Via People Matters : Writing the new code of talent management, the right way
At the recently hosted People Matters & PeopleStrong Roundtable Discussion on the topic The New Code of Talent Management, HR leaders brainstormed together on how the HR function can revamp key elements of talent management for the future of work.
As the equation of talent management undergoes a major transformation, HR leaders are looking towards more than just technology to solve their challenges. From changing the performance management routine to tackling the new hurdles of a multigenerational workforce to cracking the code of L&D initiatives.
During a recent People Matters & PeopleStrong Roundtable discussion hosted in Bangalore, HR leaders touched upon the major aspects of talent management they would like to change and how do they plan to leverage the right technology in order to do so.
Prakash Rao, Founding Member & Chief Experience Officer- SaaS, PeopleStrong, shed light on the state of digitization of successful businesses on a global scale.
“By 2018, it was clear that companies that digitized operations would grow at greater rates. The more the companies digitize operations, the more data they generate about their workers,” Rao said.
Companies that collect relevant and useful data from the employees are able to leverage it in order to manage and nurture their talent better. All data is not controlled by the HR function anymore in the highly digitized workplace–it is now PEOPLE data, added Rao.
In today’s world, there is more to talent management than just compensation and benefits and yearly reviews. Here are the key components of talent management:
Long gone are the days when performance management was a one-off meeting that happened between the manager and the employee just once a year. In a culture that is faced with impending digital transformation every step of the way, continuous and constant feedback is crucial.
Outcomes matter more now than ever. Today, talent management is looked at as a way of personal growth. It is also looked at in terms of how is the person going to help the business grow as well.
As the workplace becomes more diverse in terms of the educational backgrounds, it is also becoming a place where several generations are working together in the same office which creates some interesting dynamics.
Engaging a multigenerational workforce surfaced as a challenge for several leaders from the group. Looking at technology as an enabler is an option. However, many are still searching for the right way to implement the solutions.
“The generations are diverse like never before,” said Rajini Prriya HR, APAC Technology & Talent Management India, Unisys India. “Generations are vastly different. Apart from ‘compensation’ they value the ‘total rewards’ aspect of work. Being heard or being respected or being valued is extremely important for the new generation.
As Yvonne Zinus, Associate Director of Human Capital, PwC, pointed out, the scope of performance management has gone beyond mere meetings. It is about understanding the employee’s personal goals, empathizing with their life situation and finding the right scope for enhancement across different areas of the employee’s life–be it professional or personal or related to the family.
“My personal take is that the style of talent management might change, but the substance of talent management will always remain the same,” said Anirvan Mukherjee, Director of HR, CGI, speaking of how the basic elements of talent management such as the need for holistic personal growth and job security remain the same across all generations and the risk-appetite of different generations is determined primarily by the macroeconomic factors that are at play.
Learning & development
Increasingly, employees are looking for learning opportunities that would enable them to pick up a skill at a faster pace. The classroom-style learning module is becoming less and less popular. Alternate options such as enrolling for an online course of their own choice and building up their expertise in their topic of interest has become the new model of continuous learning in the workplace.
Upskilling and reskilling was another challenge that HR leaders have harped on in order to find technology solutions to ensure continuous learning happens, employees get opportunities and are motivated to invest in themselves and innovate. HR leaders are again, eyeing different learning models for a robust learning experience.
Employees now want instant and capsule-sized lessons that would help them up their game in real time, Rao added. For example, if a sales executive is heading in for a meeting with a banking professional with a proposal, she or he would like to have a byte-sized learning lesson in the phone which can be used to get a quick primer on the nuances of the BFSI sector.
Change management and succession planning are some of the top challenges faced by HR leaders across India in a variety of sectors. When there is attrition or a sudden unexpected movement of key leaders or even senior management executives, it leaves behind a void in terms of experience level, industry knowledge and company know-how as well which becomes challenging to fill.
“We have been talking about succession planning for a long time. It is important to have talent pools rather than naming successors,” said Mahesh Srinivasan, Senior Director of HR, FMR India.
