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June 10, 2016

Cloud based Human Capital Management is in great demand, and how. Businesses are in a great hurry to find a system that can simplify and expedite their painstaking operations. The system might be ready for you, but is your business ready for the system? These three things will help you find out!

Ready to match the pace?

Cloud based HCM brings lot of flexibility and speed with it. The implementation cycles are short and quick. Is your business ready to keep pace? As this means that everyone would have to be ready to adapt the change, quickly. Whether it is change management for employees or modifying the IT road map to accommodate the new system, make sure that is ready, fast and in time.

The way your work will change!

Bringing in an HCM means that the way you run your HR operations would be changed (a LOT). From manually processing documents to doing everything on mobile, is quite a change. While this simplifies operations and reduces effort to a great extent, the mindset of the users and stakeholders needs to be tuned to the change. Ensure that everyone understands the benefits and how’s and whys of the system. Taking their feedback and suggestions for implementation process would also boost their confidence and acceptance.

HR and IT Collaboration

Make sure that your HR and IT teams are ready to collaborate for the HCM rollout. While the cloud based system has less dependency on IT, initial roll out days may need an intense overlap. From user testing to checking system upgrades, HR and IT would need to collaborate to ensure smooth implementation and functioning of the system.

Employees are the most valuable asset of any organization. It is very important to spend quality time in analyzing and preparing for the system so that everyone is on the same page. An investment in HCM is an investment in your company’s better future and in its success, so make sure you cover all the necessary points, before taking the leap.

Is your Business Ready for Cloud HCM?


By HR-One Team
June 6, 2016

Well, if you are wondering what’s there in a Monday to thank for, you are at the right place!

For long we have heard tales of Monday blues, of Mondays being a damper. Let’s change the trend, let’s make Monday’s happening, let’s make Happy Monday!

You’d Wonder Why?

Monday is very important because it sets the tone for your week. Skip your morning walks on Monday, it’s even easier to skip it on Tuesday. This resonates to office work too! Skip planning or prospecting on Monday, and the odds are high that you will miss it for the whole week. This is no superstition, but simple science that if you let things go easy in the beginning, just because its “blue or boring’, by the time you are back in control, you would have already lost good amount of time!

SO…Jazz Up!

Monday traffic jams. Monday morning stand up meetings. Sky high list of to-dos. Yes, Monday has all of this, and still can be totally rocking. Here’s a list of simple things that you can do to make your Mondays happy:

  • Take your favorite food to work, after all, some lip smacking food can cheer anyone up.
  • Dress well, wear your favorite color. Feel good about yourself.
  • Do you listen to music at work or while driving? Open the Pandora box and create a Monday special playlist of your all-time favorite numbers.
  • Don’t panic at the number of emails. Take a deep breath and plan your work for the week, allocate and re-assign. Sorting stuff out on Monday, gives a great sense of achievement.

Small things can make a lot of difference to how we look at things. It’s all in the mind after all. On Friday’s everyone if gung-ho about the two days off. You spend 5 days of the week at office, why not make the first one a special one? As we just did by sharing this post with you.  Happy Monday!

Thank God it’s Monday!


By HR-One Team
May 25, 2016

You will be surprised to see how these simple, little things can snowball and make good people leave the job. If you spot any of these happening at your workplace, beware!

Too much work, always: Let’s admit it, nothing irks employees more than constant long hours at work. Just because someone is good, make sure you do not over burden them with all the extra work. If you really need to increase work load on your talented people, make sure you compensate it with appropriate raises, appreciations and more.

Delayed Appreciation: If you give them extra work today, with a tight timeline, make sure your appreciation flows on time too. Delayed recognition of hard work can demotivate even the best of the people, forcing them to look for better options.

Zero Flexibility: If your best people are putting in extra efforts, make sure you give them some relief in form of flexibility. Your good employees realize their responsibility well and will never let you down.

Missing Empathy: Be a boss and be a human. In many cases, good people leave just because the boss was not “human” enough. If you are not personally involved with your best people, it can damage their trust in you to a great extent.

No Commitments: If you expect your team to complete their work on time, make sure you complete your commitments on time too. Disregarding a commitment not only demotivates a good employee but also paints a disrespectful picture of the organization overall.

Favoritism: Good employees are smart enough to realize when they are being taken for a ride. If you pass all the work to them, and goodies to your other favorite people, be prepared to see them walk out of the door.

No Space for creativity: The most talented people seek to improve everything they get involved with. They are full of ideas and are willing to go that extra mile to make things around them, better. Do not cage their aspirations, appreciate their ideas and keep them involved.

Wrong Team: Good people prefer working with better people. If you tag them with an incompetent lot, they will lose their charm. Nothing frustrates them more than not being able to learn anything from their peer and bosses.

