According to the 2015 KPMG HR Transformation Survey, 88 per cent of HR leaders plan to spend the same or more than last year on HR technology, while 30 per cent plan to replace their core HR systems in 2015 — an all-time high.
Author: Dr. Prajjal Saha | HRKatha
Dr. Prajjal Saha | HRKatha
Dr. Prajjal Saha is a business journalist and the editor-publisher of HRKatha. He writes on the realities of work and organisations, offering a clear-eyed view of how companies translate intent into action—often revealing the gap between the two. With over 25 years of experience, he focuses on interpreting workplace trends and leadership decisions in a way that is both insightful and accessible. He founded HRKatha in 2015 to create a platform for credible, insight-driven analysis of the evolving workplace.
Ironically, the more we know of employees and their longevity in an enterprise there is a greater probability of those employees being short changed in terms of rewards and remuneration – the Known Devil Syndrome!
Increasing workforce participation of older workers is considered to be good for the economy as well as individuals.
Richard Lobo is a qualified mechanical engineer who decided to pursue a career in human resources. Post his PGDM in Marketing and Finance, from Xavier Institute of Management, Lobo dabbled in sales and marketing at Godrej & Boyce.
He joined Infosys in 2000 where he was recently appointed as the senior vice-president & head-HR. In his new role, he oversees the functions of business HR, employee relations, geography-HR and HR delivery for Infosys.
In the last one year, the company has introduced several changes in terms of people practices. Lobo chats with HRKatha on the company’s people strategy and his overall view on the changing dynamics of the human resource function.Excerpts!
The transformation from a nation of skill dearth to skill surplus, requires some serious collaborative effort. Here is how:
Pharma will be biggest gainer with expected average salary hike of 12.1 per cent.
Step-motherly treatment or subconscious discrimination is not just common in families but in the corporate world too. Let’s judge a fictitious corporate situation and decide who is at fault.
Nick Williams did not come to India with any pre-conceived notion. And that helped him explore and build an independent opinion about the Indian workplace.
The luxury hotel claims fun is now an integral element of its culture and work environment
An attempt to highlight the importance of feedback and identify some derailers that lead to failure in the process.
Folkman wrote in his blog why he thinks younger managers are better performers.
India’s employee health benefit programmes include dependents, which makes them stand apart from other countries’ benefits in the Asia Pacific region
Boss is personally spearheading the health-check to find out if employees are overweight. Those on the heavier side will be grounded – with more work.
Kumar, MD, CHRO, Citi South Asia has tried not to be a destiny’s child. She is a fiery, self-reliant person who dared to go the unconventional way.
The entries were independently evaluated by an esteemed jury comprising thought leaders, management consultants and academicians.
Aircel, a top -down organisation in terms of compensation and benefits, turned the pyramid upside down only to discover that it worked wonderfully in its favour!
The panel shared their respective companies’ take on enhancing the potential of their workforce.
Now that the Boss has placed his hand over his shoulders, the man will now move from an ‘Needs Improvement’ to an ‘Outstanding employee of the organisation’! All thanks to one gesture.
Born and brought up in Australia, Mellissa has been working in India since 2008. In the last seven years, she has adapted to the Indian work environment. HR Katha captures her experience of working in India.
It’s not just about designation and importance within organisations. Indian HR leaders have also showcased their advanced outlook towards critical issues.
An interesting fictional story on how changing the horse of a winning team to a donkey cost the team its very existence.
Decision making is not fortune telling, and good decisions do not always result in predictable outcomes.
The speech recognition solutions company with offices in the Philippines and UAE, has 80 employees spread across all locations.
What is needed is a moment of insight/self-assessment and not an incentive, to improve performance
It is hard to believe that in a country with 1.2 billion people; there could be a shortage of talent.
Globally, agile working is the new fad now. There are two aspects of this trend—workforce agility and operational agility.