Despite organisations’ plans to transform, HR leaders do not have organisation or job redesign on their list of priorities for 2017
Talent acquisition professionals shy away from using the latest tools and technology that could empower them to get aligned with business objectives and it’s a big opportunity loss.
Lack of work–life balance, familial issues, childcare and workplace harassment are the topmost challenges for working women worldwide.
College of business under the Oregon State University conducted a survey among 159 married employees every day for two weeks. The married couples were asked to complete two brief surveys each day.
78 per cent of HR decision-makers in India say that it’s difficult to fill leadership positions in their organisations.
Around 73 per cent of the respondents of a survey in January said they would look for a new job for the sake of challenging roles.
A study reveals that in the past year, 67 per cent of Indian business travellers have extended their business trips, to a different city or country, beating the global average of only 49 per cent.
65 per cent women employees in India Inc. say they are happy with their current work-life balance while only 40 per cent men feel the same way.
Among the highly developed and talent-ready countries, Switzerland, Singapore, United Kingdom and the United States top the list.
42 percent Indian CEOs expect the global economic growth to improve over the next 12 months.
Organisations still callous about Vishakha guidelines: Shocking revelations on sexual harassment at workHRK News Bureau | New Delhi | Friday, 06 January 2017
The recent survey on sexual harassment at workplace, conducted by the Indian National Bar Association (INBA) revealed that 38 per cent women had faced sexual harassment at workplace and 70 per cent of victims do not even report the same.
The state of hiring also varied as per sectors. For instance, sectors such as IT, BPO/ITeS, automobile, BFSI and healthcare sectors mostly hired for the mid-level, while manufacturing and retail sectors hired mostly at junior levels.
In India, the top 10 per cent take away around 42.7 per cent of the total wages, whereas the share of the bottom 50 per cent is only 17.1 per cent.
Around 40 per cent of organisations still rely on ‘MS Excel’ as a primary tool to measure and manage pre-hires.
The results of this Attention Network Test could challenge the education system and human resources management in certain areas.
Employees confide that delays in resolutions and poor employee relations are key reasons for their dissatisfaction with their organisation's HR departments.
Regardless of the 5.2 per cent inflation, the effective average salary increase in India will be 4.8 per cent – the 7th best in the world.
The Government/PSU/Defence sector recorded a significant growth in online hiring in November according to the Monster Employment Index.
Gender pay gap is smallest among young and early-career workers, growing steadily with age into mid- and late career.
There is a lack of top-leader confidence in the value of people in their organisations, as compared to the value of technology and tangible assets, which is much higher.
India’s 2017 projected salary increase is the highest among developed and key emerging markets in Asia Pacific, with a strong focus on high performers.
Wellbeing is a bouquet of physical, mental and financial health, any of which can adversely impact employee productivity.
Organisations are hiring independent professionals with high-quality talent and expertise for short bursts and specific purposes, only to fulfil key initiatives.
More Indian companies require the precision of such assessment techniques in identifying, retaining and developing the right talent.
Leaders need to work on creating an inclusive culture, while rooting out exclusionary behaviours.
A strong focus on skilling human capital to keep pace with the changes that automation brings, will save people from being swept away by the high tide of automation
Lack of talent, lesser development opportunities and gender bias keep women from reaching the top.
These will be the key factors in sourcing, nurturing and retaining talent in the coming times.
To meet an incremental requirement of skilling 110 million additional workers by 2022, India will have to rethink its skilling capacities for the existing and future workforce
The Salary and Employment Outlook by Michael Page states that 76 per cent of Indian companies are expecting to increase their headcount in the next 12 months
Performance is directly proportional to the distance between smartphone and the worker.
The compensation rises to Rs 33,000 and Rs 46,000 per day as professionals move from the 10-20 to the 20 and above experience stage, after which the growth rate declines.
The Global Benefits Attitudes Survey found that over 50 per cent of Indian employees worry about their future financial state and feel that these concerns affect their work.
While take-home salary has emerged as the common preferred salary component, there are distinct differences in other perks desired.
Technological disruptions demand that business and HR leaders stay abreast of technological advancements to avoid technological unemployment.
Indian workforce: More confident about ‘Artificial Intelligence’ and ‘Automation’ than US, UK and South AfricaHRK News Bureau | Bengaluru | Tuesday, 21 June 2016
Around 80% of Indian respondents were confident that they have the skills to work abroad, however 40 per cent of them also worry about ‘brain drain’.
Indian fraudsters are younger in age and initiate acts of fraud much earlier in their careers, use technology to complete the act, are high performers, are driven by personal greed and more often act in groups.
Around 76 per cent of the respondents cited ‘prospect of a higher income’ as the primary reason to work long hours. ‘Promotion’ emerged as the second most important factor with 55 per cent votes, while ‘personal development’ came in next with 42 per cent votes.
CEOs increasingly believe that people want to support and work for organisations they can trust, with values that mirror their own.
Preference given to male workers while recruiting or promoting to senior roles, and the career-breaks women take for certain personal and societal reasons are the primary causes behind this gap.
India Inc. should focus on inclusion, diversity and strengthening of core talent-management practices.
This appreciable improvement in hiring sentiment comes on the back of the optimistic consumer-focussed sectors. These businesses foresee more disposable money in the hands of consumers —thanks to consumer confidence owing to increased income levels.
