HR is more important than ever, people are the only Sustainable
of source competitive advantage.
And, employers want HR to address strategic issues involving
the competitiveness and performance of firm.
There are incredible number of pressures for today’s
organization. To name a few:
- Rapid Technological change
- Tougher competition
- Organizational Changes such as new Organizational alliances
- New structures and Hierarchies
- New ways of assigning work
- Changes in workforce including employees priorities and
Within these pressured organization, and opportunity for HR to
play critical role in helping organizations.
However, for this HR will have to increase real and perceived
The Business Environment:
- Economics uncertainties
- Technology innovations
- Profitability through cost and growth
- Intensified competition
Requires companies to focus on:
- Increasing value
- Organizational capabilities; fast responsive and cost effective
- Creating climate for action
- Unique competitive advantage
Requires HR want to change:
- Business Savvy
- Align with strategy
- Strong bench strength
- Help leaders to achieve objectives
HR needs to realign its service delivery model to add more strategic
to the value organization.
In term of deliverable, HR professionals should perform four
corresponding role that may add value to a business and create
sustainable competitive advantage.
Administrative Expert- Managing firm’s HR Infrastructure
Change Agent- Managing transformation and change
Strategic Partner- Aligning HR and Business Strategy
Employee Champion- Managing Employee contribution.
HR professional can support this transition by taking
Organizational pressures to change, identify ways to measure the
value delivered by HR, and conduct research relate to all areas of
human performance in tomorrow’s organization.
Background Screening is quickly becoming standard practice in m
any workplaces across country.
- Employers consider background checks a part of their ongoing safety and security program.
- Sectors like IT/ITES, no employee is assigned a client project unless his Screening report
comes out clean.
Better Safeguarding organizational assets:
- Background screening help to minimize the possibility of theft, loss of company asset,
Valuable information and violence at workplace by checking past criminal behavior.
- Screening helps to establish that candidate are qualified for this position and has not fake
his Resume or Experience.
Avoiding long-term costs:
Recruiting on-boarding is an expensive process
By screening employees, we can ensure that individual is properly qualified and can ensure
Maintaining good reputation.
Building trust within the organization.
What to Screen?
A employee can be screened at the time of joining or before he is given the offer. A
Background check can incorporate any or all the following:
PAN Card/Passport Verification
Its not necessary that employee who cleared the verification does not engage in any
criminal activities. So, its better to conduct background checking periodically.
Temporary and Contract staff
Junior to Executive level candidates
Drivers and Security Staff.
When it come to employees, the cost of background check easily
makes up for the potential cost of bad hire.
Many companies have face the consequence of not knowing of
Social media is a community of people with common interests who connect with one
another to learn, play, work, organize and socialize. Communities can be large small, local
and global. They can be public or restricted to certain members.
Online Social platforms have been around for decades and only they found mainstream
reception social media tools. Social Recruiting is engaging with users of social media
toots to source and recruit talent.
Talented people in different industries are openly share their experience, ideas and
insight online through network and communities. A Company’s brand must be in line
with its culture and its social efforts used to be consistent with its employment brand.
Social media to post positions and chatters with candidates. They also use it to:
Determine culture fit, Personal branding inconsistency, Written communication skills,
Trending Health Issues, Lifestyle Change.
On Global perspective, 94% Companies use social media for recruiting and 2 out of 5
employees are been selected from social media. 77% Companies research people and
companies, 69% reconnect with past business associates, 50% to build new business
50% Job seekers would like Company to interact with fan and followers.
Social Media as recruitment tools work on flowingly:
- Advertise job opportunities
- Network with industry leaders
- Source of candidates
- Employers branding tools
- Respond to comments, posting, discussion, request, feedback, complaints and share
ideas in real time and engage in conversation.
- Network with other industry professional and Join groups or discussion.
- Networking with prospective candidates, clients and colleagues
- An online forum like Slide share to share Presentations and Word document either
publicly or privately.
- Share Knowledge, Information, experience, ideas and videos.
Having recruitment strategy like:
Objective- What you want to achieve?
Strategy – How will your customer relationships work?
Within Organization who will involve in strategy?
Technology – What tools should be use and how to work with existing technology?
