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November 25, 2016

Our world is going through a transformation. Old businesses are fading into the horizon while many new ones are arising. Shareholders and board members are looking for a CHRO with the necessary skills to guide a company in a business environment, where the only thing constant is change.

The changes in the business landscape is throwing up new challenges that require a CHRO to have the following characteristics:

  1. Track Record of Advising the CEO on Leadership Changes with Discretion

A CHRO has to collaborate with the CEO on topline leadership.

  • They should have experience in creating the blueprint of the leadership.
  • Hiring the right leaders or arranging their exits with discretion.
  1. HR should not be their only Experience

CHROs should think of themselves as strategy partners. They need to contribute towards the development of the organization-wide business plan and objectives.

  • They need to work closely with the CEO in creating the strategy blueprints.
  • In order to do this, having experience in a business vertical / horizontal has become a key factor.
  1. Transformation Experience

Change of pace has been increasing steadily with technology causing rapid changes in our society. Products and services are becoming obsolete in years instead of decades.

  • A CHRO must have experience in guiding the transformation of a company in new directions and ensuring leadership / team / business strategy changes to keep up with the pace of changes.
  1. Experience Working with a Multi-Geographical Global Workforce

Today’s organizations work with people from multiple cultures and even multiple geographical areas. This brings its own set of challenges in creating a cohesive and focused team.

  • The CHRO must have an understanding of how to create HR policies that respect laws of the respective countries, but still creating an over-arching culture for the organization as a whole.
  • Experience in creating policies must be inclusive of multiple cultures and aid in creating a harmonious and thriving atmosphere for employees, who may work with team members belonging to different cultures and geographical areas.
  • Experience in creating blueprints for training and sensitizing a global workforce on working cohesively in cross-cultural teams.
  1. Experience in Hiring and Retaining Talent for Knowledge-based Jobs

Knowledge based workers have been around for decades. What’s changed? The rate at which one area of knowledge is becoming obsolete and new areas of knowledge and skills are coming up is ever increasing.

  • A CHRO must have experience in rapid talent acquisition matching the knowledge requirements to meet organization’s business goals.
  • Experience in creating talent retention as well as talent development programs for niche knowledge areas.
  1. Use of Information and Technology to Arrive at Key Decisions

Today, with technology available on fingertips, a CHRO must be able to take advantage of the information accessible via technology to arrive at smarter decisions.

  • The CHRO must have Big Data skills – what data they need as well as tools they want to use to analyze the data for their business objectives.

Reading through these characteristics, one begins to realize that a CHRO cannot be visualized as a mere HR leader – they need to be architects of a company’s success strategy.

CHRO 2.0 Characteristics that HR leaders of the Future Need


By HR-One Team
November 23, 2016

A great organization will always have a strong culture that unites and educates people. The organization’s culture and values are lifelines that play a tremendous role in its success.

It is important to recognize the importance of workplace culture for business success, performance, and sustainability.

A commendable HR would always like to have a wok culture in an organization that influences various factors, such as job satisfaction, trust, commitment, and overall relationship quality. But what kind of culture should the organization have to achieve all these factors and be successful in business as well? Let’s deep dive!

Culture of Learning

Do you have a true learning culture in your workplace? It does not mean sitting in a conference room and attending some 2 hours training, which you forget the moment you step out of the room. Instead, it relates to the training, where employees learn while working and contributing towards the success of the organization. You can achieve this mission by encouraging employees to increase their knowledge, develop their skills, and enhance their performance on regular basis.

Culture of Transparency

HR managers should motivate their employees to freely share their opinions, ideas, worries, or even criticism.

Culture of Integrity and Trust

For the success of the business, HR managers should believe in moral values, such as honesty, integrity, and trust and emphasize these values among the employees.

Culture of Supportiveness

HR managers should ensure that employees are treated as individuals and supported by the organization.

Culture of Innovation

The culture of innovation can be considered as one of the top-most agendas of any organization. Build an innovation culture, where employees are encouraged to think out of the box.

Culture of Sharing and Learning

Continuous learning and sharing process uplifts an individual as an employee and as a person. Further, it opens opportunities for an organization’s success in terms of increased efficiency, productivity, and profit. This further boosts employee’s satisfactions.

