HR Corner

We all deserve the opportunity to develop our skills and talents to our full potential, work in a safe, supportive and inclusive environment, be fairly rewarded and recognized for our work and have a meaningful voice on matters that affect us. Diversity means that each individual is exclusive in terms of unique traits and characteristics. It includes many factors like age, gender, race, socio-economic status, geographic factors, ethnicity, physical abilities/disabilities, religious & political beliefs and other ideologies but valuing everyone as an individual makes a productive environment in which everybody feels valued, their talents are fully utilized and organizational and personal goals are met. Whereas “Inclusion” is a distinct idea from diversity. SHRM defines inclusion as “the achievement of a work environment in which all individuals are treated fairly and respectfully, have equal access to opportunities and resources and can contribute fully to the organizat

Internal Iob transfer Policy (IJP) means selecting a candidate for a particular job within an organization. It is a recruitment process for existing employees. The idea is to provide growth & development to the existing employees by recognizing internal employees instead of hiring externally. It cannot happen for many positions but yes for few positions organizations do practice to promote their brand and building trust of the employees. Advantages of IJP Existing employees have better understanding of company: As the company decides to find a suitable candidate within the company, it makes things easier for that existing employee because he/she is already aware of all the working nature and background of the company. And even the company can be advantageous because the company knows all the skills and ability of that particular existing employee. And this decision of employing an existing employee through

Performance management is critical for an organization’s success. Employees need to understand what’s expected of them, and to achieve those goals they must be managed so that they’re motivated, have the necessary skills, resources and support, and are responsible. Performance management is the attempt to take full advantage of this value creation and ensure that employees contribute to business objectives. It should align with organizational strategy. It is majorly done to improve performance, establish goals & Objectives & hold people to account for their performance by linking it to reward, career progression and termination of contracts. Having a performance conversation only once or twice a year is not that effective. Continuous feedback, mentoring, clear communication about objectives, necessary training is equally essential nowadays. This is not to pin point the mistakes but to uplift the necessary skillsets. There has to be readiness, not only from leadership but al

We often hear this question approaching us during an interview. Many people get nervous and starts babbling around it instead of knowing that interviewer is asking a very simple question about one on-self. In fact, it is not as simple as it looks. Interviewer is not asking your personal story or life story and they have your resume as well. So why this question? What they want to know? Interviewer wants to know your communication skills, your confidence, your ability to keep engage. Interviewer wants to know how you express your experience, qualifications and why you are fit for the said opening in a nutshell. You cannot bore the interviewer by underlining out much. This question should be answered max in 3minutes. Three Tips to answer the question Give snapshot of your work history You can start by mentioning your total experience and work history from starting of your career to the current job and can menti

A performance improvement plan (PIP), also known as a performance action plan, is a means to give an employee with performance shortages the opportunity to succeed. It may be used to address failures to meet defined job goals or to improve behavior-related concerns. Responsibilities of HR Facilitator Checking whether a PIP is the appropriate action for the situation. Facilitating all PIPs in line with the manager to prevent bias. Providing ongoing guidance to both the manager and employee throughout the plan. Significance of PIP Plan PIP is used when there is an intention of a manager to give employee a chance to improve rather than finding ways of terminating an employee. It is necessary to check if there is an actual performance or behavioral issue that can be improved? Ask the manager to create a list of the performance lacks, including dates, specific data or detailed explanations, and any previous g