Trends in HRM

Hikes highest in India in 2010

noreply@blogger.com (People Growth) — Tue, 7 Sep 2010 22:17:00 +0530

Job market is looking up in 2010, especially in India. As more and more companies look for measures to cost cutting, more jobs are expected in Asia, India in particular because of the vast experience in service based industry, especially IT industry.

Last year, because of the recession, there were lot of layoffs, probably first time at this scale in India. Lot of dissatisfied employees in the companies are leaving their jobs and looking for new avenues. HR teams trying their level best to retain good talent but looks like the trend will continue for a while. Lot of companies are giving tons of incentives like bonus, mid term market correction etc. because of high attrition. This is especially surprising since there have been talks of double dip recession. Profit of the companies is also dipping because of higher salaries. This may eventually make Indian service industry especially IT industry uncompetitive as difference between US and Indian salaries reduce.

A Strategic Action Plan For Recession Resistant Market

noreply@blogger.com (People Growth) — Fri, 3 Apr 2009 11:28:00 +0530

One of the key ways I had seen companies come out of a recession well is by viewing the period as an opportunity. Clearly, your first priority should be survival, but I like to follow the advice of Warren Buffet: “Be fearful when people are greedy, be greedy when people are fearful”. Here are ten areas of opportunity you should be considering in the next year:Using a strategic thinking and business coach approach, here is my recommended strategic action plan for recession resistant marketing.

1. NEVER STOP MARKETING! Marketing is a continuous, not an intermittent or sometimes endeavor.

2. Contact and reactivate past clients. Call them or send them a letter, but make sure you contact them.

3. Deliver consistent superior service to your clients. Create a WOW factor with your service.

4. Develop your 100 most desired clients list and plan an aggressive business marketing campaign to retain existing clients and attain new clients.

5. Develop and implement an effective Integrated Marketing Communications (IMC) Plan.

6. Develop and implement a contact strategy so you will gain “Top Of Mind Awareness” by being in regular contact with your clients and prospects.

7. Employ cross selling and up selling tactics to increase revenue from new and existing clients.

8. NETWORK! NETWORK! NETWORK!

9. Develop and follow a yearlong marketing activity plan.

10. Continuously test and evaluate your marketing tactics and strategies.

The above strategic action plan provides solid advice to follow in good or bad economic situations. But a commitment to each action in the plan is imperative.

Jobs Cuts Worldwide

noreply@blogger.com (People Growth) — Fri, 13 Feb 2009 08:02:00 +0530

recession has also hit the internet job market.

Google (Search Engine - Advertising Network):100 recruiters, + 10,000 contractors
Digg(Social Media): 7 jobs out of 75 employees
eBay(Shopping/Classified0:1000 Jobs (10% of the workforce)
AdBrite(Advertising Network): 40% of the workforce
Pandora(Internet Radio):20 jobs
SearchMe(Search Engine): 20% of the workforce
TicketMaster(Shopping): 35% of the workforce (around 1000 jobs.)
LinkedIn(Social Network): 10% of the workforce (36 jobs)
Akamai(Technology): 7% of the workforce (110 jobs)
BuzzNet (Social Network): 15 jobs

Impact Of Recession On Job Market

noreply@blogger.com (People Growth) — Thu, 12 Feb 2009 20:39:00 +0530

Recession can be define as a decline in economic activity spread across the economy, lasting more than a few months, normally visible in GDP growth, real personal income, employment , industrial production, and wholesale-retail sales.But for an average person recession can be define as large rise in unemployment. So recession do have a direct and indirect impact on certain profession.

As we all know that US markets have a great impact on the global economic growth. And there is a recession in the US which is affecting Indian market as well as the global markets leading to a global economic slowdown Now since global economy is in recession companies need to have some kind of recesion plan with them.It can also be called as preventive measures or restructuring which can lead the large corporates worldwide for downsizing their staff, production and expenses. Even some of India's biggest companies have laid off several employees and might continue doing so in the coming months.

