HR SUCCESS TALK 17th HR Strings Meet – November 23, 2019 (Saturday)

Keynote Presentation

  • Understanding Compensation and Benefits

        • Basic Principles
        • How to design a Compensation Framework
        • Job Evaluation Basics
        • External competitiveness and pegging the talent at Market
        • India market Compensation 
        • Total rewards philosophy
        • How to pitch total rewards to a new hire

  • Compensation Budgeting for your organization

      • Start with Compensation Philosophy and Strategy
      • Know What You Want to Reward
      • Building Salary bands for your organization

Panel Discussion

  • Identify and develop solutions for your pay inequities

 

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Support fee Rs 399/- is applicable for registrations

 

 

 

Who is stealing your time? You!

 

– Khalid Raza, Talent Acquisition Leader – North & East India and Bangladesh, EY

 

 

I am sure this is not a stunner for anyone yet most of us feel their bandwidth is choked! This is the most common quibble these days while there are many tools, tips and tricks that exist to make our lives easier and better. 

 

We also know someone who always has time. And we quip that they have no work! 

 

Time management is an overused/abused term, confusing the bamboozled! All of us have the same amount of time yet someone has read thousands of books while you struggle to gobble an article. Do you have time to read this post?

 

You cannot manage time – you must manage yourself. 

 

Significance of Invigorating desire to be effective depletes when underutilised – few demonstrate unflagging vitality! Is your mind defeating you or are you letting yourself down? The unperturbed aspiration coupled with resolute determination produces magic needed for the sparks to fly. Are you fired up?

 

Each day, we encounter situations and people, so oblivious of appreciating the value of time. Their crass approach and deflated self-mechanism spill their inefficiency on everything around them. They say the chain is as strong as the weakest link. 

I love road trips however I was always late to leave the city because one of us never cared to adhere to the departure time agreed by all! Because of him, we all were always late and unhappy when we started. 

 

Let me share a couple of examples from the real world – of course I have changed the names, but they know themselves!

 

Bonnie always complained about how she did not have time to clean the blinds – the same story for the last two years. She was offered $100 to do the task and voila! The blinds were clean next weekend! How did she find the time?

 

Clyde was always late to work until one day he was given a toilful nudge as the last resort. He was on time for the rest of his career! How could he magically manage to beat everything to be on time?

 

I am sure you have met someone who cares two hoots about the time and the impact of it. Do share their story by commenting to this blog – this for all of us. 

“It is not the paucity of time but the lack of disciple which makes us believe we don’t have time. – Khalid Raza”

 

How do I manage myself?

 

The answer is not here! You did not expect this, did you? I am being honest as there has not been any tool as amazing as self-resolve. If you have that, you will find the way to be better. But let me share a couple of pointers for you to see the change if you do decide to take this path:

 

  1. Make a to-do list and review it every day – before you start the day and before you hit the bed. This exercise will help you see what is pending and how the tasks are either depleting or compiling. 
  2. Compartmentalize the list using the ‘urgent’ and important’ matrix or better known as Eisenhower matrix.

 

What is Eisenhower matrix?

 

The Eisenhower matrix results in four quadrants with various strategies. Stephen Covey, the author of The Seven Habits of Highly Effective People, further popularized Eisenhower’s concept of this time management matrix by supporting Eisenhower’s use of four quadrants to determine the urgency of one’s tasks.

 

Here is how the four quadrants work:

 

Quadrant 1: Do It Now!

Tasks that are both urgent and important. These are “do first” tasks because they are critical for your life or career in some way and need to be finished right away. You want to get these tasks done as soon as possible.

 

Examples

  • Responding to a time-sensitive email from a client/boss
  • Ordering medicines 
 Quadrant 2: Decide When

Tasks that are important, but not urgent. This is where you want to invest most of your time. Quadrant 2 tasks are in line with your long-term goals.

 

Examples

  • Starting a new course or degree
  • Exercising or spending time with the family

 

 
Quadrant 3: Delegate

Tasks which are not important at all but become urgent or time bound. Those who spend a lot of time here, achieve very little but will always be seen occupied.

