SHRM South Asia Blog

People Analytics - Are we capturing the right metrics?

'Did you capture the right metrics which show the HR value - add?' - is one of the most common questions heard in the HR corridors for long now. Dashboards, data decks and reports generated from information systems are being incorporated in the HR departments’ reports since last decade or so. HR facts like headcount, attrition, productivity, hiring and demographics are some of the popular areas of HR reports. While these forms of analytics did exist in the HR world earlier as well but now it is important to exploit data explosions through advanced analytics so as to provide more...

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Leveraging People Analytics for Enterprise's Competitive Advantage

People are one of the key factors in creating competitive edge for enterprises. However, until late HR and CxOs never had opportunities such as data sciences and advanced analytics techniques to work together to radically improve employee productivity and retention. According to Gartner, by 2018, 25% of large organizations will incorporate social employee recognition and rewards into their performance management processes. Exploitation of analytics that measure various aspects of employee activity will be critical in helping organizations improve business results.

HR analytics could transform workforce data into useful business intelligence and predictive power. Also, important people related decisions backed up...

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Learning Management Systems and Why They Top My 2015 Predictions

In December of 2014, my list of 2015 predictions was topped by the following statement: "Training management finally has its day." It's now March, and time to clarify something very important about that statement. The software vendors themselves need to move the first chess piece. That realization came to me at a celebration of Holi, the spring festival of colors and love.

First, let's back up. My prediction that Learning Management would finally have its day was based on 3 simple premises:

  1. The way people learn has evolved to the point where it doesn't align with traditional
  2. ...
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How to achieve a flawless ‘Say - Do’ ratio?

Kerry Drake on-boarded his United Airlines flight. His mother, who was severely ill, was living her last minutes. He was on the way to see her. Unluckily, his first flight got postponed. Drake broke down. The flight attendants noticed his uncontrollable sobbing and helplessness. Within minutes, the flight's crew responded to this situation by delaying the connecting flight's departure to make sure he got on board and could see his mother. Drake wrote the staff a heartfelt thank-you letter expressing his immense gratitude for a team that was willing to do what it takes to assist him in any way...

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How do you Conduct a Diversity Audit and Survey?

HR Audits are becoming the need of the hour. An audit is typically conducted to identify the baseline or evaluate the current situation within the organization with respect to a certain area or sub-process. Hence in case of Diversity, such an audit is important to understand where the organization stands and the distance it needs to cover with respect to its goals in this area.

If one is conducting a comparative survey, then this helps to assess one’s situation against the market practice.

Planning and implementing a diversity audit is an essential process. Since it is in the nascent...

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Five Ways HR Can Support Their Employees During the Demonetization Drive

There are a lot of things that have happened around the world in 2016. But for us, in India, Demonetization of INR 500 and INR 1000 currency notes, that was announced on 8th November, 2016, is perhaps the highlight of the year.

Though, demonetization is an effort to curb black money, control tax evasion and corruption, teach the black money hoarders and tax evaders a lesson, it has also affected everyone else including the HR function in some way or the other. For HR, fortunately, demonetization brought with it a set of challenges that present opportunities for improvement at the...

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Five Reasons Why Being A Boss Is Tough – Appreciate them some more!

For decades, we've spoken about them behind their backs, made pot shots at their behaviour, their dressing style, cracked jokes about them and ridiculed their way of life. Today our mind cannot but think of this person we deal with [or rather have to deal with] every day. Oh yes, ladies and gentlemen, we are talking about your Boss!

Here are our top five reasons, on why we think, being a boss or a leader is tough work:

1. They have to listen: Here's the thing. On any given day, a boss has to listen to complaints, wish lists,...

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Evolving Role of the L&D Practitioner

How is the learning landscape of the workforce changing?

There are five trends reshaping the learning landscape today. Let’s take a closer look at them.

1. Learning Needs are way too dynamic

Change is the only thing, which is constant today. New business models are emerging in the marketplace. Old organizational structures are giving way to new ones. Rules of doing business are getting redefined. New products and new technologies are transforming human lives. Customer tastes and preferences are evolving. These dynamics are exerting pressure on organizations to build and renew their people capabilities on a continuous basis....

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Employer Branding: Benefits and Challenges

The term "Employer Branding", was first publicly introduced to a management audience in 1990 and was defined by Simon Barrow, Chairman of People in Business; and, Tim Ambler, Senior Fellow of London Business School. It was meant to denote an organisation’s reputation as an employer. Since then, it has gained considerable acceptance in the global management community.

'Employer Branding' could also be defined as the image an organisation has, as a place for work, in the minds of the present employees and key stakeholders. Often considered as a combination of art and science, the discipline of Employer Branding concerns itself...

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Does pay compensate for loss of work-life balance

Reading a post in the paper a few days ago got us thinking about how people (new employees) in a job might really look at their jobs and work life balance.

That particular article in the Times, mentioned that Indian managerial-level employees seem to be rejecting job offers from companies that operate for more than 5 days a week. The underlying logic seems to be that people are willing to put in more hours during the week (and that they don't really mind it) as long as bosses don't give them work on weekends. This is becase stress levels at...

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