Building Workplace Culture: Tips Every HR Should Follow


By HR-One Team
November 21, 2016

When you go for an interview, there’re a number of things you should avoid saying to increase your chances of being hired. Here we’re going to take a look at 10 of them. Let’s get started:

  1. Vacation Policy: By talking about vacations even before you’ve been hired, you can screw up your otherwise fine interview. Don’t ask about leaving even before you’ve started working.
  2. Bad Things About Your Current (or Past) Employer: No matter how dissatisfied you’re with your current/past employer, discussing it with interviewer can significantly hurt your chances of getting a job. HR professionals and executives are almost never interested in hearing such stories.
  3. I’ve no questions: That simply shows how desperate you’re for the job. Or that you’re not interested in a long-term role. Don’t be like that and prepare some good questions instead (mostly related to the work that you’ll be doing).
  4. What’s up: A casual greeting like this is considered highly unprofessional in corporate world, so you should avoid it.
  5. You don’t have any weaknesses/shortcomings: That’s impossible, whether you believe it or not. Even most talented and powerful people in the world have got some shortcomings. You’ve got yours as well, and you should be aware of them.
  6. You’re a team player: Mentioning this doesn’t help. Why? Because the ability to be a team player is taken as a given. If you’re pointing it out specifically, it means that you’ve been working solo until now.
  7. Sorry, I’m Late: Why’re you? Believe it or not, but in most cases the reason won’t matter to the interviewer. If you couldn’t make it on time that day, little remains to be expected in the future.
  8. Work from home: The company may offer you this luxury depending on how satisfied they’re with your performance, or if they feel that your working from home can improves the outcomes for their business, but you should leave it to them. Asking about this in interview projects you as someone who doesn’t like collaboration.
  9. Comments related to appearance of interviewer: No matter how stunning your interviewer looks, you should avoid comments related to his/her appearance when you appear for an interview because your comments, even if true, may count as flattery.
  10. I’m a workaholic/perfectionist: These qualities are shown – not told. So you’ll be better off if you don’t mention them during your interview.

10 Things You Should Never Say in An Interview


By HR-One Team
November 18, 2016

As an HR person, it’s important to know if your employees are happy. Here are 10 tell-a-tale signs that you can look out for inconspicuously to ensure that your folks are doing well!

  1. Smiling

A real smile always gets reflected in your eyes. While talking to your employees, observe their smiles. Is the smile natural or fake? With the smile and eyes, you would be able to measure the happiness of a person.

  1. Vacation Pattern

Employees, who have planned vacations are generally happier than those who have unplanned frequent vacations. If the employee’s availability is predictable and balanced with planned vacations, it is generally a sign of a happy employee, who knows when a break is needed and also eager to be back at work.

  1. Reaching To Work On Time

A satisfied employee would love to come to work on time. If a person reaches office in time with a genuine smile, you can easily make out that they are motivated towards their work assignments.

  1. Building Friendly Relationship With Colleagues

Studies have shown, when co-workers spend more time together it can be good for business. Good working relationships and camaraderie help organizations create higher performance in the workplace.

  1. Contributing Towards Voluntary Work Events

If your company is organizing voluntary work events over and above the normal working hours, employees, who participate, are reflecting happiness with their jobs.

  1. Preserving Company Resources

A happy employee would never like to misuse or see wastage of their company’s resources. Consider how often an employee is asking for office supplies, such as stationary. Other examples can be wastage of electricity and coffee.

  1. Behaving Passionately

An unhappy person can never work with passion or energy. Passionate employees strive to do their best, are quick to alert if things are not going well and always ready with suggestions on how to make things better. Look out for employees, who exhibit high energy and passion levels.

  1. Proposing Solutions

A satisfied employee will always like to contribute in discussions and can invest time towards the growth of the organization. If your employees voluntarily take the time to think about the company’s future, take it positively.

  1. Showing Optimistic Attitude

To determine the number of employees that are optimistic and happy with the company, conduct a meeting. Take their feedback. People providing positive feedback are happier and vice-versa.

  1. Good Working Relationship With Manager or Boss

It is not necessary for employees to be friends with their boss but they need to have a good rapport. Employees, who have a good rapport, generally tend to get recognition and support from their manager and perform better.

A happy employee can help in creating a productive and vibrant work atmosphere. Employees, who do not display any of the above signs, need support and action from the HR to bring them into the happy zone.  

Are your employees happy? 10 Signs HRs should always look for


By HR-One Team
November 16, 2016

Building up others and enhancing their lives, blooming up creativity, productivity, and profits makes good Human Resource (HR) personnel. An HR is considered as the core of human capital management.

Following are the 10 qualities and characteristics of successful Human Resource managers.

