous example of this is Toyota crash by HR people. The reason for failure in this case was not one but many. It started with rewards and recognition that fueled sales but safety based inputs were ignored. Even the corporate culture was biased towards any positive information. The leadership, retention and risk assessment in HR missed identifying the revenue impact of human error. So it created a kind of mess and it led to crash for Toyota.

HR needs to understand the behavior. The sentiments in banking and financial sector remain volatile as talent behavior corresponds with the market swings.The focus of HR requires to be very clear while hiring decisions are made because an employee hired has to be trained and training itself demands lot of expenses. Sometimes a wrong hiring decision and later the attrition rates in organization actually mess up the things.

So the reasons for HR shambles can be many but the point lies in finding out solutions.It very important to understand the maturity level of organization before taking any decision. Since HR is an integral part of organization so an HR personnel needs to more clear, knowledgeable and should be strategic in taking the decisions for an organization because if this cog in the wheel creates a problem then , an imbalance can lead to major disaster.

HAPPY READING!

COMPETENCY MAPPING

Every one among us dreams to be the star performer in some way or the other in the organizations where in we work. But is it that easy to be a star performer? No! It requires a lot of hard work, sincerity, knowledge and intelligence that works to make one competent enough in the working environment. Along with this also some other features are required to excel in the job. Good managers often look for the traits which are essential to do the job effectively and work towards it to bring positive outcomes.The psychologists in organizations have refined their understanding and converted it into the process which is known as competency mapping. This is a tool used by HR professionals to find out the right set of person for the particular job requirement.

It has rather emerged out to be a tool used by HR professionals to find out what set of skills are required by a particular job and how to achieve the same. So it is the process which assesses and determines one's strengths as an individual worker and in some cases as a part of organization. It is essential to find out which areas are the one where an employee has a good hold because being assigned the task related to that area can help him accomplish the same in a shorter span of time and bringing a much better outcome. So basically this term Competency mapping rotates around two main factors- Emotional intelligence and strength of person in a particular area.

The right way of getting results from team requires one to be a good team manager or i can say a good team leader.The one who understands the team building process definitely has a good team structure and hence can give effective results. Right decision making at the right time is equally important.This concept of competency mapping is now widely accepted and large organizations are using the same to understand how the competency of its employees can be highlighted and brushed.Even various types of procedures are used for the same-

1- Employees are provided with Questionnaire and this is basically to ask them what they are engaged into, what more skills are required in order to get more improvised performance.

2- once the similarities in answers are examined from those obtained through the questionnaires, a competency based job description is prepared and presented to the personnel department for their feedback on it.

3- Final step involves mapping of an ability to benchmarks and decide the rest of the tasks to be assigned accordingly.

This concept in India is a new one and has been recently adopted by various organizations like Zensar,Exide, SBI, TCS, HCL technologies and many more.But still its a question mark if it has been seriously adopted or not. This is a kind of mapping that helps in defining some success criteria in one's career and is beneficial both at individual and organizational level. But yes some organizations even face problem in adopting it completely. They sometimes make a mistake in having a right set of procedure for the same and this leads to the wastage of time. Moreover in some cases the incorrect assessment itself leads to lot of problems being posed and faulty cases.

All that is required , is to have a right understanding of what is being adopted and how it has to be implemented so that even the latest trends and outcomes in HR bring lucrative results rather than being a failure.

Happy Reading!

HR & SOCIAL MEDIA

Social media has emerged as a powerful tool in all aspects of business and each field is engaged in this area, so has HR been impacted in the same way. It is a strong notion that social media motivates the employees. Moreover the branding and promotions are best done and spread to wider network by the use of social networking and media.This discipline deals with selection of appropriate social media sites and formats from myriad options which are available and leveraging the same in order to create value for an organization.

Engaging into HR and social media requires in depth understanding of key benefits and also the drawbacks which are related to social media.This means that now social media can be used best for effective Human resource management which includes Recruitment, collaboration and engagement of employees at all levels.Since there are lots of forums now where in the discussions related to the various HR topics takes place so this keeps them more engaged at all levels.

As such the social media has become a mode for Employee interaction.Sharing of information through various HR portals and forums has become a mode for interaction and discussions.Now a days even , the use of Facebook, linked in and twitter are not only limited to sharing videos and photos but their use has taken a wider role being engulfed into recruitment, branding and customer contact. Even the same is used for capturing knowledge and sharing the same.Formal and informal learning, collaboration and communication & engagement are some of the more uses.

The business networks let employees post professional and personal information and various other tools like micro blogging, blogging, instant messaging are now in.All this is available in various forums and have their own platforms which are used even by HR professionals at larger scale to connect, communicate and collaborate.Henceforth making HR & Social media a well knit source of knowledge management , business development and employee resourcing and retention.

3R & HR- INNOVATION IN ITS OWN WAY

Innovation is the word which almost is being heard everywhere moving in corporate from one wing to the other. Every senior tells his subordinate to come forward with innovative ideas, else the things wont work. Well some have a misconception that HR has no role in this so called INNOVATION.But the truth is that HR in any company is the single most ingredient in the innovation success formula. This follows the fact that functions of HR have an impact on the innovation capacity of an organization.Now the question is if this impact needs to be a positive one?

HR acts a reinforcement in terms of innovation and here it is not required to move out of the world to do something extra or strange. All that HR needs is to focus on its 3R's i.e -

- Recruitment in an effective way
- Rewards as per requirement.
- Retention of the talent.

Someway or the other, the most positive and effective impact in the organizations is best created by HR personnel, provided they give best to the task they hold on to.Thus HR plays an essential role in contributing to the Corporate innovative agenda.

Recruitment - It is one major thing which should be done carefully.Effective recruiting is the tedious task and one that requires a great deal of attention in all times.So this begins with hiring the best people to work for in your organization. So HR must take care and work diligently to ensure that right systems are in place to attract, identify and capture the best talent which must become a driving force for innovation.So by contributing to innovation does not mean to go to the market and search any innovation GURU. This here means that have the top talent , the one with good knowledge at levels from junior to the top management executives.This sounds quiet easy but it is actually a hard task to be accomplished. No one can be blamed for this, as it had been seen that even the HR managers sometimes have made mistake over the years on their patterns of recruitment and the kind of staff they hire. The HR should take advice from the other people in organization too to have the best of talent.HR should provide special interviewing classes and skills to the managers who are hiring.

Rewards: When we give our best inputs to the task assigned to us we often expect recognition. Now this core area also has to be handled by HR as it holds the specific meaning when in a working environment.So having reward mechanisms in place is essential and also requires innovation,in terms of building and working upon compensation strategies, performance management tools and reward programs.So HR should work upon its resources timely and come up with new ideas.

Retention : From hiring till the time employee is connected with organization in one or the other way, HR plays an important role. Retention of talent is equally essential. Here the prime objective should be retaining the top performers as they have higher tendency to move forward and switch when offered with more lucrative packages.It is important to make these people realize that they are the key people in the organization.It is now in the hands of HR to behold the performer before he or she takes decision to leave.

All in terms of HR and innovation rotates in one or the other way around these 3R's.Tackling them effectively takes half the burden off the HR, and making HR an important contributor towards what we say INNOVATION.

WOMEN IN MANAGEMENT ON THE TOP

Till date if we see there is no area where women has not contributed and is appreciated understanding the fact that she can maintain both professional and personal life balance.Traditionally men preferred women at their homes who are non working but times have shown so much of change in terms of advancement and adoption of technology that women did not stay away from this and henceforth women these days are contributing lot into the field of management too no matter whatever the sector may be.

As per research studies it is seen that the firms with women representation on the board have attained sustainable profits as opposed to the board which had no women.But still in India Gender diversity ratio is being given so much emphasis that at times it also irritating as still many men hate to see women ahead of them.But since women also prefer working now and contribute lot in terms of financial support to families , they also gel well with their spouses who often face the same kind of pressures and stress at work which women does.

We cannot forget various icons who had shown tremendous growth in past few years and definitely are considered to be among the great management leaders. Few of them are Indira Nooyi who heads Pepsico, Kiran Majumdar Shaw who heads Biocon, Chandakoachar a lady with a tremendous contribution in the banking sector, even cannot forget Shikha Sharma and similarly many such examples stand in front of us where women have contributed to the corporate sector at best in their own ways.

Moving ahead when we talk of corporate sector the best HR professionals turn out to be women no matter they are into Recruitment, staffing or into Training.Anisha Motwani, chairman Max new york Life insurance says that women have contributed at their best into the corporate sectors and are also engaged in having consistency in terms of the service they provide.No doubt there comes a gap in professional career of lives of women due to personal and family priorities but the ones who cover this gap and again come across with the same zeal turn out to be the best managers.

So, as the women in India continue to equip themselves with academic credentials and experience thus matching males leaders in functional expertise and wisdom , the leadership levels of women have shown an upward surge in a short duration of time.Statistics show that over 80% of the fortune 500 companies have more than two women on the board and 35% of the others have at-least one.So having women leaders contributes to the organizations at best in their own way. All that we need to change is the mindsets and equally allow women to grow and excel. A female who is considered to be the best house-manager can also turn out to be a great leader in the organizations which cannot be ignored as we have many such women in front of us.

RECRUITMENT PRIORITIES KEEP CHANGING

Gone are the days when parents used to say that score high as it will take you high in life.The recruitment pattern has changed alot in past few years.Apart from having excellent academic records having enough background of practical skills is also mandatory. Studying hard and having good numbers on the report cards are now no more considered to be the big thing. If you are competent enough to survive and stand yourself in this tough practical world , then you will be shown a path towards success and promotions, as the marks in your report cards are no more considered when hiring is done or we can say even when appraisals are done.

This is something logical and even practical. If we see the success stories of so many individuals , then they never come up in a day or two or just with good academics rather they come up with Good leadership skills,effective management, teamwork and hardwork.So extra curricular activities are one good source for having such qualities which create a positive impact upon your personality levels .This helps, as these qualities speak about the traits, strengths and overall personality of an individual.

The one in sports turns out to be good team players while the one in artistic activities appear to be creative and have a lateral thinking pattern. These qualities in someway or the other are helpful for organizations as strategic thinking and planning are the two important aspects of management.

Instances are there where some individuals are not so good with their academics but turn out to be good in the other activities as these extra activities make their minds more sharp and hence they are quick in their responses. The tendency of action and reaction is perfect in these individuals and their performance levels are worth appreciating. So its not mandatory now a days that the ladder of success is only for people with good academic achievements.

The recruitment process is a hard one wherein huge time is invested on selecting one individual and hence it has to be carefully done and checked if the candidate actually fits in particular job description or not.Hiring a candidate means a right assessment and screening being done.It has to be seen if the candidate has a specific skill set or not. Good academic record along with sound practical knowledge today teams up best as hiring manmagers choice.

