General

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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startup business, software developer working on computer at modern office
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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Diversity Workplaces
Diversity Workplaces are Better Workplaces

The Key to manage diversity at your workplace

Business acquisitions and cross-border mergers are propelling organizations to draw human resources from other countries in their efforts to deploy multi-skilled teams on specific projects. While diversity comes with a lot of benefits, it also brings its own set of challenges, such as:

  • A Broader Employee Base: By going diverse, you have to be able to facilitate engagement, wherever you have your staff. Virtual hubs, such as Slack have shot up in place of physical offices as their meeting spaces. Emails and online conferences get nearly all work done, from your connected device.
  • Higher Chances of Miscommunication: When there is diversity, communication can be a challenge unless the organization comes up with certain ground rules of expression. There needs to be an atmosphere of clarity wherein task managers work towards understanding individual cultures of people in order to iron out the differences.
  • Higher Cost: On the flipside, diversity implies additional cost head. It implies installing elevators and ramps and setting sexual harassment grievance redressal mechanisms in place.
  • Better Adaptability: The multicultural advantage that you gain enables you to respond faster and more readily to the changes that you come across in your business environment.

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How can technology make HR more innovative?

Most people don’t associate HR with innovation. They associate HR with management, rules, policies, KRAs, increments, payroll administration etc.

However today’s “always on” workers are more connected, net-savvy, and expect their employee benefits to be delivered to them at the push of a button. This new kind of workplace demands innovation – and not just administration to create high impact HR changes at the organization level.

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