Human Resource Management (HRM) is the process of managing people in organizations in a structured and thorough manner. HR manager is responsible for managing employee expectations vis-a-vis the management objectives.
Articles on Human Resource Management
In this article, we discuss the reasons for organizations to have a HRM strategy as well as the business drivers that make the strategy imperative for organizational success.
The scope of HRM covers but is not limited to - HR planning, hiring, training and development, payroll management, rewards and recognitions, Industrial relations, grievance handling, legal procedures etc.
The important processes in Human Resource Management are - Human resource planning, Employee remuneration and Benefits Administration, Performance Management of Employees, Employee Relations etc.
Human Resource Planning or HRP is the process of forecasting the future human resource requirements of the organization. The article discusses the need for HR Planning and the various steps involved in HRP process.
The change in the industry landscape from manufacturing to services has meant that the role of the HR function has changed as well. This article examines some trends that have emerged concomitant to these changes and how the HR professionals are now much sought after leading to many graduates choosing HR as their specialization.
A HR manager has lot of tasks to do in contemporary organizations and this article discusses some of the key activities that the HR manager has to perform in modern organizations. The key theme in this article is that the HR managers have to take care of the employee lifecycle from hiring to exit and hence, they have a critical and crucial role in the organization.
This article discusses the staffing and hiring role of the HR manager during the tech boom of the early years of the last decade and contrasts it with the same during the current bust phase. The key theme in this article is that HR managers must resort to strategic workforce planning as a means of managing talent shortage as well as smoothening the downsizing imperative.
Leadership development in successful companies is done by a collaborative effort between the HRM function and the senior management. This article discusses the insights gleaned from recent research into the leadership development efforts of successful companies by the HRM function in partnership with existing leaders.
With the advent of the SHRM or the Strategic Human Resource Management perspective, focus has shifted from treating the employees yet another asset to placing them in the centrality of the organizational processes. This means that the HR managers have to play a critical role in enabling and empowering employees. This article discusses how these objectives play out in the real world.
This article is based on cutting edge research done by the famous business-consulting firm, Boston Consulting Group. The key themes that are discussed in this article are those concerning talent management by successful companies. The overriding message from this research is that there must be all round HRM excellence and not only in the realm of compensation or employee benefits. Further, a fulfilling work environment works wonders for employee enabling.
There has been a marked movement towards outsourcing positions within the organization to vendors who would supply resources for the said jobs. These positions and roles are deemed to be those that can be done by resources from outside.
Performance Management in HR is the process of reviewing an employees performance during the preceding year and deciding where he or she stands as far as their peers in the same band are concerned.
This article continues the series on HRM practices of successful companies and specifically focuses on how these successful companies practice performance management systems and promote meritocratic cultures and reward appropriate performance.
People are the lifeblood of any organization. In this article, we discuss the different hiring strategies as well the strategic imperatives that underpin the hiring of people in organizations.
This article discusses the emerging trend of HR managers and recruiters using information from Facebook profiles of job applicants to base their hiring decisions. The key theme in this article is that potential job applicants need to be wary of posting information about themselves and their friends on Social Media, which can be used against them.
This article discusses the process of background checks that many corporates are running to check the credentials of their employees. The key theme in this article is that both employees and employers have to honor their side of the commitment and for employees especially, it is better to be straightforward about what they declare on their resumes and application forms.
Retention Strategy generally includes a plan for redressing employee grievances and ways and means to address employee issues. Employee Retention strategies followed by the organizations are discussed in detail.
Strategic Human Resource Management is the practice of aligning business strategy with that of HR practices to achieve the strategic goals of the organization.
With the advent of globalization, organizations have increased the workforce diversity and cultural sensitivities have emerged like never before. All this led to the development of Global Human Resource Management.
We often hear the term HRM and Personnel management and wonder about the difference between them. Cynics might point to the fact that whatever term we use, it is finally about managing people.
Managing employee performance is one of the key drivers for organizational success in the present context of firms trying to adopt a resource centered view of the organizational.
The performance appraisal process is the time of the year when the employees are evaluated on their performance during the last six months or one year depending upon the timeframe that is set for the same.
The performance appraisal interview is the first round in the performance appraisal process and this is the round in which the manager communicates his evaluation of the employees performance.
Employee Relations consists of all those areas in Human resource Management that involves general relationship with the workforce.
Employee rewards and recognition system is not just a positive thing to do with people but communicating it effectively is an efficient tool in encouraging them to create and bring business for you.
The concept of linking pay to performance has taken on an entirely new dimension with the introduction of variable pay. This article discusses some aspects of the variable pay and performance linked incentives in place in the contemporary organizations.
With the advent of globalization, it has become imperative for organizations to have a workforce that is composed of different ethnicities and with the maturing of the business paradigm; gender is no longer a constraint.
This article looks at the reasons for managing workforce diversity and the issues that management brings to the fore.
Employees are the biggest assets of any organization and well managed and co-coordinated safety programs can minimize the loss and damage to them as well as to the organization.
Designing Effective safety plans requires thorough analysis of workplace conditions and determining the level of protection required.
OSH Act covers both employers and employees in most private and public sector workplaces either directly through federal OSHA or through an OSHA approved State Program.
In todays tough world, coordinating a multicultural or diverse workforce is a real challenge for HR department. Human resource managers are on their toes to strike a balance between employer and employees keeping in mind the recent trends in the market.
HR audits are done to examine whether the existing HR system are in line with the organizations policies, strategies and objectives, and legal requirements. Lets understand the need and importance of human resource audit in detail.
