Talent Management has evolved as a latest HR trend in the recent era. While, the stats reveal there is only 49% employee engagement, 39% developing leaders, 34% hiring the best candidates, there is lack of integration of HR tools employed by HR leaders. If we go by the stats, 37% companies do not have technical integration for hiring talent and 62% have only some level of integration. Due to this lack of non-integrated systems devised by HR workforce, the end result is ultimately wrong hiring decisions, poor employee performance and similar. At this juncture, right management of talent is essential.
Therefore, employers, recruiters, HR managers and leaders need are advised to employ the best talent management practices this year. Some of the core talent management practices include creating an effective talent pool, justifying the bell curve model, creating a pay-for-performance culture, having a succession plan and so on. All these strategies have been perfectly described in the infographic.
We value our readers’ precious time and hence we have created this visually-appealing infographic that caters all the best practices for talent management. The best part about this graphically-represented data is the information is accurate, crisp and well-defined for our industry leaders.
Standing out from the crowd and offering a good career option to job candidates, is increasingly becoming a challenge for companies looking to hire top talent. It goes without saying that today’s employees are somewhat less loyal, especially millennials and choose to switch jobs every two years.
Today’s employees have lot more choices, and most importantly, they have more power than ever when it comes to job search. Modern-day workers are more demanding and want to see evidence that a company is also right for them to work.
Needless to say that this kind of an attitude among employeesmake it competitive for businesses to invest in the employer branding strategies.
Building an attractive employer brand is not just about attracting a few people to your current job vacancies. Instead, it is a long-term effort to position your company as an influential brand to which employees can relate to and be a part of it.
At the end of the day, the candidates want to feel a sense of synergy between what they stand for and what organisation exemplifies. And developing a clear employer brand that holds significance.
In 2017, what are the major trends that are going to define employer branding strategies? Let’s take a look:
In this new era of digitisation, even employer branding is expected to grow and become even more important for companies. So, what are the trends in employer branding that would dominate 2017?
#1. Authenticity and personalization will continue to stand the test of time
In this digital age, it can be tough for companies to differentiate between their employee brands. However, a company must focus on its employer branding activities, so it can reach out to a larger audience and also tap good talent. Every company has a distinctive culture and unique community, and this is what they should leverage upon.
The starting point of building a good employer brand is to take the feedback from existing employees. If you can successfully ground your employer branding in the ideas and the stories of your existing employees, then it will give you an unimpeachable authenticity.
Personalization will also play a significant role in the process of employer branding in 2017. You need to build interest in the candidate at an initial level, whether through your website, blogs or even meeting a member of your organisation face-to-face and consulting about it. Such a move will eventually ensure in working towards and building a good brand for your company.
#2. The rise of multi-generational workforce will affect employer branding
It is critical to remember that modern workforce is more multi-generational and with Generation Z, Millennials, Generation Xers and Baby Boomers work side by side.
The demands and expectations of each of these generations will drastically differ and employers will have to consider how to solve this. The benefits and packages offered by the company must be attuned to the like and benefits of all. For example, Millennials and Generation Z might respond to Instagram and Snapchat content, but Baby Boomers might be more comfortable with a typical website.
#3. The rise of gig economy will have an impact on employer branding
Industry experts are also of the opinion that the increase of a gig economy will have a huge impact on employer branding. It is evident as companies begin to embrace new ideas and new recruitment methods, they need to focus on changing their employer branding methods as well. It is essential for companies to embrace new employer branding strategies.
In present times where a drastic change is about to sweep across workplaces, companies need to shift focus on redefining their employer branding strategy. These strategies need to be developed in such a way, so as to ensure they not only uphold a positive image of the company but also end up attracting top notch talent.
In future, challenges and opportunities will be swathed up together, and the enterprises that succeed will be those that are best able to implement tools and concepts and silhouette their employer brand in a dynamic and a technologically-driven environment.
