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The #Evolution of #Employee: Past & #Future

Today’s employees have come a long way. In the last few decades, the workplace has changed in many ways, and so have workers. Employees are no longer just cogs in the engines of industry; they’ve transformed themselves into a company’s most valued assets. With the right talent, companies are achieving more now than ever before.

The career paths of our grandparents are also long gone. Very few people work for the same company for 40, 20, or even 10 years like they used to. In previous times, employees were content to climb the corporate ladder within a single company, and happy to work the long hours necessary to slowly make their way up the ranks. Now they’re forging their own career paths, switching companies and even industries as they choose.


Source: eskill.blog

 
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Posted by on April 23, 2018 in Being HR, Uncategorized

 

#HRWord :#Performance #Prism 🔺

Is your organisation getting what it needs from its existing performance measurement system? ,🙄

3 major reasons why a new framework is needed to replace first generation models, such as the balanced scorecard and the performance pyramid:

  1. It is no longer acceptable or even feasible for organisations to focus solely on the needs of one or two stakeholder groups. Most performance measurement frameworks focus on the needs of the owners, and possibly the customers of an organisation. Other stakeholders such as employees and suppliers tend to be forgotten about.
  2. Most performance measurement frameworks ignore the changes that must be made to the organisation’s strategies, processes and capabilities in order to meet the needs of stakeholders. It is assumed implicitly that if you measure the right things, the rest will fall into place automatically. This is often not the case.
  3. Stakeholders must contribute something to the organisation. There is a ‘quid pro quo’ between the organisation and its stakeholders – stakeholders expect something from the organisation – but the organisation also wants something in return. Performance measurement should consider whether such stakeholders are delivering what the organisation wants from them.

The five🖐️ facets of the prism
The Performance Prism aims to manage the performance of an organisation from five interrelated ‘facets’:

Source accaglobal

  1. Stakeholder satisfaction – who are our stakeholders and what do they want?
  2. Stakeholder contribution – what do we want and need from our stakeholders?
  3. Strategies – what strategies do we need to put in place to satisfy the wants and needs of or our stakeholders while satisfying our own requirements too?
  4. Processes – what processes do we need to put in place to enable us to execute our strategies?
  5. Capabilities – what capabilities do we need to put in place to allow us to operate our processes?

The Performance Prism, originated from Cranfield University, is a consequential development of the Performance Management framework.

Its key advantages over previous frameworks are considerations of the wants and needs of the stakeholders, and exclusively, what the company wants and needs from its stakeholders? By doing this, a mutually satisfactory relationship with each stakeholder is explored.
The Performance Prism presents an innovative and practical solution to this phenomenon and provides the answers to contemporary managing-with-measures challenges.

It puts key stakeholders, and managing the organisation’s relationship with each of them, centre stage with a novel framework. And, unlike some other approaches to the subject, it provides a level of granularity that allows you to implement it successfully.

 
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Posted by on March 4, 2018 in HR Word of The Day

 

What Makes a Winning #Resume

Get tips on how you can make a Winning resume and Crack the interview.

Refer the below blog by Jack.

Source : https://custom-writing.org/#dream-job

 

#HRword :#Performance #Consulting

Performance consulting is a practice that became popular in the early 2000s

Performance consulting is a process in which internal or external clients hire consultants to provide a systematic and holistic approach to improve the workplace performance to achieve business goals.

Explanation

Many organizations are facing the problem of inefficient tapping of available human potential.

An organization has a certain goal and has the manpower to achieve this goal. However, the organization cannot design processes to translate the skills and competencies of this manpower to achieve this goal.

Performance consultants are then roped in to design a systematic and holistic approach to optimize the available manpower potential to achieve the goal.

Performance consultants first analyse and diagnose performance problems (as-is study). The second phase includes designing a blueprint and providing recommendations. The third and the final phase is implementation.

The process is highly subjective and in most cases, encompasses a large number of business units and service providers within an organization – organizational design, human resources, total quality management, learning and development, accounts, etc.

Because of the large number of stakeholders involved, organizations sometimes request a training module – performance consultants develop a training module related to a knowledge or skill gap after thorough analysis of the business strategy and conduct a training program with top-level management. The top-level management, with the newly developed skills and knowledge, designs policies and ensures implementation at every level in the organization.

A performance consultant needs to possess knowledge of different areas so that the analyses can include all aspect of the work environment.

For example, if the consultant’s knowledge is restricted to only HR, he/she may undertake an analysis related to HR aspects only and provide solutions based on this analysis. On the other hand, a consultant with knowledge of various domains can analyse the situation from different angles and provide a comprehensive solution.

Few top performance consultant

1.Petrofac

2. Mercuri india

 
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Posted by on February 21, 2018 in HR Word of The Day

 

#HRWord : #Performance #Categories by #Baldrige

Performance Categories Baldrige

The theory details the criteria for performance excellence and an integrated management system.

It is based on 7 factors they are: –

  • Leadership
  • Strategic Planning
  • Customer and market focus
  • Measurement, analysis and knowledge management
  • Human resource focus
  • Process management
  • Organizational performance results

The Baldrige performance categories, when linked together, form a comprehensive Integrated Management System that enables the organization to methodically focus on continuous improvement and attain performance excellence.

1. Leadership: Under this category, the methodology adopted by the leaders of the organization to direct and guide the employees is studied. Further, the efficiency with which the organization carries out its legal, ethical and social responsibilities is also captured.

2. Strategic Planning: Here, the process for the development of strategies and tactics are evaluated. The deployment of action plans, and the flexibility and adaptability of the strategic objectives in the event of a change are also examined.