There has been a sea change in the demand supply equation for prospective employees and it is no longer the cakewalk that earlier recruits had when it was about hiring. This article discusses some aspects of the hiring strategies and how fresh graduates can benefit even in these tough times.
Attrition is a challenge for any organization and more so when the employee is valuable to the organization. It is for this reason that contemporary organizations devise many strategies to curb attrition and engage the employees and address their concerns. This article discusses some aspects of the attrition challenge by examining some real world cases and explores how multinational companies deal with the phenomenon of attrition.
The process of employee separation is taken quite seriously by many firms and there is a dedicated department to handle employee exits from the company. In this article we discuss the process of employee separation.
This article in the HRM series is about how to become an HR professional and succeed in the real world. The tips and guidance provided in this article can be used to make a mark whether one is applying to a B-School, Getting a Summer Internship, or stepping into a full-time career as an HR professional.
In recessionary times, the HRM function has the unenviable task of managing layoffs, motivating employees who remain, and ensuring that the organization practices what it preaches and is not a fair-weather friend to the employees. Further, the companies themselves need to realize that good people management often translates into good economic performance.
In recent years, there has been a trend in some services sector firms to have a people manager for the employees who is distinct from the project manager. This article discusses this trend and assesses the reasons for having a dual approach towards reporting. The key theme in this article is that the shift in emphasis from treating people as yet another factor of production to treating them as the key assets and sources of competitive advantage has prompted the development and emergence of the trend towards having a people manager who is responsible for personality development.
In recent years, temporary workers and contract staff have become the norm in many companies with their proportion of the total employee strength going up steadily. This article discusses the implications of hiring temporary workers and examines the positive and the negative aspects. The key theme in this article is that when managed properly and when contracts are clear and unambiguous, hiring temporary workers can lead to cost savings and increased productivity and profitability.
Employment contracts govern the employer-employee relationship. Thus, there is a need to draft precise and proper as well as foolproof employment contracts so that there are no legal disputes from misinterpretation and misunderstanding. Apart from that, with the changing nature of the employment relationship, it becomes clear that Human Resources professionals must change with the times and specify the nature of the employment as clearly as possible. This article examines these themes from multiple perspectives.
It is often the case that the absence of employees on planned and unplanned vacations throws a spanner in the wheels of the project. Hence, organizations and managers must plan for these absences by practicing astute and clever project management. This article discusses these aspects and the key theme in this article is that over dependence on a few employees should be minimized even though they might be star performers as any event might strike anytime and to anyone.
This article discusses some perspectives on the hiring and firing of workers across the world. The fact that market forces should determine employment and not the government or the central planners is analyzed in depth in this article. The key theme of this article is that each country needs to determine the optimal labor policy and unlike the west where there are no social and cultural taboos, the eastern countries have their own set of factors that should be taken into consideration.
With layoffs becoming commonplace, you must be prepared for any eventuality. This article suggests some practical tips on what to do in case you are laid off. The key theme in this article is that forewarned is forearmed and hence, look out for the warning signs and prepare yourself and your family members for any eventuality and at the same time, make yourself valuable to your employer as well as in the job market.
An organization generally calls for the services of an HR Consulting firm in cases of termination and outplacement to deal with the whole process in a professional and dignified manner. Lets understand the role of HR Consulting firm during termination and outplacement.
This article is about the concept of Emotional Intelligence or how having a high EQ or Emotional Quotient can help working professionals and managers succeed in the 21st century business landscape. The key theme in this article is that the three traits of empathy, deferring gratification, and having an inner rudder are based on data and research that has proved that in the ultimate analysis, professionals who practice these traits succeed.
Key responsibility areas or KRAs refer to a detailed summary of what all an individual is expected to do at the workplace. Let discuss few parameters which play an essential role in assigning key responsibility areas to the employees.
Human resource department plays an important role in designing and implementing performance appraisals. Let us go through the role of HR in performance appraisals in detail.
The HR policies and procedures manual and employee handbook form the backbone of an organization. These documents consist of all the details regarding the treatment to be given to the employees in the organization and help the employees in recognizing the culture of the organization.
This article discusses some strategies that can be followed when organizations downsize employees. The key themes in this article are that downsizing is extremely painful and traumatic for the employees and hence, it must be handled with care by the organizations that need to be humane and at the same time firm.
This article discusses the various aspects of attrition in contemporary organizations. The key themes in this article are that while most attrition is harmful to the organization, involuntary attrition is often encouraged by them. In addition, this article makes the case for junior level attrition to be taken seriously especially when studies have shown that such attrition happens because of the managers.
This article discusses the implications of the emerging temp economy or the freelance economy. The key points in this article are that workers worldwide can no longer look forward to stable and secure longer term employment since the very nature of the social contract between the employers and the workers is being redefined. Therefore, our advice to all those entering the workforce is to ensure that they remain competitive all the time.
This article examines the emerging trend of blind hiring in organizations wherein hiring is done based on how well the applicants perform on tasks assigned to them as well as short-listing them based on these criteria instead of short listing them based on which college they attended or which past employer they worked with. The key themes in this article are that hiring must be purely based on merit and not on whom the applicants know and where they are from as well which religion and ethnicity they belong to.
This article examines how HR Managers can enforce ethical rules of conduct, monitor possible violations, and take punitive action when such violations happen. The key themes in this article is that given the increase in the number of business scandals about unethical behaviour, organizations are indeed cracking down on violators and the HR Manager has a vital role to play in the organizational ecosystem as far as ethical and normative conduct is concerned.
This article examines some issues related to Human Resource Management in the Hospitality Sector. The key themes in this article relate to how people make the difference in this sector and hence, it is important to actualize people friendly policies and at the same time, ensure that they practice what they preach.
