Create knowledge
[?]
|
(rate this)
|
1
Learn the science of survey feedback
2
Compensation surveys using Social Networking Sites
 |
Ameet Ranjan
| Added idea
"Automating across the HR"
| 2 years ago
|
|
As unwelcome as they are, economic downtowns and stagnation are inevitable and a good time to analyze your workforce from a long-term perspective. The business challenge is to balance short-term cost cutting initiatives with longer-term...
|
|
 |
Ganesh Chella
| Added idea
| 2 years ago
|
|
For many years Organisations had informal clubs through which compensation data was shared among comparable Organisations. This gave HR leaders and compensation benefit specialists a first hand feel for market competitiveness. Today compensation...
|
|
 |
Mohammadarif.A.Shaikh
| Supported idea
"Learn the science of survey feedback "
| 2 years ago
|
|
The HR person know that the Survey feedback is the tool for them to know what the employee want in organition. But the scientific method of conducting the survey is not known by them so they shoud upgrade there knowledge and work on it.
|
|
Ideate: "How HR can do more with less?" deleted from your view.
|
(rate this)
|
1
Learn the science of survey feedback
2
Compensation surveys using Social Networking Sites
|
|
Ameet Ranjan
| Added idea
"Automating across the HR"
| 2 years ago
|
|
As unwelcome as they are, economic downtowns and stagnation are inevitable and a good time to analyze your workforce from a long-term perspective. The business challenge is to balance short-term cost cutting initiatives with longer-term...
|
|
|
|
Ganesh Chella
| Added idea
| 2 years ago
|
|
For many years Organisations had informal clubs through which compensation data was shared among comparable Organisations. This gave HR leaders and compensation benefit specialists a first hand feel for market competitiveness. Today compensation...
|
|
|
|
Mohammadarif.A.Shaikh
| Supported idea
"Learn the science of survey feedback "
| 2 years ago
|
|
The HR person know that the Survey feedback is the tool for them to know what the employee want in organition. But the scientific method of conducting the survey is not known by them so they shoud upgrade there knowledge and work on it.
|
|
Ideate: "How HR can do more with less?" deleted from your view.
|
(rate this)
|
1
Learn the science of survey feedback
2
Compensation surveys using Social Networking Sites
|
|
Ameet Ranjan
| Added idea
"Automating across the HR"
| 2 years ago
|
|
As unwelcome as they are, economic downtowns and stagnation are inevitable and a good time to analyze your workforce from a long-term perspective. The business challenge is to balance short-term cost cutting initiatives with longer-term...
|
|
|
|
Ganesh Chella
| Added idea
| 2 years ago
|
|
For many years Organisations had informal clubs through which compensation data was shared among comparable Organisations. This gave HR leaders and compensation benefit specialists a first hand feel for market competitiveness. Today compensation...
|
|
|
|
Mohammadarif.A.Shaikh
| Supported idea
"Learn the science of survey feedback "
| 2 years ago
|
|
The HR person know that the Survey feedback is the tool for them to know what the employee want in organition. But the scientific method of conducting the survey is not known by them so they shoud upgrade there knowledge and work on it.
|
|
Ideate: "How HR can do more with less?" deleted from your view.
|
(rate this)
|
When people ask me to suggest themes for human resource conferences that they are planning to organise and I recommend such themes as “employee rights”, “know your labour laws” and so on, they frown and tell me that such themes are unattractive and irrelevant. They finally settle for much “cooler” topics such as “winning the war for talent”, “building high performance organisations”, “talent engagement strategies for the future” and so on. Even as I see more and more business and HR leaders engaged in debating such esoteric themes, I have this strange feeling that we are missing out on the “basics”. One of the “basics” that concern me is the current level of respect that organisations seem ...
 |
sujit Kumar
| Commented
| 2 years ago
|
|
Nice insight .. What an article written for people us who dont get time to visit books.. I like toostep and its articles.. Thanls for discussion.
|
|
 |
Gargi Sinha
| Commented
| 3 years ago
|
|
Being a senior consultant in HR i agree with all the employees rights that you have mentioned and i personally make sure that we also follow all these to present a fair and healthy workplace for all our employees.Its nice on your part to share...
