Insights success the 10 most admired hr solution providers

www.insightssuccess.in JULY 2017

10 Most

The

HR

Admired Solution Providers Company of the Month

Nilesh Shah Director Spine Technologies (I) Pvt. Ltd.

TREND WATCH The Current Trends in HR Shaping the Future of Workplaces

GRAPH VERDICT Ascendence of Analytics with Evolution of HR

Rashmi Jha CEO

Vyakta Developing & aligning talent with organisational strategy

Editorial

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mart companies understand the reality that they reflect in the collective makeup of their employees. Brushing up employees’ productivity and making the workplace, the right place to work at, companies have started showing interest in diversifying employees skills with not just work-based but improving their decision making, organisational and leadership skills. Also, organisations have become more aware about employees right and their progress, this caused intermediaries to come in scenario which help companies locate the best talent globally while enabling them to retain their competitive edge and sharpen their focus on core strengths.

As most of the companies hire young trainers with minimal corporate exposure, affecting quality of delivery. So, to ensure no compromise on training quality, HR consultants make sure some specific skills like Industry specific skills, for instance listing all essential skills upfront in your resume for clearing recruiter’s preliminary screening. As society has turned to a visually mediation led to usage of visual images as they process faster in brain than text. Another important skill is Tool skills, where software tools or machinery help you assess the critical skills obliged to the job you’re pursuing.

Human Resource Unriddling the Talent Attainment

As employees drifted towards technology, no recruiter is behind; they use analytics to better identify crucial skills. They are able to access data which is transformed into discrete data sets like- inventory tracking, social media usage, productivity and performance assessments, hours worked and measures of customer interactions. These information picked from myriad sources offer measurable and astute insight into your workforce. This aids shaping all aspects of managing present and prospective employees, including succession, hiring, benchmarking, planning recruiting, scheduling, and determining security risks.

Examining the supply and demand of skills by tracking and modeling data, conduction of activities such as role-plays, psychometric tests, case studies, games etc. comes into play.

Employment engagement activities alleviates healthy work environment, supplementing to this, initiative of introducing the sit/stand desks and even treadmill stations in the workplace became a trend. It has also pushed other health initiatives, which makes it hard to separate out the impact of active workstations alone. But employee engagement scores are up and retention has been boosted by the company’s commitment to workers’ well-being. But what about HRD? Lack of HR staff, inadequate HR training, high attrition in HR offices and overworked HR professionals are among the challenges contributing to the HR. As problems arrive, assurance of the solution comes, this deduce new prospects before the organisations and HRD is important as it powers our rational judgement to know and understand problems better; it helps build up new initiative and insight to solve the problems.

Pooja Jain

Editor-in-Chief Pooja M. Bansal Senior Editor Ariana Lawrence Managing Editor Pooja Jain Co-Editors Poonam Yadav Suhel Mashayak David Smith Stephanie Andrews Contributors Abhinav, Piyush Art & Design Director Amol Kamble Co-designer Shweta Ambilwade Picture Editor Alex Noel Art Editor Shweta Shinde Visualiser Vanshika Mittal Business Development Manager Akansha Garewal Marketing Manager Dhruv Apte Business Development Executive Meera, Ankush Research Analyst David Circulation Manager Swapnil Database Management Sharad Technology Consultant Vishal More sales@insightssuccess.com

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Developing and aligning talent with organisational strategy

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24 Redeď€ ning Human Resources with Evolving Technological Trends

Article TREND WATCH The Current Trends in HR Shaping the Future of Workplaces

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Cxo Standpoint

GRAPH VERDICT Ascendence of Analytics with Evolution of HR

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Evolving from CSR (Corporate Social Responsibility) to CSV (Creating Shared Value)

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Argyle HR Solutions: At every stage of your employment lifecycle

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AddRec Solutions: Global Recruitment Solutions Experts

New Horizon: Integration of diverse HR Consulting Services

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CorpRAS: Connecting an Organization’s Mission with an Employee’s Ambition

Spine Technologies: Shaping the backbone of organisational competencies

Transcend HR Consultancy: Accomplish all your manpower needs

AnD HR Solutions LLP: Advancing each aspect of organisational development

HR Key to pull ahead Good Business

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hat attitude employees’ have towards their jobs, benefits and employers can be varied from enthusiasm to sour. What’s harder to catch is what matter to these ranging employees and how effectual HRD practices and policies should be in order to spur an employee’s retention and productivity at

workplace.

Thus, Insights Success has chosen “The 10 Most Admired HR Solution Providers” who have worked upon for aligning these ranging behaviors by shifting towards the exploration of analytics and artificial intelligence; and realized the emergence of video, social recruiting and wearables in the workplace. Everything is on verge of change, which is quick—including the sorts of technology HR professionals use, the experiences those systems bring and the underlying software designs. With these developments and more reshaping HR, following are the companies that will shape the year ahead and beyond with these technology trends: AddRec Solutions is a Global Manpower Solutions Company helping its clients to locate the best talent globally, it also provides recruitment services like Executive Search, Staffing, Selection Services & Cross Border Recruitment Solutions. AnD HR Solutions offers various Assessment and Development Programs and Consulting services.

Argyle caters to Training Solutions in various fields like Retail, Pharmaceuticals, Infrastructure, IT, Telecom, BPOs, Finance, Healthcare, Hospitality, Manufacturing, FMCG etc., International Corporate Consultancies (ICTC & BRICS), Contractual staff recruitment services, Domestic and International Recruitment Services and Recruitment Process Outsourcing. CorpRAS offers Corporate Recruitment, RPO (Recruitment Process Outsourcing), International staffing Including Immigration Services, Payroll Process, Executive Training and Development Programs, HR Compliance Management, Organizational Development Consulting Services. New Horizon offers comprehensive HR Solutions from Recruitment, Retirement, Placements and Payroll Processing.

Spine Technologies specializes in application development for payroll, HR Management, Fixed Assets management delivering advanced, end-to-end software solutions to support the entire spectrum of any business.

Transcend HR Consultancy offers HR Consultancy Recruitment, Business Center, Trade Test Center and Engineering Fabrication.

We have our Cover Story Vyakta which dedicatedly works towards Talent Development Services. Rashmi Jha, CEO at Vyakta says, “We understand that the new generation looks at work as more than just a means to pay bills and secure a future that is why we are there to help individuals developing skills and inculcating values required.

Then you can catch these amazing articles, “The Current Trends in HR Shaping the Future of Workplaces” and “Ascendence of Analytics with evolution of HR” from editorial desk.

We have flashed up opines “Redefining Human Resources with Evolving Technological Trends” by Kailash Sahani and “Evolving from CSR to CSV” by Meena Vaidyanathan.

Hope you are ready to start off!

Pratishtha Saxena,Rashmi Jha,Prerana Nagchandi,Payal Vig

Cover Story

Developing and aligning talent with organisational strategy

At Vyakta, we believe that good work is characterized by meaning and excellence.

Our pursuit for meaningful work is led by a group of able, passionate and experienced leaders

their skills and offer them a harmonious work environment. Numerous surveys report that ‘meaning’ is more important to this generation than ‘money’.

Vyakta, a people development firm from Pune, is one of the leading organisations in the country serving this need. “We understand that the new generation looks at work as more than just a means to pay bills and secure a future,” says Rashmi Jha, co-founder at Vyakta. One of the early millennials herself, Rashmi quit her well-paying job at IBM in Pune to “follow her heart”.

The enviable client list encompasses numerous stories of professionals finding new skills and self-belief to chase their work-life dreams. The high levels of customer loyalty is a proof that not just the learners, but also the businesses love what Vyakta accomplishes through its programs.

Enhancing confidence in every individual “Our vision has been to help individuals realize their work life goals through developing skills and inculcating values”, elaborates Rashmi. Vyakta believes that ‘enablement’ is one of the key ways in “making work life worth living,” their

Rashmi Jha CEO

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he business world has been experiencing rapid changes driven by two major factors – technology and demography. At one end, the man and machine divide is thinning, and on another, the Millennials are becoming prominent players in business strategy.

As new age technology is all set to disrupt businesses in the Industrial Revolution 4.0, the need to upskill the human resources is becoming increasingly important. What has become even more important is to strengthen transferable people skills to keep them agile in order to meet the rapidly changing HR requirements.

Simultaneously, millennials are looking for jobs that utilize

core purpose.

The team at Vyakta believes that for people to discover moments of joy at work, it is crucial to approach it with the confidence that they can do it. “How can I look for fun and excitement if I am in doubt whether I can do the job,” says Pratishtha Saxena, Addl Director and Coach at Vyakta.

“When I am confident in my abilities to perform a job, I feel confident to make decisions and focus on the results.

That is how I attain my sense of achievement,” adds Pratishtha.