Much has been written about firms such as Uber and AirBnB as well as UpWork that are the vanguard of the Digital Economy. However, how HR managers in these companies operate and what the paradigm shift in the very nature of work and the social contract between the employers and the employees is usually not discussed. This article examines these themes using real-world examples and provides some discussion points about what HRM means in the times of the Emerging Digital Economy.
We live in an age of acceleration, and the HR Function is not exempt from the speeding up of organizational speed. Thus, the HR Professionals in the present age are under pressure to deliver As of Yesterday and to live in the Here and Now. This article examines such challenges and the brighter sides as well and presents some insights on how HRM can function in the contemporary organizational landscape.
Every organization has some employees who are categorized as Star Performers and Fast Trackers. Such employees must be nurtured and encouraged without losing other employees as well as without creating unhealthy competition among such performers. This article suggests some ways and means for organizations to manage the Uber Achievers and to ensure that the organizational excellence is sustained.
Trust is what binds together nations, communities, and organizations. Thus, there are High Trust Organizations and Low Trust organizations just like the other entities mentioned above, and hence, it is incumbent upon the Leadership and the HR Function to actualize and sustain as well as maintain and uphold trust in normal times as well as during crises. This article examines these themes from multiple perspectives along with real world examples from the corporate world.
Modern day business landscape needs a broad set of skills rather than pure finance, commerce, or management skills that focus on specific skills alone. Thus, HRM strategies must change with the times and concurrently, there is a need for reform of the education sector as well. This means that all stakeholders must come together to broad base the skills of graduates in addition to reworking management education and reorienting it towards the demands of the times.
This article examines the role that the HR (Human Resource) Manager has in cases of handling difficult employees and employees who violate organizational norms. Taking real-world examples and analyzing the reasons for the dismissal of employees, this article explores the central theme of how far the organizations would go in upholding their norms and enforcing discipline that is essential for organizational success.
With automation and robotics, the field of Human Resource Management is expected to change in fundamental ways. Whether it is preparing for mass layoffs or the necessity to retrain and re-skill the employees, HR Professionals have to be innovative and empathetic at the same time. In addition, automation and robotics present opportunities to HR Professionals to reshape their entire profession towards higher value addition in the same manner in which the transition from personnel management to human resource management did.
Silicon Valley firms are known for their workplace cultures that encourage and nurture innovation. This article examines some of the Human Resources policies that have made the Silicon Valley firms the workplaces of the future. This section also discusses some recent controversies that have arisen about gender discrimination and minority harassment. The key theme in this article is that Silicon Valley firms must take the lead in reshaping the workplace of the future just as they have invented the future for the world.
Downsizing and layoffs are part and parcel of any business since economic and business conditions are cyclical meaning that hiring and firing are part of capitalist systems. However, there is a case to be made for professionally handling such exits lest improper and insensitive handling leads to allegations and legal and reputational problems for such organizations. This article examines some ways in which organizations can handle the downsizing without causing problems for either themselves or the employees.
Most of the tasks that the HR function does are routine and repetitive and hence, can be automated. With the automation of the recruitment activities through the use of AI and Analytics, the HR staff can save much time and use the saved time and resources to focus on higher value-adding activities. Apart from this, the HR function can also automate the other tasks such as Payroll and some Performance Management tasks. This article examines these themes with an analysis of how automation creates value for organizations.
Stress and burnout are being reported by many employees who also cite them as the reasons for low productivity and lack of focus. This means that unless employers address these problems, they will lose out on lost hours and other instances of bad judgment and poor decision making. Apart from that, the future world of work would be done by robots that do not get burnout or stressed out and hence, the key theme of this article is that it is in our collective interest to address these problems before they become job killers.
Organizational effectiveness can be enhanced through promoting diversity. This calls for end-to-end HRM strategies that recruit, retain, and encourage diversity. Technology and automation of the HRM value chain are known to eliminate or reduce human biases. Thus, it is essential for the entire HRM value chain to work towards the goal of actualizing a diverse workplace culture free from harassment and discrimination.
This article explains what an HR Scorecard and its benefits to contemporary organizations. The discussion proceeds by listing what an HR Scorecard does and how it works and then examining how benefits the broader organizational strategic goals and objectives. In addition, this article also discusses how HR can gain a seat at the leadership table by keeping score of the benefits from the costs incurred in recruitment and retention strategies.
Typically, the HR Function operates under tight shorter term targets and goals. The advent of the SHRM Paradigm meant that organizations began to consider the human resources as sources of sustainable competitive advantage. In this context, tools such as the HR Scorecard help the organizations to measure and compare data related to broader value creation over the longer term. As what can be measured can be tracked, monitored, and controlled, use of metrics based tools such as the HR Scorecard means that organizations have a better grip on how much value the HR function is creating in the longer term.
The HR Scorecard depends on data and metrics for its sustenance. Technology can help in such aspects by making the data collection more efficient and more importantly, ensure that real-time measurement and tracking can be done. Also, in an Age where Data is the New Oil, technology can help in measuring, monitoring, and matching of the data with the overall objectives. Apart from this, the alignment of the HR and the Organizational Strategies can be better measured and improved upon using technology such as Big Data Analytics and AI-powered algorithms.
Organizations make strategies, and the people execute them. The performance of people against the organizational objectives has to measure, and this is where the HR Scorecard is useful as it provides decision makers with the needed inputs through which they can assess how well the HR Function is performing. In other words, the HR Scorecard aligns the Human Resources and their performance into the overall strategic outcomes and the goals. This article discusses these aspects along with some examples of how this is done in contemporary organizations.
