General

Strategic Human Resources Management

Human resources should never just be a glorified retention department for employees.  Human resources should be a safe space for all to feel comfortable coming to and talking about whatever is weighing on their minds.  HR should also be an opportunity for companies to learn more about their employees without being invasive or prying.

When a problem arises, human resources management should be able to identify, solve, and learn from them to reduce wasted resources.  In order for human resources management to work efficiently, they need to address cultural, personal, and business strategies.

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She Power
Adapt to She-Power

Do you actually think a leave of three months is good enough for a woman executive to get back to her career leaving her new-born in the hands of a nanny?

Possibly not!

Unfortunately many companies continue to feel a twelve-week leave is more than enough. They do not think about the support systems or about the adjustments a woman has to make after giving birth to a child. The Result? They lose their women executives.

Harleen Arora, a senior executive with a multinational bank quit her post when her request for more than those twelve weeks of maternity leave by the content management firm she was working for, was unceremoniously turned down. It has been two years now and she regrets her decision. She thinks she could have tried to retain her job by negotiating with her boss, rather than giving in to her personal circumstances.

Meenakshi, another 26 year old executive, found herself in the same situation after giving birth to her child.

In fact 48 per cent of the women in India have to give up their careers in the mid-way owing to their family responsibilities. Those who don’t give up, end up taking too many leaves to care for their children and assume their family responsibilities. This will in turn affect their appraisal prospects and promotions.

In some way this affects the companies too. Not only do they lose talent, they will have to spend extra time and money on recruiting new people and training them to fill up the positions. Even after doing so, the new employees may or may not be able to contribute much towards the profitability and the success of the company, the way the previous employees did.

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Get more done in less time with office automation tools

“Behind every successful business is an efficient Human Resource department”

“Investing in Automation software to operate our travel concierge business, which we run for Disney Destinations, was one of the best decisions we made. Now we have everything under control…

  • Managing our clients…
  • Sending emails…
  • Following up on payments…
  • Thank-you letters…
  • Preplanning questionnaires…
  • Sending travel insurance reminders…

…and even making monthly payments on a hundred other things.

At EasyHR, we use a battery of sophisticated software to automate all these routine tasks, tailored to match our clients’ requirements. We use it to personalize senior managers’ vacation plans; improve communication with their respective teams and focus on building their business networks. No more do they have to get involved in the mundane activities related to office administration.

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egg-on-face-egg
Sometimes the most efficient of an HR Manager can end up with egg on his face

Here’s how to cope with such a scenario

Haresh Mehta couldn’t  undo April 29, 2015, the day a flunky in his human resources (HR) team accidentally shot off a “You didn’t get the job” email to 60-odd  applicants, including candidates already short-listed for the job!

To be fair, in any manual job, some bloomers can’t be avoided. Others can at least be prevented, if you take the right steps to decrease the risk of messing up. HR Managers who have lived through such nightmares suggest you pin down exactly what you need before reviewing vendors, picking software, filing reports and short listing candidates . Ask questions. Run pilots. Tear apart the charade of smooth-talking sales reps and grill people you want to hire. Leave no stone unturned in doing your homework and then some.

Take a cue from Mehta. He had to send a recall mail but the damage was already done. Rather than look for a fall guy, he later felt compelled to issue a personal apology to all those rejected candidates, explaining what had happened and why they weren’t being considered for the job.

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