Can HR managers become the CEO of a company?

A debatable topic, but the end answer remains that YES! An HR can become the CEO of any firm. With an equal number of responsibilities, even more than their other counterparts, the HR can indeed utilise his/her skills and networking abilities with a maximum number of employees to play to their advantage and handle the company like a boss! They do have the right set of people management and leadership skills to be the leader everyone desires and thus can do justice to the responsibility of a CEO. Though HRs have been denied this opportunity for quite a long time, they have always wanted an opportunity to prove their mettle, and things have slowly started changing for the better. Things have finally started looking rosy for the HR professionals, and some companies have their HR professionals as their CEOs.

Why can HR professionals become the CEOs of the organisation?

According to the research carried out by the world-renowned researcher Dave Ulrich, CEOs in the future will have a strong sense of workplace culture and will have excellent people skills. Who other than HRs excel in this domain? Also, according to the research, it has been concluded that the personality type of Chief Human Resource Officers (CHROs) is much more similar to the CEOs than any other CXOs. They also have similar responses in stressful situations and have similar kinds of leadership styles. This has been an obvious result as HRs have been people with excellent soft skills and a great rapport with the workforce.

Apart from excellent communication skills, CEOs also must have a deep understanding of the day-to-day working of the official business. This requires a strategic mindset and complex data analysis skills. Up until recently, these skill sets were considered outside of HR’s purview. But due to changing needs and requirements, HRs too have become adept in strategic planning of the bottom-line workers and thus provide valuable insights in matters concerning the firm. They too have become proficient in these kinds of decision making, and CXOs have recognised the importance of the workforce as the important resource that the firm has.

Why should leading people be a responsibility and not a reward?

Leading people is a responsibility that requires training and should not be considered a reward to be cherished. It should be considered as the responsibility to be fulfilled. The training must include the most important part of any firm – its people and who other than HRs can manage the reins of the workforce? Any CEO who values its workforce can avoid problems like poor execution due to less engaged people, troubling employee behaviour and loss of company’s clients. Thus, HRs becoming CEOs can enhance returns to the firm by making people feel more included.

Why are HRs the best choice for CEO during this growing trend of Mergers and Acquisitions?

In this ever-growing trend of Mergers and Acquisitions, working with people of different ideologies towards the same goal is a herculean task. In these challenging situations, CEOs need to make sure that there is a correct fit between the workforce coming together from different organisations, have the same goals, work in harmony and thus increase returns to the firm. So, HRs as CEOs here, can gauge the situation at the deepest level and make sure a smooth transition takes place and no employee fatigue sets in.

Who is responsible for converting the firm to an agile organisation?

In today’s overly competitive world, faster decision-making abilities combined with the use of cutting-edge technology is the solution to always be on top. Making the firm agile, by rendering more people responsible for taking decisions on their own and failing and learning from their mistakes, thus giving people the autonomy to behave promotes innovation in any firm. Thus, creating such kind of a safe psychological environment for the workforce helps in making the firm agile faster, and HRs who are adept in dealing with people and work environment will make a great CEO.

What is the key trait that any CEO must harbour?

The answer to this question is “CONFIDENCE”. Confidence is the key that will help any CEO to ace the game and thus outshine on a macro level. Other CXOs might have varying levels of confidence as they mostly work with people of their domain, but HRs have a great command over it. Working closely with the entire workforce, dealing with their issues, they have the talent and the confidence to get work done and thus motivate people positively.

How important is building trust both internally and externally within a firm?

HRs as CEOs will do a great job in building trust both internally and externally within the firm. Research proves that most of the employees have no trust in their leaders, and thus they tend to leave the firm in the long run. So, they need to have a person who networks efficiently with all the employees in the organisation and HR’s job description has this skill in bold! Thus, they have a great potential for being the CEO of the firm.

Try something new, Be Unique!

Historically, CEOs have been their organisation’s financial expert or the marketing lord, but what if firms do things differently for once? CEOs are not only the people who have a clear understanding of the processes and financial expertise but those who can work for the people and with the people to help the firm in achieving its goals.  

As already discussed above, there are many advantages of making HR the CEO of a firm. HR is the person who knows the firm inside out, has a great rapport with people, is adept at making strategic decisions as and when the time arises and thus creates a happy workplace for the employees. Choosing a leader who can work with the team and for the team will help the firm to achieve its goals smoothly. Bringing in a fresh perspective from the internal organisation’s viewpoint, HR can bring new ideas and thus remove the stagnancy built over the years. So, what do you think? Can HRs become the CEO of a company?

Why use recruitment agencies?

In this overly competitive world, where every day is a race against time, finding a job has become a whole lot tougher. Having the right kind of guidance and support during job search can be beneficial, and it also guides the candidate to go in the right direction. Employers use recruitment agencies to help them in hiring a potential candidate for any specific job opening. So, being in touch with recruitment agencies can help the candidate and the firm connect and understand each other’s needs and requirements and be beneficial for both of them.

What is a recruitment agency?

So, let us start with understanding what exactly a recruitment agency is? Do not confuse between a recruitment agency and an employment agency! This is a common mistake done by many potential job seekers. Though they are almost the same thing, recruitment agencies serve the employers while employment agencies help the job seekers. Firms generally hire recruitment agencies to help them identify the potential candidates for a job vacancy and thus ensure that there is a perfect fit between the candidate, the job role and the firm. They directly work in the interest of the companies to offer the best candidates for their job openings.

A recruitment agency will always be on the lookout for suitable candidates. Their main line of work after getting an intimation from the company that it is looking for a candidate includes optimizing the CVs of all the candidates enrolled with them and then shortlisting the best CVs according to the role. After shortlisting the candidates, they provide a comprehensive guide on how to prepare for the process and thus ace it. The primary role of recruitment agencies is to make the entire hiring process a streamlined one and thus providing the perfect candidate to the firm for an opening.

What are some of the different kinds of job positions that can be filled by recruitment agencies?

There are different kinds of job positions that a company might open, and so different kinds of candidates are required for those kinds of roles. So, some of the major types of jobs that a recruitment agency can help fill are:

  • Temporary: Here, the project has a specific starting date, and end date and the candidate is hired only for a specific assignment and not as a permanent hire. Some job roles that fall in temporary hire are labour workers in warehouses, manufacturing plants etc.
  • Temp to hire: Here, the candidates are generally hired by the firm as a temporary hire, but after the employer gauges the abilities of the employee, they can make the employee permanent. The most common type of job position filled by the recruitment agencies which includes the work of a sales representative, delivery persons, operators etc.
  • Direct Hire: Here, the recruitment agencies act as the recruiter for the firm and hire permanent, full-time employees for the organization, thereby saving the firm’s cost and labour. Any job roles of the permanent kind are included in this category.

How do recruitment agencies work?

Hiring any candidate is a tiresome job that includes a huge amount of hard work and labour, and market scouting. Recruitment agencies exist to ease this load off the firms. There may exist many specialized recruitment agencies, but their core working process remains the same.

  1. The first and foremost step includes getting an intimation from various firms that they have a job opening and are looking to hire from outside to fill up that position.
  2. The first and foremost step includes getting an intimation from various firms that they have a job opening and are looking to hire from outside to fill up that position.
  3. The first and foremost step includes getting an intimation from various firms that they have a job opening and are looking to hire from outside to fill up that position.
  4. The first and foremost step includes getting an intimation from various firms that they have a job opening and are looking to hire from outside to fill up that position.
  5. The first and foremost step includes getting an intimation from various firms that they have a job opening and are looking to hire from outside to fill up that position.
  6. The first and foremost step includes getting an intimation from various firms that they have a job opening and are looking to hire from outside to fill up that position.
  7. The first and foremost step includes getting an intimation from various firms that they have a job opening and are looking to hire from outside to fill up that position.

Why should employers use a recruitment agency for their hiring process?

A recruitment agency provides lots of benefits to the employer as well as the employee. So, some of its benefits are:

  • Top-quality candidates: Hiring candidates through recruitment agencies will always give access to high-quality candidates as they are highly scrutinized, interviewed and polished by the recruitment agencies before they are sent to the companies for hiring. The candidates are also the right fit for the role, so the process of hiring also becomes easier.
  • Client-focused approach: Many recruitment agencies have a policy that if the firm hires no candidate, then they charge no money from the employer. So, they focus on doing their job to the best of their abilities to provide the firm with the kind of candidate that they are looking for.
  • Universal reach: Not all job seekers are enrolled within any recruitment agencies. So, connecting with those candidates, optimizing their CVs and gauging their abilities is something that recruitment agencies are good at, and thus they have a universal reach for all the clients.
  • Market knowledge: Being in this field day in and day out makes the recruitment agencies quite adept with all the current market trends and demands! So, they can provide insights and knowledge regarding the particular sector to both the employers and employees.
  • Speedy hiring:  A recruitment agency with its database of potential candidates and their network speed up the recruitment process. They serve as the middleman between the company and the candidate and thus reduce the time required for the hiring process.
  • Specialist recruitment knowledge: Many firms specialize in hiring candidates for a particular job role or sector. Thus, these agencies can help provide knowledge regarding the recruitment process to the company that they may lack.
  • Best at their jobs: The best reason to hire a recruitment agency is that they are best at their jobs and this is what they do! They fill the gap between the people looking for a good hire and the people wanting a job. So, it is best to leave the job to someone who knows what they are doing.

Recruitment agencies have huge benefits. They close the gap between the job seekers and the companies, thereby aiding them both. Connecting with the recruitment agencies can help reduce efforts, time and can reap great outcomes. So, yes, recruitment agencies do work, and they work better than the hiring process carried out by the firms themselves. So, if you are a firm on the lookout for a new hire or a job seeker on the job hunt, connect with a recruitment agency today!

Generalist vs Specialist; whom to choose?

An age-long debate as to which is better? A specialist -who is the master of a particular field or a generalist who is the jack of all trades but master of none! Though each has its advantages and disadvantages and can be pitted against one another, choosing one also depends on job role and requirement. Hiring the right talent is of utmost importance for a company so that they can not only address the tasks provided to them but can also overcome challenges and perform better. So, which profile is better in today’s competitive, dynamic and interconnected world? Let us have a look.

What is a generalist?

A generalist has a broad range of skill sets and is not confined to the walls of some specific knowledge. They can analyse things from a broader perspective and can look at things from various angles that a specialist cannot do. Generalist is someone who has a little knowledge about all the domains and might help you provide a balanced opinion on the issue at hand. Generalists can multitask and also work cross-functional.