“We all dread monotony at work, and at times feel limited in our ability to do the next level job,” says Payal, “whereas, the clients feel held back in chasing business

Cover Story “My need to make work places happier is fuelled by the opportunities that Vyakta offers. Making work life worth living is our motto and I nd it gratifying that I am playing an integral part in helping team Vyakta to lead a motivated and satised life. This is a place where it allows me the space to” Namita Parikh Industrial Psychologist and Change Agent at Vyakta

It is also reflected in the fact that at one end India produces a dangerously high number of unemployable graduates and on the other businesses struggle to find people with the right skill sets.

Statesman, had himself struggled with capability gaps. “I needed to acquire skills that would enable me to become a reporter, however, any courses reviewed could at best enhance my knowledge. And while the knowledge was valuable, that alone couldn’t have taken me past the reception desk,” reminisces Ashish about his own struggle while chasing the dream to be a scribe.

When people have the skills to win the jobs they love, and the companies can find people who are capable and willing to do that job, it is a win for everyone. Vyakta’s purpose is to bridge this gap by blending enablement with values.

His own journey taught him to re-look at learning strategies, and further research by the team resulted into an award winning paper, “Lifting Karna’s Curse” at Mumbai HR Summit.

Vyakta’s tread and rise

Vyakta too subscribes to the age old adage of ‘you can’t manage what you can’t measure’. Hence, the step two is to agree upon yardsticks to measure progress.

goals because the teams fall short on some basic skills such as communication, coordination etc.”

Vyakta’s approach to solution design is focused on solving day to day business problems. “Studying the business need in depth, and finding causal relationships with the capabilities to be developed is the first step,” says Ashish Kumar Jha, the founder of Vyakta.

Ashish, an ex-reporter with The Indian Express and The

“Habit change is crucial to making learning sustainable,” says Namita Parikh, an industrial psychologist and a key member in Vyakta’s research team. That is why the learning programs by Vyakta are run over minimum 15 weeks. There are experiential workshops, interspersed with personal

coaching, regular monitoring of progress and constant engagement with line managers to ensure that there is no proverbial stone left unturned before the reaching the finishing line.

“After SCMHRD, joining Vyakta was baptism by re. I started engaging with the clients and coachees right from Day 1. Everything I do here is aimed at delivering something concrete and useful.”

Kumar Shivendu Facilitator at Vyakta

Developing communication capabilities Vyakta focuses on developing ‘Communication’capabilities in people across all levels. This branches into learning programs related to ‘Presence’, ‘Behaviour’ and ‘Leadership’.

“When we began, the bulk of the need was around coaching professionals from tech background to be more structured and fluent in conveying their thoughts,” says Rashmi.

However, as the organisation grew the clients shared more complex needs, and the target groups started including managers and leaders.

That is how Vyakta arrived at the five levels of communication model.

Each level corresponds to different business needs. When a client organisation experiences efficiency issues owing to

5.To shape one’s environment 4.To inspire action and direct attention 3.To forge relationships 2.To make one’s proesence felt 1.To get the message avross with accuracy

“Dreams and Dedication are a powerful combination. Vyakta not only taught me to dream big and chase it fearlessly.”

Apoorva Modak Coach at Vyakta

supervisors and engineers consuming too much time because the managers get drowned in the details, Level 1 programs solve the problem. At the same time, when the manager-leaders find it difficult to connect with the team and are unable to inspire action, Level 4 programs do the trick.

Thinking, Articulation, Accuracy, Emotions and Tacit Assumptions are some of the key elements of

Cover Story the program design at Vyakta. The proprietary Capability Matrix defines each of these elements in excruciating details, facilitating custom designed programs for the clients.

Team and culture As a business organisation, Vyakta challenges a lot of notions of how teams function. A vibrant group of young millennials, mostly women, show us how conventional structures based on hierarchy are not always essential.

The team spends 6 months training to be coaches and finding their true calling. During this time, they learn that values such as ‘Care for the Learner’ and ‘Rigour’ are more than just words. They learn to apply these values to be self-guided and decision oriented.

As a result, Vyakta has a culture that offers high degree of autonomy to the team and constantly enables them to meet their objectives. Self-discovery and development are a key part of their job description.

“Vyakta has laid down a path to enable me to make a difference in people's life and bring them closer to their potential.”

Sonal Narvekar Coach at Vyakta While, Prerana Khokale says, “Vyakta has helped me discover many new dimensions of self. I, also have developed skills which compliment both my work and my personal life. Lessons that I learnt are never restricted to a particular domain but they influence my personal decisions too. This is what makes it most satisfying and fills me with an enthralling feeling.”

Cover Story Striving towards better learning In 2015, in yet another award winning paper, Vyakta had posited that it is possible to measure learning effectiveness and return on investment using Data Analytics.

“Vyakta provides me opportunities to meet new people and transform them.

When you touch lives of several strangers and help them overcome their challenges, the feeling is incredible.”

Dolly Jangid Coach at Vyakta

Furthermore, it can be used to design predictability models to forecast the probability of success of a learning program.

That’s where Vyakta is headed to. The years of data mining has enabled them to take the coaching experience online and use insights from the 50,000+ people coached from large Indian businesses.

Rashmi, merging her tech skills with her coaching experience is leading the development of a web application that may revolutionize the learning experience. The application will act as a data analyzing tool that will help Vyakta evaluate and predict trends. The tool will enable organizations to map job needs with people capabilities, and find the right mix of learning strategies to achieve enablement without much trial and error.

“At our heart, we are always going to remain a people company,” says Rashmi. “Technology will definitely be an important enabler, and will also allow us to reach globally.

At the same time, we need to keep reminding ourselves that a meaningful work life will also bring the much needed stability to the society at large,” reminds Ashish.

“Working at Vyakta has made me curious of the ways to solve daily complexities and shed the inhibitions we carry. The experience gives me a great deal to learn and in turn impart the same to my learners.”

Farheen Khan Coach at Vyakta

Rutuja Kadam Coach at Vyakta

“Feel challenged, have fun meeting those and get rewarded with a sense of achievement. Coaching people to become more adept in their everyday job is simultaneously exciting and rewarding. Every individual we coach is unique; hence we have to think afresh each time. Work and play comfortably commingle here for me.”

Over the last 8 years, Vyakta’s focus on results has won more than over 35 clients, some of them being L&T, Asian Paints, Deloitte, Aditya Birla Group, Sun Pharma, Voltas, BASF, General Mill.

"My goal at Vyakta is to help people become a better version of their selves in order to achieve greater heights in their professional and personal lives. It's a big job and I love it."

Shaina Sharma Coach at Vyakta

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Company Name

Management

Brief

AddRec Solutions addrecsolutions.com

Aditya Jain Founder & CEO

AddRec is a Global Manpower Solutions Company helping its clients to locate the best talent globally, it also provides recruitment services like Executive Search, Staffing, Selection Services & Cross Border Recruitment Solutions.

AnD HR Solutions LLP andhrsolutions.in

Sajiri Chidgupkar Founder Monimoy Sengupta Co-founder

AnD HR Solutions offers various Assessment and Development Programs and Consulting services.

Anil Nagpal Chairman & MD

Argyle caters to Training Solutions in various fields like Retail, Pharmaceuticals, Infrastructure, IT, Telecom, BPOs, Finance, Healthcare, Hospitality, Manufacturing, FMCG etc., International Corporate Consultancies (ICTC & BRICS), Contractual staff recruitment services, Domestic and International Recruitment Services and Recruitment Process Outsourcing.

CorpRAS LLC corpras.com

Rajan R CEO

CorpRAS offers Corporate Recruitment, RPO (Recruitment Process Outsourcing), International staffing Including Immigration Services, Payroll Process, Executive Training and Development Programs, HR Compliance Management, Organizational Development Consulting Services.

Fidelis Corporate Solutions Pvt. Ltd. fidelisindia.com

Raghavendra Mesta Vice President

Fidelis provides Advisory and Placement Services to their clients.

New Horizon new-horizon.co.in

Falguni Sheth Founder

New Horizon offers comprehensive HR Solutions from Recruitment to Retirement, Recruitment & Retirement, Placements and Payroll Processing.

Pinnacle People Solutions Pvt. Ltd. pinnaclepeoplesolutions.com

Deepak Patil Managing Director

Pinnacle People Solutions offers services in Business-HR Consulting & Implementation, Learning & Development, and Placements & Head-hunting.

Spine Technologies (I) Pvt. Ltd. spinetechnologies.com

Nilesh Shah Director

Spine specializes in application development for Payroll, HR (Human Resource) Management, Fixed Assets Management delivering advanced, end-to-end software solutions to support the entire spectrum of any business.

transcend.org.in

Mudasar Mustaq Managing Director

Transcend HR Consultancy offers HR Consultancy Recruitment, Business Center, Trade Test Center and Engineering Fabrication.

Vyakta Limited vyakta.com

Rashmi Jha CEO

Vyakta offers Talent Development Services which is subdivided into Relationshp Building Basket and Communication Basket.