HIRING TRENDS IN 2009

noreply@blogger.com (People Growth) — Fri, 2 Jan 2009 09:50:00 +0530

As we all know that 2008 was a tough year for Job market. Market suffers alot in 2008 which has a direct impact on recruitment and other HR policies. Looking ahead, recruitment levels are expected to be lower in the new year, but employers are not out of the mix completely; instead they're taking 'a wait and see' approach to hiring. Flexible Work Arrangements, Green Jobs, Diversity Recruitment and Rehiring Retirees Among Trends for 2009

Still there are some companies who are placing the same or greater amount of emphasis on recruitment. For example Cognizant, with headquarters in New Jersey and operations in India, now employs 29,000 people.
Companies are expected to follow global recruiting in which Key focus areas include global sourcing, globalized websites, and globalized employer referral programs. IBM AND Infosys can be example for this new recruitment policy

Models of Training

noreply@blogger.com (People Growth) — Mon, 20 Oct 2008 09:28:00 +0530

Training is a sub-system of the organization because the departments such as, marketing & sales, HR, production, finance, etc depends on training for its survival. Training is a transforming process that requires some input and in turn it produces output in the form of knowledge, skills, and attitudes (KSAs).

THE TRAINING SYSTEM

A System is a combination of things or parts that must work together to perform a particular function. An organization is a system and training is a sub system of the organization. The System Approach views training as a sub system of an organization. System Approach can be used to examine broad issues like objectives, functions, and aim. It establishes a logical relationship between the sequential stages in the process of training need analysis (TNA), formulating, delivering, and evaluating. There are 4 necessary inputs i.e. technology, man, material, time required in every system to produce products or services. And every system must have some output from these inputs in order to survive. The output can be tangible or intangible depending upon the organization’s requirement. A system approach to training is planned creation of training program. This approach uses step-by-step procedures to solve the problems. Under systematic approach, training is undertaken on planned basis. Out of this planned effort, one such basic model of five steps is system model that is explained below. Organization are working in open environment i.e. there are some internal and external forces, that poses threats and opportunities, therefore, trainers need to be aware of these forces which may impact on the content, form, and conduct of the training efforts. The internal forces are the various demands of the organization for a better learning environment; need to be up to date with the latest technologies.

The three model of training are:

1. System Model
2. Instructional System Development Model
3. Transitional model

Career Planning

noreply@blogger.com (People Growth) — Mon, 20 Oct 2008 09:20:00 +0530

Long past are the days of lifetime employment and now you need to plan careers as how to shift from one organization to another for gaining maximum industry experience. The task of career planning is quite a laborious one and it requires systematic planning of every step and a calculated execution. Take the onus of planning your own career.

Steps in Career Planning Process

Step One: Self Assessment

The first and foremost step in career planning is to know and assess yourself. You need to collect information about yourself while deciding about a particular career option.You must analyze your interests, abilities, aptitudes, desired lifestyle, and personal traits and then study the relationship between the career opted for and self.

Step Two: Goal Setting

Set your goals according to your academic qualification, work experience, priorities and expectations in life. Once your goal is identified, then you determine the feasible ways and objectives how to realize it.

Step Three: Academic/Career Options

Narrow your general occupational direction to a particular one by an informatory decision making process. Analyze the career option by keeping in mind your present educational qualification and what more academic degrees you need to acquire for it.

Step Four: Plan of Action

Recognize those industries and particular companies where you want to get into. Make the plan a detailed one so that you can determine for how many years you are going to work in a company in order to achieve maximum success, and then switch to another. Decide where you would like to see yourself after five years and in which position.

Step Five: Catch Hold of Opportunities

Opportunity comes but once. So, whenever you get any opportunity to prove yourself and get into your desired career, try to convert it in every way for suiting your purpose. Remember, a successful professional is also quite opportunistic in his moves, examining every opening to turn to his favor.

Advice on Career Planning

Try not to waste much time and wait too long between career planning sessions.

Don't ever judge and analyze yourself, like your likes and dislikes, abilities, etc. by listening to what people around you say. Be your best judge.

Be open to constructive criticisms.

What is Strategic Planning?

noreply@blogger.com (People Growth) — Mon, 20 Oct 2008 08:59:00 +0530

Simply put, strategic planning determines where an organization is going over the next year or more and how it's going to get there. Typically, the process is organization-wide, or focused on a major function such as a division, department or other major function. (The descriptions on this page assume that strategic planning is focused on the organization.)
Planning typically includes several major activities or steps in the process. Different people often have different names for these major activities. They might even conduct them in a different order. Strategic planning often includes use of several key terms. Different people might use apply different definitions for these terms, as well.
Don't be concerned about finding the "perfect way" to conduct strategic planning. You'll soon notice that each writer seems to have their own particularly interpretation of the activities in strategic planning. However, as you read the materials linked from the topic Strategic Planning in this library, you'll begin to notice some information that is common to most writers.
Read the basic description described below on this page. Then review the various materials linked from the library in the topic Strategic Planning. Once you start strategic planning, you'll soon find your own particular approach to carrying out the process.

