Tag Archives: HR’s

Here is how HRs are getting creative with Virtual Reality

When it comes to a discussion on virtual reality (VR), the first point comes in our mind is how it is involved with entertainment. Few examples are, Pokemon, Zombie-Shooting games, Car Chase games, etc.

It is true that VR has a lot of entertainment value. But, if we look forward many companies are discovering its potential to revolutionize hiring and training activities. These companies have discovered that VR is more than a gimmick. In other words, it is a very useful tool for the human resources as well.

How it has been implemented?

  • It’s very delightful as well as inspiring that consulting firms like PwC are using VR technology. They came up with the idea of ‘you visit’ VR video. This video was uploaded to the management consultancy’s US website. It helps potential candidates with a tour of its new Boston office, providing them an idea of how the office environment looks like as well as share some vision of the company’s culture.
  • Applicants can get 360-degree VR tour around the company like, employee workspaces, lounge, gym, breakout areas, conference rooms, training rooms. It makes them feel what it is like to be an employee and experience the corporate culture directly. This is a new as well as positive approach taken by HR departments of many organizations.
  • Using VR technology, the HR experts try to take their candidates to a place where they cannot go otherwise. For example, General Mills, General Electric has discovered a new way to take an advantage of VR in its recruiting activities. With the help of VR headset, all the interested candidates can take a journey to the bottom of the sea and see the company’s oil and gas recovery machines.
  • Some companies have combined the traditional training with the virtual training. For example, Lincoln Electric offers all its trainees a chance to practice on a VR arc-welding trainer in addition to the traditional hands-on training. This combined approach helps in improving communications that results in high certification rates.

Conclusion

There are endless ways of how HR departments are moving towards embracing virtual reality. There are so many companies that have already started using VR to attract and recruit top talent as well as impart trainings to its existing employees. The above-mentioned instances might be helpful to come up with more innovative ideas of how HR departments can use VR to overcome their everyday challenges.

10 HR Analytics Reports every HR must ponder upon!

Human resources analytics or talent analytics uses sophisticated ways to mine the HR data. The main aim of HR analytics is to provide insights that measure progress towards business goals so that they can be achieved efficiently as well as swiftly. The key challenge of HR analytics is to verify the type of data to be captured and how to use it so that the organization gets an ideal return on investment (ROI) on its human capital.

There are multiple ways you can use to present the data in multiple formats. Now-a-days companies simply create a custom data warehouse for HR data and use business intelligence (BI) applications on top.

Let us have a look at the different formats in the form of reports that can benefit the HR department to fulfill its ambitions and achieve the desired goals.

Recruitment analytics is built on the competency acquisition analytics. This report mainly focuses on how to find the best talent for your organization.

Employee performance analytics might help you to monitor each person’s individual performance. This report will provide you an insight of employees performing well and vice-versa. For the ones who are not performing well, you can take corrective actions by identifying and providing trainings and other types of support. It is a more advanced way to take corrective measures than the conventional performance reviews.

Management analytics helps you analyze the various dimensions of the management team. For example, poor leadership that can cost time, money, and can even damage the rapport of your organization.

Corporate-culture analytics helps you identify the different culture that exists within your organization. It helps you promote a particular image for the betterment of the company. This is the best way to measure the behavior and hidden rules employees use within the organization. It helps you to detect the negative culture so that you can take corrective actions to eradicate it.

Employee-turnover analytics helps you predict future employee turnover rate. You can determine the primary reason behind employees’ decision to leave the organization.

Capacity analytics helps you identify the efficiency of employees when they are assigned a certain task and how motivated they are while performing it.

Competency acquisition analytics helps you measure your success rate of your organization by analyzing the skilled experts within the organization and the ways to hire more talented people for the success of the business.

Employee attendance analytics gives you a clear idea to measure the punctuality of employees. You can use this report to review the check-in and check-out time of all employees including the ones who are always few minutes late for work! This way you can define corrective measures to improve attendance at work.

Capability analytics allows you to determine the skills that the existing employees already have and secondly, the new expertise you require to grow your business.

Absence analytics allows you to handle on sickness patterns and also helps you to identify the number of works who are mostly absent from their work.

Conclusion

Embrace all the above-mentioned HR analytics techniques to improve your business operations, which will help you attain your business goals and simultaneously retain the talent!

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

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.

3 Workplace Lessons from the life of Ravana

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.