Argyle HR Solutions Pvt. Ltd. argyle.co.in

Transcend HR Consultancy

AddRec Solutions: Global Recruitment Solutions Experts

and Blue Ocean Strategy makes us stand out in the crowd

uman Resource is the most precious resource for any organisation and the recruitment industry is playing a vital role in ensuring that businesses have the right & smart talent available to them across all functions & geographies. Understanding this need AddRec positioned itself as a Global Recruitment Solutions provider. AddRec has been helping its clients locate the best talent globally while enabling them to retain their competitive edge and sharpen their focus on core strengths.

AddRec excels in providing recruitment services like Executive Search, Staffing, Selection Services & Cross Border Recruitment Solutions; today, AddRec has created a formidable reputation of being the trusted partner to many top corporate across the world.

AddRec Coverage AddRec stands for Adding Recruits; founded in 2005 AddRec today has grown to 110+ smart recruiters with services in India, Gulf (GCC Countries), Africa and Singapore. AddRec takes pride in providing Global Recruitment Solutions for its clients worldwide.

Unique employee, client, candidate model AddRec and its team steadfast commitment to’Ethics First’ provides the behavioral framework for their relationships with Employees, Clients and Candidates that they place.

Employees, Clients & Candidates are the three most important stakeholders at AddRec. They went about creating a unique strategy around all three. Employees look at AddRec as a great company to work for which encourages them to work with entrepreneurial spirit. Clients look at AddRec as a company high on Ethics with stable employees and absolute commitment to deliver the best services across functions and geographies. Candidates look

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Ability to execute Cross Border Searches

at AddRec as a genuine global partner in their career growth. It is this unique model which has assured AddRec’s business continuity and growth. Honesty, Integrity and Professionalism are the core principles of AddRec’s business. They expect their people to adhere to these standards in their daily actions.

Unlike many recruitment services firms, AddRec went about building dedicated teams for clients, which ensured that the teams developed deep understanding of client’s business and manpower requirements, offering them minimum lead time to hire quality talent.

Architect of AddRec Solutions Aditya Jain is the CEO & Founder of AddRec Solutions.

He is an MBA from Cardiff Business School, UK who started his HR career as a Recruitment Specialist with a large Singapore based IT Services firm in 2001. From day one, Aditya knew it was Global Recruitment where he wanted to be big someday. By 2005 Aditya was heading the Indian operations of the Singapore based company with continuous learning and experience gathering soon his dream of entrepreneurship took shape. As a result, AddRec came into being in 2005. From the beginning AddRec followed the Blue Ocean Strategy, which is the main factor behind its success.

AddRec’s Strengths: Firing on Four Cylinders AddRec is split into four verticals, each specialised division focuses solely on one particular industry, allowing them to provide unrivaled professional services and client support; these divisions are InfraJobs, Gulf Search, BFSI Search & ActiveITjobs. Interestingly, all have different identities, logos and their respective websites, explains Aditya. Their | JULY 2017 |

Aditya Jain CEO & Founder approach & strategy for each vertical is different and all four verticals follow different strategies. In InfraJobs, they do Executive Search as well as volume hiring. GulfSearch caters to the GCC Countries with its office based in Dubai.

BFSI Search is essentially into volume hiring and so is ActiveITJobs.

“At AddRec it’s not just recruitment, but fast recruitment.

Our clients want people like yesterday,” asserts Aditya while talking about their work culture. To fulfill client’s demand team AddRec instituted the Fast Recruitment Concept. When it comes to volume hiring, which is a substantial part of AddRec’s business speed is of utmost importance. The team works on the principals of Kaun Banega Crorepati’s – Fastest Finger First, doing all this while ensuring high quality work. Employees are trained extensively to recruit high quality people, matching to clients needs with speed.

AddRec leads the industry from front in adopting new innovative recruitment techniques through social media.

They firmly believe that the only constant in Recruitment Industry is to change and evolve. AddRec realised early the power of Social Media and changed with time, which has paid them well. They invested in technology extensively right from the start. To this regards, Aditya has a very interesting story to share, “A recruiter once came to me and said Sir, I don’t know how to use Linkedin can I get some training, I asked her who trained you to use Facebook – There was silence and we had a transformed organisation.”

AddRec continues to be an early adapter and experimenter | JULY 2017 |

of new innovative technologies and believes it’s one of their strongest competitive edge.

Employees Love AddRec AddRec takes pride in having one of the lowest attrition rates in the recruitment industry. “I am so glad to see that most of the core team that started AddRec is still with us, and they are the prime reason of our growth” says proud Aditya leading the competent team. At AddRec, everyone takes pride in converting employees with potential and stability into entrepreneurs.

Future plans Aditya says “India is a great place to be right now looking at the rest of the world, but we are also looking at growing our GCC business many folds.We have the right people in the right places. Our Leadership Team is very aggressive and we are looking at beating our past growth rate of 25% year-on-year. Within the next three years we plan to have 200+ recruiters and expand our GCC business to all GCC countries. Let us make India the recruitment hub of the world.”

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AnD HR Solutions LLP: Advancing each aspect of organisational development

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Development works best when flanked by assessment on either side. One to determine the road and destination and othe to check if it indeed reached the intended place

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elping with assessment of data for an employee to become a leader must be a cornerstone in training.

It not only helps employees more clearly see their own behavior, but also provides insights into their psychological makeup, including a deeper understanding of how individual traits shape those behaviors.

With an agenda to assess people, processes and organization leading to development of people, process and organizations, AnD stands for “Assessment & Development ” which started back in 2009. It has emerged as one of the most preferred brands when it comes to core Organisational Development (OD) work. The company has tried to ground their work on theory and not just on previous experience.

This ensured that their work not only solved (tried to) visible issues but also the underlying causes.

A pioneer in organizational development Sajiri Chidgupkar started AnD HR Solutions in September of 2009. Doing a work that was challenging, satisfying and whose results were impactful was the primary reason for starting the organization. Over the years, AnD has made conscious efforts to stay the course, if it has wavered at times, Sajiri has ensured that it course corrects.

When she started the organization, while there were organized players in the training vertical and assessment vertical, there were very few organized players in the area of OD Consulting. HR Consulting was still seen as the synonym for a recruitment firm. To fill this void was one of the key reasons to start AnD. Monimoy Sengupta joined the organisation later the same year. Sajiri and Monimoy together have worked to ensure that the offerings and more importantly the execution of the projects have created satisfied and loyal customers. In the

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course of the journey, AnD joined hands with Kairee Group of Organization with focus in document management and software development.

Vertical training for coping with challenges AnD’s services are predominately in two verticals OD Consulting and Training. In the consulting vertical, the focus is to provide sustainable solution to varied organization challenges ranging from having the right organization structure which is aligned to business to creating a framework of succession planning which facilities an organization’s continuous growth.

AnD has division specially focusing on the SME/MSME sector. The work in this sector is to help organization set up processes that are aligned to their business goals. The idea is to help interested organizations move from being people dependent to process driven. All these while, ensuring that they don’t fall in the trap of getting influenced by organizations that are larger and at different stage of maturity. They use all their 100 plus man years of consulting experience to bring the best to their clients.

Under the training vertical, AnD cater to the learning needs of individuals which in turn are drawn from the goals of the organization. They offer these services through a network over 30 trainers across the globe.

The training vertical sees a special focus on Executive Coaching, which the organization offers through a tie up with Dr. S Brett Savage, the founder and chief coach of US based organization, Next Phase of Leadership LLC. Their program design incorporates post program follow up. This is simple but difficult aspect has seen a 43% higher recollection of learning and implementation. Their | JULY 2017 |

Monimoy Sengupta Co-founder consulting and training programs are built on AnD’s 4D approach of Diagnose-Define-Design-Deliver.

Maintaining the solutions in standardized form AnD believes their clients should gain a balanced approach towards all their provided assignments. The balance is between practical solutions which are theory backed and sustainable. Their main focus is on the solutions (training or consulting).

The other aspect which defines AnD’s approach to work is honesty. Honesty in terms of ensuring that not only do they avoid oversell, but even if the client asks for certain things which they don’t believe will help the organization, then they try to discourage clients from the same.

Awareness in service providers and receivers In the last 9 years, AnD has witnessed the industry become mature. What mature refers to is that the service providers are becoming more aware of the true need of the organizations and not just have symptomatic approach to problems.

The customers have become more aware of their needs and this is great for the industry. This ensures that the efforts put in by both parties yield results which are both tangible and sustainable.

Criticalness of interpretation of client requisites AnD likes to categorize clients who are very clear what they want and other who just have a problem and looking at external support to better understand and address the same. | JULY 2017 |

Sajiri Chidgupkar Founder The second category is typically easier to work with as they are very receptive. The first category has a subcategory, these clients not only know what they want but also know exactly how they want to go about it. It is this category that at times become difficult to work with. This is why clients are not looking at them as consultants but only as ‘resource’ executors. They need a lot of pushing to get them to see the possibility that solutions may exist outside their defined paths.

