Harish Navuluru

This is a very important aspect of the growth of our country. Much as we talk about the talent crunch in the HR fraternity as a whole, we fail to recognize the aspect of increasing the number of women employees within our organizations. Have women been able to get a share in the corporate world ?
…continue reading Glass-Ceiling – Some Hard Facts

How many times in our HR career we have interviewed candidates who we feel just fall short of the mark ? Who have the potential to do the job and can be hired, but because of non-job related traits we are constrained to reject their candidature. The aim of this article is to try and focus on some of the things that job-aspirants can and should do to be job-ready.
…continue reading Getting Job-ready

I cannot agree with this Interviewing technique more, as I have been trained in BEI (Behavioural Event Interviewing), have interviewed thousands of candidates and have been a BEI trainer myself. This is a very good approach compared to the traditional interviewing techniques as it draws upon the fact that what you are today is because of events in the past.
…continue reading Behavioral Event Interviewing technique (BEI)

For getting the most out of your performance appraisal, it is very important to keep some of the following points in mind:
1. Understand how PMS works in your organization. Every organization has a different PMS and it makes sense to be on top of the PMS being followed in your organization. How the process flows and WHO makes the decisions, who are the stakeholders, etc.
2. Begin right at the Fiscal beginning. Know the expectations from your role at the beginning of the year. Dont wait till the HR department sends the mailer to fill the appraisal form. If you know what is expected of you, chances are there that you would conform to the expectations.
3. If Goal setting exercise is a mature process in your organization, spend a couple of sleepless nights over it, after all, its YOUR career you are writing about.
4. Identify your strengths at the beginning of the year with respect to the expectations at your level and come up with a personal action plan for yourself to acquire skills needed, if any. After all, don’t we all do an action plan when it comes to clients ? and follow thru ?
5. Sad to say this, but majority of people feel filling PMS forms are a waste of time. Come on, it’s your work that needs to be brought under the limelight and you need to respect it and FIND time to do it properly. A properly done Appraisal form from the employee is half the job done.
6. The next step would be to do a mid yearly evaluation yourself in case your organization doesn’t have a policy of one. It helps to take a step back and introspect.
7. It is necessary to be objective when we do self-evaluation.

I can go on and on with guidelines, but am sure these would tick.

I am sure if some of these guidelines are followed, it would greatly benefit to avoid last-minute-surprises like I-was-expecting-to-be-promoted, oh-no-my-boss-is-bad, I-need-to-change-my-company, etc.

This article has been excerpted from my own contribution to this topic on www.hrlink.in :

http://hrlink.in/topics/get-the-most-out-of-your-performance-appraisal

Let me assure you, there is no such thing as a standard template for preparing a resume.

A resume is a document which helps sell your candidature. At the most, you can take some tips from a lot of tips posted in various forums or you can google for thousands of tips to prepare your resume, about things to do, and things NOT to do while preparing your resume.

In a nutshell, I can tell you, it should be precise, to the point and should cover the following :

1. Personal Information : It should be to a point which is necessary and reflects your candidature. For example, a lot of people mention gardening as their hobby. I fail to understand how that helps the person reading the resume to understand your personality ? Or for that matter, singing, watching tv. I hope you can understand what I mean.
2. Professional Information : Please mention the company name, duration worked, title and the Key Responsible Areas. You might want to highlight your achievements in a nutshell. Try avoiding long sentences. Bullet points helps the resume reader to browse through your resume and still not miss anything.

3. Highlight those professional strengths of yours which would actually benefit the organization. For example, if you are applying for a team lead position, highlight your team mentoring and team management skills. This would give you an edge.
Finally, a resume can never be made from a template. Its your life, like your fingerprints. Please find time to make an original. Just ensure you take care of proper formatting and use consistent fonts, and not more than one color.

I wish you the best in your job quest.

We have to keep the legal aspects in mind. When we make an offer of intent to a candidate, he resigns from his job and gets ready to join us. Making multiple offers just like a candidate does with multiple offers is just not possible for any organization.
…continue reading Can an Organization make multiple offers to compensate for declines/no-shows ?

Exit interviews in most of the organizations are nothing but a mere ritual.

According to me, an exit interview is more important than the preliminary rounds of interviews conducted at the time of recruitment. It is more important because you are talking to you own employee, who has been there, done that, seen all. The perspective that you get from an employee who is leaving, most of the times is unbiased.
…continue reading Importance of Exit Interviews

We all agree that career progression in a well defined hierarchy is the one single motivating factor for an employee to assess his personal growth, directly contributing to his staying back in the job. A well defined hierarchy which allows for a growth path not just in terms of job role but also in terms of all round development of his career, would ensure minimal attrition.
…continue reading How to define Hierarchy ?

Nowadays, as part of providing an ideal recruiting experience to candidates who aspire to apply to an X company, quite a lot of companies are evolving new strategies. I have been part of an organization which had a Recruitment Help Desk. When a candidate walks in without a prior appointment, he/she is directed by the security to drop his resume in a Box which is provided there for this specific task.  
…continue reading Definition of a Human Resources Professional