What are the pros and cons of a generalist?

A generalist also has many pros and cons attributed to it. From having little idea in all domains to having no in-depth knowledge about any particular thing, a generalist harbours all these qualities.

So, some of the strengths of a generalist are:

  • Multitasker: Having a wide range of skills, a generalist can quickly put them to use and work on multiple things simultaneously. Navigating through a list of different tasks efficiently is a generalist’s forte, and this skill comes in handy in sticky situations.
  • An easy set of transferable skills: Since generalists do not have subject matter expertise on any one subject, their skills can be easily transferred to different domains and can work on diverse projects very quickly. This is the reason they are very well suited for leadership roles.
  • Navigate through uncertain situations: With the skill to face varied challenges at different times, a generalist remains calm in the face of uncertainty and can deliver efficient results when faced with one. Thus, they remain productive and can motivate other employees to follow suit.
  • Solve a broad range of issues and offers flexibility: The ability to work with different domains as and when required makes a generalist flexible. Knowing all the domains gives them the ability to solve a vast range of issues.
  • Provide alternate solutions: In a client-facing role, they can easily modify solutions based on the client’s needs and demands and provide solutions from different perspectives.

Some of the weaknesses of a generalist are:

  • Which is the key skill: Since generalists have so much knowledge to dabble with, they often lack having a key area of expertise. When the company isn’t sure about a generalist’s key potential, it becomes tricky to promote them to leadership roles.
  • Short-term skillset: Not having in-depth knowledge about any particular domain, no need arises for them to remain updated with the current trends. Thus, they possess a short term skill set that often becomes outdated.
  • Longer training times: They are easily flexible, but if a project requires them to have detailed knowledge regarding a particular domain, they take longer training sessions to deliver the detailed kind of work required.
  • Risk of losing a job: Hiring a short-term specialist rather than keeping a generalist for a more extended period seems like a viable idea from the firm’s point of view. Thus, generalists suffer from the risk of losing their jobs.

What is a specialist?

On the flip side of the coin lies the specialists. As the name suggests, they are the subject matter experts in their chosen fields. Having in-depth knowledge in a particular area is a specialist’s forte and with the trend increasing towards companies becoming more specialists, hiring a specialist seems like a better deal. In simple words, a specialist is a person who hones a particular skill and is superb at it. They focus all their energy on developing that special skill and be updated with the trends and happenings in that specific domain.

What are the pros and cons of a specialist?

Becoming the subject matter expert also comes with its own sets of advantages and disadvantages.

So, some of the pros to being a specialist are:

  • Expertise in a particular domain: Specialists may not have a range of skill set, but they specialise in one set, and they are the best at it. They are much better equipped to provide a sound solution for any issue in their area of expertise and easily handle challenges thrown at them.
  • Streamline work processes: Along with the knowledge, specialists also have a huge amount of experience of doing the same work again and again, and thus they tend to make lesser mistakes, work more efficiently and streamline their entire work process.
  • Higher salary and more dependency: Since specialist’s roles are clearly defined, firms generally have a smaller number of specialists on board, and thus they tend to charge more for the kind of work they provide, and thus the entire firm depends on them to perform all those specialised work in their particular field.
  • Solves high-level issues: Generalists can only solve small problems of every domain, but to provide a solution for some high-level issues, it’s a specialist’s job. They are much better at providing such solutions based on their expertise.

Specialists are also prone to cons. They are:

  • Limited abilities: If any other work apart from their skill set is provided to them, it can be a huge challenge. They are generally hired for a particular set of tasks, and anything other than that can be a burden to them and the company.
  • Not suited for multitasking: Asking a specialist to move in between projects simultaneously, which does not fall under his/her area of expertise is a big NO. Thus, they lack a very important quality of multitasking and thus cross-domain functioning.
  • Not easily adaptive to changing situations: Being set in their ways of working and approaching problems, a specialist often finds it difficult to adapt to changes. So, this is a drawback of working with specialists.
  • Risk of non-cordial relationships with the workforce: Specialists are generally unable to answer questions outside their purview of knowledge, which can irritate their co-workers. They may come off as having very limited knowledge and not being able to get much on the table.

So, whom to choose?

No firm can thrive only with a workforce of either generalists or specialists. The correct answer to this question is an optimum mix of both in the workforce, which will help to facilitate a diverse range of tasks. Choosing one and rejecting the other is highly dependent on the task at hand and the kind of skills required to get the work done. Seeing today’s competitive world, a hybrid model must be followed where people who are inclined to be both must be hired and given a chance as these people will have knowledge regarding many domains and can provide the expertise of a specialist too.

What is global mobility? Everything to know about global mobility.

“Global mobility”, as the word suggests, means the movement of employees of any firm anywhere around the world, physically. Current times are the time of globalization. Whether big or small, all companies are expanding in all directions so that they can also test international waters and reap its benefits. When the world is becoming more and more connected with each passing day, global mobility is not just a strategy but also a way of survival and thriving for companies. It has its advantages, challenges and benefits, as it has now become a way of living for firms.

What is global mobility?

Global mobility is the ability of any firm’s workforce to work easily while going from one country to another and delivering and thereby succeeding in professional and personal lives. A fairly recent strategy, which all the companies have not completely adopted, but if successfully implemented, can open doors for unlimited opportunities for the firms. For companies to have a global workforce, they can have employees who live permanently in another country, frequently travel to different companies or have short-term and long-term contracts with companies. Asking an employee to move to an international location for a project also comes under global mobility. Moving an employee to a foreign location is a big challenge, but companies have to ensure that the process is smooth flow.

What are some of the factors that the company needs to consider for the preparation of its global mobility strategy?

Shifting employees to a foreign jurisdiction is never an easy task, so there are certain critical factors that the company must look into before venturing into a global mobility strategy. They are:

  • Immigration details that include work permits, visas, residence permits and many more
  • International HR can help the employees with processes like onboarding, grievances, appraisals, everyday issues
  • Relocation matters, which include residence and schooling options for the employee’s kids
  • Income tax laws and social security obligations both of the home location and host location, which is of utmost importance
  • Employment laws of the host country, which includes contracts, projects, assignment letters
  • Payroll matters like payment structure, the currency of payment, tax structure, location of payroll and many more
  • Benefits and pension communication between the company and the employee
  • Teaching about the culture of the host country so that the employee becomes familiar with the local business practices

What are the advantages of a global mobility strategy for your firm?

Since global mobility is a strategy that is widely adopted by many firms in current times, it surely has a lot of advantages. Some of them are:

  • Employee development: By opening the doors of the firm for employees to foreign lands, the firm provides an opportunity to the employees to enhance their skills and experience working in foreign lands, which proves beneficial both for the company and the employee.
  • Increased employee engagement and productivity: With most employees feeling that a chance to move abroad is a reward provided to them for their hard work, global mobility increases employee engagement in the company’s matter which directly increases their productivity.
  • Enhanced employee retention: Global mobility is seen to directly correlate with the employee retention rates of a firm. As global mobility is an investment that a firm does on its employee, the employee feels that the management is looking into the internal talent pool to fill up the key positions. Thus they see a bright future in the firm.
  • Speedy entry into new markets: In today’s competitive landscape, entering into new markets before competition makes a foothold there. The gathering of data and exploiting new opportunities as soon as they arise are critical factors for survival, and global mobility helps in just that.
  • Cost-cutting: Proper planning of the global mobility strategy can help the firm save a huge amount of costs from saving on tax compliances worldwide to relocation savings.
  • Global talent management: A global mobility strategy helps the firm provide proper exposure to top talents to help them develop their skills to serve the company long-term.
  • Valuable data exchange: Obtaining correct data from various sources, analyzing them and then using it to the best of the company’s abilities is one of the most important benefits of a global mobility program.

What are some of the challenges that a firm faces while effectively managing a global mobility strategy?

Although a global mobility strategy is important, it comes with its own set of challenges too. Some of these are:

  • Expectation mismatch: Most employees expect to move to high-end countries and expect a lavish lifestyle once they shift there, but none is willing to move to small cities. So, there is a mismatch between the company’s needs and the employee’s expectations.
  • Leave management: With employees all over the world, providing leaves according to local holidays and regulations is a tiresome job. This causes mismanagement, and consistency is required to make every employee at ease.
  • Flexibility vs work done: Owing to foreign regulations and conditions, mobile workers need flexibility but beware, this flexibility must not ruin their zeal to work and increase the cost of expatriation to the company.
  • Diversity: Having a diverse background may not be a good sign everywhere. Not every place is tolerant of people of all kinds of ethnicity, gender, nationality and sexuality. So, this can be a challenge in having a mobile workforce.
  • Bureaucracy: Dealing with all the paperwork, privacy laws, security issues, cost overruns and many more.

How can a firm effectively manage global mobility?

Global mobility can be a pain for companies, so some of the ways which can ensure an effective mobility strategy are:

  • Strategic choice of employees: Selecting the employee who has assumed leadership roles in the past, the experience and professional maturity of the employee should be the criteria to choose people for mobility programs.
  • Clear communication: For a mobility strategy to work, there must be clear communication between the employee and the HR handling the entire process so that they both are on the same page and thus least amount of fall out occurs.
  • Flexibility: To make the most out of the international stint of the mobile employee, the company must remain flexible and adapt to certain needs of the employee.
  • Streamlining the entire process: A clear plan detailing the important tasks to be done when an employee goes abroad can help save a lot of money and must be planned.

Global mobility is difficult, but it is the need of the hour if the company wants to be on top of its game. Having huge benefits, the mobile workforce is the call of the future, and thus good planning must be done to incorporate it into the firm’s strategy.

How can HR managers negotiate salary?

Salary, Remuneration, Compensation, etc. is the only thing that brings a huge smile on the face after a month-long of hard toil. Deciding upon an appropriate salary is an art of negotiation between the employer and the employee that has to be done tactfully from both sides. Salary negotiation is the most awaited phase of the employment process and it generally arises in 2 important stages. One during the hiring stint, which decides the first salary structure of the new joinee and the next comes at intervals many times during the employee’s appraisal stage when the salary needs to be revised and accommodations need to be done to pay the employee based on his/her hard work. There are certain tips that HR needs to keep in mind while going through a salary negotiation process.

What is salary negotiation?

