Human Resource

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Managers Pull By New Big Entrants In Indian Automobile Industry: New HR Game

Today the world global economy is rising with the birth of new rivalries, We have been seeing the boom in an automobile since "Hindustan” and “Padmini", But through them, new eras consisting of cyclic phases have marked constant changeovers in the automobile market. The new venture, the then "Maruti Udyog Limited" marks the entry of small cars. The Seek to surviving in the industry made the qualifiers to jump into the new pool of new entrants a new rivalry. Connecting the old loyal school profiles to the new game-changing companies has been the current question mark for the HRs. These loyalties are far seen broken with the entry of Korean and Japanese carmakers, because of which constant switchover of the executives went down for 35 long years. Today marking the beginning of a new era the industry is being taken into a new competitive analysis with the entry of Chinese automakers like - "the great Wall motors". the pool has become bigger. Acting as th

Perception for Human Resource professionals created by Social Media

The above conversation may be fictional but the underlying thought behind it isn’t. The perception that friend 1 ( Sharad) had about HR’s is exactly what most people think and a lot of the credit goes to social media. Articles from popular micro-blogging sites are shared on a daily basis on social media and they help in spreading this common thought. As an HR, I take offence to these articles and understand that humour is important but not at the expense of a profession. HR is supposed to be the one common bridge between all the other departments. Right from recruitment all the way to the exit, we do it all. And yet our work goes unrecognized. Is this point of view harming HR as an industry? No, not yet. I am sure this is a common consensus that people love reading, laughing& sharing there funny HR articles without realizing that they are spreading false facts by dissing an entire profession. Let me tell you the reality of being a human resource professiona

How to know the employee is planning to leave?

It's the first day at the office and Rini is all set to play her role with a positive attitude. Every work that she is given is an opportunity to learn. Every day at work is building her personality and she is witnessing her growth with a determined heart to keep it going. Her leaders are supportive and the office culture is also positive. It seems like the best workplace for her. It's been a year now, Rini has attained a higher position at her workplace. But there is a pattern that Rini has started to find in her job. She misses on the challenges she used to face. And to add onto this, her leader has also left the organisation. The new leader believes in the final outcome and is more into delegating. Rini has queries but his leadership has no time to listen, all it wants is the end result. One day her leader calls her to his office and hands over a huge project to handle. Rini's excitement levels are at high and her mind has already started thinking on the strat

HR Automation Unveiled

Ever since the industrial revolution soared, operations became a time-consuming altar. We can’t stress enough on the importance of introducing technology in HR. According to TOI, in a survey by Willis Towers Watson, companies in India expect the use of automation in the workplace to increase from the current 14 per cent to 27 per cent in coming three years, higher than the global and APAC average. "The advantage with the Indian market is its ability to skip steps and trench technologies," says a Senior Director for the Oracle's Asia Pacific operations, Shaakun Khanna. "In India, companies are relatively young and can embrace technologies faster and leap straight into the future," he also added "If an employee were to tell Amazon's Alexa that she was pregnant, it will not only congratulate her but also inform her about the pregnancy-related assistance in the employment package. Similarly, when prompted, it will also write an email to the H

HR Agility: Managing the Change!

Progressive organizations that are seeking a profound competitive edge in the digital world have been increasingly focusing on the need for HR agility. However, there is lurking concern that HR agility is endangered to become a trending buzzword in corporate conversations. HR agility is basically the ability of the HR function to react instantly and adequately to the evolving employee expectation, business conditions and workplace disturbances. Therefore, HRs are expected to elevate their functions to a level where they can keep pace with the evolving demand. Today’s business processes have a more stable environment. The objective is to drive efficiency, consistency and risk reduction through tight procedures and controls. It is with the emergence of global competition, changing customer demand, political turmoil, supplier upheavals and economic troughs that the stability is getting replaced with permanent volatility. Gone are the days when the pre-structured polici

Why can’t HR position itself as a Main Business Function?

Human resource is the people science and the most complex as it’s is dealing with the most uncertain creatures i.e. we the humans. Still, this function of HR that is responsible for reward and recognition for other departments is still not getting the due recognition for itself! “Why the Indian HR Ecosystem lags behind the HR ecosystems of developed countries?" Let's try understanding the reason ….. The impacts of globalization in the industry is continuously evolving and consequently pushing all work functions to become in-line. Whereas the primary functions like sales and tech are the first one to get aligned, it poses a lot of challenges for secondary functions like HR to match up the same. Sadly, in accordance to a study, 51% of companies are linking business impact to HR programs. In addition, 60% believe in holding HR accountable for not just talent, but also business outcomes. This indicates that almost half of the HR industry is still in the support/a