Organizational Dysfunction can be due to a variety of factors. When such dysfunction is due to people, then the HR Function must change its recruitment, training, and retention strategies. In this context, the HR Scorecard provides organizational decision makers with a data-driven and methodological tool to evaluate how well the HR Function is meeting organizational objectives. In this manner, decision-makers can address the specific causes of people dysfunction that are at the root of the overall organizational dysfunction.
Contemporary Organizations embrace a variety of HRM Best Practices. These are mainly to motivate and relax their employees through stimulating their inner needs and external desires. Some of these Best Practices are uniquely Western, and some of them are uniquely Asian. However, there are some Best Practices that are now common worldwide. This article discusses some of these best practices through real-world examples.
The HR Scorecard is a Measurement and Reporting Tool whereas the Data and Business Analytics tool is a forecasting method. Taken together, the HR Scorecard and Analytics tools can be used to actualize Next Generation Reporting and Forecasting. Indeed, as this article explains, data measurement and reporting, as well as forecasting using these tools, can be a game changer for contemporary organizations wishing to drive synergies from integration and efficiencies from economies of scale.
The HR Scorecard is a useful tool to measure how well the HR Function is aligned with the other functions and the broader organizational imperatives. In addition, the HR Function can be used to design risk and reward as well as incentive systems for deserving employees apart from weeding out those who are not performing. Further, the HR Scorecard helps in synergies from integration and efficiencies from the closer alignment of the HR Function with the other functions.
Gig Economy firms are all about the optimum use of their human resources. Considering the fact that the HR Scorecard is all about efficient use of human resources, there are enough benefits for Gig Economy firms to use the HR Scorecard. In addition, using the HR Scorecard in conjunction with technologies such as Big Data and AI would mean that Gig Economy firms can look to the past, understand the present, and map the future. Lastly, the HR Scorecard can help the Gig Economy firms to derive efficiencies from the economies of scale and the synergies from integration.
Organizational Change Initiatives often entail human resource changes. This is where the HR Function has to get involved. Tools such as the HR Scorecard can help management to align outcomes with expectations and vice versa. This article examines how the HR Scorecard can help track and monitor organizational change initiatives in real time and using data-driven approaches. Specific examples are used to illustrate the analysis and the discussion ties in all these points with the HR Scorecard.
This article examines how innovative HR policies can boost employee productivity and enhance organizational effectiveness. Specifically, the article discusses formal and informal methods of training and development and the aspects of fun related policies that can help the organizations to achieve their desired objectives such as reduction in attrition. Lastly, this article also analyzes how the HR Scorecard can be used to measure outcomes against the objectives.
Corporates are changing their recruitment strategies with cutting-edge software and tools automating the initial rounds. Candidates need to be aware of the different ways in which recruiters profile them, assess their technical competence, and then have elaborate face to face or phone/Skype interviews. In this article, we examine some recruitment strategies and suggest some tips for potential candidates to make the most of the recruitment process. We hope that you can use these strategies for your benefit.
This article explains the term Social Mirror and how it used in HRM theory to elucidate career and life success for individuals. Apart from this, this article also uses real world examples to illustrate how the Social Mirror works in organizational and personal context. In addition, the role of culture and society in tightly knit societies such as China and India are also discussed. The key theme in this article is that while the Social Mirror plays an important role, it is human agency and personality that takes one over the finishing line.
What do hiring managers look for when deciding on hiring decisions? Is employability more important or are educational qualifications more important? Moreover, what is the role of soft skills in hiring decisions? Apart from this, does an applicants value to the organization matter more than other attributes? These are some of the questions that would be examined in this article. The key theme of this article is that hiring managers in the present times often look at a matrix of skills that can include technical, employability, soft skills and personal skills, and above all, the costs versus the benefits from hiring a particular candidate.
Work as we know is changing before our eyes. While earlier, work was done in a physical place, and was full time, and a mixture of manual and mental tasks, it is now shifting to virtual or remote, part time or gig and freelance based, and where workers have to compete with machines rather than fellow humans. Thus, these changes have implications for the way in which the HR profession works. More importantly, the Fourth Industrial Revolution underway would impact the professionals of the future and this article examines these themes taken together.
While Intellectual Property theft and leakage of confidential information are age old problems that humanity throughout history has grappled with, the dawn of the Information Age has made such nefarious practices easier with multiple channels of leakage. For instance, a simple Pen Drive or a Smartphone can be used to steal valuable trade secrets. In addition, any employee can access the Intranet and download confidential information. This is the reason why most organizations have Zero Tolerance to such behavior and this article examines why and how HR managers have to enforce strict policies in this regard.
More and more, corporates are focusing on employee wellness and wellbeing from both selfish as well as altruistic motives. Indeed, given the highly stressful times we live in, corporates too have a stake in ensuring the wellness of employees and this is where a wellness manager, as distinct from a HR manager can help corporates in actualizing a positive and empowering as well as a fulfilling workplace. This article examines these themes with a wide ranging analysis and detailed discussion of the topic.
This article examines what is meant by Ghosting in HR terminology along with a discussion on the causes, symptoms, and effects of such practices on all stakeholders. This article also analyses why this happens and at the same time, offers some strategies that HR professionals can adopt. Further, the connections between the past practices and the recent trends are also discussed along with some real world examples.
This article examines the increasing popularity of corporate wellness programs and why HR Managers ought to embrace them. The discussion is focused on how stress has become commonplace leading to workplace sickness and ill health. The result is usually reduced productivity and loss of person hours due to time off. Moreover, it also leads to demoralized employees. Thus, corporate wellness is important from both monetary and nonmonetary imperatives. We also list how typical corporate wellness programs work and explain how they can help employees to rejuvenate and revitalize themselves.
