This section contains insights related to workplace processes, hr policies and practices.
Compensation benchmarking, or salary surveys are exercises conducted to identify levels and boundaries related to pay grades for a set of positions. Ideally a benchmarking exercises should be undertaken keeping a sample of comparable companies in related business or businesses employing similar manpower. Ideally, the business size has to be near similar – but we…
This approach to benchmarking compensation at your workplace can work across business and sectors, industry domains. If undertaken well, and with reasonable thought and effort the benchmark percentiles would be a good guide related to the identified jobs, industry and target companies. They can help in deciding or recommending your teams increments. The approach assumes…
Any performance management process is based on simple framework. Performance Planning, or Target Setting (KRA*, KPI**, Measures) Performance Review (Review – Feedback – Appraisal – Related decisions.) If you want to bring objectivity in your performance management process, you have to ensure that the performance planning exercise assigns tasks and related targets to employees based…
Identifying hr priorities for a new business or a greenfield operation can be daunting. Ensuring that appropriate hr planning is undertaken helps keep your business well organised. This helps prevents you from feeling the burden once new employees start joining, or when people start refusing your job offers. . The story begins: A company decides…
Ideally for an effective performance management system supporting organisational productivity – it is recommended that the performance plan (KRA & KPI’s) for employees stay as objective as possible. In most cases however, it is not really possible. This is more true in case of employees at junior management and frontline, as well for employees in…
I am adding some related thoughts on these points from the earlier post: Reflections: Visible but difficult to address challenges at workplace. On Yes Men: Most Top Executives love “Yes Men” reporting to them, and they personally love to be “Yes Men” to the top guy. (Point 3, from earlier post.) I may not really…
These reflections relate to some very visible occurrences (but not always) in at least some pockets, in almost every organisation – big or small, MNC or otherwise. Have a look, may be you have also felt the same during your corporate stint. Senior Level executives (CxO & HOD Types), do their best to avoid a decision…
Last year, the CEO of a small IT company asked my firm to undertake a compensation benchmarking exercise to identify compensation of similar manpower in comparable businesses. They wanted benchmarks for the software developers, design guys, and other operations team members in the business. They wanted adequate data to be able to make informed decision…
HR and business heads are thoughtful and concerned when they review employee attrition numbers for their business. Replacing talent is expensive, and high employee turnover can negatively impact business performance. Employee attrition normally gets associated with increased hiring expenses, lost productivity, high cost of training new hires, etc. In this post, I have tried to…
Yeah! It’s simple. And I am not talking about a back rub or spa treatment, though that just may be an icing on top. You need to – Enable your employees become more employable. You need to Enhance their employability. What!! But then, won’t you lose them too soon? When you know the stock price…
I have just been pondering over the case of hiring the right guy for a position. I faced the problem as a corporate HR guy, and I see others facing similar situation every other day. Let’s say, your HOD for customer service needs to hire a vertical head for his/her function. Ideally you should…
Have heard some business managers say – Experience helps you hire the best. People go to the extent of saying – “just by the look of a candidate i can say if he / she is right fit for the job” or “within 5 minutes i can say if he / she is right…
So you have just stepped into a recruitment services firm, fresh from an engineering school or a business school campus. Accept it – most probably you are here because you could not land up any other job. While you have started working as a recruiter, you secretly hate the job, and you wish to dump…
While your organisation may already be having an Internal Job Placement (IJP) process, it is very likely that it’s not robust, effective and possibly it does not add real value to the business as well as people. Of course, it might have helped you close a couple of positions through internal referrals, and it might…
Here are some quick tips for those who are not very comfortable interviewing or who feel that their interviewing skills need some degree of polish. To start with – a simple advice – Be confident. We assume you have 15 minutes to plan for and prepare for the interview. Step 1: Have a quick look…