 

Examples

  • Constantly checking your social media feed or phone
  • Responding to people as soon as they try to contact – You may think it is urgent now, so you stop what you are doing to tend to the matter. But, it could wait

 

If you are in the middle of working on a project and the phone rings, it is not important for you to answer it. So, you can delegate this task to someone else. It may seem urgent at the time while it is happening, but these little things can be handled by other people.

 Quadrant 4: Delete It

These tasks are simply a waste of your time, and they should be eliminated. If you can identify and eliminate all of your quadrant 4 tasks, you will free up some much-needed time to invest in your quadrant 2 tasks.

 

Example

  • Recreational activities getting overboard: playing video games, watching television shows that you have already seen, or mindless web browsing
  • Talking to people without reasons

 

You do need the tasks here but in moderation – having a balance between your professional and personal life is important, and downtime helps you regain your energy. 

 The key here is prioritization rather than finding excuses. If you are struggling for time to do something, then you know you have not prioritized it. If you want something, make it your goal and you’d see how the world changes. Our mind moves our body!

 So next time you say you do not have time – you know you are hoodwinking yourself!

Nurturing Leadership in 21st Century

 

Leadership has an important role to play in today’s business world. For understanding the above concept and process of Nurturing Leadership in the 21st Century, let us make an attempt to understand what is meant by nurturing & leadership and what kind of leadership is required in the 21st century.

NURTURING: Nurturing refers to upbringing, growing, developing, shaping, looking after, encouraging, caring, supporting and the like.

LEADERSHIP: Leadership can be described as the ability of an individual to influence, motivate and enable others, to contribute towards the effectiveness and success of an organisation or group of which they are members. A person who can bring about change, therefore, is the one who has this ability to be a leader.

A true leader is the one who says to his team – BRICKSBATS ARE MINE AND BOUQUETS ARE YOURS. This means failures are mine and successes are yours (of the team). He gives credit for winning to his teammates and if the team loses, he takes the blame on himself. Look at MSDhoni, when he won the world cup, he took the trophy as a captain and then gave it to his teammates. 

When the media was clicking the winning teams’ pics, after India winning the world cup, M.S. Dhoni was standing somewhere at the back of the team, with the team holding and showing off the trophy. And look at this, he is now playing under Virat Kohli as his captain, who was once his team member. He has no issues with being a follower also.

Why so much talk about leadership?

The role of leadership is important for getting things done. The true leader builds team morale, motivates, co-ordinates, guides, cares, provides the right environment, initiates action, focuses on the goal and achieves it.

An effective leader can make big difference between winning and losing.

21st CENTURY: 21st century is the current century, our present day world is also referred to as the VUCA World, where VUCA stands for –

V = VOLATILE

U = UNCERTAIN

C = COMPLEX

A = AMBIGUOUS

Leadership is to be understood in the context of this kind of business environment.

GIG ECONOMY :

The future economy is going to be a Gig Economy, which refers to a labour market characterised by the prevalence of short term contracts or freelance work as opposed to permanent jobs. Skill is going to be the next currency.

 AUTOMATION, TECHNOLOGY, DIGITISATION :

Technology & digitisation are impacting our lives greatly. Look at UBER, OYO, GOOGLE, MOBILE, E-Commerce, E-LEARNING (UDEMY, COURSERA, BYJU, KHAN ACADEMY, SWAYAM) all are greatly impacting our daily lives. These concepts have to be differentiated and adopted only if required and not just for the sake of it because everybody is adopting them. See what problem will be solved by using technology/digitisation. Routine work can be given to technology but quality work will have to be done by humans. Eye contact and handshake are more important than technology and digitisation.

Leadership requirements in this kind of business environment have challenges which are different from the challenges faced by erstwhile industry leaders. The skill categories today are specialised and they expect and require different kind of leadership behaviours from those holding leadership positions. As skills are becoming more and more important, employee wellness at physical, mental and emotional levels assumes greater significance. Hiring the right talent becomes extremely important because one single wrong fit can hamper the growth of the organization.

