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August 28, 2017

Rapid and striking changes in technology have affected business in ways than we can’t even analyze, from globalization to workforce flexibility to robotics to transformation in human resources. If HR wants to continue play a critical role as it does, it must embrace technology to its core. With upcoming trends and latest patterns, the human resource department is swiftly moving away from the manual and tedious tasks to embracing robotics, cognitive computing and Artificial Intelligence programs. This shift is enabling HR professionals to engage more closely with employees and adapt HRMS software in their day to day operations, which can lead to more meaningful interactions within an organization.

There are many benefits that can be enjoyed after implementing a HRMS into an organization, such as:

Enable a Transparent, Paperless and Faster Hiring Process

Right from hiring request to offer letter, HRMS software helps you keep a track of all open positions and closures with stage wise statistics. It also helps hiring managers create new requests and track the progress on their requisition. Meanwhile, recruitment team can keep a track of TAT, progress and status of vacancies. While, other HR members can easily source and upload resumes from internal and external referrals, portals or an existing database.

Centralized and Accurate Employee Data Management

With an agile and smart technology platform, it is easy to maintain and track all employee records from different locations and departments. The software also eases the workflows for leave, attendance, help desk, and various user requests and approvals based on organizational structure. Moreover, each employee can easily scan information that is relevant to them.

Manage and Maintain All Financial Records Right From Hire to FnF

HRMS works best to simplify and expedite paid day calculation while meeting all statutory compliances. It also helps to manage and maintain all financial records seamlessly. Further, the software acts smarter as it defines multiple salary structures as per pay policies and generate auto salary breakup based on assigned salary structure. So, now HR department can be rest-assured of error free statutory calculations.

Plays a Critical Role in Performance Cycle

The HR software plays a critical role in gauging the performance of employees as per the set parameters. The system is also agile and transparent that ensures all users have clarity on role, goals and progress. It works by providing unbiased ratings for review and appraisals as per the fixed cycle.

Indepth-Analysis of HR-Critical Metrics

HRMS is a clean, simple, fast, and interactive software that gives you an in-depth analysis of all your data. It’s easy to read charts and tables generate instant and accurate insights. Further, you can create custom, dynamic reports to analyze data. HR leaders can share and view reports on basis of their given access rights.

Improved Security

HRMS can also improve your business’ security by reducing paperwork and associated security risks. Security has become a concern or at least a consideration for many businesses. By using this smart and agile software, you can reduce the cases of breach and limit your risks to minimum.

With HR software’s combination of speed, agility, transparency, automation and effectiveness, it’s no surprise that companies are actively implementing HRMS software in their workplace. HRMS can handle numerous tasks including recruitment, workforce, payroll, helpdesk, attendance and leave info, personal information and more. Is your business ready for a new HRMS system? Let’s connect, we can help you on the journey of transforming your HR department.

HR People: Why HRMS Software is All That You Need

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By HR-One Team
August 21, 2017

While most HR professionals would already be  informed of emerging trends such as artificial intelligence, robotics and cognitive computing in human resource, the advancement in technology means it’s critical to stay informed what’s trending and what are the new ways to manage an increasing dynamic workforce. To navigate the best way forward, it’s imperative to stay on top of the emerging trends in HR.

So, here are some of the trends that every HR manager should know.

People Analytics The Next Big Thing in HR

In recent years, there has been a striking shift in people analytics. The focus has been shifted from understanding employee performance to building a more relevant and effective HR strategy to utilizing the data for predictive modelling.  In every sense, the percentage of companies using predictive modeling has grown to double over a couple of years.

Digitization Has Enabled New-Age Recruiting

Digitization has made the talent acquisition process almost effortless. The use of the social media, job portals, professional network platforms are some of the methods that has eased down the way recruitment agencies or head-hunters work. With this smart technology, HR professionals are taking full advantage to refine their recruitment workflow and to bring in the best candidate.