One of AnD’s client wanted to do a team building program and on further inquiry the company realized that while the participants were part of the same organizations, their role didn’t demand them to work as team in the traditional sense. AnD had a challenge in explaining that the program client needed was a typical team building program, instead they needed a specifically designed intervention which would allow the participants to interact in a manner that allowed them to be aware and in turn appreciative of the other team’s work.

Evenness in terms of Healthy Work Environment A healthy work life environment is a must for any organization. The catch is in what is defined as “healthy” and “work-life environment”. AnD believe that organizations have different definitions for these terms and that is what sets them apart. What is essential is that the organization as whole (the management and employees) must subscribe to the same definitions. It is when different definitions exist that the trouble starts brewing.

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GRAPH VERDICT

Ascendence Ascendance of Analytics with evolution of HR T

hese days every big organization, tries to have sophisticated HR Information Systems, for instance Success Factors or Workday. This resulted in excitement of HR profession which enabled leveraging data to inform strategic workforce decisions in a very different way which is not seen earlier. This has obviously escalated the duties of HR. From recruiting, to payroll, to staffing and compensation, it’s a lot.They have to be everywhere. Yet, their role is undervalued as the revenue coming in isn’t directly related to their work.

HR has long struggled with its identity and for the most part they have succeeded in breaking away from a traditional support role and evolving to a more strategic, data driven one. For a lot of HR professionals, it’s become more about the numbers and analytics. Just like how data transformed marketing, now making its way through HR. With rising expectations from HR in every aspect in an organizations, led to amelioration of HR analytics. But with these they also faced some troubles. Here is the list of the biggest issues faced by HR professionals, and how much data has become essential part of this game changing scenario: Strategic Thinking as a Core Competency Surveys suggest that HR will rely heavily on strategic thinking for coming future as it is considered solid foundation of most success for the modern workplace. And as no innovation gets born from one great idea; it shapes over the time, and minutely assessed. Gradually, HR’s have to pay attention to fill a position as soon as possible with cost effective training which also includes strategic thinking. Usually high-performance businesses, employ both strategic planning as well as thinking in an equal proportionate, they more pay attention to strategic direction.

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Here HR professionals get to understand people management more deeply as well business strategy and operations because HR professionals has now equally needed decision making in a business such as COO, CFO or co-founder.

Critical thinking is one of the most vital attribute of strategic thinkers. Listen to all employees and not just give feedback immediately instead they collect information; then they take proper time to evaluate and assess later. What they do next is ask team for the confirmation and request feedback from every team members. Ultimately they seek for proposed solution and certain all details.

Workforce Analytics It has been years, organizations have aimed on the tactical information HR needs and regard this technology use has been priority. Some may lack ability to turn substantial volume of data into actionable and useful information.

Many HR organizations are too behind to facilitate strong reporting and analytics capabilities to people management requirements.

One of the main issues that HR faces is scarcity of resources if a field is new to market, particularly in workforce analytics. A must for workforce analytics is, set of data analysis administrative tools with a blend of improvement decisions and performance measurement.

Workforce analytics helps HR leaders to get adequate ROI on budget allocation and talent management for the workforce and also raises qualitative reporting for performance management.

With a conduction of survey by Visier, in which 300 HR Managers and directors were asked to opine upon the biggest barriers and the reason behind lack of resources | JULY 2017 |

which hinders workforce analytics. Majority responded that predictable analytics has been organizations’s priority starting from startups to large enterprises which seek to adopt repetitive or recurring scalable methodologies and processes.

Workforce issues such as rewarding, acquiring and retaining talent are most prominent on corporate agendas.

This, fluxed with tactical issues like need for consolidate reporting, self-service reporting, disparate HR Systems and the demand for basic reporting makes out the spectrum of challenges faced by organizations currently. Resolving all issues, we still need fuller ways to educate the higher authorities or executives on the workforce analytics and how it contributes in growth of a business. If your company and its HR’s haven’t yet bought analytics and continue the traditional way, soon you will reach a bottleneck.

The Ever Changing Workplace Today, workplace got incredible number of pressures with the escalating pace. To name a few: the rise of social communication, environmental pressures such as rapid technological change, increasing globalisation and tougher competition and need of autonomy are all playing a part; changes occurring in organizations such as new structures and hierarchies, organisational alliances, mount in mobility both for the worker and in the workplace. The future will see a shift on the talent war where HR will be answerable for human-capital analytics for business decision making.

With these troubles, HR’s real and perceived value increment will be required. | JULY 2017 |

The Future of Hiring In the hiring space, organizations are facing more challenges they need to be more agile so to continue their graph of market share steady for the talent pool. Here, technological leaps can not be taken easily, but there are signs of improvements already. Much of the progress had have reason that is capability to learn algorithms in determining patterns in data. Utilisation of systems which can scan a big collection of appliers and take this predictive signals to distinguish those who are relevant. For example, people’s career movement have some identifying behavior such as reiterative behavior; some people like to stick at one place while others tend to hop around. These can deciding factor for recruiters to give an opportunity to those who are ready for it. This particularized approach yields better efficiency to both recruiter and candidate.

With all these advancements, Natural Language Processing technology is also playing an important role by offering a powerful collection of tools to assist companies map experience of candidates especially in skills, leadership domains and specialties so as to pick out right candidate with confidence.

The current era is considered best for HR professionals, even with uncertainty and evolution, with the trends, opportunities do rise up for HR to be more of an integral and important part of business decisions. With the expansion of workforce analytics planning, future workforce will be definitely benefited with changed and evolved talent management process.

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CXO Standpoint

Redefining Human Resources with Evolving Technological Trends

H

uman resource is basically the professional ďŹ eld that involves optimizing relationships between employers and employees while simultaneously ensuring that both groups positively contribute to the functioning of the businesses or organizations.

The following are a few technological trends that bring a major change in human resources management software and industry: 1) Big Data Powers Organization: Technology has transformed the monotony through HR platforms that digitize the information human resource needs. One such technological trend is Big Data, which is helping HR professionals to understand their customers, market to target audience group and communicate with prospective customers. When integrated with other technologies, Big Data helps to gain a deep insight and allows HR professionals to make decisions powered by vital information.

2) Mobile Apps are the Future: Smartphone is likely to dominate the HR landscape this

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year. As the workforce across various operations seeking access to applications via mobile devices, companies are considering to adapt their HR systems. Delivering this kind of functionality implies that organizations will consider HR applications with mobilization process and the interface that employees are looking for.

3) Social Media – A powerful tool: Social media plays an active in HR today, especially when it comes to recruitment. Around a quarter of employers are using social media channels like LinkedIn to recruit staff.

HR departments can use social media not only for recruitment and for employee engagement. It is considered as a prime source for companies to reach their HR goals.

4) Cloud based HR systems: Be it a web application or a native application, SaaS apps play a key role in every sector including the Human Resource Department.

With the advent of cloud technologies, all the information such as documents and other pertinent information can be easily accessed online.

| JULY 2017 |

CXO Standpoint

Kailash Sahani Founder & CEO

About the Author Kailash Sahani is the Founder and CEO of Morpheus Human Consulting. “The difference between the impossible and the possible lies in a person’s determination.” - This determination coupled with flair to take up challenges have been the pillar stones of Kailash’s vision to make Morpheus a leader in HR domain. He has 16 years expertise in various domains like Banking & Financial Services, IT, ITES and Recruitment. He brings in his experience from companies like Manpower, Times Group, Standard Chartered Bank, Global Intelenet and EFunds. He networks with senior management people across sectors. Extremely focused on client servicing, he drives Morpheus in meeting deadlines and has successfully led to senior level closures.

Morpheus believes every human is a unique asset and can be the right fit somewhere. So, what the consulting firm do is identify the right place for these assets so that they realize their true potential and bring the best value for the organization.

| JULY 2017 |

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CXO Standpoint Challenges faced by HR industry: 1) Talent retention: Talent management is the term used to describe the HR process of hiring and retaining top employees. Companies sometimes need to offer more in terms of benefit packages or incentives, because people increasingly look for jobs that reduce their risks in tough economic times. Employers are advised to identify their key employees from entry-level to upper-level management and take the appropriate steps that are unique to their businesses to retain these individuals.

2) Leadership Development: As companies grow and expand, developing leaders who are promotable is important. Leadership development also connects to retention in two ways. Employees often indicate poor manager leadership as a reason for leaving jobs.

Additionally, employees want more active leadership roles in decisions within their departments and jobs, which may necessitate training.

3) Corporate Culture: Human resources plays an active role in the development of an organizational culture. Great workplaces with a great corporate culture are more financially successful than their peers. Great workplaces have lower employee turnover than their competitors and are able to recruit top talent that fits their culture and needs. The result is they provide top quality customer service and create innovative products and services that contribute to their overall financial success.