Major activities in strategic planning :-

1. Strategic Analysis
This activity can include conducting some sort of scan, or review, of the organization's environment (for example, of the political, social, economic and technical environment). Planners carefully consider various driving forces in the environment, for example, increasing competition, changing demographics, etc. Planners also look at the various strengths, weaknesses, opportunities and threats (an acronym for this activity is SWOT) regarding the organization.
(Some people take this wide look around after they've identified or updated their mission statement, vision statement, values statement, etc. These statements are briefly described below. Other people conduct the analysis before reviewing the statements.)
(Note that in the past, organizations usually referred to the phrase "long-range planning". More recently, planners use the phrase "strategic planning". This new phrase is meant to capture the strategic (comprehensive, thoughtful, well-placed) nature of this type of planning.)

2. Setting Strategic Direction

Planners carefully come to conclusions about what the organization must do as a result of the major issues and opportunities facing the organization. These conclusions include what overall accomplishments (or strategic goals) the organization should achieve, and the overall methods (or strategies) to achieve the accomplishments. Goals should be designed and worded as much as possible to be specific, measurable, acceptable to those working to achieve the goals, realistic, timely, extending the capabilities of those working to achieve the goals, and rewarding to them, as well. (An acronym for these criteria is "SMARTER".)
At some point in the strategic planning process (sometimes in the activity of setting the strategic direction), planners usually identify or update what might be called the strategic "philosophy". This includes identifying or updating the organization's mission, vision and/or values statements. Mission statements are brief written descriptions of the purpose of the organization. Mission statements vary in nature from very brief to quite comprehensive, and including having a specific purpose statement that is part of the overall mission statement. Many people consider the values statement and vision statement to be part of the mission statement. New businesses (for-profit or nonprofit) often work with a state agency to formally register their new business, for example, as a corporation, association, etc. This registration usually includes declaring a mission statement in their charter (or constitution, articles of incorporation, etc.).
It seems that vision and values statements are increasingly used. Vision statements are usually a compelling description of how the organization will or should operate at some point in the future and of how customers or clients are benefitting from the organization's products and services. Values statements list the overall priorities in how the organization will operate. Some people focus the values statement on moral values. Moral values are values that suggest overall priorities in how people ought to act in the world, for example, integrity, honesty, respect, etc. Other people include operational values which suggest overall priorities for the organization, for example, to expand marketshare, increase efficiency, etc. (Some people would claim that these operational values are really strategic goals. Don't get hung up on wording for now.)

3. Action Planning

Action planning is carefully laying out how the strategic goals will be accomplished. Action planning often includes specifying objectives, or specific results, with each strategic goal. Therefore, reaching a strategic goal typically involves accomplishing a set of objectives along the way -- in that sense, an objective is still a goal, but on a smaller scale.
Often, each objective is associated with a tactic, which is one of the methods needed to reach an objective. Therefore, implementing a strategy typically involves implementing a set of tactics along the way -- in that sense, a tactic is still a strategy, but on a smaller scale.
Action planning also includes specifying responsibilities and timelines with each objective, or who needs to do what and by when. It should also include methods to monitor and evaluate the plan, which includes knowing how the organization will know who has done what and by when.
It's common to develop an annual plan (sometimes called the operational plan or management plan), which includes the strategic goals, strategies, objectives, responsibilities and timelines that should be done in the coming year. Often, organizations will develop plans for each major function, division department, etc., and call these work plans.
Usually, budgets are included in the strategic and annual plan, and with work plans. Budgets specify the money needed for the resources that are necessary to implement the annual plan. Budgets also depict how the money will be spent, for example, for human resources, equipment, materials, etc.
(Note there are several different kinds of budgets. Operating budgets are usually budgets associated with major activities over the coming year. Project budgets are associated with major projects, for example, constructing a building, developing a new program or product line, etc. Cash budgets depict where cash will be spent over some near term, for example, over the next three months (this is very useful in order to know if you can afford bills that must be paid soon. Capital budgets are associated with operating some major asset, for example, a building, automobiles, furniture, computers, etc.