Digital HR

Digital HR is the foundation for organisational change to achieve business outcomes and to make it future-ready. Thanks to the advanced technology, HR processes can be automated in a different way. Digital HR can improve employee performance, automate manual tasks, and manage the occasional crisis or conflicts.

Fostering a Work-Life Balance Culture

Technology is making things simpler by which we can provide flexibility to the employees. By creating the right-work life balance and giving the options of flexi time and time away from work are some of the benefits that HR personnel are offering it to the next-generation employees. The use of technology is helping HR in a big way to  build a positive ambiance, keep the workforce motivated, foster positive vibes and team bonding.

Employer Branding Through Social Media

Millennial and Generation Z job seekers are digitally savvy and never far from social media. In this context, HR personnel can make most out of social media to reach the right people and create an employer branding for their organization as one of the great places to work for. HR can use social platforms such as Twitter, Linkedin, Facebook to organize their branding activities and develop strategies for each platform.  So, if you want to build a strong talent pipeline and hire the best candidate among all, employer branding is non-negotiable.

The way we manage, converse, and organize ourselves is undergoing a seismic change. This new digital era is forcing us to rethink and reimagine HR from top to bottom. Interested to share some more new trends in HR with us, let’s connect.

Revealing Insights on Emerging Trends in HR

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By HR-One Team
August 16, 2017

If you’re an HR Manager, there are chances you’ve heard about Artificial Intelligence in HR. It seems that everywhere we turn our heads on, we are learning more about AI. An ongoing debate is whether AI is here to replace HR at the workplace. AI is certainly one of the biggest of all technologies developed for HR till date, but AI is not here to replace humans but to empower them. Yes, rather than replacing the human resource with robots or automated programs, AI will simplify the way HR functions.

Let us explore how AI is becoming a game changer in human resources.

Reveal New Insights for Potential Candidates

By quickly sifting through the large blocks of information, AI tools can dive intelligently into social sites, career portals, knowledge sharing platforms, journals and other platforms to update information related to specific candidates. This information is often used for skill validation. With this information, employers can understand their work patterns, interests, level of engagement and what potential opportunities that candidates are looking forward in the future.

Work as HR Assistant and Streamline Employee Onboarding

AI tool works as virtual assistants in the employee onboarding process. It can help create new employee profiles seamlessly and educate new staff about organization policies, insurance, benefits, and values.  When you replace some of the mundane tasks of HR, they can focus more on what they are their best: nurturing, cultivating, retaining and working with talent.

Predict Probable Issues Before They Strike

AI won’t just enable HR in recruiting, it’ll help devise solutions for problems before they arise. For example, it will give you an insight how engaged are your employees by observing patterns in their activities. This can help in better management of human resource and more engaged work culture where employees feel valued and empowered.

Happier Workplace

The quicker an organization embrace AI, the easier it will be for them to scale and be ready for the digital era. Businesses who have employed AI-based technology in their HRMS software have seen striking results such as increase in employee productivity, happier workplace and employee retention.

Post Offer Acceptance

There’s usually a gray area exists where a candidate accepts a job offer. This high chance of uncertainty reaches it peak normally after two weeks from the date a candidate has given notice at his previous organization to the time they are expected to join your organization. AI could fill this gap by engaging and following up with the candidate to increase the acceptance ratio of your desired candidates.

Artificial intelligence can shift human tasks to more strategic tasks that matter. HR people will be able to do work more precisely in less time, have bigger-picture thinking and can free time for innovation and strategic HR tasks. The key thing is to remain flexible and open to embrace new technology.

Should your organization face ongoing challenges like dealing with new-generation of employees, employee onboarding, weeding out incompetent candidates, studying their social imprint, automating manual tasks and many more, we can help you on the journey of transforming your HR department.

How AI Helps HR Predict the Next Move and Make Intelligence Decisions?

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By HR-One Team
August 11, 2017

Marking employees’ attendance from any location, time-management, payroll integration are some of the pain points of an organization. However, as the technology advances an organization can resolve these issues and keep better track of employees’ time and attendance. With Geo-attendance tracking, you can manage heaps of data better and derive useful insights from it.

