Reflections: the stoic way!

Why is ‘Total Rewards’ key to talent management?  Total Rewards (TR) is talent life-cycle management tool that holistically embeds into the whole business plan.  TR can add feather to the modern day HR if they can handle it well to give company the long term competitive edge Unfortunately TR is not a broad-brush tool and so it requires an insightful ‘HR Leader’ with strong sense and capability of strategic alignment, analytic thinking and rightful implementation strengths . WHY TOTAL REWARDS? You must show employees “what’s in it for me.” This means tying together the benefit of the job, the culture, their colleagues, and the company’s mission and its values, as well as total rewards. But total rewards are the most immediate and visible element to employees. SOURCE: Bremen, John and Sejen, Laura. Advancing Total Rewards & the Employee Value Proposition. WorldatWork. 2012. COMPENSATION: IT’S KIND OF A BIG DEAL Compensation can be the single big...

Aon Hewitt, “Engagement 2.0 Survey of US Employers and Employees,” March 2010. We know from other research that:  ·          One out of every five or six employees chooses to leave their employer each year.  ·          More than one out of every 10 high performers has left their employer since the downturn. ·         42% of employees are not energized by their work. ·          40% are stressed to the point of feeling “burned out.”  ·          64% are physically exhausted when they get home from work. ·          Workplace stress is a significant issue and one main reason for the stress does “not know what is expected from me in my job.” ·         Only 43% of employees trust their senior ...

Magic of a creatively written Job Description! In the age when ‘job descriptions’ have become laundry-list of tasks and sucking  jargon , when a smart company weaves a crisp story in the job description, it springs urge to explore the invitation. As a whiff of fresh breeze, a poetical job description sets your pulse racing; it intrigues curiosity with blend of challenges and excitement, subtly introducing you to the organisation culture and people. The art of story-telling is the ‘creativity’ that sets companies apart by appealing to the ‘right’ candidates from  among  the best! I have been spending some time on LinkedIn to review some jobs. I simply can say, around 70 percent of the job descriptions (JDs) written are very close to the euphemistic, laundry-list.  HR JDs are even worse. Pathetic grammar and syntax, spelling errors, repetitive rendition of same tasks in the name of Key Responsibilities, Functional Responsibilities, Key Skills Required,...

  Are you still doing just a Job Description (JD) based interviewing? If yes! You are doing it wrong! Try the change called Performance Profiling Interview (PPI) . The secret sauce to hire people, who “matter”. JD based interviews get trapped into the legacy of “once successful, always successful” theory or assumption. Evidences of past hardly help interviewers predict future performance of the candidate. Research has found very little relationship between interview-time predictions made and future performances exhibited. What is performance profiling interview (PPI)? This is a craft of interviewing, somewhat similar to the “performance testing” of athletes or of a machine or application software, etc.   PPI is an open-ended yet intensive “impromptu” interviewing to check candidate’s responses to real-time and real-life situations in the existing job! How PPI works: This is a de-coding process of a candidate profile against structured “observation-b...

Is HR today, CEO's trusted business ally? Is HR today, really, the 21st century HR? What is strategic HR? The Business Consultant, the Business Challenger, the Change Agent, the Business Evangelist on People Strategy? The Key Catalyst in terms of "Talent Identification, Integration, Engagement, Nurturing and Rewarding to report tangible returns in ROI and ‘ Value Building ’ terms?” You may wonder, what special and unique expertise and genetic combination HR has got, which creates a great difference to building, a fair, equitable and transparent, innovative, creative, profitable, meritocratic and a Great Place to Work  company? What insights and measures HR uses to check the factors count that define a highly motivated and success oriented work culture? Does HR build and present the talent vs. capability scorecard and guides how the optimization of the talent topography and execution curve can be achieved? Has HR ever done the true talent mapping? I am not talki...

Is HR really the 21st century HR? What is strategic HR? The Business Consultant, The Business Challenger, The Business Evangelist on People Strategy? The Key Catalyst in terms of "Talent Identification, Integration, Engagement, Nurturing and Rewarding to report tangible returns in ROI and Value Building terms? What special and unique expertise and genetic combination HR has got, which makes a great difference to building an innovative, creative, profitable, great place to work company? What insights and measures HR uses to check the factors count that define a highly motivated and success oriented work culture? Does HR build and present the talent vs capability scorecard and guides how the optimization of the talent topography and execution curve can be optimized? Has HR ever done the true talent mapping? I am not talking about education, certification and relevant experience excel file. I am talking about talent that can result in direct value add to Capability framework o...