HR Technologies that will boom Post Pandemic

Author: Anjana Devi (Paybooks Technologies)

The COVID 19 pandemic has affected workforce management in Fortune 500 companies as well as SMBs in two ways. Firstly, the rapid contraction in global economies has led to massive layoffs and disruptions in recruitment cycles. According to a survey by Vistage, only 19% of SMB CEOs are looking to expand their workforce during the pandemic. This will result in a talent gap stymying the future growth of these companies. To maintain productivity, there is added pressure on the HR department to manage their remaining talent pool efficiently.

How HR can be the Strategic Partner towards Achieving Organizational Success

Author: Kelly Barcelos (Jobsoid)

More often than not HR professionals aren’t a part of the key decisions formulated by the leaders and CEOs of the companies. But these dynamics are fast-changing within organizations across the world. Because, when human resources fall in sync with the strategic aspects of the company, the progress is sure to be fast-tracked.

6 Ways Recruiters Can Stay Efficient

Author: Kelly Barcelos (Jobsoid)

Hiring targets and rising attrition rates are taking a toll on recruiters who are compelled to put in extra efforts and extra hours to identify, attract and hire qualified candidates. If you don’t want the quality of candidates to suffer as you continue to work without break, consider leveraging technology to your advantage.

Recruitment has finally reached that tipping point where innovation has become the new norm and this is why recruiters are going social with their hiring strategy. But social media recruiting will only add value when integrated with technology.

4 Simple Steps to Win at Performance Management

Author: Liliana Chitnis (Naman HR)

Performance management and reviews, both formal and semi-formal, are conducted at least twice a year. And according to the global insight and technology company, CEB, which is now a subsidiary of Gartner, a manager spends 210 hours and an employee 40 hours in a year on performance management.

But if you ask employees if they find it helpful for their professional growth, the answer in most cases would be a no.

20 Ways to Manage your Young Employees

Author: Sadia Maqsood (IKL Training)

People are hired because of their experiences, smart technical skills and growth potential but managing young professionals require certain strategies as compare to other employees, keeping in view their lack of professional and business experiences. There are 20 ways to manage your employees and help them to settle down in a new environment.

♦ The Transition Phase: The transition phase from student to employee is full of stress, confusion and excitement. There is a need to help employees for recognizing his abilities and come over this transition phase. A support system of an organization helps them in this regard. Employers need to think that how they can help their new employees in this change of time. 

5 Growing Human Resource Specialities

Author: Florence Lewis (Job Cluster)

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10 C’s of Employee Engagement

   Author: Marie Zutshi

1)   CONNECT: A direct reflection of how employees feel about their relationship with the immediate boss. Early in my professional life I learned a lesson that when you are people leaders, your job is to focus on developing your staff and harness their potential. If they grow, you shall automatically grow. However, whenever in large gathering I ask a question, is your manager more interested in his career or yours? The answer is "HIS OWN".  Managers / leaders must learn to inculcate the sense that employee growth and capability building is at the forefront of their mindset which will enable not only employee growth, however, their own as well.

2)   CAREER: Leaders should provide challenging and meaningful work with opportunities for career advancement. Employees do look forward to sense of career direction both from short and long term perspective.

Distinction of Human Resource in Strategic Approach

Author: Mark Long (Dulsco)

Human resource management deals with the planning, organizing and overseeing of the human resource of an organization through recruitment.

For a company or industry to effectively function, there is need for the humans working within the organization to be effectively managed or else the organization will be poorly managed and the organization's goals will not be met. Therefore, human resource management is a very important part of any organization.

Human resource management deals with the planning, organizing and overseeing of the human resource of an organization through recruitment, development and maintenance of the people within that organization in pursuit of the greater goals of the organization. If properly done, it can bring the best out of the staffs. Human resource in Dubai has shown a lot of improvement in recent years and this has served as a attraction for personnel that are either involved in permanent staffing or contract staffing from different places around the world.

Top 7 HR Challenges

Author: Antony Xavier

There can be many challenges that an HR manager has to face. Here are the top 7 Challenges that HR Manager has to face in today's situation.

♦ Attracting, Recruiting and Hiring Talented Employees: Talent Hiring continues to remain the top challenge for Human Resources.

♦ Managing Change: As the organizations are going Global, this is one problem faced by many organisations of managing the change in the organisation and how to make people acquainted with the changes.

♦ Work Culture: Due to acquisition and mergers taking place it becomes important for the HR Manager to develop the work culture.

♦ Ethics and Values: In the times when we are getting more professional and narcissist, it is very important to have Ethics and values to be in place which also in the long run decides the sustainability of the organisation.

Team Events by Gauri Technologies (Apr'14 - Dec'14)

♦ Town Hall Meet   ♦ Eid   ♦ Birthdays   ♦ Potluck   ♦ Independence Day   ♦ Presentations   ♦ Visits
♦ Campus Drive NITK Surathkal   ♦ Campus Drive NIT Trichy   ♦ Sports Week   ♦ Diwali Festivities

Watch the Video of Previous Team Events.

From Employee Engagement to Employee Satisfaction

Author: Antony Xavier

Our Most Valuable assets are our people.

“There are only three measurements that tell you nearly everything you need to know about your organization’s overall performance: employee engagement, customer satisfaction, and cash flow. It goes without saying that no company, small or large, can win without energized employees who believe in the mission and understand how to achieve it.” – Jack Welch, former CEO of GE

It is often misunderstood that Employee Engagement is only Birthday Celebrations, Get-together, Dining and Festival Celebrations. Though these Employee Engagement activities make the employee happy does it mean they are satisfied with their Job? Most of the time you will find the answer is “NO”. We still have the same issues like attrition, low productivity and less Customer Satisfaction.

