Month: May 2017

#HR #Word: #Ãgile #HR

Lately we’ve been hearing quite a bit about the concept of Ãgile HR. While it seems to be an increasingly popular idea, Many HR practitioners do not  completely understand what it means.

Incorporating an element of agility into the HR function allows it to be nimbler and helps create an organizational culture that’s more responsive to the needs of customers.

 An agile organization is one that’s able to change direction quickly and easily, and HR needs to be responsive to the ever-changing needs of such an organization.

The Concept of Ãgile.

The whole idea of Ãgile HR likely originated as a result of the increasing popularity of Ãgile software development, a methodology being used to develop and enhance computer applications through a continuing, iterative and collaborative process that seeks to make incremental changes on an ongoing basis.

Agile development attempts to cut some of the red tape traditionally associated with software development projects by having regular (even daily) meetings between different stakeholders and making changes as the need arises, rather than being overly concerned about process, documentation or planning.

 The four values of agile development are adaptability, transparency, simplicity and unity.

Agile approaches to HR management

So what does all of this have to do with human resources?

For one thing the four values of agile development can be easily applied to the practice of HR.

 Incorporating adaptability, transparency, simplicity and unity can help improve HR service delivery.

Adaptability is important in the face of ever changing business needs.

Simplicity is important when designing HR programs and practices that don’t cause confusion, alienate managers and employees or try to accomplish too much. 

Unity applies with respect to HR working together and ensuring it isn’t working in silos or at cross purposes with the business. 

Transparency is important in gaining the trust of managers and employees and explaining why things have to be done in a certain manner.

An agile model incorporates feedback into any new project or program so changes can be made incrementally and early in the process. From an HR perspective, it’s important to work closely with other stakeholders and obtain their input very early on.

Agile versus strategic HR

At first glance, the concept of Ãgile HR would seem to contradict the whole notion of strategic HR. After all, isn’t strategy about looking at the bigger picture and the longer term, as opposed to being reactive and working on incremental changes?

From that perspective, Ãgile HR sounds like it might not fit in with the desire to make HR more strategic. However, an important aspect of strategic HR is understanding and being responsive to the needs of the business. An agile approach takes HR to a whole new level of responsiveness.

In an agile environment, it’s also important for HR to be able to help manage change within the organization. HR needs to be responsive in its approaches to staffing the organization and planning, developing and rolling out HR policies, procedures, systems and programs.

Agility requires a culture of empowerment where employees have the authority and independence to respond to the needs of customers. HR can help to create such a culture.

An agile organizational culture requires staffing the organization with flexible and adaptable people who embrace change. Agility also requires appropriate training, performance management and compensation structures.

This article is written by Brian Kreissl and Originally Published in Canadian HR Reporter. It’s been edited with Approvals.

© Copyright Canadian HR Reporter, Thomson Reuters Canada Limited. All rights reserved.

#HR #Word:#Intermediate #Skills

Intermediate skills are something which are in the middle i.e. in the developing stage to become an advanced skill

Intermediate skills are achieved through putting sufficient effort, undergoing trainings and practicing them.

Intermediate skills are not easy to achieve, one needs to spend significant amount of time working on it

The person possessing intermediate skill level is assumed to have sufficient experience in working on it and also able to handle regular and routine issues and related problems.

  1. When a person starts learning a skill, in the nascent stage, the skill the person has is called an introductory skill. It is achieved easily by putting low efforts and less man hours. An introductory skill level implies that one has little or no experience. 
  2. The next level is called Beginner Skill. A person with this skill level is assumed to be familiar with the basics of the process. This is achieved by observing closely, participating in the meetings as observer, working as an intern etc.
  3.  The next level of skills are Intermediate Skills. The final skill level is called the advanced stage. A person having advanced skills is assumed to handle any situations related to the area.


The person possessing intermediate skills would be doing or performing the roles such as, acting as an intern, but taking more active leadership roles in the team, or guiding the entry level interns, or mentoring less experienced peers under the guidance of seniors, or beginning to work in the project or along with the project architects, or beginning to engage with clients and vendors, or participating in team meetings as an active member, or reporting directly to the senior team lead etc.


