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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Attitude / Gratitude – An HR’s Wishlist for Santa Claus

Dear Santa Claus, Please be assured, that I have been a good HR all this year. I remain unaffected by the attrition and reviews. My chief aim was to increase the employee engagement score as declared by Hewitt. I screened every area and thought process within my reach, to click that path-breaking program, that will keep my employees happy. The distribution of benefits and career growth opportunities went to the deserving, to the best of my knowledge. Industry in general was bright. when the year started. Hence, we were hiring in full swing. Towards the mid-year, the conservative out-look shadowed every talent management

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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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Role of HR in Performance Management System

There have been many queries on the role of HR in Performance Management System; some members bestow correct answers to such questions being raised, this is my take on the topic: WHAT IS THE ROLE OF HR IN PERFORMANCE MANAGEMENT SYSTEM. In most organisations, senior managers and directors detest conducting performance assessments, usually because they are uncomfortable and inexperienced in conducting them. They will be typically heard saying that appraisals don’t work and are a waste of time. A similar approach then cascades down the line and fails the whole system of performance appraisal. Before we talk about the agenda

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HR Functions in a BPO – Drawing Parallels

Here is a discussion on CiteHR. Managing HR in a BPO. This is an effort made to accentuate one’s learning curve.  The HR Functions would differ due to the diverse business models and talent base. Here we identify the integral difference and the similarities. Such as Compensation package in a Knowledge Industry would be more focussed towards a higher take home and flexible work set-up whereas the HR System in a manufacturing would focus fundamentally on benefits with long term equity such as PF, Gratuity and better mediclaim packages. The employee base in service industry would have a completely different approach, hence

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