A job offer comes with a predefined salary package. Not everyone might be satisfied with the kind of pay offered to them. So, talking with the recruiting partner (generally the HR), to adjust the salary offered based on their skill set, capabilities, needs and expectations are called salary negotiation. The window for salary negotiation is between the time the job is offered to the time the candidate accepts the job and after a successful salary negotiation, which is a process where none of the negotiators should feel that they are devalued, the firm feels excited to welcome the candidate to their family.

What are some of the strategies that HRs can use to successfully negotiate salary during the hiring process?

The most critical negotiation step comes during the hiring process when the candidate is a new joinee and is just about to join the firm. The HR must have a carefully worded negotiation process which must include the following strategies to have a successful negotiation:

  • Have salary ranges for different job roles: A firm comprises different jobs which are of different importance and criticality. So, having salary ranges according to the job levels which is verified according to the industry standards and publishing it beforehand, will provide a lower band and a ceiling for the joinee to negotiate salary.
  • Be clear with the candidate from the beginning: The best way to successfully handle a salary negotiation is by being clear from the start and do that the first question that the HR should ask is what is that the candidate desires in a compensation package and then the HR can use this to successfully culminate a negotiation.
  • Additional monetary benefits: Try to create a compelling offer by adding additional components as joining bonus, performance pay, stock-based compensation. Adding these to the salary structure leaves less space for negotiation by the employee.
  • Understand the person’s needs and add non-monetary benefits: Not every candidate might run after huge salary figures. Having a fair idea about the compensation structure that the candidate has in mind and thus creating a structure that includes health insurance, travel benefits and many more, is a suitable strategy to negotiate salary in terms of both monetary and non-monetary benefits.

What are some of the salary negotiation considerations that the HRs should keep in mind during hiring?

Some of the considerations that the HRs must keep in mind are:

  • What is the job level that is being offered to the applicant?
  • Economic conditions affecting the industry
  • Economic conditions affecting the job market
  • Salary levels as compared to market average
  • Skillset offered by the applicant
  • Importance of the role offered
  • Scarcity of the skills offered by the applicant
  • Appraisal and promotion practices in your company

How can HR negotiate salary during the appraisal process?

The appraisal is that time of the year where employees wait a year long to have a conversation with HR about their work and how the company plans on rewarding them in return for their hard work. It also includes feedback to the employees on how they can improve and thus provide maximum returns to the company. So, during this process, many employees expect that they might be receiving salary hikes and thus round 2 of the negotiation process begins. These are some ways how the HR can deal with this:

  • Have a discussion: Discuss the situation at hand, try to reach a solution calmly rather than turning it into an argument.
  • Provide an appraised structure based on research: Taking into consideration the employee’s performance and the prevalent market standards, provide an appraised salary structure.
  • Pay may be slightly higher for retaining employees: A tactic to retain top performers is by paying them slightly higher than the market average which in turn will be advantageous for the firm in the long run.
  • Provide additional perks rather than monetary ones: Providing certain extra benefits like increased leaves and others may help in concluding the salary negotiation process.

What are some of the salary negotiation considerations that the HRs should keep in mind during the appraisal process?

Some of the considerations to be kept in mind during the appraisal process are:

  • How well is the candidate paid before the appraisal
  • Considerations of other factors like cost of living of the place
  • Company’s budget for a pay rise
  • Prevalent rate of inflation
  • Company’s previous trends of salary appraisals
  • Company’s performance in the previous fiscal year
  • How many extra responsibilities to be transferred to the employee
  • The employee’s performance in the past year and how much of a valuable asset he/she is to the firm

What are some of the tips that HR must have in mind before going for a salary negotiation process?

Salary negotiation can be a daunting task both for the employer and the employee. Making it a fair process so that both sides feel that they reached a common conclusion is a must. So, some of the tips for HR to follow before going for salary negotiation are:

  • A mutual decision has to be reached; it is not about winning.
  • Have correct information regarding the previous salary structure received by the applicant in his/her previous firm.
  • Have defined ranges, only between which salary negotiations can take place.
  • Apart from the monetary part of the compensation structure, there are limits on the non-monetary aspects too.
  • Do not go overboard, even to accommodate a skilled candidate.
  • If the salary is non-negotiable, make it clear to the candidate while making the job offer.

There is a huge responsibility on the shoulders of HR while undergoing the negotiation process. The entire future of the firm along with the cost structure of the firm can change if HR makes one wrong decision. So, a lot is at stake for the firm. So, a calm and sensible salary negotiation will ensure that the company does not lose a valuable, superior candidate.

The need for sexual harassment policy in the workplace

Employees would like to feel safe in the environment they spend their maximum time in. Making a safe workplace is of the topmost agendas of all the firms, and this topic is treated with utmost sincerity. Unfortunately, workplace harassment is very common, and identifying it and eliminating it from its root cause is of utmost importance. Sexual harassment is the worst form of harassment. Though all people are susceptible to it, there are many cases where women have suffered from the ugly side of it. So, prevention of sexual harassment is the number one task in any workplace, and if not prevented or taken care of even after addressing, it can worsen and lead to something even more ugly. So, a strict sexual harassment policy must be in place, with training to the employees on preventing these kinds of acts on the premises. 

What is sexual harassment?

The cases of sexual harassment are increasing, and the people suffering from this undergo a life-long trauma. So, organizations must have strict sexual harassment policies in check and spare no one if that person comes on the radar. Any kind of discriminatory activity that attracts unwelcome intentions of sexual nature towards any person is called sexual harassment. It has a very wide base and includes all activities ranging from small like a sly remark or an inappropriate way of calling to huge sexual assault or sexual abuses. There is no gender bar for being the victim or the perpetrator in a sexual harassment case.

What can all be considered as an act of sexual harassment?

  • Discriminatory comments or vulgar jokes, which forms a cheap source of entertainment but can be considered sexual harassment
  • Eve teasing, invading someone’s privacy, uncomfortable invitations of meetups outside official premises
  • Creating an environment such that the co-worker feels uncomfortable working in the workplace
  • Sexual advances, asking for sexual favors, in return for employment, promotion, or any benefits
  • Any gesture by any employee which is laden with sexual hints
  • Staring, passing lewd comments, unwanted touching
  • Demand for sexual favors
  • Verbal, non-verbal, physical conduct of sexual nature
  • Showing pornography

What is the need for sexual harassment policies?

According to a survey, more than one-third of women have claimed to have undergone sexual harassment in workplaces. The devil is rearing up its ugly head in an increasing manner, and something or the other needs to be done to prevent it. So, every organization must have sexual harassment policies to discourage such behavior and protect its victim and its firm if something really bad happens.

A strict anti-harassment policy will act as a good deterrent and make employees aware of the policies by which the firm is guided and will also make it very clear to them what kind of behavior is strictly not acceptable in the workplace. It also lays out strict punishment that the perpetrator will have to undergo in case of complaints. A well-written procedure of what to do if such cases arise gives the victim a clear-cut path to follow. A written document also serves as a liability for the firm to protect the organization if discrimination lawsuit occurs.

What should a sexual harassment policy contain?

A sexual harassment policy of any firm must be crystal clear with instructions and what all needs to be done if a situation arises. Some of the important must include things are:

  • NO tolerance: The first thing that any firm’s sexual harassment policy must include is that the firm has ZERO Tolerance for sexual harassment activities and that strict actions will be taken against it.
  • Examples: Examples of what comes under sexual harassment will give a clearer picture to the employees
  • Definition: A must-have in all the policies, what exactly is sexual harassment
  • Reporting is a must:  In case of occurrence of such event, reporting to the concerned officials is a must so that further steps can be taken and investigation carried out
  • Protection from vengeful acts: The victim needs to have the assurance that if they come forward and complained, and then if they suffer any vengeful acts from the preparator, the organization has its backs
  • Procedure for filing complaints: A detailed step-by-step process of how the victim should reach out to the concerned authorities and how the investigation process will pan out
  • Confidentiality: Maintenance of strict confidentiality of victims as and where possible should be guaranteed
  • Training: A active program, where all the employees are trained against sexual harassment activities and what steps need to be taken in case of occurrence

What are the advantages of sexual harassment policies in a firm?

A must-have for all the firms, some of the advantages of a strong sexual harassment policy are:

  • Creates awareness and educates the employees of what is acceptable and unacceptable behavior in a workplace and thus make people more aware of their surroundings and actions
  • Helps to better the workplace culture that is offered to the employees, where employees have the confidence that they can work ethically and no malpractice will take place, thus making them feel safe
  • Sends a strong message from the top-level positions that sexual harassment is something against which the entire organization stands together and strict repercussions are in place for the offender
  • Continuous training sessions provide a sense of team among the employees
  • Also provides training to the bystanders as to what can be done to stop the harassment in case if it happens in front of them
  • Encourages reporting, as most of the cases go unreported just because the victim was embarrassed, it encourages the people to come forward and help catch the offender so that the horrible act is not repeated again

What are the steps that must be taken to prevent sexual harassment cases at the workplace?

Some of the steps that can be taken to prevent sexual harassment at the workplace are:

  • In the case of victims, be clear and make the offender know that this kind of behavior is unwelcome
  • Deal with the situation upfront and raise your voice and make the matter known
  • Demand that the harassment must stop at once with a firm tone and professional body language
  • Discuss it with a friend or with someone that you can trust
  • Report the sexual harassment act to HR or the concerned authorities

What to do as an employer in case of sexual harassment occurs in the workplace?

As the concerned authority, if it is brought to your notice that someone suffers from sexual harassment in your workplace, then some of the steps that can be taken are:

  • Notify all the concerned authorities and the HR team

Treat the victim with respect and hear the person out carefully, be empathetic

  • Investigate at the earliest
  • Take the required actions that need to be taken during and after the investigation as mentioned in the policies
  • Include government agencies if need be
  • Find out ways in which the matter can be resolved
  • Document the entire investigation
  • Deal with the offender as described in the policy
  • Devise a media plan if the matter takes a huge turn

Sexual harassment is a growing offense in every workplace. Prevention of this is a daunting task that every organization faces. Women have to face the ugly brunt of this in maximum cases. Steps need to be taken to make the workplace a safer and more welcoming environment for the employees. Strict policies are in place. Still, it is a long road ahead, which can only be met if everyone works together.

Importance of hiring a global workforce.

