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H R BULLETIN VOLUME 87
humane.r@iimrohtak.ac.in
H U M A N E - R | V O L U M E 87
HR BULLETIN
HR Leaders should focus on Holistic Approach in “The Great Reshuffle” Competitive income, flexible working hours, a pleasant environment, and growth opportunities are just a few of the elements that drive an employee to seek a new job. Amid the steady revival of the Indian economy, one of the pandemic's aftermaths is ‘The Great Resignation’. The term refers to the global phenomenon where millions of employees have been re-evaluating their career choices and leaving their jobs. However, the phenomenon which began as a fad, has evolved into ‘The Great Reshuffle’, with most people opting for a job move rather than dropping out.
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H U M A N E - R | V O L U M E 87
Competitive income, flexible working hours, a pleasant environment, and growth opportunities are just a few of the elements that drive an employee to seek a new job. Looking at the current circumstances, employee retention has become a worry for businesses. It means management must intervene and understand the reasons when an employee expresses his desire to move on. This scenario presents a unique opportunity for HR Leaders to shape the future of work in ways not previously considered a possible win-win for both employees and employers. Being Empathetic Expectations from leaders have changed. Organizations are on the lookout for leaders who are not only decisive, agile, and bold, but also compassionate and empathetic. In order to retain talent, it is the job of the managers to understand and listen to their employees and come up with solutions. With remote working, managers have realized how much their employees have on their plates outside of the office work. This realization will reflect in their behavior, hence making them more empathetic. Focus on Employees’ Wellness Since the last two years, people throughout the world have been traumatized by the COVID-19 outbreak. The pandemic has affected almost everyone, either directly or indirectly, be it from getting the virus or losing a loved one to wearing masks and being subjected to social isolation. Hence, employers' attention to their employees' health, safety, and wellbeing has never been more important than it is now. Organizations must devote additional resources to these areas in order to foster employee trust, long term workforce resilience, and maintain high levels of motivation and morale by reassessing support offerings to drive health and wellbeing and not just performance. Lead by Example The ability to "walk the talk" is a sign of a great leader. To lead by example, leaders must guide others through their actions rather than their words. Their goal should be to motivate the employees to follow their actions. This entails matching your daily routines, habits, and behaviors to their basic principles. A successful leader understands that their actions have an impact on employee satisfaction, performance, morale, and attitude. HR Leaders need to build a more humane employer employee connect and work to meet employees’ demands to be heard and valued. Culture of Recognition Everybody strives for recognition. Recognition of employees has always been a keystone of successful management. Employees who feel valued are more engaged, motivated, and willing to go above and beyond for their company. It shows in their work when they know they are valued and appreciated. As a result, they are motivated to put in more effort. What is noticed indeed tends to be repeated. Cross-Functional Collaboration Companies use cross-functional collaboration to connect employees from different departments together, integrating their skills, expertise, and experience. "Work-interdependency" is paramount here. People who think in new ways are more likely to make smart decisions, take better risks, and be more innovative and creative. It is a terrific method to get creative brains to collaborate on ideas, hence leading to higher employee satisfaction and better communication. This also helps to utilize the diverse skill set and improve equity and inclusion in the organization. Training and Development With on-the-job training and development, employees can further learn new skills, polish old ones, improve their performances and efficiency, and become better leaders through training. Organizations need to use a dynamic approach to manage shifting skills needs. Upskilling your employees can help them overcome their shortcomings and help them acquire new skills. Since an organization is the sum of its employees’ accomplishments, companies should invest in their employees to perform at their best. In addition to this, continuous performance management requires focusing on various aspects involving employees and organizational culture regularly, throughout the year. it is important to emphasize the need for a holistic approach that includes regular check-ins and frequent feedback from employers to help businesses achieve better results. This will also enable employees to take on greater accountability for driving innovation and executing business transformation.