Technology is the future in HR: Workplaces around the world are continuously changing due to technology. Technology is revolving around HR to automate and streamline practices for the department and company to become the definition of efficiency, high performance and costeffectiveness.

1) Artificial Intelligence in Recruitment: The HR department loses numerous hours on resumes from unqualified people. This is one area where technology may solve the problem. Artificial intelligence (AI) is on the front foot in regards to developing specific HR tech. Recruiting and AI fit perfectly together due to the simple fact that AI demands huge amounts of data and companies have millions of resume in their databases. Going through such a large database is exhausting for a person, but with the help of AI the process of screening can be done rapidly and offer a compelling list of candidates based on job requirements by means of simply grading them from best to worst.

2) Schedule and outreach automation: Automation can be a big help in recruitment. Discovering top talent in today’s world is hard enough and recruiters require automation to intelligently pick their candidates. Automation can be helpful in many ways. Recruiters can automate their calendars and email to send requests to candidates that have been identified as good matches using the AI screening tool, so recruiters don't have to deal with B-list candidates.

3) Training and Testing through Virtual Reality (VR): Virtual reality simulates the environment surrounding us which can be controlled through our body movements. Recruiters can use this technology to assess a candidate’s skills and abilities. Employers deal with high employee turnover rates in the first year due to mismatch. VR could be massive for the HR industry, because it could help reduce turnover by providing candidates with a realistic view of what the job consists of and get to understand the company culture as well.

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| JULY 2017 |

Argyle HR Solutions: At every stage of your employment lifecycle

hese days HR Solution services are flooded with freelancers and there are very few reputed companies in this segment. Those present, have a limited network of trainers. Mr. Anil Nagpal, Chairman and MD of Argyle HR Solutions Pvt. Ltd. came with a great idea to have a wide network of trainers spread all over India. Currently, Argyle has more than 300 trainers from various verticals spread from Srinagar to Trivandrum and Rajkot to Shillong.

Presently, there are handful of companies which concentrate on delivery quality. Most of the companies appoint young trainers who have minimal corporate exposure hence affecting the quality of delivery. Anil ensured that there is no compromise on training quality by taking the role directly under his control. No one with less than 15 years of overall experience is considered for behavioural training delivery. This has helped the company in maintaining quality delivery all over India.

Another area of concern noticed by Anil was that majority of freelance faculties and training companies were using theoretical material for imparting training. However, the impact with theory is minimal. He decided to keep trainings oriented towards practical approach incorporating experiential learning methodology so that participants are able to connect with their day to day functioning and implement it easily. All their trainers are trained to impart training with more of practical approach.

Engaging participants is of prime importance during trainings. This was essentially implemented in Argyle by using an amalgamation of various techniques such as activities, role-plays, psychometric tests, case studies, games etc. They have a 100% record of all trainings

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To evolve and grow with our clients at every step of their growth by being an active partner

conducted since inception. In case some trainer is not able to go due to any medical emergency, they immediately make alternate arrangement of equally competent trainer as back up for conducting the session on schedule.

Enlightening trainees with astuteness Anil is highly dynamic personality and is continuously working ahead of time. His childhood has been in defense background so he is extremely disciplined person in his personal and professional life. He is an astute and result oriented professional with around 27 years of experience in training, business development and operations. For last 10 years, he has been into hardcore training using innovative methodologies of training, his delivery style has been appreciated in all the industries.

Prior to the training, Anil has been in business development for about 16 years & has served up to the level of National Sales Head. He has proven his leadership & business acumen by ensuring that his companies achieved breakeven right in the first year of its business start-up and has ensured positive balance sheet every year since inception with significant growth in turnover. He possesses admirable man management skills, marketing skills, training delivery and motivational skills.

Infact, Anil had a opportunity to go deep & explore into an untouched field of “Medico soft skills” where he has developed expertise for imparting training to consultant doctors on reflecting emotional intelligence, breaking bad news, convincing relatives of brain dead patients to donate body organs and many more. He also tried to pen down his knowhow in the form of a chapter on “How to break a bad news” in a book called “Smart mantras for rational medical practice”. | JULY 2017 |

Anil Nagpal Chairman & MD Anil personally got involved in training delivery and 1000s of his participants (including doctors and corporate leaders) are his admirers today.

Covered all the bases All aspects of training are covered under one roof viz.

Training needs analysis, pre-training assessment, training module preparation, training delivery PAN India, post training assessment and follow-up trainings. Primarily, Argyle embellishes the human resource to perform at the peak of their abilities along with other HR services such as Head Hunting and recruitment for senior management.

Catering all possibly important outputs Argyle offers one stop solution to the client’s development needs. As the company has qualified and experienced trainers spread all over India, they offer trainings in English, Hindi and vernacular languages as per requirement of the client. That too is possible with minimal travel of faculties due to their strategic locations in all major cities of India.

ILT is still in demand Training is an industry which is currently growing strongly at a pace of 20% in India. ILT (Instructor led training) is still the most preferred form of learning even in developed countries like US (87%). This gives Argyle the confidence that although e-learning has started making inroads into training field, but it is still not the preferred form of learning due to its substantial limitations. Quality delivery plus creativity is the key to the paramount HR field.

A well constituted work environment with vivacity “Healthy Work Life Environment” is important for any company to succeed. Argyle, specially takes care of their team members as their family members. All employees get the facility of availing leave (sick leave, casual leave, privilege leave, etc.) as per standard policy. They are benefitted with 2nd and 4th Saturday OFF besides Sundays and Holidays. A family environment is built with the birthday celebrations of team members. Recreational breaks are also planned intermittently to create a passionate work culture.

Also, Argyle ensures that uniformity of delivery is maintained. For this, modules are developed centrally and then communicated to their trainers for delivery with a standard message. | JULY 2017 |

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CorpRAS: Connecting an Organisation’s Mission with an Employee’s Ambition

T

he future of HR is a hotly speculated topic. Will wearables help us track mood, productivity, and organizational health? Does virtual reality fundamentally alter the nature of the workplace? Are robots our inevitable teammates? Amidst it all, one prediction is quickly becoming more commonplace than all the others.

Machine Learning and Artificial Intelligence have already begun to change the way we understand how our organizations work, automate, and make the most effective decisions in our roles as people experts.

With growing demand of Artificial Intelligence and Machine Learning, these technologies are becoming game changers in the recruiting industry and if utilized in good order, these technologies would be the foundation for success. Unlike various recruiting agencies, set forth in early 2016, CorpRAS LLP uses various Social Media tools as the trend is different from conventional recruitment portals. It has realized that the traditional methodology of recruitment is being replaced by Outbound hiring. Many service providers have come forward by changing the concept of hiring. As a responsible hiring agency, CorpRAS has opted for several engineering solutions that results in effective hiring of suitable candidates to their customers in accordance with their specific prerequisites. They have made their impact both in IT and Non IT sectors.

Distinct roles by Man-at-arms After serving in the Indian Army in several offices and different geographical locations for 17 years, Rajan R, the CEO of CorpRAS LLP headed HR/IR and administrative roles for 13 years in manufacturing industry. Holder of an MBA degree in International Business, he had undergone

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Engage a service oriented team of top quality professionals to manage and serve the clients across all tiers, by opting a quality based, cost effective and delivery based approach the certification course in HR from the prestigious XLRI to add feathers to the cap. His objective is always to foster integrity, excellence and professionalism in all the team activities. With attention to every detail, the company takes into consideration all factors to achieve their objective of not just meeting, but exceeding the expectations.

Training from entry to exit level CorpRAS stands for Corporate Recruitment and Allied Services. Hence, they undertake a whole range of HR services – end to end, starting from recruitment – for all white collar jobs, Training and Development, Payroll and data management, Statutory and Legal entries, etc. To sum it all, CorpRAS process and develop an individual from entry till the time he/she works or exits.

Assisting hiring authorities as well as hiree CorpRAS seek to assist the clients by shortlisting the best profile in just Two days. Along with this highlight, following are the salient features of corpRAS: • An entirely software-based, no need of excel or handwritten efforts.

• Sending evaluation sheet (prepared in accordance with the job description) along with the profile to make the client know about the candidate in detail.

• Enabling the client to completely follow the process and the placement of each candidate for several demands at their convenient time.

• Helps the candidates to log in and view the updates for the jobs they have applied.

• The total process is cloud-based so that even the recruiter view the updates wherever they are through the Desktop / Laptop or Mobile apps. | JULY 2017 |

Rajan R CEO Improving HR consultancy productivity Initially, it’s difficult to get yourself recognized. But, that’s a problem that every HR consultancy faces and ultimately it boils down to ‘Do we have it in us to keep going and keep ourselves motivated, despite the cash/fund flow and not getting enough closures?’ CorpRAS has certainly got the courage to move on and their clients have really appreciated the way they function. This is the area where HR consultancies need to work on, rather than the competition that surrounds the industry.