Recruitment is an important phase of the overall career trajectories of professionals. From the organizational perspective, selecting the best candidate and the right profile are paramount. This is where experienced HR Managers often look for potential flipsides of candidates during the selection process. This article examines these themes from multiple perspectives and angles.
HR Scorecard is a valuable model for HR and Executive Decision Makers to analyze and assess a broad range of HR metrics and parameters and evaluate outcomes against objectives. In addition, data driven analytics helps decision makers with enough Insights into employee and peer performance as well as people analytics enables appraisal ratings that are more objective. In this context, Executive Dashboards help the C Suite professionals to have both macro and micro snapshots of HR metrics.
Recruitment and Selection is an important part of the overall organizational Human Resources and for that matter, its wider strategy. Considering the stakes involved, organizations employ a broad variety of strategies when recruiting candidates. This article discusses some such strategies with specific focus on what Hiring Managers look for. The key theme in this article is that experienced Hiring Managers know when a candidate is not what he or she claims to be, discern when they are good interview candidates only, as well as how hiring middle and senior managerial positions is a dedicated search involving niche recruiting firms.
Flex Work or flexible working arrangements are becoming popular among corporates, professionals, and other stakeholders. This article discusses the reasons for this popularity of Flex Work, the advantages for all stakeholders and how governments in the US and other countries are incentivizing Flex Work arrangements. The key theme in this article is that Flex Work is here to stay and given it many benefits, we analyze how advances in technology, increasing women in the workforce, and the burdened cities are all factors that are driving the trend of flex work.
This article examines the pros and cons of using AI in Recruitment processes wherein the case of Amazons AI Powered Recruitment Tool is used to discuss the downsides of relying on technology alone. The analysis starts with how AI can be a game change for corporates and then, lists the advantages and proceeds to use Amazon as a case study in so far as lessons learnt for others and how the gatekeepers of technology still hold the power to make it biased rather than letting it to be free of human traits as envisaged by the experts who developed it.
This article explains the difference between lay-offs as well as pay-cuts. The two strategies are compared in order to understand their pros and cons. The different external situations in which one of the strategies is better than the other, has also been described.
The Gig Economy firms such as Uber, AirBnB, and Task Rabbit have ushered in a new Era of Gig Economy and Platform Capitalism business models. However, there are concerns that instead of being game changers, such firms are returning us to the Slave Driving models of history. This article examines these themes using examples from such firms and argues that what we need is a New Social Contract between the Firms and the Workers as an evolutionary step towards new HRM models for the 21st Century.
With the arrival of the Digital Age, the HR Profession would also be impacted in radical ways. While the transition from Industrial to Services eras was also marked by disruption in the HR functions, the Digital Age would fundamentally reshape it as for the first time, the Employer Employee relationship is being transformed in unimaginable ways. Apart from this, there is a New Social Contract for the workers and the professionals which would impact the HR function. Last but not the least, the HR function too would be swept away due to automation, and hence, this article examines these themes with a discussion on how to prepare for the Workplace of Tomorrow.
Managers of all stripes and levels as well as functions need Early Warning Systems to spot signs of trouble and then act on them. While technology enabled systems are now in vogue, the human element of insight from experience can prove to be valuable. This article examines these themes using real world examples and backed by HRM and Organizational Theories. The key argument is that in our 24/7 world, there is a need, more than ever, to spot trends early and act on them in real time.
With the New Year upon us, we look at some trends that would impact the HR profession in 2019. Among the key trends addressed are the increasing use of technology, the persistence of the human element, the job market being skewed towards workers, and the problems of multi generational workforces. Taken together, what these trends portend is a year where the HR managers would have to draw upon their inner reserves of dexterity and sensitivity to deal with the challenges of change and continuity as far as Human Resource Management is concerned.
This article explains what Occupational Hazards are and how HR Managers should deal with them. While Industrial Firms had specific policies and rules and regulations to deal with Occupational Hazards since there were high risks due to exposure to Heavy Machinery, the Services Sector firms are still coming to terms with the fact that Occupational Hazards have just changed gears and are very much prevalent in the 21st Century Workplace. Stress and Burnout, Fatigue and Depression and not to leave out Psychological Distress due to Harassment of all kinds, HR Managers now have to contend with new challenges. A worrying development in recent times has been the abdication of responsibility of the Gig Economy firms as far as Occupational Hazards are concerned.
The employer employee relationship is bound by legal and regulatory terms and conditions and a contractual obligation on either to honor them. When either party violates such contractual obligations, legal problems arise. Thus, the HR managers are required to act in such cases. This article examines the types of such challenges and the ways and means in which they can be resolved. We also argue that the HR profession is at a Tipping Point due to the recent movements such as #MeToo which require the HR professionals to choose between Cold Cost Benefit Analyses and their consciences.
It is natural for organizations to have different pay structures for different employees. However, gender and racial pay gaps as well as pay disparities between the same horizontal bands cause heartburn and demoralization among the workers. This is where HR managers have the Unenviable task of defending the organizational pay policies and mollifying employees. In this article, we discuss some of the common problems that such aspects create in organizations and suggest some steps that the HR managers working together with the Senior Leadership can take to address the pay disparities.
This article explains why the On-Boarding process should be taken seriously by HR managers and the ways and means in which they make it more effective. Taking real world examples and using metaphors, the discussion focuses on how On-Boarding is like welcoming a new member to the family and making him or her feel as comfortable as possible. In addition, we also suggest using a combination of technology and the human touch to make the On-Boarding exercise pleasant and more effective.
