Month: February 2017
Published On Published By Swarn UPDATED ON
The last part of the year-2016, when almost the entire nation was worried about – Who is going to be the next president of USA, a ‘zor ka jhatka’ was given by our PM – Demonetization. The whole nation was shocked. Every headline was about demonetization. Mr Prime Minister played his Trump-Card!
Apart from the usual havoc which stirred the nation completely, this demonetization had an effect on few sectors too. Sectors like manufacturing, E-commerce, IT/ITES, tourism, infrastructure and many more, or shall I just say, all the sectors.
One department, in all these sectors, which needs to take a step forward post demonetization is – the Human resources department.
Human resources has a mammoth role to play. There are a lot of changes which Human resources needs to implement/upgrade, post demonetization.
Talking about demonetization first, the whole motto behind this was digitalization or having a cashless economy. Even at this time, when go-green is one of the most talked about things, HR departments of many companies use paper-pen for documentation. Offer letters and appointment letters are still given out as hard copies, one signed copy with the HR and one with the employee. Even recognitions and awards are presented in writing. Can’t we just go completely digitalized?
There are many software applications which can be used to monitor work and store the data in super organized ways. One software which is very popular is HRMS – Human Resource Management System or HRIS – Human Resource Information System. They can help in reducing the paper work and can enable an organization in completely getting digitalized.
Coming to the cash-less part: still a lot of companies pay the housekeeping staff, gardening staff or contract staff in cash. This practice is something which is still very common. Every employee of the organization should have their salary account. It would be beneficial for all of them.
Human resources needs to step up here and the get the whole process of digitalization, active and become cashless too.
Human resources doesn’t have to cater just to the above, rather they have a third issue in hand as well. The unseen effect of demonetization – fear and restlessness among employees. Report says that there is going to around 35% job loss within six months, as an effect of demonetization (holds true only for few sectors). This has created a stir among employees across all sectors. Everyone is scared of losing their job. HR has to again face this challenge of bringing the faith back, among employees. HR will have to convey the message that the job loss happens when the productivity is low; the company is working just fine, even post demonetization.
This can happen by sharing positive achievements of the organization through internet or by having a small day out or motivational training sessions.
Human resources has a lot in store for the entire 2017. Let’s get working!
Published On Published By Swarn UPDATED ON
A renowned company. An inspiring leader. A super motivational company story and then a murder.
The crime was committed on Sunday. Sunday evening.
The first and the foremost thing which comes to my mind is –
What was so urgent that a techie has to work on Sunday evening and can’t wait just for a night’s time?
What is use of all the technology advancement, use of internet or laptops, when in extreme emergency (which may occur), when we can’t even connect from our home or other convenient or safe location.
I have been in IT sector and unfortunately have been in a maintenance and enhancement project. My work used to start from 7:00 AM till late 7 or 8 PM. I succumbed to this schedule for a year and later started working strictly for 8.30 hours. Very soon, irrespective of my work and strictly following deadlines, there was an impression that I leave office early; hence I am not working enough.
I am sure this isn’t just my story.
This is what is called the – ‘INDIAN WORKING CULTURE’. Our working culture thrives on three main pillars:
Timing – is a very important factor to show how productive you are. The mindset has been developed the longer you stay, the more you work, although it has no direct relation to the work productivity. You might just finish a small EOD work and linger on the second, still if you stay really late; you are a hard working individual.
Processes – Every company has its norms and regulations. These must be followed. It is called company process. At times, these processes have no relation to the current scenario, it was made by senior’s way back and it is still followed. Does it hold true now or not, is a different story altogether.
Hierarchy – This is the worst part of the great Indian work culture. The boss is always right. If he says left is right, you have to agree. The right answer is a no-no. If you follow an alternate path, you will have to face the consequences, like loads of work, no overtime to top it and very evident bad ratings.
The world has become a smaller place and we have come face-to-face with the western culture. We have adapted a lot of things from there – like being open about relationships, live-in relationships, beautiful attires and what not.
What we also need to learn, is the working culture – No matter what, employees leave their workstation on the defined time and no body, mind it, no body judges them for that. There is a very rare situation when employees come to work on a holiday and most certainly, it is a big deal to work on holidays. There are a lot of work from home arrangements/liberties and employees follow the rules accordingly. Why can’t we adopt some working trends from there?
Talking about the recent crime, newspaper is filled with different stories, but only she knows what stress she was going through which made her work even on that fateful Sunday evening. May she rest in peace. As a respect for the lost life, let’s all work together towards a better and safer tomorrow!
Published On Published By Akansha
The year 2016 has been quite eventful for us in the corporate sector. Here at home, we witnessed de-monetization; Tata Power acquiring Welspun Renewables Energy. We topped the ‘2016 Outsourcing Index’. We are the world’s biggest outsourcing destination in terms of financial attractiveness and business environment, according to a study published by a global management consulting firm.
