HR Corner

Due to Covid-19 pandemic, it has affected all our personal as well profession life. The way we used to operate has changed to meet the new normal situation. As a HR professional we have to adapt the changes and find new ways to implement HR practices. Every change comes with its pros and cons. This change taught an organization also to put more trust and confidence in its employees and also effective ways of communication so that we can work remotely in an effective manner. We also learnt that there is no impossible as right now if I remind myself how we used to work in offices at that time we never thought that the whole organization can work remotely. A big thanks to technology without which it was impossible to manage in such severe situation. One more thing that comes to my notice is the productivity of the employees drastically improved. Recently, I was having discussion with few team members to check the mental h

We come across many times questions during an interview or discussion wherein we have to describe our experience in form of mini stories. You can follow a standard pattern to answer this question. STAR Method- Situation, Task, Action and Response Situation- Scenario of the situation Task- What task did you perform Action- What action you choose to solve the problem Response- The end result of the situation¬ In my role,we were conducting one-on-one meeting to know the pulse of the floor and get the opinions. I understand that the department was in difficult situation as received numerous complaints from staff about them being treated by departmental heads and managers. I also got aware that the recent high attrition taking place in the particular department was due to such manager & Departmental heads. It was a difficult project to work on as all dept heads and managers were in system for many years and they had not

Human Resource Business Partner (HRBP) is responsible for taking ownership of handling overall HR gamut of functions. The key part of role is developing People Plans that support the business strategy. Working hand in hand with my employees and stakeholders to help build organizational and people capabilities. It consists of developing, sustaining and maintaining relationships - that’s key to the HR business partner role. Because it is about partnering. HRBP are a trusted business adviser to do the things in a better and strategic way. Change agent by developing new ideas through using technology and new ways of doing things to create good change. Also a relationship builder, bringing the different parts of the organization together to understand what they do and how they can add value, and create value for the org

Coaching and mentoring means to develop the people skills and knowledge in order to enable people to perform their job effectively. Generally, it is done in form of one to one meeting to identify the skill gaps and derive a development plan. Coaching activities have both organizational and individual goals. It provides people with the opportunity to better assess their strengths as well as their development areas. It needs specific skill sets, which should be delivered by people who are trained to do so. This can be HR or line managers and others trained in coaching skills. On the other hand, mentoring in the workplace tends to describe a relationship in which a more experienced colleague shares their greater knowledge to support the development of an inexperienced member of staff. Difference is that mentoring relationships tend to be longer term than coaching. Caching can be directive and mentoring can be indirective

Talent management includes recruit, hire, train and develop the talent within the organization. Talent management generally works to attract, engage and retain talent to achieve the organization goals. Talent management contains all of the work processes and engagement activities that are related to retaining and developing a superior workforce. It surely helps in building brand & recognition. Talent management consist of below processes Talent Acquisition Employee onboarding process New employees’ introductions Goals setting and feedbacks Coaching and mentoring by the team leader Feedback systems including performance management or an appraisal process or ongoing feedback Promotions, lateral moves, as well as transfers Employee attrition and retention management How to integrate talent management practices

As said, Succession planning is a process for identifying and developing new leaders who can replace old leaders when they leave, retire or die. Succession planning increases the availability of experienced and capable employees that are prepared to assume these roles as they become available. It's a known assumption that most organizations don’t do succession planning. Often the reasons include the high level of routine work. Succession planning is the process of preparing expected vacancies in the organization. Some people misunderstand and believe it’s replacement planning. However, succession management is far more detailed and far more comprehensive than picking a single leader. It is not a onetime event, but a continuous process. For taking the efficient decision agile methodologies should be followed. In simple words, succession management identifies the talent needed for a particular business or

As commonly said, a skip level meeting is one where a manager's manager meets with employees to discuss department concerns, obstacles, opportunities for improvement, etc. with a focus on maintaining and/or improving overall communication. To check the pulse of the floor and to know what is going around, skip level meetings are said to be an acute tool. It helps in achieving business objectives accurately as through help of this meeting we know exactly who is doing what: We can know about: What managers/leaders are doing Feedback from the team about their team leads/managers for their improvement. Trust factor with those lower in your organization so they stay engaged and contributing. Any miscommunication happening between levels Values and vision can be communicated & implemented across organization If we can spend little time to get these in

Strategic human resource includes practice of attracting, developing, rewarding, and retaining employees for the benefit of both the employees as individuals and the organization as a whole. HR Business partner works with leadership team to understand goals and vision of the organization. The role of the strategic HRBP is to understand organization values, vision, goals, objectives and align with its employees to achieve the organization goals. Evolution of Strategic HR In earlier days during industrial revolution it was personnel department taking care of compliance, documentation and safety. After that the focus was evolved in direction of equal pay, discrimination and keeping employees happy. Moving further around 1990 as technological revolution took place HR function started becoming global and hence from transactional role in to strategic and global role. Aligning HR Strategies

In my career span I’ve been discussing about the turnover over ratio and attrition reasons most of the time. In the high competitive market, retaining talent is utmost important factor. Generally, we wait until an employee puts down his papers and has made up his mind of leaving the company, but there is very less chance of retaining them once employee has fixed up his mind of leaving. Hence it is very important from my point of view to touch base with an employee from the time to time to get the insight about what keeps an employee engaged/disengaged/motivates/demotivated/keeps happy so we can derive retention strategies based on that. Important Retention Strategies Retention to be start from recruitment: Whenever a candidate is offered a particular job, candidate starts making an impression of the company in his mind. The hiring process should be transparent, clear and effective job description

In today’s market, measuring candidate experience is of utmost important. Positive experience of candidate results in successful hiring and retention. Research carried out by the Talent Board showed that people can change how they view your company depending on the recruiting experience. 33% of candidates with a negative experience said they would share this on social media, whereas 41% of the candidates with a poor experience said they were no longer interested in taking up employment with the company. Conversely, 78% of the candidates with a positive experience said they would refer someone to the company in the future. What does “Candidate experience” mean? The Candidate Experience is the collective result of all the interactions you have with candidates in the recruitment marketing and hiring process. Candidate experience is also defined as how job seekers perceive and react to employers’ sourcing, recruiting, i

Ctrl+A : Selects the entire worksheet. Ctrl+B : Applies or removes bold formatting. Ctrl+C : Copies the selected cells. Ctrl+D : Uses the  Fill Down  command to copy the contents and format of the topmost cell of a selected range into the cells below. Ctrl+E : Adds more values to the active column by using data surrounding that colum

Employee onboarding is the most significant process of employee experience. Employee onboarding starts the moment candidate accepts the job offer. If you want new hires to “hit the ground running”, it’s important to reduce “first day” stress even before they start work to get new hires fully engaged with the company. As research says most of the attrition happens in the initial 60 days of the joining. A pleasant onboarding experience helps in employer branding as well. Stages of Effective Onboarding Pre-hire First Day@Work New hire orientation New hire training Performance Stage for New joiners Key People to be part of Employee Orientation HR COE- Responsible for orientation program &training IT- Responsible for managing System/equipment Manager- Responsible for arranging work station Other stakeholders