Every company operates intending to grow into something huge one day. Thus, expansion of the workforce is the direct result of it. Inclusion of diversity has become the fundamental goals of almost all firms, and they tend to work towards it diligently. Global expansion is the solution but implementing it has its hurdles. Having a global workforce is beneficial in many aspects, but it requires an HR strategy that must be suited globally which includes immigration policies, why people used to migrate to different cities, global mobility rules, managing worldwide talent and how to make an inclusive strategy. In this competitive world, every company requires a talented workforce to help them achieve their long-term goal. Winning this global talent war is an additional task that the company needs to do to retain the top talent and build a strong workforce.

What is a global workforce?

Hiring a global workforce or global talent is the need of the hour. Hiring people from all around the world is called a global workforce. Hiring people internationally increases the possibility of attracting and retaining the best quality talent from around the globe and thus increases the company’s shot at maintaining diversity. Shortage of skills in specific areas can also turn you to hire globally where there are plenty of skills available.

What is the need for a global workforce?

Having a global workforce, expanding internationally comes with many benefits. Let’s take a look at them:

  • The most important benefit is that it helps strengthen the diversity factor in firms and thus opens doors for alternate ways of thinking.
  • New hires from different parts of the world bring in expertise and learnings of different locations and thus provide valuable insights regarding operations in different parts of the world.
  • Global hires provide a new way to enter potential new markets and thus take on the first-mover advantage.
  • Helps to understand the local customs and business practices that aid in capturing the market.
  • Helps in diversifying the company’s markets into untapped areas, thereby securing revenue stability in case anyone particular sector experiences some downturn.
  • It also helps the company increase its brand value, thereby having the prestige of calling itself an international company. Thus, it helps in improving the reputation of the company.

What is global mobility?

In earlier times, people used to migrate from rural areas to urban areas in need of work. As the rural areas lacked opportunities and exposure, people from all age groups used to move to urban areas in search of jobs so that they could help their families better. Industrialization in the early 19th century opened up gates with varied job opportunities and in need of a massive amount of workforce. Many people used to toggle between rural and urban landscapes to support their families as well as fulfil the needs of their job roles. In today’s times, people shifting from their country of residence to other countries for work requirements is called global mobility.  

In today’s scenario, companies need to send their talents to different parts of the world to look over their business. Workforces cannot just work from the confinements of their own country. They need to have global exposure to understand the different aspects of their work and thus learn and grow. This is called global mobility. Handling international expatriates is a mighty task, and clear HR strategies must be in place to help them smoothly through the process. Preparing the workforce for a mobile future is a demanding task that every company needs to fulfil by preparing policies, having a clear strategy and having immigration policies in place.

What is workplace immigration?

Hiring a global workforce implies that talents don’t have borders. To hire international talent, employers must have an electronic, national and an integrated employee eligibility verification system. People working in different countries other than their country of nationality are called immigrants, and the process of going from one country to another for work is called workplace immigration. HRs must keep a documented record for employee’s immigration, and HR acts as the facilitator too.

No individual who is not legally permitted to work in the U.S. can take any job there. Employment and immigration rules in the U.S. are too strict, and thus companies have to be vigilant in hiring U.S. candidates for work or for sending their workforce to the U.S. Immigrant workers are provided with several protections as illegal discrimination against immigrants is on a rampant rise in today’s world. So, they need to be protected under the law.  

What are certain things that employers must know about workplace immigration?

There are specific facts that employers must know to help them formulate good global workforce strategy and immigration laws. Some of these are:

  • The most commonly used employee-based immigration visa is the H-1B – The H-1B visa is the work permit that allows all foreign people to go to the U.S. and thus have employment with American companies. The foreign national should work in speciality fields where a U.S. based worker is not to be found. The visa is sponsored by the employer and is valid for 3 years, which can be extended.
  • Applying for visas are costly – Applying for visas are expensive and are generally borne by the company. That is the reason hiring a global worker is a matter of long-term strategy for the firm. Careful consideration and planning must be in place before hiring international people as it is a costly affair. One wrong decision and the company can lose millions.
  • The government puts a cap on the number of approved H-1B visas per year- The Government approves only 65000 H-1B visas every year. Due to the ongoing war for talent acquisition, the government receives much more H-1B visas than it can approve, and thus the visas are distributed by lottery systems.  
  • In times of a good economy, the U.S. has more job openings than the unemployed people there – the U.S. has a vast labour force, but it is not more than the number of openings in the U.S. So, hiring globally can help bridge this demand-supply gap.
  • The workplace immigration process is time-consuming – Lengthy timings, the complexity of visa paperwork and the uncertainty of visa approval are some of the challenges in hiring a global workforce. Most of the HRs find this to be too lengthy but also worth their efforts.

The global workforce is the need of every firm to help their organization in reaching the pinnacles of success that they have aimed for. A strategic decision by choice is also a fruitful one. Hiring and retaining the correct talent is the aim of all organizations and is the need of the hour to stay ahead in the competition.

How can HR network with other HR?

 Corporate and networking go hand in hand. One cannot go without the other. The more one networks, the bigger is that person’s corporate circle is. And you know who is called the people’s person in the corporate world? Oh, Yes! You guessed it correctly. It is the HR! The person who works acts as the bridge between you and management, the person who is always there to listen to your woes, the person who takes care of any employee-related issue, that person is at the apostle of networking and must use their skills to network with other HRs of different companies too.

What is the importance of networking for HRs?

Getting involved in networking with other HRs is a great way to keep up with recent trends, new opportunities, share and learn best practices with your fellow HR members. Networking into your HR fraternity can help tap into some specialized skill set, gather market data, plan for new strategic alliances for the organization and also help to pursue new business leads. HR networking is an important weapon under the skill set of HRs, and its importance can be measured by the following factors:

  • Network with people who will help you to fulfil your purpose, whatever the purpose may be, which is a long-term strategy in the sense that they become your allies for a longer period and can help you later too
  • Evolving with times is the need of the hour, so making strong connections digitally is equally important as making connections in person
  • It helps in the scouting of potential clients as well as employees for the organization who can be hired as soon as an opportunity turns up
  • It also helps in maximizing the firm’s potential
  • A good network helps in building the firm’s reputation and also gather advocates for the organization’s credibility  

What are some of the ways HRs can use to network?

Branching out to people is always a good idea, which is the basis of networking every

HR must follow. Some of the ways HR can use to network with each other are:

  • Participate in #Twitter chats

Twitter has become a top-rated tool where all HR professionals from around the world gather and share their experiences and thoughts. This widespread practice has also given rise to Twitter chats and hashtags like #HRhour. This includes some questions based on new topics each week, and people can use their platform to share insights and gain knowledge. Joining these groups and participating so that people notice you are a great way of increasing the network.

  • Become a part of various LinkedIn groups

As everyone knows, LinkedIn is the largest networking website in today’s world. Millions of people use LinkedIn every day to expand their contact list and use it to get to know more people. Similarly, HRs can also become part of various HYR groups that are there on LinkedIn and can use it to interact and understand other people of their fraternity. Here, people can chat one-on-one, communicate in groups, share their ideas, have healthy debates and can keep up-to-date with new happenings in the HR world.

  • Visiting various HR Conferences

What better way than meeting fellow HR professionals in a conference which is organized just for HR people? It is like an ocean that needs to be explored to satisfy the hunger of networking with fellow mates. There are many specially organized conferences, especially for this purpose. For an extroverted HR, this is the kind of place that he/she will love and will love to exercise the opportunity of meeting so many new people all under one roof! Not only for mingling, but these conferences are also generally organized to make all the top-level HRs aware of the recent developments in the HR universe and how they can be exploited to bring accolades to their firms. Some of the well-known conferences that are organized every year are HR Summit and Expo, Dubai, FAHR conference, Dubai, ATD Conference and Exhibition, Dubai and many more.

  • Become part of other HR dedicated events

There are many small events organized for a smaller group of HR people where networking can be a bit easier. Events like workshops that are focused on a specific topic lasting only for a few hours may help provide a cosy environment for striking up conversations and socializing with your fellow mates. The perfect location to build up your network where some part of the day is used up for the event and the other half for forming new connections.

  • Networking through professional courses

There are many courses that HR needs to equip themselves with to face the daily changes. So, while doing the study, healthy discussions, group tasks, query resolving are great ways of forming bonds and getting to know fellow HR individuals. Bonds generally formed outside the corporate structure tend to have a familial touch to it and thus tend to last longer. So, a great place to start the networking game.

Networking is the bread and butter of corporate life. Acing this skill will help you go a long way and will help in making your corporate journey a smooth ride. Everyone must hone this skill. HRs must take this very seriously as some future decisions of the firm might also rely on this networking skill. So, what other ways can you think of that HRs can use to broaden their network?

Work from Home: Pros, Cons, and Policies

As the name suggests, doing all the work done from the cubicle/cabin of your office, from the comfort of your home, is called work from home. Before the pandemic hit our lives in 2020, this was a needed 1-day break taken by the employees to cool off the steam of everyday workplace hustle. But today, this has become a mandate for keeping up with the virus and still getting the work done. Working remotely, the necessary evil has its pros and cons, where the world has adapted with changing needs to set and track the goals every day and thus motivate the workforce to deliver with equal zeal from their haven, i.e., their home.

What is work from home?

Work from home or its more popular acronym WFH means working remotely, from your own space, from your HOME. Creating your workstation at your home, with no stress of commuting to work daily, waking up, sitting in the workspace, with no chatty colleagues, working in stay-at-home pajamas are few things that work from home entails. With the coronavirus pandemic still looming at large, WFH is here to stay for the long haul. A stable internet connection and a mobile workstation, and you can work from anywhere in the world!

What are the advantages of working from home?

Building a workspace at home sounds exciting. Some of the advantages include the comfort, own timings, saving money (lots of) and many more! So, looking at these in detail:

  • Safety comes firstWith almost negligible touchpoints, your home is probably the safest place to stay amidst the pandemic, and thus WFH comes as a blessing in disguise!
  • Unleash your creative sideDesigning your workspace is displaying your utmost creativity, all the things required to get the work done effectively, and creating a space where you enjoy the most strikes a perfect balance. A comfortable chair, the correct amount of light, a place with minimum noise are essential factors to keep in mind while designing your workspace.
  • Enhancing productivityResearch suggests that WFH employees have better productivity as they work in their own comfortable space and thus deliver more effectively. Some of the things that might help achieve this are, having defined start and end times for working, proper meals between work, taking some time out to manage the stress, and dressing well for an important meeting!
  • No commuting to and fro workEveryone knows it’s a big YAY! The last thing anyone needs after a tiring day at work is an hour-long traffic jam! Guess what? WFH eliminates commuting to work altogether and thus saving transportation money on the go too!
  • More time for other activitiesWFH saves time. There is no doubt about it! So, this extra time can be utilized for completing that series that is still left, for having a movie night all to yourself, for doing anything that your heart desires!
  • Better work-life balanceSince there are flexible schedules for most of the projects, choosing your start and end of day to deliver outcomes helps in effective management of both work and personal front of your life.
  • Saving moneyThe most significant advantage of WFH undeniably is saving tons of money! Be it fuel cost, transportation cost, cost of ordering food, an updated professional wardrobe, and many more! All of these costs are saved and can be put to better use.
  • A healthier lifestyleWFH promotes a healthy way of being! Staying at home promotes activities like eating at home more, regular exercise, spending more time with our near and dear ones, which also has a positive impact on our mental health, promoting mental and physical fitness.

