Search Results

Talent management is the systematic HR process to attract, recruit, develop, motivate and retain high-performing top-notch employees. These set of HR processes are integrated with each other and touches on all key HR areas, from hiring to employee on-boarding and from performance management to retention. The basic purpose of talent management is to increase performance and it is aimed at motivating, engaging, and retaining employees to make them perform better. When it’s done right, companies can build a sustainable competitive advantage and outperform their competition through an integrated system of talent management practices which are hard to duplicate. To achieve this, a strong and effective talent management strategy is key. The number of key HR processes which are involved in talent management are listed below: 1. Sourcing and Attracting the Talent The first and most important step of the talent management process is attracting and selecting A-listed players. When a company can both attract and select (future) top performers, all its other talent management practices will be much more effective. Employment branding is the concept that comes into play at this moment. Best thing to do for employment branding is to be honest. Searching for the people according to the requirement is the main activity in this step. Look out for the platforms like LinkedIn where you can search highly talented people. Significant amount of them also comes from internal candidates and through referral schemes. Referral schemes are highly effective as they help to pick up candidates that on-board quicker and perform better. 2. Recruiting and Selecting This is the stage where you conduct interviews and recruit the top talent by utilizing relevant assessments and interview tools to identify the best person in accordance to the key criteria laid out by the department manager. 3. Employee Retention Now that you have recruited the best employees, you need to make strategies to retain them. Incentives and salary hikes are not the only things you should do to retain your employees, you must give them the room for creativity and create opportunities for growth such as career paths, global opportunities within the organization and by empowering them to flourish into the role. 4. Promotion Promotion helps your employees grow in their professional career. Nobody wants to work at the same designation for a long period of time. Promote the hired talent gradually to new roles. 5. Performance Appraisal It is very important to measure the performance of an employee to identify his true potential. You can check whether the person can be loaded with extra responsibilities or not. 6. Succession Planning You want to be able to fill crucial top positions whenever they become vacant. Having a talent pipeline that ensures succession planning is a key element in this. It is a conscious decision by an organization to nurture and develop the continuous development of their employees. 7. Learning and development It’s the best practice in talent management, educating employees helps to increase performance and retention. After all, once you’ve recruited the best people, you want to make sure they remain the front-runners in the field so laying out training programmes through internal/external training providers which will help them in upskilling. Creating a talent strategy isn’t easy – but when done precisely, it can be very rewarding. I hope you see that in order to win the war on talent, one needs focused talent strategies as the ones listed above. How important is it to incorporate successful teams in place? Does your company believe in developing successful teams? Comments? Written by: Girish Rohra Chawla Follow us on Social Media FB: @millennialhrconsultant Linkedin: http://linkedin.com/in/millennial-hr-consultant-486551194 Instagram: @millennialhrconsultant

In order to become a better leader, one must master the skills of being a team player with the right traits, interpersonal skills as well as communication abilities. If one wants their organization to be successful, they need to learn to show exceptional leadership characteristics. Employers not only look for professional expertise in the people they hire but also look for other qualities such as ability to build reputation with customers and co-workers. Putting a dream team together. Anybody who has ever achieved anything on a high scale knows how to put a dream team together, people who truly believe in your vision and can see the possibility of something materializing. People who doubt your ideology cannot be included in your dream team. Bring people together with a common incentive. Leadership starts with having a vision and being able to articulate it in a way that people understand which begins with the most important job that is recruiting, finding the right people who have an understanding of what needs to be done and are passionate about it. They don’t even have to be seasoned professional as long as they have the up-to-date understanding of what is required of them. Skill and personality. Along with being organized and calculated, a person should be confident to jump into action as a “go getter” and should know how to keep the fellow team members together, hence it is very important to work on personal development in order to handle a team efficiently. Having special skills of facilitation and managing the process with an understanding why it is important to pay close attention to instructions is a pivotal combination that leads a team to success. Working with diverse people. A diverse work environment is almost a requirement in the modern working world, as globalization takes over many industries and people with a wide range of backgrounds and skill-sets can have stronger dynamics, diversity helps them to become better communicators and collaborators along with bringing new perspectives to the workplace. Productive problem solving. A diverse team brings a wide range of thought processes and perspectives when employees feel that they are a part of a team where they feel accepted and their morality is nurtured whereby increasing morale and the work environment is productive. Eradication of communication barriers, cultural clashes and slower decision making can help in overcoming challenges and maximizing benefits by generating and implementing great ideas, building collaborations and celebrating teamwork. The most important thing to remember while putting a team together is to clearly define the roles & responsibilities so that every individual knows what they are responsible for and which is meant for better unity and productivity. If individuals work together to maintain trust and unity amongst themselves, they can perform better when provided with a judgement free zone that enables them to flourish with different ideas and thus, they can contribute their strengths, so the team is functioning as one unit. The entire motive behind setting together a team is to save time and resources so that individuals achieve a task in the most efficient manner possible. How important is it to incorporate successful teams at work? Does your company believe in developing successful teams? Comments? Written by: Girish Rohra Chawla Follow us on Social Media FB: @millennialhrconsultant Linkedin: http://linkedin.com/in/millennial-hr-consultant-486551194 Instagram: @millennialhrconsultant