Moving from identifying direct successors to tapping into robust succession pools is the way forward for organizations today. Leaders said they are looking for ways to crack this particular code of managing talent.
As technology touches every aspect of our lives, it is crucial that talent leaders also start embracing new technological options in their effort to become efficient talent managers in the digital age. In this era that is abuzz with talks of humans and machines partnering together, leveraging technology as an enabler and unlocking the true potential of human skills is the way forward in the future of work.
Via BolivarMoNews.com : 3 time management tricks used by CEOs of large companies
Those of us who have been in the work world for a while have learned that there are a few professional skills that are absolutely essential for career success, regardless of your position or industry—and chief among them is sound time management. According to Psychology Today, “Time management is the ability to plan and control how someone spends the hours in a day to effectively accomplish their goals … It is important to establish clear goals and priorities in order to set aside non-essential tasks that can eat up time, and to monitor where the time actually goes.”
Most of us have learned what happens when we fail to effectively plan and utilize the time we have available to handle important work tasks—things get chaotic, our stress and anxiety levels shoot through the roof, our ability to focus and perform suffers, we lose track of key details, and we tend to accomplish less (sometimes significantly less) than we hoped to. Not a formula for success, is it?
Conversely, those of us who have embraced sound time management techniques have felt its magical effects: we’re suddenly able to develop realistic plans for effectively tackling projects both large and small, we dazzle and amaze our colleagues by our ability to consistently stay on schedule on tasks, we’re able to stay calm and collected even during the most volatile and challenging of times, and we become able to make full and productive use of the hours we have each day to handle our priorities.
It’s hard to argue with results, and having a to-do checklist full of completed items at the end of each day makes a pretty compelling case for the value of time management. And it’s not just those at the lower rungs of the corporate ladder who benefit from using time management tricks. Those at the very top of the professional food chain—the bigwigs and decision-makers with the big offices and fancy job titles like CEO—have also developed their own time management tricks, which have not only helped them rise to the top but also helped keep them there.
It makes perfect sense—CEOs of large companies often have daunting workloads and jam-packed schedules, and their ability to handle their jobs effectively not only affects their own livelihoods, but also the health of their companies and the employees who work for them. So, you can safely bet that the time management tricks they have adopted are proven to work.
Business Insider recently followed the CEOs of some of the world’s largest corporations and found some striking similarities in how they manage their time at work.
They avoid overload
Simply put, no one can do it all, and those of us who learn this and avoid trying to take on too much responsibility all by ourselves are better equipped to create realistic plans for handling our workloads. Sure, trying to do as much as we absolutely can to be productive and keep things moving forward is a noble pursuit, but the truth is that it’s ultimately a futile one—overload is certain to either result in burnout, less-than-optimal results, unachieved goals, or some combination of these. Wise CEOs have reached their positions by figuring out where the tipping point is between maximum productivity and overload to avoid going overboard.
They delegate effectively
Effective CEOs know that they’re only as good as the people and teams they surround themselves with. One person—even a super CEO—just can’t handle everything themselves; in order for a business to operate smoothly, CEOs know that they have to delegate responsibilities to trusted subordinates so that they can devote their time, energy, and focus to the higher-level tasks that demand their attention.
They plan tomorrow before it comes
Sure, sometimes plans change, and savvy CEOs know that they always need to be prepared to effectively pivot towards and react to the unexpected, but they also are aware of the benefit of planning in advance whenever possible. Building daily, weekly, and even monthly schedules as early as possible allows for effective strategic planning of each hour of the day and lets you maximize the time you have to devote to work tasks while avoiding the unpredictable chaos of unstructured time.
Effective time management is both an art and a skill that often requires taking many variables into account and considerable trial and error. But whether you’re just starting out in the work world or are a seasoned veteran, developing strategies for making the most of your time each day is a wise investment in your productivity and future.
Via SCMP : Internship application advice from an expert: three top tips to help you reach your work experience goals
How do you convince someone to hire you for an internship or a summer job? Positivity, and the ability to put yourself in an employer’s shoes, are key.
If you’re hoping to apply for a summer job, we’ve got some professional advice from a headhunter. So before you send off your applications and CVs, here’s what career doctor Alison Chang said you need to know.