What are some of the cons of WFH?

WFH is called the necessary evil as it is also susceptible to cons of its own. So, some of the disadvantages of WFH are:

  • Lack of concentration: Not being in the office environment can cause individuals to get distracted frequently and get busy with their work.
  • Scarcity of office equipment: Not everyone might have a wi-fi connection, high-end tech, and laptops to work efficiently from home.
  • Lack of communication, motivation, and teamwork: Working in silos may not be everyone’s cup of tea. Thus lack of communication also brings down the motivation to work.
  • There is no clear distinction between family time and official time: Lack of fixed defined office timings can irritate and interrupt family time.
  • Security issues: Security issues outside the workplace is a severe concern that plagues WFH.

What is a work from home policy?

As WFH is becoming the new normal where the employees and the employers meet each other only on the screen, so being distracted from your goals and under-delivery of work can become a very common problem. So, work from home policies is developed, which clearly explains the expectations that the employer has from the employee, the goals that need to be achieved in a specific time frame, how to behave and deliver in work from home setup, and many more which are included in the policy.

As WFH is pretty new, WFH policies can be tailor-made and customized as and when required. It must also include the company-specific values and must be enforced upon the employees to not take WFH lightly and thus do not slack. WFH serves as the guidelines that help the employees follow a specific code of conduct even remotely.

What are the critical components of a WFH policy?

Some of the essential elements of a WFH policy are:

  • A clear purposeA clear statement stating what is expected from the employees, their goals, time frame, some specific WFH rules, and how they will be implemented must be included.
  • Scope and eligibilitySpecifying which job titles require working remotely, how can they be implemented, when WFH is applicable, WFH job scope, and what cannot be granted WFH access must be specified clearly.
  • Standards regarding availability and attendanceWFH can make people lazy, and thus getting them to do work can be a monumental task. So, clear guidelines on when the employee must be available, the number of days the employees can miss work without getting a pay cut must be specified.
  • Providing tech supportOffice laptops, allowance for a good internet connection, and all the necessary support for WFH must be provided by the office.
  • Dress code: WFH also includes having meetings with clients and other stakeholders, so dressing appropriately when required is a non-negotiable rule.
  • Benefits and compensation detailsChange in any kind of allowances or compensation structure due to WFH must be included in the policy.
  • Security guidelinesCompany data is confidential, and working remotely increases the risk of leaking the data out, whether knowingly or unknowingly. Having proper security guidelines in place, which include using a password-protected network when working remotely, must be mentioned.
  • Measuring productivityOne of the most challenging tasks is regulating the employee’s work and measuring their productivity in a WFH setup. Specific measures that can be used to measure productivity are:

o  Define KPIs for different job roles: Clearly defined performance indicators for other job titles will provide a matrix, which will aid in the productivity measurement of additional employees.

o  Assign tasks to your employees which serve as milestones: Any task with well-defined milestones is easier to track. It also maintains visibility and helps the employees to glance at their progress every day and thus motivates them to perform better.

o  Using a project management tool: A project management tool divides the entire project into small tasks; therefore, it becomes easier to allocate tasks and maintain a checklist of everyone’s progress.

keeping track of average time per person spending on work: Having a record of how much time a person spends on work and correlating it with the number of tasks completed gives an idea about the employee’s productivity.

o  A strict reporting structure: All the employees should be required to submit a report of their entire day’s working to their supervisor to be regulated better, complications can be identified and dealt with earlier.

WFH has always had conflicting viewpoints. There is a set of people who believe that WFH decreases productivity due to lack of supervision. In contrast, the other sect believes that productivity increases due to a better mind frame of the employee. True or not, WFH is here to stay for the long run, so there is no option but to adjust to it as it is what the post-pandemic world looks like.

How to retain top performers of your company?

Good employees form the backbone of any firm. They form the building blocks upon which a successful organization stands. Employees can make or break any organization. So, good hires, identification of great talent, nurturing them, giving them a chance to grow and thus retaining them is crucial for any firm. In this overly competitive environment, where no one leaves any stone unturned to help their organization achieve their business goals and reach the pinnacles of success by poaching good employees, retention of top talent within any firm is of fundamental importance.

A great retention strategy is an ongoing process that starts from the moment a candidate is recruited. From hiring the right person with the right amount of skill set, aligning the company’s vision, mission and goals with the person’s ideology, guiding him/her the correct way from the beginning along with perks and benefits, providing opportunities along its way, valuing the candidate and making him/her the integral part of the firm are some things that constitute a good retention strategy.

 What are some of the ways to retain top performers?

Some of the ways that can be used for retaining top performers in a firm are:

  • Recognize the employee’s worth and its value to the company: Top performers in any field want to be recognized and appreciated for their hard work and their contributions to the task-at-hand. Few words of encouragement can work miracles for them and thus give them the boost to put in their 200% in the next project. They appreciate that their hard work is valued and is not going unnoticed. Continuous praise will increase their productivity and return.
  • Providing honest reviews, constructive criticism to the employee: A great talent will not just want appreciation, but will also be willing to learn whenever mistakes occur. So, providing honest reviews not only gives them a clear idea about their positioning but also provides them with the areas where they can improve to top their games. It will help them to see this feedback as a growth opportunity where they can improve.
  • Providing the employee clear guidance and path for career progression: Guiding the employee from the beginning, allowing and encouraging him/her to learn new skills, to keep up-to-date with new trends, providing a clear guide as to how their career can progress in the organization in the future can help in employee retention.
  • Taking care of the employee’s happiness and well-being: A happy employee will work wholeheartedly for the company and provide maximum positive returns. An employee who is satisfied with the work culture is more likely to stay in the company longer. So, providing a good work culture, taking care of your employee’s happiness is something that can provide much information regarding an employee.
  • Allow the employees to participate, seek their inputs and allow them to share their ideas: An employee knows that he/she is considered important when they are allowed to share their ideas, their opinions are asked. It makes them feel included and they think that they are also an important part of the firm and will provide great, fresh ideas.
  • Employee’s growth is of paramount importance and thus investing in their growth is necessary: Top-performing individuals are driven by their desire to grow be it personally or professionally and they like to flourish in an environment that helps them to do so. So, creating opportunities for their growth and allowing them to embark on such journeys helps in the retention of top performers.
  • Provide them with new responsibilities and help them grow their skill set in all horizons: Giving a new set of responsibilities to any candidate is an indication that the person is ready to take on a new mantle and has the abilities to ace them. When provided with new responsibilities, the candidate also feels motivated seeing that the organization has trust in his abilities and is trusting him/her with new projects. Allow them to mentor new candidates which also serves as a test for them as to how they are as team leaders. This provides them with a feeling of accomplishment and thus motivated them for a positive career progression with the company.
  • Allow for flexibility: A rigid working schedule is mandatory for a workplace, but some kind of flexibility like flexible working hours, mobility, remote working options and many more, needs to be there in case of emergencies. Anyone will appreciate an environment where needs are understood and cared for. Nowadays, most of the workplaces are adapting to flexible working hours, which the employees love and they are likely to stick around longer in firms that provide them what their heart desires.
  • Give the top performers the liberty to function on their own, treat them as fellow partners: No one likes to be micromanaged. Give the employees the freedom to do things their way, have faith in their abilities, treat them as important personas and trust them. Retaining top-level candidates means the company wants them to promote to positions of power one day, give them the freedom to deliver what you expect from them.
  • Provide the right kind of benefits, perks and monetary motivation, i.e.; reward them: Benefits and perks go a long way in keeping the employees happy and motivated. Attractive healthcare packages, paid leaves, flexible working hours, higher packages, vacations, attractive bonuses are some of the options to keep the employees interested in the long haul. Nowadays, providing various kinds of stock options to the employees are also favoured, which makes the employees part-owner of the company. Providing continuous appraisals, based on the work done by the employees also serves as a great motivator.
  • Communication is the key to healthy and long-term relationships: Open and transparent communication is the bedrock for fostering good relationships with your employees. Encouraging an open atmosphere where all the employees can speak, share ideas, communicate freely, have a fun environment with light banter and transparent goals, makes an ideal atmosphere for retaining top talent.

Retention of top performers is important for an organization to achieve its business goals and thus it is a long-term strategy. Good workplace culture tops the strategic checkpoints for retention of employees. A good workplace breeds good employees who are more productive. So, in this competitive landscape where retaining a good workforce is a growing challenge, firms must carry out regular methods to retain them and thereby think about their long-term goals. There goes a debate which says, offering cash benefits is not a very effective way to retain top performers, what are your views on this?

How to develop a Pay Structure?

A clear pay structure is one of the first important things that any company should have on its to-do list, which requires a lot of scouting and analysing. Proper market research on the different kinds of job roles, the kind of responsibilities that it entails, required skills of the employees helps in creating a pay structure template. A good remuneration plays a central role in employee satisfaction, which can be enhanced by providing them benefits of various kinds, which is a very tough goal. Post-retirement benefits in the form of EPF are included in every company’s payment structure which is mandated. ESI works to provide health insurance benefits for the employees, but it suffers from its own limitations. Let us have an elaborate look at these topics.

What are some of the steps that the company must go through to develop a pay structure?

  • Establishing value for each job position: Through market research of competitive firms, what other firms are paying for similar job roles, establish a value for each job role in your company by benchmarking other similar jobs and analysing their data.
  • Measuring the market position of the company: Comparing the company’s salary level with the average of the market’s pay level to understand some of the basic questions in terms of affordability, attracting and retaining of employees.
  • Have a clear budget for the salary payout: A defined budget is a very critical step that every company must have from the very beginning. Internal budget constraints and external market factors will pose as opposing forces in reaching a satisfactory pay structure.
  • Define compensable leverage for the employees: This is the increase in salary rate when the employees are promoted compared to the market rates of promotion in similar positions.
  • Start allocating and final adjustments: A series of hit and trial methods to reach the appropriate salary ranges for different job profiles based on the market data collected and analysed to reach a final pay structure.
  • Management approval and Communicate: After getting the management’s final approval for the salary ranges of different profiles, the pay structure is then communicated to all the staff.

