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#HR Word:#Consumerization of #HR

In her excellent article “Consumerization of HR: 10 trends companies will follow in 2016Jeanne Meister captured all the trends she describes under the label “Consumerisation”.

Consumerization of HR refers to creating a social, mobile, and consumer-style experience for employees inside the company

As MIT research finds, the expectation of social and collaborative tools in the workplace is no longer just a Millennial request. We are all digital citizens. The lines are blurring between HR and marketing, real estate, communications, and IT. 

The new objective is to create one employer brand which provides a seamless experience for current employees, potential employees, and consumers.

People are more and more expecting an experience at work that is comparable to the experience they have at home

What most people experience at the workplace is still far from ideal. The percentage of people who are not very happy at work is still remarkable high. 

Where is the algorithm that has suggestions for new opportunities? (“You like these type of assignments, you might also like …..”). The “Employee Experience” is very much related to this trend of Consumerization of HR

The organisations that consciously design a positive employee experience, for the complete life cycle of an employee, are still scarce.

How can We use this trend of Consumerization

Some suggestions on how you might use this trend for your benefit:

  1. Use innovative HR tools

    – Tinder like recruitment apps, such as Cocoon and Switch.
    – Explore the possibilities to use gamification in HR (recruitment, selection, onboarding, training)

  2. As HR, work closely with Marketing

    Marketing and HR are growing closer together. HR can learn a lot from Marketing.
    It is easy to start with some joint projects, e.g. around employer branding.

  3. Treat your employees as you treat you clients

    It is a worthwhile exercise to compare the way you treat your customers with the way you treat your employees.

  4. Treat your employees as individuals, not as members of a segment

    Marketing has stopped a long time ago with crude segmentation. In HR,  today most organisations still segment in simple ways. Young versus old, Gen X, Gen Y and Gen Z, Managers and non-managers and so on. Many untested assumptions are used to design policies and career tracks. “Gen Y wants more work-life balance”. “People above 55 want to slow down”. With big data analysis and with sophisticated algorithms, it has become easier to detect and predict individual preferences of employees, and organisations can act on the insights with tailored programs and interventions.

  5. Use social tools in the workplace people are used to in their private life

    Do not rely on e-mail only to communicate with your employees. Use the social tools people are used to in their private life. The preferred communication channels will most likely differ for individuals. An important issue is that you must deal with security issues. Fortunately, there are look-alike solutions that can meet high security standards (e.g. a WhatsApp solutions for doctors, ShareSmart).

  6. Measure the employee experience

    There are numerous modern tools that can help you to gather feedback on how the employees experience working in your organisation (ref. Employee Mood Measurement Trends). A simple instrument as the net promoter score can help you to get feedback in near real time.           Article Source: HR Trend Institute and Forbes

 
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Posted by on May 28, 2017 in Uncategorized

 

9 Ways To Make The Wrong Impression On Your First Day

Source: 9 Ways To Make The Wrong Impression On Your First Day

9 Ways To Make The Wrong Impression On Your First Day

 

 

  Recruiters spend six seconds per resume before deciding whether an applicant is a good fit.


  • How fast? When it comes to hiring:

    • Recruiters spend six seconds per resume before deciding whether an applicant is a good fit.

    Interviewers “know” within

     10 seconds whether a      candidate is right for the job.

As a job seeker, if you make it past these 16 grueling seconds of judgment and get hired, you’re still not home free.

No, now it’s time for the next round of judging: your first day of work.

Put your best foot forward by avoiding these nine off-putting behaviors:

1. Showing Up Tired

Fact: fatigue kills your performance and productivity. Don’t give your employer second thoughts on your first day. Get plenty of rest and show up ready to bust your butt.

2. Dressing Inappropriately

People judge books by their covers, wines by their labels, and you by your first-day attire. You should know what the company dress code is by now, so pick a clean, wrinkle-free outfit that reflects it. While you’re at it, make sure you’re hygienically sound.

3. Oversharing

Being an open book is fine, but tone it down at first. Your new co-workers probably aren’t ready to hear why you were let go from your previous job or that you conceived your 16-year-old son on a first date in high school.

4. Complaining

Your parking spot is a mile away, the training for new hires is putting you to sleep, and you’re not that fond of your cubemate. Annoying? Perhaps. Worth mentioning? No. Workplace negativity is toxic and will send your new co-workers running.

5. Flirting

Are you there to work or find a date for Friday night? Even if your company is all right with office relationships, jumping into one right away brings your professional brand into question.

Would you rather be labeled “the new guy who’s amazing at sales” or “the new guy who’s dating Jane”? Establish yourself first, then decide whether dating Jane is worth it.

6. Saying ‘No’ To Lunch Invites

As the new face around the office, you’ll be invited by co-workers to lunch, coffee, happy hour, and other events outside of the office. Don’t turn them down. This is how you become part of the company’s family, an important step for both personal and professional growth.

7. Trying To Make Your New Job Like Your Old Job

Organizations have deeply rooted ways of doing things. If you come in and insist others do it your way, it’s not going to go well. I have a good friend who experienced this recently. He works for a company with a fast-paced, startup mentality. A new guy just joined from the slow-moving corporate world (The Land of Red Tape, as I like to call it) and continues to add in the extra steps and checks he’s used to.

It’s fine to make suggestions, but first ask yourself why you’re making them. Do you really see room for improvement or are you just being stubborn in your ways? If it’s the former, go for it; if not, then let go and move on.

8. Forgetting To Say ‘Thank You’

It takes time to train new hires. Even those with years of experience need to learn the nuances of the company and its culture. So thank co-workers who take the time out of their busy day to help you, even if all they did was point you to the nearest restroom.

