Tag: #HR #HRJargons #HumanResources

#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: #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:#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

#HR#Word:#Acqui-#Sourcing &#Acqui-#Hiring

Acqui-sourcing meaning (acquisition + sourcing) translates to sourcing for acquisition; is a newly coined term, word or phrase, that is in the process of entering common use.

 Acquisourcing is a solution for companies that are interested in acqui-hiring ( Refer Wiki Link).  There is a school of thought that as demand increases  for talent (especially technical talent) it becomes harder and harder to recruit (acquire) that talent.

 Some companies are turning to a technique called [acquihiring] wherein they acquire whole workforces by purchasing a company just to acquire that company’s workforce. Many times product lines and market verticals are discarded in this process – the (only) objective being to acquire a talented workforce. acqui-hiring (acquisition + hiring) translates to hiring by acquisition. 

Acquisourcing is the function of searching out (sourcing) those companies to be purchased (specifically for their workforces) by identifying and speaking with their owners about their willingness to be acquired by another company. It is new terminology in the recruiting, market development, competitive intelligence and mergers & acquisitions (M&A) space.

One feature that is driving acquihiring and the need for acquisourcing is the desire to acquire whole teams inside companies because there is recognition emerging that development efforts are many times enhanced by a team that already works well together. 

Acquisourcing is a process that identifies a potential acquisition candidate followed by a live approach to the owner(s) with an inquiry as to their interest in being acquired by (or partnering with) another company.

Source : Wiki

#HR#Word: #Host#Country #Effect

Host country effect is the change that a company has to adopt in terms of hr practices, legal bindings, business policies etc when it sets up its business in another country or the host country.


Host country is the country where a multinational company establishes its subsidiaries to grow its business.

Every country has its own culture and legal bindings which shapes the business operations in that country.

 A company formulates its strategy based on the origin country. If a company expands its business in other countries, it has basically 3 strategic choices to adopt: Ethnocentric, Polycentric and Geocentric

Human resource management system is largely influenced by the host country culture, practices and legal bindings.


The 3 strategic choices are explained below in terms of human resource management:

Ethnocentric: Here the company does not changes its workforce as well as keep its practices and culture same as parent country. Here the employees are of the parent country origin and are called as expatriates in the host country. In this strategic approach, it becomes easy for the company to maintain integration of operations to the headquarters in the parent country.

Polycentric: In this strategic choice, the company in host country hires employees of the same country. It saves them cost that they spend on expatriates. This approach helps better to understand the culture of host country. There could be some officers in the top management in host country which could be expatriates but majorly the workforce is of host country.

Geocentric: This strategic choice is used by multinational companies when they do not care about the origin country of the employees while hiring them. The employees are hired based upon their skills, talent and suitability to the role. 

Maintaining the integration among the businesses may be difficult but it leads to high productivity and creating a global culture.

  • Some of the countries adopt hybrid structure and human resource practices. The host country generally have different legal influence and culture effecting the MNCs. For management of human resources of the host country, MNCs have to infuse the local practices

#HR #Word:P-O #Fit (#Person-#Organization #Fit)

Using Person-Organization Fit In Selection

Imagine a situation in which an individual has found an occupation that suits his needs, works for a pleasant supervisor, and receives a competitive wage and benefits. 

While this may sound like a storybook tale, if we further consider that the same individual enjoys working in teams, is excited by working to meet challenging goals, and cherishes the opportunity to make important decisions without asking for approval, all of which his organization does not foster, suddenly our storybook tale has taken a turn for the dark side: now our protagonist is unhappy, underperforming, and surfing the internet for a new place to work.

What is Person-Organization Fit?

Person-Organization fit (P-O fit) is a concept that goes back many years, and is generally defined as compatibility between employees and their organizations. Compatibility can result from one party supplying a need of the other party, similar values across parties, or both. Researchers have found meaningful relationships with P-O fit as a predictor of work attitudes, job performance, and turnover.

Why is P-O Fit Important?

The general idea behind the importance of P-O fit is based on the attraction-selection-attrition (A-S-A) theory. 

According to the A-S-A theory, individuals are attracted to organizations with similar values and organizations tend to hire such individuals during the selection process. Finally, attrition becomes important as the employee sees first-hand the extent to which he or she is actually congruent with the organization, leading to a choice to either continue working for or leave the company.

What does P-O Fit Predict?

As mentioned previously, P-O fit has demonstrated relationships with three very important outcomes:

  • Work attitudes
  • Turnover
  • Job Performance

While each of the three aforementioned outcomes is related to P-O fit, these relationships vary in magnitude; the strongest relationships are listed first.

  • Work attitudes – The link between P-O fit and work attitudes is the strongest and most robust: the more an individual fits with the organization, the more likely he or she is to display higher levels of job satisfaction and organizational commitment.
  • Turnover – Considering the high cost of turnover, this relationship is very important to the bottom line. It seems obvious, but individuals do not enjoy working for companies that do not align well with their personal values and often leave as a result.
  • Job Performance – When individuals do not feel they fit well with the organization, it often has negative effects on the effort they put forth at work, leading to lower levels of job performance. Researchers have found P-O Fit to relate to both task performance (performance on tasks required of the job) and contextual performance (performance on tasks outside of those required by the job, like Organizational Citizenship Behaviors).

Implications for Practice

With the relationship between P-O fit and important work outcomes firmly established, the question becomes, how can organizations leverage this knowledge?

Unfortunately, as it is currently conceptualized, P-O fit cannot be taught. The values and interests individuals have when they join an organization are longstanding, and will likely not change much as a result of employment.

The alternative option is to look for applicants who match the company and bring them aboard to increase overall fit. This option is gaining in popularity in the last few years and will likely continue on that trend.

To bring people aboard who match the organization, a P-O fit test, interview, or other form of selection tool will likely need to be implemented

Several consulting firms are available to aide in this type of selection.

Going back to our initial example, let’s say our fictions organization implemented a screening tool to help choose the right people for the organization. As a result, the organization hires a different employee, one who prefers to work individually, is partial to working towards less optimistic goals, and would rather fall back on management when making important decisions. Now the organization and employee fit very well and stay together for a long time, perhaps living happily ever after

David Daly  DeGarmo ( Pristinely

This was a summary of the research and practice implications from: Arthur Jr., W., Bell, S. T., Villado, A. J., & Doverspike, D. (2006). The use of person-organization fit in employment decision making: An assessment of its criterion-related validity. Journal of Applied Psychology, 91, 786-801.