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HR Funda on Job Analysis HR Knowledge: Job Analysis_How to Figure Out What the Job Actually Entails - SHRM India View more presentations from SHRMIndia .

Changing times needs different strategies to engage and retain key employees. Organizations adopt different approach towards managing talent and working towards improving deliverables for business profitability.  Mckinsey study shows that too many companies approach the retention of key employees during disruptive periods of organizational change by throwing financial incentives at senior executives, star performers, or other “rainmakers.”The money is rarely well spent. Many of the recipients would have stayed put anyway; others have concerns that money alone can’t address. Moreover, by focusing exclusively on high fliers, companies often overlook those “normal” performers who are nonetheless critical for the success of any change effort. Some of the key observations are: Find the “hidden gems” Once HR and line managers have generated a thoughtful and more inclusive list of key players (usually 30 to 45 percent of all employees), they can begin to prioritize groups and individuals ...

Guest Post by Sean Conrad To weather an economic downturn, companies need to focus on their core business and strengths, reduce unnecessary costs and be more efficient. Here are 7 talent management practices every company should implement to get the most out of their workforce. 1. Align Goals and Track Everyone's Progress You need to make sure that every employee's goals are aligned with organizational goals. You also need to regularly monitor progress on goals so you can take corrective action as required. Finally, you need to be able to quickly and effectively communicate any change in focus, priorities or tactics. Your talent management system should allow you to quickly communicate changes that impact organizational goals to everyone who has a linked individual goal. 2. Conduct Regular Employee Reviews to Keep Employee Performance On Track Employee performance reviews give employees an opportunity to talk with their manager about what they are doing well, areas for improvem...

Its difficult being a good Boss in bad times when layoffs, pay cuts, and restructing have hit organisations everywhere .In this video interview, management professor and author Robert Sutton offers his advice on how to be a good boss in today’s difficult climate.

Strategic planning becomes a daunting nightmare in challenging economic times. Anticipating change and creating framework for future growth needs in depth understanding of trends which can indicate future changes with fair degree of certainty. Mckinsey article has few tips on planning during these transitioning times. Be realistic about scenario planning In a highly uncertain environment, the advantages of scenario planning are clear: since no one base case can be regarded as probable, it’s necessary to develop plans on the assumption that several different futures are possible and to focus attention on the underlying drivers of uncertainty. Senior executives outside the strategic-planning group—even those accustomed to developing scenarios—may find the diversity and complexity of this year’s scenarios bewildering. It’s critical to bring such executives into the process early: for example, by kicking off the planning process with a scenario-development exercise involving the full sen...

Interesting presentation on amazing facts which I’m sure we never come across in our daily lives. Few thoughts which immediately come to my mind are : • Population is actually turning out to be greatest resource for a nation to have. Human resource will be the biggest source of competitive gain even in the days to come. • At the same time the concept of a nation is blurring due to rapid exponential growth of technology, alternate sources of information like web based tools. • While nations will continue to have economic and political interest, the power of connectivity has enabled the current generations to tide over the barriers of language and culture. As we grow our cultures will continue to grow locally with global flavor( some say glocalisation) • If we do not connect the digital and real world at a rapid pace, we will be marginalizing a section of world’s population which would mean greater issues of governance and equitable distribution of wealth and resources. • Empowerment wil...

Managing a team with members from different cultural background and nationality has its own unique dimensions and challenges. Typically organizations have different training modules which train people on cross cultural aspects before they get exposed to the people of various nationality and culture. Research shows that most of the organizations have few common issues which inhibit the advancement of diverse groups in the workplace : (1) negative attitudes and discomfort toward people who are different, (2) discrimination, (3) prejudice, (4) stereotyping, (5) racism, and (6) bias. In one of the HBR series discussions , Navi Radjou, VP at Forrester Research shares his insight on why Indians score over their western counterparts. He asked senior execs at both Western and Indian multinationals with R&D operations across US, Europe, and India what challenges they face in managing their firms’ transnational innovation networks. They pointed out that the biggest hurdle is socio-cultural, ...