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Monthly Archives: August 2017

#HR #Word :#Sourcing #Plan (20/20/60)

The Essence of a 20/20/60 Sourcing Plan 

( As mentioned in article by Lou Adler)

  1. 20% of your efforts need to be posting compelling, career-oriented recruitment advertising so that the best active candidates will find it easily when searching on Google or a job board aggregator. Not only does the posting need to be easily found, but it also needs to highlight the “ideal” candidate’s intrinsic motivator. This is what motivates the person to excel and what they’re not getting in their current job. Here’s an example of how we captured this for a posting we prepared for a client earlier this year for a business unit controller.
  2. 20% of your sourcing needs to be focused on preparing short, personalized career stories that are emailed to prospective prospects. These prospects are identified using “Clever Boolean” techniques plus the advanced search filters built into LinkedIn Recruiter. Using LinkedIn’s InMail or a tool like eGrabber for extracting email addresses, it’s simple to send emails in reasonable volumes within a hour after taking a search. This needs to be followed-up with timely and persistent phone messages from the recruiter. What’s left as a voice mail is as important as the email message.
  3. 60% of a company’s sourcing efforts needs to networking-based with the objective of spending more time getting pre-qualified warm referrals, rather than making endless cold calls. Most of the initial names will be generated by using LinkedIn Recruiter to search on your co-workers’ connections, and before calling, getting the co-worker to vouch for the person. This is much more proactive than waiting for a co-worker to recommend someone. But this is just the first step. Once on the phone, there’s a heck of lot of recruiting that needs to be done. Much of this involves getting the person to consider the career opportunities involved in the open position, rather than attempting to browbeat the person into hearing about your “great” job, which is no different than every other “great” job the person has heard about.

For detailed study on this sourcing Strategy , please refer the below article by Lou Adler.

/https://www.ere.net/the-202060-sourcing-plan/

 

#HR #Word:#MPS (#Motivating #Personal #Score)

 MPS ( Motivating Personal Score) is a metric evaluators use to evaluate the capacity of a job to motivate

The model underlying the metric – Hackman and Oldham’s Job Characteristics Model, which principally positioned  that it is the job itself that determines motivation — was developed to reflect the psychological state of the worker, characteristics of the job as well as characteristics on the part of workers that determine responses to jobs

It is frequently used by managers to redesign jobs to increase motivation.

It considers motivation in terms of five aspects, viz. 1.Autonomy,

2. Feedback, 

3. Identity, 

4. Significance, 

5. Variety. 

These five 👆factors are supposed to have bearing upon three psychological states – experienced meaningfulness, experienced responsibility for outcomes and knowledge of actual results

Meaningfulness is supposed to arise from three components: an appropriate level of variety in application of skills, ability to identify oneself with the task, and the significance of the task itself in terms of its wider impact. 

Responsibility is identified primarily in terms of independence and discretion in scheduling and determining procedure.

Knowledge of outcomes results from feedback, possibly from any quarter of stakeholders, and both quantitative and qualitative.

A highly motivating job, that is one with a high MPS, is one that maximizes the impact in terms of the three psychological states

The MPS is the multiplication of the meaningfulness, autonomy and feedback components

Should a job’s MPS be low, job rotation and job enrichment are avenues the HR management must take up

Employees in leadership roles are likelier to have higher MPS than those in line functions.

 
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Posted by on August 20, 2017 in HR Word of The Day

 

#HR #Word:#Six #Domain #Leadership

These six domains—personal leadership, relationship leadership, contextual leadership, inspirational leadership, supportive leadership, and ethical leadershiptogether create a comprehensive and dynamic model of leadership activities,

This view of leadership behaviors as encompassed by the six domains includes not only intellectual aspects of leadership but also emotional and reflective aspects that encompass individual leaders, their relationships with others, and their ties to a larger community

Thisallows the model to speak to leaders and students of leadership at multiple levels. 

On an individual level, it motivates people to explore their own leadership potential

On a team level, it encourages team members and team leaders to reflect on interpersonal relationships, including their skills in developing emotional connections with others and their willingness to both support and challenge others as needed. 

On an organizational level, it provides leaders with a contextual platform to accept the responsibilities of being a leader capable of inspiring a sense of communal pride.

The framework is also noteworthy for its focus on behaviors, its integrative and dynamic conceptualization of leadership, and its grounding in a diverse range of scholarly disciplines.

For detailed study on Six Model Leadership. Please refer any of the link below 👇

https://research.vu.nl/files/2242043/197066.pdf 

http://users.homebase.dk/~simk/Year3/The6DomainsofLeadership.pdf

 
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Posted by on August 18, 2017 in HR Word of The Day

 

#HR #Word:#Model #Employer

Model employer is an employer who implements right people management practices of fair treatment, recognition and compensation for the employees


Right people management practices include the overall experience of the employee from the time before joining the organization to the time after leaving the organization

Research also shows that good employment practices has clear impact on the business outcomes of a company.

An organization where its employees are valued, regularly appraised, rewarded and properly managed will also have positive impact on the client who use its services. 

