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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Hiring the Right Candidate – The Art of Choosing

Choice begins when a requirement meets the options. It’s a state where every option is weighed in view of the values to which an individual is aligned. This sparks the process of decision making. There is a discussion in CiteHR, which involves how the principles as shared in the ‘Art of Choosing’ can be executed to select the right candidate. The question raised in the discussion is shared below: Do you always wonder why it is so difficult to select right candidate? Why some candidates selected by the HR or the Manager fail to deliver at work? How does our

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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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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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