  1. Patience

Patience is a virtue! You need to understand that to achieve an expected output, one has to go through tough competition, which sometimes consumes time and energy.

  1. Willpower

HR managers with strong determination towards their goal will always stay focused to achieve desired results and be consistent in their efforts.

  1. Proactive

Foreseeing problems and seeking appropriate solutions are expected from HR managers. Good HR manager will never wait for things to happen. Instead, they will proactively take corrective actions.

  1. Communicator

HR managers need to communicate across the vertical as well as the horizontal of an organization, i.e., from top management down to all level of employees. An effective HR manager must be a strong communicator and influencer. It should be a two-way communication, where you listen to your fellow mates and try to hear what isn’t being said.

  1. Ethical

Human Resource profession comes with a great deal of moral, ethical, and legal responsibilities. Recruiting, compensating, training, and managing performance require a great deal of ethical ramifications. In a maze of all these complicated factors, everyone in a workplace look to an HR for guidance. Therefore, HR is always advised to stick to the defined ethical codes of conduct to guide their behaviors.

  1. Approachable

Efficient and effective HR managers would like to sit with the team so that they are easily approachable by their employees. They love to follow “open door policy”.

  1. Passionate

Great HR managers are always passionate about their work and their mission is to achieve desired results. They are passionate about talent – finding it, training it, involving it, and building it.

  1. Innovative

Extraordinary HR managers believe in designing creative and unique approaches to attract, manage, and develop talent so that they can stand out from others in the crowd. They are supporters, representatives, and inventers of world-class talent initiatives.

  1. Strategic

Outstanding HR managers strengthen the employer-employee relationship in a strategic way. However, there is more to achieve such as, formulating workforce strategy and determining functional processes required to meet organization goals. This means, that this profile requires expertise in every human resource discipline.

  1. Learner

Last, but not the least, extraordinary HR managers would never stop learning and building new skills-sets. They always try to find new ways to improve their own efficiency, and thereby, their organization’s success.

These are few of the many qualities that can make an HR manager successful. To be successful in this field, you must learn other traits, such as being humble, self-confident, optimistic, etc., and plan living out them every day.

10 HR qualities to die for


By HR-One Team
November 15, 2016

The importance of Chief Human Resources Officers (CHROs) is continuously increasing as CEOs are realizing the importance of having great talent in their workplace. This change of importance has in turn led to a change of expectations from CHROs. Therefore, if you want to survive in this role for a long time, there’re 10 characteristics you must have. Let’s take a look on them:

  1. Courage to deal in the boardroom: As CHRO you may often find the need of making it to the boardroom to communicate crucial HR issues to the board. You should have the courage to do that.
  2. Strategy building expertise: You should have the expertise in building talent strategies and sometimes other business strategies as well because you’ll be reporting directly to the CEO, most probably as a key adviser.
  3. Working with a diverse workforce: The workplaces have started becoming more and more global today as people from a diverse range of backgrounds come to work, so ability to work with people from different backgrounds is a must.
  4. Adaptability: Things that motivate people from a certain age group may not always motivate the people from another age group. You should have the ability to adapt to the motivations of people from different age groups.
  5. Understanding of operations: A good talent strategy is one that takes care of business operations as well. Therefore, you should also have a good understanding of your company’s operations to develop such strategies.
  6. Great communication skills: Most of the time your job will include communication, so great communication skills are a must to understand the points of others as well as communicate the points that you have.
  7. Organization capabilities: The ability to keep things organized is another ‘must have’ for employees. Whether it’s organizing files or time management – you’ll need great organization skills to survive in this role.
  8. Dual Focus: Employees and management both are two sides of a coin. Since you’ll be acting as a link between both, you should have the ability to focus on both sides.
  9. Conflict management: Everyone may not like working with everyone. Conflicts arise, and as CHRO you should have the ability to manage them.
  10. Change management: Change has become a reality of modern workplaces. Unfortunately, it’s not necessary that every change will be welcomed by the employees. You should have the ability to manage such cases.

10 Characteristics That Define The CHROs of Future


By HR-One Team
November 7, 2016

For the past one week Delhi NCR has been reeling under effect of heavy smog or polluted air cover that has made it extremely difficult to step outside. Not only is the smog harmful for the heart and lungs, but is also causing severe eye infections. Given these tough external conditions, what can HRs and corporates do to make their employees feel comfortable?

Work from Home: Allow your employees to work from home wherever possible. Most offices do have a work from home policy in place these days, however you can force implement a work from home practice for all roles where ever this is feasible.