‘State of Human Capital Risk in India’ study reveals that although 62 per cent companies in the country realise the urgency of HCR at the board level, only 33 per cent have a formally-defined risk mitigation or control strategy in place.
It is common for companies to try and wriggle out of the situation and avoid legal processes, instead of being compassionate with the complainant. In fact, they even tactically encourage the complainant to reconcile or quit.
Referred employees hit the ground running but eventually join the complacent herd.
Companies seek to fill up specialised workforce deficit, propose sweeter compensation deals.
There are leadership differences between men and women, which make for gender diversity in the workplace.
A Korn Ferry Hay Group study reveals that women outperform men on emotional intelligence competencies.
In a recent study by Accenture, nearly three-quarters of the respondents – men and women alike – said that “the digital world will empower our daughters".
The digital world of work is forcing radical changes in organisational structures and talent strategies.
While salaries of postgraduates grew by 68 per cent in three years, they increased by only 57 per cent for graduates.
As per Mercer’s survey, Indian cities are safer than most cities in South Asia with Chennai at the top. Hyderabad tops the list in terms of quality of living.
According to Accenture – global technology trends report, companies that equip employees, partners and consumers with new skills can fully capitalise on innovations.
Women thrive when there is an alignment between the individual and the organisation. Only then can one break through the inertia and advance women at the workplace.
A study indicates that many companies are not only causing unnecessary stress to their employees, but also wasting money on ineffective bonus schemes.
The biggest challenge for organisations is to retain employees as attrition increases from 10.3 per cent to 12.6 per cent between 2014 and 2015.
Only 17 per cent of those surveyed by Korn Ferry are confident that their organisations have the right leadership aligned with their strategic priorities.
Even if India’s inflation rate of 6.4 per cent is factored in, the real wage increase will be 4.7 per cent, implying double the growth rate of 2015.
A sizeable part of India Inc. considers ESOPs as a great motivational tool and performance enhancer. While 41 per cent have successfully tested it as a motivational tool, almost 10 per cent confirm its effectiveness as a tool for increasing profitability.
The study forecasts an overall increase of 14.5 per cent in the hiring intent in 2016, as well.
- Smalltown Indians
- Employability Rate
- India Skills Report 2016
- workforce from Tier II & III cities
- workforce from Tier I cities
- Employability score
- Employability factor
- Hiring Intent
- Core sectors
- FMCG Hospitality
- Software and IT
- Confederation of Indian Industry (CII)
- Association of Indian Universities (AIU)
Employers and employees have a different set of beliefs and expectations in the current situation, and this isn’t a healthy trend.
An alarming 31 per cent of new joinees quit their jobs within the first six months —a huge loss of revenue for organisations. How can organisations check this?
Around 38 per cent of participating companies plan to fire managerial-level employees, while there will be only 29 per cent reduction in the workforce in the current quarter. Speed of hiring is expected to go up from 62 to 88 per cent.
New age companies have brought in a change in mindset and forced recruiters to rethink.
Around 29 per cent of the respondents rated the size of the company as the most important factor while joining or switching companies, whereas 27 per cent felt career prospects was the topmost priority.
While hiring volume has remained stagnant, the budget for recruiting solutions has dropped, leading talent acquisition officers to rely on employee referrals and employee retention.
Mid- and senior-level employees at startups are lured by MNCs with better salaries, bigger brand tags and job security.
Increasing workforce participation of older workers is considered to be good for the economy as well as individuals.
Pharma will be biggest gainer with expected average salary hike of 12.1 per cent.
India’s employee health benefit programmes include dependents, which makes them stand apart from other countries’ benefits in the Asia Pacific region
It’s not just about designation and importance within organisations. Indian HR leaders have also showcased their advanced outlook towards critical issues.
India Inc. needs to address the systemic, culturally ingrained issues affecting women’s workplace experiences and career trajectories in order to be fully inclusive.
While teachers from higher education institutes opined that 64 per cent of their students were incompetent for employment , school teachers felt only 48 per cent were unemployable.
Around 39 per cent and 26 per cent of respondents participating in a survey, from consumer and services sectors, respectively, opined that their respective companies was best defined as ‘performance oriented’.
According to a study by Nielsen, commissioned by PNB Metlife Insurance, there is a significant gap in the degree of loyalty towards each other, as perceived by employers and employees.
Out of the total occurrences of discrepancies, a huge chunk of them have occurred in the employment component, followed by the address and education components.
Never in history has the human brain been asked to track so many data points. This overloading of the brain’s circuits is the primary reason that smart people are underperforming at work. We’re simply expecting more of our brains than they have the energy to handle.
A performance management system will be effective only if the senior management derives the goal, aligns the managers with it and subsequently cascades it to the lower levels
According to JobBuzz, 57 per cent employees in metros and 43 per cent in small cities, spend more than an hour commuting to work daily.
India lags behind in terms of opportunities, skills, equality of rights, and access to education and the Internet.
Around 46 per cent of Indian employees demonstrated high level of engagement with their organisations, the survey conveyed. In comparison, at the APAC level, around 35 per cent of employees were found to be fully engaged, whereas globally, it was 34 per cent.
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.
This optimism implies that organisations will have to give in to the bargain or alter their policies, to retain and attract talent.