KEEPING EMPLOYEES MORE UPDATED

If we look 10 years back , the word called Human Resources was not that much focused upon, as it was not considered to be an essential component in management. But now, one cannot imagine the systems to be run without this field of management. Then came the time when corporate training was considered to be very essential part of organizations wherein huge amount of money is spend on this particular area.Moreover the trends and patterns in trainings have shown tremendous change since past few years.

Now a days the competition world wide has increased so much that its very hard to maintain the top notch levels without some extra efforts by organizations.Rather it can be said that the markets of today are transformed to corporate races and every one is struggling hard to stay ahead in competition.This naturally requires hard efforts by companies to maintain and increase the levels of productivity each day.

So this search to create a competitive edge and be ahead fruitfully resulted in the shape of corporate trainings which has truly revolutionized the way in which companies educate and discipline their manpower.Each day something new happens in organization. This may be in terms of some new policies or practices or it can be in the form of new strategies for increasing productivity, also it can be implementation of new software into the system. So in some way or the other the need of training is created and it becomes essential to keep the employees updated and informed about the same.

Now the question comes that who shall be hired for corporate training? This actually is a question that falls as serious concern too. The people who are highly experienced in their particular fields can turn out to be the best corporate trainers. It's important to move with changing trends in the market as technological advancement and variations take place at a very higher pace.So no doubt a good corporate trainer is required by organizations.

So the level of responsibility on Corporate trainers is high and henceforth organizations need to have the best of them.Some qualities which cannot be ignored in a good trainer are-

- Business perspective and adequate knowledge of subject.
- Good interpersonal skills.
- Excellent communication skills.
- Quality to get along with anyone.
- Good observation skills.
- Training & Teaching skills.
- Listening skills.

Even the companies sometime get into dilemma that if trainer should be hired full time or part time. But it all depends upon the need and analysis of company and area for which they require a trainer.Sometimes temporary hiring works best while in other cases it may not.So corporate training as emerged as a powerful tool to make the employees update and informed.

Happy Reading!

RETAINING EMPLOYEES - PRIORITY FOR HR NOW

Companies in today's time when there are huge options in front of the employees are shifting their prime focus on retaining their good employees and trying their level best to reduce the attrition rates which are on much higher pace as compared to the new entrants into the system.The idea behind increasing perks of employees and adding more benefits is nothing more than stopping them from moving to a new organization as its not that easy to have a good talent within the system.

The new form of Stock options as we know ESOPS are again back to lure and retain the best performers of organizations. The idea is to provide employers with so much of benefits that they may not think to switch over and be loyal to the organizations they are already working for. Employee stock options earlier were offered only to the top level people who are loyal to the organization from a long period of time or were given when employees achieved a certain milestone in the same organization.

This kind of lucrative option was withdrawn during the time of economic downturn when rewards were missing somewhere and more of lay offs were done. But such an option being followed in US had been adopted by domestic companies in India too.So ESOPS and other stock options were what every employee was almost seeking to achieve. Then came the time when IPO's were given more preference.Somehow companies keep offering one out of the two just to keep a check on lowering its attrition rates. One good example for this is Deloitte which has increased 40% of stock options for its employees.

Various other companies which have now increased stock options for its employees are - Essar, Appolo hospitals, Thomas cook, I gate and Info edge.This follows achieving some major motives of the organizations like driving performance, creating competitive edge and inculcating an ownership culture among employees.Retention of employees is like a direct result that helps in keeping employees engaged , focused and above all improvement in their performance levels.Also some companies offered the option of sweat equity which means the shares offered to the people who are into the business from a very scratch level of its inception.

The quality of supervision which employee receives is critical to employee retention. In some organizations each employee is not given an equal opportunity to speak and express which becomes another reason for attrition and this can definitely be controlled. The thing in private sector is very clear that if you perform you can get handful of rewards but the other side of coin says if you donot perform your job is at stake.Well boosting employee output and having good performers within the system is always beneficial.So retention is the biggest challenge and a top priority for HR professionals to maintain the health of an organization.

Friday, July 8, 2011

HR AND ATTITUDE

Its rightly said that no one likes to stand by a person who is pessimist and is negative in every single thought. So now an HR personnel is one such personality around which major part of the organization rotates so a right , optimistic and enthusiastic attitude is a must. This positive attitude becomes like a spark that sets the vehicle of life moving in right direction. The top notch employers now while hiring look for a right attitude first, rather than looking how much academically strong you have been.

While facing some interviews, i could clearly make out that HR person rarely looks over what degrees you hold, but they try to find out what kind of attitude you hold for being a part of the system and whether you deserve to be given an offer letter or not. Right vision, conviction and effort compile towards achieving goals in life. Attitude is clearly represented from your personality, the way you communicate and what you represent. All this somehow requires a passion to do something and a burning desire to achieve the same.

There comes sometimes certain situations for which one finds no solutions and thats where a serene & calm attitude plays the role rather than getting too much apprehensive and loosing control on our own emotions because ultimately it poses negative impact on our professional and personal lives. Having a right set of focus & clarity of goals can be accomplished well if one holds a right attitude for the same. HR personnel holds a great degree of responsibility on his or her head which henceforth means that he or she needs to have a good attitude to fulfill those responsibilities.

I would like to share an instance related to attitude. When the numbers in sales profile are getting low each day and one is unable to meet the revenue targets , then somehow an attitude of that person automatically starts getting pessimistic. This person is unable to deliver the numbers later after 3-4 months even sufficient enough to save his job. Now the one who has got pessimist will never be able to recognize the flaws in his own work but would rather blame others for being unsuccessful. This in turn will deteriorate his level of motivation and now it will make him feel that life is worth nothing. But one person with optimism in his life will definitely hold on and give a thought to what is the problem and what can be alternative solutions for the same. This will make him ponder, how he can save his job and also be able to sustain it later. An attitude thus plays a major role in building positivity of life.

An employer often hunts for the candidate who holds a very positive attitude towards work so that he or she may spread a positive aura around. The positive attitude acts like a magnet that attracts everyone towards him and being an HR person such an individual becomes a help to its employees in making them engaged in work. So its like a mantra for imbibing success and attracting every one to your charm of optimism. This helps in making yourself employable through out and definitely helps in accomplishing goals.

Friday, July 1, 2011

BOOSTING UP YOUR OWN MORALE

The level of work pressures is so high these days that in some way or the other it starts hampering our lives both personally and professionally. This leads to an irritable behavior which in turn effects our relationships with our peer groups and loss of right focus for the job responsibility we hold on our shoulders. In such a case, its very essential to get some positive vibes around yourself so that one may not loose an enthusiasm to move towards its goals. Some basic things which can help us are-

SETTING UP YOUR OWN BENCHMARKS-
Its always better to have own goals and mission in mind rather than looking upon what others are doing. Comparisons with others and just looking at what others do sometimes make life dull. It seems we are worthless when we keep looking at others for our accomplishments in life. It is better to understand , what you expect in life and how you can achieve the same. The focus should be very clear and you should look at what you have achieved and what more should be done to improve performance and have a competitive edge above others.

SURROUND YOURSELF WITH POSITIVE VIBES-
It always good to stay away from people with negative vibes. Better have friends around who are with diversified backgrounds like achievers, business owners, singers, authors as interacting with each one of them can help you in getting positive no matter its just a cup of coffee or a phone call. This pumps up the level of motivation and inspiration, that itself creates a positive impact on performance. Also its always good to have a positive rapport with your seniors or bosses or senior colleagues because they are the people who have come across same challenges which you have faced and somehow their experiences can help you in learning something new every time.

LIVE IN PRESENT-
Stop bothering about what will happen tomorrow and how will things be the next day? Stop thinking about the past failures also, as they just put you down. The time gone can never come back. If at all you can do something is to learn from bad experiences and mistakes rather than taking them on your heads. Better to have a mentor who can guide and help in forming a right approach towards problems. Life can never be bed of roses, therefore its better to learn from mistakes and gauge the present situation that can allow to take an informed step in the future endevours.

DON'T DEVIATE FROM FOCUS-
Running towards something which is not required is mistake made by most of us. Its always better to give a thought on what we need and then focus on how to achieve the same as this makes the 50% of problems getting vanished. Because once we achieve this, it reduces the level of stress and helps in choosing the right path.The presence of this can help achieve targets especially those which are beyond expected goals.

BE CURIOUS-
If one is curious enough to learn at every step and take new challenges, such an individual has a higher level of growth path ahead as compared to one who don't wants to learn and move ahead.So if you are not tuned to new changes and developments at work place it means you are loosing opportunities. A change of role always boosts up the morale and urge to excel at task at hand. Its important to have a balanced approach towards work and never let negative thoughts come your way as they hamper the chances of positive growth in life.

Thursday June 30, 2011

RESTRAIN THE HIGH ATTRITION RATES
A very common trend which is now a days seen , is that employees leave their jobs very soon and something they say switching is in most of the cases a greed for higher package or job dissatisfaction which makes them prone to this attitude of leaving jobs. But many of us forget the fact that consistency is also important to have a good career, rather than jumping from one job to the other. Henceforth the high attrition rate among newly recruited employees is a major concern today. So an employee leaving an organization at such a fast pace is definitely a result of ineffective selection process.

The challenge that stands in front of HR employers is too hire a competent candidate which can be of benefit to organization. So managers must know how to recruit right man for the right job.There can be no guarantee for a right recruitment but it is possible to minimize the risk of selection failure. This requires to have a defined set of selection procedures and therefore evaluation methods like psychometric tests and assessments can be helpful in selection as they help in giving insights about the candidates. However these tools are expensive and time consuming & are usually not available with managers when required.

The selection of an employee in an appropriate manner matters alot and the personal interviews are like a deciding force in any selection procedure. So to take good interviews the managers need to have good interviewing skills in order to make right assessments. The biggest con in interviews is that managers are unable to make out if the candidate's profile matches the job requirement or not and just to fill up the position/vacancy sometimes wrong candidate is recruited. Such a candidate becomes unfit for job and hence it results in his resignation later.

The job dissatisfaction levels are so high among employees these days that even before joining an organization , some of them make the plans of when to leave the same. Now the main trouble is that no two individuals are alike and the recruiters hardly are able to set some parameters for judgment of the candidate. This makes every selection decision a tougher one. For success in any job the right competencies need to be assessed in an individual.Now the competencies are not just limited to the technical knowledge or knowledge about subject but much more beyond this. Particularly competencies could include areas of attitude and culture fit and recruiters would need to identify these features in their candidates.