Flexible Work Hours: The smog tends to dilute towards noon. So, encourage your employees to work in a later shift. Give them flexible working hours till the situation improves and lift the time and attendance restrictions for a while.

Protective Masks: There is a set of workforce who would still need to be in office. Facilitate these workers with smog protection masks and guide them about its usage. If employees are risking their health to make sure your projects get delivered, it is our responsibility to do the best we can to reduce their health hazard.

Provide Health Supplements and Foods: The internet is flooded with various food recipes and remedies to reduce the impact of smog. Procure and distribute these to your employees or include them in your cafeteria menu for the next 3-4 days.

Use Air Purifiers: Install air purifiers within the office premises to ensure clean air internally. While this is not a permanent solution, this will give your employees some respite from the smog around.

This is an exigency situation that all of us need to fight together. So, let’s find out the best ways to ensure that the show goes on without compromising on employee health.

The Smog Trouble: How can HRs make their employees feel better?


By HR-One Team
October 20, 2016

Yes, it’s that time of the year again! There is festivity and excitement all around, so why leave your work place out? Here are some sparkling Diwali celebration ideas to light up your office mood!

Deck it up: Diwali is all about lights and brightness, so deck up your office space with all things red and yellow. Traditional diyas, sparkling lights, and a grand rangoli would be a great facelift for otherwise, dull office corners.

If you want to do things differently, consider decorating workspaces with bright dupattas and Rajasthani hangings to give it a traditional feel. If your folks love spunk, add jazzy party gears like super-size goggles, party poppers, and some cut outs of crackers and sweets.

Place colorful candles and small danglers at each workstation to give them a bright, festive look.

colorful candles

Diwali Delicacies:  No Indian festival is complete without food. So how about a week long Diwali Special Food Fiesta at work? Provide traditional food from different regions in the cafeteria all through the week and see how the excitement soars up! To make it even more interactive, you can ask employees to volunteer and set up food stalls for their peers. Award the “best-selling” dish and voila, you would have all happy smiles and (tummies) at your workplace. To do the team building bit, you can also ask different teams to come up with a Diwali special menu every day and then award the best team.

 On the gala day, add some touch of tradition to the food. From menu to serving, make sure that everything celebrates the spirit of Diwali. From using ethnic table covers in cafeteria to adding meetha paan, you can play on with the menu to make the Diwali gala at your office a memorable one!

Meetha Paan

Team Activities:  The main purpose behind office celebrations is to break ice and being people together. You can organize different activities on Diwali to make people interact with each other. Traditional attire is a must on Diwali. Make sure your employees dress their best. Make them do an impromptu ramp walk and give out exciting prizes to some of the best dressed ones.

Set up a “Family wali Diwali” board and ask your employees to stick pictures of Diwali celebrations with their family on it. Award the best pics.  You can also conduct quick 10 min rangoli and bay decoration competitions for your teams. Bring on some great music and your Diwali gala would be a super hit!

Team Activities

Bright decore, good food and some interesting games make up for a perfect Diwali celebration recipe. You can mix and match these three per your office rules and make the best of this occasion. Do share with us your Diwali celebration ideas and pics. Here’s wishing all of you a happy and prosperous Diwali!

Sparkling Ideas for Diwali Celebrations at Work


By HR-One Team
October 13, 2016

Happiness of the employees is the core of everything that an HR does. From engagement activities to rewards & recognition, there is a lot that goes into keeping people happy at work. HRs constantly need new ideas around creating a conducive and productive work environment. Here are our tested 10 ways to ensure that your employees return home satisfied after work hours:

  1. Interact with Employees

This involves literally keeping your cabin door open, so that an employee can approach you with ease. Spend time with your staff during lunch hours and engage in light conversations to build a sense of loyalty amongst your employees.

  1. Thank, Praise & Reward Employees

Your staff will obviously operate better if they are appreciated enough. Simply thank them for working overtime, appreciate their good work and reward them (with an extra day off or movie ticket) for their out-of-the-box ideas.

  1. Show employees compassion

Listen, understand and support your staff members. Instead of being task-focused be people-focused, and look out for the needs of your employees. This compassion will ignite trust and make them work more effectively.

  1. Establish a Career Path

Provide training events and career workshops for employees who feel dissatisfied with their career and want to leave. With timely career interactions, the employees will be enlightened about the various job opportunities within the organization itself.

  1. Social Retreats

Unite your employees with quarterly social retreats, or offsite events. Get them together for fun team building activities and competitions. This will spark a sense of closeness and make your individual employees a complete team, thus keeping them interested in the work place.

