General

The importance of Human Resources to an Organization
725 467 Kanhai Chhugani

It is possible to find a human resource department in almost all the organizations out there in the world. In fact, the human resource department has the potential to manage the most important and valuable resources of an organization. Without a proper functioning human resource department, a company would fail to achieve a high level of efficiency and workforce management.

The role played by human resources within an organization

  • Recruitment – The recruitment of new employees can contribute towards the longevity of any business. The human resources department has a clear understanding about the available vacancies within an organization and it takes necessary measures in order to fill up those vacancies. Recruiting new employees is a lengthy process. It is associated with advertising new job postings, sourcing potential candidates, screening the applicants, conducting interviews in the preliminary stage and coordinating with the managers who are responsible for making the final decision.
  • Establishing relationships with employees – The HR department is responsible for maintaining relationships with employees in a unionized work environment. It also focuses on strengthening the relationships among employees. As a result, the HR department is in a position to resolve all sorts of conflicts that arise within the organization.
  • Ensuring the safety of employees – It is extremely important for all the organizations to pay special attention towards workplace safety. The HR department takes necessary measures in order to create a safe working environment for the employees. It is also responsible for reporting injuries that take place within the organization to higher management.
  • Offering benefits and compensation to the employees – Compensation and the benefits that should be given to the employees is handled by one of the specialists in HR department. That person evaluates the competitive pay practices as well.
  • Training and development – All the employees within an organization should be provided with a proper training. It is the human resources department that is responsible for offering proper training and development for all the employees. Most of the HR departments out there in the world tend to offer professional development and leadership training for the employees in addition to extensive orientation training. It will help the employees to adapt accordingly to the organizational culture and perform with their maximum potential towards its development.

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What Changes can you expect in HR in 2017?
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HR has come a long way in becoming a strategic player that adds a lot of value to the business. Functional work has been almost eliminated to avoid complexities. Manual tasks have been replaced by automated processes, reducing errors and time. All in all, 2016 has definitely been excellent for HR practices. However, 2017 is going to be even more exciting.

While we saw organizations give more importance to organizational efficiency, workplace wellness and employee well-being, all this is only going to accelerate in the coming years. Efforts will be made towards improving employee engagement, bringing in more flexibility, boosting career growth and planning.

HR has always been slow in adopting technology to find, screen and recruit new talent. This trend has already started to change and 2017 is going to see an improved adoption of the latest technology.

Here is a list of trends that are likely to surface in the field of HR this year:

Focus on Improving Employee Experiences

Enhancing customer experiences have always been the focal point of all businesses till now. Nevertheless, employers have to now work hard towards keeping their employees happy. This is the only way to fill up the skill gaps that is one of the main challenges being faced by HR today.

Better compensation, more benefits, job security and respectful treatment were the contributors for job satisfaction in 2016. HR trends in 2017 will see more of job perks, paid parental leave, career tracking and more to make sure the skilled employees don’t leave.

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Strategic Human Resources Management
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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
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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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