So what actually drives Employee Engagement, the drivers of employee engagement are Growth, Trust, Communication, and Reward & Recognition.

Strategies for Bridging the Gap between the Employee and the Manager

Author: Antony Xavier

Maintaining healthy employee relations is very vital for the success of any organization. In many organizations it is unclear what employees want from their Manager.

Not having a clear understanding of what employees expect causes many problems including, low turnover, low productivity, bad conduct and overall poor job satisfaction. Here's how to invest in people for better connections within your company, the Channels that connects the Employee and the Manager are as follows:

♦ Trust: It is the most important factor that connects the Employee and the Manager.

♦ Guidance & Support: Managers here has to act like a mentor rather than a boss. Direct information and experiences from a Mentor builds a degree of confidence through guidance, assistance and support.

♦ Walk the Talk: In Simple words, "Lead by Example".

Welcome Back

Author: Antony Xavier

In today's scenario Job hopping has become so common. This is one phenomenon once which was seen frequently in few industries earlier, is now happening across the industries. Why it is happening? Different people have different perceptions.

Gone are those olden days when one struggled to get a job when fresh out of college, but once employed worked there till retirement? In those days no one ever thought of changing jobs. Perhaps nobody thought of career or work/monetary satisfaction that much, since job stability was more important.

Now it's a different ball game altogether. People are supposed to switch else they would stagnate. and it seems like a rule of thumb that no one sticks around in a single company for too long... and if he does then people think that is because; he is not good enough to get recruited anywhere..

It seems that many companies now are in a frenzy to recruit the best talent around that they give incentives to attract and pull in experienced people from contemporary companies. Good for the employees. One might say, it is easy to thrive under such market conditions. As the saying goes "Make hay while the sun shines"

How to Manage the Talent in an Organization?

Author: Antony Xavier

The role of HR in Talent Management is not just hiring the right candidate for the organization but also managing and emphasizing on Retention. Let’s discuss what is Talent Management? Why it is important? Everything done to recruit, retain, develop, reward and make them perform forms a part of Talent Management. Research shows that companies focus on Talent Management, provides significant returns to the employer by increasing productivity and improved employee engagement and retention.

Human Capital is an asset just like any other financial and physical assets of the company. It must be managed effectively the way the companies manage other assets, it does requires a specialist to manage the Talents just like the way the company manage other assets. Here the company has to think strategically about how to invest in human capital and has to find out how to optimize and measure its return.

Formulating a talent management strategically is the responsibility of the HR department and the same has to be done in consultation with other functions. Be it planning, mapping, promotion, reward, recruitment or retention. A talent-management strategy needs to link to business strategy to make sense. HR Professionals has to find out ways to streamline and integrate their functions with the broader business functions.

Talent management, when handled strategically it has to flow from the organization's mission, vision, values, and goals. This enables every employee to see where he or she fits within the organization. This, in turn, enables employees to participate in the overall direction of the company. From strategic perspective, an effective talent management system helps crucial employees feel as if they are part of something bigger than their current job and takes ownership.

Employee Engagement Has Come of Age: Otherwise Why Would We Have So Many People Taking Pot Shots At It?

Author: Dwight Lacey

You know an idea or business construct has become mainstream when you get detractors taking pot shots at it.

In recent months, I have come across several criticisms of employee engagement surveys. In this post, I will address those criticisms, giving you the insight you need to judge for yourself whether employee engagement is valid.

7 COMMON OBJECTIONS TO EMPLOYEE ENGAGEMENT

1. Causation Is Not Established for Employee Engagement, Only Correlation

This is an interesting argument that deserves a response.

There are many areas in our lives where we depend on correlation without being able to prove cause and effect.

As a purely academic exercise, it is interesting to speculate about causation and the ‘lack of proof’ with employee engagement. However, as a former CEO I would suggest that if you take a certain action and thereby get a predictable result, the practical application is what really matters. The savvy business-person is less concerned about the academic argument and more with the tangible outcome of the action – especially if it helps gain an advantage over competitors.

Employee engagement is proven to be positively correlated with lower turnover, fewer workplace accidents, higher productivity, and so on.

In some rare cases (see The Conference Board’s review of Employee Engagement), outliers do occur. Some highly engaged firms do have lower profitability than their peer group. Some disengaged companies do outperform their peers. However, they are outliers.

So in my world, if it walks like a duck and quacks like a duck, it is likely a duck. Employee engagement pays on the bottom line. If you aren't measuring engagement or taking action to engage your employees, you are ignoring a simple, cost-effective way to outrun your competitors.

How to Make Non Performers Successful?

Author: Antony Xavier

We would have read or discussed many times regarding Non Performers. There are many reasons why some employees fall into the ‘non performers’ category. We also debate frequently on who is accountable for the non performance of the employee; is it the selection process of the organization or the supervisor who is inefficient. While it is important to identify why certain employees are branded as non performers when they were actually recruited for being a performer in the previous role, it is also important to be aware of how to manage them in such a way that they perform better. Here are some ideas to consider improving the performance of the employee:

1. Focus on helping employees understand that their performance is not up to standard and help them be aware through regular feedback and the impact of their performance. Communication is very important. (FEEDBACK)

2. Facilitate Trust. (TRUST)

3. Set the expectations clearly. (KRA)

4. Identify their strengths and provide the desired environment to nurture the same. (Right Person for the Right Job)

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