Proper planning of interview strategies are a must preposition.In this, some structured questions should be there which may help to identify the required qualities for job. For example, asking the candidate a question like - why the sales in some particular area is low or what can be potential areas for sale of one particular product, can help in giving insights into the candidate's problem solving approach. Later on questions like- what steps are required to tap an untapped market for sale of a new launched product , can help in understanding the planning skills of candidate. Such questions and their respective responses become like a guideline to get an insight of how candidate reacts to different situations.

ust like in other management decisions the judgment plays a very important role in selection of right and wrong candidate. The purpose should be to conduct competency based interviews. The decisions made on gut feeling kind a thing should definitely be ignored as it later leads to negative consequences for organizations. So to restrain these high attrition rates its essential to work upon the interview skills and make decisions as per requirement of job.

HAPPY READING!

Wednesday, June 22, 2011

EMPLOYEE INVOLUTION

We often come across the saying that employees are the assets for an organization as they are the one who represent the same to the world. But this makes sense only if an employee understands the same and engages himself into the work area contributing to the success of business. So the questions that come to mind regarding employee engagement are numerous starting from -

1. What is it?
2. Why does it matter?
3. What drives it?
4. How can we measure it?
5. Is it significant?

The word "engaged employee" puts a great emphasis on how much one involves into ones job. As a person grows years by years in their career, its the level of performance and understanding of the work which counts most and becomes a ladder to move high.There are people who start working at very small roles but as they engage themselves into those roles and understand each thing in a good way, it helps them in taking more responsibilities and getting more involved in work.

The employees who are engaged are committed, passionate and have an insight of their own future and of organizations missions and goals. They are enthused using their talent and arbitrary effort in creating a difference for their organization in terms of business success. Such employees are aware of the business context and gel well with the other people in organization to improve the performance and increase the level of output delivered each time. Rather, an important aspect to understand is that its a two way relationship between employee and employer.

Employee engagement - is directly related to affective commitment because an employee's positive attachment and commitment to work identifies with the goals of organization and attrition rates from such employees are really less. In this way such employees become assets for organization. So this term is like a broad agreement which stands on some basics like-

- positive attitude and pride towards organization.
- belief in organizations products and services.
- wish to work collaboratively and be a good team player.
- willingness to give best of services.
- understanding business clearly.

Higher the employee engagement, better it contributes in business performance in terms of high income growth, higher operating income and more earnings per share. So, such employees are more innovative and committed to customer satisfaction. For this kind of attitude, certain driving factors play a pivotal role, such as -

Organizational commitment- The psychological attachment of an employee to an organization.
Service commitment- The shared ethos of understanding and meeting customer needs.
Work & career commitment- The kind of importance employee gives to work and understanding in terms of how it will help in career growth.
Job satisfaction- The impact work creates on mind of employee and whether it gives him satisfaction or not.
So, higher is the engagement of employees in organization much higher would be the levels of productivity and performance. The organizations like TCS, DELL, IBM, etc have higher such levels of commitment and engagement towards work which in itself contributes to the higher turnover ratios. This is just like a recipe for success which every time works on principle of thinking fresh and delivering more. For example- Airtel always thinks of innovative ways to meet the customer needs.It is shown well by delivering what they promise.

HAPPY READING!

Thursday, June 9, 2011

ACCOMPLISHING GOALS BY HCM
It is quite often heard that people or infact employees are the assets of an Organization.What makes an Organization grow? How do the customers or the outer world comes to know about what business you are into? Who creates strategies for the Organizations? Who creates a benchmark in terms of its services? Let me not forget that who helps in creating a competitive edge in the market when there are huge number of players in the same market for same product?Yes! this is what we cannot ignore and henceforth the concept of Human Capital Management is widely acknowledged. It is the people who work for these Organizations, on whom the success of Business depends. So, Human Capital represents the human factor in the Organization, the combined intelligence, skills and expertise that gives them a distinctive character.

The innovativeness and insights of these people bring timely revolution and transformation.The success of organizations depends upon their ability to understand that how a human capital links to their performance and increase in wealth. Effective recruiting is a predominant factor, which can later be followed by managing, developing and retaining the companys' talent. Thus, the concept what we say " Human Capital Management" should be well inculcated into the minds of managers and even they should be given the training on the same.

HUMAN CAPITAL STRATEGY-
It covers the following aspects-
Human asset profiles.
Performance Management.
Selection.
Recruitment.
Career development plans.
Coaching & mentoring which further includes-
- Core values.
- Core competency.
- Performance Improvement.
Selecting and retaining the top talent is the need of hour because the quality and the performance of people is what sets an organization apart in an intense competitive market.So if the people in organization are not good enough and skilled, its a huge loss for that organization.It can lead to huge loss of revenues which creates a negative impact on the growth.It is therefore imperative to understand that 60-90% of revenues come from the good workforce and hence it cannot be ignored.

A timely check should be kept on how many employees are actively engaged in the work and how much passionate and connected are they towards their work. So the one who are disengaged and are not giving any contribution to the organization , either proper training and development be given to such employees or they need to be spoken with so as to understand the gaps between their aspirations and the company's objectives.If the percentage of this kind of employees is high in your organization , it would lead to unsatisfied customers and ultimately result in loosing business. Now this is why human capital management is essential to keep such pessimism away from your organization and let it grow on a good pace.

One must understand that whether you realize it or not , but the profits are leaking out from your organizations due to three main holes-
1) High turnover ratio.
2) Low productivity.
3) Customer dissatisfaction

But the remedy to these problems is making the use of HCM and getting best out of it.So, adopting HCM effectively can lead to -
- Lesser or not at all any customer complaints.
- Increase in revenues.
- Higher productivity.
- Retaining the top talent.
- Professional growth of its employees.

So, managing employees by properly adopting HCM will help an organization in accomplishing its goals and achieving success.

Wednesday, June 8, 2011

ONE STOP SHOP-HRM

Human Resource Management is a highly competitive and fragmented industry which has shown growth and is consistently showing the same every single day. This industry in itself is poised for enormous growth as with globalization new companies have been emerging, thus encouraging the need for this core area in Management .The human capital marketplace is a multi hundred billion dollar industry that encompasses countless suppliers selling hundreds of different products and services which include Recruitment, staffing, employee benefits, payroll, Training and development and alot more.

The core HR pillars are categorized as below:

Recruitment and staffing - which includes searching for and hiring new employees & wide variety of services from job boards to staffing and relocation firms, testing, assessment technologies, applicant tracking technologies, executive search / placement firms. This is an important pillar as the employee hired and his competencies are of value to organizations.

Compensation/ Payroll - this includes everything from payroll processing companies to companies specializing in compensation and payroll services.This helps in understanding the salary statistics of an organization.

Employee benefits -It includes wide variety of benefits given to employees ranging from health and welfare benefits to worksite/voluntary products, pharmacy benefits, communication softwares, 3rd party administration and workers disability and insurance services. These benefits to employees are of sole importance which HR needs to fulfill upto its best.

Talent Management/ Employee relations - It includes all Human Resource services related to managing the individual once they are hired as an employee - appraisal, evaluation, recognition, promotion, retention and succession planning services.

Training & Development - This includes imparting knowledge to the employees about new products and services, also in terms of new softwares introduced so that employees can efficiently use the same. It also involves honing existing skills by training them and developing their mental faculties. It can be done through conventional class room sessions to E learning processes.

In addition to these specific categories of work , it is important to understand that now the services have got cross functional in nature and they are somehow related to the core areas of HR like-

Consulting services - it includes thousands of consulting firms that can help the HR department with one or all aspects of human resources management and process improvement.

HRIS- technology is now well integrated in HR and has helped in each aspect from tracking applicants to E learning. The internet and other technologies are definitely changing the human capital marketplace as companies strive to become more efficient.This technology allows HR to automate processes and eliminate the processes which are unnecessary and create burden.

Therefore HR as an industry has shown a tremendous growth and is definitely a one stop shop for buying various HR solutions.

Happy reading!

 

Sunday, June 05, 2011

TRAINING AND MAINTAINING EXPATRIATE EMPLOYEES-

Eversince globalization was adopted companies started their operations overseas, henceforth it became a common trend where in employees from their native countries moved to other countries for work. Such employees who work in abroad are reffered as expatriates. HR needs to play a pivotal role especially in case of expats. The Human resources department must ensure that employees are given special trainings and are duly compensated.

ORIENTING & TRAINING EXPATRIATES-

When it comes to providing the orientation and training to the employees on international assignments, then organizations need to have some systematic pattern of sessions designed for them. Employees need to be made aware of economics and practices of foreign countries. But the bad thing is that very few companies provide such trainings.WHAT KIND OF TRAINING IS MUST?

The training in such cases requires a 4 level approach-

Level-1 – Training focuses on impact of cultural differences and raising trainee’s awareness of those differences and how do they impact the business outcomes.

Level-2 – aims at making employees understand that how both positive and negative attitudes are formed and how the behavioral patterns impact the work of employees.

Level-3 – it provides the factual knowledge about the country where an international assignment is being given.

Level-4 – provides skill building in areas such as language and adjustment and also adaptation skills.

Besides these patterns and levels its essential for employers to mentor their employees regarding the kind of challenges they can come across. Also the seminars should be conducted for those employees who are given international assignments, by the people who already have worked abroad. This can help the new ones to learn from experiences of the returnees.In companies like IBM,Infosys and like such development includes job rotation that permits overseas managers to grow professionally. These companies have their development centers around the world where the executives can hone their skills.The activities like seminars taking place periodically can help provide consistency of purpose and thereby improve control, by having unified set of values, standards and corporate cultures.

Friday, June 3, 2011

IMPORTANCE OF HRIS IN HR DEPARTMENT

Information technology has made waves in all the areas of management, so is its role in making complex, timeconsuming activities easier by having HRIS in place.When i heard of this concept HRIS i thought it might be some new concept introduced into the world of Human Resource development about which many among us who call themselves the HR managers are not well known and equipped by the knowledge of what HRIS is? How is it used in the present era by various organizations?

LET US GET KNOWN TO -HRIS

The human resource information system is a software or online solution for data entry, data tracking and data information needs of Human resources, payroll management and accounting functions of the Business. But yes choosing HRIS depending upon company's need is also important. Once a proper need analysis is done , then this software can be used at its best in different areas within the same company. HRIS provides -

- Overall management of employee information.
- Reporting and analysis of employee information.
- Company related documents such as employee handbook, evaluation procedures and various safety guidelines.
- Benefits for administration such as status updates , personal information changes.
- Applicant tracking and resume Management.

HRIS acts as an effective tool that provides information on just anything the company needs to track and analyse about employees, as well as about applicants. The timely data required for employee management, knowledge development and career & growth development can also be facilitated by the effective use of HRIS.

