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Category Archives: HR Word of The Day

Simplifying HR Jargons

#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:#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

 
 

Tags:

#HRWord:#Pay #Survey

A Pay survey or a Salary survey is typically conducted to gauge the organization’s compensation levels with respect to the external environment.  

Image courtesy: HR Daily Advisor


This helps in clearly defining the specific pay for each job.

Firstly a benchmark job is identified, the pay scale of the organization is positioned, and the relative worth of all the other jobs are established with respect to the benchmark job.

Pay surveys are usually conducted by a structured written Questionnaire. Telephonic surveys, Newspapers, Consultancy Firms, Pay check websites like NaukriPayCheck and Glassdoor.com can be sources of information as well.

Pay/Salary Surveys are analyses of compensation data. This data may include quantifyable aspects of compensation such as:

  1. Base salaries
  2. Increase percentages or amounts
  3. Merit Increases
  4. Salary Ranges
  5. Starting Salary
  6. Incentives/Bonuses
  7. Allowances and Benefits
  8. Working Hours

Salary Surveys may also include non-quantifyable aspects of compensation such as:

  1. Educational Requirements
  2. Geographic Location
  3. Source of Hire (Internal/External)
  4. Working Conditions                                           Below is the List of Global Pay Survey Vendors👇

https://hr-guide.com/data/043.htm

 
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Posted by on January 7, 2018 in HR Word of The Day

 

#HRWord:#Peer #Appraisal 📰💴

Peer appraisal is a form of 360 degree feedback and performance appraisal process.

Image courtesy : Slideshare

 Peers of an individual give feedback for the individual which gives an unique perspective to the work and goal achievement of an individual. While managers and other appraisal systems tend to provide a perspective on targets and goals achieved by an individual, peer appraisal tends to give an perspective on the interpersonal skills of an individual and his interaction base with the customer and team in which he is working.

Peer appraisal forms an integral part of performance appraisal system, peers, team mates, group members are anonymously asked to provide feedback about an individual’s performance.

 Generally the peer appraisal is shared with the manager of an individual, as a metric to evaluate performance. But sometimes these are shared with the individuals too, to give a feedback about their performance as measured in the team by team mates.

Peer appraisal has many advantages same as 360 degree feedback, in addition to which it also increases accuracy and fairness in the appraisal process.

Refer few Peer Appraisal Formats ,👇

https://goo.gl/images/FvSKz2

 
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Posted by on January 5, 2018 in HR Word of The Day

 

#HRWord:#Pay #Compression

Pay compression is the concept in an organization where the employees have more or less a similar salary irrespective of their age, experience, profile etc

Image courtesy: compensation Cafe


Even those employees who have a better skill set or have been with the company longer, have a slightly higher salary package.


The major problem of this phenomenon is increased turnover where the long term employees feel a sense of inequity and walk away from the organisation with all the knowledge and expertise they have acquired over a period of time.

In order to tackle this, most organisations follow the method of “equity” adjustments only for selected highly valued employees who are a victim of pay compression.

Pay Compression comes in many forms.  

At its very root, pay compression refers to a situation where pay isn’t differentiated enough (i.e.: compressed) where maybe it should be and for a very compelling reason.  When pay compression is present, you may find that your employee morale or engagement takes a dip, leading to a dip in performance and business results.  Their “sense of fairness” alarm may go off and rebuilding trust with employees at that point takes much more time and effort than getting it right the first time.

There are 3 common types of compression that deserve further examination within every organization.

  1. Am I hiring people in too close to or higher than existing employees in the same role?  Pay compression in this case refers to bringing in new talent at a rate that is near or even above (also called inversion) employees who have much more experience in the role and often much more tenure in the organization.  Sometimes you just have to have that newest brightest talent.  Unfortunately, that can sometimes come at the cost of paying competitively for your existing talent.

  2. Am I paying managers less than those they manage (unless that’s right for the role)?  Pay compression in this case refers to managers being paid at a rate lower than those that they supervise.  This may make sense in some technical roles where the market values the individual technical skills higher than management skills.  In most functional areas, however, it’s challenging to motivate a manager when they are being paid less than those they supervise.  As we move into an era where more millennials are entering management roles, this type of compression is especially troublesome.

  3. Am I paying multiple levels of a job essentially the same thing?  Do you have an Admin Assistant 1, Admin Asst 2, and Admin Asst 3?  If so, are there clear differences between each level of the job?  I’ve worked with many organizations that fail to differentiate the jobs, merely creating multiple levels so they can create a sense of mobility.  While it’s true that millennials, and in fact most other employees as well, like to be promoted, they also want to feel a substantive change to both the nature of the job and the compensation associated with it as well.

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

 
 
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