People – Who will be customer as per strategy and what they will able to use and how
they would engage with organization
Challenges and Risk in Social Media Hiring:
Legal and privacy implications.
Be prepared to be overwhelmed
Depending on technology, source mat be diverse pool
Background and reference check should be done properly
Dealing with Negative comments/feedbacks
Be real and honest to your information provided.
Be aware of social media policy
Be aware while choosing candidates.
Social Media is very integral tool in recruitment globally. Social Media is quite
Currently synonymous with 3 platforms like LinkedIn, Facebook and Twitter,
Among this LinkedIn is now a universal hiring source.
But, Benefits comes with risks – management both is critical in employer branding
and in hiring.
Performance Management is accomplishment of given task measured against preset
known standards of accuracy, completeness, cost and speed.
Performance expect standards of delivery at workplace. Standards could be
set by management or by competitive pressure. In Corporate language, for all practical
purposes, performances is the same as target achievement.
Performance is necessary, because Business markets are very dynamic and competitive.
So, Companies as well as individuals have to perform well for their survival.
Performance Management is setting whole work system process starts when a people is
assigned to perform a job to their best abilities and ends when employee resign.
The system should take care of growth issues and competition facing.
Key considerations of Performance Management:
- Organizational objectives
- Functional and departmental goals
- Job descriptions
- Job role and responsibility
- Training and Development
- Individual goals and expectations
- Appraisal systems
Objectives for Performance Management:
- To assist in the achievement of enhanced standards of work performance
- To assist employees to identify knowledge and skills to perform their job
- To assist employees to work towards defined goals
- Employee must receive regular feedback on performance
- To assist employees to achieve personal growth
Performance Management Models:
- Organizational Vision, Mission and Goals
- Performance Culture
Methods of Performance Appraisal:
- Bell Curve
- 360 degree feedback
- Psychological Appraisal
- Assessment center
- Rating Scale and Ranking Method
- Critical Incident Technique
Benefits of Performance Management Program:
- Identify goals, challenges, strength and gaps in performance
- Identify the gaps in knowledge and skills – Training and Development require
- Improve employee and team engagement/performance
- Identify top and poor performers
- Determine and justify decisions and actions
- Enhance success factors/reduce risks and exposure
- Improve organization’s overall performance.
Challenges in Performance Management:
- Change of technology
- Competition practical problems
- Management of the restrictions
At the end of the year, performance management system itself should be
reviewed based on feedback and gains made through training activities, inputs to
be taken and modifications to be made in performance management process for
This should be on-going cycle every year with all organizations.
Record Management – Logical and practical approach to the creation,
maintenance, use and disposition of records.
Handling and Preserving Documents:
- Documents are scanned and create a copy in electronic form.
- In warding and Indexing
- Sorting and filling
Record Management Centre:
Its specialize in record storage, Scanning and digital storage, Retention and
shredding, Retrieval and delivery and other record management services.
Function of Record Management:
- Make sure records capture is possible.
- Ensure the provenance of the record
- Categorize the record
- Characteristics of the record are present
- Provide a means for reference for the record
- Determine the retention and dispositions of records
Importance of Record Management:
- Growing awareness of importance of records managements.
- Failures of Governance.
- Increasing Government requirements retention and deposition.
Classification of Record:
- Inactive, and
Record Management illustrations:
- Create, Use, Retain, Appraise and Dispose.
Record Management Models:
- Administrative Model,
- Lifecycle model and
- Records Continuum.
- Initiate innovative processes.
- Indexing and storing of application forms are centralized.
- Shifting and processing HUB-cost effective
- Introducing new external vendors
- Extending RMC software at branch and external vendor level website.
- Every organization has a different view on handling and preserving the
document. This area has to be timely revised.
- Automation is vital for every process. It increase productivity and saves time.
- Cost reduction and Revenue is a core concern in every industry. It effects overall
Hindustan Unilever, Tata Consultancy services(TCS) and Sun Pharma
Industries are the three Indian companies that have been named among
the world’s 100 most innovative companies by Forbes in a list that has
been topped by Tesla Motors.
Fast moving consumer goods company Hindustan Unilever has bee ranked
41 in the list , followed by TCS 64 and Sun Pharma 71 in Forbes list.
