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Employers/Placement Agencies 22

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  • New

    We are all aware that we live in a global community and that is a reality. For many HR professionals, it is becoming common to not only focus on a local workforce, but also a global one.


    Many HR network contributors have also shared their views about hiring international co-workers to help grow business and train new employees in a foreign country. In this article, let’s look at the other side of the coin: hiring locals over expats.


    According to the Financial Times an employee who is sent to live abroad for a set time period is called an expatriate employee. An expatriate is expected to relocate abroad, with or without family, for as short a period as six months to a year; typical expat assignments, usually, range from two to five years.


    Advantages of Hiring Locals for your International Business:


    1.Knowledge of the local culture and business practices


    Local candidates understand the culture in which they live. That means they can navigate potential problems with greater… [Read More]
  • New

    1. “’Restore connection’ is not just for devices, it is for people too. If we cannot disconnect, we cannot lead.” -Arianna Huffington

    2. "I decided I can't pay a person to rewind time, so I may as well get over it." -Serena Williams

    3. “If your actions create a legacy that inspires others to dream more, learn more, do more and become more, then, you are an excellent leader.” -Dolly Parton

    4. “Finally I was able to see that if I had a contribution I wanted to make, I must do it, despite what others said. That I was OK the way I was. That it was all right to be strong.” -Wangari Maathai

    5. “Leadership is a series of behaviors rather than a role for heroes.” -Margaret Wheatley

    6. “I just want women to always feel in control. Because we’re capable, we’re so capable.” -Nicki Minaj

    7. “The way to achieve your own success is to be willing to help somebody else get it first.” -Iyanla Vanzant

    8. "Champions keep playing until they get it right." -Billie Jean King

    9. “My best successes… [Read More]
  • Company culture is a major factor in the world of hiring and business. When it comes to improving work productivity and employee relations, gender bias is often something that is easily overlooked.

    Knowing how to respond to gender bias in the workplace isn't as clear-cut as it may seem, but it's still important for workers. "Gender diverse companies have higher returns than non-gender diverse companies," says Sallie Krawcheck, co-founder of Ellevest. "They have lower risk, greater innovation, greater employee engagement. The performance of companies with gender-diverse teams is so much better."

    In the last few years, charges of gender discrimination in the workplace have increased. How exactly should an HR safeguard against discrimination in his or her workplace? What is the best way to handle it?
    Dealing effectively with discrimination is a two-step process: become knowledgeable with regard to anti-discrimination laws, and pay close attention to what’s happening in your company.

    [Read More]
  • Apart from solely job responsibilities, the most important things that influence employee motivation and happiness, and how productive they are, depends also on their working environment.

    If you give it a thought, if your work environment is ‘positive’, that means you will fit well into the work culture of that organization. You are on good terms with your superiors, your peers and your co-workers, you feel comfortable working in the office, and at the end of the day, you will look back at it as a positive experience, you’ll find that you are much more satisfied and productive.

    Every organization needs to create and sustain a healthy work environment in order to be able to attract the best talent, and retain their employees, boost employee morale and to create a healthy and stress-free environment to work in.

    Below are a few such tips which would help you understand how to do so as an HR:

    1. Open Communication

    Good communication is the most essential part of an effective working[Read More]
  • 6. Business driven

    It has long since been the case that those HR leaders who are most involved in the business, and who understand and actively participate in strategic business leadership, are most effective in delivering talent and people strategies to meet business goals.
    The importance of this business focus will only grow as technology increases the pace of change experienced by customers, by organizations, and by those providing talent to the organization.

    An unrelenting focus on the business, competitors, markets, and the external environment will serve HR leaders well in many regards. Firstly they will be more likely to anticipate and predict trends which will affect the organization’s talent, and therefore they will be well placed to strategically plan ahead. Secondly this focus will ensure that the people and talent strategies they lead will be closely linked to the context of the organization and in tune with the direction in which it is moving. Thirdly, those with this… [Read More]
  • Today during this age of technological revolution, the objectives of HR leaders have remained the same: to attract, grow, develop, reward, and retain the talent needed to achieve business goals.HR leaders are being challenged to bring new skills and capabilities to meet the requirements of a digital & dynamic business environment.