9. Concealing Your Excitement

Excitement, like negativity, is contagious. The difference is that excitement is a great feeling to catch. It’s easy for long-time employees to lose sight of why their job is so great. Having a new, excited face around the office is an excellent reminder. If you’re that face, people will be drawn to you.

None of this is to say you should lie to your co-workers or not be yourself in front of them. Just be a more tactful, selective version of yourself for a while.

P.S. Sound like too many things to concern yourself with? We agree. That’s why, in addition to recommending the behavior above, we encourage you to be aware of your own judgements and give the next new employee a break.

 
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Posted by on April 22, 2017 in Being HR, Uncategorized

 

#HR Word #Distinctive #Capabilities

Distinctive Capabilities 

This is a theory given by John Kay. According to him, distinctive capabilities are a relevant factor of an organization’s resources.

Companies with distinctive capabilities have attributes, which others don’t have and cannot replicate.

According to John Kay, there are three distinctive capabilities which a company can possess to achieve competitive advantage through relationships:

  • Architecture: It is a structure of relational contacts within or around the organization with customers, suppliers and with employees

  • Reputation: This includes customer’s own experience, quality signals, guarantee, word of mouth spreading, warranty, association with other brands and staking the reputation, once it is established

  • Innovation: Provided that the innovation is translate d to competitive advantage successfully
 
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Posted by on February 13, 2017 in Uncategorized

 

 Guide to #SocialRecruiting

Using social media as a tool for recruiting does not stop at posting jobs. 

#Social media offers a platform to showcase your company brand and  culture to prospective hires, illustrating to candidates who exactly you are as an organisation.

# It helps you build a talent pool by taking advantage of your existing network of connections.

 #It assists in sourcing andacquiring talent.

The whole lifecycle of recruiting is seen to, with even background checks being simplified by this resource. 

Best thing of all about social recruiting is it requires little financial input, just a little organisation, planning and creativity, which is ideal for any growing business. 

Once you post regularly and keep in conversation with your online connections, you’ve pretty much got the knack of it. 

Once you get the basics covered and bear your hiring objectives in the forefront of your mind, your only real limit in social media recruiting is your imagination.

The Below Link Covers Strategies for embarking upon your adventure in social media recruiting.

Download the PDF Line and design your strategy for Social Recruiting

http://hirehive.io/wp-content/uploads/2016/03/Your-guide-to-Social-Recruiting-HireHive-Handbook.pdf

 
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Posted by on February 5, 2017 in Uncategorized

 

#HR #Word: #Cost Per #Hire – #CPH 

#HR #Word: #Cost Per #Hire – #CPH 

Cost per hire is defined as an organization’s talent achievement strategy is calculated as the amount of monetary investment it takes to attract and recruit new employees. These financial investments include relocation costs, advertising organization fees, travel cost of applicants and staff, employee referrals, and recruiter pay and benefits upon the total no. of persons hired in a time period. ( Few Companies only include Channel MiX Cost Like Vendor, Referral etc).

Cost Per Hire Calculation Formula

Cost-per-hire or CPH is the most frequently encountered word used in the recruiting arena. It can also apply both to internal promotions ie within the organization or transfers, as well as new hires recruited from outside the organization.

 

For example, if XYZ Company paid an advertising fee to put an advertisement for the opening in a daily newspaper, highlighting this fee. As an example, the company paid $500 for advertising, $12 in employee referrals, $1000 in relocation expenses and $25 in internal recruiting costs.

The sum for this would be $1537. This is the total hiring cost connected with the hiring of a new employee. Let us divide the total hiring costs by the number of employees hired in a given period. In our example, if the company hired 3 employees, then $1537 divided by 3 equals a cost per hire of $512.34.

 
 

#HR #Word: #Content #Validity

​Wishing all of you a Very Happy New Year 2017.

Keep Learning & Sharing.

Çontent validity is the credibility of a survey or assessment questionnaire.

 This is particularly useful to HR professionals to measure the effectiveness of an employee shortlisting / selection process test. It emphasises that a selection test should be relevant to the skills and knowledge required for performing the job. Thus a test with proper content validity ensures that the selected candidate will be judged on all aspects that are essential for performing the job properly and in turn helps in identifying the most suitable one.

Example:

A school is looking for a new science teacher. After screening through various candidates, the authorities select what they believe to be the best candidate. However, the student’s feedback of the teacher comes out to be very poor.

On examining the whole recruitment process, they soon understand where they went wrong. In the selection test, majority of the questions were chemistry based. As a result, the selected candidate came out to be the one who was most proficient in chemistry. However, the same teacher was made to take classes of physics and biology along with chemistry.

Thus it was the content validity of the test that was at fault. The test was poorly constructed. It was made to select a good chemistry teacher and did not take into account all the knowledge and skill required for the job in question.

Measurement process:

The questions are given to a panel of experts. They rate each of them and suggests changes as required. These ratings are analysed with the help of statistical tools and content validity is scored.

Importance of Content validity to employers:

Knowledge evaluation: Helps in selecting candidates with relevant domain knowledge.

Appropriate candidate selection: Helps in selecting the best candidate with relevant knowledge

Cost reduction: Proper candidate selection implies minimization of iterative recruitment process, thus reduction of cost

 
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Posted by on January 1, 2017 in Uncategorized

 

Handbook on Competency Mapping- Ebook

Competency Mapping- Get all details you need on How to Build and Map Competency in Your Organisation.

Download the Free Ebook from the Below Link

https://freemindconsulting.files.wordpress.com/2009/12/competency-mapping-handbook.pdf

 

thanks

Manish

 

 
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Posted by on September 15, 2016 in Uncategorized

 
 
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