List has been topped by Elon Musk’s California based Tesla Motors which
has market civilization of USD 25.5 Billion.
On Hindustan Unilever has 35 brand spanning 20 distinct categories.
India’s largest IT company TCS, with a market cap of USD 80.3 billion
,appears on the list eight time. The company took major step towards
bolstering its digital services when last month its announced the training
program in digital technologies for third of its workforce. TCS crossed the
milestone in employing 100,000 women in past year, meaning one of the
three employees is women.
India;s largest Drug companies Sun Pharma has market cap of USD 39 billion,
appears on the list forth time.
The list also includes software company salesforce.com on the second spot,
followed by Amazon(8), Hermes International(22), Netflix(27), MasterCard(36),
Starbucks(45), Adobe(74), Cognizant(96) and Coca Cola(81).
Forbes said Companies are ranked by their innovation premium: the difference
between their market capitalization and net present value of cash flows from
To be included in the list, firms need seven years of public financial data and USD
10 billion in market cap.
Forbes said that only those industries are included that are known to invest in
Employers in the country are facing rising healthcare costs with 55% spending
more than a quarter of their payroll on providing health related benefits
42% of Indian employers believe improving employee well-being is one of the
top objective of their benefit strategy compared with 26% in Asia Pacific
Healthcare cost, already a significant % of payroll cost, continues to rise.
While it is challenge for employers, it is also an opportunity to consider
innovative, targeted strategies that improve ROI(return of interest) on health
spends without simply adding more programmes.
Indian employers are taking more holistic approach by making wellness a
business priority rather than just a people imperative. “Such initiatives may bring
down costs in long run as workforce becomes more productive.
44% employers in India cover dependents (Parents) than their regional
counterparts and this could be potential contributor to their higher healthcare
spend by employers.
Rising health cost is compelling Indian employers to broaden their view on
Moreover, Stress is largely seen a top lifestyle risk faced by Indian employees.
Stress management programme, Counselling and Health risk asessment
programmes are more valued in the near future.
The most prevalent Health management benefits offered in India are
Occupational health, Safety and Biometric Screening.
Taxi Drivers, Autowallahs , Anganwadi workers and those
working in shopping establishement will soon be covered under
Employee State Insurance Schemes(ESIC).
Initiating second generation reforms in the schemes , the Union
government has decided to bring about 4.3 Cr unorganised sector
workers under health insurance scheme.
The Government would rope in to State government to set up
State-Level Corporations to oversee their operations.
There are about 40 Cr people working in unorganised sectors in India, we will
cover all of them in phase. Said by Union Minister for Labour.
So far ESIC hospitals used to cover employees of organised sectors located in
industrial area. We have decided to expand the facility in 393 districts by providing
health benefit to the workers.
The Government is also contemplating to bring about an amendment to expand
the scope of insurance scheme.
So far, we have been covering business concerns and organizations with more
then 10 employees. After amendment, we can cover organizations with less than
Bengaluru shares across 40 % of job requirement in IT sectors among all metro
cities in India.
Nearly 26% jobs in Delhi, 16% Jobs in Mumbai, 11% jobs in Chennai and 7% jobs in
As per Timesjobs analysis from January to August 2015 shows that Bengaluru has
registered 2% rise in talent demand, Delhi NCR has reported 1%, Mumbai 2% and
while chennai has reported drop in 1% hiring activity.
IT/Software- Hardware Services, Other software services Consulting Services,
BPO’s are the top job generators in Bengaluru. IT industry accounts 60% of total
jobs available in Bengaluru.
Nearly 60% of jobs available in Bengaluru are for professionals with 2-5 years
experience. And Salary offered for starter/ entry level professionals is 5 lakh Per
IT/Software- Hardware services, sales/business development, IT/telecom
hardware, Customer services, Telecalling and BPO’s professionals are more in
demand in the city.
Backed by strong IT infrastructure and being home to large number of startups,
Bengaluru job market is only going to grow further.
Around 75 employees of Adidas in India took ‘ownership’ of one franchisee retail
store each in global first, aimed at spurring sales at a time of slowdown in consumer
spends and increasing competition.