Model Employer attracts high quality talent from the market. And also the staff would be motivated and attrition rate would be very low in such organizations. 

As the model Employer have high performing and motivated staff who are more efficient and flexible in working, the organization achieves its goals easily and also achieves high outcomes.

 Practices of Model Employer

Some of the practices of Model Employer include 1.flexible working hours, 

2. effective recruitment and selection, 

3. effective induction program, 

4. clear carrier structures,

5.  support for the professional training and personal development planning &support for overall development, 

6. effective leadership, cater to employee’s every need, encourage creativity and innovation, 

7. good leave policies, 

8. effective supervision systems, 

9. Effective appraisal systems, 

10. effective policies for the safety of female employees, violence and harassment,

11. good benefits and reward structure, robust pay structure, fair performance standards.

 

Some of the best companies to work for, according to Fortune include, Google, ACUITY Insurance, The Boston Consulting Group (BCG), SAS institute, Quicken Loans, Edward Jones etc. Google has been on the list consistently for 10 years, with 7 times as No 1.

 
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Posted by on August 18, 2017 in HR Word of The Day

 

#HR #Word:#MOM (Minutes of Meeting)

Meeting Minutes are the formal documents, either in written or recorded format, which are distributed to both the attendees and non-attendees to make them aware of what happened during the meeting.

 

The typical contents of the meeting minutes are – names of the participants, topics discussed, decisions made, follow-up actions assigned to participants, deadlines for upcoming commitments etc.

 

The contents of the Meeting Minutes vary with the type of organization for which they are documented. 

For example, in case of a corporate meeting, it is not necessary to document the exact wordings of the participants. It is convenient to keep these minutes short, concise and easy to understand. 

On the other hand, for a court hearing, it is must to record the exact wordings of the lawyer, witnesses, judges etc. every time before delivering the final judgment.

 

Ideally, the meeting minutes are distributed within 24 hrs from the completion of the meeting. 

The important advantage of the minutes is that they provide a clear understanding of what happened in the past and help participants prepare better for the future meetings

 
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Posted by on August 17, 2017 in HR Word of The Day

 

#HR #Word:Decision #Engineering

Decision engineering (more recently called decision intelligence by The Decision Intelligence Institute International and companies like Quan telling ) is a framework that unifies a number of best practices for organizational decision making.

The basic idea: decisions are based on our understanding of how actions lead to outcomes.

Decision intelligence is a discipline for analyzing this chain of cause-and-effect, and decision modeling is a visual language for representing these chains.

DI is based on the recognition that, in many organizations, decision making could be improved if a more structured approach were used. Decision engineering seeks to overcome a decision making “complexity ceiling”, which is characterized by a mismatch between the sophistication of organizational decision making practices and the complexity of situations in which those decisions must be made. As such, it seeks to solve some of the issues identified around complexity theory and organizations.
In this sense, decision engineering represents a practical application of the field of complex systems, which helps organizations to navigate the complex systems in which they find themselves. Decision engineering can also be thought of as a framework that brings advanced analytics and machine learning techniques to the desktop of the non-expert decision maker, as well as incorporating, and then extending, data science to overcome the problems articulated in Black swan theory.
Decision engineering proponents believe that many organizations continue to make poor decisions. In response, decision engineering seeks to unify a number of decision making best practices, described in more detail below.
Decision engineering builds on the insight that it is possible to design the decision itself, using principles previously used for designing more tangible objects like bridges and buildings.
The use of a visual design language representing decisions is an important element of decision engineering, since it provides an intuitive common language readily understood by all decision participants. A visual metaphor  improves the ability to reason about complex systems as well as to enhance collaboration.
In addition to visual decision design, there are other two aspects of engineering disciplines that aid mass adoption. These are: 1) the creation of a shared language of design elements and 2) the use of a common methodology or process. 

 
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Posted by on August 13, 2017 in HR Word of The Day

 

#HR #Word:#Heterarchy

A heterarchy is a system of organization where the elements of the organization are unranked (non-hierarchical) or where they possess the potential to be ranked a number of different ways. 


Definitions of the term vary among the disciplines: in social and information sciences, heterarchies are networks of elements in which each element shares the same “horizontal” position of power and authority, each playing a theoretically equal role. But in biological taxonomy, the requisite features of heterarchy involve, for example, a species sharing, with a species in a different family, a common ancestor which it does not share with members of its own family. This is theoretically possible under principles of “horizontal gene transfer.”

A heterarchy may be parallel to a hierarchy, subsumed to a hierarchy, or it may contain hierarchies; the two kinds of structure are not mutually exclusive. In fact, each level in a hierarchical system is composed of a potentially heterarchical group which contains its constituent elements.
The concept of heterarchy was first employed in a modern context by Warren McCulloch in 1945. As Carole L. Crumley has summarised, “[h]e examined alternative cognitive structure(s), the collective organization of which he termed heterarchy. He demonstrated that the human brain, while reasonably orderly was not organized hierarchically. This understanding revolutionized the neural study of the brain and solved major problems in the fields of artificial intelligence and computer design.

 
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Posted by on August 10, 2017 in HR Word of The Day

 
 
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