3. Market and Customer Focus: The manner used to understand the needs, requirements and the expectations of the customers and the markets are scrutinized. The customer relationship building process along with the vital factors that ensure consumer loyalty and business sustainability are also inspected.

4. Measurement, Analysis and Knowledge Management: This category basically examines how the organization manages its knowledge systems and conducts its performance reviews.

5. Focus on Human Resource: The extent to which the organization’s work systems create an environment that motivates the employees to work to their full potential, nurture their personal growth and facilitates performance excellence in alignment with the organizational goals are measured and evaluated.

6. Process Management: In this category, the organization’s process management framework including the important support processes in all the units is examined.

7. Results: The organization’s performance is benchmarked with that of the competitors and the improvement in the key business areas are analyzed.

 
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Posted by on February 6, 2018 in Uncategorized

 

#Earned & #Casual Leaves in #India

Earned & Casual Leave in India

Q 1: How many leaves should be applicable in a company?

Numbers of leaves entitlement in a company depends upon state you are in. Every state has different leave entitlement and leave policies which should be seen before one defines leave policy of your company. Leave policy of a company cannot be less than that mentioned by the State’s shop and establishment act.

Generally all State Legislations has common provision for major matters. They provide at least seven holidays for national and other festivals. Republic day, Independence Day and Mahatma Gandhi’s birthday are compulsory holidays. Employer and Employees had given right to decide remaining national and festival holidays.

Similarly minimum seven days casual leave and 14 days sick leave is provided to employees.

Earned leaves/ Privilege leaves : These are the leaves which are earned in the previous year and enjoyed in the preceding years. These are also known as privilege leave this can be carry forward for the quatum upto the total of three years and vary from state to state as per the shop & establishment act. These are encashable on basic salary to the employee. the condition for taking these leaves usually differ from company to company but normally in advance atleast 15 days. this can be clubbed with sick leave if sick leave is not balance with the employee.

Casual Leave: These leave are granted for certain unforeseen situation or were you are require to go for one or two days leaves. In case of casual leave normally company’s strict maximum to 3 days in a month. In these case either the person has to take the permission in advance or has to be regulated on joining. this leave is normally never clubbed with Privilege leave, but it can be clubbed with sick leave if there is is no sick leave balance. Again quantum var from state to state as per shop & establishment act, normally this leave is not encashable or never carried forward. these days to attract people or to reduce absenteeism at the end of the year the balance Casual leave in converted to PL in the leave account.

Leave without pay: If person do have any leave to his balance and the situation warrants him to take the leave, the leave is granted by the Company as loss of pay or which may be adjusted against the future leave or as a special case the special paid leave based on the person contribution to the Company at management discretion.

Compensatory off: These leave are granted if the person come on work during the holidays, normally compensated as leave to be taken or as an encashable option.

Leaves can be broadly divided based on its applicability to establishments covered under theFactories Act and the Shops and Establishments Act. Leave is calculated for the calendar year January to December.

LEAVE IN ESTABLISHMENTS COVERED UNDER THE FACTORIES ACT

Leaves as per Factories Act applies to all Management Staff, Executives, Supervisors, workers and contract workers as all of them fall under the definition of ‘worker’ under the Factories Act.

Other provisions

  1. If the Employee has quit or has been terminated, his earned leave balance should be paid to the employee and in case of death, to the nominee, within 2 days.
  2. Any worker who has applied for leave and has not been granted the same, such refused leave shall be carried forward without any limit.
  3. Leave can be calculated on Basic wages and DA.
  4. Leave book & Leave Register to be maintained for each worker

For State wise Law. Refer the the below link

LEAVE IN ESTABLISHMENTS COVERED UNDERTHE SHOPS AND ESTABLIHMENTS ACT

Source: Pay check

 
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Posted by on February 2, 2018 in Being HR

 

#HRWord:#Rhetoric #Triangle 

In this Professional world it is very important to have good communication and Presentation Skills. What Matters more is How your Communicate. 

There are certain Ways which help us to improve one’s way to Present . Rhetoric Triangle is one of the tested and effective .

Rhetoric is defined in the Oxford English dictionary as, “The art of persuasive”

 Thus, the Rhetorical Triangle is a tool that helps you formulate your thoughts so you can clearly present your position in a persuasive way.

Master Yourself using this tool and people will clearly understand your message, and be heavily persuaded by your argument

It can be used for both written and verbal communication but is particularly applicable to written communication.

What is Rhetorical Triangle

The Rhetorical Triangle gives us three methods of persuasion. You could make an argument using just one of these methods, or you could combine any two methods, or even use all three methods of persuasion

1 Logos (Message)

Logos is the main body of your argument and is designed to appeal to reason. Using an appeal to logos you attempt to use facts, truths, and logic to appeal to the reason of your audience.

You are appealing to their intelligence with facts and supporting evidence to strengthen your position

2. Pathos (Audience)

Pathos is an appeal to your audience’s emotions. You could, for example, move your audience to want to feel young so as to get them to buy a cosmetics product. You could also move them to sadness so as to get them to donate to charity

3. Ethos(Speaker) 🎙️

Ethos is the speaker’s or writer’s credibility and authority to deal with the topic in question. For example, the ethos of your doctor comes from the years of training required to become a doctor. Because of these qualifications, you will listen to their opinion on particular subjects


To be effective a persuasive speech must do three things. First, it must identify you as trustworthy in your audience’s mind (ethos / speaker). Second, it must connect emotionally with the audience to move them to action (pathos / audience). Third, it must contain a logical and reasoned proposal or argument (logos / message).

By following the six steps above you can dramatically improve the chances of your next speech or writing assignment being both more persuasive and having a greater dramatic impact on your audience.

For Detailed Read refer the below link 👇

Rhetorical Triangle

Source : Expert program management

 
 

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