Let’s give a quick glance as why you should include next-generation time and attendance software in your business.

Maintain Employee Records With Utmost Accuracy

With the help of Geo attendance software, employees are free to mark time and attendance from their working location at a preferred time. Using an intuitive and user-friendly dashboard, you can eliminate the manual efforts of keeping a close watch on the go.

Online Attendance Marking

Enable employees to access their information online or through their smartphones. This software allows employees to mark attendance, or raise any request using the browser, without any biometric devices or the need of some hardware based time-tracking devices. To prevent misuse, you will get a respective user id and password where employees are free to manage their account without any hassle.

Improve Overall Employee Experience

The Geo-attendance software brings great perks alongside managing attendance and leaves. It helps employees to keep a close tab on working hours (clock-in and clock-out feature). This  is instrumental for managers who can plan ahead and assign tasks accordingly.

Integrates With Any Hardware

Most Geo-attendance software are flexible and scalable and they can seamlessly work with any kind of hardware. To name a few, biometric devices,RFID, smart cards etc. The integration is smooth, zero risk and minimal business disruption. This integration can bring a great change in the way we perceive the attendance management process.

HR Can Focus on Strategic Tasks and Policies

With a user-friendly software, HR can now focus more on strategic policies where manual works get automated. The result is a smarter workplace where there are less chances of confusion, inconsistencies, high performance, and improved productivity.

With a robust system by your side, you are able to manage your workforce queries about their leaves and attendance. Geo-attendance software has simplified and eased the HR’s burden to an extent.  Organizations with the thought of implementing a Geo attendance system can give us a call for a demo of flexible, fast, scalable and enterprise-level Geo-attendance software.

Going Forward: Easy Clocking and Time Management with Geo-Attendance Software

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By HR-One Team
August 10, 2017

For the new-age workplace money isn’t only the driver of job satisfaction. And in that spirit, many organizations have realized that employees value other things more than just the monetary benefits. There are various studies and statistics that indicate while salary remains the important drive to attract job candidates – it isn’t the only thing to keep an employee inspired. So, what keeps an employee engaged and happy?

And, as Dale Carnegie says “People rarely succeed unless they have fun in what they are doing”. Here are some ideas to think about.

Flexibility for Balancing Work and Life

Technology is making things easier by which employees are available around the clock. As an employer, one should put the thinking hat and imagine what is the best thing that can be done to maintain a successful balance between personal and professional life. Flexibility at work is another key feature today’s employees consider over salary. It helps build a positive ambiance, energizes the workplace, keeps the workforce motivated, fosters positive vibes and team bonding.

Make Your Workplace Smart

Employees are intrinsically motivated to share their ideas, thoughts and collaborate freely when they have the platform where they can contribute and speak freely. The forum or an intranet communication platform. By using the right platform, you can improve communication, foster trust and productivity.

Enable Employees to Access Their Information Online

Employees are generally satisfied if they can extract information on need basis using the intuitive and secure self-service system.  Equip them with the software to diminish the manual efforts of keeping tabs on online attendance marking, employee self-service, payroll, or financial related queries. This in turn mitigates any confusion and improves engagement and experience with the organization. In addition to this, they seek the software where they can update their own personal details, apply leaves, manage leaves, track their assets, and is available 24/7 whenever they need it.

Recognize and Celebrate

It’s on the behavioural side that people want positive feedback, recognition they put forth in extra efforts, acknowledgment of great work.  Make them understand their inputs and efforts are valued. Prioritize employee recognition and you can ensure a positive and productive workplace. Recognition should not be confined to the team only, one should use a proper channel to help spread the word to peers and colleagues. People who feel appreciated are more positive about their organization and their ability to contribute. People with positive self-esteem are potentially your highly-motivated employees with greater efficiency and indeed best working professionals.

