clair068

One of the most interesting aspect of today’s workplace is very conception of what constitutes your work place. Some of the work-life related themes which are worth pondering over are -the difference between work and personal life, the place from which you discharge your responsibilities and execute your employee obligations, the whole concept of workplace communities and extended workplace. It’s amazing how some blurred the difference between life and work has become. Organizations analyze the data on amount of time people are spending at work. Serious thoughts are being given to ensure that people do not spend more than the regular work hours at work. Long working hours and continued exposure to work related activities often leads to burn out and other work related physiological and physiological issues. So we have health camps, sports events, recreational other engagement activities like spouse network and kids club to foster a feeling of community and bonding between employees. Des...

Don't miss to see this funny video from HR.com which has some kids talking about the joy ,fun and pain of being in HR.A real treat to see the kids talk about HR in this funny spoof. Here the link to the video. www.hr.com/grow

This image really made me think about the challenge which organizations face today in ascertaining the work experience and educational qualifications of employees. I keep hearing lot of stories about the way recruitment happens in some of high attrition industries like call centre and support functions. The lack of skilled talent and high pressure to recruit people often means recruiting people who may not be the best suited for the job. In the past we have debated the validity and predictability of the interview process and selection tests for entry or mid level jobs but typically in a high attrition industry quality checks and rigid processes means high turnaround time and low offer acceptance. Given the market situation today, one if often tempted to put inaccurate details or outrightly falsify. Some are smart or rather lucky to get through and make merry on the job. We often come across situations when an employee who has claimed some particular experience may not be able to demons...

According to a new survey from Salveson Stetson Group , almost two-thirds of companies admit that they don't do a good job of integrating newly recruited managers and executives into their new roles. The survey of some 100 companies found that only one in 10 felt they did an excellent job of integrating new senior hires and a further quarter felt that their efforts were "good". Of the remainder, almost half (46 pert cent) said that their efforts were average and 17 per cent admitted that they were poor. "Once the hiring process is complete, many companies fail to provide sufficient assistance to integrate newly recruited executives into their organizations, which can lead to poor performance and an early voluntary or involuntary exit," said John Salveson, Salveson Stetson Group co-founder. In particular, many companies fail to adequately assimilate new hires into their organisational culture; something that co-founder Sally Stetson said is one of the major reaso...

Kari Tapiola, Executive Director of International Labour Organisation (ILO), today said employees of Indian BPOs are well within their rights to unionise themselves and national-level unions can also reach out to them. "All employees, whether in the formal or informal sector, need to have their voice and a bargaining partner," Tapiola said when asked whether the growing number of BPO employees should organise themselves into trade unions. He said while the national-level unions could reach out and encourage the BPO workforce to organise themselves, the decision to align with a particular union should be left to the employees themselves. True, we must ensure that workers right and privileges are protected and the safeguarded by the law of the land. But do we need Trade Unions to take up the BPO employee’s rights and issues? Not really, trade unions may not help BPO as the nature of the industry is very different from the very concept of a trade union which is based on the noti...

SAPPHIRE Weekly News from the HR World XLRI Jamshedpur School of Business & Human Resources Editor’s Recommendations Sapient achieves 'Best Place to Work' recognition in all countries of operation Burning Within-The Influence of Organizational Respect on Burnout Attracting Top Talent Via Employment Branding Tactics TCS unveils 'science-to-software' transformation program Can the Internet Be Your HR Department? NEWS Work Force Management Sapient achieves 'Best Place to Work' recognition in all countries of operation Sapient has been named number 5 in the "Ten Best Companies to Work for in India in 2006" ranking by Business Today magazine, Mercer Human Resources Consulting and TNS India. This recognition, which marks Sapient's third consecutive year as a best place to work in India, builds on the company's numerous workplace awards in Canada, Germa...

Wasserman talks about what motivates entrepreneurs? Is it Money? Or Control? Or is it that some entrepreneurs are expecting to get rich. Others want to grow and control a new venture. But most would probably answer: "both."In his paper called "Rich versus King: The Entrepreneur's Dilemma," suggests ways that entrepreneurs can work toward being both rich and royal. Profit motive was competing with other motivations, most prominently the control motive. Most of the founders I have studied started off wanting to become both Rich and King—"Rich and Regal," if you will. This desire is reinforced when they see such prominent Rich and Regal entrepreneurs as Larry Ellison of Oracle Corporation, Marc Benioff of SalesForce.com, and Phil Knight of Nike. What's ignored is that these people are so well known precisely because they are the exceptions, the rare founders who are able to achieve both. Many others I've studied who tried to achieve both have ende...