Read more at:https://www.peoplematters.in/article/strategic-hr/hr-leadersshould-focus-on-holistic-approach-in-the-great-reshuffle33146?media_type=article&subcat=leadership&title=hr-leaders-should-focuson-holistic-approach-in-the-great-reshuffle&id=33146 3
H U M A N E - R | V O L U M E 87
Cultivate your inner power to become a better leader The phrase ‘Leaders are born, not made’ may not hold true for many of the leaders we know of, or work with. Today, we see many instances of women breaking the proverbial “glass ceiling”, across their professional and personal lives. Moreover, women leaders are more likely to be transformational, empathetic, function as role models for peers and subordinates, be good mentors and coaches and authentic communicators. Also, according to Hay Group (division of Korn Ferry) women score 86% higher than men in emotional self-awareness. It is also a well-known fact that organizations that have gender-balanced teams and women in leadership positions also have a more flexible and empathic work culture that relates to all of the organization’s stakeholders - the diverse customers, employees, and partners. However, while organizations are increasingly carrying out their Diversity, Equity, and Inclusion (DEI) strategies, laying down policies and strategies to empower women across all levels within the organization to grow – the ability to be the change, to have the power to lead, must come from within. The Power to Lead Must Come from Within – How? The phrase ‘Leaders are born, not made’ may not hold true for many of the leaders we know of, or work with. The converse of this statement, however, does hold true. Leaders are not born but are made through the constant and consistent hard work and zeal to succeed, supported by guidance by the right kind of people surrounding them. Thus, in order to master self-leadership, one has to focus on certain aspects…
Read more at: https://www.peoplematters.in/article/leadership/cultivate-yourinner-power-to-become-a-better-leader-33147
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H U M A N E - R | V O L U M E 87
Make the most of data in your DEI journey While DEI is a common buzzword in many corporate articles now, many fail to comprehend its exact meaning. I had heard this party analogy on DEI somewhere which made it easier for me to understand the subtle difference When the pandemic hit all of us in 2020, many of us had the privilege to move our workplace to our home and had time to introspect. This also proved to be a time when organizations went into their own introspection mode and one subject which was not in focus for many years and came in the limelight was: DEI (Diversity, Equity, and Inclusion). While DEI is a common buzzword in many corporate articles now, many fail to comprehend its exact meaning. I had heard this party analogy on DEI somewhere which made it easier for me to understand the subtle difference. “Diversity is like getting invited to a party, inclusion is contributing to the playlist and equity means getting an opportunity to dance.” The spotlight now shines brightly on DEI. It’s become an integral part of every company’s vision and strategy. It has also become a critical part of the increased focus and alignment of corporate Environmental, Social, and Governance (ESG) strategies as DEI initiatives fall under the Social and Environmental components. The driving force for this paradigm shift in perspective is primarily due to data and technology. Almost all companies dug deep into their own workforce data and put forth on the table insights into their gender ratios in the workforce, hiring, pay parity, promotions, rewards, growth opportunities, benefits and more. These insights were ably complemented by the research articles provided by universities, consulting companies and academicians…
Read more at: https://www.peoplematters.in/article/diversity/make-the-mostof-data-in-your-dei-journey-33134
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Decoding the future of Job Boards
We are trying to explore some new trends and companies which are attempting to attack different aspects of the recruitment process. Here we will look at companies mainly focused on sourcing related solutions and try and cover as wider a spectrum as possible in terms of innovations which are out there. Job boards like Monster, Naukri, Timesjobs, and others have traditionally been used to source the right talent for various job positions across industry verticals. The first job board appeared around 1990-92 so roughly about 25+ years ago. The job boards have evolved over this period of time, however, have also remained mainly the same place where you put an advertisement and hope that right candidates view it & respond to the same. Most job boards even today offer mainly two services to their users – namely companies and placement agencies. These 2 services are job postings and candidate search. Both these services heavily depend on the skill of the recruiter and hence the end result with the same tool in 2 different hands will be very different. Refer to this article which nicely captures the evolution of the recruiter overtimes. Traditionally job boards have and continue to advertise about the size of the database of active candidates they have – even LinkedIn which if we consider as the newest entrant in this field – does talk about the size of the network. However many companies today are not merely looking at the size of the network or database but also the relevance and quality. In this article, we are trying to explore some new trends and companies which are attempting to attack different aspects of the recruitment process…
Read more at: https://www.peoplematters.in/blog/recruitment-processoutsourcing/decoding-the-future-of-job-boards-15035
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H U M A N E - R | V O L U M E 87
Personalizing wellness programs the right way With the rise in demand for customized employee solutions, we take a look at how HR professionals can enable the personalization of wellness programs to better their impact. The last few years have witnessed the meteoric rise of wellness programs. Not only did the pandemic lead Covid-19 related efforts, but it also broadened the business need to tackle other health issues. With companies shifting to remote work, concerns of stress, burnout, mental health, began to find their space in wellness conversations. A study done by MIT Sloan in 2021, for example, reported how a multitude of factors like the blurring of work-life boundaries, layoffs, and lockdowns all contributed to the growing problem of burnout. In 2022, many of these issues now take the center stage in the wellness agenda in companies across sectors. Companies that aim to wellness programs impactful have now had to look beyond the traditional, piecemeal approach to designing wellness programs. Customization is slowly becoming a business mandate. The rise of personalized wellness Customized wellness programs make employees in charge of their well-being. By offering personalized well-being solutions, customization can help improve employees’ trust, job satisfaction, absenteeism, and psychological wellbeing. But that’s not all. Not only does personalization make wellness initiatives impactful, but it also enables companies to be strategic about their offerings. Every employee has different health and well-being needs…
Read more at: https://www.peoplematters.in/article/wellness/personalizingwellness-programs-the-right-way-33116
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