There is a consistent effort required to foster a culture of reward, engagement and recognition. However, the investment is worth it. Happier employees are more motivated and higher employee engagement is often linked with significant productivity gains along with employer branding. If you wish to foster a great culture in your organization too, you can pursue all the above steps and give us a call to give you a demo of our HRMS which will make your workplace smart.

How to Make Employees Feel Valued?

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By HR-One Team
August 1, 2017

After a big bonanza of the 7th Pay Commission for government employees, another good news which is expected to benefit over 4 crore employees across India is catching the eyeballs. The Union Cabinet has approved the new Wage Code Bill which marks the major initiative of the Government in amalgamating four labour related laws. This move is being viewed as one of the bold steps taken by the Labour Ministry to set a minimum wage a statutory right for all employees.

At present, the minimum wages fixed by the center and states are applicable to workers getting up to Rs 18,000 pay monthly. The bill, which is likely to be introduced in Parliament during the ongoing monsoon session will conclude on August 11.

Also until now, the central government was the decision authority for fixing wages in their own sphere while states were primarily responsible for fixing their areas leading to non-uniformity. The lack of methodology to fix the wages of workers was adding to the complexity. This wage code bill might solve these problems to an extent.

Here are a few things the Code On Wages talks about:

The ministry has taken major steps by consolidating four labour laws such as — the Minimum Wages Act, 1948; the Payment of Wages Act, 1936; the Payment of Bonus Act, 1965; and the Equal Remuneration Act, 1976.

It aims at reducing disparity in minimum wages for all industries and workers irrespective of scheduled industries or establishments.

The bill seeks to empower even those employees getting a monthly pay of higher than Rs. 18,000 to a minimum wage.

The center will also revise the minimum wages periodically to ensure that the wages stay relevant with the time.

All states have to adhere to the minimum wage fixed by the center

The state government will have the power to provide higher minimum wage apart from the one fixed by the central government

The move will be popular among those unskilled workers who are not fairly paid and are in an urgent need of wage revision.

However, with set of benefits, there comes a challenge. The good news is that the Indian Government is in its full swing to bring about changes in labour law system in our country. But with this uniform and minimum wages across India, we can expect a more effective, transparent law system across all industries. However, initially all will not be smooth sailing. A policy change is sure to have some initial troubles. On one hand, this move will be a great step to higher productivity leading to the maximum satisfaction of both skilled and unskilled workers.

New Wage Code Bill To Benefit Over 4 Cr. Employees Across India

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By HR-One Team
July 31, 2017

With upcoming technology trends and latest patterns, the Human Resource department is steadily moving away from merely managing database to embracing Artificial Intelligence programs. This shift is enabling HR professionals to engage with employees more freely and adapt career coaching and counseling, which can lead to more meaningful interactions within organizations.

There is still some doubts and confusions with regards to the adoption of technology. The main question that arises is ‘Is technology going to make HR less human?’

Well, HR is a profession where the HR experts are expected to be human when they are dealing with the workforce. However, it is not possible in large organizations and in this case technology has come as a life saver to rescue and enable the HR interacting with all employees on one-to-one basis via any mode, like emails or through chats.

Transformation of work culture

The outside world is getting transformed, while the world within the office premises is also following the same footsteps. For example, there was a time when Blackberry was in demand. Then came the iPhone, which changed the rules. This change enabled companies to encourage their employees to bring their own devices. Presently, something similar is happening when we talk about data. There are faster networks at home that are portable and personal.

Learn from customer experience

When it comes to employee engagement, it is very important to learn it from customer experience and think of ways where you can imbibe these experiences in your work culture, especially when it comes to employee engagement. HR personnel should start treating the employees as customers as they are ones with whom the HR executives interact quite frequently. There should be continuous onboarding programs, like it happens in organizations like Amazon. There should be a proper transfer of know-hows about the company to the new birdies as and when required.

Few companies are thinking of introducing chatbots that can help employees in getting the answer within seconds. For example, you ask the chatbot about the balance leave and the answer will immediately appear on the screen through the chatbot window. This means that employees do not have to leave their workstations to get the answer of similar questions.

