How to survive when your role is soon to be eliminated ?

“I joined this firm nine months back. It initially had four units. Eventually each units have been closing down and employees shifted to the unit which is still functional. My bosses are mentally harassing us everyday , saying our roles can be soon eliminated. I worked with a good brand before joining this firm. Its easy to get in job with this employer, but very difficult to be hired from here. Please help with what should I do?” Managing transition during the uncertain times is where our personal leadership lies. Please do not consider the harassment from your reporting managers

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What happens when an Open-Door meeting goes wrong?

“I was a top performer till I used the Open-Door. Things went nasty, so I had to resign. My managers didn’t accept my resignation and I was unethically pushed to sign Performance Development Plan. This was done to cover-up my resignation. I was then fired for non-performance. This have affected my career and my dignity. Please help me.” Open-Door breathes life to organisations where frictions between the machinery can derail it . However, what happens when the practise meets scared leaders who cannot face the sun ? Building trust with a capability of accepting every error no matter what ever

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An Year-End-Review

“My Manager has asked me to submit a write up about whatever good I have done at work this year related to the business. He asked me to write all the initiatives I have taken for me and for the organisation.” An year-end-review is the best way to bid adieu to an annual year. In our small ways we have changed the way we were since last year. Hence, lets take a stock of things and note where we are . Let’s begin by what we had started this year with . We all had few direct goals to achieve and few

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Human Beings – The Unique Creatures on this Earth

Humans are the gift of gods. The most beautiful thing made by god on earth. They were sent on earth to take care of the planet earth and build it and prosper it properly. Without humans nothing would be possible. This technology, this world to stay in, the landing on moon and many more things are achieved just because of mind and thinking of the humans. As there are many and many good things about human beings (us) as compared to it, there are equal bad things about us. We will discuss it in the latter half. The sharpest of all the creatures are the human

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Are You Your ‘Pain Body’ ?

You are in office , trying hard to focus on your job. Suddenly, you overhear your colleagues discussing a possible shift in responsibilities, in your project. Of course, this is no big deal for you! It barely makes any impact on your task list. Ohh no! Wait a second ! It actually does. Just few responsibilities would be routed through the senior team member who acts nerdy and finds fault. Does this impact your job ? No way ! You still have your task list running. But then , there is a gnawing pain that rolls down your spine. Something

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A Session on Corporate Strategy for Management Professionals across Levels

Dr. Ranjan Das, addressed a session on Strategy & Tactics of building a Corporate Career, on More Than HR, event in Pune. It focused on how Corporate strategy when learnt can be contributed and implemented. Dr. Das is a noted Management Guru and Prof. of Strategy, at IIM Calcutta and Chief Mentor to The Strategy Org. His message was aimed to strategise the career for HR Professionals. He focused on how as an individual we can implement strategy irrespective of our roles and position. He stressed that , one doesn’t require to be a CEO to be able to think strategically and implement measures for the betterment of

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Frequent Job Changing

Job changing is mostly done at junior level and must be done for genuine reasons. The reasons can be that the company is not doing well, there are no prospects for the employee, the company is likely to close down in the short term and such valid reasons. But simply changing a job for money within two years and running somewhere irrespective of the company is not fruitful. Even four decades back the employees Bio-data was looked upon and the frequent job changes was questioned by the interview board and the possibility of rejection was high. So it is prudent

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HR in IT

There have been several discussions in CiteHR to understand how does HR work differently in the IT sector. These discussions took place with an effort to understand the behavioural competencies and professional skill sets, required for this role. The HR processes in this sector may not be very different to what is practiced in Consulting or Non-Banking and Financial domain. The integral difference lies in understanding the talent and technology. The escalations and concerns primarily stem from the two. Let us discuss each area in detail: Talent Education: The core talent base had started with engineering graduates who were certified to work on

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Background Verification – Why and Where

The human factor drives business. The credibility of this crucial factor comes from the delivery in producing what has been promised by the company. When a business is delivering to a client, certain standards need to be maintained. This emphasises the premium returns as agreed in the service level agreement. Here the SLA defines the kind of talent required to deliver the job. Defining capabilities is followed by the verification of standards of the talent joining the organization. Here begins the background verification process. This process is structurally designed to add credibility to the professionals. The checks begin when the

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Innovating HR

The word Innovation stems from a Latin word ‘Innovatus’, described as recreating the realities to a process or product from its nascent stage . This stands starkly different from the process of Creation. Furthermore, as noted by Dr.Vijay Govindarajan, the difference between the two, lies in execution. The Innovation is a step between ideation  and execution. It evolves as a natural system which mutates from one stage to another. Here’s an excerpt from a discussion in CiteHR about an opportunity to initiate innovations. The case shares an organization with stable operations searching for innovation with budget constraints on HR Innovations. Please let me know the

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