When on equal footing with leaders from other functions, where do HR leaders stumble?
The company presently employs 4,000 medical language specialists (MLS) in India and around 12,000 globally.
The programme involves three months of classroom instruction and six months of on-floor training at the company’s development centre, in Noida.
The prime vested interest of company executives is to rule at will – egocentrism. However, the vested interest of the union leaders is to satisfy their social and self-esteem needs. These are the raw motives, to overcome which and to develop behavioural compatibility between both the agencies, two measures need to be established—a defined transactional system, and constant interpersonal communication.
Understand that you have over 20 years of work experience. But your resume requires brevity; not a sonata of your…
The telecom sector will require 41 lakh skilled workers by 2022.
This story may not seem unusual to those from the corporate jungle. However, this instance is likely to force many to ponder on some of the practices we tend to accept as normal.
In the new system, there is no forced fitment of an individual into a particular performance grade. The erstwhile quota system of performance grades, where every department is supposed to have its list of high and low performers, has been abolished.
An upfront charge of £1,000 per year of the visa applied for, implies that ISC for a three-year visa would cost £3,000. As per estimates this would raise over £200 million a year.
Partnership conversations with IIMB commenced after Paul Smith, CFA, President and CEO at CFA Institute, was an invited speaker at IIMB’s Centre for Capital Markets and Risk Management.
The Genpact Centre for Women’s Leadership (GCWL) is an industry-academia partnership— combining the power of research with industry best practices — to empower women, make them leaders and drive gender-inclusive growth.
HR Analytics is the most challenging among different types of analytics as it involves both the hard and the soft data points.
New skillsets will be required to thrive in the new landscape, attributed to new fields, such as artificial intelligence, machine-learning, robotics, nanotechnology, 3-D printing, genetics and biotechnology.
The credit for this achievement goes to the company’s robust framework for employee growth, supported by its collaborative culture, competency framework, internal job posting, educational assistance, and focus on internal promotions.
A study indicates that many companies are not only causing unnecessary stress to their employees, but also wasting money on ineffective bonus schemes.
The company will allow all onshore employees to work 20 per cent less at full contractual pay, for up to six months— after they return to work, post childbirth or adoption— apart from 18 weeks of maternity leave and one week of paternity leave.
Digitisation has emerged as a key disruptor and game-changer, with enterprises leveraging the integration of big data, cloud computing and mobile, and smart technology becoming a key business priority.
Branded as CIEL Stars, these franchisees will be located in IT parks, SEZs, industrial estates and places housing many corporate companies. The franchisees will also be extended to tier-II and tier-III cities across India.
A major part of this investment has gone into creating Accenture Connected Learning, a blend of classroom-based training and a digital learning environment to link its employees to professional content and world-class experts.
The biggest challenge for organisations is to retain employees as attrition increases from 10.3 per cent to 12.6 per cent between 2014 and 2015.
Mobile services have been around in India for 20 years. What they have done to the country is nothing less than transformational. The network effect on India’s social and economic fabric is immeasurable. Its impact on personal living styles and family relationships is intense. And there is more to come! The future is going to be very different. For employees in this sector, it will all be about ‘jobs never done before. Here is a parallel drawn between telecom and startups.
Srinivas Kandula, chief people officer, IGate has replaced Aruna Jayanthi, CEO, Capgemini India.
Nearbuy, erstwhile GroupOn, has launched an initiative allowing a chosen employee to play the role of a CXO of their choice for a day.
New technologies, data analytics and social networks are expected to have a deeper impact on how people communicate, collaborate and work. Are organisations prepared for the new workplace?
With 55 per cent of Indian companies hiring through employee referrals, this platform is clearly gaining popularity in the market.
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