“A lot of the time, [students] themselves don’t buy into the fact that they want or need a summer job,” the veteran headhunter said. This might be because they’re only doing it because people around them expect them to – but this mindset is not helpful.
“If you don’t take [a summer job] seriously, you won’t be able to learn anything from it, or show how it’s valuable to a future employer,” she said. Instead, young people should take some time to think about why they want a summer job before applying for one.
“Ask yourself what you’d like to achieve by the end of it, and set your goals accordingly. You shouldn’t do anything without a focus or a reason.”
Put yourself in their shoes
Once you’ve set your goals, you should put yourself in an employer’s shoes to improve your chances of being hired. One easy way to figure out what an employer needs is to imagine yourself as a delivery person, and the employer as your customer.
This exercise helps you to recognise the importance of matching your delivery – in this case your skills – to a person’s order or what an employer is looking for. In other words, your job application, cover letter, and job interview should reflect how your personality, experiences and skills will help you fulfil the needs of the job they are advertising.
“It might be as simple as your being the organiser of your school year’s graduation trip, or mentioning your volunteer experience teaching underprivileged students,” Chang said. These are important things that highlight what makes you a better person for the job than another candidate.
Have good interview manners
Having good interview behaviour, once you’ve secured one, is also very important. If you are offered an interview slot that is at a time that isn’t possible for you to attend, you should make sure you let the company or person know in advance you wish to change it.
“If, however, something urgent comes up,” Chang said, “apologise, explain your situation, and reschedule the interview.” Rescheduling too many times can make you look as if you aren’t a very reliable person, though, or as if you aren’t very interested in the job.
If you realise that a job isn’t right for you in the middle of an interview, or after it, don’t be afraid to speak up. Chang said, when you realise this, you should let the employer know as soon as possible. You could, for instance, thank them for the opportunity, and that you’d like to learn from them in the future.
“Be thankful and grateful [because] … someone spent time talking to you, and you’re learning [regardless of the result],” she said. Avoid saying things like “I have a better [job] offer”.
If you don’t get a job offer, you should still remain respectful and positive. Just because you get turned down for one job, doesn’t mean you can’t learn from it for another interview. Don’t be afraid to ask for feedback, Chang said, because most employers are happy to let you know what you did and didn’t do right.
“Ask follow-up questions,” she said. “Say, ‘I’m interested in the position or the industry, could you give me some advice as to how I’m going to improve my chances in the future?”
Not everyone gets a job offer on their first try, but no matter if you’ve sent out one or 100 job applications, the most important thing is to remain positive. That way, any potential employer will see the best possible version of you – and someone they’ll definitely want to hire. Good luck!
Via People Matters : Millennial workplaces: How to make your work culture exciting for the new gen
So as demographics shift, it’s clear that workplaces need to adapt to changing priorities and interests. Here are a few things you can do to ensure your work culture appeals to the millennial.
Millennials today make up 38 percent of the global workforce. This group of 22-37 year olds come with their own preferences and workplace ethics, which are unlike any generation preceding them. Here’s why — while studies show that 50 percent would quit if they were not happy with company culture, 90 percent would like to grow within a single company.
So as demographics shift, it’s clear that workplaces need to adapt to changing priorities and interests. Here are a few things you can do to ensure your work culture appeals to the millennial.
Establish a healthy work-life balance – Millennials are all about striking the right balance between work and play. Sure they want to be successful, but they’re not willing to give up on quality of life in pursuit of that goal. In fact, 80 percent of them believe loyalty to a company comes from a flexible work situation, in which they are encouraged to spend time to pursue a passion outside of work. To this end, a reasonably generous leave policy, permission to work from home where life situations demand, and fun outings allow your people to cool off.