#HR Word:#Consumerization of #HR

In her excellent article “Consumerization of HR: 10 trends companies will follow in 2016Jeanne Meister captured all the trends she describes under the label “Consumerisation”.

Consumerization of HR refers to creating a social, mobile, and consumer-style experience for employees inside the company

As MIT research finds, the expectation of social and collaborative tools in the workplace is no longer just a Millennial request. We are all digital citizens. The lines are blurring between HR and marketing, real estate, communications, and IT. 

The new objective is to create one employer brand which provides a seamless experience for current employees, potential employees, and consumers.

People are more and more expecting an experience at work that is comparable to the experience they have at home

What most people experience at the workplace is still far from ideal. The percentage of people who are not very happy at work is still remarkable high. 

Where is the algorithm that has suggestions for new opportunities? (“You like these type of assignments, you might also like …..”). The “Employee Experience” is very much related to this trend of Consumerization of HR

The organisations that consciously design a positive employee experience, for the complete life cycle of an employee, are still scarce.

How can We use this trend of Consumerization

Some suggestions on how you might use this trend for your benefit:

  1. Use innovative HR tools

    – Tinder like recruitment apps, such as Cocoon and Switch.
    – Explore the possibilities to use gamification in HR (recruitment, selection, onboarding, training)

  2. As HR, work closely with Marketing

    Marketing and HR are growing closer together. HR can learn a lot from Marketing.
    It is easy to start with some joint projects, e.g. around employer branding.

  3. Treat your employees as you treat you clients

    It is a worthwhile exercise to compare the way you treat your customers with the way you treat your employees.

  4. Treat your employees as individuals, not as members of a segment

    Marketing has stopped a long time ago with crude segmentation. In HR,  today most organisations still segment in simple ways. Young versus old, Gen X, Gen Y and Gen Z, Managers and non-managers and so on. Many untested assumptions are used to design policies and career tracks. “Gen Y wants more work-life balance”. “People above 55 want to slow down”. With big data analysis and with sophisticated algorithms, it has become easier to detect and predict individual preferences of employees, and organisations can act on the insights with tailored programs and interventions.

  5. Use social tools in the workplace people are used to in their private life

    Do not rely on e-mail only to communicate with your employees. Use the social tools people are used to in their private life. The preferred communication channels will most likely differ for individuals. An important issue is that you must deal with security issues. Fortunately, there are look-alike solutions that can meet high security standards (e.g. a WhatsApp solutions for doctors, ShareSmart).

  6. Measure the employee experience

    There are numerous modern tools that can help you to gather feedback on how the employees experience working in your organisation (ref. Employee Mood Measurement Trends). A simple instrument as the net promoter score can help you to get feedback in near real time.           Article Source: HR Trend Institute and Forbes

#HR #Word:#Individual #Labor #Law

Individual Labor Law is a branch of law that deals with the relationship between the employer and employee, without involvement of trade unions. 

Any agreement which deals between employer and individual employee (which does not involve union) comes under Individual Labor Law.

Among the thousands of laws that control our day to day life, labor laws are one of the most important one. Labor laws mainly govern working people and their employers or organizations. Their aim is to deal with the conflicts and protect the relationship between employers and employees.

Labor laws can be broadly divided into two categories. They are Individual Labor Law and Collective Labor Law.

 Collective Labor Law deals with the employer and registered trade union.

Before the development of labor laws, the agreement between employer and employee was fully under the control of employers. Workmen were fully exploited, but it is not the situation anymore. 

Labor laws have contributed much to the social and economic development after the industrial revolution.

An employee enters into the individual labor contract when he/she is hired. The employee will have legal rights even when he/she doesn’t have written agreement, because even the verbal agreement is legally binding.


In some organizations employee may belong to one of the union from the time of the joining, in this case the issues are dealt collectively

But if the employee doesn’t belong to any union, then the employee is governed by Individual Labor Law. It deals with the all the matters related to employee recruitment, employment agreements like work, work place, working hours, pay, services for resolving problems, rates of public holidays, dismissal of employee, resignation of employee etc.