|
|
 |
Nikhil Jain
| Commented
| 3 years ago
|
|
This is a informative article which highlights the ignorance of professionals in discussing the basic topic such as EMPLOYEE rights. It is an insight which should be read by every HR professional, specifically the three important and urgent...
|
|
Insight: "Securing employees’ rights" deleted from your view.
|
(rate this)
|
Many organisations realise that shared service centres cannot replace their HR presence on the floor and the scope of HR outsourcing is, thus, evolving rapidly. Firms need someone to constantly communicate with their employees even as they navigate through the various HR systems. More Indian organisations may actually emerge with an HR outsourcing model which is a lot more humane and a lot less cost-driven . Ganesh Chella There is much delight among global HR Outsourcing (HRO) firms given that the global HRO business is expected to reach a staggering $100 billion by the end of this year and the growth trend continues to look robust. While I am hearing a lot about costs being saved, ...
 |
varsha
| Commented
| 2 years ago
|
|
.the role of the Human Resource professional in many organizations has been to serve as the systematizing, policing arm of executive management. its really very nice sharing.. definitely the role of HR can not be replaced . thanks...
|
|
 |
Nipoon Tandon
| Commented
| 2 years ago
|
|
Thanks Ganesh for posting a nice insight on HRO and employee satisfaction. HR Outsourcing and HRSS model is set up so that HRBP's can be a good business partners to the business. However, people have started blaming HRO model responsible for...
|
|
Insight: "HR outsourcing and ‘employee satisfaction’" deleted from your view.
|
(rate this)
|
My Union is the name of a new application launched on Facebook by the Trades Union Congress (TUC) in the UK. Launched in an effort to network activists and promote campaigns on the social networking Web site, My Union enables members to place their union badge on their Facebook profile. The application holds badges for the 59 unions that are affiliated to the TUC. According to reports in a business daily, campus recruits of a technology company vented their anger at the uncertainty about their joining dates on various social networking sites. Through postings on one of the Web sites, the recruits even announced plans to organise a peaceful protest in front of the company’s campus. The socia...
|
|
sujit Kumar
| Commented
| 2 years ago
|
|
Nice insight .. What an article written for people us who dont get time to visit books.. I like toostep and its articles.. Thanls for discussion.
|
|
 |
Rajender Sharma
| Commented
| 3 years ago
|
|
Mr. Ganesh yes its true that Social networking is the big thing or the next big thing that will be happening, where everybody will be actively participating in these social networking sites, where most of them are actively participating in some or...
|
|
Trends: "The cool new route to mobilise employees " deleted from your view.
|
(rate this)
|
If this organisation has to grow, the old-timers must change their mindset.” “These new hires are so mercenary in their attitude.” “Why are we hiring these high-priced engineers from premier institutions? They are using us as a training ground.” All of us are familiar with these voices of struggle within organisations. So, can birds of different feathers really flock together? Can such diverse groups within organisations learn to respect one another and work together? In my opinion, organisations incur an enormous economic and human cost because of their inability to help people recognise, respect and work with diverse talent. Organisations old and new have one common need — the need for ta...
|
|
sujit Kumar
| Commented
| 2 years ago
|
|
Nice insight .. What an article written for people us who dont get time to visit books.. I like toostep and its articles.. Thanls for discussion.
|
|
|
|
Rajender Sharma
| Commented
| 3 years ago
|
|
Yes i agree with you sir that there is a big gap b/w the Gen X and Gen y and this is the case in all most all organizations and more so there is the disparity in employees, who are from IIT's and other institutions where they are treated in a...
|
|
Insight: "Can birds of different feathers flock together? " deleted from your view.
|
(rate this)
|
(Reproduced version of my article in Hindu) Cross-cultural issues make hiring a tricky proposition. For Indian organisations aspiring to sell their products and services in the US, one of the most competitive markets in the world, the first big step is to hire seasoned sales professionals locally. The bad news is that six out of 10 such hires seem to go terribly wrong. These mistakes are extremely expensive and set organisations back by millions of dollars and many valuable years and even threaten their global ambitions. So what can Indian organisations learn from these huge mistakes? In my mind, culture is a good place to start though there is a lot beyond culture that we must pay attent...
Insight: "Why Indian firms go wrong when hiring US sales teams " deleted from your view.
Follow me on