Create a unique office environment – Google made the news recently for adding slides to their American offices, and Infosys made waves with a bowling alley. To put it simply, traditional office layouts and rules are yesterday’s news. Break the desk-chair monotony with beanbags, swings, and colorful couches — you’ll be surprised at how much it livens up both your space and your people. However, don’t stop at just furniture. Millennials are more likely to fit into a company that gives them a one-of-a-kind experience. So, offer facilities such as snooker tables, monthly massages, and sandwich stations at work, and watch the environment transform. All it takes is just a little creativity and most companies now have similar perks today. I am seeing more and more of this in Bangalore. In fact, Pink Lemonade was among the first companies to start spa treatments and Friday fun snacks and now I see every company on our street providing similar perks to their people.
Shatter the ‘perks’ myth – While these perks work well, snacks, games, and team trips aren’t the only things keeping millennials in their jobs. These must be complemented with meaningful initiatives that make a difference in their work lives on a daily basis. For example, allowing team members to bring their kids to work whenever needed, and even pets, shows your people that you are willing to make the adjustments needed for them to be at their most productive. Supplement these with experiences like the occasional dance session, game tournament, concert, or hobby-based workshop, and you have a culture in which your people feel truly valued. In fact, there are a number of service providers who are successfully providing such services to corporate organizations that want to give their people a taste of some non-work down-time!
Offer meaning alongside regular work – Everyone wants to feel like they’re making a difference. To this end, giving your people meaningful work and getting them involved in Corporate Social Responsibility can give them the motivation they need — which is why technology powerhouses Microsoft and Intel have developed some of the world’s best CSR programs. In addition to this, companies could organize a ‘month of giving’, where team members came together to cook food and distribute the same to the underprivileged communities. Clothing collection drives and volunteering opportunities are also great ways to give back to the world you live in and to let your people be part of something bigger than themselves. In Bangalore, there are a couple of organizations that have helped put together carefully planned programs like this — Humane Universal Good Deed Network (HUG) — is one where food donation is easily supported. Step Up works with many corporate enterprises to have people volunteer time to teach English in government schools.
Encourage employee growth and development – You can choose to be a detached and impersonal employer, or you can show dedication to your people by encouraging their growth at every level of their careers. Take an active interest in our people’s personal and professional development by offering an employee-driven learning series and company-sponsored courses for upskilling and improvement. Invest in your people — because more often than not, development of your team means development of your company.
Across the world, millennials are becoming a greater part of the workforce every day, and it is important for a company to value their expectations and goals. You will soon discover these simple changes you incorporate to stay in tune with this generation are highly beneficial to their general happiness, and in turn, to the growth and progress of your company.
Via Forbes : 21 Ways To Improve Your Résumé
Your résumé needs to get through the applicant tracking system and then get selected by the recruiter or HR person doing the initial screening. When your résumé finally makes into someone’s hands, it typically gets just a 15 second glance according Human Resources and hiring managers. 15 Seconds! You have got to garner their interest fast or you are sunk. For Baby Boomers with a lot of experience you can easily make mistakes that keep your résumé lost in cyberspace or never reaching the hiring manager’s eyes. I’ve written over 5,000 résumés and hired hundreds of people personally so I’ve seen most of the errors job hunters make that torpedo their résumé.
Your résumé can be a door opener, or a career stopper. These 21 tips come from hiring managers.
- Emphasize RESULTS! Employers stressed that results achieved matter the most. Lace your résumé with the accomplishments and outcomes you’ve delivered in past positions. Show the impact you had and your productivity by including details concerning money earned, or time or dollars saved. Use numbers to reflect, how much, how many, and percentage of gain or reduction. Innovations matter. List all new products, services, design, processes or system improvements you’ve made.
- Use KEYWORDS! Many companies use an applicant tracking system (ATS) in making their initial résumé selection. Thus keywords are vital to being found. Review the jobs you’ve done and note the key industry buzz words and vital work tasks. Your résumé keywords should include your skills, competencies, relevant credentials. Essentially, keywords should be words that, at a glance, will show the hiring manager that you are a good fit for the job.
- Focus the résumé. It’s imperative to use a job title for the career objective to identify the name of the job being applied for. It’s most effective to create a different résumé for each different job title (i.e., one résumé for Project Manager, another for Engineer) and only incorporate the information pertinent to doing that stated job. Avoid crowding your résumé with any non-related information.