STRATEGIC CONTROL & ITS IMPORTANCE

noreply@blogger.com (People Growth) — Sat, 18 Oct 2008 21:35:00 +0530

Strategic control is concerned with tracking the strategy as it is being implemented, detecting any problems areas or potential problem areas, and making any necessary adjustments.
Newman and Logan use the term "steering control" to highlight some important characteristics of strategic control Ordinarily, a significant time span occurs between initial implementation of a strategy and achievement of its intended results. During that time, numerous projects are undertaken, investments are made, and actions are undertaken to implement the new strategy.
Also the environmental situation and the firm's internal situation are developing and evolving. Strategic controls are necessary to steer the firm through these events. They must provide some means of correcting the directions on the basis of intermediate performance and new information.

IMPORTANCE OF STRATEGIC CONTROL

Henry Mintzberg, one of the foremost theorists in the area of strategic management, tells us that no matter how well the organization plans its strategy, a different strategy may emerge.
Starting with the intended or planned strategies, he related the five types of strategies in the following manner:

Intended strategies that get realized; these may be called deliberate strategies.
Intended strategies that do get realized; these may be called unrealized strategies.
Realized strategies that were never intended; these may be called emergent strategies.
Recognizing the number of different ways that intended and realized strategies may differ underscores the importance of evaluation and control systems so that the firm can monitor its performance and take corrective action if the actual performance differs from the intended strategies and planned results.
information.

Disclaimer

noreply@blogger.com (People Growth) — Thu, 9 Oct 2008 22:10:00 +0530

This policy is valid from 01 February 2008.

This blog is a personal blog written and edited by me. For questions about this blog, please contact people.growth@gmail.com.

This blog accepts forms of cash advertising, sponsorship, paid insertions or other forms of compensation.

This blog abides by word of mouth marketing standards. We believe in honesty of relationship, opinion and identity. The compensation received may influence the advertising content, topics or posts made in this blog. That content, advertising space or post will be clearly identified as paid or sponsored content.

The owner(s) of this blog is compensated to provide opinion on products, services, websites and various other topics. Even though the owner(s) of this blog receives compensation for our posts or advertisements, we always give our honest opinions, findings, beliefs, or experiences on those topics or products. The views and opinions expressed on this blog are purely the bloggers' own. Any product claim, statistic, quote or other representation about a product or service should be verified with the manufacturer, provider or party in question.

The author advices users to check with certified experts before taking any investment decision. The author does not guarantee the accuracy, adequacy or completeness of any information and is not responsible for any errors or omissions or for the results obtained from the use of such information.

Author especially states that he has no financial liability whatsoever to any user on account of the use of information provided on his website. Please contact at people.growth@gmail.com for any suggestions or advertising opportunities.

Contact Us

noreply@blogger.com (People Growth) — Thu, 9 Oct 2008 22:09:00 +0530

Talent Management

noreply@blogger.com (People Growth) — Tue, 23 Sep 2008 08:27:00 +0530

Good performance management cannot be reduced to a "magical form," but instead is a process that provides feedback, accountability, and documentation for performance outcomes. It also helps employees to channel their talents toward organizational goals

Define the purpose of the job, job duties, and responsibilities.
Define performance goals with measurable outcomes.
Define the priority of each job responsibility and goal.
Define performance standards for key components of the job.
Hold interim discussions and provide feedback about employee performance, preferably daily, summarized and discussed, at least, quarterly. (Provide positive and constructive feedback.)
Maintain a record of performance through critical incident reports. (Jot notes about contributions or problems throughout the quarter, in an employee file.)
Provide the opportunity for broader feedback. Use a 360 degree performance feedback system that incorporates feedback from the employee's peers, customers, and people who may report to him.
Develop and administer a coaching and improvement plan if the employee is not meeting expectations.

Six Sigma -What is Six Sigma

noreply@blogger.com (People Growth) — Mon, 22 Sep 2008 08:51:00 +0530

Six Sigma - What is Six Sigma

Six Sigma at many organizations simply means a measure of quality that strives for near perfection. Six Sigma is a disciplined, data-driven approach and methodology for eliminating defects (driving towards six standard deviations between the mean and the nearest specification limit) in any process -- from manufacturing to transactional and from product to service.

The statistical representation of Six Sigma describes quantitatively how a process is performing. To achieve Six Sigma, a process must not produce more than 3.4 defects per million opportunities. A Six Sigma defect is defined as anything outside of customer specifications. A Six Sigma opportunity is then the total quantity of chances for a defect. Process sigma can easily be calculated using a Six Sigma calculator .