This article discusses the importance of Exit Interviews and how HR Managers can treat them as learning experiences. In addition, we draw upon our working experience to use real world examples of how Exit Interviews are handled across the corporate spectrum. The key themes in this article are that HR managers and indeed, the organization as a whole must not treat the Exit Interviews as mere Chores and instead, must conduct them with sensitivity and a sense of discernment.
This article explains what Due Diligence is and why it matters for HRM processes. Specifically, this article focuses on the hiring process and details how due diligence is done, the perils of not doing it, and at the same time, cautioning against excessive caution. Using theory and real world examples, we lay the case for why Due Diligence is an important aspect of the hiring and overall HRM processes.
Who are the Millennials? What challenges they pose to HR managers when they enter the workforce in large numbers? How are existing firms coping with the Millennials? What future directions can such challenges morph into? These are some of the questions that are addressed in this article. Drawing upon organizational behaviour theory and real world examples, we portray how the Millennials and the challenges for organizations would shape up. Thus, we make the case for HRM professionals to address these challenges as they deal with the Millennials entering the workforce in large numbers.
What does it take for organizations to have Agile ready employees? How must HR managers respond to the need for Agile employees? How will hiring, training, retraining, and performance appraisal processes change? Is Agile a Paradigm Shift for organizations that makes HR change accordingly or is it another fancy jargon term? These are some of the questions that would be addressed in this article. Overall, we argue that Agile represents a fundamental break in the way the HR function operates and hence, we map how the Future of HR would evolve in an Agile driven world.
Firing is always a difficult and painful experience both for the organization and the employees. Therefore, HR managers must proceed with care and caution and with empathy. Moreover, there can be legal complications lest the firing process is handled inappropriately. Hiring and firing of employees is an integral part of free market capitalist economies and in the West, firing of workers is commonplace and there are set templates on how to handle the same. Using theory and examples from our working experience, we argue for HR managers to handle the firing process in as humane and fair, yet firm manner so that the cold and calculative reasons for downsizing are balanced with a people first approach.
Blockchain is the new happening technology. It is being hailed as a game changer and a transformative tech for solving business and societal problems. So, can it be used for the HR function to become more efficient? This article explores this theme with an introduction to what Blockchain is and how it can change the way the HR function. We also advise caution and circumspection and at the same time, recommend HR professionals to do their due diligence and to learn from existing implementations of Blockchain in the industry.
Corporate Corruption is as pervasive and persistent as other forms of corruption in all walks of life. The HRM function has a legal, ethical, and moral responsibility to ensure that cases of corporate corruption are prevented and pre-empted before they blow up as scandals that tarnish the reputations and damage the credibility of institutions. Using examples from the real world, this article makes the case for why the HRM function has a key role to play in preventing corporate corruption and we also caution against cover ups that take a toll on the emotional health of the individuals.
This article examines the increasing use of Predictive Analytics in hiring and how HR managers can arrive at better decisions as far as recruitment and selection of candidates are concerned. While used properly, Predictive Analytics can be a game changer and if used in a biased manner, it can be as worse as humans or more as far as hiring decisions are concerned. We argue that it would be better for HR managers to combine Predictive Analytics with the human element in making hiring decisions.
The world of HR is in a flux. With the old order becoming obsolete and no clear direction on the new order, HR professionals feel that they are blindsided by rapid change. In this article, we outline some of the challenges and suggest some solutions that HR managers can employ to be successful in the present times. Covering topics such as Automation, Employee Activism, and Agile organizations, we argue that HR professionals must reinvent themselves to remain relevant.
With women, racial and sexual minorities, and immigrants under attack worldwide, we look at the challenges before the HR professionals to promote Diversity and Inclusivity at the workplace. We emphasize the importance of organisational stakeholders to formulate policies and take a stand that can be used as a guideline for the HR staff. In addition, we caution against HR staff bringing their prejudices and biases to the workplace. We also lament the fact that in the United States and elsewhere, not many business leaders are willing to stick their neck out and take a stand against the divisiveness.
Recessions lead to firing of workers, cutting costs, withholding perks and bonuses, and making the remaining workers ramp up to meet the targets. All these challenges need the HR managers to rise up to the occasion and soften the blow and cushion the shock caused by a crashing economy. Moreover, they have to manage the optics by astute media management in addition to the very important task of complying with the regulators and the relevant laws governing hiring and firing of workers. We look at these challenges from the perspective of a HR manager.
Blockchain is the rage among technologists these days. Experts say that adopting it can help organisations in efficient running of day to day activities. This article looks at the specific aspects of the HRM value chain that can be made more efficient with the use of the Blockchain technology. Using examples, we list the many advantages and benefits of this technology as far as the HRM function is concerned.
With regulators cracking down on corporates, HR professionals cannot afford to be ignorant of the laws related to all the HR processes. Moreover, ignorance of the law is not an excuse to break it as the courts take a very Dim View in such cases. In addition, while the Industrial Era forced the then Labour Officers to know the intricacies of the law, the Services Revolution made the HR managers complacent as there were no Unions and Strikes and hence, White Collar Workers were expected to work smoothly. This article examines these themes with real world examples.
The European model of HRM is often touted as being a workers paradise whereas the American model is thought to be a capitalists dream come true. In times when employee burnout and employee wellbeing are discussed in concerned tones, perhaps the European model offers lessons for the rest of the world. Having said that, capitalism needs hard work and innovation to be rewarded and hence, the emerging Fourth Industrial Revolution needs a New Social Contract between Employers and Employees and hence, we call for balancing the two models.
MNCs usually send expatriates to overseas locations when they setup shop initially. After some handholding of the local staff, the expatriates leave once the ventures are up and running. Of course, some expatriates stay behind due to their specialised knowledge and expertise being needed. On the other hand, the clamour for locals to be hired means that MNCs are constrained to not send too many expats. Moreover, cultural challenges arise for the expats apart from logistical and purely local challenges.