This means annual increments and bonus payouts for each employees will be based
on the performance of the store they have ‘adopt’ and ‘own’ on parameters such as,
sales, conversion from walk-ins to actual buying, Increase in profit, consumer
feedback and support to store team.
The stores range from mainstream Adidas or Reebok stores in mall, obscure factory
outlets, and employees don’t get choose which store they adopt.
The move is expected to inspire the ownership among employees and make them
feel responsible for brand building and sales.
The objective was to reach the shared target for the entire company brand
performance and sales across functions and roles and move beyond vertical
Adidas had invited 450 employees across hierarchy and verticals to apply for
‘store ownership’ participation was voluntary for most employees and mandatory for
leadership team. Selection was made from across HR, finance, administration,
marketing, supply chain and any functions.
Stores were assigned based on importance of locations, employee residential
areas and so on. Each employee is being allocated one store each for each year.
There are 500 Adidas store and 250 Reebok stores in the country, all run by
To start with, the ‘Heart Programme’ as it internally named is being rolled out at 75
stores in Mumbai, Delhi, Bangalore, Kolkata and other big cities.
Indian Tech industry contributed nearly 411,000 jobs in US economy this year and $20
billion in taxes and $375 million to US treassury between 2011-15, More than $ 2
billion in investment. More than 120,000 American lives are touched through work
supported by Indian tech organizations.
American firm leverage Indian talent to provide innovative and cost-competitive
solutions to boost their global market.
Indians IT firms make their US customers more innovative, competitive , prime for
new market and eager to expand jobs.
American customers benefiting from these services encompass every corner of
commerce and size of business.
National Association of software and services companies(NASSCOM) reported that due
to skill shortages, unemployment in the US tech sector is historically lower than national
On the allegations that foreign talent is being hire at lower salaries, the report said, that
Indian tech industry pay equivalent wages to US national and foreign workers.
The current shortage of skilled talent is expected to continue to grow and result in
shortfall of 445,000 computer professionals by 2022.
36% of HP Employees in enterprise services worked in low-cost locations, and the
company plan to raise this number by 60% by 2018.
HP India could see 1500-200 job cuts, mainly in enterprise services, as well as
consumer business which is part of low-margin business as part of the global
The latest cut indicates a reduction of the company’s total workforce by at least
10%, based on its recent number of more than 300,000 employees.
HP will continue to make personal computers and printers.
Facebook has a target on its back. Facebook has a well-known mandate to “move fast
and break things”, this presents a dilemma.
“Security” and “moving fast” are usually exact opposites. Developers want to move fast,
but the security team need to make sure that the code they are writing isn’t
introducing new risks into the systems.
Facebook turned the usual security process on its head, so its developers can keep
moving fast without breaking anything too serious.
Facebook software and security engineer says that the goal is to make security part of
the normal workflow and underlying security completely unnoticeable to the
Facebook’s security squad is always working to protect the underlying infrastructure,
making sure that the data that developers are working with is secured on every level.
Security Team build strong relationship with facebook‘s developers. A member of
security team will join facebook project team to help them solve a problem and end
up joining that team permanently.
Security team wins over facebook developers is by giving them something that they
can’t get enough of: Data.
After the notorious Hacking Team cybersecurity startup data breach incident,
Facebook used Osquery to make sure they weren’t compromised the same way.
HP will lay off over 30K people globally as it reorganises itself into a new structure,
but company, but company officials and market experts said that impact in India
would be minimal.
HP Co said it expected to cut 33,000 jobs over the next three years as the company
plan to split into two listed entities this year.
The latest round of lay-offs will mostly be in HP’s corporate hardware and service
operations, unlikely, there will be any retrenchment in India, in fact more roles will
be transitioned here since expanding in low-cost locations will save costs.
People are expected to added in the country given the governments ongoing push
towards Digital India. The growth of digital India will create more jobs.
An Industrial expert says HP India could see 1500-2000 job cuts, mainly in the
enterprises and services, as well as consumer business, which is low-margin
business as part of the global reorganization.
The latest cut indicate a reduction of the company’s total workforce by at least
10% based on its most recent number of more than 300,000 employees.
HP will continue to make personal computers and printers.
If you do it right, working from home can be a positive and rewarding experience for
you, your family and employer.