The best thing about New Year is we all get set to welcome the new door of opportunities. Thinking in an unexpected way, enhancing on previous lessons learnt, and making considerable initiatives in order to achieve something big or different than the last year are the possible resolutions individuals make. New Year resolutions are crucial for HR as well. Why?
Hiring managers are found engrossed in the unending process of making their HR practices healthy for the organization. According to sources, only half of the population makes New Year resolutions and only 8 percent of the same endeavour to achieve it. With reference to this data, it becomes imperative to know that HR must thrive on working on those goals which turn out to be fruit for the organization as a whole.
So, what exactly are the resolutions HR must be making in 2017? This is described in the creatively designed infographic you can see right below. The infographic highlights the top seven resolutions, which HR can secretly implement comprehending their global impact. Some of the major resolutions, which we can see have turned up for HR this year includes candidate sourcing technology and mobile recruiting. These tools can go a long way in helping HR scout and fetch the right talent while, creating and enhancing the employer brand at the same time. The infographic takes you to an important resolution which emphasised on rewarding employees, which must be taken on priority this year.
Employees being the asset of every organization deserve to be treated well, engaged with unique programs and benefits, as well as, acknowledged for their efforts through rewards such as offering flexi timings, free memberships, one day off, shopping deals or vouchers and more. By offering skill training programs and understanding the psychology of employees, HR leaders can expect for the right results when it comes to employee productivity, employee retention and employee engagement. The best part about taking a glance at the infographic is that it has summarised an in-depth research and presented the data in a visually-appealing way.
Artificial Intelligence, Big Data and IoT (Internet of Things) are few of many disruptive technologies are creating new business models and industries, and quenching the old ones. Data analytics and social networks are having a huge impact on people management like, how people collaborate, communicate and work. In the new work world, traditional career models may soon be a thing of the past.
Recently, PwC released a report, “The Future of Work – A Journey to 2022”. The study primarily includes scenario analysis that examines the aspirations of the people and expectations of organisations deviating into three work worlds – Blue, Green and Orange.
In this short blog, we will discuss in brief the three types of the work world, their survival, challenge, attractions (what makes them appealing) and the 2022 people management projections.
The Blue Work World
– It is the world where “Corporate is the King.”
– Profit Margins and Consumer preference dominates.
– Blue firms follow the wealth and spread wherever the opportunity is.
Survival – The Blue world’s business model operates on profit, growth and market leadership that let them survive and thrive in both volatile and stable economic conditions alike.
Challenge – Heavy investments in R&D and acquisition of smaller start-ups to open up new opportunities and need to lead innovations. The hardships in integrating talent from different markets into the overall organisational culture.
Attractions – High rewards for high-flyers.
It is the world where norms are less and less the stable employment.
Future of Blue Work World 2022?
How they develop, the more sophisticated workforce metrics required improving performance consistently?
How they develop a broader resource optimisation approach in which Artificial Intelligence, Human Beings and Machines work side by side?
The Green Work World
– It is the world where companies develop a green sense of responsibility and dominant social conscience.
– Focus maintained on work-life balance and ethical values as a reward to employees for their loyalty.
– Business and society see their agendas align.
Survival – The Green Work World follow the flat, flexible and fluid organisational structure. Here, everyone feels responsibility for the organisation’s success and can participate in decision-making.
Challenge – Brands can fall and rise by perceived green credentials, with government obligatory corporate fines for bad behaviour in a highly controlled world.
Attractions – Friendly working hours, support of the real economy and excellent combination of ethical values create a new employee value proposition.
In this world employeesare expected to uphold the corporate values and targets around green agenda.
Future of Green Work World 2022?
How they monitor the desired behaviour and ethics most effectively?
How can they turn their values into a compelling element of their employer brand?
The Orange Work World
– It is the world where the rise of the portfolio career is embraced.
– Hires a diverse mix of people on an affordable, ad hoc basis.
– Their goal is to minimise the fixed costs and maximise the flexibility.
