SHRM South Asia Blog

Six things to keep in mind while hiring through social media in 2016

Nearly 70 per cent of HR professionals use social media for recruitment. According to a study released in September 2015 by The Society for Human Resource Management, in collaboration with Ascendo Resources, 65 per cent of companies surveyed said they discovered new hires through social media channels within the past year.

Social media networks like Twitter and LinkedIn have long been used as a source for both active and passive candidate sourcing. From posting openings to collecting resumes, from increasing the employer brand value proposition to addressing complaints, social media has provedto be useful in...


#SHRMi16 Speaker Series: Meet Harlina Sodhi: Talent Acquisition Metrics Go Beyond Right Time, Right Role, and Right Person

A talented workforce is what gives an organization an edge over its competitors. It is therefore important for all organizations to have a set and well formulated strategy to acquire, engage, and retain talent.

We connected with Harlina Sodhi, Senior EVP, Head, Culture and Capability, IDFC Bank, to understand her viewpoint on talent acquisition and holistic approach to the metrics.

The way we manage our talent has to keep pace with the changes in the workforce composition. We cannot be dependent on our age-old methods to manage and work with a...


#SHRMi16 Speaker Series: Meet Arun Dhaka: Today HR is an Appified World

There's a lot of buzz around HR. There's a new image in the making - its bold and brave. HR is now emerging to be one of the crucial functions in an organization. And it should be, after all the HR does manage an organization's most important asset - its people. So, what exactly is this new change in HR?

We spoke to Arun Dhaka, Country Sales Director, India & South Asia - Cornetstone OnDemand, for his take on the role of HR in people engagement, whether...


#SHRMi16 Speaker Series: Meet Namrata Gill Tyagi: Culture Cannot Be Taken for Granted

Culture - is what sets one person or place apart from another. It is also a major factor in determining if someone would want to revisit or further their acquaintance with you. If it's good - it works as a relationship builder, if not - it drives people away - this is precisely why Culture is an important aspect of the organization set. All stakeholders that engage with the organization will continue to do so only if the 'culture' of that organization is conducive to building long term mutually beneficial relationships...


#SHRMi16 Speaker Series: Meet Yash Mahadik: If You are in the Organization, You Have to Create Value

HR is synonymous with the terms - performance appraisal and bell curve. They use these to promote, place, and assess employee training needs. Till now, it was the HR facilitating the performance appraisal of all the other employees in the organization - but recently there's a lot of buzz around HR - some are asking if we really need HR? some are saying they're the most important - but underutilized - resource in the company. We thought, why not find the answers to these questions by conducting a performance appraisal of...


#SHRMi16 Speaker Series: Meet Abhijit Bhaduri: The Role of HR is to Create a Culture of Learning.

Facilitating learning and training is one of the main functions of HR. Through this, they ensure that their employees are up-to-date with the latest and the required knowledge and skills to do their jobs.

But, can organizations provide all the employees with the required training, and are the employees receptive to these training programs arranged for them? Do they look at them as a value-add? Or would they rather learn on their own and at their own time, and choose their own resources?

We connected with Abhijit Bhaduri, Leadership Coach, Author...


SHRM India HR Awards - Recognizing Excellence in HR Practices

In today's competitive and dynamic business environment, organizations need to pay attention to every aspect of business. They must realize that achieving lasting success in the industry requires more than just high sales or profits. People want and expect more than just salaries, commercial payments, dividends from those that they work for and engage with as shareholders, investors, business partners, vendors, consumers, and as a part of the society in general.

A positive and good review from all the stakeholders of an organization is necessary for sustained growth. It can be achieved only and only through practices that promote honest...


SHRM India partners with XLRI to Launch an Executive Certificate Program

SHRM India along with XLRI, Jamshedpur launched a first of its kind Integrated Executive Certificate Programme that will provide working professionals a comprehensive understanding of Human Resource Management and will prepare them for HR Leadership roles in the global environment. Based on SHRM Global Competency Model, this programme will also help the participants in their preparation for the global SHRM certification exams – SHRM-CP and SHRM- SCP. Talentedge, an e-education provider is to offer an online platform for this program.

Unique features of this programme:

  • This programme offers an opportunity to the students to achieve two important credentials,
  • ...

Preparing for Mumbai: 3 Trends Shaping HR Tech

Big news to share! Last week, I was invited to present the opening keynote at SHRM India’s HR Technology conference in Mumbai. Not only is this an incredible opportunity to learn more about the state of HR technology in one of the world’s fastest growing markets, it also challenges me to put some stakes in the ground on what I think are the most important trends driving innovation in this corner of the enterprise.

I’ve been thumbing through research I’ve done over the years, and found three that I think are worthy of discussion – in Mumbai,...


Predictive Analytics in Recruitment

HR as a function is evolving rapidly. Usage of technology has become a key enabler for HR. Many companies have also started exploring HR Analytics as the next big lever to improve the performance of the organization. However, the success of such initiatives has been uncertain. Further, the adoption of HR Analytics in the recruitment sub-function of HR is even less evolved. Here is an attempt to understand the challenges and the road that lies ahead of us.
Analytics has three levels of sophistication:
1) Hindsight: Data-collection and reporting
2) Insight: Making sense of the data and developing tangible actionable...