Gallup links employee engagement to nine integral performance outcomes — customer ratings, profitability, productivity, turnover, safety incidents, shrinkage, absenteeism, patient safety incidents and quality.
The completely student-driven event, Spandan, saw the participation of HR experts from several MNCs.
The portal aims to boost growth and ensure maximum awareness and employability.
The All India Bank Employees Association (AIBEA) wants the Finance Ministry to step in to ensure resolution of problems.
Rao’s career spans over two decades managing human resources function across manufacturing, consulting, IT & BPO industries.
One incentive that the company offers when I meet targets is front row seat in the aircraft with leg room…
The Tool Room and Training Centre in Bihar will offer vocational training to students and ensure overall development.
A third layer to the recruitment process will check impersonation and eliminate casual candidates.
The Swiss IT services company is expanding its development centres in the country to improve innovation and design processes.
The plan is to increase the department’s revenue and make AP one of the highest milk producing states in the country.
The company will follow a performance-based approach to promote employees, rather than a seniority-based one
The global digital services leader has opened a new office in Gujarat, and wishes to tap into the rich talent pool of professionals for its management services operations.
The book – Hidden Strengths – Unleashing the crucial leadership skills you already have – by authors Thuy (pronounced Twee) and Milo Sindell aims to highlight as the untapped opportunity.
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.
Bosses are humans too, and they have their preferences and dislikes. If you play your cards well, you will be able to work not only for them, but also with them.
Five principles of keeping your people together, the Ronnie Screwvala way.
To double its business in the country, the Company will upscale its HR division by hiring over 200 engineers, annually, over the next three to four years.
From a Class-I gazetted officer with the government of India to the CHRO of India’s largest business house, the journey has not been a cakewalk for Prabir Jha, president & group CHRO, Reliance Industries.
Jha started his career as an assistant works manager at the Dehu Road Ordnance Factory, Pune, in 1990. However, after completing nine years in a secured government job, he decided to test new waters. He took two years’ leave to pursue a full-time course in HR from XLRI, Jamshedpur, which marked the beginning of his corporate life. Jha has diverse experience across industries—from engineering and information technology to pharmaceutical and automotive— and now even a business conglomeration. His personal goal is to support people to become better professionals and more importantly, complete individuals.
He speaks to HR Katha on a subject that plagues the HR industry today — the use of data in human resources. Excerpts…
This optimism implies that organisations will have to give in to the bargain or alter their policies, to retain and attract talent.
Unlike common perception, many leaders at the highest level of management actually lack the basic guts to speak up for what is right against their bosses. Just that their designation happens to be CFO, COO, CHRO, VP, Senior V-P or President not withstanding. It’s a social trap that they have inextricably locked themselves into and lost the integrity to speak up when there is a need to do so.
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?
With restructuring plans on the horizon, HP is all set to bolster its research and development division.
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.
Around two lakh male executives in the 20 to 35 age bracket will benefit from this.
Use town-halls and newsletters for internal communication to tell our employees that whatever they see and hear about our company…