Tag: HR Words

#HR #Word: #Goal #Displacement

Goal Displacement is a situation in which the original goals of the organization are superseded by the new goals which are developed during the course of time. 

Goal displacement can happen because of many reasons and at many levels, with the only objective of ensuring the growth and prosperity of the company.


Organizations develop initial goals to be achieved and for achieving them some methods and rules are devised and followed. But during the course of time, these rules and procedures may become primary and more important than the original goals. 

The new goals may serve the interest of the employees or the management of the organization. This is an inevitable threat organizations face.


In cases where the organization’s original goals are already achieved or when the original goals are no longer necessary, goal displacement has positive effects which help to organization to direct its energy elsewhere. For example an organization which was initially intended to fight polio would displace its goals once the vaccine for polio is invented.


If the individual goals conflict with the organization goals then goal displacement happens at personal level. Giving more importance to the means by which the goals are achieved than the end results may displace the goals. And also if the long term goals are substituted by the short term goals or if the original goals of the organization are uncertain or abstract, goal displacement takes place.


Examples: ln some of the government schools, performance of teachers may be decided on the basis of attendance and punctuality. And gradually these become the key criteria for performance measurement than the way of teaching and results.

#HR #Word:#Flexible #Staffing

Flexible Staffing is an arrangement in an organization where the employees can be from temporary agencies, leased employees or contract workers. 

The word Flexible Staffing has many connotations.

The following are a few of them:

• Temporary Agencies – workers that are provided by agencies to a particular company for a limited period of time on a momentary or perpetual basis. The company usually allocates the work to the employees. The momentary workers are generally employed for a short term which is less than one year which is the vital differentiator for them.

• Leased Employees – a company leases all/portion of its workforce on a fairly perpetual basis from an agency. The workers are normally instructed by the client, but are on the payroll of the agency.

• Contract Workers – these workers are employed by a company that contracts out their services to a client company. Contract workers work for just one client at a time and that too at their worksite. However, their work is normally administered by the contract company, not the client.

The dissimilarity between agency temporary, leased employee, and contract company worker does not exist and is often fuzzy. In most polls, workers are asked to recognize themselves which are open to interpretations which muddies the results.

Some of the other types of flexible staffing situations include:

• Self-governing Contractors – Legally, these workers are self-employed, and they may or may not perform their services at the client’s worksite. The only data on the number of self-governing contractors comes from the Existing Populace Study. In this study, labors who specified that they worked as self-governing contractors, self-governing advisors, or self-employed workers were categorized as “self-governing contractors.”

• Direct Hire temporaries– These workers are employees of the companies where they work. They are employed for a partial period of time (usually for periodic work or for a distinctive job).

• On- call workers – These workers are also employees of the companies where they work; they are employed for an unlimited period, but they do not have frequently planned times. They are called in to work on an as desirable basis, often to fill in for an absent worker or to service with an augmented job. Standby instructors and numerous hospital staffs are on-call employees.



1.Labor efficiency is high in a flexible staffing environment.

2.It also reduces the need to have employees work overtime to meet any deadlines. 

3.The costs of maintaining the workforce are usually lower in a flexible staffing strategy.

4.The company saves time/cost associated with finding the right candidate withthe right skill set since all that is taken care of by the staffing agency

5.Along with lower cost of maintaining the workforce, there is no cost associated with termination of employees. 

6.Low legal costs linked with employees

#HR Word:#Firefighting🔺

Firefighting is a concept of finding a solution or quick remedy to a critical business problem which has occurred suddenly, without too much preparation by the organization. 

Firefighting, as name suggest, is derived from practice of extinguishing the unpredicted fire in the emergency situation. 

With time, the term has been used in the corporate world, in which extra resources are being employed in case of an emergency/critical situation.

 These resources could be anything, right from increasing manpower to employing more machine/systems on it.

Some of the plausible situations are as follows:

• Project closing its dead line and some accident takes place which leads to delay as an consequence

• Real emergency occurs that could hamper and do immense danger if not countered upon immediately

In Today’s evolved corporate culture, Firefighting is considered to be a technique to be used as a last resort at disposal. Proper processes and necessary securities need to be taken and adhered to, for avoiding such emergency situations. 

Having said that, most mature organizations are always on be their toes to deal with the uncertain and unforeseen situations in their regular processes.

Following example describe the Firefighting concept:

Suppose an IT organization is working on a project with a definite deadline. Things were moving as per the self-adopted time line but suddenly two days before the deadline, there is a major code crash .That code crash impact was so severe that the whole schedule got delay by additional 5 days.

Here the Managers would adopt a Firefighting strategy. They would use all the resources at their disposal to try and meet the deadline. Coders and other support team may be pulled from other projects for short basis and additional machines could be utilized. Experts would be called upon and if feasible some of the work could be outsourced

Hence all necessary steps would be taken up to do deal up with the emergency and counter the situation at hand. This would summarize the Firefighting technique.

