Human Resources Articles

Human Resources section covers the wide spectrum of management of workforce, interpersonal relations in the corporate world by having articles on different concepts. Apart from these institutions and systems working for empowerment of the people also falls under this category.



Life Cycle of an Employee in an Organization 22 April 2017

A Life Cycle is a series of stages through which something (as an individual, culture or manufactured product) passes during a life time. In some cases the process is slow, and the changes are gradual. We all know, human beings have various steps during their lives, such as zygote, embryo, child and adult. The change from child to adult is slow and continuous.

 

Indian Startup Ecosystem - Dream or Disaster for People 01 April 2017

This is probably the best time to live and be proud of India. India, the third largest start up eco system is on a ride, witnessed the highest investments ever. There could never be a better time to contribute to nation building. There could be no better time to be architects of our careers in a self-propelling India. With identifiable roots centuries ago, India is once again, metamorphosing to be a young energetic congregation of minds, riding the reigns of a galloping productivity machine.

 

Human Resources - Future Power of Business 01 March 2017

The time of grueling examinations is over and for most of the management prospects; whether they are fresh out of college or the ones who have already left their jobs dreaming of a fat pay cheque, MBA is a sure shot ticket to enter the corporate world and fulfill their dreams. But like thousands of students who enter the gates of a B School every year, the realms of reality often fell heavy on their heads in the form of books and presentations.

 

Relevance Of Bell Curve In Today’s Business 04 February 2017

The concept of bell curve was introduced in 1970s by Jack Welch, General Electric’s former executive to know the relative performance of employees working in his organization and it identified the four measuring standards to rate its employees like high level of energy, synching the employees goals towards the organisational goals, ability to take the decision, and the determination to take up and deliver the responsibilities within a stipulated time. It uses the law of averages or standard deviation. The centre of the curve depicts the majority of employees of the organization that fall under the category of average performers. The tail of the curve represents the underperformers and the top performers. Thus a bell curve divides its employees majorly into three categories dreadful competitors, stars or the hyper performers of the organisation and the rump the major lot of the organisation which lies in the middle.

 

HR- Help Us Help You Better 04 February 2017

Times are a-changing in the HR landscape. Gone are the days when employees would spend all their lives bound loyally to one organisation. This decade is all about the here and now - and job hopping is becoming more and more common. Employees do not hesitate to move from one company to another, looking out for the best benefits, the biggest value add they can get - the most personal learning that their role will incorporate.

 

Role of Diversity In Personnel Selection 01 February 2017

In the times of globalization, organizations require that people who are from diverse backgrounds should interact in an efficient manner. People have stopped living in an insular environment as they are working in a global economy which constantly competes within a global fabric. In order to remain competitive, both non-profit and profit organizations should be more diversified. But the management has an important issue at hand, that is capitalizing and maximizing the workplace diversity. Workplace diversity, in essence, is the focus on the similarities and differences which people from diverse backgrounds bring to a firm. As the societies are becoming increasingly multicultural, the success of organizations depends on how well it recognizes the demand for an immediate step for managing the workplace diversity, along with the willingness to allocate resources to it in the workplace.

 


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