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Bell curve may not be the only way to manage employee performance.Forcing it down the throats of the people without explaining the what, why and how of bell curve, and making it a driving force to manage employee performance, is the problem that organizations normally face. If it can be avoided, it is likely to work.
Technology is permeating in our day to day life. Integrating it with the work life and how people are managed, is just a natural extension in this journey towards promoting individual and organizational growth, leveraging globalization, and enhancing productivity and effectiveness.
Success is HR is a result of hard work, perseverance and being passionate in working with people and driving results. Increasingly, HR function is being expected to play the role of a Business Partner. The big question- Is HR ready for it? Has it earned the seat on the table? If yes, what is it doing to sustain it?
The onset of 21st century has brought in a paradigm change in the demands and expectations from leaders. While the leadership in 20th century was marked by stability, predictability, scale, top-down approach and control by rules and hierarchy, however, 21st century has got characterized by discontinuous change, speed & responsiveness, collaboration, all pervasive leadership, permanent flexibility, entrepreneurial spirit, creativity and continuous technological upheaval, some of which is popularly characterized by the acronym “VUCA”- Volatile, Uncertain Complex and Ambiguous.
These are challenging times. Leading in this VUCA world requires completely different mind-set, approach, style and competencies. What should the leaders focus on and how should they analyze their effectiveness, so as to create enduring organizational success and excellence?
Employee happiness has undeniably emerged as one of the critical keys to success of an organization. Research over last several decades across various organizations, whether large or small enterprises or entrepreneurial startups, has shown that people are more productive and creative when they have more positive emotions. If employees are engaged, the company grows and keeps thriving against business challenges. On the contrary, without happy or engaged employees, business keeps suffering and thereby fails to grow.
Consider the 7 useful tips to build a happier workforce in your organization.
Companies try to motivate employees with increments and bonuses, but these truly work for a very short time. Why? Because managers don’t invest enough in their employees. Managers fail to realize that motivation is not always rational. By not focusing on the other enabling factors that engages the employees at an emotional level, they reduce the relationship to a transactional level by believing that the year-end monetary rewards will keep them motivated. Such monetary form of motivation only works for a short time. Experiments have proved that not providing raises or bonuses also produces almost similar results, but only without this short period of improved motivation. The best employees leave as soon as the ritual of annual increases is over.
Is ‘HR career’ a popular option among candidates at the time of campus hiring? Are there still popular age-old notions that HR is all about administrative, back-room work with no real rewards, learning, excitement or “kick”, and that the profession is the preserve of people who couldn’t get into the mainstream functions, lack the ability to grow or any ambition to drive “real” things in life.
Things have turned around 270 degree, if not the full circle. HR is no longer regarded just an administrative function. It is playing the role of a strategic business partner. Rather than a “Cost center”, HR function is evolving as a “Value creator”. No wonder, Business heads have HR Leaders as their “trusted ally” who get involved in all facets of organizational decision making. We also see experienced business managers wanting to have a stint in HR to develop a fuller perspective of people and fine-tune the art of managing and galvanizing them to drive business results.
Find out the five key reasons why anyone should chose an HR career.
HR professionals have always been treated as laggards when it comes to understanding business or Technology. While things have been changing in the last decade, however, it is still not even. It might have happened in pockets and in so-called progressive companies, but many companies are still comfortable working on stand-alone systems, good-old excel files, […]
Ours is an era of all pervasive hyper connected world where social media, mobility, analytics and cloud services have become the order of the day. Infact, the information explosion has hit us so deeply that we are always virtually chasing a moving target! In response to these broad trends, coupled with changing expectations, context and the […]