Different Qualities looking while hiring people

Commitment, Sincerity, Personal Philosophy of his life, Business Focus, Personal Impact, flexibility; ambition and drive. Organizational fitment

Engaging Gen Y - Leadership and Organization Culture

My organization has a clear retention policy that I have designed which runs on 5 objectives which are also aligned with the organization culture. So by  Engaging Gen Y-Leadership we make sure employees don’t just resign and discuss their concerns then people are retained which happens from time to time but Gen- Y is encouraged to see bigger picture for themselves in terms of exposure that they can gain and the growth prospects within. Respective managers are encouraged to closely monitor the career needs of each individual.
Annual reviews are followed by career development program meetings of individual employees with HR.
Organization Culture works on core values and runs on the principles laid down but also welcomes the changing generation expectations and aspirations which is connected to our feedback loop.
Gen-Y Leaders are encouraged to know the concepts of what an organization culture means and to participate in organization development through awareness programs.

Attrition Management: Retaining vs. fresh hiring

Our retention policy that I have designed does address fresh hiring’s.
All said our HR Philosophy stands on 2 pillars
1. To meet the career aspirations of the candidate and 2. Long term relationships.
Whenever we are hiring we make sure to communicate our expectations very clearly with the candidates and also avoid reality shocks by the new hires.

Promotional techniques work best & reason behind it

All promotions are based on tenure on title and performance levels [Slow, Medium & Fast track] on tenure on title. As tenure on title will assure the organization long term commitments, confidence and also it helps to balance the performance of an individual as per the organization needs; definitely addressing career aspirations of the individuals thereon.

Keeping in line with Changing Workplace Culture

A lot has been talked about in the market but culture is something, In today’s fast moving generation If change is inevitable than It’s a challenge to change innate culture of already existing organization because of its fundamental practices and then designing a framework of culture to bring in the fundamental practices in line with changing business needs or industry standards and potential employees expectations.

 I don’t know if all experts do address this the way I am thinking that “If culture is an evolved human capacity in the form of experience to act imaginatively and creatively and connecting the human capacity that has distinct ways that the people living in different parts, than our HR focus should address human capacity to the changing dynamics of business operations.

It’s good to see organizations are giving due importance to diversity and social responsibility issues.

There is surly great amount of exposure that has happed over the past that makes an average employee different today. Average employee’s awareness has been growing lot in terms of dynamic changes in technology. An individual is able to exhibit skills and talents because of opportunities around but they lack discipline/commitments and sincerity towards their work. Respect is replaced by the so called attitude of I know everything. Organization politics is always an area that is paid less attention.
Our social stigma has to be changed that It’s not the size of the organization that we work matters but it’s about what we have learnt and what we can deliver.

Concept of being suspicious while hiring new talent is on high rather than investigating to find a right match to the requirement, this means to say that we are soon forgetting the meaning of Trust. This of course happens because of market for the talent who gets swayed away with external factors.

At times Increasing work culture of dependency on the resource which slows down the whole process in place due to lack of right resources.

It’s a responsibility of organization and the potential talent to make note of few important points in working scenarios. Organization needs to encourage positivity’s around the workplace by being cautious about the changes and also the potential talent also needs to be aware of his/her skills and also take career as a serious thing. Do not make their first jobs to be a short sail. Do not compromise on developing on fundamentals. Believe in themselves and do not commit what he/she cannot deliver. Job offer is nice to have but it’s not nice to job shop.

Attract good people, retain the better people and advance the best people

It's the duty of HR to make sure their first impressions are best impressions. HR should understand the organization culture very well along with understanding of the requirement. First most important quality of HR is that they start believing in the existing culture if it does not happen then we are not selling our organization well, some of the HRs works with Referent power- Ex: I am from Google/Infosys/IBM but still they should be know their organization very well, so that they can spread the good message around in the market. Lot of sales learning happens for HRs who are working for non-branded companies.

It's very important to know the push(s) and pull(s) of the potential talent.

It is very important to qualify the candidates properly as per your requirements. Spread the awareness of the best practices within the organization to our existing talent pool and also outside world potential talents.

Have simple strategies but do not make false promises; do not preach what you do not follow.

Advice/ suggestions to fellow HRs

We all need to understand that everybody works under limitations and hence HRs should very well assimilate this concept; it is easy to work in Google but it's difficult to create goggle within your organizations, try hard to sell your ideas to the management before implementing it. I heard a lot that HRs have loads of attitude and if it’s so, than do not show where it is not needed. Being humble is a very big asset. Hold your patience and Improve your knowledge base; sharpen your conceptual skills, being cost conscious; Develop people management skills, Business focus, personal impact, performance management, code of conduct practices are important attributes of being a good HR Professional which industry requires a lot.

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