Survival – The Orange Work World operates on low impact and high tech business model.
Challenge – This world demands an excellent combination of watertight contractual agreements and adequate verification to ensure people being hired genuinely have the expertise claimed or required.
Attractions – Efficient processes and systems are the keys to the success of Orange world. They work on lean staffing model and maximum operational flexibility. They leverage the disruptive technologies like virtual solutions, and telepresence allows for extended global networks and greater remote working.
Future of Orange Work World 2022?
How can they effectively manage contracted staff?
How can they verify the authenticity of data being used to select associates and employees?
The Final Say
Unfortunately, in a PwC survey, most of the respondents (HR professionals) don’t believe they are ready for meeting the needs of a workforce that demand more flexibility, autonomy and freedom. Therefore, having right people, with the right skills in the right places is mandatory to realise the evolving goals of an organization. Planning an effective people management for the long-term is critical.
It is indeed the most wonderful time of the year. Sounds of golden bells, glimpses of Christmas & New Year decorations are around and the cool breeze is all set to make people feel lethargic and unproductive at work. Holidaying and partying, that’s employees wish to experience in the last month, last week of the year to express their happiness. With all this on, you as an HR head of the company must be anxious about the overall productivity, which is getting lost from the employees’ end. You can neither push employees to work as energetically, as they were working all throughout the year nor you can reduce the number of their vacation and make them complete their pending tasks.
While, you must be ready to bid a happy farewell to year 2016, it is vital that you devise a strategy that can bring productivity results in the year end too. How can you prepare your employees to work enthusiastically in the holiday season and prepare for the New Year?
Here is the secret.
1. Devise a memorable employee engagement strategy
You know that nothing happens without a reason. Employees in a holiday mood do not work harder unless they are getting a good morale boost. So, to get the best out of your employees in this season, all that you can do the most is engaging your employees in the most incredible way. Throw random parties inside and outside office premises on the occasion of Christmas & New Year’s eve. If they get a time to party, they will feel energise and they will bounce back to put that extra efforts resulting in higher productivity.
2. Surprise your Clients & Customers
Just like clients, your employees are most important to you. Employees bring you business and in return you owe them a surprise in the year end. The simple reason is to reach to their heart so that they remain connected to you. Train your employeesto create special mention of gestures on Christmas & New Year and reach out to your clients. Whether you gift out corporate vouchers, send memorable greeting cards, company products with an inspiring message or simply a free service or discount on your products. They will feel all the way more valued with the way you will surprise your clients and the productivity, which would turn out from employees for this activity would be way beyond your imagination. After all, it’s the year end and that has to be productive yet memorable for employees, as well as, your clients.
3. The Employer Branding Way
Employer branding is not just about promoting the business but also about using the budget wisely. The best decision you can probably take in the holiday season is by making your HR aware of how they must use the budget wisely to promote the employer brand. And, when they will work hard on this strategy, sales will come in. Understanding the importance of an employee engagement and employer branding strategy is crucial at this stage. The timing of the strategy should be in-line with the occasion with a clear objective in the mind. They should understand the risk associated with the same if it goes wrong and plan accordingly.
When employees are motivated, you can be sure of the results they will be delivering to the organisation. Taking a step towards employee engagement strategies in the holiday season can go miles in achieving great results in the year end.
When employees carry out their duties, away from office it is referred to as remote working. These days, this kind of a trend is on the rise and gradually Indian employers are also opening up to the idea of offering remote working opportunities to its employees.
With a huge upsurge in globalisation, corporate organisations in India are also opening up to the ideas of offering its employees the privilege of remote working opportunities.
What do researches reveal about remote working?
In a research conducted on remote working by HR service provider Randstad India, 53 per cent of Indians said that they prefer telecommuting, while 47 per cent prefer to work from office every day.
Surprisingly, almost equivalent numbers of male (52 percent) and females (54 percent) mentioned that they would highly prefer remote working opportunities that onsite working and this preference was much higher among professionals aged 45 and above.