    1. Strategy

    During digital age of knowledge, the remarkable characteristic of an organization’s talent will increasingly become a key bench marker. Technology will automate whatever can be automated, but will leave untouched the space of human creativity and innovation. The organizations are struggling to lay hands on the quality of talent they require is evident in recent research:

    • Almost three in four organizations report difficulties attracting critical-skill employees, and more than half report difficulties retaining them (Towerswatson, 2013).
    • More than 60 % of all companies cite leadership gaps as their top business challenge (Bersin, 2014); 83% of
    [Read More]
  • In today's world wheather you are an entrepreneur managing and scaling up your own venture or a manager in an established MNC, effectively managing Human resource can be pain if you are not in line with the best practices followed in this industry. Below are some of the best HR practices which can help you plan your HR activities more effectively.

    Employee rule-book:
    Always draft an employee rulebook. Make sure that everyone including you know the rulebook inside out. This simple yet effective tool can save you a lot of time and effort in the time of need. Take into consideration of the employers goals and values and the employees welfare when you are preparing the rulebook.

    Labour laws:
    Learn the labour laws of the country you are operating. If it's an MNC learn the labour laws of the countries your company operates. Proper knowledge of the labour laws will not only help you to manage your resources better but also help you to foresee any unwanted situations.

    Consistency:
    Be
    [Read More]
  • The hiring process today to a large extent is controlled by employees. Just a good salary or benefits is no longer sufficient as, employees are looking to work with companies that provide a more realistic work/life balance as well as to be in an environment where they feel they are respected and wanted. [/b]

    Job Seekers these days are looking for employment that will have a positive and hassle free integration into their daily lives. This ranges from creating a positive workspace to delivering appropriate feedback. The HR team must seek out new opportunities to promote a meaningful and positive atmosphere in the workplace and this is sure to assist in retaining the best talent within the organization.

    Below let us discuss three strategies to ensure you retain your team’s best talent:


    • Creative Spaces
    It is important to create an environment that serves employees outside of just work-related tasks. It’s common to find napping areas, meditation rooms and ping pong tables & gyms in[Read More]
  • Countless managers and newcomers to the field alike are struggling when it comes to the intricacies of managing a massive recruitment drive, is there a simple way for the HR department to organize themselves to handle sudden flow of new employees?

    In fact, you can check out these tips to better plan your recruitment drive as you work toward on-boarding new team members. Learn what important mistakes to avoid and to manage a recruitment drive like a professional.

    Don’t drop the rock on your own foot
    Firstly, you need to understand that your hard work for any recruitment drive will be in vain if you don’t know what key mistakes to lookout for. Most HR managers expect their teams to be equipped to deal with the sudden influx of applicants, but many companies fail to realize that they have not put in much effort time and resources towards the recruitment process. It is important to collect data about your own recruitment process in particular.
    For example, many HR managers don’t keep
    [Read More]
  • As the corporate culture is developing and updating day by day, it requires the HR systems to also update. Much time is taken by the HR systems to evolve from the manual process that was used for years to the self-service HRIS system.

    HRIS is the acronym for Human Resource Information System, which is a software package. It is mainly developed to help the human resource management professionals to manage and handle the data more efficiently and professionally. In other words, it is the intersection of Human resource management with Information technology. It looks after a number of activities which includes all those activities which are related to human resource management, accounting, management and payrolls.With the incorporation of HRIS into the corporate culture, the HRM is now working more efficiently and is developing into a better system.

    There are various components of the HRIS System like Database, time and labor management, payroll function, benefits, employee interface,
    [Read More]