Category: HR Word of The Day

Simplifying HR Jargons

#HR #Word: #Pin-code #Sourcing

Sourcing is evolving with technology and is positioning itself as a more strategic role in the entire Hiring Cycle.

Pin-code Sourcing is a the strategic hiring approach which focuses on sourcing candidates from a specific Pin-code area

In recent times Workplaces is shifting its base to suburban area and candidate too prefer to stay nearby to avoid travel and save time.

Pin-code Sourcing in getting acceptance from sourcer’s and recruiters as it help them to strategies their souring approach in getting the right talent from near by area only.

pincodepostlogo
image courtesy: pincodein.com

Usually a Pin-code covers a area of 3 to 9 km’s and travelling such distance is feasible for candidates.

How does Pin-code Sourcing helps

1. Focuses on candidates from same pincode area
2. Reduces travelling time for employees
3. Can help in Improving diversity hiring.
4. Less operational cost and increases productivity. and many more.

Pin-code Sourcing is usually successful if

1. Infrastructure  for such specific area / Pin-code is developed with good  connectivity, Residential area &  Public amenities.

2. If candidate mention pin-code on his/ her residential address in CV. Usually sourcer’s search on Portals with Pin-code or Area name.

How to Search

Usually Sourcer’s use keywords such as Skills + Pin-code OR Area name which searching CV’s on Job Portals. The search will be restricted to candidates who mentioned either Pin-code or area name on CV.

I am sure many sourcer’s have used such approach and it might have worked

The above approach can be helpful for all firms.

Try it..and Share your feedback/ Learning.

Wishing all a Happy and Prosperous Ganesh Chaturthi.

May Lord ganesha brings great wisdom to all.

 

 

 

#HR Word:#Power #Distance

Power distance is the extent to which the lower ranking individuals of a society “accept and expect that power is distributed unequally”.

It is primarily used in psychological and sociological studies on societal management of inequalities between individuals, and individual’s perceptions of that management.

People in societies with a high power distance are more likely to conform to a hierarchy where “everybody has a place and which needs no further justification”.
In societies with a low power distance, individuals tend to try to distribute power equally. In such societies, inequalities of power among people would require additional justification.(Source ;wiki)

These thing seems fine when people work in culture in which they grown up. But actual issues start when people make transfers from one culture to other culture.

1. Sub-ordinate move to high power distance culture:

In such case, sub ordinate has to be careful while giving his suggestion to his manager. Suggestion may not be taken in constructive way but treated as obstruction to follow orders.

2. Sub-ordinate moving to low power distance culture:

Here if sub ordinate only follows order then it might take as being incompetent for performing duties.

3. Moving as a manager to high power distance culture

Here if manager asks for constructive suggestions from his team then it might be taken as manager not competent enough to handle his responsibilities.

4. Moving as manager to low power distance culture:

Team may not follow the decision taken by manager but will give constructive feedback and will tend to challenge decisions.

References &Additional Learning Click 👇

Hofstede cultural_dimensions_theory

(Source: mbaskool)

#HR #Word: #Picketing

Picketing is a form of protest in which people (called picketers) congregate outside a place of work or location where an event is taking place. Often, this is done in an attempt to dissuade others from going in (“crossing the picket line”), but it can also be done to draw public attention to a cause.

Source: atlaintownpaper

The unionized workers who are involved in picketing are called pickets.

They involve in picketing mainly because they have some disagreements with the employer.

Picketing is lawful only if it approved by a majority vote in the union. Also workers in a picket line need to be peaceful and it is unlawful for them to force people to not enter the premises of the employer. The main purpose of picketing is to pressurize the employer to agree to the demands of the union workers or to bring to the notice of the employer the grievances of the union workers.

Picketing is allowed only to those employees who work at the workplace outside which they picket. For example a business may operate from various locations however workers can picket only outside the location where they work or where their unions are certified. They cannot picket outside other locations of business of the employer.

There are three types of picketing:

1) Informational Picketing: When pickets inform people about the concern of their union to the public.

2) Mass Picketing: When pickets try to gather as many people as possible in the picket line in order to show the employer that their cause is supported by a large majority of people.

3) Secondary Picketing: When pickets try to stop suppliers of the employer like lorry drivers etc from delivering supplies to the employer.

4) Flying Picketing: When workers involved in an industrial action move from one workplace of the employer to another to picket them. This type of picketing is unlawful.

Source wikipedia

#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.

#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

#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