According to a report titled ‘Best Employers India 2016 Study’ published by Aon Hewitt, collaboration at the workplace is amongst the top three sustenance drivers for the best employers. This indicates that for other organizations, collaboration is not yet a major focus.
SHRM-India serves the needs of HR practitioners by facilitating exchange of knowledge resources & practices, enabling professional development, and enhanced opportunities for engagement & networking within the Global & Indian HR communities. Visit SHRM India at shrm.org/india
Articles by SHRM India
Innovation and then some more - that is the path that every single organization has taken in order to propel itself to new heights of growth. As the landscape changes, the business world has started focusing on key concepts that can make a long-term impact. Innovation is one of the most widely used concepts, which has also been proactively applied in an organizational context. It has now taken a new shape in terms of application.
According to ADP Research Institute’s 2016 Evolution of Work study conducted in 13 countries across North America, Europe, Latin America, and Asia-Pacific regions (including India), workplaces are evolving faster than before owing to five key trends driven by employee expectations - demand for greater choice and flexibility; access to real-time learning; increased autonomy; a sense of stability; and the ability to work on personally meaningful projects.
Since its inception, SHRM India has aimed to and worked towards creating a platform for HR professionals to learn, network, and share best practices.
The SHRM India HR Awards is another step in that direction. Now in their sixth year, the awards have gained a reputation for searching, recognizing, and presenting the best in the industry to the SHRM India community.
The Awards stand for excellence in the profession and recognize organizations that are striving to improve their people management function and are paving the way to the workplace of the future.
Motivational dynamics have changed considerably in today’s workplace. Organizations use extrinsic motivation such as money, appreciation and recognition, and implement various engagement initiatives to enhance employee satisfaction and drive profitable long-term performance. Still, organizations fail to win – goals don’t get accomplished and employees can’t be retained. It is because extrinsic factors drive the motivation in the head, not in the heart.
SHRM India’s Annual Conference and Exposition is back. It will be held on 14-15 September, 2017, in Delhi. We look forward to seeing you all there with your teams.
Like its previous editions, this year too, SHRM India Annual Conference and Exposition 2017, is planned to facilitate a get together for the HR professionals to meet, learn, share and WIN.
India is one of the fastest growing economies in the world. It also boasts of low-cost, high quality and young manpower. Yet, the Indian workforce is lamenting over the lack of jobs. And, the situation for the job market in India may only get bleaker.
While Big Data and analytics surrounding it have been spoken about as the ‘next big thing’ in the recent years, the focus has been on general data. When we make it more specific to people data or data related to the workforce, the results are unimaginable. That is because it demonstrates the hidden and untapped potential of data pertaining to our talent.
Employee engagement is the top priority for every organization. HR professionals and experts have always argued that engaged employees make the workplace happy and productive, and are less likely to leave the organization. It isn’t surprising then that organizations invest approximately $720 million every year in engagement improvement, including both outsourced and internally developed programs.
Crowdsourcing typically refers to the pooling of funds, ideas or services from a crowd of people, especially online community. It’s becoming a popular way to bring together individuals towards a common goal. Perhaps, it was the only matter of time that this innovative approach made its way into the HR domain as well. Several organizations across the world, including India, are tapping actively into the ‘crowdsourcing way’ of recruiting.
There is a lot of disruption in the Talent Acquisition space in the past few years. This is mainly because of the fact that there are several changes that have taken place in our business ecosystem across the world and most of those changes have implications for this HR area – technological innovation, digital explosion, social media growth, demographic richness, talent mobility and so on. We are now operating in a very different environment than the one that prevailed even as recent as a decade ago.
Interview by SHRM India
Sierra-Cedar Inc., is a part of the The Sierra-Cedar Group. They are known for their industry-based consulting expertise in technology and systems for industry applications, strategy and research, business analytics, performance management, and enterprise applications. They also help their clients manage and upgrade client’s applications as well as technology infrastructure. They further guide and support them in implementing and integrating cloud-based services.
This is a decision that almost all HR practitioners irrespective of level, geography and business segment struggle with. The reason for the struggle is the fact that while it should be a business decision, if it is not done with a well-strategized and thought out approach, it can seem like a judgment call. Avoiding the concerns that might arise if this is not a data-based or parameter-evaluated decision is absolutely critical.
Create a plan for yourself and consider how you will evaluate it along the way - don't be scared to film yourself giving that next presentation and then asking a graduate to provide you with some feedback -I dare you.
- Gavin Freeman
We all know that finding, managing, developing, nurturing and strategically deploying talent - in short known as Talent Management - has become one of the major functions of HR. The questions on our mind are what defines this ‘Talent’, especially in today’s dynamic and ever-changing world? Does one Definition fit all?
We connected with DP Singh, VP and Head HR, IBM India/South Asia, to know more about the Face of Talent in the 21st Century.
The Start up movement has a lot of potential to create a positive change in the Indian economy, if, as an industry, we can lend support and guidance to those that are experimenting, innovating and are trying to create something new.
SHRMi16PITCH has been conceptualized with the aim to support all those who have dared to become a part of this creation process despite the risks it presents.
Technology-enabled learning is the use of any technology that aids in the acquisition and development of knowledge and understanding. Digital learning is becoming increasingly popular with organizations and working professionals irrespective of the fact whether it’s a part of the organization’s learning and development program or whether employees want to upgrade their skills as a part of their career goal.
However, this form of learning comes with a few pros and cons that learners should take into consideration to draw maximum benefits.
Employer branding has become an important part of HR. Building a brand that people would feel proud to work with and for is becoming necessary to attract the best talent and to retain current employees. The brand image and what it stands for is a major consideration when accepting a job offer.
We connected with Alpana Parida, Managing Director - DY Works + IDIOM, to understand what makes a brand, THE BRAND?
What defines a bold HR - is the question on our (all) our minds. It’s also the theme of our Annual Conference and Exposition, so to find out what it’s all about, we went straight to the source.
Ritu Anand, Dy. Head, Gobal HR & Talent Management - TCS, shares her thoughts on the bold new HR.
The talent war that HR has been facing in the recent years is never like before. It's not only selecting the right fit to avoid the bad hire cost to the company that is a concern for HR. It is also equally imperative for HR to ensure that the employees are continuously preparing themselves for the emerging talent requirement to perform to their optimum potential and contribute effectively to the organization's goals. It is for these two reasons that there has been an increasing use of talent assessment tools in the organizations.