The HR departments roles is supporting organisational growth whilst keeping a fine balance between change and consistency is what keeps the rest of the organisation functioning smoothly. So, here’s how a typical start of the year should look for your HR team.
India’s economy is back on track, and renewed optimism means that CEOs in most industry sectors are investing in growth. However, the one dark cloud in this sunny picture is the huge shortage of talent that India Inc. is facing, especially in white collar jobs. In this guest article, Mr. Akhil Shahani – Managing Director of The Shahani Group shares his thoughts with us.
It’s no news that every employee needs to be motivated so they can give their best, as an individual or as a team. Now, motivation, itself is a tricky concept. What motivates my people? We often ask ourselves. What else can I do to ensure they feel more encouraged at this time of the year? With organisational changes and employee evolution, the factors of motivation have also come a long way. Although, it still stands at the top of Maslow’s Hierarchy of needs, the stimulating elements are not what it used to be even a decade ago.
Overwhelming as it may be, data analysis has made things more precise for businesses. Data analysts have proven over time and again that numbers don’t lie and are collectively, an effective tool to design various organisational functions. The question still remains, that how does data analysis fit into the entire HR scenario?
I believe, just like you are responsible for the success of your organisation, similarly, the onus of making your vacation worthwhile is also on you. Here are 5 ways to truly unwind on holidays, while ensuring that your work or your teams are not affected by your absence.
Key Result Areas (KRAs) and Key Performance Indicators (KPIs) are a vital part of any employee’s or a professional individual’s work life. From the entry level employee to the senior management, KRAs and KPIs serve as an instrument to gauge at the success of an organisation.
While it is necessary to focus on overall development of all employees, there are a few employees who not only perform consistently; they also demonstrate potential of moving up the ladder through their thoughts, ideas and actions. Identifying and nurturing them are the key to organisational success.
While there are multiple pitfalls of un-resolved conflict issues, performance gap is one of the primary and almost predictable one. Despite knowing this, many people managers and leaders avoid confrontation, conversations and action at the right time – thus creating non-performance as an outcome.
‘I suppose leadership at one time meant muscles; but today it means getting along with people.’
These were the words of Mahatma Gandhi – a visionary, strategist, stellar leader, and nation builder.
Companies too need leaders who can get along with their people. And not just get along with them, but take them along in their journey.
Are you dealing with employees who are constantly disgruntled? Are your star employees not performing like stars? It’s probably because you have a performance management system that is faulty…or worse, you don’t have one at all. Performance management is