Satisfy client and listen to your instinct Rajan stresses on following two points while managing client. Firstly, to whomever the field of recruitment matter, it is essential to understand what the client wants. This is the thumb rule of recruitment. Sometimes, the briefs aren’t very clear. In that case, it is really important to communicate with the client and be satisfied about what they ask them. Secondly, it is very important to trust one’s scientific instincts gained through professional experience.

With Rajan’s long experience in recruiting candidates, he believes that the instinctive call to the task is magnanimous.

Hence, to summarise it all, one needs to be open about what the customer desires and take the candidate based on his instincts.

Delivering the right candidate Although the world of Talent Acquisition has undergone a transformation, thanks to the birth of new and exciting technologies, ultimately the requirements from the | JULY 2017 |

customer side has stayed the same. No company wants a lousy, under qualified individuals. So, that has remained the same. Even then, a few factors that influence this criterion has changed. Speed, accuracy, strategies – to name a few.

Giving attention to these factors, CopRAS avers, “While we do want to be fast, 100% reliable, we know that ultimately selecting the right individual is what matters. And so we make sure that the profile that we ship is totally verified, and satisfies the demands of the client perfectly. The icing over cake is that, at CorpRAS, we promise to deliver the right candidate, no matter what industry, in just 2 days.”

Rajan while recollecting the clients experience, says, “Incidents? Hmm, I believe every client is different in their own direction. The challenges are plenty, however, being an HR professional, I am expected to brush those aside and deliver what I promise. And I hope to continue doing the same.”

Equating the professional and personal life equation A healthy work – life environment is essential. Rajan opines, in this world of competition, “We forget that to efficiently function as an adept professional, balance is of utmost importance. Balance in terms of work – professional life and balance in terms of personal life. This factor keeps you in good stead, no matter what life throws at you. It keeps you stable. And that, is what every employer wants.”

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New Horizon: Integration of diverse HRConsulting Services

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A HR differentiator under one umbrella

R is an ever-evolving realm of business management that’s essential to companies large and small. Not only do HR professionals have to stay on top of legal and technological developments in their fields, they have to constantly sharpen their marketing and talent management skills in order to stay ahead of the employment curve.

New Horizon provide complete HR solutions under one roof which includes designing process and system covering entire lifecycle of an employee. Starting from what the screening test is, to what to ask during interview, how do you induct an employee in organization, what salary to offer in which structure, how to define role & responsibility, Company HR policy, Retention policy, PMS plan and last exit process.

Woman behind fistful of talent Falguni Sheth, Founder of New Horizon is a post graduate in HR, having rich experience of 24 years handling all wings of HR. She has so far handled 7500 employees competently.

HR outsourcing was not very familiar subject a few years ago. People only interprets HR as a Recruiter. Falguni has

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very aggressively spread awareness about HR consulting especially for SME through establishing an online presence, organizing regular HR awareness session, writing different blogs, through association and through their newsletters.

She is also a first HR coach in this domain, coaching business owners to have HR in their organization.

Melding of mind for clients New Horizon strongly believes that to have HR function is no more a luxury but a necessity.

So, they are working on the mindset of not only employees, but also the employer, changing the perspective of owners, and get working on system base and making HR function on auto mode is their USP. They try to focus on the result rather than activity with the required focus.

Because of New Horizon’s designing of customised modules and handholding of clients till implementation and to get desired result, has put client business on automode. They have system based HR process and not people based approach. They feel more powerful while dealing with employees. They have achieved their business goals much faster and smoother as the business goals and individual KRA is in the sync.

Clients have full proof process for hiring the right resource, retention strategy in place. Company’s ideal suggested salary structure has saved their manpower cost to a great | JULY 2017 |

Falguni Sheth Founder

extent. So far New Horizon as a company must have saved the approx manpower cost of 4 crore among their client.

They have more discipline and regularity of employees. The right kind of policies have created right culture in company.

Tackling today’s employee Big corporate companies have in-house HR Dept where as SME’s does not have that resource. Their HR consultants have very good role to play in guiding and coaching Business Owners. New Horizon is there to direct them towards growth with its expertise in much cost effective way as day by day handling employees has become more complicated and full time job.

Piles of information, data and insight New Horizon always studies the Job profile of a position first. They advise client on what type of experience, skill set, resourse they should hire and accordingly help them finding out right person at right place by different screening test, functional test and proper sequence from verifying documents, reference check, salary negotiation, final placement to mentoring till settling.

Truly pearls of wisdom from HR veterans The most common problems which New Horizon face from clients is employees don’t get retained for a long time. Lack of the right kind of employees has been observed. Also, employees do not take ownership of their work. There is no

| JULY 2017 |

time & leave discipline in employees. Absence of the right kind of systems’ to evaluate their performances. Employees get disappeared once salary gets transferred to the bank.

These are some of the issues which New Horizon incorporates in their customised module and offer solutions.

One of their clients had very high employee turnover and they were only busy hiring and training new employees, with New Horizon’s advise and implementation brought retention ratio to 90% from 45% in just 9 months. Another client had a very flat salary structure, for them they made ideal structure which was retaining tool, motivation for employees and absolute compliance proof.

Formation of strong-headed HR With changing time, new generation is handling business and they surely understand the gist of why HR is vital and a must function for the organiation. Survival is the ability to swim in strange water, similarly every company needs an HR not only for growth but even for survival.

If company adheres to legal compliance, have the right kind of policies to make culture very strong and treat employees as partners rather than just staff, then the company can really grow well with satisfied and motivated workforce.

With changing time youngsters have their expectations, career path plan and ambition very clear. This can be achieved with best HR practices.

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TREND WATCH

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e can see an evolution as we look into the field of HR. It began back in the 30s and focused on the administrative systems of work, managing processes and managing the terms and conditions of work. HR then began to shift to self HR practices with focus on staffing, training, compensation and how the practices can be carried out in an effective way. In last 15 years it has shifted to strategy.

And in the near future, the next step in HR will be ‘to not just look at the strategy as a mere concept but looking at it as an opening.’

2017 seems to be a big sounding year where future was predicted by the past and by now, everyone should have been sparkling around in flying cars. While we are not quite there with the flying cars, we are set to see some dramatic changes in the workplace, namely Human Resources. Times are changing and so are the practices. Logically then, it is wise to gear oneself and face the wave head-on. HR is turning its focus to strategic and tactical models and soon reducing functional work to avoid complexities and implement automated approach that can be integrated with the core business processes. The current trends in HR are shaping the future of work and it has a greater impact on the organizations.

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Consumerisation It is seen that, people are expecting an experience at work which can be compared with the experience they have at home.

What most people experience at the workplace is still far from ideal. It is still remarkable that there are still high percentage of people who are not satisfied at work. The algorithm with suggestions for new opportunities is missing. The ‘Experience of the Employee’ is very much related to this trend. There are fewer organizations that consciously design a positive employee experience for the complete life cycle of a particular employee.

Performance Consulting In 2016, redesigning the performance management cycle was high on the agenda of many organizations. A boss with limited observations had to give feedback to the employees and it is a positive sign in getting rid of the traditional paternalistic process. We are also getting rid of labeling people with performance ratings. In 2017, the focus can be more on performance consulting and improved performance for better output. There are many people who want to improve their performance through frequent relevant feedback from various sources. This is an important element of performance improvement.

Shifting Focus The new shapes of organizations are emerging from static hierarchical organizations to networks of teams that are able to

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| JULY 2017 |

adapt to the continuously changing environment. The focus of HR has been on the individuals and it is now slowly shifting from individuals to team. The HR view is also limited to the people on the payroll of an organization. The focus is less or sometimes it is missing on the people and teams who are important for the organization but not on the payroll. ‘To improve the way in which teams are working together’, still gets less attention if we look at networks of teams.

Algorithm Aversion Even when an algorithm beats human judgment, people tend to trust human judgment better. When you sit next to the driver in an automated car, you probably experience the feeling. You prefer the driver to keep the hands on the steering wheel, above trusting the technology used in the car. In the use of people analytics, algorithm aversion is also one of the obstacles. Many managers tend to rely on their own judgment over solid insights from the HR. To overcome algorithm aversion is a trend and an important topic for 2017.

HR Operations & Data Ownership It is seen that HR operations has been highly undervalued.

All the HR professionals wanted to be a strategic business partner. An upgrade has been seen in the last years of HR Operations, which will continue in 2017. An HR can add most value in the HR operations area. A new breed is needed for HR professionals who can run HR as a service organisation as there are different requirements for the people.

In 2014, privacy seemed to be less of an issue. It is predicted that there will be more discussions about privacy and data ownership. As part of an effort to improve people analytics, organisations are capturing more and more data of their employees. The data of the people can be captured

| JULY 2017 |

in real-time with the help of numerous new instruments available. It can also be used to give an indication of the mood in various parts of the organization.