Operational HR Management and strategic HR management are different entities of operation in day-to-day activities. Operational roles involve daily meetings with the needs of the employees, while strategic tasks include the management itself while predicting the outcome and ensuring the company has a qualified workforce that will help it in achieving its set goals. However, both operations are significant in the success of the business. In operational HR management, the HR staff members are the top administrators. Therefore, they are visible to the employees because they major into day-to-day activities. The roles, therefore, include recruitment as well as management of risks. The operational HR management uses the information to maintain the data in the system. They can also oversee the payroll departments. Strategic HR operations require HR professionals to take into consideration the entire business growth and implement ways that will generate a direct contribution to long-term objectives. It is, therefore, an integral part of the plan for the business and has a close relationship with employees. The HR members try to estimate the needs of the company and work towards developing employee programs that will help in attaining the needs. Technology: The technology is the primary key in shifting from operational to strategic roles in the organization. The improved advancement and growth in the technology sector have led to the use of different software packages that makes the entire process automotive through the main activities that are conducted by HR. The process, therefore, makes HR productive in improving the future of the company as well as for the employees. How then can HR move from operational to strategic roles in an organization? Management Performance and Employee Engagement: The review process of any department of individuals should be determined both on a short-term and long-term basis. Roles, for example, compensation, reviews, and capability of answering employee’s questions should be addressed daily. When these tasks are automated, there will be room for strategic management roles, such as defining knowledge and skills that are significant in the growth of the company. Proper tracking and management of company resources, strategic management design initiatives that create an environment that fosters creativity as well as innovation. Training: Employees should be subjected to regular exercise and training to ensure the company is up to date with the universal working style. Some cases, for instance, shifting teams and introducing new technology, require employees to be trained. When technology is used for daily training workshops and sessions, it provides an opportunity for the HR team to take control of other aspects, for instance, aligning the employee’s future achievements with the company. In this way, employees get the opportunity to experience a sense of belonging in the organization. Talent Acquisition: Having qualified candidates for roles that suit them is not an easy task. Therefore, HR should get into the ground by conducting interviews in different institutions to ensure they have a background check, attending job fairs, and orienting employees to the company. If these processes are automated, they will give more scope to the HR to create appropriate shifting and employee promotion within the organization. Overall, the rate at which people and organizations are growing, it is clear that there are efficiency and stability that is powered by technology. Is your HR’s company still trapped in focusing on operational issues and thereby overlooking the bigger picture? How does your company benefit from having a HR who is more on a strategic level? What would you suggest? Written by: Girish Rohra Chawla FB: @millennialhrconsultant Linkedin: http://linkedin.com/in/millennial-hr-consultant-486551194 Instagram: @millennialhrconsultant