In polarised and divisive times, it is difficult to prevent employees from venting off and ranting at the workplaces. This can in turn lead to toxic debates that vitiate the workplace culture and worse, land all parties in legal troubles. At the same time, clamping down on debates only pushes such discussions to the informal avenues where monitoring and regulation is tough. Therefore, we argue that the key to successful channelling of the dissent and debate lies in being as transparent as possible and at the same time, as responsible as possible.
Just like there are financial and strategic audits, this article argues that there is a need for HR audits as well. As we list the reasons for the same, we mention how human resources are the capital in the knowledge economy and explain, with reference to SHRM theories as well as practical reasons for conducting the HR audits. We also make the case for HR audits in times when technology is being used pervasively and where HR is also using tools such as the HR Scorecard for reporting purposes.
This article uses theory and practical examples to illustrate how the global race for talent is won and at the same time, lost by corporates worldwide. Using motivation and personality theories, we explain the role that HR managers can play. In addition, we also refer to Brain Drain and the reverse trend of Western expats in Asia.
With new forms of work and employment emerging, it is time for all stakeholders to accept the new realities and plan and prepare accordingly. With work and workplaces no longer a full time or a lifelong associations, societies need to adapt and adjust to the atomisation and the loss of bonds between the employers and the employees. On the other hand, remote work is helping bring more women into the workforce. Therefore, stakeholders have to recognise what is working and what is not and then take steps to correct the latter.
Frauds during the hiring process have been on the rise in recent years. Considering that the hiring process is the gateway to the organisation, it is imperative that it be as fair and transparent as possible. This article examines how technology and the human element working in conjunction can actualise a fair and transparent hiring process. We explain how AI and Blockchain can be used as well as accept that when crooked insiders game the process, there is precious little that technology can do to limit such frauds.
This article explains the similarities and differences between the HRM strategies of corporates and non profits. The key argument is that both exist for different reasons and hence, there are many differences in the way they work. However, we also suggest that more and more non profits are being corporatized and with the governments cracking down on them, they would resemble the former in the years to come.
This article examines the emerging work paradigm where Work from Home and Remote Working is the New Normal. Using this theme, we list some challenges and outline some strategies that can help organisations and their workforces to navigate the uncertain waters together. We urge all stakeholders to come together at this time of need and work towards a sustainable WFH model and humane and healing Human Resource Policies.
This article discusses the feedback process in organisations. We use HR theories and real world examples from our working experience to explain the types of feedback and the context in which they are organised. We stress on the fact that it takes skill on the part of the managers to provide feedback, both good and bad, and hence, we provide some insights into how it can be developed.
Using management theories and real world examples from our working experience, we discuss the role of incentives in enhancing performance. Incentives can be pay and perks which are the monetary and non monetary elements and challenging work and higher needs actualization that are intrinsic needs. We describe the Fitment process and how it works in real firms and argue that incentives must not catalyze reckless and immoral behaviour.
The Ongoing Covid Pandemic has made many Indian Firms lobby the government to allow them to Hire and Fire workers at Will. However, we argue that there are several factors at work that must be taken into consideration before the government passes laws in this regard. We explore the Social, Cultural, Political, and Economic considerations that must be taken into account if we have to ensure social justice.
This article explains how insights from the increasingly popular field of behavioural sciences can help corporates in people management. We use theories and some practical examples to show how the insights of biases, nudges, rationality and irrationality can be used to change employee behaviour. We also argue that corporates need to invest time and money if they are serious about changing employee behaviour and they must invest such resources in seeking professionals to help them out.
This article explains what Ghosting is and how it disrupts the hiring process. We consider the problem from all angles and give real world examples of both jobseekers and employers who Ghost on each other. Moreover, we also discuss the Freelancers and the Clients who resort to Ghosting. Our main argument is that Ghosting must have consequences and hence, a coordinated effort must be undertaken to penalize anyone who Ghosts irrespective of whether they are employers or employees.
This article argues that Staffing Agencies need to be better regulated for all stakeholders to win in the process of hiring and placing talent. We explain what Staffing Agencies do and how frauds happen and suggest ways and means to prevent them. We use examples from the corporate world to illustrate the risks of poor regulation and recommend some steps that can be taken to prevent unsavoury incidents from happening.
This article discusses the inevitable dilemmas that corporates face when having to decide when to retire legacy or older employees. We examine this dilemma from all angles and analyze it from different perspectives that can be of use to organizations when dealing with the issue in an empathic, yet, firm manner. Using theory and real world examples, we argue that generational transitions ought to be professionally managed well.
This article uses the Theory of Performance and Pay as well as the concept of the Disconnect between what the Firm Perceives an Employee is worth and what that Employee Thinks he or she is worth. Using these themes, we argue that Corporates have to design pay and perks packages in a visionary and compassionate manner. Last, we also examine the challenge of determining fair pay in these Covid Times.
This article addresses the vexing problem of how some jobseekers excel in interviews, but, fail on the job. Specifically, we argue that it is time to broad base the interview process to test a wide array of skills instead of relying on Aptitude and Academic as well as Past Professional Experience. The point we make is that each organization needs specific skills that are different from the above mentioned ones and hence, by having Interviews spread over days or months and having Internships before final placements can help.
This article discusses the growing dependency of organizations on technology to automate HR activities and how, in the future, the HR function might be made redundant. We explain how Sixth Sense sets apart humans from machines, though; the ability to have Seventh Sense to leverage Network Power would increase in prominence. We use real world examples to make the case for the Human Touch in future as well.