COMPANIES USING HRIS-

Various companies both at international and domestic level have started using and making the best out of this IT solution. Some of them are- Infosys, Wipro, Irvine, IBM and even many Indian companies are using the same.This software is useful to HR in many ways-

1. HR PLANNING AND ANALYSIS-
- Organization Charts.
- Staffing projections.
- Turnover analysis.
- Internal job matching.
- Job description tracking.

2 EMPLOYEE AND LABOR RELATIONS-
- Union negotiating costing.
- Auditing costs.
- Attitude survey results.
- Employee work history.

3- HEALTH , SAFETY AND SECURITY-
- Safety trainings
- Accident records.

4-COMPENSATION AND BENEFITS-
- Pay structure.
- wage/ salary costing.
- Vacation usage
- Benefit usage analysis.

5 HR DEVELOPMENT-
- Employee training profiles.
- Training needs assessment.
- Succession planning.
- Career interests.

Therefore the software that holds so much of importance in the field of HR and is useful should definitely be implemented well and training should be imparted on the usage of same.Henceforth it is this software that has made the various complicated and time consuming tasks to be done in short time and in efficient manner.

HAPPY READING!

Wednesday, June 1, 2011

BALANCED SCORECARDS

It was the time of 1980's probably the end of 80's when it was realized that only financial measurements cannot bring the success to companies. Rather they alone were insufficient to guide the companies to success. So Robert Kaplan & Nortan found that companies look only over financial aspects and try to resolve it out either by cutting down in terms of quality of service given to customers or laying off employees to maintain its financial figures. Looking over this, he came up with the concept of Balanced Scorecards which is a strategic Performance management framework, that allows organizations to manage and measure the delivery of their strategy. Now what matters most is creating value to the customers which comes from the kind of service delivered to them. So the best of the companies in world are creating value for their customers by-
- Working upon customer relationships.
- Improving processes.
- Maintaining good services.
- Taking measures related to improvement & innovation.
- working upon employee capabilities.

The effective use of Balanced scorecards started in beginning of 90's and was made well by-
- Engineering & construction companies.
- Insurance companies.
- Major banks.
- Mobile marketing companies.
- Refinery's

So, the four generic perspectives had been selected for this card which cover the main strategic focus of company's.Rather it is being used as a management control system. It helps in tracking the key performance indicators from different business units(i.e operations, finance and marketing). This scorecard's basic focus is that it realizes the strategies in a more balanced way rather than just the dependability on financial measures which had been traditionally used.

TARGET AREAS-
1- FINANCIAL -the question here arises is how do the shareholders of company identify financial success ? one cannot ignore this fact that accurate funding is very important. Risk management and cost benefit are the core areas which cannot be ignored.

2- CUSTOMER- customer focus and customer satisfaction are the main priority for success of any business. If there is poor performance and ignorance in this aspect then it becomes an indicator for future decline for the firm. So this is core area that needs most of the attention.

3- BUSINESS PROCESS -this perspective helps in checking if process going internally are able to meet the customer requirements or not? These processes have to be uniquely designed in order to keep an edge over competitors and retain its customers.

4- LEARNING & GROWTH - which works upon improving employee capabilities, their self improvement and also corporate cultural attitudes. Continuous and timely learning for employees needs attention.

Challenges ahead in management in terms of performance management are also massive, therefore adoption of better tools will definitely be an advantage for companies.Therefore managing the delivery in a systematic manner can help in facing those challenges & hence the use of balanced scorecards can be of value to the companies.

HAPPY READING!

Wednesday, May 25, 2011

AVANT GARDE IN HR
Changing scenarios each day create an impact on every aspect of business and so how could HR stay away from the same. The attrition rates in companies these days are much higher than they used to be earlier which leads to the diminishing staff and henceforth the work is directly or indirectly affected by the same.All this has increased the burden on HR departments now and so has the level of struggle gone high. In this century the traditional role of HR is now changed to integrating HR and this further has led to their involvement in business planning. The work levels and responsibilities of each level of HR has changed and hence these professional have to meet day to day challenges while continuing their operational and political management.

So, the innovative and ground breaking changes have come up and are emerging everyday in this field. They are in the form of-

HR Capital Steward- Here HR acts as a guide and a facilitator in partnership to bring people & organization together to work for a particular role.

Knowledge Facilitator- Herein HR facilitates both capital and knowledge inflows.

Relationship Developer- HR manages relationships between the individuals and groups both internal and external to companies to enhance the capital across the value chain.

Rapid Deployment : HR takes the responsibility for development of flexible human capital resources with emphasis on adaptability, tolerance and ability to learn.

Initially it was believed that HR needs to look over hiring of employees and then just look over administration part. But now the role of HR has become more refined and challenging. It starts from resourcing,compensating,training and developing, channelising,motivating,retaining and even if the candidate leaves/retires they have to take care of their statutory compliances. So HR today is a multifold task which entails services to the company as a whole and employees at personal level.

RECENT INNOVATIONS IN THE FIELD OF HR-
1. Six Sigma practices- It is basically rigorous and disciplined methodology that uses data and statistical analysis to measure and improve company's operational performance by eliminating the defects.

2. Human Resource outsourcing - this involves various roles-
- overseeing organizational structure and staffing requirement.
- Recruiting, training and development.
- Tracking departments objectives, goals and strategies.
- Employee and manager training.
- Benefits administration.

3. Retention Strategies- These are basically to reduce the high attrition rates among employees and also have good employee strength within the organization.

4. Quality Management - In terms of the employees knowledge and roles assigned to them. Job rotations are done in order to make employees understand how different roles are playing importance to run the firms.

5. The hothouse effect - a new concept in the field of HR the focus of which lies on managing creativity. It works on following points-
- sustain high level of innovative creativity for a significant period of time.
- draw on knowledge and innovations of broader cultural zone to which they belong.
- establish new ways of doing things.

so in this way no doubt innovations are more frequent in case of technology and the services , but similarly even HR field has shown tremendous growth and change with the period of time.

HAPPY READING!

Saturday, May 21, 2011

CONTRIVE A CONCEPT OF HR BRAND
Gone are those days when the work of HR was just limited to some backend operations or looking into the part of administration. Now this department equally needs to look over and rethink their role in the competitive environment where in each day something new erupts at speed of just few seconds. The ongoing challenge for HR now is to maintain a good relationship and balance in order to establish strong partnerships with both its internal and external customers.Henceforth HR personnel needs to look at a big picture now understanding each thing within the firm with a broader perspective in mind.HR continues to balance the demand of several different roles -

- Business partner.
- Internal consultant.
- Operational expert.
- Administrative expert.

BUILDING HR AS A BRAND-

For this its essential to look over what employees feel about their HR department? What is their feedback? Is HR Department working up to best to deliver good services? In this, the big constraint is that even employees think that HR just looks over part of interviews and benefits to be granted. To change this particular image , HR personnel themselves have to participate in role taking of building good public relations, taking feedbacks, discussing about the updates. Its important to understand that HR department is flexible,adaptable and solution oriented partner, a source to whom the firms employees and senior personnel can turn when comes some problem and build a solution oriented approach. This will not only clarify the flexible nature of HR but also promote it as something which we all are savvy about said as brand.

There are few touchpoints in HR that make it more feasible as a Brand-
- Pre employment experience.
- On the board experience.
- Post hire experience.
- Interview experience.
- Interview follow up and response.
- Trainings

Carefully managing these points help in bringing good experiences for the employees and help them in delivering their best to the important asset of every firm- Customers. This can be well said by quoting examples of brands like Starbucks, Pepsico, southwest airlines, Kraft who created the same kind of employee brand that they enjoy with customers. Creating a competitive edge in terms of HR is only possible if firms work well on their touch points in a efficient manner.

So, branding of the firms along with that of products now hold an equal importance and this role can be well taken by HR which itself is now reflected not less than any Brand.

HAPPY READING!

Saturday, May 14, 2011

REMONSTRANCE IN HR
The economic growth in India is taking place at fast pace with good level of growth in GDP year on year. Which in turn shows that higher are the number of people who are getting qualified and are seeking for jobs. We are all aware of the fact that employment is still a problem for even the well qualified professionals. But India holds an important place in the global market as more of the companies from west have started their operations here. Tight labor market has become an issue. Now in that case the responsibility on level of HR has increased alot. It is solely obligatorily for HR for creating a work force which may help in achieving strategic goals of an organization. This means that they need to follow certain standard policies and regulations.

CORE CHALLENGES-
One big problem which lies in professionals here are that they are not too much experienced. Some no doubt have good academic results still have no practical knowledge for which the institutions are also responsible as they give least of industry exposure to the students. Millons of college graduates pass out every year. But exactly how many of them get job. Or it can be said they are not meeting up the standards of western companies.Now the ones who qualify from top business schools they do have 2-3 offer letters but again salaries offered in India are much lower than what is offered in western countries.

Another problem which is big challenge for HR is that lesser are the number of people who are recruited and higher are the attrition rates. Now people leave job due to various reasons -
- Bad working environment.
- lack of support from seniors.
- Cannot see Growth path.
- Not satisfied with the packages.
These high attrition rates are seen most commonly in BPO's.

So , the two most important challenges in front of HR are-
1. To attract good employees for the firm even though their is fierce competition.
2. Keeping employees satisfied so that they don't leave the firms.
Ultimately controlling attrition rates is very important, because its like companies spend huge expenses on training these employees who leave company very soon.

Some standard practices which every HR department should follow are-
- Designing the compensation packages with performance appraisals too as and when required.
- Regular performance reviews to be taken.
- Making sure employees are respected.
- Providing good working environment.

GOOD REMEDIES-
Some another strategies which can work well in this case are-

TRAINING-
The preference among companies is usually for experienced people. So one thing which can work out well is , to hire the candidates who are not from very top of the business schools and better give them training on what job entails before they are actually hired. This expands the candidate pool and also helps in terms of enhancing candidates skills.

EMPLOYEE SATISFACTION-
Having simulations and some business games sometimes can be good as it can help in reducing stress of employees and later help them in giving good outcome. Some of the organizations like Infosys also organize various competitions like sports competitions, then clubbing, gymnasiums. Such efforts can bring positive outlook for firms.

CAREER DEVELOPMENT-
Yes , its largely seen that salary is what employees look for, but hold on something beyond this which holds importance for them is career growth. So employer should look over the career development part of its employees by giving them regular feedbacks, taking reviews time to time, One to one meetings with them on the various goals and if training needs to be given somewhere at certain point. This makes employees more productive in long run and help in their career growth. Some times internal company transfers, job rotations can also be helpful.

To sum up, retention of employees is equally important as hiring of new employees. Though its a challenge for making sure that the ends are met yet all efforts need to be directed towards achieving the goal of the company through old and new employees by unifying all through the company's common vision.