- Be concise. No long job descriptions. Say exactly what you mean, using the smallest number of words to make the point. State only the specific qualifications you have to best perform the job advertised, employers say they quickly eliminate any broad scope or generalized résumés submitted.
- Limit Résumé to TWO pages. Employers stated that they are primarily interested in worked done in the last 5-7 years no matter what level position the candidate applied for. Cover in detail the major job duties performed noting results achieved. Be a skillful editor, deleting experience over 20 years old or anything not relevant or helpful to your securing a particular position and at the level you seek.
- Use a bullet style format. Employers can gather more info faster and prefer the bullets layout over the paragraph style format.
- Add a Summary of Qualifications section. Employers read this first. Encapsulate your most marketable skills and experience into four to six sentences so this section is a mini-verbal business card that details what you are bringing to the new employer.
- Note your skillset first. Look through employers’ job ads to uncover the major work tasks they require. Work tasks are what recruiters and HR folks search for first, so put these in your opening sentence under work experience.
- Don’t hide graduation years. Mature workers worry that employers will discard their résumé if they look too old. Yet most employers want a grad date so they can verify you actually did graduate. Over 30% of people lie about a degree they never earned on their résumé. Therefore, more employers are verifying backgrounds before hiring.
- Make it visually appealing. Keep the formatting of your résumé readable, sharp and professional. Make sure there is adequate white space between points. Use a clean easy to read font like Arial with a preferred font size of 12. Save it as a PDF to preserve the formatting.
- Do not lie or embellish! A new survey from Career Builder of more than 2,500 hiring managers found that 75% have HR managers have caught applicants lying on their résumé. This red flag in almost all cases eliminated hiring the candidate from that particular position. The most common fib seems to be embellishing skills or capabilities and taking liberties when describing the scope of their responsibilities. Some people even claimed to be employed by companies they never really worked for. Be warned. Employers are doing extensive background checks these days and they often uncover your lies during interviews and reference checks. State your skills, qualifications, education, and experience as positively as possible without misstating the truth.
- Clarify a Job title. If your job responsibilities are not adequately described by your company’s job title, then alter that title and indicate your responsibilities with a title in more appropriate terms i.e. IT Systems Analyst, instead of Tech lll.
- Use action verbs. Start each sentence with a descriptive action verb — such as directed, organized, established, created, planned, etc. They add power to your sentences. And, never use “I” on the résumé. Action verbs and short impact sentences gather more attention.
- No abbreviations or acronyms. Spell out names of schools, cities, business terms, abbreviations, and titles completely, as employers may not recognize the exactly what the letters stand for.
- Use the correct tense. In all your sentences, use past tense words since they imply that you “have done it” before. Employers focus on past results even if you are still currently performing the duty at your job, write the résumé using the past tense only.
- Skip tables. Do not use a table to list competencies, skill sets or job descriptions. Most of the electronic applicant tracking systems that employers use can’t read them and so tables copy as blank sections.
- Avoid graphics. Artistic designs, color inks, emojis, and photos should be avoided. Most electronic résumé software can not read designs, or color ink correctly and often eliminate or change anything they see that is not text.
- Don’t advertise negative information. The résumé is the wrong place to advertise that you were laid off, fired, or had an extended illness. Never state why you left a position; simply list the dates of employment.
- PROOFREAD! Careful read and make your résumé flawless. No spelling errors, mistakes or typos. Many HR managers reported they do not hire offenders. Don’t trust computer spell checkers since a correctly spelled word like “sea” would go unnoticed by your computer but would be incorrectly read if you meant to say “see.”
- Cover your bases. Use your networking abilities and LinkedIn connections to find the employer you are targeting for a specific job and use the connections to email them a copy of your résumé.
- No tag lines. Employers know you’ll provide references if they request them, therefore it is not necessary to put “References upon request” at the end of your résumé.
FINAL TEST — Are employers calling? Is your résumé getting results with employers calling on appropriate jobs you are actually qualified to perform? No over qualified calls or underqualified options. If not, start editing and rewriting to improve your résumé so it is the best possible advertisement about you and your skills.