  1. Create Transparency

Your employees want to know about the situation of the organization, be direct and clear. By this you will create loyalty, and maybe even at the worsening conditions your staff will strive to uplift the company. To improve transparency, there needs to be continuous communication.

  1. Provide Added Benefits

Offer various perks such as; medical benefits, disability insurance, life insurance or gym memberships. By showing concern about your staff’s health and family, you will really connect with them on a personal level.

  1. Take care of your body language

As a HR team, are you giving of positive or negative vibes? You need to be approachable by all employees in the company. Set a friendly, yet firm tone in the way you talk. And be poised while listening to your employees.

  1. Consider Employee Input

The ideas of your staff could be the more effective and smarter alternative, thus creating a positive path for both the company and the employee. Support the ideas with constructive criticism, to encourage your staff to perform better.

  1. Allow Employees to Celebrate One Another

Give your staff chances to appreciate and applause one another for their work, by arranging end-of-the-month parties etc. This will ignite a spirit of achievement and attachment amongst the employees.

Try out these tips and you will see your employees always put that extra bit of effort in to improve their work quality.

10 things every HR should do to keep people happy!


By HR-One Team
October 10, 2016

Over the years we have imbibed the learnings from Ramayana in different aspects of life. Workplace culture is not different. Here are 3 simple lessons that you could learn from the life of Ravana that set examples of how (and how not) you should manage your people.

Leadership: Even if you have the best of the resources in terms of people and technology, but do not manage them well, failure is guaranteed. Ravana had a lavishing empire, best of men and ammunition, but still lost the war. Why? He operated on assumptions, did not pay heed to his best men’s advice and went on with the rampage that eventually cost him his life. Leaders should be humble, analytical and should learn from their short-comings. Being technically talented does not guarantee success, one needs to be humble, accommodative and inspiring.

People Management: People keep switching workplaces – this will not change. However, you can make your best people stay with you longer if you nurture them well and value their contribution. Take Vibhishan for example. He was the dearest brother, yet left Ravana and eventually lead to his death too. What made this leave? What makes people leave your organization? An HR should always analyze the undercurrents. Do your best people get the attention they need? Are there enough opportunities for people to grow? Keep a tab on these things and your best people would linger on for longer.

 Decision Making: At a closer scrutiny of Ravana’s life, one finds that he was an abrupt decision maker. He kept on sending his best people to war, one after the another, but never really analyzed why they lost. Moreover, their defeat did not deter him from setting up more people for the same failure. The same applies to your workplace too. Just eyeing the goal will not help you get there. For the success of each project, you must assess your people, efforts, time and milestones. Analyzing strategies time to time, and implementing necessary changes ensures that you get to your goal in the right way.

There are great lessons that one can learn from mythology about managing people and workplaces. Reminding ourselves of these lessons and following them will ensure that we continue to make our workplaces better, year on year.

Wishing you all a very happy festive season.

3 Workplace Lessons from the life of Ravana


By HR-One Team
October 7, 2016

The future HR needs to be bold and move away from the operational role. They need to be the agent of change that can reform future workplaces. But, what is that most critical skill that can bring a change at workplace?

We recently conducted a #HRChat of Twitter and threw this question to our HR twitterati. We were swarmed with many interesting and inspiring responses. Here is a quick summary of what the HR influencers think:

  • Lead by the front: Being proactive and predictive is what the HRs need. The need of the hour is to move away from following mechanical instructions to being bold and responsive.


  • High on emotions: EQ or Emotional Quotient is what the HRs would need to be the successful agents of change.


  • Culture Builder: HRs would need to be the drivers of work cultures. This is one skill that will also determine their strength as a successful people’s manager. If you can build and drive a conducive and transparent work culture, half the battle is won!


  • Make the business meet the culture: Be able to develop HR strategies and work culture that are in sync with the business objectives would play a great role in making workplaces better. Be the perfect business partner and people’s champ in one go!



  • Collaborator: HRs can no longer afford to be passive. They must enable clear communication and collaboration across different functions. This will help people across departments to connect with each other as well as with the organization.


#HRChat: What is the most critical HR skill that can bring about a change at workplace?


By HR-One Team
October 5, 2016

A bold event for the bold HRs of tomorrow – that was SHRMi 16. Here is a quick tweetcap of the key takeaways from the event.

tweetcap shrm

Tweetcap #SHRMi16


By HR-One Team