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Kanhai Chhugani

#DigitalHR
#DigitalHR, Pray, what’s that?
#DigitalHR, Pray, what’s that? 1024 854 Kanhai Chhugani

Technology is the cause of all evils! Ironically, I stumbled upon this phrase on search giant – Google!

“The workplace experience is changing in profound ways” writes Paul Daugherty in his bestseller, Human + Machine: Re-imagining Work in the Age of #AI. Technology, A.I, machines are not phobic terms if used in the correct context as work-enabling tools for employee empowerment.

According to the Economic Forum and Accenture, 87% of the workforce covered in a recent survey jointly conducted by the two agencies, consider #AI as an important tool that is going to enhance our work experience. Agreeing with this prediction, Jeanne Meister in, The Future Of Work: Three New HR Roles In The Age Of  Artificial Intelligence, written for the Forbes online magazine, observes that in the next few years to come, workers would be ready to use their free time in picking a new set of skills that could support their current field.

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The Future of Human Resources is AI
The Future of Human Resources is AI 960 653 Kanhai Chhugani

One fine morning, I stumbled on this article, India’s HR Tech Market – An ignored billion-dollar pot of gold by PC Quest. Some figures as I read were confidence booster for my business. It predicted that by 2021 HR tech would be a whopping $34 billion business in the global market. Just then, to interrupt my happy thoughts, my doorbell rang, and it was my close friend Ravi, who had dropped in for a chat.

Those numbers were still running in my head, when my friend came in to discuss his future plans. He said was planning to set up a #smallventure in content writing. He has a flair for writing and was planning to hire a few people full time. But here was his situation –

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Good HR Software
The definition of a good HR Software
The definition of a good HR Software 1024 633 Kanhai Chhugani

Shraddha Pandey works for an IT firm in Pune. She joined the company recently as a software developer. Before this she had been working as a freelancer for many years. Due to diligent and helping attitude, she has plenty of goodwill in the market. She has brought in several of her past clients to this company in return for which he has earned a set percentage as referral bonus from her present employer.  

Shraddha has a client in Mumbai who is looking to scale up his start-up. Unwilling to let go of a good opportunity, she has set-up an off-site meeting with this client for the next day. However since she is new in this office and does not know many people, and her immediate boss is on leave, she does not know whom to approach for travel approval. She discussed the matter with a colleague, who told her that there is a lot of red tape involved and an instant approval would be difficult.

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Employee Engagement
Google’s Work Place
Google’s Work Place 750 314 Kanhai Chhugani

‘People Operations’ is the term used by search giant #Google for its Human Resource Department. This in itself says a lot. Continuing with our Google series, this piece will discuss the functional aspects of Google’s workplace, headquartered in Mountain View, California, U.S, which has become a money-spinner of sorts.   

“On average, each Google employee generates nearly $1 million in revenue and $200,000 in profit each year” according to TLNT, a U.S-based news vertical that covers ‘the business of human resources.’

The above statistic begs the question – how are Google employees so super productive?

“A company can’t buy true emotional commitment from managers no matter how much it’s willing to spend; this is something too valuable to have a price tag. And yet a company can’t afford not to have it.” Rightly quoted by Stan Slap, CEO of Slap Company. An organisation needs to find the balance with profit and emotions.

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Employee Engagement
#Google’s Employee Engagement
#Google’s Employee Engagement 750 314 Kanhai Chhugani

How #Google makes it happen‽

The Human Resources department around the globe is facing the biggest test of its time called #EmployeeEngagement.

On the face of it, #Employeeengagement appears to be directly linked to a company’s performance. Other contributing factors could be employee retainership, job satisfaction, roles and responsibilities assigned interest in the job profile so on and so forth.

“Nurturing the people in your organization doesn’t require expensive perks or touchy-feely gimmicks. It’s about motivating, engaging and listening,” says Laszlo Bock, Google’s SVP of People Operations. He should know, as Google continues to rank as an employer of choice in sundry employee surveys.

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