Globally we witnessed Microsoft swooping in to purchase LinkedIn, Ranstad acquired Monster.com, and Oracle bought Netsuite. These were the big ones in the mergers and acquisitions arena. Donald Trump being sworn in as the president of the United States is at the forefront. In today’s times, we no longer function in a vacuum. In the era of globalization and glocalization, events overseas affect us too. Business environment doesn’t have boundaries and is definitely not static. We have to keep our eyes and ears open to trends shaping up in the international market, as disruptive change is hardly a new phenomenon. We have to galvanize with the international emerging trends. Having said this let us briefly skim through a few of the HR trends analysts are talking about and try and incorporate it within our organization, workplaces and departments.
Gone are the days when HR management was considered a mere recruitment department. Over the years it has evolved to perform a wide array of functions. In recent times, HR departments have become one of the foundation pillars for a company’s growth.
The year gone by saw more pressure and stress in the workplace: more challenging work hours and job cuts. And it is just expected to increase. Human resource teams are trying to keep pace. The only way out is to keep reinventing and working around the already existing fundamentals of HR.
LinkedIn’s annual Global Recruiting Trends 2017 states that there is definitely going to be an increased focus on diversity in hiring. Now, India being a diverse country, this is not new to us. We are also going to see the inclusion of more pre-hire assessments and innovative interviewing tools in the year 2017. The report states that ‘we will see technology replace a lot of traditional processes’.
We have already seen companies outsourcing their talent acquisition to third parties. A couple of months ago Tata Motors outsourced its talent acquisition (barring top management hiring) to a leading RPO (recruitment process outsourcing) company. Citigroup’s shared services centre in Pune moved to a recruitment process outsourcing (RPO) in October. Others like Mahindra, Wipro, Honeywell, L&T Technology Services and HDFC Life are among an increasing number of companies in India that are embracing RPO to get an edge in securing top talent and in narrowing the challenges of replacement.
The younger generation a.k.a the millennials/ generation Y are going to make use of their smart phones more when it comes to seeking jobs and engaging with recruiters. Also, 2017 is going to see the launch of iPhone 8, which will certainly shake up the smart phone industry. As per reports, in 2017 globally 75% of internet usage will be on a mobile phone, which means more employees will use mobile devices to manage their time, check and respond to emails, check their benefits, manage their trainings, communicate with HR, look for jobs, etc.
Deloitte anticipates that business and HR leaders will be challenged to improve the employee experience, ensure workers remain engaged and their skills updated. After all attrition and retention issues were prevalent in 2016 as well and they will permeate into 2017. The report also highlights that HR leaders also will be challenged to redesign organizations, jobs, and the work itself around digital solutions to optimize business performance. To thrive in the digital age, organizations should focus on breaking functional groups into smaller teams, which are customer-centric and based on learning. Culture and engagement will remain top priorities in 2017
Reward and recognition systems
We would also need to re-look our reward and recognition systems. They need to be measured to know their effectiveness and to ascertain where and how they may be misaligned.
Performance management systems
In the realm of performance management, annual reviews are fast becoming outdated with employees, as employees are wanting more regular feedback and a shift from performance review (where focus is on recent projects) to performance coaching (where long-term goal development is the key and employees skills are developed with career objectives in mind). Frequent feedback is becoming a necessity in performance management programs as nearly 60% of employees say they would like to receive feedback on a daily or weekly basis. HR will need to evolve in 2017 to accommodate this rising need.
Several years ago Richard Branson made news, with a picture of him cutting his tie with a pair of scissors. With the rise of the younger generations joining the workplace, 2017 will see continuation of such trends, with more employees demanding to drop their suits and ties, in exchange for jeans and t-shirts. Friday dressing will be incorporated by many more organizations. A lot many may go the Google way by adopting casual dressing as a part of their work culture.
Another trend gradually coming up is the rise of the freelancers. Instead of hiring full time employees, companies may opt for freelancers. In addition to saving a lot on your recruitment cost and other costs, you get highly motivated individuals. Most of the freelancers pursue their passion so they do not view their assignments as ‘work’. Also, the younger generation is especially keen to earn extra income. They are not bound by organizational shackles leaving them free to express their creativity. Capitalize on this growing pool of talent and reap its benefits.
Amalgamation is the key
So all the HR folks, team leaders, visionaries and great managers out there – amalgamating best Indian practices with overseas practices is the way ahead in 2017. Make use of technology and incorporate the upcoming trends within your fold to continue enhancing the overall experience for all your internal and external stakeholders’ – employees and job-seekers. We have to continue our endeavour to create value proposition for our internal and external stakeholders while we continue focusing on our core competencies.
To, sum up I would like to quote someone I greatly admire, Jack Welch- “Willingness to change is strength, even if it means plunging part of the company into total confusion for a while”, “Change before you have to”.
Published On Published By Tarun
Here are the high level monthly discrepancy statistics for January 2017.
We observed that 1.03% of the overall number of cases had discrepancies (could be major or minor).
Next, let us look at the breakup of the discrepancies to identify further which types of components (checks) were the source of these discrepancies. These discrepancies were in address, education, employment and reference checks, with education discrepancies being the most significant and accounting for 50% of all discrepancies.