Before bringing all these technological changes to either the existing platforms or building new ones, it is important to understand customers (in case of companies, they will be employees). And the technology with is built where employees are also engaged has to keep the following two pointers in mind.

Improve HR process efficiency

It is clear that once you acquire new technologies, it would enable meaningful conversations among the HR and employees. This can be easily achieved if there are optimized HR processes. In case of employee appraisal cycle which requires both the employee and the line manager to discuss about the progress over the last 365 days, but if there a possibility where the employee can directly fill in the progress details and puts it into software solution, then probably it will hardly take an hour for processing as well as generation a list of actionable points for the manager.

Introducing intelligent chatbots

It is important to understand how best one can use the chatbot. It is important that you can easily change the behavior that mostly happens if there is a change request in the business process. It is extremely intuitive, which doesn’t require any additional download.

Conclusion

Technology has not been introduced to replace the human touch but to help HR executives by ensuring them that they have ample amount of time and freedom to interact with employees in a more meaningful way via using these upcoming technologies.

Will technology make HR less human?

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By HR-One Team
July 28, 2017

There are situations where HR professionals need to communicate some tough decisions to employees. Let us assume a situation where a lay off conversation is going on between an HR representative and an employee. The conversation was a hard one because the employee was asked to leave the organization. Cost rationalization was the major reason for this layoff. Hiring and firing are two common tasks in an IT industry but the major hit is how the HR fraternity member handles this situation.

While it is an unfortunate fact that such unpleasant communications are majorly led by HR people, but it is a part of their job. However, when such conversations take place, they should never forget that they are dealing with humans and not machines. It is important that these types of situations are dealt with utmost care, sensitivity, and empathy. HR people should always imagine themselves in the respective employee’s shoe and start the conversation because you never know what impact such decisions create in the lives of people.

So, what are the best ways of dealing in these types of situation? Let us have a look…

  • Make sure that you have checked all possible solutions before making such a big decision of asking somebody to leave the organization.
  • Try to work out a humane severance package. It doesn’t matter if it is beyond the notice clause mentioned in the appointment letter.
  • Ensure that there are provisions for all the benefits till last working day of employee. This includes medical insurance, transport facility, etc.
  • Organize a personal meeting to convey this unfortunate message to the employee. Be patient and calm at the time of handling this situation.
  • Try to offer personal help and support. It helps!
  • Make sure that you reassure employee about positive background checks throughout in future.
  • Do not become inhuman by escorting the employee to the exit door soon after the conversation. Provide sufficient time to the employee to go back to the workstation and collect all personal belonging.
  • And, try to be humane at every point.

Conclusion

It is a fact that organizations exist to generate revenues and not to operate for charity. However, when there is a lot of cost pressure, it is important for an organization to look at other alternatives before asking employees to leave. For example, cutting down operations cost, salary cuts, etc. If you are truthful leader, then people will understand the situation and would accept this decision. Asking someone to leave the organization on account of business reasons should be the last step.

HR professionals should be humane during layoffs

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By HR-One Team
July 26, 2017

The bonding of Human Resources with technology has come a long way and is getting stronger as time passes. Firstly, it started off with standard customized installations based on individual requirements, and now to cloud computing, followed by evolution of Big Data.

Let us have a look at the emerging trends in HR technology and its adoption.

  • Moving towards Mobile: Now a days more and more people are using their mobile devices to perform activities instead of using a desktop device. The key reason is that mobiles are powerful, ready-at-hand devices that provide the ability to instantly consume and submit information. Laptops feel clunky! It has now become a standard expectation that information will be available at this speed and ease! Therefore, it is necessary for the HR departments to keep up with this trend.
  • Working in the cloud: The Cloud based solutions have revolutionized all businesses. Why? Because, suddenly the monstrous capital costs of infrastructure, software, etc. have gone away and businesses can adopt a “pay as per use” model! This means also means that specialized product companies can amortize the cost of their software solutions by reaching out to a wider gamut of customers and bring in steady revenue. HR products are no exception! As and when technology or feature upgrades are available, the HR solutions are immediately upgraded and available to the organizations for use.
  • Introduction of big data: With increased digital transactions in every business, there is a spurt in data that is available. Can this data be used to analyze and help in making well-informed business decisions? Of course! That’s what Big Data really solves! It can help HR departments sift through tons of data, slice and dice it, analyze and reveal trends that will aid in arriving at business decisions that will help shape the success of the organization.