The fundamental objective of the Six Sigma methodology is the implementation of a measurement-based strategy that focuses on process improvement and variation reduction through the application of Six Sigma improvement projects . This is accomplished through the use of two Six Sigma sub-methodologies: DMAIC and DMADV. The Six Sigma DMAIC process (define, measure, analyze, improve, control) is an improvement system for existing processes falling below specification and looking for incremental improvement. The Six Sigma DMADV process (define, measure, analyze, design, verify) is an improvement system used to develop new processes or products at Six Sigma quality levels. It can also be employed if a current process requires more than just incremental improvement. Both Six Sigma processes are executed by Six Sigma Green Belts and Six Sigma Black Belts , and are overseen by Six Sigma Master Black Belts.

According to the Six Sigma Academy, Black Belts save companies approximately $230,000 per project and can complete four to 6 projects per year. General Electric, one of the most successful companies implementing Six Sigma, has estimated benefits on the order of $10 billion during the first five years of implementation. GE first began Six Sigma in 1995 after Motorola and Allied Signal blazed the Six Sigma trail. Since then, thousands of companies around the world have discovered the far reaching benefits of Six Sigma

Sample HR Resume for Freshers

noreply@blogger.com (People Growth) — Wed, 17 Sep 2008 09:59:00 +0530

Human Resources Resume Tips :

The human resources professional is an important part of a successful company. They have a wide variety of responsibilities, including hiring new employees, dealing with labor disputes, and training employees compensation and benefits programs, union and labor relations and many more.They also act as counselors, offering assistance to employees dealing with personal issues, so they need to have a personal touch as well. The human resources resume should reflect the various roles that you can deal with or already have handled so that your understanding of the job is visible.

How can you make your human resources resume Effective?

Your human resources resume should reflect your understanding of how HR policies impact the overall business mission and goals. Highlight the job responsibilities you understand or have already dealt with. For example administer benefits plans, maintain employee relations, ensure legal compliance, etc.

To make your resume stand different, go beyond listing your job functions and show how your services made a real difference to the organisation.Use the following as titles :

HR, HR assistant , HR director, human resources manager, human resources generalist, staffing manager, human resource specialist, HR benefits analyst, recruiter, executive recruiter, benefits coordinator, director of recruiting, compensation analyst, human resources coordinator, personnel representative, personnel supervisor, HRIS analyst, payroll supervisor.

Consider the following areas to examine yourself. This may help you to specify your achievements and understanding of your job.
Initiation / Development of any new HR policy or procedure.
Any notable improvement in employee retention or satisfaction.
Your role in improving employee morale.
Your role in improving the benefits program or launch of new employee benefits.
Any contribution in effective strategies for screening and recruitment.
Role in introduction of any HR systems that enhanced efficiency.
Role in training new or existing staff, number of people trained under you.
Role in organisational development initiatives, such as integrating two organisations after a merger, downsizing or expanding.
Responsibility in any special projects
Participation in any leadership initiatives in favour of positive results

An Integrated Competency-Based HR System

noreply@blogger.com (People Growth) — Mon, 1 Sep 2008 08:32:00 +0530

What are competencies?

Competencies are those measurable or observable knowledge, skills, abilities and other behaviors critical to success in a key job role or function.
Competencies encompass the more familiar “KSAs” (knowledge, skills and abilities), but are more powerful in that they emphasize a person’s ability to produce an expected outcome. A competency is often a set of related KSAs that work together to produce key outcomes. In other words, excellent performance often cannot be understood only in terms of isolated knowledge, skills, or abilities. Rather, it results from a combination of these attributes working together. The use of competencies allows us to take a more holistic view of performance.

What is a an integrated competency-based HR system?

An integrated competency-based HR system uses a common vocabulary of competencies across HR processes to help provide clarity to managers, employees, and job candidates regarding the skills, traits, etc. that are most important. Competencies identified for success – for a particular position, a group of like positions, or perhaps for an entire organization – are attached to positions and follow them through the HR system and processes. Competencies are used in recruiting, assessment and selection, development, performance management, rewards and compensation, and succession planning.

What are the benefits of using competencies?

By providing a more holistic view of all the important attributes for success in a job, a competency approach will improve the understanding of what it really takes to perform well. Using competencies can create a foundation for high-performance HR management programs to attract, develop and retain the talent needed to succeed.

