The new locally-developed product will help fresh graduates find a job and also assist recruiters in managing their campus placement activities.
This is an important decision as in the 127 year old history for National Geographic, this is the biggest instance of a layoff drive.
The online application helps to identify and develop leaders within organisations.
Ironically, the less we know about potential hires and their propensity to contribute to an enterprise, there is a greater probability of them being incentivised in terms of rewards, remuneration and compensation!
Yuvaraj Srivastava spent more than five years with the Indian army before he moved to the corporate sector. This certainly makes him a differently talented HR professional.
Post his army days, Srivastava dabbled in different sectors starting from an industrial unit (Asian Paints), moving on to hospitality (The Oberoi), then to FMCG (PepsiCo) before joining a new age company (MakeMyTrip). His exposure to HR management in different sectors has contributed to the richness of his experience.
Srivastava, CHRO, MakeMyTrip speaks to HRKatha on how human resources is same yet different in varied sectors. He has coined different terms for each of his experiences. He describes how serving the armed forces has taught him to be a better HR professional. Excerpts!
As part of our CEO’s Shadow Board, he is ensuring he follows even the Boss’s shadow.
The company aims to create an environment of collaboration, innovation and engagement through quality conversations.
HR today requires a tighter alignment of talent skills, and needs to augment its capabilities to anchor change within management processes.
Around 29 per cent of the respondents rated the size of the company as the most important factor while joining or switching companies, whereas 27 per cent felt career prospects was the topmost priority.
The cloud-based, data-driven, standardised assessment test, evaluates over 200 skills, spanning language, cognitive and functional competencies, personality traits and situation handling.
At the Toyota Kirloskar Motors Gurukul, raw talent undergoes structured training to become job ready and emerge as specialist skilled workers.
While hiring volume has remained stagnant, the budget for recruiting solutions has dropped, leading talent acquisition officers to rely on employee referrals and employee retention.
IR managers need to align workers and their leaders to productive co-existence at all the levels of Maslow’s hierarchy of needs.
Mid- and senior-level employees at startups are lured by MNCs with better salaries, bigger brand tags and job security.
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.
At Dimension Data India, Salve’s primary responsibility will be to design and deliver strategies to create a culture of trust, collaboration, and ownership facilitating employees to accelerate their ambition.
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:
This effort is aimed at retaining and incentivising key employees for their contribution to the growth and profitability of the company.
The internship drive saw the entire batch of 360 students getting placed, with the average stipend offer of Rs 65,000 per month.
The job portal specialises in providing employment in the informal sector.
Prior to this, Kar was V-P and head-HR, Reliance Digital.
The company has increased the maternity leave from 12 weeks to 52 weeks—the longest offered by any organization in India.
Pharma will be biggest gainer with expected average salary hike of 12.1 per cent.