This article deals with the challenges of recruiting and Onboarding remote employees in virtual workplaces. We offer some suggestions to overcome such challenges and argue that the present moment must be seen as a transition to the Digital Age and hence, it is better to be prepared accordingly. In addition, we discuss how training can be done for remote workers and contactless and paperless processes become the norm.
This article argues that Human Resource Management in the Post Pandemic World has to be driven by values. We advocate the need for Values in all facets of the HRM and call upon contemporary HR professionals to adopt Old Fashioned Values in their approaches. Using the examples of Joe Biden and Indian Business Legends, we use theories to buttress our argument about the need for values Post Pandemic.
This article argues that we need employee and worker friendly laws and policies now more than ever as we begin to emerge from the pandemic. We also list some of the steps that can be taken to create a New Compact between owners of capital and workers in tandem with governmental and social stakeholders. Using historical examples and real world approaches, we outline how now is the time to rebuild and recover and to not repeat the past missteps.
Should corporates give those with criminal histories and black mark on their resumes a Second Chance by hiring them and ensuring that they have a chance to reform themselves? Moreover, with Private Prison's anyway engaging convicts in full time jobs inside the prisons, Second Chance hiring can be thought of as formalizing the process. This article examines this trend from multiple angles and argues that Due Diligence is needed before making the hiring decision.
Before the first business quarter of the year 2020 was completed, millions of people lost their jobs. The pandemic has caused a series of changes at the workplace and how organizations will function in future but that should not become an excuse to exclude people and deny the workers their rights.
This article explains the why, what, and how of networking and argues that meaningful networking should be the target instead of mindless networking. We define the term Six Degrees of Separation and use examples from the real world to look beyond the hype of networking and present a realistic picture of how one can leverage the power of networks. We also celebrate how networks are rising to the occasion in the present crisis and provide some suggestions for HR managers on how to leverage professional networks for gain.
This article explains what Blind Hiring is and why it is becoming popular in the West. Using real world examples, we make the case for all applicants to have a fair shot at selection and a level playing field to promote Diversity and Inclusivity in Corporates. We argue that while biases in hiring cannot be completely eliminated, we can minimize their impact on selection by experiments such as Blind Hiring.
This article explains what the Great Resignation spree is all about, examines the triggers and drivers of this trend, why it is a problem, and suggests some ways to address it. The overarching theme is that the authors think it is a passing fad or trend, driven much like viral social media posts and at the same time, poses risks to corporates, as its effects would also linger.
This article analyzes the contributory factors behind American Millennial burnout and stress and the epidemic of mental health issues among them. With record numbers of American Millennials quitting their jobs, worried business leaders and employers are scrambling for responses and solutions to this problem and some of the findings of research commissioned by America Inc. are examined here.
This article explains the challenges faced by American corporates as they mandate Back to Office or Onsite work. We discuss the challenges faced by the HR personnel, the Gen Zers (the most affected) and the Millennials. We also take the case of Elon Musk who has ordered his staff back to office and argue that this is setting a bad precedent for both other American corporates and the American workforce.
This article explains the term Quiet Quitting and analyses why it should worry us all. Providing a point by point analysis of how and why it impacts American corporates, we also offer some suggestions to fix the problem. Moreover, we caution that America Inc. would be hit substantially unless business leaders addressed Quiet Quitting and other slacking techniques.
As tech firms layoff employees in the tens of thousands, we have outlined some practical strategies that those laid off and those who might be laid off can adopt to weather the approaching recessionary storm. Based on reports and our working experience, we discuss whether the tech party is over and how it impacts IT professionals in the US and in India.
This article explains what Quiet Hiring is and why it might become the trend in 2023. We examine the differences between Quiet Quitting and Quiet Hiring and argue that the latter has more sticking power than the former. Moreover, we point that Quiet Hiring is a win-win for the employers as well as the employees and so, there is a greater likelihood of it trending this year.
This article defines, explains, and does a comparative analysis of the emerging trend of Quiet Hiring and lists the ways in which it works and when and why it is an addition rather than a replacement to traditional hiring. Based on the research done by HR experts, we examine the reasons for Quiet Hiring to trend in 2023 and analyze whether it is transient or here to stay.
This article presents the findings of recent HR surveys into the mental health and burnout issues of the white collar Americans. Further, we also explain and analyze the findings of the research and examine the reasons for why the average Joe in the US feels so overwhelmed and burnt out. We caution that unless these stressors are alleviated, a lost generation of American workers can impact the future of America Inc.
This article is about Boomerang Employees and why there is a sudden interest about them. We explain who Boomerang Employees are, what the pros and cons of hiring them are, and then walk you through what happens on the floor when such employees are hired. The main argument here is that Boomerang Employees have always existed and it is only now, due to the convergence of many forces, that they are being given prominence.
Heard of ChatGPT? Or, following the debate over Artificial Intelligence? This explainer in easy to read language is the curtain raiser for why the sudden interest in AI has everyone excited and alarmed at the same time. Read on as we take you through the pros and cons of AI and how it can be revolutionary in its impact on the world, much like the internet was.
This article explains why American businesses are finding it hard to hire workers and how some of the long-term 'structural' changes do not bode well for the American economy. We discuss the retirement of the Boomers, The Great Resignation, the decline in Immigration, and the fall in the number of women in the workforce.
This article defines the terms Ageism and Youngism and explains how they manifest in covert and overt ways and why they are both discriminatory. We then list ways in which America Inc can tackle these challenges in times of upheaval due to Once in a Lifetime Inter Generational changes. We use theory and real world examples to support our arguments and to highlight the key risks to American corporates.
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