HAPPY READING.

Friday, May 13, 2011

SLEEPING WHISTLE BLOWERS
The more the organizations are growing these days more are rise in revenues which company's hold. Sometimes its hard to handle the situations and as we grow we need to be cautious if we keep remaining in the comfort zone. Now this is the situation in India as we talk in context of corporate sector. Since the no. of companies keep increasing each day in our country so the regulators are finding it tough to manage and regulate the same in a good way. As a result of which we hear about the fraudulent cases like Satyam and Global Trust bank.Moreover now a days large number of companies hide their annual financial reports and in this accounts people are smart enough.
But the thing that should strike into the minds of people is that what allows these companies to hide their financial reports year on year? Why even though when we talk so much of globalization and liberalization, still there are cases of frauds found in our country? How can regulators ignore on such an important point? And yes like always the answer is lack of strong regulations & good controlling environment, legal support and willingness to bring things into some systematic pattern. Moreover the corporate baabus are smart enough to play in such cases. Also the registrar of companies is showing a loose behavior by giving companies time for settlement and either they are permitted to pay late fees and submit reports. Smart people are just not enough ! right!Not to go far , our law also donot manages well to threaten the culprits.
Now when companies do not file or they plead for more time from regulators to submit their papers, obviously they get a good time to commit frauds and hide the true details. In India after global economic meltdown and increase in competition among corporates the cases of frauds have increased. The direct impact of the rise in fraudulent cases is on the investors mind.They become sceptical about whether to invest in Indian markets or not. So in such an atmosphere of doubts and disbelief every investor things 100 times before investing.
FACTORS THAT FACILITATE FRAUDS IN INDIA-
- It is considered as acceptable behavior due to ignorance by our regulators.
- Poor internal policies.
- lack of right procedures and good administration.
- Lack of effective regulatory and compliance mechanism.
- Weak law enforcement.
Now definitely this thing needs an attention. Their was a time in US when Enron fraud took place and Serbanes Oxley act was passed to set up the enhanced standards for all US company boards, management and public accounting firms. Punitive provisions were introduced. Such things and acts need to come in India so that lesser should be chances for frauds.
In case of Satyam who checked that what Ramalinga Raju claimed to have 53000 employees on pay roll, the actual figure was just 40000. Certainly a lot of credit for such cases goes to the accounting professionals who should act as whistle blowers but no they act smart in supporting the unethical business environments. So in order to bring a reform and some changes definitely an action should be taken against these professionals too. Critically the role of senior management should be looked upon and checked if things are fine. Wrong doers are really needed to be controlled. The government and the regulators should set the rules and act as impartial umpires that rules are not meant to be broken but to be adhered to and followed upon.
Not only making these laws and rules will be helpful but always its should be looked upon that they are followed and enforced well. So , if the nation has to be protected from frauds and gain investor confidence definitely our sleeping whistle blowers need to wake up and come into action.
HAPPY READING!


Sunday, May 1, 2011

GROWTH NEVER COMES IN 1 DAY!

It is very easy to say that oh this company was formed just 10 -12 years back and today its on high sky. But we forget the level of effort, the hardwork , dedication and 24x7 effort given by the employees who have helped the firm to reach at that level. Success never comes in a day or two. In case of firms its extremely important for the goals of employees to be well aligned with that of organization and then achieving them in shortest possible time.this turns out to be a big challenge in front of firms.

All this requires the high motivation levels of employees so that they can contribute to their best and help firm in growing at faster pace. When I say motivation level of employees it comes from use of a dynamic tool i.e PERFORMANCE MANAGEMENT AND APPRAISAL. A perfect example of this is Biocon limited , a Bangalore based company that has shown an exponential growth in last decade and shown a good pick up in its revenue. The senior management at Biocon realized the value of performance management and helped its employees achieve good levels and positions which motivated them to give their 100% to the firm and helped in achieving its strategic goals.

Looking clearly on the performance deficiencies of an employee and then giving feedback is his/her sole responsibility. Employer should check if the employee meets the performance standards set up by firm or not. The aim behind this tedious process is to ensure that employee’s performance is supporting the company’s strategic aims. These don’t means at all to give review once or twice in an year but rather it should be given at least once in one week. For this right performance planning and managing people is important. This comes out to be the role of HR manager.

It is observed now that as the environment has got quite competitive which is out of increased levels of Globalization and also many multinationals having their offices nationwide so it is important that each employee’s competencies and efforts must focus on helping the company achieve its strategic goals. Here what we say is that continuous improvement is essential and it holds out to be the philosophy of Management.

BUILDING BLOCKS OF EFFECTIVE PERFORMANCE MANAGEMENT-

Role clarification – each employee should be made clear of his day to day roles.

Goal setting and planning- means translating the organization goals into specific goal for each employee.

Coaching and support – should be given as a feedback process

Rewards , recognition and compensation- all play an important role in keeping the right flow of work and employees motivated to achieve the goals of organization.

Having an effective management definitely helps in creating good workforce and achieving organizations goals. In this increasing competitive environment where it is like a race every one trying hard to win, its important to have good manpower so that organization can achieve its goals upto best . The organizations like TCS, WIPRO & INFOSYS have shown tremendous growth due to their hardwork and contribution by the employees at each level which helped them to be globally famous and attain huge revenues.

Thursday, April 28, 2011

REVEALING TRUTH FROM ACTIONS

It is very rightly said that- Actions speak louder than words. We often ignore that our body language and our gestures tell alot to the one who is interacting with us. It can be applicable both in terms of professional as well as our personal lives. The word KINESICS technical word for body language is a epochal aspect of the modern day communication and relationships. It is relevant to the corporate cultures in terms of management and leadership. Rather it is applicable to all the aspects of business environment and work culture where the people from one area need to communicate with the other. Even it is well observed outside the work culture.

Communication also means effective listening which is actually not clear to some people. Showing an arrogant behaviour and not letting others speak shows discourtesy and upto some extent a manner less attitude. One must not forget that your body language reveals all the truth about you in terms of your feelings and emotions. Most often in the interviews, the investigator or interviewer observes your behavior more, rather than just your technical skill knowledge.

Let me take you to one such instance- An interviewer asked Mr A that what makes him distinct from other candidates. Mr A giving a cunning smile started rubbing back of his neck said , well i am more intelligent and hardworking as compare to the other candidates here. Now here it clearly reveals the truth about Mr A that- He is over confident regarding his own skills but he cannot be a good leader as he is concerned only about his own self , no concern with teamwork and all. Then giving cunning smile in itself shows an arrogant attitude as if proving himself superior to others. Morever he is showing defensiveness by rubbing back of his neck.
This sending of body signals takes place at both conscious and unconscious levels.

The body language can be of various kinds-
1. Tilted head- means you are quite convinced and interested.
2. Rubbing hands- anticipation.
3. Rubbing eyes- Doubt in mind or a kind of unconvinced behavior.
4. Stroking chin- Thinking something.
5. Downward gaze- feel of being defeated.
6. Clearing throat - Nervousness.
7. hands over the mouth - Feel of boredom
8. Arms swinging- feel like running from situation.

Similarly there can be various types of gestures which are revealed from the way you move within an organization. It is actually a lot about your behavior and your body language when you are in certain situations as follows-

- Job Interviews.
- Day to day situations.
- Gestures at the times of review meetings.
- gestures in the conference halls.
- Business meetings.
- Appraisal meetings.

Now since body language is an important area which is now focussed upon by firms definitely some training sessions should be given on the same too.There should be sessions given by some body language experts which will definitely bring a certain change among all the employees as its like- Nobody is perfect and it can definitely be of benefit to them. It goes in our face to face encounter with the another human being. Sometimes even a single roll of hands or eyes conveys 100% what we want to say. And this sometimes leaves a very good impression while on the other side can be vice versa too.

All in all its a fascinating subject which leaves impression and marks in its own way sometimes revealing the entire truth. Even the worlds best communicators manage to be persuasive due to the kind of body language they hold. Frowning head, eyes down and just no smiling gesture definitely shows you are trying to be defensive. So the personality one holds within, is reflected well sometimes with your gestures. This subject should definitely not be ignored as it is an important part of organization behavior and a right training can impart positivity in the work environment.

Wednesday, April 27, 2011

CREATING BETTER AND HAPPY EMPLOYEE

Hi Joe, hows your work going? Well Andrew , I left the job. Oh no again, I guess its just 3 months that you had joined the company and you even left that. Well I could not work in that company. So this is what happens most of the times with new hires as they have numerous reasons for changing their jobs. But if organization helps in creating happy and better employees, then definitely the attrition rates will not be as high as they are these days. The basic problems which are faced by new hires are-

· Lack of support from immediate supervisor.

· Stress associated with the learning of job in a very short time.

· Lack of understanding the job expectations.

· Lack of understanding the company structure.

· Some feel they cannot have a good career path and feel stuck in the company.

· While some even donot feel comfortable within the system.

As I said earlier , there are many reasons with the new hires to leave job and show inconsistency in their jobs. Moreover some of them donot even stay in a company for more than 3 months which in real terms is bad for their own career. Here the responsibility of a company hiring such candidates, is at a risk. Companies need to train them well and make them feel the part of system rather then just loading them with pressure and giving unachievable targets, if they want to retain the fresh pool on whom they have invested heavily on training.

It’s well said by Dale Carnegie that- training is essential to the achievements of business. Creating better employees and generating profits from their devotion to work is not that easy if no trainings are given to these employees which company find very high potential people at the time of hiring. In short, good training is like a benefit package offered to an employee. Also it helps in reducing the attrition rates of employees and retaining them. In general these trainings give an insight to the employees on how they can sharpen their skills to become effective and competitive in their professional life and adjust themselves to the corporate culture too.

Trainings are not only for some technical skills but there can be various aspects covered in trainings. If we talk about Dell, it’s a huge MNC and henceforth there are many kinds of trainings given here ranging from hardware training to software infrastructure training and then learning management skills too. Hence the training programs help employees get well acquainted with the system into which they have to work.

For any organization it’s the employees who deserve gratitude from the top management. As they contribute so much to the bottomline, so they should be shown appreciation and a must say word “ thankyou” for all their hardwork. This not only will help in making employees feel good but also increase their levels of loyalty to the company. Creating happy employees should be an integral part of overall business strategy. If employees are given the feel of belongingness and where I can say the Maslows need hierarchy theory if implemented well, then it definitely helps employees to work wholeheartedly.

Monday, April 25, 2011

MEMORABLE BLUNDERS

It happens quite often that when we come out of interview , we feel that we had given our best and definitely we should be hired by this organization but later after an hour or so, when we come to know that we are not hired we start looking reasons for blaming the hiring managers rather than looking over this thing that what blunders did we do or what was our shortcoming? Having shortcomings/unable to clear an interview/ facing failures in interviews is not at all an end of life. Its the best opportunity to learn from mistakes and moving a step ahead in the next interview which we will face and who knows the door we knock this time is the right one. It is always better to learn from the blunders made once rather than making them again.