What are the different kinds of pay structures?

  • Individual pay rates/ranges: The most common form of pay structure, where the employees are told about their fixed salaries beforehand, and thus the company also has an exact estimate of their payout, their hiring potential. This is a rigid structure where the employees can have the only progression of their salaries if they are promoted. Contrary to this, the individual pay range provides a band of salary range that different employees in different job profiles can expect.
  •  Broadbanding: Dividing the employees according to their pay grades. There are different pay grades for different managerial job roles and executive job roles. This system includes maximum and minimum pay, with incremental stages between them, where the employees start at the minimum and then, based on her/his performance, get the increment.
  • Pay Spine: A simplified pay structure, where the spine is made up of pay points from the lowest entry-level salary to the executive level salary, and each pay point is defined with the fixed predefined salary and incremental levels in a particular position.
  • Job Families: A versatile pay structure, where the transition is based on the employee’s knowledge, skill, loyalty, experience. Here, similar roles are grouped, and each role is separated based on knowledge and seniority.

Do you know the most important components of a salary structure in India are?

  • CTC or the Cost to Company: It includes all the components such as HR, bonus, basic salary, PF, etc.
  • Basic salary: It constitutes 35-50% of the total wage, based on the designation of the employee and the fixed amount that is paid before any deduction or increase.
  • Gross salary: The salary just before any deduction like taxes.
  • Net salary: The final takeaway salary after deducting the TDS, also called the in-hand salary.
  • Allowances: Different remuneration that is paid to the employees over a year, where these allowances can be taxed partially, completely, or not taxed at all. Some of these are Dearness allowance, House Rent Allowance, Medical Allowance, Leave Travel Allowance, and many more.
  • Gratuity: A lump sum amount paid by the company to the employee that is retiring.
  • Employee provident fund: An employee-benefit scheme where both the employer and the employee puts a certain fixed amount of money, from where a fixed amount of deductions can be made after retirement mostly.
  • Professional tax: The tax levied on employee’s salary by the state government, which is a maximum of Rs. 2500.
  • Perquisites: Generally non-monetary, these are certain benefits that the employees enjoy over and above their salary based on their position within the company.

What is an Employee provident fund, and how is PF calculated?

This focuses on post-retirement schemes and benefits. EPF is compulsory for Indian organisations under the “The Employees’ Provident Fund and Miscellaneous Provisions Act 1952”. A minimum of 10%-12% of the basic salary of the employee is deducted and deposited in the employee provident fund. In case the employee is a woman, she needs to pay only 8% of her salary to the provident fund for the first 3 years thereafter, which becomes 10%-12%, whereas the employer still needs to contribute 12%.

The employee can voluntarily contribute more than 12%, but the employer is under no obligation to match it. Here, the employer’s contribution is limited to a maximum of Rs. 1800, i.e., 12% of 15000, so even if the employee’s salary is more than 15000, the maximum that the employer can contribute is Rs. 1800.

The statutory compliances associated with PF contribution are that the contribution made by the employer is divided into two parts. Employee provident fund (EPF), which is 3.67% of the 12% contribution, and Employee Pension Scheme (EPS), which is 8.33% of the 12% contribution.

For example, if the employee’s salary is Rs. 10000

Employer’s contribution (in Rs.)

Employee’s contribution (in Rs.)


367 (3.67% of 10000)

1200 (12% of 10000)


833 (8.33% of 10000)



What is Employee State Insurance(ESI)?

A contributory fund, where both the employee and the employer contribute to form a healthcare insurance fund for the employee. Employees’ State Insurance Corporation manages them as per the rules mentioned in the Indian ESI Act of 1948. This scheme provides both cash benefits and healthcare benefits to the employees. Anywhere 10 or more people are employed eligible for ESI.

Eligibility: All the employees who have a monthly income of less than Rs. 21000 are eligible for ESIC contribution. Employees having a daily average earning of up to Rs. 176 are also exempted. ESI is calculated on gross salary.

The employee contributes 0.75% of his/her gross salary, whereas the employer contributes 3.25% of the gross salary, and the employer submits the total contribution within 15 days of the last day of the month.  

For example, let the gross pay of the employee be Rs. 10000.

Percentage of gross salary


Employer’s contribution (in Rs.)


0.0325*10000 = 325

Employee’s contribution (in Rs.)


0.0075*10000 = 75

                                                         Total contribution:                                                                     400

Now, the contribution periods are divided into two groups of 6 months each.

  • 1st April to 30th September, for which the cash benefit period is 1st January to 30th June of the following year.
  • 1st October to 31st March, for which the cash benefit period is 1st July to 31st December.

Now, if the salary of any employee increases beyond the maximum limit of Rs. 21000 in between the ongoing contribution period, then the contribution for the remaining months are calculated on the new amount, till the end of the contribution period, and after that if the salary still surpasses the maximum limit, the employee is not eligible for ESI.

Pay Structure Template

The most basic salary structure of any company encompasses:

Employee’s name


Total gross salary



Basic salary






Conveyance allowance


Medical allowance


Special allowance






Total deductions

Contribution to employee pf


Professional tax






Net payable salary


So, pay structures are of utmost importance to any organisation and serve to attract, nurture and retain good employees in the long run. It shows that the company values the employee’s hard work and rewards the employees handsomely.  

10 Reasons HR Is Important to an Organization

HR is an indispensable part of any organization. It is the most important wing that keeps every aspect of a firm connected and thus ensures that the business is running smoothly and efficiently. From every employee’s go-to person during the time of distress, to be the person who resolves any mishaps happening in the office, HR is the answer to all the problems. Employees are the backbone of any organization, but who keeps the employees happy and satisfied with their work? Yes, you guessed it correctly! It’s the HR! So, a happy HR equals a happy workforce equals a happy organization equals growth and success for the firm. So, HR’s contribution to any firm’s success is immense.

HR’s importance in any firm ranges from strategic planning to the bottom-line workers. Thus, HRs provide an all-around contribution to the organization. So, let us zoom in on certain areas, where HRs contribute to aid in an organization’s success.

1. HRs plays the key role in hiring and thereby securing a good workforce for the company:

HR works closely with the hiring managers and they play an important role in the company’s hiring process. They conduct the entire process and make sure that the company hires the best candidates suited to its needs and requirements. Scrutinizing the candidate to make sure he/she will be an asset to the company is just one of the many beneficial aspects of HR.

2. HR also aids recruitment and Onboarding of candidates:

From declaring the job applications open to scrutinizing the CVs, to releasing the shortlists, to interviews and finally hiring someone, an HR does it all! Even after the recruitment process winds up, HR is responsible for the smooth onboarding of new hires, making sure that they are accustomed to the company’s policies and practices.

3. HR makes sure that the new joiners receive the best development and training session:

All the new hires undergo training and development sessions to introduce them and make them proficient in the kind of work that they are supposed to perform. HRs supervise the entire training process so that employees are proficiently trained for leadership and management roles to be taken up in the future and can lead the firm in the right direction.

4. HRs help in keeping the employee satisfaction levels high in an organization:

Everyone knows that a happy workforce is a sign of a healthy firm and a healthy firm is more prone to be successful in the future. So, it is HR’s job to make sure that the employees are satisfied in the organization and thus maintaining a good employer-employee relationship. They conduct surveys, focus group discussions, and interactions to make sure that the workforce is happy. All the discussions related to the employee’s compensation are also handled by HR.

5. HRs control the budget of an organization:

The HR team of any organization helps the firm to strictly work in its allocated budget by reducing excessive and unwanted spending. They devise ways by which cost cuts can be implemented so that the company can save money which will be helpful for the company in the long run. Negotiating salaries, benefits, and packages also comes under HR’s purview and they make sure that they efficiently use their negotiating skills.

6. HRs also aid in the strategic management of the firm:

HRs help in improving the bottom line of an organization by inducing its knowledge regarding how the workforce helps in the success of an organization. Many HRs specialize in strategic management too and thus take part in the company’s corporate discussions regarding which projects to take on and how to act further based on current trends going on in the market.

7. HRs makes the firm a tech-driven one:

Every aspect of a firm is being replaced by technology. So, technology is the new bread and butter for every firm. HRs identify and therefore implement the various technological needs of the employees by making the firm more tech-savvy and thus contributing to its success. Some of the digital tools adapted by HRs are online learning platforms, online payroll software, surveys for the development process, and many more.

8. HRs play a major role in a company’s growth:

HRs play the role of strategic advisor in case of any mergers, acquisitions, expansions, and even downsizing. It also helps in succession planning so that companies can work smoothly even if some unexpected situations arise. Conducting talent reviews and thus identifying potential in-house candidates can help planning for leadership roles in advance.

9. HRs are the go-to person for resolving a conflict:

Workplace conflicts are a common affair, but this should not have an impact on a company’s performance. So, even before it becomes a huge issue, HR sweeps in and saves the day. Thus, resolving conflicts helps to motivate employees and imparts a positive zeal on the workforce to work harder and thus provide better returns to the firm.

10. HRs moderate company’s as well as the employee’s performance:

Performance management is one of the key roles of the HR team. After acquiring the right talent, it is HR’s responsibility to check on the employee and deliberately provide active feedback related to his/her performance so that they can improve it continuously. This ensures that employees are not stuck in jobs that they don’t want and thus their skills and abilities are not wasted. Thus, exploiting an employee’s abilities to their full potential so that the company can reap benefits from it is the way HRs contribute to the firm’s success.

There are reasons why HRs are called the employee’s best friend. A company is what its employees portray it to be and managing the employees efficiently is HR’s job. A good HR team is every company’s top priority as they help in making the most out of the employees by using the right resources. Thus, a successful company depends on a strong HR team and must value all the insights provided by them which will help them in growing and succeeding.

Onsite Childcare: How Does It Work?

On-site daycare facilities are a growing trend in many workplaces. It is a benefit that is provided by the employer for employees who are balancing both professional and personal lives. This facility serves as a boon for new parents, who can look after their child, even while working. This facility has an age-bar to this. This facility can be provided by the employer at a nominal fee or even free. This is an initiative carried out by organizations to retain their top talent, who are also working parents, and serves as an aim to integrate both their personal and professional lives.