Lean concept has been in existence for a prolonged time. Its application started in different industries. However, there are companies still that are trying to understand the lean concept and how it will benefit their businesses. Nevertheless, the lean concept offers companies essential methods of reducing wastes that influence customers and employees. Every organization has common guidelines for delivering different products as well as services to esteemed customers. Therefore, lean helps them in understanding the processes by streamlining them, making a product or service available at friendly costs. The lean process, therefore, is the identification and understanding of the wastes that affect the business. Most manufacturing industries positively look at inventory. For instance, if there is a product ready to be shipped to the client, the lean process helps the organization to deliver the products to the client faster and maintain a good relationship with the company and clients. Advantages of Lean application to the HR It is the responsibility of the HR experts to have diverse knowledge in understanding the direction of the organization by leading the way. Therefore, it is significant for the HR professional to start by understanding the concepts as they gain experience. Most organizations fail to implement lean because of fear of getting out of their comfort zone. Ultimately lean involves aiming at improvement and seeing if it works out and regularly making follow-ups and improvements. HR needs to implement lean even without a comprehensive organization because there will be substantial beneficial changes. Therefore, HR should talk with internal customers to find out what they need and how it can be provided to them in modern days. Productivity Productivity also improves through the functions of HR. Hence, lean first must have awareness and willingness to change. It also requires commitment and discipline to ensure the improvements are rolling. Informing the whole organization is significant for successful implementation while starting with the senior leaders. If it is not possible to implement lean in the entire organization, it can begin from departmental levels as the individuals act as lean champions in the company. The principles of lean focus on the establishment of a culture that includes everybody. It aims to eliminate waste within the surrounding environment, delivering products and services by streamlining the process that reduces value-based activities, thus leveraging the abilities of different people. The principles are commonly found among people and in their operational areas. Besides the laws are used in office conversation and human resources. Conclusion Overall, the main goal of HR Lean is to establish a culture that will continuously eliminate waste processes to promote the delivery of high-quality products and services and align practical skills with responsibilities. The HR service deliveries have similar goals that are essential in all lean activities. Employees who bring more commitment and value to the organization carry out the tasks. The workforce, therefore, spends most of its time identifying and planning high-quality hires, and in this way, they reduce more waste and increase active and reliable employee turnover. How is your company applying lean principles into daily HR activities? Has lean impacted the way you operate and think? HR & Lean; is it really about people or processes? Any thoughts? Written by: Girish Rohra Chawla FB: @millennialhrconsultant Linkedin: http://linkedin.com/in/millennial-hr-consultant-486551194 Instagram: @millennialhrconsultant

Employee engagement can be defined as the feeling that makes employees feel passionate about their daily duties in an organization. It, therefore, gives them the morale to deliver to their best whilst doing their job responsibilities. Employee engagement is essential because it covers broad areas that affect employees and the company as a whole. Engaged employees get to glance at the company to deliver their best service thereby leading to better decisions. An organization with highly engaged employees outsmarts its competitors in terms of revenue and overall performance. Employee engagement is determined by different assessments that show the commitment of the employees on their responsibilities. Without sufficient information, it may be difficult for an organization to engage its employees in day-to-day activities. Therefore, to create meaningful engagement, an organization should lay strategies that will increase their staff’s engagement levels. Employee engagement might seem to be a simple task, but most organizations miserably fail in making this right. In certain cases, it might be that the organization's higher management is continuously busy, and because of this, employees are afraid to engage them. Here you can find some useful employee engagement ideas that an organization can use to motivate its employees. 1) Helping in Personal Growth The most significant aspect of employee engagement is personal growth. It is essential employees feel their growth while working in any organization as they get better with an increase on their responsibilities. When employees are stagnant in growth, they are likely to stop challenging themselves, and as a result, boredom engulfs them. They finally feel regressive when they see their colleagues growing. It is, therefore, the responsibility of the employer to ensure that employees realize personal growth through encouragement and interactions and always appreciating their work. As an employer, I always encourage employees to keep working hard and developing their skill-sets. It makes them feel valued, and they focus on working towards attaining higher goals for both the organization's growth as well as their personal growth. 2) Continuous Feedback Implementation Feedback helps employees to know their state and level of performance. Since most organizations are moving at a fast pace, feedback is necessary because waiting for annual feedback may not be favorable to employees. This is because each new day, new skills are implemented, and technology changes from time to time. Therefore, because of this, the employee needs to be given feedback on performance more often and preferably on a monthly basis. However, there is a challenge in collecting feedback because it may difficult to know what to do with it. Therefore, coming up with an action plan for the input is necessary. In this way, you can quickly help employees to improve in their roles and grow. 3) Giving Employees a Voice Employers should provide employees with an opportunity of airing their views. The main reason for this is to eliminate fear from employees and enables them to have a value of active listening with employers to express themselves. Employers need to follow up on the feedback given by employees and take significant action. Employers should also learn how to give recognition to the employees as a way of motivating and appreciating them for good work done. The primary key to this is mindful of their efforts. What employee engagement techniques does your company follow if any? Does your company measure employee engagement techniques and how? Do you think its important for employees to be engaged and why? What are your views? Written by: Girish Rohra Chawla Follow us on social media! FB: @millennialhrconsultant Linkedin: http://linkedin.com/in/millennial-hr-consultant-486551194 Instagram: @millennialhrconsultant