Ipsos, a global research company also conducted a survey in this regard and found out that nearly 57% of employees in India prefer work from home or actively seek remote working opportunities.
In the words of Biswarup Banerjee, Head of Marketing Communication, Ipsos in India, “With increasing traffic, abysmal road network and poor public transport system in most of the large metropolitan cities in India, employees are increasingly opting to telecommute; thanks to the availability of mobile computing devices to save time and energy and devote more time to actual work”.
With digitization foraying into every corner of our lives, communication has become just a click away. The world of employment and recruitment is no exception and professionals are also reaping the benefits of the same.
Remote working opportunities—How companies can benefit?
On the other hand, employers must also understand that if they embrace the option of remote working opportunities, chances are that, they will benefit from the same considerably. But, how will the practice of remote working opportunities benefit employers? Here’s a look:
#1. Happier employees along with increased productivity
It has been noted that when an employer offers remote working opportunities, employees turn out to be happier. This is mostly due to the sense of freedom and responsibility that they have in a remote working set up. A happy employee is usually satisfied with his work and therefore tends to be more productive; and happier employees definitely ensure more productivity. In a remote work setting, employeesfeel more satisfied and less micro-managed, and this is precisely the reason why they turn out to be more productive.
#2. Remote workers cost you less
Hiring remote workers can actually cost a company much less than thought of. Experts are of the opinion that, encouraging different ways of working and especially remote working, allows companies to reduce their rent and property costs; it also enables in curtailing ergonomics costs.
#3. Absenteeism can actually be good
Absenteeism in the remote workplace scenario is not the one we actually think it to be. Absenteeism in a remote workplace refers to the concept of being “physically absent” from a particular domicile, but available for working. This refers to the ‘remote from office’ absenteeism. The ability to work remotely or by being “physically absent” at times works as a good motivation for employees by instilling a sense of responsibility and rendering them more productive.
#4. Reduced turnover
Offering remote working opportunities, easily implies that employees have more freedom and this definitely makes them happy. Surprisingly, it has been noted that when employees have the freedom to work on their own, productivity naturally goes up and turnover rates are substantially reduced. The ‘flexibility’ factor works in favor of the employees and this leads to them being not only happy but also continue to work for a longer period of time, for such an organization.
#5. More engaged employees
Engaging employees is a challenging task that most organisations have to face these days. However, if an employer offers remote work opportunity, chances are that he or she will have more engaged employees.
It has been proved that employees, when given the opportunity to work remotely, tend to be more engaged. This is because, by virtue of the geographical differences, employees tend to feel more responsible and it is this sense of responsibility that makes them more engaged at the workplace.
Needless to say that when employees are more engaged, employers will benefit in the long run.
The remote work revolution has been rumbling across several industries now and numerous companies are not only opening up to the idea of offering remote working opportunities, but also leveraging the benefits of the same. So, if you are an employer or a head HR in an organisation, and thinking about revamping strategies, you may consider the idea of remote working opportunities.
HIPOS or exceedingly potential employees have evolved as the most valuable part of any association. Since these employees are aware of their growing importance amongst employers, they are forming themselves as much better candidates than the rest. ‘Talented’ is the word that describes them perfectly for wherever they go, they look for opportunities to grow and secure a higher position. No big surprise why these employees look for higher challenges and why employers are today in hunt for High Potential Employees.
At present, managers scarcely uncover if their employees are HIPOs. Despite what might be expected, the same organisations operate HI-Potential development programs as well. In a scenario where you are a budding business and want to distinguish the HIPOs of your associations, learning from top employers is the approach. Employers such as GE, IBM, P&G are some of the names, which have shaped the evolution of high potential employees through their extensive programs and know how to acquire as well as retain. Whether through social media, campus hiring practices, acquiring and retaining HIPOS itself is a challenge which budding to existing entrepreneurs must comprehend.
