Sunday, 7 January 2018

2018: What next?

Happy 2018 to all the readers and this month, let’s figure out what this year unfolds for HR. With millennials in the workplace - empowered, information on finger tips and highly socially connected- here are few aspects which will be crucial for organisations to survive as attract the right talent:

  • Moving from employee engagement to employee experience- Employees now are looking for the experience organisations have to offer and do not get swayed by the engagement index/numbers. Experience is brought through the culture team builds, the practices built and implemented by the organisation and through unique incentives/benefits offered (Not the cash part)
  • AI & HR- As discussed in my earlier blog, AI and HR will have a long term relationship to offer unique experience to the workforce. Chatbots will be the ‘IN’ thing to check the pulse on floor and engage employees
  • Digitizing HR- With all information on the ‘thumb’ of the employees and moving towards a total digitized HR. Back end processes to run automatically through highly complex systems and attracting talent basis competency and not on skill sets and past experiences
  • #MeToo- This trend will also get absorbed in the workplace and organisations would have to ensure that grievances are resolved and build an environment and systems where harassment in any form is not tolerated
  • Branding- Employers will have to focus on employer branding as Millenials/Gen Y are not attracted towards the CTC component only. They need to be convinced on ‘What’s in it for me’ and where I would be in next 1 year.

Wednesday, 8 February 2017

Reward Strategy for Millennials!

How do we consumerize the rewards strategy for millennials who have entered our workforce? We have been debating and working on rewards strategy for Gen Y all these years, however, with millennials joining us we need to decide how we consumerize the rewards strategy for them.  Across the globe, there has been a massive change happening due to shift in ideology, demographic change (workforce dynamics) and technological factors.

Let’s discuss on how we can re-define our rewards strategy for the millennials:

  • Medical Insurance- Gone are the days when medical insurance as a benefit was a differentiating factor for talent in the market. What needs to be re-defined is the insurance for the dependents as well for the new age workforce
  • Medical Benefits- As the new recruits are busy in office, it takes a load off from the mind if they know there is someone (Tie-up with medical facilities) who can take of their parents/dependents and they can provide medical care, OPD (Corporate tie-up) and lab diagnostics from the comfort of homes
  • Health Checkup- How about telling your employees that you need not worry about minor health problems and check ups as we have doctor in our office to take care of that. We will also have dental, eye and health check done regularly in the office. Healthier workforce means productive workforce
  • Accommodation- Millennials relocating for jobs will always take it as a point of consideration on selecting job offer if they know that my office has a tie-up with company who will assist me for accommodation (E.g. Motif) or they already have accommodations available for me to walk in (E.g. CoHo)
  • Home Furniture & Appliances Rental- What more could you have asked, if you know that after helping you settling in the new city, your new workplace has another tie-up with a company where you can rent all the stuff you need in the house ranging from bed to refrigerator to a recliner (E.g. Rentickle)


The strategy needs to be constantly revisited and re-worked as millennials do not belong to a null set but rather its always intersection of various subsets!

Sunday, 15 January 2017

Future of AI & HR:

Ever wondered how would you feel if you didn’t have to check your schedule on a day when you are sick? Or do not want to fill up a feedback coming from HR end? AI and Chatbot is the new age HR which will help you to avoid the age old processes in your daily work life.

With the new chatbots coming up employee will be able to send a communication to his/her manager regarding a sick leave and the chatbot will automatically alert all the users w.r.t your schedule. Chatbot will help your manager to align the meetings in your absence.  Gone would be the days when you are writing a mail to HR and waiting for revert. With chatbot you would be able to ask queries or clarifications on any company policy or process and you would be able to get an instant answer.

HR would not be required to send lengthy feedback forms but with the help of chatbot  they would be able to gauge the pulse of the people through set of defined questions. HR including the business leaders would be able to view the responses, which would help them to take necessary intervention. AI will alert the business leaders and HR on how the people are feeling and who are the people who have moved from happy to unhappy zone or even probably have become a fence sitter. Annual Employee Satisfaction Survey will become archaic and real time feedback through AI will become the fashionable thing to be implemented.

The future of performance management will be when employees will share their feedback with chatbot on a regular basis and not fill the long annual performance forms.  Chatbot will be the new friend of all the managers to give them real updated information. HR will also see a transition from people to business and interventions. AI will be the new tool to help HR in decision making. 


Chatbots on mobile phones will revolutionise the way we work and will become a key ask from Gen Z/Millenials.

Tuesday, 3 January 2017

HR Trends:2017

As we usher into another year, let’s welcome 2017 with open minds, free thoughts and network clouds to understand the complexities that we deal with everyday. 2017 will witness more technology, financial and human disruptions. With Amazon Go, PayPass, Digital Wallet & with latest UPI/BHIM transactional modes coming into mainstream, it will require people capabilities and competencies to be constantly upgraded to remain ahead of the mind game.