AI - Artificial Intelligence is not only impacting our regular daily routine lives but also changing our workplace environment. People have this misconception that AI will affect the job market however, it is quite the opposite. Artificial intelligence promises to revolutionize the workplace in conjunction with its potential to reduce overhead costs, enhance productivity and help drive innovation. Hence it is already transforming the speed with which financial advice is delivered in the workplace, tailoring messages to employees, as well as helping them to make healthier lifestyle choices. In the near future, AI is expected to continue personalizing information to increase employee engagement with benefits, leading to more participation and increased productivity, loyalty and retention. AI systems require to be free of bias and covered by strong governance to gain employees’ trust. According to George Zarkadakis - digital lead at Willis Towers Watson, “AI is mainly used at the front end now, making it easier for employees to find what they need. There are obstacles, but this technology is very powerful and I expect we’ll see a huge change in its adoption over the next couple of years.” Some of the departments/functions that are transforming and getting impacted by AI process are listed below: 1) HR/Human Capital Department: Filling open vacancies is often time-consuming, expensive, and frustrating. It’s one of the areas where AI is already making a huge impact. HR/Human Capital departments, recruiters, and hiring managers are taking advantage of many different types of AI-powered tools to improve the hiring & other processes. 2) Administration Department: There are a lot of tasks that expertise workers spend time on that provide little - if any - value. AI give employees AI-powered personal assistants that perform administrative tasks like scheduling, rescheduling, and cancelling meetings. 3) Marketing, Sales, And Customer Service Department: AI-powered chat-bots help with external support as well. Just like with internal support tools, these chat-bots learn from real marketers, salespeople, and customer service reps and are eventually able to answer questions as accurately as a knowledgeable person. We cannot ignore the fact that AI technology can be a powerful tool when it comes to human resource activities such as finding and recruiting talent & other administration tasks in the future. However, there are still many steps where the human element remains essential such as interpersonal/soft skills. Over time, well-trained AI may be able to take on some of these tasks, but it’s hard to imagine completely automating the very human process of hiring humans. Time will reveal how the potential and power of AI and we will see how humans and AI will evolve together in the next decade. What are your views? Is your company implementing AI systems in place? Can humans and AI co-exist alongside, or will AI minimize jobs for humans? Written by: Girish Rohra Chawla Follow us on social media! FB: @millennialhrconsultant Linkedin: http://linkedin.com/in/millennial-hr-consultant-486551194 Instagram: @millennialhrconsultant

Have you ever felt underappreciated at work, then you know exactly how important it is to recognize employees. In many cases, attrition rates can be directly correlated to employee recognition. Many business or bosses may feel like they can’t afford to recognize or reward their employees, but this not necessarily has to be expensive as there are other inexpensive ways as well. People aren’t solely motivated by money, and smaller, sincere gestures of gratitude can be even more powerful than a bonus or additional money into their pockets. The golden rule here is to recognize in public, and “criticize” in private. Employees are not only looking for rewards for their great work, but most like to be recognized for the work the accomplish. Recognize them for their efforts. Anytime they do well, recognize them in front of their peers, your superiors, and any other leadership team. Recognize them at every chance you get. The earlier you recognize one’s accomplishment, the more inspirational it is for that person. Here are a few ways of recognizing your employees: 1) Say “thank you” – simple right? Many bosses forget to do this and take it for granted. Whether this is through an e-mail, or verbal, or even a handwritten card, a sincere thank you goes a long way. 2) Give public shout outs – Not just a good job, or a pat on the back, but a public acknowledgement. This can be done through an email blast to the whole company, or the team, depending on the accomplishment. You can create a Slack channel for recognition that all employees can view and comment on. Additionally, an announcement can be made at a company meeting, on the intranet site, or in the break room. Handing out a plaque with their name on it, with an “Employee of the quarter” is a great idea. There is nothing more fulfilling and motivating than seeing your name plastered in the company break room. 3) Acknowledgement from the CEO – One thing I like to do is send the praise directly to the CEO, and let him or her take it from there. Usually the CEO will blast this out to the whole company. This is a great way to inspire and motivate people as well. 4) Forward praise from customer to the company – Many times employees will receive praise from customers, or internally – blast this out to the company. 5) Give company apparel – Some of the best ways to increase your marketing and provide recognition is by giving away company apparel. 6) Express gratitude on social media – Post a picture of your employee with their achievement. Tag them. 7) Implement their suggestion – If you as a business have a suggestion box where employees can suggest changes, make sure if the suggestion has been taken, and implemented, you give credit to the employee. This will inspire others to make suggestions, and constantly improve your work culture. 8) Take them to lunch, or bring in lunch – There have been many occasions where my team has worked so hard, that I’ve decided either to take them all to lunch, which has nearly been impossible when you work in customer support, or I’ve brought in lunch for my team as a thank you. Make sure to give them a couple options of restaurants, and then allow them to choose the items they’d like to order, with absolutely no restrictions. 9) Cash spot awards – Give away cash or a gift card that they’d really enjoy. 10) Encourage peer to peer recognition – monthly or quarterly peer nominated recognition's can go a long way. This can ultimately lead to rewards such as a VIP parking spot. What are your thoughts? What are ways you recognize your employees? How would you like to be recognized at your workplace? Written by: Girish Rohra Chawla Follow us on social media! FB: @millennialhrconsultant Linkedin: http://linkedin.com/in/millennial-hr-consultant-486551194 Instagram: @millennialhrconsultant