However, regardless of the fact that High Potential Employees are talented employees, not all the talented employees could become HIPOS. At this point, there are sure parameters which managers and even HR can actualize to precisely evaluate this category of employees and know what they want.
All that HIPOs look forward to is common trust, chances to learn and create, and a spurring workplace. To better comprehend the concept of evolution of HIPOs, the creatively designed infographicsays it all.
In our recent post related to Diwali activities at the workplace, we focused on how celebrations surrounding the festival are undergoing a drastic change. Organisations are leveraging the festival to enhance and work with their Corporate Social Responsibility (CSR) initiatives thereby creating values in everyone’s lives.
While it is an excellent idea to indulge in activities that involve the needy and the poor at times of festivities, it is also essential that corporates make an effort to engage their employees keenly by organising various Diwali activities for employees. Needless to say that corporates are making an extra effort and going beyond bonuses and gifts. Human resources departments are holding Diwali activities in office aimed at employee engagement that enhances bonding between employees and the management.
It goes without saying that organising exciting and fun Diwali activities at the workplace can foster healthy work relationships and nurture team spirit. There are various ways in which an organisation can engage employees in different forms of Diwali activities for employees. The subsequent paragraphs explain different kinds of office
Diwali activities for employees that can act as an excellent way to foster employee engagement. Take a look.
#1. Volunteering activities
Organising volunteering activities can be a good idea of engaging employees during Diwali festivities. It will, of course, be a unique way of celebrating where the HR team can organise employees to visit any NGO or organisations like children’s homes that houses underprivileged children and spend some time with them. Employees can choose to teach them, play with them, give gifts and make the needy children smile during the festival times.
On the other hand, corporates can choose to organise a donation drive during the Diwali week and collect old items (that can be reused) and give away those to the needy and the underprivileged. This way the organisation will also ensure its contribution towards the society as a whole.
#2. Potluck lunch
Organising a potluck lunch in office as a Diwali activity can be a good idea. Each employee can bring any dish of their choice, and the entire office can get together to savour the delicacies. Another idea to enhance this could be, employees belonging to different communities gets a dish typical of the region. For example, a Tamilian can get any Chettinad speciality while a Gujarati employee brings Thepla or a Bengali worker tosses in some Machher Jhol (fish curry). This way, there would be a lot of variety on the menu, and everyone will get a chance to appreciate the regional variety of cuisines and of course enjoy it.
#3. Drawing/Recitation competition for employees’ children
Another great way of boosting employee morale and making them happy is by inviting their families to be a part of the celebrations and also getting them involved. What the HR team can do, is probably organise a drawing or a recitation competition for employees’ children and choose to give away some beautiful gifts to all the participants. It will boost not only employee morale but also enhance the company’s reputation as a caring and humane organisation that is genuinely concerned about work-life balance.
#4. Collage competition
Well, rangolis are an imminent part of Diwali celebrations, and most offices organise rangoli competitions; but how about doing something different? Why not host a collage competition with Diwali as the theme? Organizing a collage competition based on Diwali can be a good idea.
Divide all the employees into small groups, provide them with all the required stationaries and ask them to make a collage out of it. Do remember to give away a reward for the best collage design.
#5. A flash mob (surprise!)
Nothing cheers employees more than a sudden dance number at the otherwise serious workplace. So, get together a few fun-loving employees who even love dancing and get them to perform a flash mob. When suddenly a few employees come up and start dancing, it can be truly a fun activity for others. You can request a few such employees in advance and give them an opportunity to rehearse beforehand as well.
Final note of caution
While the Diwali activities for employees mentioned above can be implemented into celebrating Diwali in office, one needs to take necessary precautions as well. Since festivals subscribe to a particular religion, try to ensure that no one’s sentiment is hurt at any cost. On the other hand, since lighting fire is an essential part of Diwali celebrations, ensure all kinds of safety measures are taken before the festivities begin.