Let’s look at some of the competencies, capabilities and trends which would be necessary to add in 2017:

  • Learning Agility- People need to be constantly upgraded on the latest happenings around the world and should always in hunger mode to learn new things. It will require our people to quickly unlearn and learn new things
  • Communication - It is of utmost importance for the leadership to be constantly in touch with the employees in a volatile and dynamic business environment. It also means that leadership should also be seen taking feedback and inputs from the people as any idea or suggestion could be a game changing strategy
  • Transparency - Companies should ensure that they are having transparent policies and processes as with holding of information or knowledge may be instigator for competition. Having ambiguity or not leading the vision of the organization will not lead to path breaking innovative products
  • Data – This year will require HR professional to build more data predictive models and partner with the business to take accurate decisions
  • Career Development- Carving clear defined road maps for employees and providing them avenues to learn new things will be very important for quarterly feedback, performance management and as retention strategy  
  • Reward Practices & Tools- It will be required to innovate more in terms of benefits rather than relying only on money. With more of Gen Z/Millenials in the workplace and the business models it will be required to build HR tools on smartphone, empower them with information through mobile and engage with the employees through apps

Let’s look forward for this New Year as a new opportunity to learn and consequently keep ourselves innovating!

Monday, 8 August 2016

Workplace Bullying!

Workplace bullying or exhibiting unreasonable behavior towards any one is something which is found at every workplace and could be subtle as well. It not only discriminates against the employees but also impacts physical and emotional well being. 

Here are some of signs that will help you understand if you are also one of the victims:

·        Your boss keeps a record of your negatives/mistakes rather than focusing on the positives
·         You don’t want to talk to certain people and avoid confrontation with them
·         You tend to show your frustration at some other place or person
·         Your boss/colleague takes all the credit of your work
·         There is a lot of yelling at workplace and you feel threatened, humiliated or insulted
·         You are not invited to meetings or lunch discussions
·         You feel you want to take a break for mental health


Every employee should be treated respectfully at work and with dignity. In case you have felt any of these signs you need to immediately contact your senior management/harassment committee for quick resolution to your problems. Corporates need to immediately address this issue and come up with anti-bullying policy which addresses the concerns and list the consequences.



Monday, 28 March 2016

HRnomics!

HRnomics or the economic principles of strategic human resources management are those basic rules of our business strategy, which align the people strategy with the business profitability. It is commonly seen that business houses and startups are focusing intensely on generating cash and reducing operational cost, however, what is seen missing in this roller-coaster ride are the people who are the fuel to drive these cash engines.

Though we have a huge supply of workforce in the market but still the demand across the industries is not being fulfilled and there is a supply gap of skilled resources. We should focus on the internal development and grooming of the current workforce to meet these demands.  It is required that the business houses need to frame career plans for the employees and put the employees in charge of their careers. Investments are much needed in the career development plan and learning/certifications rather than investing on a new hire. The new investment here is a sunk cost as the resource would take time to groom, be productive and adjust to the culture.  Vice versa if this cost was spent on existing resource it would have taken efficiency and productivity to a next level, which would have resulted in far better engagement levels and appreciated revenue.

Recognition in any form is that incentive, which is a differentiating factor in the employer brand. Rolling out bonuses is a one time key affair, however, regular social recognition of work, profit sharing and employee stock option would have a larger impact on the intrinsic motivational factors.

With the Gen Y/Z/Millennial workforce, there is a huge tradeoff between money and role. Today’s workforce demands more of quality work and enhanced job value rather than being stuck with same job routine. Data has shown that a substantial chunk of employees leave the organization for better defined entrepreneurial roles. Innovation is another factor, which is impacting the workforce market conditions as people nowadays have more exposure to new technologies and platforms to ideate.  Companies need to invest on R&D and create ideation labs and also protect the intellectual rights.


The overall company value depends on the worth of its employees which is directly related to the investments made by company in terms of money (Learning), material (Resources/Tools) and time (Innovation/R&D).

Sunday, 15 March 2015

Creating an Inclusive Workplace

Little time ago organizations had started making huge investments to create a diversity department that looks after creating a diverse workforce. This being enabled through exclusive diversity recruitment drives or hiring more women in the workforce at all levels. However, this has started begun to fall flat on the face.  Though, it all started to integrate women into the workforce at multiple career levels however with no or weak implementable policies this is still lacking in the vision of the organizations and respective HR strategies.

Few thoughts which can certainly help to boost the cause:

Realigning Job Description: We should start re drafting the job roles that exist in the organizations to support employees from different races, ethnicities and gender. There are definitely multiple roles (viz back end roles which require minimalistic intervention) that can surely onboard the differently abled employees into the workforce.    

Reward Strategy: Inclusiveness comes from creating right rewarding opportunities for women and ethnic minorities to move up the ladder in key decision making roles without any discrimination.

Job Mentorship: Identifying mentors at job to identify these gender role bias issues and getting it resolved. These mentors should be able to guide the mentees for key decisions and help remove biases at workplace.

Life/Work Balance & Part Time Working:  Creating inclusive is through the work practices that exist at the workplace which includes part time working (And getting full salary) for the mothers who re join organization. This helps them to balance their personal life while taking care of the newly born along with the business. It does not necessary mean flexi policies exist only for women but for the male workforce also who take turns to help their family, be it children’s school or other family related issues that need to be catered to.

We need to be inclusive in our thoughts, decisions and policies to create such an environment rather than only talking about them in papers or business talks with no implementable practices. Once we are free from all these biases in our thoughts we would no longer need exclusive diversity departments to make it happen.