Conclusion

The field of human resources is a key field aiding in defining as well as driving many businesses processes required within an organization. If HR technology can be implemented efficiently, then it will be easier in making all the HR related processes as seamless as possible. It will also help in optimizing the cost to the company. Therefore, it is important that companies start adopting the above-mentioned emerging trends that can help them move forward on a consistent basis.

3 Emerging Trends in HR Technology

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By HR-One Team
July 24, 2017

Work-From-Home (WFH) is one of the main debate topics lately. WFH as well as flexible working hours are the two major retention tools for working mothers and even other employees. Time is changing very fast, and it has become necessary for the companies to build a transparent culture within, which includes trusting employees to work whenever they want. It is definitely going to improve the productivity of employees.

Most of the companies still do not believe in a formal WFH policy. The senior management too is not comfortable with this idea. On the other hand, majority of employees are keen on having such a policy.

Why employers think that WFH culture is not successful?

There are a lot of companies that still follows the traditional work culture. They believe that the following reasons make them feel that the oldies are the best policy.

  • Productive and performance doesn’t match: Employers feel that the productivity of the employees gets hampered when they work from home. Tracking mechanism to handle workforce becomes difficult.
  • Limited logistics do not allow WFH culture: There are situations (especially in the IT field) where employees are not able to contribute much in the WFH culture because of the limited logistics. Examples of such scenarios are in the supply chain management, health care and hospitality industry.
  • Unable to control employees: Employers feel that they are unable to control employees if the WFH culture is followed within the organization.

Employers do get benefits of WFH culture

Let’s see the benefits.

  • Reduced overhead: If employees work from home, then it helps employers reduce overhead expenditure. For example, there is limited need of office equipment, employers can even instruct employees to use their own phones and home computers. There are other savings, like electricity, office supplies, etc.
  • Increased Productivity: The employees who work from home are more productive as compare to the ones who work in a traditional office environment.
  • Higher Morale: Employees who have flexible working hours have higher morale and fulfill their duties sincerely. Not only this, they enjoy their job responsibilities more. This further improves the quality of work and productivity.

Conclusion

After going through the above-mentioned points, you will be able to understand that employees often value flexible working schedules. It gives them work-life balance. On the other hand, it is also beneficial for employers, such as high-rate of retention, lower operations cost, etc.

So, what are you waiting for! Think out the ways how you can implement Work-From-Home culture in your organization and bring smiles to all faces.

Implementing work-from-home option. Are you ready?

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By HR-One Team
July 21, 2017

“Mohan completed his B-Tech in the year, 2015. Today, he is working as a customer care executive in one of the mobile companies. After six months of fruitless job-hunting, he opted for this meager job to earn his bread and butter. Whatever he learnt had gone to waste because he is unable to utilize his capabilities in the giant IT companies.” Well, this is not a unique story. There are hundreds of youth like Mohan, who have completed their educations but are not able to find employment matching with their skills.

Here is a list of the few trends recently being followed in the big-shot companies.

  • Indian IT segment is facing major slowdown. One of the top-notch IT companies has sacked approximately thousands of its employees.
  • There is a Global slowdown, which is affecting Indian IT industry’s growth also.
  • Hiring is getting slow, which might lead to add challenges for the adult population in finding jobs.

This trend is due to overall global slowdown, automation, and lack of talented professional experts in the market.

These are the indications for the ones who are not ready or scared of upgrading their skills. If you do not upgrade yourself as per the demand in the market, you will be out of the business. To overcome this issue, there is only one way left –re-skilling oneself to be on the top of the demand list.

