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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Training Managers at the Top Level

We talk of training at positions ranging from upper, middle to junior but not the top. Training is also a must at the top level. They must know from organization development to winning in competitive markets to administration of man power resources through HR. Usually the training is outside the organization so that they can also interact with their counter parts. The topics they deliberate is not the strategic matters of their organization but topics of win-win situations and useful to both organizations. The organizational ladder of positions and designations is a tricky affair. At the bottom, the urge to

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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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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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