What the hiring managers look for is that whether a candidate can be a valuable asset for their organization or not?Not a single but many blunders are made by candidates who appear for interviews. This thing is not only in case of freshers but can be in case of experienced people too.But its not good to give lame excuses or showing arrogance within the interviews as no one is liable to you.Moreover its a candidates responsibility equally to maintain the decorum and be in good attitude and behavior.

UNEXCEPTIONAL BLUNDERS IN INTERVIEWS-

Some of the regular mistakes which are made by candidates are as follows-

1- Not prepared -
Being unaware about the company where you want to work and also having no knowledge related
to the area of field you have chosen to work for, means a big no from the start. None
of the managers would like to hire a candidate who is just looking for a charity in terms of
salary and contributing nil.
A small instance in this case- a candidate went for the position of lecturer in a particular
university and applied for post of MBA Finance lecturer. But he was not even aware of what
is monetary and fiscal policy. Obviously being unable to answer this much makes recruiter
aware about the level of knowledge and no one would hire such a candidate.

2- Talking unnecessary-
Who is free enough to hear your long life story? I guess no one. So if you talk unnecessary and
deviate from what is being asked to you creates a negative impact in front of panel.

3- Improper attire-
Hello! you are coming for an interview and wearing denims, applying lot of make up means
you are fooling around with the time of recruiter. Your level of seriousness is depicted alot
by the kind of attire you are wearing.

4- Long answers-
plz! a big no to stories. Many more people waiting to get employed. So better answer what
is being asked. Keep answers succinct and to the point. Relate your answers with good
practical answers rather than just faffing around and talking all nonsense.

5- Lack of Good eye contact-
Please talk to me...i have asked you a question. In one to one interviews this is a feeling of
recruiter.Its important to have a good eye contact while talking to recruiter and offcourse
a hand shake at the end of interviews leaves a certain impression of generous behavior.

6- Irrelevant answers-
Its always better to take a thought before you answer. Once a candidate had been asked to
any one author of HRM whose book he read, and candidate replied the answer to be some
Mark andrews who never even had written any book, which clearly shows you are just
giving some xyz answer just to speak anything rather than a relevant stuff.

Oral responses to the oral inquires are an agenda of interviews where in the proper screening of candidate is done before taking the decision to take him/her into the system.Interviews are the indispensable management tool which are stepping stone for one to be into the particular job. Interviews can be depending upon the situations or behaviors too. Be careful about your words and your actions as they reveal the personality you carry.

NUTS AND BOLTS-
Yes let me take you forward with some basics which fall out to be nuts and bolts for all of us when facing interviews-
1- Hold a good knowledge about the position you are going for and about organization.
2- Relate your experience well with the position offered and how can it benefit the firm.
3- Give uncomplicated answers to reveal your clarity in your words.
4- formally and neatly dressed up person spreads a good positive vibe.
5- A smile on face not laughing , i am saying smile to make the aura comfortable for recruiter as well as yourself.
6- Thank you before sitting for interview and leaving interview room will never make you small but rather shows your generous behavior.

Blunders and mistakes are made by all of us. But its better not to repeat them. Also it can be of no use cribbing about them because its not that you will never get job. Jobs are plenty , its all how you search them and approach at right time at right place. Holding good conscientiousness, intelligence and interpersonal skills always keep morale high and help in achieving what we deserve.

Friday, April 22, 2011

GAP ANALYSIS

Hey! tommorow is the training on some new subject and we gonna learn something new about which we were not aware initially. This was the response of employees some 10 years back when there used to be an announcement of training programs in a company. Traditionally the trainings were perceived by employees as an opportunity to learn something new, a break from some of their hard schedules or a chance of meeting some new people.

Oh no ! an another boring training and again some GYAN, this is reaction of employees now a days. I can say not in every case but in many cases. This response is out of the unplanned and fortuitous training sessions which are undervalued as they don't add any value to trainees.There is definitely a change now and its essential to look for gaps in organization based on which these trainings should be designed and carried forward. Its not only about classroom teaching but its a lot about understanding the psychology of people whom you are talking to.

When i say about need / gap analysis then its essential to chew over some basic points-
Trainings to be in- sync with the organizations strategic goals and objectives.
plz! donot make training a selling item or i can say a consumer item.
customize trainings based on what organization requires.
look carefully the gaps which restrain optimal performance and find solution accordingly.
organized and systematic sessions often add more value.
It is needful to know that what kind of gaps can come in normal functioning or what exactly are the factors which evoke the need for trainings. There can be various types of pressure points within the firm which evoke this need. Some of them are-
lack of some basic skills in employees.
poor performance from time to time.
Introduction of new technology.
Customer requests driven from use of CRM or such relationship managing softwares or sources.
Influx of new products.
Improvement in performance standards.
New job responsibilities.
After understanding these it is then required to understand who needs training. It is misnomer that some managers feel only junior employees need training but actually these programs should be for all from top management to lower level. Then in this context further some more questions arise which are as follows-
1. What is that trainees need to learn?
2. What kind of training should be given?

Once a good need analysis is done it definitely gives good and positive outcomes. This can be quoted well by taking examples of the companies which have lost in terms of profit and revenue generation at one point but later came up with flying colors once they could find out the gap due to which fall down happened and they had overcome the same with good training solutions. Remember even Confucius said that- " learning without thought is a labor lost. Thought without learning is intellectual death." So having good need analysis means adding value to your company in the form of result oriented training programs.

Wednesday, April 20, 2011

REMARKABLE AMELIORATION IN HR SOLUTIONS

We are now well acquainted with the fact that nothing remains same and with time things keep changing. Similarly the practices used in HR are now quite a lot changed or many new advances have come with time. HR solutions now have shown a radically distinctive growth and improvement. Each day some new concepts and ideas are introduced and even well adopted.
So let me take you forward with the concept of SIX SIGMA about which already i said - that its a new HR solution. This word sounds like six attributes engaged to form something new or one concept out of six features. But hold on my readers, it is a concept or I must say a business strategy with its application now a days in HR department too.
A WORD ON SIX SIGMA
Six sigma is basically a business management strategy which was originally developed by Motorola in USA in 1981. It had its application in almost every sector or it is applied in many sectors of an industry. Once it was adopted there were critics and controversies against the same too but still its widely used worldwide by many multinational corporations. For criticism one must remember what had been well said by Emmet Fox that-
"Criticism is an indirect form of self boasting".
However its practically untouched concept by HR departments of many firms till now while on the other hand adopted and implemented well by some of the companies. Few of them are as follows-
Wipro Technologies- has its focus on six sigma skill base and consulting experience which in turn works upon bringing the continuous improvement in the organization. Also it worked on competency based people processes which had shown tremendous improvement with time.
BSNL- adopted six sigma as it helps them in meeting the requirements of changing environment. Various projects have included the concepts of green and black belts into the system.
HR Consulting Firms have adopted this on larger scale.
Tata Consultancy Services- applied six sigma to streamline its HR processes and also to add value to its business.
The strategies are developed in any business to have profits and achieve a good level of growth.

HR is a huge function in any firm and henceforth its focus lies on bringing returns on investment by creating a knowledgeable employee aware of every new advancement. Six sigma has helped in recognizing the gaps and opportunities for improvement by breaking down the complex tasks into the simple ones.It has provided a dramatic improvement through innovation in functions of HR.

Outcomes given by implementation of six sigma in HR are as follows-
Reduction in cost and time to hire employees.
Reduction in employee retention.
Reduction in safety violations.
Reduction in overtime.
Six sigma not only acted as support to management but also helped in creating value. The comapnies making best use of it are definitely at a better plight and predicament.

Monday, April 18, 2011

THINGS CHANGE WITH TIME

An umbrella can give shade to many and protects one from both sunlight & also from raindrops. Its is well said that what you show, people form an image out of it. Similarly emloyees are considered to be the brand ambassadors of the company they work for, in front of others. The way you present, helps in forming of an image by an outer world. Human Resource Management has shown lot of changes since past few years and now the roles and responsibilities are also more diversified.

Traditionally, the role of HR was limited to handling administrative work or taking candidates within the system. But now as said that nothing remains same forever we see intoduction of lot of HR inititatives within firms and very well adopted & implemented too. So an umbrella in this context or i may say one stop shop is word related well to HR as it shows a lot of diversification from -

Recruitments.
Training & Development of Employees.
Compensations.
HR policies.
Performance appraisals.
Payroll Processing
Employee retention.

The responsibility is increasing each day on HR executives and for the same even technology has supported alot. Advances in technology introduced the concept of HR PORTALS which are widely used and accepted by various multinational companies.
HR PORTALS-
These portals have a lot of advantages to HR management-
· Knowledge sharing.
· Giving online based training classes to Employees.
· Sharing of articles.
· Keeping updates on new changes within the companies.
Let me share with you the use of these HR Portals by famous MNCs these days even in India. For example-
1. Hexaware uses these portals for centralised reporting and analysis that helps in deecsion making processes.Secondly it is used for resource mobilization from different areas of the world.
2. Infosys uses these portals for knowledge sharing and keeping updates on changing trends and advances within the firm.
3. Wipro uses channel W named portal for connecting wiproites across the world.
These portals act like the binding forces across HR initiatives. HR is a huge field which now focus on providing value added services to its employees and create a competitive edge in the market.More the advances within HR, more it improves the awareness levels and knowledge sharing among employees.With such advances , also now affinity clubs, message boards, chats, intranet search and various personalization engines have been introduced within the HR management.As definitions of jobs are changing new trends are also upcoming.Even concept of six sigma, SAP and competency mapping are included in the recent advances which i will share in my upcoming blogs.
This competitive age and era needs employees to be well acquainted with upcoming trends and knowledge as it makes you more aware & definitely helps in creating an edge above others.

Saturday, April 16, 2011

WHICH FORK TO USE AT LUNCH?

Often when we talk about business etiquettes i don't understand why people feel that its too significant to hold fork in proper hand while on lunch with client. Seems its all about lunch and holding fork, that completes real sense of business etiquettes. But this word called as Etiquettes in Business includes significantly many more important things other than knowing which fork to use at lunch with client. Etiquette is about how you present yourself, the kind of polish which shows how serious and professional you are in terms of Corporates. Its about how comfortable you are with people and the others are with you.