What is an on-site daycare facility?

In this ever-evolving world, where people are working tirelessly to provide themselves with a comfortable life, working parents often find it difficult to handle their newborn while working. So, onsite daycare facilities serve as a solution to this problem. Onsite childcare facilities provide affordable, top-quality childcare facilities for children of working parents within the workplace itself! Having onsite facilities not only reduces absenteeism amongst employees, increases their morale, but also increases their productivity. It serves as a measure that says to the employees that the organization values them and thinks about how to aid them.

Why should companies provide onsite daycare facilities for employees?

Having an onsite daycare facility within an organization makes it more appealing, increases its brand value, serves as additional perks for the employees, and also helps the firm in achieving its long-term goals. So, some of the reasons as to why should companies provide an onsite daycare facility for employees are mentioned below:

  • It is something that a current lot of job seekers demand

Young millennials and gen Z are on a job hunt in today’s time. Though they may not be parents yet, they seem to have done a good amount of future planning and an organization that provides childcare facilities is on top of their lists. So, it helps the employer in attracting good talent.

  • It is a great way to show that the employees are a valuable asset to the firm

Having an onsite facility sends a clear message to the employees that both their professional and personal lives are valued by the company and they are doing as much as they can to help them in acing both. This in turn motivates the employees to perform better and repay the trust that the company has shown in them.

  • It boosts employee’s morale, dedication and thus increases their productivity

By reducing the separation anxiety that new parents have, automatically increases their concentration on the job at hand by helping them stay more focused without any stress of whether their young one is properly looked after or not.

  • It offers flexibility to the employees

Having onsite daycare facilities also provides flexibility to the employees in their way of working, where they can check on their younger ones as and when required and work accordingly. This also instills trust, autonomy, and kindness among the employees.

  • It promotes equality of gender in the workplace

Onsite daycare is not only for women employees but also for male ones. More and more fathers are enjoying becoming hands-on parents and helping their partners during the early stage by taking care of their new ones. Also, with increasing women in the workforce, taking care of their needs, also in senior roles, helps to retain them.

What are some of the advantages of providing a daycare facility?

Onsite childcare facilities have tons of advantages both for the employer and the employee. Some of the advantages for the employer are as follows:

  • Enhances employee loyalty: Providing an onsite daycare facility is a great way to show the employees that the company values them and thus the employee becomes loyal to the firm. It also makes an attractive benefits package to attract more employees.
  • Serves as a performance asset: Studies have revealed that having onsite facilities increases employee concentration and in turn increases returns to the firm. So, it acts as a performance booster for employees.
  • Improves the brand name of the firm: Providing a daycare facility at the workplace is a thoughtful initiative and helps the firm to increase its brand value by taking such steps by creating a happy and caring work environment.
  • A socially reliable firm: Taking such a step, projects the company’s image as a socially responsible firm, which gives great importance to the work-life balance of its employees.
  • Increased recruitment and retention: Providing daycare facilities increases retention rates of employees by making them feel valued and since it is becoming the topmost needs of job seekers, it also enhances the talent pool from which employees can be hired.
  • Tax credits: By providing onsite daycare facilities, firms can also claim tax credits.    

Advantages of onsite daycare facilities for the employees are:

  • Working parents generally do not have time to look after the child all day, so it provides an easy solution at the workplace.
  • Being in the workplace, parents do not face separation anxiety and can have a better balance.
  • Parents can go and visit their young ones anytime they desire.
  • Onsite facilities are comparatively less costly and are included in the employee’s benefits package.
  • Getting a place in the firm’s onsite daycare is easier as compared to some outside daycare.
  • Onsite daycare schedules are generally synced with the business schedules and thus they have fewer hassles.

What are some of the cons of having an onsite daycare facility?

An onsite daycare facility has many advantages, no doubt, but it comes with some cons as well. So, the disadvantages of having a daycare facility in the workplace are:

  • Cost of building a daycare system: Building a childcare facility requires a huge amount of investment in licensing, additional space requirements, hiring of staff, daycare certifications, and toys and equipment to take care of the babies.
  • Distraction to the parents: Having their child with them on the premises, the parents might continue to worry about them all the time and may lose focus and not be able to give their 100% to the projects they were working on.
  • Discrimination between employees: People using the facility for their single child might feel discriminated against people who are using the facility for their 2 or 3 children as the benefits may not be evenly distributed.

Childcare facilities at the workplace are for the betterment of the employees. Having an onsite childcare facility is becoming more and more important even from a strategic point of view. Even the employees feel valued and they want to forge long-term relationships with the firms. It provides emotional stability to the working parents and thus they tend to perform better at their jobs. The cons are there too, but the pros have a major lasting impact and will provide the workplace with a better environment to work in.

7 Steps to Successful Succession Planning

Succession planning is something that every firm must plan as it is a very crucial decision upon which the future of the firm depends. Correctly executed succession planning can help the firm to achieve its business goals whereas an incorrect one can serve as the firm’s most dreaded nightmare. So, careful implementation of succession planning is one of the key pillars on which the firm’s future resides and thus should be treated as number one on the priority list. However small any organization is, it will not work if it is not equipped with the right skilled people at the right positions and they do not upskill themselves with the changing times.

What is succession planning?

Whenever there is a vacancy at a key job position in the firm, maybe because the employee left for better job opportunities, retired, transferred, promoted, or passed away, then that key position needs to be filled on an urgent basis. This is where succession planning is required. It is a strategy of passing on the positions of leadership to the new person who will be stepping into the shoes of his/her predecessor. This leadership position pertains to any job role in the firm, not limited to only the top-most positions. It also entails the strategy of passing down the ownership of the company to an individual or a group of individuals. It is kind of a contingent plan that every firm must have in place, to keep up with uncertainties and help keep their business afloat.

An empty position in any firm cannot stay like that for a long time as it is a loss-making proposition for the firm itself. So, the new person that would take up the position, can either be someone from the firm itself, making his/her way up the ladder, or the company can hire some fresh talent to bring into a new perspective for the job role. After identifying the key leaders, the firm must groom the talent according to the job profile so that it can perform according to requirements.

What are some of the benefits of succession planning?

Succession planning is an act of carefully strategizing for the future, requires lots of work and thus it is an important task at hand. Benefits of this process are:

  • It helps in keeping the employees motivated by keeping the avenues open for them for career progression.
  • The generation of baby boomers is at a stage of retirement and soon a huge number of vacancies are going to crop up, so new leaders are required who can succeed them.
  • This helps the firm’s management to keep a close track of its employees’ work so that the correct person can be called up for the leadership position as and when required, thus helping in identifying the correct leaders.
  • Internal succession planning also aids in the reduction of hiring costs.
  • Helps the company in making a long-term strategy.
  • It also helps the firm to track the correct time and need for corporate knowledge transfer amongst peers.
  • Helps to make the employees more agile and adaptive to continuously changing requirements and thus upskill themselves continuously.
  • It also helps in maintaining the brand identity by grooming an internal talent for the leadership role rather than hiring new talent from outside.
  • Helps in providing correct guidance to the employees from the beginning by assigning them, mentors.
  • Helps the leaders and the employees to share the firm’s values and mission.
  • External succession planning helps to bring fresh ideas, new networks, additional skills, and knowledge.
  • A well-thought succession plan also helps build the investor’s confidence in the company.

How to do succession planning?

Succession planning is a well-thought process and it has been divided into 7 crucial steps. These are:

STEP 1 : Identification of key job positions and skills

As a firm, taking a deep look into the business model and identifying the job positions that are essential for the company’s performance and the skills that are required for each of the job positions, is the most crucial step and thus forms the base on which the entire succession planning depends.

STEP 2 : Identification of company’s need both long-term and short-term

After identifying the key positions, the next that the firm must look at is which of the identified job positions are vacant or soon-to-empty in near future, so that selection and grooming of employees according to the job role can be done.

STEP 3 : Start screening for potential candidates in case of an internal hire

Scanning the workforce for a suitable candidate to be the successor, by carefully evaluating the employees, should be done as promoting an employee would involve less work and cost as the employee will already be comfortable with the company’s workings, values, and missions and thus will be able to fit the position much easily after training.

STEP 4 : Start the recruitment process

If an internal hire is not a feasible option for the job position, then fresh talent needs to be hired from outside and has to undergo the entire recruitment process and training. 

STEP 5 : Appoint the new candidate as the “Successor”

After going through the tedious process of screening, interviewing, case studies, and many more, the firm finally decides upon a candidate that has been chosen as the successor for a particular job role. Ensuring that the candidate is a good fit for the company both cultural and technical is a very crucial task.

STEP 6 : Handing over the job

The process of handing over the job is the most important step in succession planning. It serves as the manifestation of all the hopes, skills, and knowledge of the chosen one into the practical field. This is the stage where the successor steps into the new shoes and has on-the-job learning from the peers, team leads, and predecessor. The handover period must not be too long or short so that neither the successor is half-baked nor he/she is not being able to get out of the shadow of the predecessor.

STEP 7 : Documenting the entire transaction

Documenting the entire procedure is important for future succession planning to go on smoothly without any hiccups. The documentation must include the skills, knowledge, demands from the candidate for the particular position, the entire hiring process, the training provided, and the issues that cropped up in between the entire process.

Succession planning is required by every company to keep their business running. It is the job of HR to keep the succession planning documents handy and always be on the lookout so that the firm does not shift behind in this continuous race of hiring and retaining new talent. Both the internal and external hire for succession planning has their pros and cons. So, what do you think, which source of succession planning is better?

How to conduct a background check for employees?

Finding the right fit for your organization is a difficult yet satisfying process. Employees that will add value to the firm, enhance the returns, make the workplace productive, and improve the team dynamics are always welcome. But if the new joinee lacks these important skills, it is a very risky investment for the firm. The only way to ensure this is to have a thorough background check of the employees before joining so that few other aspects of the employee’s personality can be explored and the candidate can be groomed accordingly. The correct way to do the background check is through legally compliant third-party providers, where it can be done at two points over the employee’s stint in the organization.

Beginning of the article

Background checks not only provide information on whether the person will be a valuable asset to the company but also provides information regarding the person’s past employment details, criminal records, credit history, any information that can have a direct impact on the person’s employability with the said firm. 