#HR #Word:#Individualism

Individualism is defined as the process of being self-reliant & dependent upon oneself, own skills & abilities

It is contrasted with collectivism by the fact that it focuses on doing things oneself & not being dependent on others. It emphasizes upon the principles of personal growth, self-sufficiency & autonomy.


1. Sense of freedom & independence, deciding on oneself & helping oneself (& immediate family).

2. Lack of people’s opinions, so some things that requires clear thinking is done easily.

3. Often tasks & things, which are independent of one another, could be accomplished easily.

4. It allows for more creativity & an interesting society.


1. One of the problems associated with individualism is that of selfishness, where people tend to be self-centered.

2. To attain some crucial goals, relationships with networks are important for getting assistance. However, it may be a difficult proposition in situations where individualism prevails.

3. There may be chances where people may be left behind, once they are not able to cope up with the pressures.

4. Due to lack of groups, chances are people may use the resources for self-satisfaction or misuse it as there is no one to restrict.

Ways to Measure Individualism

A metric has been developed trying to focus on how we could measure the individualism aspect. One of the popular measures is using the Hofstede Index, that deter mines how individualistic or collectivistic a company is.

Implications of Individualism

1. Individualism represents a way of life & of the society, representing freedom & making one’s own decision.

2. Even though group work remains important, it is through self-realization & individual analysis that things get improved.

3. Since things are to be done on your own, self-motivation & confidence should be high for the individual.

#HR #Word: #ICCP

ÏÇÇP (​Individual centred career planning) has become a popular due to the volatile world that we live in. 

Changing organisational needs have forced many people to shift their career paths in entirety, hence there has been a steady shift from focusing on organisational needs to a focus on individual needs during career planning. 

Thus, individual-centred career planning focuses on an individual’s responsibility for building their career, rather than making organisational goals as the focus.

There are several activities that are undertaken by a person who focuses on his career. These include:

1. Feedback: Individuals with a strong determination for building their career always seek feedback from their immediate supervisors and if required, their peers as well. Feedback serves as an important tool to assess individual’s performance, their role in organisation’s growth and how they can be useful in future plans of the organisation. Appraisals are the usual means for getting such information.

2. Self-assessment: Since individual centred career planning focuses on building an individual’s career, it is important to realise their strengths and weaknesses as well as their areas of improvement. Also, self-assessment will make one realise their area of interest and ability, such that they can tailor their future path for career advancement accordingly.

3. Setting career goals: Making short-term as well as long-term goals towards career advancement is essential to get the necessary training or skills for moving towards the right career path. It also ensures that individual gains relevant experience to pursue the career of his choice.

There are several choices which factor in while making decision about career choices. It is strongly affected by a person’s values and interests, their self-image, personality and social background.

 People generally choose careers which they think are in sync with their values and interests. However, over time, career choices are made on the basis of skills possessed, abilities and realistic career paths.

#HR #Word: #Improshare

Improshare is “Improved Productivity through Sharing” and was coined by Mitchell Fien

Improshare is a type of group bonus that is gained depending on the productivity of the team.

 Productivity is measured through amount of output produced in a given time period. The bonus amount depends on both employees who contribute directly and indirectly to the output.

The bonus is calculated by finding the difference between standard working hours and actual hours to produce the required output and divided by the actual hours. The employers and the employees share 50-50% of the bonus.

The employees 50% is split between all the members in the team that contributed towards productivity improvement.

An advantage of this method of bonus is that it promotes team work and collaboration, resulting in positive group dynamics as well as increased productivity for the organization. 

Furthermore the employees are aware that they will receive the bonus if they finished their work quicker, hence improving efficiency as well as reducing the cost of production.

However the drawback is that it only focuses on the reduction of cost of production and does not consider reduction in other types of cost. Hence those employees involved in other cost savings will not be benefited by the Improshare system.

Read more about Productivity Garnishing Plan 👇