Its all about the kind of people you have in your firm and how are they presenting your organization in front of your clients. What kind of image your employees make, people will have the same into their minds. Sometimes due to the breach of proper mannerism and good etiquettes many firms lose the business and even customer loyalty. lets not go very far. For eg- we go to shop at Big Bazar and we feel that customer dealing is poor and moreover the employees have no etiquettes to present themselves, i guess none of us would like to visit there again. This in-turn spoils company's image more by bad word of mouth.

The environment within the firm too creates an impact on the employee behavior. Ssometimes the senior management is not that cooperative and talks rude to its employees. This in turn also adds negative impact on the employees. So the discourteous and disrespectful behavior is passed along from top.This impacts firms in the form of bad customer relations. So here comes the role of good etiquettes as no one behaves bad with such intentions. Having trainings on Behavior management can help alot to employees in this case.

REMEDY-

lets not forget that most of the times if we have a bad note with some or if our behavior is perceived as disrespectful,rude or abrasive its always unintentional. Sometimes its even due to lack of proper communication. But there lies solution for everything. The first and most basic solution for this is to have an open mind and maintaining open, honest communication. The concept of miscommunication can be eradicated by this remedy. Now practicing good manners and having a calm and composed behavior in daily office routine can be helpful.

KEEP IN MIND

Its well said that get back to basics. So the same falls for etiquettes in your working environment. By the basics I mean to say that be courteous and generous enough with the people around you which means to your seniors and your subordinates both. Listen to what convictions to other people hold, respect them and then respond but in a good positive manner. We often look up to the big corporate leaders & Management Gurus like Ratan Tata, C.K Prahlad, Michael Porter. They hold leadership with their tags because they have all those good qualities which truly present the value of etiquettes in their work , mind sets and daily lives.

PLEASE AVOID

- using abusive language.
- talking in a loud voice.
- using harsh words.
- showing always yourself superior to others.

Your words and your behavior add most to the kind of credibility and respectability you deserve. So better hold good business etiquettes rather than just keeping a fork in proper hand in front of clients. More good the customer relations you have more it contributes to your firm's and your success.

Friday, April 15, 2011

BASIC ETIQUETTES!
The professional growth of an individual depends alot on the way he/she presents himself. It is rightly said and very much applicable in terms of etiquettes that " first impression is the last impression". So etiquettes play an important role in every aspect-

- Interviews.
- Presentations.
- Peer group relations.
- basic office etiquettes.

The one with good etiquettes often receive the respect and is looked upon with much attention as compared to ones who ignores them.Now lets say if a candidate goes for an interview without being properly dressed , not in formals and wears jeans, obviously the interviewer gets an impression about how serious the candidate is about getting into job and taking any responsibility.

Some of the etiquettes which should be taken care of are-
Bad breath & bad body odour
colors should be the one which suit an occasion.
Not to smoke in the office premises.
In meetings, better to keep phone on silent.
let the one whose speaking complete, rather than interrupting.


EMAIL ETIQUETTES-
Be concise and to the point.
Answer all the questions in a systematic manner and give relevant responses.
Use proper spelling, grammar and punctuation marks.
Templates can be used or frequently used responses.
Do not write in capitals.
Properly check before you send.
Take care to whom your are sending mail rather than every time doing reply to all.
Be careful about formatting.
Avoid long sentences.
Have a meaningful subject.
No matter how skillful a person is but these basic etiquettes definitely create an impact. Will keep adding more on these skills in our upcoming posts.
enjoy reading!


Thursday, April 14, 2011

SOFT SKILLS- CANNOT BE MISSED

The changes in Behavior and thinking of employees depend largely on the kind of soft skills they acquire. There exists strong relationship between the soft skills of employees and effective customer relationships. If we talk about our Indian companies definitely they are creating competitive edge in terms of growth of which Trainings of employees both technical and soft skills play an important role.Soft skills as compared to the the technical hard skills are greatly create an impact on the personality development of employees. This is now an important aspect of managerial trainings as companies are now not only limited to local level but have turned out to be glocal.Various trainings institutions have opened nation wide , the emphasis of which is purely into soft skills trainings.

Few of them which create a great impact upon the clients from across the world are as follows-

- Team building skills
- Presentation skills.
- time management skills.
- Cultural Sensitivity.
- Business Etiquettes
- Good communication skills. - Telephone Etiquettes.
- Email Etiquettes.
- listening skills.

If firms endevour to be on the growth path , they cannot ignore that how important it is for even the employees to be skillful both technically and personally. Going through proper need analysis of the training the modules of sessions are prepared and as per need these trainings are given time to time. It can be well said that soft skills are like a sociological term for emotional intelligence of individuals.No matter its face to face interaction with client or it is on phone or through emails this aspect of trainings is important.

Wednesday, April 13, 2011

INTERNET BASED- TRAININGS

Employers make extensive use of web based trainings these days. Quite a lot emphasis is given on the internet based learning. Even some firms let their employees takes online courses offered by the online courses providers like saba.com. While the other make use of intranets to facilitate computer based training.

The wider use of Microsoft office is done for providing trainings and these are in the forms of power point presentations, Microsoft excels for making them learn the financial figures. Various products like black boards and webCT , support online learning en devours. WebCT is a product that provides a process for delivering course content via Power point presentations, enable learners and instructors to interact live and asynchronously via online chat rooms and discussion forums and also deliver grades and complies online exams and grades.

Now as people are internet savvy and very much acknowledged with the use of internet based systems, so its easily accepted by firms. and moreover many students are familiar with its advantages. The used of internet based learning is in various sectors liek banking, Travel and tourism particularly by airlines.

Effectiveness :-

It had been seen through various research studies also that internet based learning is bit more effective than the classroom teaching. This helps in providing the procedural knowledge and having proper domain knowledge. Even trainees are equally satisfied with the web based instructions more than some other mode of training.

Advantages:-

- It is a feasible educational option.
- Trainings can be given to the employees of firm even in remote locations.
- It allows anyone, anywhere to take a knowledge on their specific area.
- Also has contributed to the increase in ROI's on trainings.

It is all about adopting the new ways and bringing them into practical implementation which works on well and helps in bringing better outcomes.

 

Tuesday, April 12, 2011

LEARNING PORTALS

Learning portals in the trainings are too much in and acceptable in the present era of advancement and adoption of technology at various levels. Many firms these days employ Business portals. Through its Business portals firms employees- Secretaries, Engineers, sales people can get the tools which are used to analyse data both inside and outside the companies. Also they help in checking the customized content in need like industry news and competitive data.

Employee trainings are increasingly conveyed through learning portals. The suppliers of these portals form contracts with employers even to deliver online training courses to the employers of the firms. Some of them are like Learnivity.com , skill soft.com etc. Commercial portals are used to deliver trainings both to employers and employees. Business portal training links are maintained by the suppliers of these portals.

Even these suppliers provide business firms with some offerings. Some even create special courses for the employees of firms and customers. Such systems had been initiated by USA for the first time. Learning Management system is used to expand the portal services learning activities. This program gives access to the state of the art training and lets the portal service managers monitor their organizations trainings progress.

E-learning systems have been introduced to make these trainings more result oriented. Employers can easily synchronize employees trainings\ with their performance appraisal, skills, inventory and succession plans.

Saturday, April 9, 2011

ON THE JOB TRAININGS

On the job trainings are one of the effective methods of training being adopted by most of the firms today. But how many of us exactly know what is on the job training? OJT means having a person learn a job by actually doing it and i guess this phase of training is gone through by every employee who joins the firm. Rather every employee from a junior to senior level in a firm has to go through this mode of training. It is like your employer says you- "GO AHEAD , THESE ARE YOU JOB RESPONSIBILITIES".

The most common type of OJT i.e on the job training is coaching wherein Your mentor or your senior who was one day on your position and now moved on to the higher one explains you what will be your responsibilities, what challenges you have to come across and how to manage in every kind of situation? It is similar to a senior supervisor training his employee.

Now let me quote this with an example- If a candidate joined at the position of Relationship Manager, then the one who can help him most is Senior relationship Manager. He can help in making the RM understand following points-

- What are various ways to generate business?
- How rto tap an untapped markjet/?
- What does it means by providing post sales services?
- How to make good relationships with clients?
- How to take new references from existing clients?

All in all it can be said that every manager is accountable for development of his or her direct subordinates.

OJT is advantageous in many ways-
1- It is relatively inexpensive.
2- Trainees learn while being into the system.
3- No need for expensive off site facilities like classrooms or programmed learning devices.
4- even trainees learn by doing work on their own & get feedback on their performance.

Morever in this kind of training the trainee should take care of follwoing points-
- Prepare the learner well -
Put learner at ease.
Explain him why he/ she is being taught ?
- Present the operation-
Explain the key points to learner.
Make him clear of things to be taken care off.
- Important steps-
make trainer learn a systematic pattern required for his job.
look for what mistakes are done and how to correct them?
- Follow up-
Designate trainer to whom he/ she should approach for help.
Compliment the trainee for good work and motivate the employee.
Make the trainings effective so that they can be value addition for employees and can have a competitive edge as compared to its competitors.

Saturday, April 9, 2011

POINTS- NOT TO BE MISSED!

Some people feel and say" oh no again an another training session and one more day to sleep and yawn. But hello let me tell you that it is alot in hands of trainer to take care of each and every thing and make people active rather than yawn. More meaningful and more interesting is what every one looks in these sessions.

As per my experience it is alot bout GYAN given in trainings that makes sessions monotonous and provokes listens to show they are least interested in trainings. No body these days want to listen what is written in the reading material and moreover why to listen what is already printed in books.

There are certain important things which create a positive impact in these sessions-
1. Spacious and airy space.
2. Good sitting arrangement.
3. Proper lighting.
4. Neat and tidy place.
5. Trainer with a smile and positive attitude.
6. Trainer with a loud voice and clarity of words.
7. Trainer with a good body language.
8. Having a good eye contact.
9. Good for trainer to be even a good listener.
10. Most important relating concepts with examples and practical experiences.

Even management games make the sessions more interesting and help in making mind more active. Positive mind set and smile a good level of confidence within the trainer creates a positive aura within the training room. One should be ruthlessly positive and honest with its words to have a good outcomes.

Feedbacks from listeners are important too to have an understanding of how helpful the training sessions are for trainees and whether it is like a value addition for them or not.

Saturday, April 9, 2011

INTERESTING SESSIONS

It is not always about teaching when we talk in context of training. It is alot about two way interaction & matter of discussion. Training sounds to be more effective if participants equally Participate in the same. Being trained well & acquiring good set of skills definitely helps in creating a competitive edge.

In most of the trainings it is seen that more focus is on the subject matter and all the reading material, but the sessions become more inter sting and interactive only when not only the study material but also other things are given equal importance. Soft skills are given these days special attention in most of the corporates. Proper attire, Good attitude, Smile and composed gesture creates a positive image and gives positive vibes.