The Battle of the Apps There is a rapid increase in the amount of clever HR Tech solutions. The big HR systems have not lived up to the promises as implementation is expensive and it takes a long time. With money and a relatively stable organization, the investment in one of the big core HR systems can certainly be worthwhile. HR avoids taking risks and the IT department does not like to have too many providers. The providers are struggling to convince HR to add their solution to the mix. A proper mix might be most effective between solid core HR systems, payroll solutions and focused innovative HR solutions. This helps in choosing the solutions, and in capturing the data from different systems for analytics of people.

Considerable work will be essential in building a positive organizational climate, within which improving performance level is not only appreciated and rewarded, but becomes a way of life. The HR team will be only one of the important pillars, and the other functions will certainly and equally have to do a lot of upgrading for improving the organizational results. Team work, will therefore, be a key driver in any organization, that will demand and result in high performance both at all individual levels and also across functions and teams continuously and consistently.

But still there is a strong contention and race of struggle to take the lead in the academic and professional field but obviously only time wll fill which of these and other possible rival scenarios will offer more accurate description of the reality in future. The new technological change, downsizing, rightsizing and privatization management can also play role for future trends and accepts the challenges of the future.

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CXO Standpoint

Evolving from CSR (Corporate Social Responsibility) to CSV (Creating Shared Value)

by Meena Vaidyanathan, nii consul ng Pvt. Ltd.

The Need

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ndia is the world’s second most populous country in the world, and the fifth largest economy in terms of GDP when adjusting for international price differences. However, its per capita income in 2011 is only $3,600, placing India 129 out of around 184 countries. Despite this, India’s economy grew at a pace of 7.45% between 2000 to 2011, making it the world’s second-fastest growing major economy, according to, “Indian Social Enterprise Landscape Survey 2010”.

The increasing urgent need to tackle social issues in more effective ways. At present, India’s rapidly growing economy has not managed to alleviate the extreme poverty of nearly half the country’s population that lives below the $1.25 per day poverty line. There are several reasons for this, including non-uniform infrastructure, low quality public good provision by the government (especially in health and education), and resource limitations. Successive governments have dealt with the complex problems at the root of tackling and alleviating the social challenges. Despite several initiatives, social inequalities remain even as we begin 2016 and we are very far from resolving some of our urgent social challenges like homelessness, malnutrition, illiteracy, substance abuse, gender-based violence, etc. The social sector has admirably addressed many of these burning issues but they have also been woefully underfunded, despite the CSR Bill and increasing Philanthropic donations. It is imperative that we look at addressing the social challenges in an innovative manner.

In the traditional bifurcated system, social needs are primarily met through grants, CSR funds, non-repayable contributions, while capital markets are focussed on financial returns and economic growth. In addition, while the industry deals remarkably with economic consequences but more often than not, it largely doesn’t take into account social consequences in its primary business models. In recent times, however, a new sector that is bridging private, public and social sector is emerging.

Emergence of a New Converging Economy A rising wave of social entrepreneurship is seeking to make meaningful difference to people’s lives. India’s vibrant

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| JULY 2017 |

CXO Standpoint

Meena Vaidyanathan

About the Author Meena Vaidyanathan, has a double Masters degree in biotechnology and business management and a certicate holder in Social Entrepreneurship from INSEAD, has worked with Monsanto, Honeywell and HCL Technologies. She founded niiti consulting Pvt. Ltd. in 2010, with the aim of supporting and enabling programmes and organisations that create large scale social impact. Meena has led many projects with educational and healthcare institutions, NGOs, corporates and social enterprises alike. niiti also conducts training workshops on topics of social relevance for professionals like sexual harassment at work place, monitoring and evaluating social impact, CSR reporting, leveraging social media for community mobilization, etc. through its programme called Doer's Labs.

social enterprise space is young in terms of years of operation, and nascent in terms of revenue size per enterprise.

According to the Beyond Profit 2010 survey, about 68% of SEs have been in existence for five years or less.

The social enterprises have several innovative business models. Enterprises could have a for-profit business models like Udhyogini; include collective ownership structures such as cooperatives and producer companies, like Waste Ventures, which “incubates solid waste management companies owned and operated by waste pickers”, not-for-profit structures, which make up a fifth of all social enterprises, such as Aravind Eye Care Hospitals, or have a business model that can be categorized as hybrid, wherein two or more entities, while not legally bound, work in close synergy with each other, usually because they are both founded by the same individual or individuals, like LifeSpring Hospitals.

By definition, a social enterprise is a means to achieve sustainability through earned income. However, it is important to note the financial objectives differ among organisation. Social enterprises do not need to be profitable to be worthwhile.

They can improve efficiency and effectiveness of an organisation by:

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CXO Standpoint

• reducing the need for donated funds • providing a more reliable diversified funding base; or • enhancing the quality of programmes by increasing market discipline Globally, there are multiple experiments in this space linking CSR, entrepreneurship and livelihood, including helping existing/traditional community businesses as CSR (e.g. Indian public sectors like Oil and Natural Gas CorporationONGC- trying to promote local craft); using/leveraging social innovations/businesses as an extension of the company’s business strategy with tighter alignment (e.g. U.S. company Patagonia using recycled denim for their textile products); and linking social innovation with entrepreneurship, while keeping and treating them distinct from core businesses (e.g.

Tata Steel / Usha Martin’s effort to empower local communities through entrepreneurship). Many companies in India are looking to this model for bringing about sustainability to their programmes.

The Concept of Shared Value could lead to Large Scale Social Innovation The concept of shared value seeks to promote inclusive growth as a key agenda in India’s economic growth story.

Corporations are finding new ways to accelerate growth and increase competitive advantage through innovative business models that meet societal needs and help create impact at scale. A well-known shared value example is that of Nestle, that decided to train and assist cocoa smallholder farmers to foster rural development while ensuring a reliable supply of high quality raw materials. This rural development strategy has had a direct impact in furthering the company’s business goals while at the same time ensuring sustainability of critical stakeholders in the supply chain.

Small-scale initiatives of this nature could also be important test-beds for large-scale sustainable solutions. Strategically implementing and networking among small scale initiatives can create an environment that supports large-scale change by connecting relevant stakeholders and groups, such as from the policy or business domain. Many new emerging businesses like solar energy storage and distribution, waste management, etc. were considered as small scale social innovations just a few years ago. But they are considered the sunrise industries of today. The impact investment market is currently worth around $50 billion (£30 billion) globally, but it is estimated to be worth $1 trillion (£600 billion) in the next five years. This is because the lines between investment portfolios and philanthropic objectives are becoming blurred and impact investing could soon be part of everyone’s asset allocation, according to blue and green tomorrow.

This trend is gaining ground in India as well. Mahindra Finance and Marico have partnered with social venture fund Villgro to finance startups by using their corporate social responsibility (CSR) budget. The new Companies Act amendment allows such funding though incubators as CSR contributions, according to economictimes.

Companies can create shared value opportunities in three ways: • Reconceiving Products and Markets – Companies can meet social needs while better serving existing markets, accessing new ones, or lowering costs through innovation • Redefining Productivity in the Value Chain – Companies can improve the quality, quantity, cost, and reliability of inputs and distribution while they simultaneously act as a steward for essential natural resources and drive economic and social development • Enabling Local Cluster Development – Companies do not operate in isolation from their surroundings. To compete and thrive, they rely on an ecosystem of players, all collaborating to create enhanced value and improved sustainability.

Our future ability to meet growing needs in education, healthcare, energy, climate change, and the inclusion of vulnerable populations such as seniors, people with disabilities, requires an integrated approach to link and unlock economic and social value.

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| JULY 2017 |

Spine Technologies: Shaping the backbone of organisational competencies

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Redefining Accuracy, Efficiency and User Friendliness

uman resources (HR) is a general term meant to cover a wide range of activities. Some of the work that falls to HR professionals includes hiring and firing employees, creating organizational charts and shaping corporate culture after a merger or acquisition, tax calculations, compliance policies, creating benefits programs, navigating government regulations and setting up policy and programs for measuring performance, compensating, recognizing, and training employees. In other words, HR doesn’t consist of a single activity or function but a huge network of them; basically, HR refers to everything related to the employer-employee relationship.

Organisations across the globe are on a foraging to identify a proper & efficient software solution for their HR and payroll hurdles. Also employees’seek transparency in the system which necessitates the generation of real time information. Hence there is a huge demand for HR softwares in India. Mumbai headquartered Spine Technologies is one such established solution provider with a sound reputation for deriving a value for its clients and employees.

Spine Technologies, as the name suggests, provides the services which forms the backbone of any organization, be it Startups, SME, Agencies, or Enterprises of any size. Ever since its inception in 2001, the company has grown in leaps and bounds, with rapid pace maintaining the organization with ‘Zero Debt’ which helped it to attain rapid profitability.

