Ten simple ways to improve your company culture



“Ten simple ways to improve your Company Culture”

(But it’s easier than you might think to build one)



Great company cultures don’t happen by accident. If you sincerely wish to improve your Company culture, you can start with the following steps:


  1. Embrace Transparency : Transparency is the key to building a strong organizational culture, and an engaged team.

         Don’t ask: “Is it absolutely necessary to share this information with the team?”

          Do Ask: “Is it absolutely necessary to keep this information from the team?”


  1. Recognize and Reward Valuable Contributions: Employees make valuable contributions to your organization every day. Recognize and reward their contributions, and make it ridiculously easy for everyone on your team to do the same. Companies that exhibit a recognition-rich culture tend to have dramatically lower turnover rates.
  1. Cultivate Strong Coworker Relationships: Think about both the physical and cultural environment in your organization. Is it conducive to building strong relationships? If it isn’t, engineer spaces and situations that promote coworker interaction.
  1. Embrace and inspire employee autonomy: Trust your employees to manage their responsibilities effectively. Let go of the idea that work has to happen a certain way at a certain time. Help your team grow from being held accountable, to embracing autonomy and ownership.
  1. Practice Flexibility: Modern organizations understand the value of practicing flexibility. It can improve morale and even reduce turnover. A CareerBuilder survey of nearly four thousand workers revealed flexibility as one of the biggest drivers of employee retention.
  1. Communicate Purpose and Passion: Purpose is not exclusive, and there are no “purpose professions.” Find out what’s important to your employees, and where that intersects with your organizational goals. The better you understand your team’s goals and aspirations, the better you can help your team to see the purpose in their work.
  1. Promote a Team Atmosphere: Your employees and your coworkers are not simply a group of other people you work with; they are integral members of your team. Promote a team atmosphere and accomplish more together than you ever could as individuals.
  1. Encourage Regular Feedback: Employees don’t get enough regular feedback, and when they do it’s often vague or perceived as inauthentic. It’s vital to give employees the tools they need to understand when and why they’re doing well, and how to fix it when they’re not.
  1. Stay True to Your Core Values: Make your core values more than bullet points on your ‘about us’ page. Core values are a company’s guiding light. They’re the inseparable principals at the heart of an organization.
  1. Devote Effort and Resources to Building Culture: Building a company culture takes time and energy. It doesn’t just happen. A great company culture is a constant work in progress, because as a company evolves, so do its constituents. Devote time and effort toward developing and nurturing your organizational culture.



Blog Compiled by Mr. P. K. Gupta

GENERAL MANAGER – Human Resource




History of HR in India


Introduction: In good old days of nineteenth century, in Europe, there was the concept of slaves as part of the slavery system prevailing at that time. Human beings and labour were looked down upon. There used to be Jobbers/Masters who used to flog the slaves, with leather whips to drive them to work. This gradually changed to the concept of human welfare and after Industrial revolution and after world war I & II, concepts of Factories and canteens, discipline, time keeping, payments and recruitment came into existence. This led to a greater emphasis on’ labour management’. Earlier it was known as ‘Labour Management’, then ‘Personnel Management’, then ‘Human Resource Management’ and in recent times as ‘ Human Resource Development’.

The 1960s and 1970s:

There was increase in Personnel Management work due to employment legislation. Up to the early 1970s, the state of the economy was characterised by full employment — there was high focus on recruitment, selection, training and compensation. There was labour shortage and, thus, focus was on retaining skilled labour and increasing the skills of existing workforce. Trade Unions came in and labour legislations were introduced.

The 1980s: Movement from Personnel Management to Human Resource Management:

Personnel management adapted to the market economy where senior personnel executives worked on issues like future of the company, analysis of existing business objectives, revising the objectives with better ways of achieving them. Training and Development became an important HRM Function.

The 1990s: Post-entrepreneurial phase for Human Resource Management:

There was a complete change in the focus from individualism to collectivism. There was concern for teamwork, core workers with high commitment to work, flexible work hours, wages determined by market forces rather than on bargaining between management and trade unions.

Workers were expected to work beyond mere descriptions of their jobs. The focus changed from tactical to strategic approach to human resource management which aims to develop human potential of the organisation for organisational success.

Modern day HR: The buzz word today is ‘Human Resource Development’. Unlike HRM, here the main objective is not just identifying an individual employee’s existing potentials but also those capabilities innate in him. HRD aims at bringing out the hidden potentials of an employee and help him develop as an individual. Training and Development tools are extensively used to train and upskill the employees at all levels.