Follow this tips to get the most out of working from home:
1. Understand Your Employer’s Expectations- Some companies have very stringent
guidelines about equipment and support will be provided by company.
2. Meet And Exceed Your Employer’s Expectations- Communicates your effort result
to your employer
3. Set Up A Comfortable, Separate Space For Your Work Area- You should be
relatively free from distractions and should have good quality space.
4. Make Sure You Have Everything You Need- Think about things use in office and
well stocked supply cabinet at home.
5. Set Boundaries With Your Family And Friends-Set a tone for your family and
friends as well as good work habits for yourself.
6. Set Specific Work Time Or Goal- Goals are important to keep you on track, as
well as validate your progress.
7. Stay Connected- Start telecommuting just a day or a week and often stay touch
8. Schedule Daily And Weekly Breaks
9. Understand Your Work Style- Perform the task when you are at your best.
10. Track Your Work And Progress- Keep track of your task in details.
11. Access Your Progress Weekly- Organize your work and see accomplishment
through calendar system like outlook
12. Make Adjustments To How You Accomplish Your Job- If something not
working, don’t change it, Invest time researching ways to improve your productivity
13. Ask For Help And Input.- Stay in touch with Boss and co-workers and obtain
input and advice.
14. Take Care of Yourself- Avoid stress and temptations to work when it is family
time and have regular inputs from others.
Not get their dream job all of us could and one could indeed consider oneself lucky
if one could gain dream job of his choice in his lifetime.
Pursue a dream career and yet another to gain and realize it during one’s lifetime.
People who believe in chasing their dream career to the ultimate these are the tips
that need to be passionately followed:
1. It Is Not Enough To Dream – It is important that we know how we could build
on our strengths and remove our weakness. The Approach should be calm, positive
and objective not emotional. Basing our dream job on our strengths, capabilities,
interest and hobbies and competencies.
2.It Is Important To See From Perspective of Future Employers, Too-
Employee not only need to think of their interest, but also need to think how well
they can perform and provide value-addition to the firm, and how well their
personal, business and competency skills could be used for firms.
On Employers perspective , they are finding solution for their problems and
contributing to the overall goals and objectives of business.
3.Sell Your Skills Effectively- Effective skill selling considers the use of
qualifications, experience, skill sets and competencies that could attract and
retain perspective employers.
4. Put Yourself In The Employees ‘Shoes And Think About The
Outcomes- Dream Jobs offers scope for perpetuation of careful and select
blend of rewards, growth opportunities, Commitments, and Job satisfactions and
needed individual preparation to meet them
From this video I understood various points as he…
Spoke about his academic as 3 year diploma in Hotel Management from
Goa in 2006 and Masters in Tourism from IGNOU in and MBA in
Finance and HR from NIM and many other short term courses in Fire and
security, Training and Development Etc.
Spoke about his journey from 1992 at Oberoi Flight Kitchen, then
Radhakrishna Hospitality Services Pvt Ltd as Sr. Recruitment Manager,
and then Fleet Maritime Services Pvt Ltd as Sr. HR and then onwards to
PAN India food solution as Sr. HR Manager handling around 5000
employees, and then Adlabs Entertainment Pvt ltd as Sr. VP HR.
Spoke on how from his stint at Radhakrishna Hospitality he realised the
importance of the role of HR in an organization and being the
People centric. All this having reinforced his dedication to HR Training
and Development. He learnt HR roles which includes finding people,
getting people and training them.
He is national leader and pro-active HR Head and has rich experience in talent
acquisition, performance appraisal, employee deletion, HR policies and training and
development of 20 years and is provided many people to build their corporate career.
Spoke of role, responsibilities and challenges of an HR person and difference between
theoretical knowledge and that of in practical and HR is a combination of business,
science and art.
Spoke on different style and cultures of work across the organizations he has worked
with and the importance of succession planning, leadership interventions are
necessary for the same.
People with competency can develop competent skills.
Spoke about Adlabs owner Manmohan Shetty after 40 years in entertainment industry
planned for world finest and best theme park which would be worth people’s time and
Adlabs Imagica with slogan of Where stories come live is a project of Rs. 1650 Cr
spread over 300 acres and the size of 10 football stadium can accommodate 20,000
visitors at a time with world class technology
With teams from China, Las Vegas and Amsterdam and around 2500 workers
working for 12 hours a day and completed this work within 4 years.