Hiring Huge Volume in Sudden Rise of Business also Calls for Implementing Firefighting Hiring Strategy. 

#HR #Word:#Facilitation

Facilitation is the process by which, managers, leaders, and communicators add content, process and structure to discussions, meetings, thinking groups and ideas

Facilitation is generally done by an individual who is called the facilitator, who leads the groups to obtain information and knowledge, and to work collaboratively and accomplish a given set of objectives or the goals that are sought after.

There are different types of facilitation, to name a few – Group facilitation, Individual facilitation

Group facilitation is generally done by internal or external individuals seeking to improve presented content and knowledge, formulating process, providing structure to meetings, promoting shared responsibility, and drawing participation.

Individual facilitation also has similar objectives but is targeted at an individual rather than a group, in improving the desired qualities in the individual and bringing for the desired goals and objectives of facilitation.

A facilitator should have good leadership skills, deep knowledge about processes and structures of discussion, understanding of interpersonal dynamics, strong listening and communication skills etc.

#HR Word:#Extension #Organization 🏩

Extension organizations are considered to be organizations which do not work in isolation but are dependent on a number of other subsidiaries or extended organizations that it has.

Example, an insurance company is an extended organization. It is dependent on the sales tied agencies (extensions), sales managers operating from regional offices (extensions).

The basic idea is to integrate all the extensions to ensure that there is a common link, and every organization can work on itself.

Problems in Extensions

1. Lack of motivation

2. Professional incompetence

3. Lack of rewards

Thus the extension procedures aims at removing these discrepancies, and ensure everything is in place.

Plans/procedures in place

1. Job Analysis: Understanding the nature of the job in extensions are crucial for this. It may give the expectations needed, but we also need to determine the objectives & where does the job fit in.

Critical aspects for the plans include values, commitment, concern for the community, & understanding the necessary training required from the job.

2. Recruitment/Training of the people: There is a great need for hiring the right people & proper training mechanism, to make them ready for future challenges, scenario planning. It should be based on the needs analysis.

3. Potential Appraisal: Counsel/guide employees towards greater job effectiveness.

4. Work Group: Introduction of job enlargement/enrichment & job rotation to keep the motivation among the working members high.



1. Extension procedures lays down the guidelines/skill sets which can be followed for an effective organization.

2. It also takes in to account the critical factors for an organization, which ensure that the plans are realistic enough.

3. Extension planning has enough material to keep the motivation of the employees high, and ensure that they work to their full potential.


1. Focus cannot be given to all the factors at the same time, which may result in implementation problems

2. Not all industries are well acquainted with the methods and schemas suggested.

3. There is always a chance of attrition & man power planning, so extensions developed without these in premise often fails.

#HR Word:#Exit #Interviews

Exit interview is the interview conducted by an organization for its departing employee. 

This is a mandatory part of the resignation process in most organizations.


It is important that the employee gives genuine answers and hence the employers generally employ a neutral party to conduct this interview.

 In most organizations, this is the responsibility of HR executives. In some organizations, a third party is also employed for this purpose. The interviews are can be conducted in person, telephonically or even in the form of a questionnaire.


 These interviews are very important source of feedback for the employer. The interview not only puts forth the reason of the employee’s resignation, but also shows an honest picture of the working of the team. 

These interviews allow the employer to know the concerns of its employees, which can be addressed.

These interviews can also uncover serious issues like harassment, discrimination, violence before they turn into lawsuits.

 If the interviews are conducted fairly and the issues are worked upon, then a lower turnover and higher employee satisfaction can be achieved in the long run.

#HR Word:#Expatriate🛃🛂🛫

An  Ëxpatriate 🛫🛃 is an employee who has left his native land and is working and temporarily residing in a foreign country. 

 An Ëxpatriate can also be a citizen who has relinquished citizenship in their home country to become the citizen of another country.

The term originates from the Latin words, ex (out of) and patria (fatherland).

A firm’s employees who are transferred out of their home base into some other area of the firm’s international operations are referred to as expatriates.

 The practice of global mobility of a company’s workforce helps in building competitive advantages.

All expatriate employees are entitled to receive an expatriate premium while working in a foreign country. This includes monetary benefits and non-monetary incentives like housing and education.🏠🏢💰

When the initiative for expatriation comes from individuals rather than employers, it is called self-initiated expatriation (SIE). An illustration of this is the fact that some Asian Companies have recently hired a number of Western managers.

Dubai is a country where the population is composed predominantly of expatriates from countries like India, Pakistan, Bangladesh and Philippines, with only 20% of the population made up of citizens. 

Most popular expatriate destinations are Spain, followed by Germany and Britain.