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Blog Post by Mr. P.K. Gupta

Corporate Head- Human Resource

Texcorp Ltd.

Advisory Member – HR SUCCESS TALK

Every Day is a Human Resource Professional Day

 

A Human Resource Professional is also a Human Being.

 

He is an equivalent of a shock absorber in a vehicle. It bears the weight/pressure of the vehicle and saves the traveler in the vehicle from the jerks caused by uneven roads and pot holes in the roads. HR itself bears the brunt from top and bottom, without uttering any sigh. And there is no vent to release its own pressure except on the wives and children in their respective families.

 

“Jo taar se nikli hai, vo dhun sabne suni hai
Jo saaz pe guzri hai, vo kis dil ko pata hai.”

 

As HR Professionals, we have to start our actions right from pre-natal to natal to post natal activities. Taking care of employees’ existential requirements, training and education, followed by growth, followed by mental and physical care to sickness mending and to the ultimate separation by way of retirement or otherwise.

 

As HR professionals, we do teamwork, we communicate and listen, we help, we respect, we do friendship, we do punctuality and laughter, we do cake and coffee, we do motivation, we do great things, we are Human Resource Professionals. Along the journey, we are often labeled as doing nothing. HR has hardly anything to do, except organizing birthday celebrations, employee get-togethers, doing some recruitments and some sundry activities. And ….. if anything goes wrong in terms of employee relations or missing production/sales targets, HR gets a major chunk of the blame. In such a scenario, the first casualty is HR.

 

A word of caution for the HR Fraternity – HR has not so far got a seat on the Board Table, though the fight is going on. HR today is business. HR has also to understand and accept that Business Organisations exist for profit. HR for the sake of HR has no meaning. HR has to support business goals. Every HR Manager has to act like a business manager, only then HR can find a place on the Board of Directors.

 

Blog Post by: Mr P.K. Gupta

Corporate Head – Human Resource

Texcorp Ltd.

Advisory Member – HR SUCCESS TALK

 

How to mitigate attrition post salary increase communication?

You must have heard leaders and talent team discussing the possible increase of attrition post communication of yearly salary increase. Their fear is not unreasonable. We know that there is a high chance of an increase in attrition post yearly salary increase. People do wait for their salary raises and then try for a job change to get higher salary raise over it. It is always a challenge for business and organization.

But, there are ways, an organization can mitigate this impact. I am suggesting some ways which will help. In my opinion, managers and leaders of the organization need to play a more active role in such cases.

 

Continuous dialogue

 

When an employee raises his/her concern on the salary increase, it is important that the manager continues the dialogue with the employee and make sure that the employee is given the opportunity to listen. Many employees feel disheartened when they don’t see their managers even bothered about their dis-satisfaction hence becomes a key reason for them to look for a change. A Manager should have meetings with such employee(s) for the next 2-4 weeks to gauge the engagement of the employee and get engaged in dialogue.

During these interactions, managers should speak with such employees on his/her career development plan so that employees can achieve its career target both short term and long term. Managers should also speak about ways manager and organization can help employees in its development path. Both the manager and employee should build the IDP (Individual Development Plan) for the employee.

 

Interaction with leaders

An Interaction with leaders of the organization of such employee is equally important. Employee wishes to hear from their leaders too. Such interactions tell the employee that the leaders of the organization is aware of his/her concern and affirms the intent of the organization to invest in their people.

 

An honest investment on people and follow-ups

Having a conversation with the employee by manager and leader is the first stage where both try to neutralize the dissatisfaction of the employee just after the communication on the salary increase.

In stage two, the manager and organization should follow up and put an honest effort to invest in the development of these people. The manager should review their IDPs (Individual Development Plan) on a quarterly basis and discuss progress and the support the employee might need.

Above initiatives might not stop attrition completely, but will help in reducing the impact by half.