New trend being followed by companies

The next trend of the IT industry is shifting the focus from the labor-intensive employees to proposing skilled employees in the upcoming fields of business in technology like data-analytics and cloud computing.

Various companies have started introducing skilling programs for their junior and middle staff so that they can stay competitive in the industry. These companies are trying to upgrade their employees in the most demanding technologies, like BigData, Cloud Computing, Business Intelligence, Artificial Intelligence, etc.

What is Human Resource’s contribution?

The HR staff and senior management are concentrating on upgrading the skillsets of their existing staff so that these employees are can easily handle complex and crucial projects. This process will gradually assist companies to retain the deserving and loyal employees as well as save cost and time to hire newbies from outside.

  • HR’s new focus – Upgrading the skillsets rather than recruiting

HR department is focusing at a faster pace to train and upgrade existing workforce. This training includes how employees should work on more crucial and complex projects. There are times when few positions are flagged-off for hiring and re-assigned to HR team for an internal action. The main focus of HR is to identify employees from the existing workforce and upgrading them instead of hiring from outside.

  • The change management

It is not necessary that everyone in the company is flexible. Therefore, it becomes difficult for the HR to bring in the change, like reskilling. This change might become scary for some of the employees and they will be under the pressure. It is important for the new ones and existing employees (especially in the technology world) to accept the change and show high-level of learning capability and willingness. In this case, HR has to come up with different traits to experiment for the entire workforce.

  • Developing advanced skills

Everyday new technology is getting introduced in the market. Therefore, it is important to have niche skills. These skills combine the understanding of domain, technology, and consulting which is demanded at a high-rate. It is not necessary that you get these high-end skills at the lower level and, that is why, providing training will be a biggest game changer.

Conclusion

At this time when the IT sector is slowing down at a higher speed, it is time to look within the organization and start reskilling the existing employees at a fast speed. On the other hand, it is vital for the employees to come out of their comfort zone and be ready for the up-skilling programs being introduced by HR and senior management.

Hey, HRs! Focus on Re-skilling and not Recruitment

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By HR-One Team
July 19, 2017

Gender equality is very important and can only be achieved when people across the organization gets access and enjoy the same resources, opportunities, rewards, regardless of gender. It is essential for the workplace to not just include women but also go above and beyond towards being sensitive to their needs.

Here are few points that one should keep in mind to create a better workplace for women employees.

Work-Life Balance

Make sure that you help women employees balance their home and personal life with the pressure of the workplace. To bring better work-life balance, it will be appreciated if you introduce benefits, such as work-from-home and part-time work options for women employees.

Empower Leadership

Leadership is an inbuilt quality in women. You can see the live example of how women lead household chores, as if they are born to handle it perfectly. It is very essential that the senior management should start recognizing women’s talent and grant them equal opportunities to grow in leadership roles.

Fair Credit

Women have a habit to downplay their accomplishments. In addition to that, male employees have a habit to parade their work openly and celebrate their victory at work. It will be really good, if a fair credit is given to all the deserving female employees so that they are motivated towards making their organization successful.

Assign Mentorship Programs

There are not enough women in senior management to mentor all newbies and existing employees. Companies should promote programs where they assign mentorship projects to senior female employees to showcase as well as share their capabilities and experiences with other employees.

Equal Opportunities for Both

To make female workers strong, it is necessary that they should be treated as equal as men. For example, they should be given same targets and goals as their male counterparts. It will make them more stronger and give them a chance to prove that they not behind anyone in doing any kind of work.

Conclusion

Do not underestimate the power of working women! If given a chance, these women can do anything to make an organization successful. Warren Buffet once admitted that his success could be partially attributed to the fact that he was competing with only half the population, i.e., only men! It cannot be denied that women are breaking through the glass ceiling in various spheres in the last few decades. To say that there is parity would be a gross overstatement. There is much to be done before we can achieve such a balance! A better workplace will definitely contribute towards bringing that balance.

How a better workplace can be created for women employees?

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By HR-One Team