A report by Towers Watson indicates that Indian companies are seeing a major gap between the amount they spend on employee benefits and the value they get in return.
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This optimism implies that organisations will have to give in to the bargain or alter their policies, to retain and attract talent.
An Ernst & Young (EY) survey reveals thaat most companies have a callous approach towards the Act (sexual harassment of women at workplace) without realising the penalty that comes along for defying the law.
We have seen brands and companies perish or become history on failing to predict the future. Does this also hold true for talent hunt?
Nestle’s Maggi is undergoing a major crisis and the entire leadership is busy firefighting. However, an effective internal communication plan can be helpful in dousing the fire faster.
Personal commitments and search for greener pastures seem to be the main reasons for people ending their job contracts across the world.
A research to determine employees’ readiness to retire found that a surprisingly large number of the respondents look forward to their lives after retirement. Countries, such as India, Brazil and China have shown relatively higher rates of retirement readiness than others.
What is more effective — rewards or recognition? Each has its own advantages. HR Katha finds the right strategy to keep the workforce motivated.
A significant number of Indian companies are prepared to manage culture and engagement-related issues.
Organisations today are trying new methods to attract as well as retain talent. For instance, recently one of the large traditional Indian business conglomerates decided to go for a five-days-a-week because employees voted for it.
Despite the fact that Indian CXOs fail to gauge their employees’ needs, the Indian workforce is among the happiest lot in the world. SucessFactors, a SAP company, identifies these gaps.
Corporates today are more than willing to get back their former employees, who, in turn, are happy to rejoin. So, why is it that companies are willing to take back those who left for greener pastures?
Work-life balance is no longer a woman’s problem alone. The increasingly automated and brutal world of competition, finds both men and women struggling to find a balance between their professional and family commitments. But, are organisations indifferent to the needs of their workers?
Organisations today are grappling with job offer rejections which severely impact business. What are the factors responsible for candidates to turn down seemingly attractive jobs?
World Safety Day was observed on April 28, followed by the UN Global Safety Week scheduled from May 4–10. Organisations across the nation used this as an opportunity to review their organisational safety measures and reinforce among their employees and business associates the need to be safe and well.
CHROs becoming CEOs is not a traditional choice but evidences point out several advantages.
A strong exit programme is as critical for an organisation as an induction programme.
Senior finance professionals in India believe that their opinions influence the strategic and operational decisions taken by companies.
There are currently over 200 million jobless people across the globe.
A survey reveals that emotional problems among corporate employees are rising alarmingly. Demanding schedules, high stress levels and performance-linked perquisites are the primary causes.
Rarely are members of the HR fraternity in the country directly involved in the strategic planning process of their respective organisations.
A PwC survey reveals that an inclusive culture is a must to retain women employees.
It is time Indian companies realised the importance of employee verification. After all, a wrong hire can cause great losses
Millennials, who comprise around 50 per cent of the workforce, are not just pushing the companies to change their interiors; the transformation is evident in ergonomics, structure, cultures and work norms as well.
As per Towers Watson, in India around 42 per cent of highly engaged employees are likely to call it quits whereas the global average is only 26 per cent.
Quick pointers on competency mapping framework for organisations to enhance the effectiveness of their processes manifold.