Smart Presentation skills are what come with time and practice. No one can be perfect in a single day. Such sessions help in growth of the employees both on professional and personal front. Practical implementation of these skills enhances the growth level of employees.
Making your followers follow you is not the only sole purpose behind trainings but its a lot about learning new things, adopting to the new skills sets and grabbing the same. Reactions and behavior are what a person should understand.

One must have a tremendous eye for detail and understand every aspect which may help employees in giving the delivery in a good way. To create a warm and glowing environment in trainings, tow way interactions and discussions should be focused upon. Such things being taken care of definitely helps in making the sessions interesting rather than boring lectures which make people sleep too in trainings.

Thursday, April 7, 2011

WHY TRAININGS??

Now after talking so much on Training and development , let me take you forward to why is training such an important aspect in any organization? What if we donot have T& D in our firms?why to invest huge into this aspect of HR?

Trainings can be initiated for various reasons like-

1- It is a part of overall performance development programs.
2- It is part of succession planning to help an employee in adapting to the new change in role and responsibilities.
3- It is to benchmark the status of improvement so far in the performance improvement effort.
4- To train the employee on specific Topic.
5- To meet with the increasing expectations of the corporate social environment.
6- To be in sync with the diverse workforce in bringing good values and morals to the work place.
7- When dealing with heavy equipments or being into some manufacturing units, safety training is must.
8- To meet with the increasing competition of global market place and understand its needs.
9- Improvements in specific areas and increasing knowledge.
10- To have a competitive edge and higher threshold of performance.

When we say that this employee is working really well at every step, we must not forget that he/she is able to deliver not only because of its own competencies but also due to the proper know how of his work, so trainings are essential and very much in need to give employees a higher end and a competitive edge in the organizations. This helps them in there professional growth at a much faster pace.

Even it is better to attend these training sessions seriously rather then sitting dumb and being unaware of new developments coming up, so that it not only helps you but also other people in the same working environment. Being unaware and not serious for this is like deteriorating your own growth in your professional life.

Wednesday, April 6, 2011

GOOD INVESTMENT

Investing into the development of skills of employees is as essential as the other aspects of operations in any organization. The purpose behind trainings is not only developing skills but also about behavioral modification of Employees to have efficient results. Such trainings on Behavioral modifications, attitude, soft skills must be done time to time to have a good aura within the firms which makes them more result oriented.

On-going training programs for current employees helps them to adjust to the ever changing and rapidly coming new job requirements. Even it helps employees in brushing up there skills and working upon them. Even seminars and workshops are now the part of these training programs as they are focussed on some particular objective and work on fulfillment of the same. They do help in improving business operations too.

It essential not to forget some important points before the trainings are scheduled-

1. Objectives of organization.
2. Needs Assessment.
3. Is there any gap?
4. Selection of training methods.
5. Administer Trainings.
6. Evaluation of trainings.

No, single training is without any purpose, so demarcation of the objectives behind training, then what methodologies should be adopted for particular training and how to exactly go ahead with this process of training is required.

Right set of investments into the trainings for uplifting of own employees can come out with fruitful results.

Sunday, April 3, 2011

CHANGES AS PER NEED

With the advancement in Technology and science, along with development taking at such a fast pace nothing reamins same. Changes keep coming and we got to adapt them. So, new ways and methodologies have been adopted every day by trainers to make the sessions more effective and efficient.

The Traditional method used for training was either formal classes or delivery of some lectures to make the listeners aware of task being assigned and how to do the same. But now a days many new ways have come up to make these sessions more intersting and outcome oriented. Some of them are as follows-

- On the Job Training
- Job instruction Training
- Computer based Training
- Audio- visual Training
- Simulated Training
- Apprenticeship Training

But before opting for any kind of training method it is essential to analyse the need of training.It is must to know that training has to be given to a new employee or to the one who is already on the job. Look over for what do the job entails and then break the same into tasks. further into sub tasks and make it easier for listeners to understand the things in a good way.

Such adoption of methods understanding the needs can make it easy for he employees to be more knowledge equipped and work in an efficient way going through the systematic pattern of learning things. If employees are not well trained then even gaps are seen in their performances which is not good and henceforth trainers should make use of some analytical softwares like Saba software being used for diagnosis of these gaps. Once known to the fact that their are some shortcomings and gaps , training modules can be changes as per requirement.

Therefore right set of training sessions being delivered helps in both personal and professional growth of an employee.

Friday, April 1, 2011

LEARNER TO TRAINER

It had been very rightly said that " if you won't put yourself into the system you will never be able to understand what exactly goes within the same". Similarly one can turn out to be a good trainer if he /she are themselves equipped with the right set of knowledge and good attitude. Certain own characteristics, attributes & experiences contribute always in giving better delivery of ideas.

Being into marketing and doing hard core sales from certain period of time or from some long period , the sales persons can give best trainings on what are aspects and basic things one sales person need to understand to generate and develop a good business. Some of them can be like-

- What should be target market for a particular product?
- How to tap that target market and reach right set of customers?
- What can be different attitudes & behavior of people some times and how to react to them?
- What challenges come across in direct selling?
- How to do cold calling?

Along with practical aspects of training and the knowlefge part, trainers should focus also on-

- How to make sessions more interactive?
- How to initiate group discussions?
- How to give equal attention to all the listeners?
- How to make a proper eye contact with each of them?

Certain basics are definitely required to make these sessions more successful and output driven.Concept of Apprenticeship Training is always good mode of training which is combination of both formal learning and on the job training. Even many surveys and studies have emphasized more on the On the job trainings along with formal trainings as practical aspect becomes more clear through them.

Moving from right set of instructions and having a right knowledge can definitely help a good learner to turn out to be a good trainer one day.

Thursday March 31, 2011

VARIATION IN TRAINING NEEDS

As each sector has its own requirements and own priorities, similarly trainings in each sector are not same.They do differ depending upon the need of a particular sector. People often confuse the role of BPO's with that of KPO's but there lies a huge variation.

Some aspects of training are similar and required in each sector which are for development of employees. Some of them are-

- Behavioral management.
- soft skills training
- Stress management.
- Time Management
- Positive work attitude.

As we go ahead with training being required in KPO's , there are various essential points which are needed to be taken care of. So the training is given in following areas-

- High quality Research & analysis.
- Managing complex relations.
- Project development.
- Team member skills.
- Maintaining databases and preparing MIS reports.
- Taking feedbacks on Training.

The training designs are only effective if they help employees in reaching their goals and objectives. Now its not only limited to Private sector but also public sector has realized the importance of the Training and development. Companies have initiated policies for regularly updating the competencies of employees by different training programs. Therefore no compromises should be made in terms of spreading training at right time and at right place.

Tuesday, March 29, 2011

HALLMARK OF MANAGEMENT

The initial step which that every new employee had to go through on an entry level in an Organization is orientation followed by Training. It is given to new employees to provide them with the skills that are needed to be performed in a job. This training is sometimes given in the form of some sessions or depending upon requirement also training can be on- the job training.

Moreover the good management is formed if employees are well trained and hence they deliver the same to their sub ordinates along with learning from senior management. Now for eg- showing a new web designer the intricacies of your site, new sales person given training on products or how to prepare daily sales reports DSRs can be taught well and be used to generate effective results by a proper and systematic manner of training. Such DSRs help in engaging the data which is used both for generating new client age along with providing post sales service to current client base.

So training is specific to each sector depending upon ' know how' & what task is to be performed. Training is a hallmark of good management & something that managers ignore at times which creates impact on upcoming success. Workforce must know what to perform and how to perform.

Training programs being given must make sense in terms of companies strategic goals. Word 'performance management' depends solely on assigning, training, assessing & rewarding employees. Relevance of the same depends upon sector to sector.

So now this can be well said that training is booming as it contributes to organizational effectiveness. Workplace learning and even on the job trainings have laid down positive results.

Happy reading!:-)

 

Monday, March 28, 2011

TRAINING AND DEVELOPMENT- Cannot be ignored


Let me take you to an important aspect of Human Resources Management i.e Training & Development where in the emphasis is entirely on letting you know that no matter how effective and how good performer one is, everyone needs training and is such an aspect which cannot be ignored.

When an employee is recruited he/she are given certain responsibilities and are expected to perform them effectively and come out withe efficient outcomes. This recruitment is done depending upon their competencies, capabilities, educational backgrounds and most important experience. But none of us are completely knowledge equipped with what exactly we need to do & how to do it , until being guided in a systematic manner. For the same every employee has to go through the procedure of what i say - Training and development.

Organizations spend huge amounts of Trainings and the sole purpose behind is that their employees may be able to achieve the organizations strategic goals and reach to higher levels. Moreover it is not only a newly hired employee who needs training but even the one who are already into work , they also should be delievered with trainings from time to time to enhance their knowledge and help them to perform in more better and skillful manner.

This is very well seen that even carefully selected employees don't guarantee that they will perform effectively. Even the high potential people sometimes can not bring positive outcomes if they do not know what role and responsibility do they need to fulfill. And here lies the sole purpose behind Orienting and training employees. Every new employee has to go through orientation to understand the organization, what they deal with, whats the hierarchy of organization and who all are seniors and sub-ordinates. Once an orientation gets over it is followed by training.

Effective outcomes, generating revenues and having competitive edge above others depends upon what you are delivering and how well you are implementing the right set of strategies. Henceforth training is that aspect of HR which cannot be ignored and should be given priority to have lucrative results.

CREATING- SMARTER WORK FORCE

As we talk about the issue ofTraining and Development within organizations, we all need to understand that its something which is part of subsystem. Training helps in reducing randomness. It makes you aware of what exactly is being required at a particular time and as per demand.

If i talk about CRM , this is often practised in various companies for retention of customers, maintianing there records, moreover it helps in increasing sales but practically i have seen very few people in financial sector( even in other sectors) particularly who know exactly how this software works. What lacks behind??? Here something , that lacks is right training for the use of software. When people within the organization are not aware of its own systems, how can outcomes be expected?

So creating a smarter workforce and bringing up changes in employees depends alot on what kind of training they are delivered with. Offcourse organization that gives value to training stands at a better position in terms of performance by employees rather than the one who donot focus on this aspect of HR management.

Corporate trainings are being appreciated in all the result oriented organizations and one which are moving on the fast pace. This is the subject which i must say is most - in. Even these training sessions enhance the skills of worker force time to time and they give better results. It is today the core of any Buinsess model to be successful.

These trainings are not limited to any one particular sector but they are equally important in all sectors then it may be IT,FMCG, Pharmaceutical or BPO's and KPO's. Moreover what we say "know how" of work and expectations can be well fulfilled by understanding this aspect and achieving it in right manner.

Happy reading!:-)

 

 

 

 

 

 
 
 
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