Friday, September 27, 2013

Re-thinking Some 'Over' Used Hiring Practices


I found this article to be very interesting.

In this article ,the writer shares his view on how at times the best known and frequently used  hiring techniques go wrong.



Referrals  make the ' best ' candidates

Error enters the recruiting process when you believe it whole-heatedly .If your employee refers a candidate, ask these questions:
  • When did you last work with them?
  • What did you personally witness that was impressive?
  • Would you trust this person to make decisions affecting your job?
   Make sure that you’re not getting bunk referrals of poor performers.


The Readers can follow the link;

Thursday, September 26, 2013

10 Tips For Effective Employee Relations


Human capital is considered as the back bone of an organization. Managing the human component is the one of the most tackled issues of HR Professionals. Prevalence of sound employee relation enhances productivity. 

Here are some tips for effective employee relations:


1.    Have a well defined communication system

            A drop of ink may make a million think. Proper communication at all levels ensures effective reach of thoughts and policies of the company among the work force. Make sure that the employees follow the transmission and interpretation of policies.


2.    Provide a competitive payment package

           A Competitive reward package stimulates employee morale which in turn enhances productivity and success.


3.    Be 'Collaborative'

          This is one key HR skills which alone can with stand. An employer responsible for managing effective relations should be able to relate well at all levels.


4.    Create ample career development scope

           Employees are constantly in lookout for their career betterment opportunities. 'Internal Sourcing' is one of the best known recruitment policies of companies. 


5.    Be swift to hear & slow to speak

           As many HR researches state, listening is the most inevitable skill a HR position demands, which itself is an employee management technique.


6.    Have transparent and unbiased  HR policies

           Sound ethical policies are always well tolerated among employees irrespective to size of business. This can be well used as a 'magic stick' to enforce  quality work. Establishing an organizational structure in which clearly defined responsibility and authority are assigned to each job promotes good working culture.


7.     Develop an apt conflict handling strategy

            Conflict is an anticipatory challenge. A danger foreseen is half avoided. To have apt conflict handling policies increase mutual trust and ensures quality teamwork.


8.    Provide accurate feedback and value suggestions

           Let the employees know you value their opinion and suggestions for company betterment. Let them feel the contentment. Honor a job well done.


9.    Fringe Benefits!

           Providing incentives at different levels go in par with effective management policy. Introduction of referral bonus system is a sound practice.


10.    Celebrate Often

            Introduction of celebration practices like achievement, festivals, and birthdays by employee organizing committee will help to reduce stress and develop interpersonal relations among the employees. 'Happy' workers contribute more towards productivity.
      

Tuesday, September 24, 2013

Interview: How Allison Managed HR Operations while Scaling from 1000 People to 4000 in Barclays Shared Services

Allison Chotia: Senior HRBP at Barclays Shared Services Africa


Girish: Allison, describe your current job

Allison: I am a senior HR Business partner supporting a shared services portfolio of 4000 people nationally


Girish: Tell us about your early career and what it was that made you decide on a career in HR

Allison: People Engagement
Ability to influence business and the performance outcomes
The wide scope and complexity of the role and the ability to specialise


Girish: What is your average day at work like?

Allison: It is split between Client engagement, Coaching, Problem Solving, Line Leadership, Strategy implementation, Advisory, Business Development and Decision Making


Girish: What is your biggest HR challenge?

Allison: Corporate red tape,Challenging Policy, Changing mindsets


Girish: What has been the highlight of your career in HR?

Allison: Building and landing a newly creating Shared Services Environment from 1103 people to 4000 and influencing the business performance


Girish: How has HR helped the bottom line of your company?

Allison: By creating and implementing recruitment strategy that changes the caliber and profile of incumbents employed. Revising the training strategy to improve the quality of the training and impact of staff on Customer.


Girish: What according to you is the BEST and the WORST thing about being in HR?

Allison: Worst - HR are always seen as the enemy and blamed for all wrong doing
Best - We are the change agents who have the highest impact on how to drive the EVP and employment reputation of the business


Girish: What strategies do you use to retain your staff?

Allison: Financial, Developmental, Good EVP - good environment to work in with good development and opportunities for growth and mobility.


Girish: What according to you is the most important HR skill?

Allison: Listening and reasoning


Girish: How do you manage company culture?

Allison: I manage it through constant engagement and feedback


Girish: How can our readers reach you?

Allison: I am on LinkedIn at http://www.linkedin.com/pub/allison-chothia/14/a81/a4




Wednesday, September 18, 2013

Interview: Alan Cherry of Picarro, Inc Uses the Skill of Listening to Achieve Great Employee Relations



Girish: Describe your current job

Alan: I am the Head of HR for 100 person start-up in the environmental/Energy space. I am responsible for key programs in the areas of hiring, employee relations, training and development, creation and maintenance of a great culture.

My goal is to set up the company for explosive growth as we scale the business, hopefully towards a future IPO.

I am a part of the Executive team that sets the strategy for the company


Girish: Tell us about your early career and what it was that made you decide on a career in HR

Alan: I took a general business studies degree and as a part of this did some work in the Human Resources arena. I found I was very interested in the HR world and subsequently took a full time post-graduate program in HR.

I found a job in a large Manufacturing organization making Industrial turbines and soon discovered I was very passionate and successful in the world of HR and broad general people programs. I was always interested in the business as well as the HR side and this helped.


Girish: What is your average day at work like?

Alan: There is no average day, every day is different and it is hard to predict how any day will turn out. This is what I like about the job I can be involved in high level strategic discussions around where we are taking the business, or I can be interviewing a scientist or I can organizing a BBQ to help morale....

I like that I am called upon to show incredible diversity and flexibility...


Girish: What is your biggest HR challenge?

Alan: Working with the Executive team to get them to play well together and have productive meetings, to make quality decisions and to coach individual behaviors.

Second up is to ensure we are always bring top, top talent into the company and we can only do this if we maintain a superb value proposition that makes us attractive versus the bigger players in the Valley.


Girish: What has been the highlight of your career in HR?

Alan: I have traveled the world connecting with employees in many companies and helping them to perform better. Delivering training programs in Europe, Middle East and Africa, North America and Asia Pacific has been very rewarding.


Girish: How has HR helped the bottom line of your company?

Alan: We enable the success of the company. We allow a smaller team of better qualified and experienced employees to beat companies that are much larger than us... HR is not seen as a cost center but as value add to many different business processes.


Girish: What according to you is the BEST and the WORST thing about being in HR?

Alan: Best: Meeting and hiring incredibly talented people, coaching and developing employees, being part of a winning team

Worst: If you set it up correctly there is little that could be seen as bad....maybe explaining the role of HR to employees that have never seen a good HR function before and have a set view of what HR can do for them....


Girish: What strategies do you use to retain your staff?

Alan: Maintain a great environment and culture, hire super talented people, let the enjoy working together and ensure everyone knows and believes in the vision of the company, make it meaningful to everyone.

Playing on a winning team really helps...


Girish: What according to you is the most important HR skill?

Alan: Listening


Girish: How do you manage company culture?

Alan: You don't manage the culture; you enable the culture by guiding the behaviors of the employees and reinforcing the values of the company.


Girish: How do our readers get in touch with you?


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