Competencies = Those measurable or observable knowledge, skills, abilities, and behaviors critical to success in a key job role or function.

Upcomming things in Human Resource

noreply@blogger.com (People Growth) — Mon, 1 Sep 2008 08:20:00 +0530

Human resource management is a process of bringing people and organizations together so that the goals of each other are met. The role of HR manager is shifting from that of a protector and screener to the role of a planner and change agent. Personnel directors are the new corporate heroes. The name of the game today in business is personnel . Nowadays it is not possible to show a good financial or operating report unless your personnel relations are in order.

Over the years, highly skilled and knowledge based jobs are increasing while low skilled jobs are decreasing. This calls for future skill mapping through proper HRM initiatives.
Indian organizations are also witnessing a change in systems, management cultures and philosophy due to the global alignment of Indian organizations. There is a need for multi skill development. Role of HRM is becoming all the more important.

Some of the recent trends that are being observed are as follows:
The recent quality management standards ISO 9001 and ISO 9004 of 2000 focus more on people centric organizations. Organizations now need to prepare themselves in order to address people centered issues with commitment from the top management, with renewed thrust on HR issues, more particularly on training.

Charles Handy also advocated future organizational models like Shamrock, Federal and Triple I. Such organizational models also refocus on people centric issues and call for redefining the future role of HR professionals.

To leapfrog ahead of competition in this world of uncertainty, organizations have introduced six- sigma practices. Six- sigma uses rigorous analytical tools with leadership from the top and develops a method for sustainable improvement. These practices improve organizational values and helps in creating defect free product or services at minimum cost.

Human resource outsourcing is a new accession that makes a traditional HR department redundant in an organization. Exult, the international pioneer in HR BPO already roped in Bank of America, international players BP Amoco & over the years plan to spread their business to most of the Fortune 500 companies.

With the increase of global job mobility, recruiting competent people is also increasingly becoming difficult, especially in India. Therefore by creating an enabling culture, organizations are also required to work out a retention strategy for the existing skilled manpower.

Competency mapping

noreply@blogger.com (People Growth) — Sat, 29 Mar 2008 10:45:00 +0530

Competency Mapping is a process of identifying key competencies for an organization and/or a job and incorporating those competencies throughout the various processes (i.e. job evaluation, training, recruitment) of the organization. In general , we would define a competency as a behavior (i.e. communication, leadership) rather than a skill or ability.

The steps involved in competency mapping with an end result of job evaluation include the following:

1) Conduct a job analysis by asking incumbents to complete a position information questionnaire(PIQ). This can be provided for incumbents to complete, or you can conduct one-on-one interviews using the PIQ as a guide. A sample PIQ that we use when conducting this step with our clients was provided to this client. The primary goal is to gather from incumbents what they feel are the key behaviors necessary to perform their respective jobs.

2) Using the results of the job analysis, you are ready to develop a competency based job description. A sample of a competency based job description generated from the PIQ was provided to this client. This was developed after carefully analyzing the input from the represented group of incumbents and converting it to standard competencies.

3) With a competency based job description, you are on your way to begin mapping the competencies throughout your human resources processes. The competencies of the respective job description become your factors for assessment on the performance evaluation. Using competencies will help guide you to perform more objective evaluations based on displayed or not displayed behaviors.

4) Taking the competency mapping one step further, you can use the results of your evaluation to identify in what competencies individuals need additional development or training. This will help you focus your training needs on the goals of the position and company and help your employees develop toward the ultimate success of the organization.

Social Networking -Buzzword in Recruitment

noreply@blogger.com (People Growth) — Wed, 19 Mar 2008 16:00:00 +0530

Social Networking is the Internet's latest darling. And throughout the last year it has been moving quickly into the professional arena of recruiting and staffing. The loudest of these entrants is LinkedIn and Jobster. Jobster was first and loudest but LinkedIn and others are making noise and you can bet there will be many more coming soon, including existing recruitment software and services powerhouses adding this functionality to their offerings.

Networking enables you to:-find high quality prospects who (a) have not applied for one of your openings, (b) are not familiar with your organization and/or (c) may not even be looking for another opportunity;-pre-qualify them or make an initial evaluation of their potential contribution to and fit with your organization; and-pre-sell them or begin a private conversation (away from the meeting or online forum) where you endeavor to convince them that it’s in their best interest to consider joining your organization

While social networking is one of the current mainstream media buzzwords, in the recruitment and staffing space it's all about helping employers to find and better match candidates to open job positions - and build a talent pool. Whether social networking is the answer is yet to be seen.