Deciding to outsource human resources is no doubt one of the most challenging questions faced by any business. Outsourcing is a process when an organization instructs a team of individuals to take care of the human resource department/functions of the organization. Generally small businesses are more likely to outsource other human resource functions. The most common ones that are outsourced include payroll administration or recruitment. Few of them outsource everything; they usually keep HR staff to communicate with employees in core business areas. When taking such decisions try to keep in mind the financial capability and size of the business. The main factors that are beneficial for outsourcing HR activities are discussed below: 1. Cost-Effective Services One of the biggest advantages to outsourcing HR functions is the fact that it can save your company money. A properly functioning HR department requires well-trained staff and additional office space. Outsourcing reduces costs for hiring and training in addition to any other related costs. 2. Increases Efficiency Professional HR management can result in notable efficiency in an organization. By outsourcing human resources, the time that business owners spend in managing the company and its employees can be equivalent to 0. 3. Easy Risk Management. Outsourcing HR services helps reduce business risks as managing employees requires specialized knowledge to avoid running afoul of the law. Most small business owners simply don’t have that knowledge, and thus don’t have effective policies for managing staff in place, don’t maintain the proper paperwork on employees and make mistakes with payroll. Not only do these gaps in knowledge create risk for the company and cost money, they also mean that business owners spend more time than necessary on such tasks. HR firms also maintain and audit company policies and practices to ensure your organization and your employees’ best interests are protected. 4. Flexibility Flexibility is a key benefit of human resource outsourcing that cannot be overlooked. One of the key reasons why human resource services are outsourced is to ensure that the HR department functions smoothly. For instance, if a company is facing an influx of information, it can fulfill the immediate requirements by outsourcing HR services which can enable the business to keep working as it always has. The above-mentioned factors are some of the many benefits of human resource outsourcing and will be beneficial in deciding whether you should outsource human resources services. After all it’s up to you, “Do you want a cost effective, highly skilled and flexible team taking care of HR while you devote your time to functions that are more beneficial to building the business?” Written by: Girish Rohra Chawla FB: @millennialhrconsultant Linkedin: http://linkedin.com/in/millennial-hr-consultant-486551194 Instagram: @millennialhrconsultant

Businesses have taken a giant leap from traditional marketing to Digital Marketing strategies. It is a wise decision by the business owners as the customers are more prone to online search. Any customer these days has his hand on looking for a review for any product. The companies have taken steps towards improving the digital marketing strategies to cache on opportunities. It is an unsaid rule that people coming out of the digital world are nowhere closer. Aims and Objectives Digital Marketing and Social Media course covers all the basic and advanced level of tools with practical and live examples. One will receive in-depth knowledge about the multiple digital channels: Social Media, PPC, SEO, SEM, Google AdWords, Google Analytics and how they can be used to effectively create an impactful digital marketing strategy. Delegates Prerequisites Ideally you should possess some basic knowledge in this field to undertake this course. This course is ideal for Marketing & Sales Professionals Business Owners Entrepreneurs Digital Marketing Professionals Students Freelancer or Looking for New Job Opportunity Course Content Introduction to Digital Marketing. Website Planning & Development, Google Analytics: Analyze your website performance, Tracking conversions SEO- Search Engine Optimization; Planning SEO of a website, Monitoring SEO process / Learning SEO tools On page / Off page optimization PPC Advertising-Search Engine Marketing-SEM: Online advertising & Ad Networks - Google AdWords, Tracking & Measuring ROI of Online Advertising, Search Campaigns / Digital Display Campaigning Social Media-Social Media Marketing: What is social media? Facebook, LinkedIn, Twitter, Google+ Marketing, Video Marketing, Content Marketing Ecommerce & Tools- Email Marketing, Ecommerce Marketing and Affiliate Marketing, Going Mobile and Competitor Benchmarking, Making your Web mobile friendly, Boundary Spanning Competitors, SEO/SEM Course Methodology This course will be online based environment, conducted by a Digital Marketing expert. The classes will be conducted over 3 days. The course consists of a blend of lectures, application, projects, and exercises. All other materials will be provided to the attendees in the classroom environment. At the conclusion of the course, there will be an exam and a certification can be obtained upon attaining the passing grade.