Conclusion: The HR Function today, is undergoing rapid transformation, in the present day VUCA world of business, where Gig Economy is spreading its roots, in a highly disruptive business environment. IT revolution has changed the ways of conducting business. Recruitment has become Talent Acquisition, there are Compensation and Benefit professionals dealing in payment systems, Compliance Professionals dealing in Labour Legislation and so on. HR Professionals are playing a critical role in promoting business. Today, they are seen on the Boards of many Companies, are impacting Company strategies and are acting as Business Managers. HR is going great guns and has a long way to go……


Blog written by : PK GUPTA







In this professional and materialistic era, the scope of artificial intelligence in human resource management plays a quintessential part. This is because the scope of artificial intelligence is emerging and upsurging in the field of human resource management which would be further conducive to profit maximization for every organization

The potential of artificial intelligence in human resource management is explored in six selected scenarios:

1) Turnover Prediction with artificial neural networks

2) Candidate search with knowledge-based search engines

3) Staff restoring with genetic algorithms

4) HR sentiment analysis with text mining

5) Resume data acquisition with information extraction

6) Employee self-service with interactive voice response

A crucial experimental study of an expert system: Artificial Intelligence in Human Resource Management

During 1993, there was a conference on computer personnel research and an experimental study was conducted by John J. Lawler and Robin Elliot. The paper reports resulted to aid job evaluation. 

The study focuses on the impact of an expert system use on problem-solving accuracy across problems of varying complexity.

The results also indicate that the program impacted accuracy. though the observed relationships differed from what had been hypothesized.



Blog post by: Ms Akansha Rawat

 MBA student


Gig Economy – A Conceptual Introduction

Gig economy refers to a free market system in which temporary, flexible jobs takes place. Companies tend towards hiring independent entity on contractual basis or on freelancing instead of full-time employees. Gig economy deprives the traditional economy of full time workers, who rarely change positions and instead focus on a lifetime career.

The major advantage of gig workers is that they get to choose the type and amount of work. Employers benefit in the following ways like :-

  • Flexibility 
  • Expertise 
  • Cost saving
  • Source employees

On the other hand, full time employees are generally offered incentives whereas gig workers do not usually have this benefit.


Feedback is a two way process and contractual workers are serious about their work and welcome the opportunity to improve the area for betterment but giving feedback to gig workers is really tough task to do because workers are on a contractual basis and therefore we don’t know them personally.

For giving feedback to them we can do the following :-

  • Be very clear to them
  • There is no rule to give formal review to them but at end of every assignment chat with them to tell their performance
  • If they have done a good job thank them in front of everyone, if possible 
  • They will appreciate the recognition and it will give them a confidence


“working in the gig economy means constantly being subjected to last-minute scheduling”.

Blog post by: Ms Anshul Tiwari

MBA Student

DOON Business School



The Eminent Young HR Leaders Award


HR SUCCESS TALK has started a new initiative called ‘The Eminent Young HR Leaders Awards’  to recognize the contribution of young HR professionals (Age below 35 years) in the field of talent management who is pushing the boundaries of people strategy.


There is no fee to apply and get the awards.


Entering is simple. All you need to do is write a 2,000-word document outlining your entry according to the category criteria, and submit via email.



Young HR Leader Award for Innovation
Young HR Leader Award for Best Practices
Young HR Leader Award for Best Contribution

How to apply?

Here is the link to register yourself for the award. You can register now and submit your case/story later.

  • You have to register to give your nomination for the awards
  • After the successful nomination, you will get an email to share your case/ story
  • If your case/ story is shortlisted, you will be asked to prepare a presentation and present it to our Jury on February 29th, 2020, Saturday.
  • The venue will be communicated to shortlisted cases only
  • The jury will shortlist the top cases/ stories
  • Top shortlisted participants will share their same story in HR SUCCESS TALK’S HR Strings Meet to the audience. These audiences are HR professionals
  • Audience Poll will decide the top three winners.
  • The winners will be awarded a trophy and certificate.


  • Maximum time limit to share your story is 15 minutes during the first round on February 29th, 2020 and 10 minutes during the final round
  • The decision of Jury members will be final.
  • The story will be judged on achievement, the benefit to the organization and way of presentation.
  • You can speak in either Hindi or English.
  • Award will be given purely on the basis of Jury and audience marks.
  • You authorize HR SUCCESS TALK to publish your case/ story on its website and social media platforms (Eg Facebook, Linkedin, Twitter, Whatsapp, etc) along with your name
  • You authorize HR SUCCESS TALK to record your session while you are presenting your story and publish it on our YouTube channel along with your and company details
  • If required, your company name can be kept confidential.

Register yourself for the Award