Talent Management

noreply@blogger.com (People Growth) — Thu, 6 Mar 2008 19:31:00 +0530

There is a range of views about the usefulness of the term TALENT MANAGEMENT – and indeed its meaning.But first we need to understand what is talent management?Talent management is refers to the process of developing and keeping current workers and attracting highly skilled workers to work for your company. Talent management in this context does not refer to the management of entertainers. The term was coined by McKinsey & Company following a 1997 study. However, broadly speaking it can be understood as referring to the identification development engagement/retention deployment of those employees who are particularly valuable to an organisation – either in view of their ‘high potential’ for the future or because they are fulfilling business/operation-critical roles. Today, many organizations are moving beyond the implementation of basic HR service delivery into a more strategic use of HR technologies. Increasingly, this means a focus on talent management applications and especially the growing use of manager self-service (MSS) to deliver these applications.

The focus on talent management is made possible in part because companies are reaping the benefits of their existing investments in HR systems and are able to now focus on more strategic goals for these systems. Not surprisingly, they are reporting improvements in efficiency and effectiveness that derive from successful implementation of core upgrades of various HR service domains (e.g., benefit administration, payroll) and the growing use of MSS and employee self-service (ESS). For most companies, the time HR staff and employees spend on routine benefit transactions is down.

There are certain steps of talent management which are as follows:

Attracting Talent: Creating Assessment and Selection Strategies and Processes
Retaining Talent: Reducing Turnover and Aligning Talent with Organization Goals
Developing Talent: Challenging Your People with Executive Coaching and Leadership Development Programs

Career In Human Resource Management

noreply@blogger.com (People Growth) — Fri, 22 Feb 2008 09:07:00 +0530

As we all know 2007 was the year of Indian companies going global, skyrocketing pay packages and countless job opportunities, the coming year promises to take these developments to the next level.

Temporary staffing , leadership development, compensation management and healthcare benefits will be the key word in the 2008. Temporary staffing is finally catching up in India.In this ,worker's with an organisation will be on a third-party (staffing company) payroll. many large Indian organisations are now hiring a part of their workforce from employee leasing firms. The reason is not too difficult to guess—as organisations focus on their core business strengths in a highly competitive environment, the non-core functions are outsourced. In a recruitment market where the concept of full-time employment is increasingly becoming a thing of the past, temporary staffing is emerging as the viable option.

Leadership development, aligning and integrating people’s performance with business goals, management of intellectual capital and compensation management are some other buzz words which will require attention of HR managers in the coming years.

As we all know effective leadership leads to greater engagement, which leads to better business outcomes. Another important thing is that a company must identify promising leaders as early as possible in order to place them in a position to advance. Without this foresight, many companies could find themselves without motivated people who have been groomed to lead.

HR experts say that except manufacturing, nearly all other sectors can be noticed hire robustly. “Sectors like IT, retail, telecom, real estate, infrastructure and media are all going to hire in a big way.

Recuitment Process Outsourcing

noreply@blogger.com (People Growth) — Thu, 21 Feb 2008 23:15:00 +0530

With advancement of technology and globalization there is a shotage of skilled labour which have resulted in large scale changes in recruitment practices.Many organisations have moved to outsourcing all of their non-core activities. P.E.O.’s(professional employment organisations) have emerged to manage multiple employee groups for companies outsourcing the human resource function. All employees from unskilled positions through to the CEO can, and are, outsourced.

Recruitment Process Outsourcing (RPO) is steadily gearing up for a new role. RPO play a major role to bridge this gap between demand and supplyof jobs. In India, the sector is currently at its infancy stage.

RPO is primarily being practiced in two models - one is pure sourcing and providing support services to on-shore based recruiters to enhance their productivity and effectiveness. Second one- is a full cycle recruiting from sourcing, screening and on-boarding for both temporary contract as well as permanent positions. This is to reduce the overall cost of recruiting process and to improve competence at the same time.

So RPO takes care of the entire recruitment process and saves time and cost of companies, its a welcome move.

First Post

noreply@blogger.com (People Growth) — Thu, 21 Feb 2008 22:31:00 +0530

Hi,

Welcome to the site! In this website, I will try to update you about the upcoming trends in Human Resource Management. There will be posts about the various functions and careers prospects in this field.

Please feel free to give your comments and feedback.