Each attraction designed from Indian stories and sensibility combined with new
modern technology so that Indian could visit International module with Indian
Imagica offers India’s first 360 degree home theatre, Restaurants, Shopping,
accomodation and entertainments, water park Aquamagica, Roll coasters etc.
Dewan Housing Finance Corporation Limited(DHFL), the second oldest finance
institution in India is the flagship company of Wadhawan group.
DHFL began on the 11th April 1984. Rajesh Wadhawan began his mission to give
easier access to housing loan on a fair terms.
With a network of 42 locations among which 426 offices in India and 2 offices in
overseas representatives offices in Dubai, UAE and London.
From 27 years now, DHFL has been driving the advantage of home ownership to
Indian consumers across all socio-economics status.
Spoke on his journey from management trainee to CEO with DHFL, Handled a
balance sheet of 34,000 Cr at DHFL and before that worked with IDBI Bank as
retail Mortgage and as Business Head of Mortgage with HDFC Bank.
Housing finance has experienced in precedented change in its structure from its
Banks have overtaken housing finance companies with a 65.5% share in the total
Be patient and don’t expect the cabin or cubicals the very first day you started
Don’t choose the company try to choose the industry and try to understand it and
work on your interest field.
Dreams are to be made true, But at the appropriate time and not to be made true
by overjudging and underjudging your skills.
As you start a corporate life or journey, believe yourself as an appreciating asset,
when your skills are appreciated on basis of salary, bonus and incentives, appraisal
and career growth, consider it as a price value. Today’s your hardwork will be paid
in the days to come.
Today’s young generation even when they had started the career plan to their own
house in particular locations with all amenities and to settle down.
DHFL provides financial support to people who dreams about their own house on
certain terms and condition.
You are sure to be confuse, you will find an answer yourself and that answer have
to convince yourself and work with sincerity and passion sure your success will
come to touch you one day.
Sagorika Kantharia is a post graduate in Human Resource Management from Jamnalal
Institute of management and carriers rich experience of 20 years in media industry.
She is Heading HR function at Radio City 91.1 FM since 7 years, before that she was
working with Planet M, and before that Bennett, Coleman & Co. Ltd as Corporate HR,
Before that she was working as Vertical HR Heads for editorial brands like Times of
India, Economic Times, Mumbai Mirror, Navbharat times and Maharashtra times.
She is founder of “forum of Intelligence Learning”.
She has also launched Radio City school of Broadcasting in 2009 Instituted by Music
Broadcast Pvt Ltd which owns and operates Radio networks in 20 cities across India.
Key person in bagging the”Great Place to Work for” award for Radio City.
She is preferred speaker and quest faculty at some of the country’s top B-Schools.
HR occupies a center stage in the organization strategy team and its active
contributor through its people processes. In the coming few changes are seen in
Talent acquisition and development and retention.
It is difficult to plan HR in the changing business scenario. If one has develop their
strategy carefully, one as to account for 10% variations as the year goes by, to
comply with unexpected changes in environment.
For any HR Personnel two biggest pain points would be finding the right candidate
and retaining them. Candidate with desired competencies are difficult to find,
because only right candidate can build strong workforce.
To create a great workforce culture for his people show employees their co-relation
between business growth and strong organization culture and assure employees
A organization must develop a well thought through retention strategy and invest
more time in developing key employees, the attrition can be managed well.
Provide employees with opportunity to excel and explore their potential.
Organization culture and environment which encourages participation provides
learning and knowledge opportunities, career growth and benefits, feel respected
and valued, enjoy coming to work every day are important to attract and recruit the
Rewards and recognition programmes should be conducted based on four values;
Thought leadership and Innovations, Building best-in-class consumer experience,
Process driven culture, and People orientation.
In an effort to build friendly atmosphere workplace and encourage employees to
collaborate and help their in own department and other department.
Set initiatives where employees are encourage to take pride in their own work and
share their success story with rest of the organization.
Young generation is more sharper and highly active and next step ideally should be
towards drafting policies and making strategy to engage this generations.