Background checks are of 2 types. The first is called the “pre-employment background check”, where the background check is done on new employees, before they join the firm, to make sure that all the details furnished by the employee are correct. The second kind of background check is done during the employee’s tenure at the office. This generally happens if some kind of concerning facts regarding the employee has come into the foreground, or if it is listed in the company’s official policies.

Do employee background checks have any benefits?

Companies hire third-party service providers for doing these checks, they spend a lot on this procedure, so definitely background checks have their perks. Some of these evident benefits are:

  • The optimal fit between the job position and the employee: Having a correct idea about the person’s personality gives the employer the confidence that they are hiring the correct person for the job. For example, a person with a good credit rating and financial scoring can be a better fit for the finance role as compared to a person having none of these.
  • Say NO to bad hires: A bad hire costs a lot to the company, so background checks help the company in reducing that.
  • Reduction in legal costs and liabilities: Companies can reduce their insurance costs and any kind of lawsuits by hiring reliable people, not having any past criminal records.
  • Reduction in employee attrition: The company carefully does background research and then only hires people who are a good fit for the firm where their interests align, thus reducing employee attrition.
  • Workplace safety: Checking the criminal history of the potential joinee, correct decisions can be taken whether to hire that person or not, thus reducing workplace violence or theft.

What are some of the things that are included in employee background checks?

The employer, if introducing a third-party service, for the hiring process, the employee must be informed beforehand, and written consent of the person in question must be taken, before starting the entire process. The Fair Credit Reporting Act (FCRA), sets the rules for conducting the background research and the entire findings must be documented as a report. The process of background check is comprehensive and some of the must include in a background check are:

  • Education details: To verify whether the education details for school, college, master’s degree are true or not, this forms one of the most primary boxes that need to be ticked during a background check.
  • Criminal records: One of the most important things to maintain the safety of the workplace, required for jobs about security. All local, national, international records are checked.
  • Past employment verification: For validating the employee’s past job experiences, his/her workplace behaviour, past achievements, skill-set harboured by the candidate.
  •  Credit checks: Reviewing a person’s credit history, gives an overall view regarding loans, payment history, unpaid bills, bankruptcies, and many more. This becomes extremely important for candidates who want to secure jobs in some financial segments.
  • Driving records: This gives information regarding the mobility of candidates, suspensions, and driving history.
  • Drug screening: Careful research on the drug history of the candidate (use of illicit drugs) will help maintain a much safer and productive environment.
  •  Sex offender list: An important area to look upon to maintain a safer work environment.
  •  Medical records: Having a clear understanding of the employee’s medical limitations is an essential part of offering the job to the candidate.

How to do background checks?

Some rules must be in place before the organization goes for a background check of its employees or recent hires. So, some of the mandatory steps in going forward with this procedure are:

  •  Have a consistent company policy regarding the entire procedure: Having a well-documented policy regarding the procedure reduces confusion and the entire process goes on smoothly and also all the legal requirements about the entire procedure become clear.
  • Getting legal advice and checking with the company’s insurance: Not all information is to be unearthed while doing a background check, so this can land the firm in some legal soups. So, to avoid this, the firm must always contact a lawyer that can guide the firm in the right direction and help avoid such sticky situations.
  • Notify the applicants/employees before going on with the procedure: The employee must give written consent for some kind of background research that the company does and thus this also gives the candidates a fair warning and can also help in eliminating certain candidates who know that they will get disqualified once the background check process is in place.
  • Use third-party background check services that are FCRA compliant: The FCRA provides clear, written rules of what can and cannot be included in a background check, and thus hiring third-party services that are FCRA compliant is a safer bet.
  • Conduct the background check and do not form some kind of prejudice regarding the applicant beforehand.
  • Be extremely cautious with the entire process and review the findings: Do not take the process to be a boring mundane routine task and do the process diligently. Even after getting the results, try to get to the bottom of it and not just make up biases in the mind.
  • Give the applicant the chance to clear up the misunderstandings: Not all the information obtained in the background research is correct, give the applicant the chance to clear if any such misunderstanding occurs, and thus it can help the company to save up on a great employee.
  • Save the records: It is pertinent that the company stores the background reports of all the employees for 1 year so that it can serve as tangible proof in case any applicant asks for their report.

It is correctly put that the workforce is the backbone of a good organization. Doing comprehensive background research is a must for every company to raise good and retain good talent, improve the work culture and thus get the maximum return. With informed hiring decisions, any company can reach the pinnacles of success and achieve its business goals.  

What are the key aspects of a successful talent acquisition leader?

The job market is extremely competitive. Organizations are always striving for acquiring the best talent from the pool of candidates to be the best fit for their job. Getting the right fit for a job can be a complex and time-consuming task. What is needed for its success is a competent authority who knows the technical know-how not only of the hiring process but also of the various engagement and retention-centric activities related to the employees.

This brings us to the significance of HR leaders. HR leaders, in today’s times, are not only responsible for hiring the employees and retaining them but they also have an overall organizational significance. HR leaders can be anyone in the department belonging to any level of the work hierarchy. They can be entry-level recruiters, tactical level motivation managers, strategic level employee relation specialists, so on and so forth. 

Through statistics and observational study, it is found that effective HR leaders have proven to be one of the most important assets to ensure high productivity in the organization in this time of stringent competition. At a point where finding and retaining the perfect skill-set for the organization while also maintaining cost-effectiveness is one of the biggest significances of an HR leader.

As the necessary mention of suitable skill-set surfaces over and over again, the concept of hiring automatically becomes important. Whenever we mention hiring, the first word that strikes our mind is recruitment. And most obviously so. While it is needless to mention that a competent and skilled recruiter is detrimental to finding the right person for the right job, it should always be noted that a talent acquisition leader is also of specific utility to any organization.

A talent acquisition leader happens to be one of the most important HR leaders that an organization in today’s scenario requires. Hence it becomes important to have a comprehensive understanding of who a talent acquisition leader is, what are his key skills, and what is of utmost value to the organization.

A recruiter and a talent acquisition leader co-exist and work in interdependency to fulfill the HR needs of a company. Recruitment can both focus on the long-term as well as short-term goals of an organization. Talent acquisition on the other hand specifically focuses on the long-term needs and goals of an organization. Besides, the process of talent acquisition aims to target very particular skill sets that add value to the mentioned organization.

Let us have a quick look at who a talent acquisition leader is.


A talent acquisition leader is someone who heads a continuous and ongoing hiring process in an organization. This hiring process goes on irrespective of the existing vacancies in the organization. A talent acquisition leader makes sure that the broader organizational perspective is taken into account. This means that the talent acquisition manager specifically works to meet the long-term goals or the long-term needs of the company. This includes looking for specific skill-sets that cater to organizational needs.

It is a fierce marketplace where the hiring scene is increasingly aggressive. In a situation like that, the work of a talent acquisition leader is not only important to an organization. It is also very competitive and intense. The talent acquisition leader always has to be on the grind for spotting and acquiring the best talents that suit the particular needs of the organization. In a position where companies struggle with talent management, the role of a talent acquisition leader is unsubstitutable. 


A talent acquisition leader has multifaceted advantages to a company. It spots the best talent, helps attain long-term organizational goals, and also helps a great deal in economizing on time. The needs and job descriptions of a talent acquisition leader are vast and diverse. 

  1. The TA leader is responsible for planning, developing, and maintaining a productive and attainable talent acquisition strategy for the company.
  2. He/she should devise a strategy so economic that it saves time and is also cost-efficient.
  3. He/She should investigate the current needs of the employees.
  4. The TA leader should also identify the long-term needs of the company and which skill-sets align with them.
  5. He/she should devise not only a productive but also a sustainable plan.
  6. He/she should be in charge of setting up branding activities by involving the current employees.
  7. A talent acquisition leader should plan employee referral programs.
  8. He/She should be in complete charge of sourcing the candidates from all sources available.
  9. Devise end-to-end solutions for a successful selection process.
  10. Create a model to track and review employee grievances in addition to addressing them.


A successful talent acquisition leader should have several skills that make him good at his job. Since the TA leader works closely with the human resources of the organization, he/she should primarily be a people person. This is to say that the person has to be believable, gullible, and a good listener. If the employees do not see the TA leader as one of their own, the rate of success of talent acquisition becomes relatively low.

A talent acquisition leader has to hone his/her skills and these skills are not mandatorily inherent. Most of them are polished by experience and knowledge. However, possessing these skills is extremely important to be a successful talent acquisition manager.

Communication skills

Talent acquisition is a people-centric job and hence the ability to communicate effectively through verbal, written or non-verbal communication is of utmost importance. A TA leader is a bridge between the employees and the organization. Hence he/she should have the ability to effectively communicate, and negotiate with the employees. Communication skills include inter-organizational communication, communication through social media as well as body language, and non-verbal cues.


Active listening is an advanced skill that talent acquisition leaders must possess. This is highly significant for face-to-face conversations or situations where decision-making is involved. In a fast-paced world like this, employees and candidates have a fragmented presence. Active listening will allow the TA leader to join the dots and figure out information that does not meet the eye.

Broader Perspective

A talent acquisition leader should always be long-sighted. Being a manager who attempts to fulfill long-term goals, the TA leader should always take the whole picture into account before planning strategies. He/she should be far-sighted enough to look beyond the immediate vacancies and needs and create an effective talent pipeline.

Interpersonal Skills

Building a good candidate experience is of utmost importance to present-day employers. Good candidate experience does not only improve the employer branding but also largely helps in employee retention which is again, one of the biggest goals of talent acquisition. Hence, the TA leader’s interpersonal skills come in handy. This means that he/she should be able to create a good and positive rapport with the employees. Good interpersonal skills also pertain to effective communication and gullibility.


No wonder AI is swiftly taking over the traditional workplace. No matter how technically advanced and accurate that is, it still lacks the human element. That on the lacking side worsens candidate experience. An empathetic talent acquisition leader ensures that the candidates feel that their real challenges and issues are being heard and taken into account.

Analytical Skills

In a world that has become primarily data-driven, having analytical skills is extremely important to a talent acquisition leader. Having said that, it is noteworthy to mention that analytical skills are not just the ability to read data. It is also the ability to process and analyze this data to implement it effectively.


Standing in 2020, when companies need the best talents to keep their productivity at pace, a talent acquisition leader is one of the most important positions in an organization. Honed with social skills, emotional intelligence, and analytical knowledge, a talent acquisition leader can be detrimental to a company’s success.

By Gestalt, the whole is greater than the sum of its parts. Talent Acquisition Leaders look at that whole to continue their work.

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