Journey towards deep domain expertise with excellence Spine is a well-established organization in the revolutionary field of information superhighway, providing a range of software solutions and services. The biggest challenge which they faced was to provide common platform that expertise in giving scalable, resilient, and dynamic software applications for each of the small or large scale industries.

Spine has been able to deliver advanced, end-to-end

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software solutions to support the entire spectrum of any business having manpower from 20 to 75,000 employees or above.

At Spine, the team keeps itself up-to-date on the market and technology front and dynamics of customer’s mind to analyze their needs and provide them the desired dynamic and user friendly solutions. Spine provides solutions that are feature rich, robust, flexible and scalable. In its constant endeavor to provide customers with more value for money, they have a policy of providing solutions at the most cost effective prices.

One of the renowned hospitals from Mumbai had a difficulty in managing the time attendance of its staff. The experts at Spine Technologies understood their concerns and provided them with customized Time attendance management module which not only solved their problems but also helped them in optimizing time and resources.

Also, a prominent IT company approached Spine Technologies after one of their clients referred to them, as they were having hard time in managing the attrition rate, which was hampering their deadlines for completion of project.

Their experts studied the HR and administrative procedure and suggested them Recruitment Module and Employee Life Cycle Module. After using these modules for around 7 months their attrition rate was reduced substantially.

A “Positive word of mouth” gets them 85% of their business from references. It is one of their core reasons for excelling in the industry. They attribute their success to their engineers’ efforts on providing on-site training and their strong support team to solve real time limitations faced by customers.

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Nilesh Shah Director The diligent duo leading Spine Technologies The Directors of Spine Technologies, Shailesh Khatri and Nilesh Shah, are highly ambitious and skilled software professionals with the aim of providing best quality software and internet related solutions. Their vital aim stands out to be the rapid deployment of product at the client-end.

The duo believes in honesty & integrity in all their relations with partners, dealers, clients or employees. They have been able to bring together talented professionals molded with their collective experience in their respective orbits. The achievement arrives from the blend of the passion for success & talent of the people at Spine Technologies.

Their aim is to direct the company to be a leading Indian brand for HR, Assets & value-added Softwares, all by Technologies Leadership, Worldwide Distribution Network, Customer-Centricity, brand & Organization building. Under their leadership, the company has received various awards because of the efficient products and services provided by them. Spine technologies is recognized by THE CEO Magazine as “Company Of The Year 2016 – HR & Payroll Software,” and “25 Fastest Growing Enterprise Software Companies in India 2016.” The company is also recognized as “Company of the Year-2014 – HR & Payroll Software” and among “10 Most Promising HR & ERP Solution Providers 2016” by CIO Review and Insights Success magazines respectively.

Spine’s flagship HR Suite Driven by the need to recognize complex Human Resource | JULY 2017 |

challenges and provide simple HR Solutions, Spine HR Suite combines technology and innovation sphere lifecycle of Human Capital Management. It covers the entire spectrum from Hire-to-Retire employee lifecycle process.

Some of the key deliverables of the Software application include, Spine EIS & Payroll, Employee Self Service (eSSM), eSSm Advance, Employee Life Cycle, Workflow, Leave Management, Claims / Reimbursement Management, Expense Management, Training and Induction Management, Performance Management System (PMS),Recruitment Management, Time Sheet Management, Travel Request Management, Helpdesk management, Visitor Management System, Spine HR Mobile.

Spine’s celebrated and delighted clients Spine Technologies measures their success by the number of delighted customers and that is what they aim at, to create flexible, scalable, user-friendly software solutions to delight their customers. They have an enormous 3000+ delighted customer base. Some of their esteemed clients are Nirmal Bang Securities Pvt. Ltd., Camlin Ltd., Bharat Diamond Bourse, Jacobs Engineering India Pvt. Ltd., D. P. World, Allcargo Global Logistics Ltd., Hinduja Healthcare Pvt. Ltd., Lilavati Hospital & Research Center, Madison Communications Pvt. Ltd., Treehouse Education & Accessories Ltd., Thakur Polytechnic, Provogue India Ltd., Gujarat Samachar, Anabond Ltd., Autoline Industries Ltd., Godrej Agrovet Ltd., Mumbai Rail Vikas Corporation, and Western Refrigeration Private Limited.

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Transcend HR Consultancy: Accomplish all your manpower needs

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We go one step further every time to ensure we have a detailed understanding of your recruitment vacancies, your business, your culture and your work environment

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ver the past few years, HR recruiting consultancies have become a dependable way for organisations to reduce operating costs, streamline internal processes, and focus on core business operations.

To ease this trading of skilled manpower, Transcend HR Consultancy provides recruitment solutions to their overseas clients. Apart from this other services includes visa processing, technical skill set assessment & third party inspection for technical categories etc. They are the only office set-up with a Technical assessment infrastructure & backend recruitment office under same roof which helps their overseas clients as a one stop shop for their entire recruitment needs.

A bestower for efficient manpower The journey of Transcend began with Mr. Mustaq Ahmed who is founder & chairperson of Transcend. Working as an offshore Electrician he realized talent gap between current manpower against the manpower skills required by companies and understood that there was a huge shortage of technically skilled manpower required for gulf countries and employers were facing difficulty in hiring them without the required skill set. So, he decided to start a recruiting company which provides additional service of training and testing candidates technically in their required category, which is first of its kind in South India.

A well organized team of Transcend Transcend realized that the major resource that India has is the human resource with various kinds of skill sets and they are exceptionally good in identifying & sourcing right candidate with desired skill set from different parts of the country.

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The legacy of Transcend is handled by Mudasar Mustaq, MD at Transcend, holds Dual masters (MIT-MBA) from James cook university, Singapore shares the challenging journey he came across, “Soon after I joined Transcend we failed miserably in many recruitment drives which put us into serious thought of finding alternative plan by learning from our mistakes and then I understood that right people are the asset of the company. So, I formed a team who are creative & understood the myth of recruitment process, also giving them freedom to execute creative ideas which provided best results. Team work is what has brought transcend to this level.

I’m very proud & thankful to my tech savvy team members (to mention few L. Arun, R. Surender, Mohsin Khan, Basheer Basha, Rafeeq Ahamed, Anil, Noorul Ariff and Santha Kumar) who under the guidance of our directors Mr. Mustaq & Mr. Ravi Lakshimi Narayanan leave no stone unturned during the recruitment process and make it successful.”

Fringe-benefit for the Clients Transcend’s clients are benefited by their unique recruiting process which involves deep networking with huge database of candidates, market research of desired skill set available in India and their in-house trade testing infrastructure to assess skilled technicians with 3rd party inspections like BV, DNV as per client’s standards. To sum up, they provide solutions for recruiting needs which client requires at same place which reduces their foremost cost.

Lack of skilled recruiters renders trouble Shortage of good recruiters is a major challenge, all the best recruiters are already working with the top recruiters | JULY 2017 |

Mudasar Mustaq Managing Director and they won’t leave them for the other consultants because they will not be paid that well nor will they be able to adjust to the new environment. Initially, Transcend was making mistakes in this area by trying to find best recruiters. So, after a lot of discussion, they came up with an idea to train and upgrade their new staffs to become best recruiters in the market, which in turn retains them as key player in market space.

Parameters to place candidates Transcend source candidates whose skills are absolutely critical to the desired industry. So, main focus is on 3 parameters to evaluate candidates such as Industry-specific skills, Tool proficiencies & Hard skills.

Industry specific skills List all essential skills upfront in your resume so that you pass a recruiter’s preliminary screening. For an instance if you are in plant maintenance industry, inspection, preventive maintenance & other measures to maintain systems has to be mentioned in resume.

Tool skills Tool skills are the software tools or machinery you can operate that are critical to the job you’re pursuing. Some jobs, such as in petrochemical industry or construction industries, require a basic set of skills for candidates to be hireable.

experience or degrees and certificates you’ve earned.

Fluency in a foreign language, proficiency with ASTM codes or certificate in inspection (CSWIP) are examples of hard skills to be mentioned in resume.

Connecting bridge between job openings and job seekers To satisfy the needs of their clients, firstly, Transcend studies client’s organization, their products & services, competitive advantage, corporate culture, competitors, strength, niche expertise etc. Then, they offer holistic manpower recruitment and placement solutions by providing clients with candidates, refined and shortlisted through a simplified screening process.

Usually consultants do not deliver suitable guidance to the hiring managers before recruitment process and the hiring managers do not provide useful feedback on why they are rejecting candidates at screening or interview stage. So, before going to the interview workshop they ensure that there is no misunderstanding between them. Provide clients with insight analysis of Job openings against Job Seekers and current market conditions subjected to geographical areas where the interview is conducted. Transcend constantly interact with their client’s hiring managers at every stage of the selection process and upon their feedback & approval they proceed, by doing so the rate of rejection is reduced.

Hard skills Hard skills are the things you’ve learned through schooling or training, and are often tied directly to your work | JULY 2017 |

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