Good people are a valuable asset. If you wish that they stay longer with your organization, be careful about how you treat them. What other things do you think organizations can do to retain good folks?

8 Things That Make Good Employees Quit Jobs!


By HR-One Team
May 18, 2016

Are you one of these?

HR walks a tight rope balancing employees and the management. From operational challenges to strategies, all sits on their desk alike.  And in this scenario, all they need is a bit of smart management to keep things going. Here are five things only smart HRs do to juggle all the balls smoothly!

  1. Get to the bottom: Smart HRs are not afraid of getting to the bottom of any issue. Nipping the problem in the bud helps them avoid repeat scenarios and bring in a long lasting solution. Many a times a lot of problems at office get snowballed just because no one tried to find the cause. Once you know the root cause, you can treat it permanently.
  1. Build Relationships:  Smart HRs connect with their people well. A quick chat over the coffee or catching up with people at lunch helps them understand the general sentiment. Also, when you have strong relationships with your employees they are more likely to become your allies in spreading the right message and controlling the gossip grapevine.
  1. Ready for the next:  Smart HRs are always ready for the next. Be it technology, health policies, statutory updates and more. A far cry from the traditional HR mindset, the Smarts HRs are ready to embrace newer communication technologies and platforms like social. They believe in enabling their people through different mediums.
  1. H for Humanity:  Human resources are all about nurturing people. Smart HRs know the value of imbibing humanity into daily operations. They support their people in tough situations and lend patience ear to their woes, because sometimes just listening to people can solve a lot of problems!
  1. They Know What to Do: No more dependent on just ‘talks’ and ‘common sense’. They run with statistics and compliances. Whether it’s a global workforce or a niche market, they know the rules well. They know what works in global and local scenarios. Always well informed, the Smart HRs know their stuff inside out.

5 Things Only Smart HR People Do


By HR-One Team
May 17, 2016

Make sure you don’t miss on these and lose the job!

Finally, its interview time for a job that you’ve always wanted. You are well prepared and ready. But beware, beyond the regular parameters, there are some seemingly smaller things, your hiring managers may judge you on. Make sure you do not miss these!

The Perfect Timing: It’s good to be one time, and a little early. But do not show up an hour before your scheduled time. Reaching 10-15 minutes prior is good timing.  That’s enough to show that you are punctual.

Being the first one: Studies show that during a schedule of interviews, hiring managers prefer to select candidates from the first lot. So try to get an early interview time and be amongst the first few candidates.

Get the Resume Right:  If you have exaggerated about your experience in your resume, it could back fire in a big way. Candidates who are not truthful about their experience are always looked at with great apprehension.

Go Beyond the Website: “So what do you know about our company”, is a common interview question. If you think that reading the website is just enough, you have got it wrong! Read about the company on the web, see their blog, social media, read about any news or articles that you can fine, and be well informed.

Get the questions right: When given a chance to ask questions, do not utter random questions. Ask contextual questions about your role, its significance for the company and more.

Sound Right: How you say it is more important than what you say. Do not be very chirpy or extremely dull. Maintain a balanced voice tone, sound excited and positive. Do not sound like as if you’ve turned up for just another interview.

Follow Instructions: Adhere to all interview instructions carefully. Carry all the requested documents properly. And ya, do not forget to carry a pen!

Consistent Behavior:  How you behave with every person you get to interact with can impact your hiring. Right from the front desk person, to the recruiting executive and the pantry guy to get a coffee, make sure you are professional and courteous.

Be Imperfect:  When asked about weaknesses, do not say none. No one is perfect. Being able to identify a weakness and how you are working to improve it, is a sign of a confident person, who knows himself well.

Past is Past: Past job is past job, but make sure you do not overrate it. Neither you should bad mouth your previous employer. Be upfront about your reason to move on and focus more on what you learned from your previous employments.

10 Seemingly Small Things You Get Judged On During Interviews


By HR-One Team
April 29, 2016

Be it Odd or Even, Mondays or wedding times, Delhi roads are rarely sans traffic. And if you use your GPS to find the smoothest way to reach office quickly, there is more good news for you!

The Indian Space Research Organization (ISRO) on Thursday, gifted us our very own desi GPS IRNSS-1G, aka NAVIC.

While this proudly places India amongst the five nations in the world that have established their own satellite navigation system, here is our take on what using this Indian bred system could mean for the daily commuters in near future:

• No more artificial accents that are at times, hard to understand.
• Better and more accurate information on the shortest routes around because when in traffic, there is always a quick way around
• Get directions in familiar accents and local languages.

In addition to this, NAVIC is equipped with applications like navigation for hikers and travelers, fleet management and vehicle tracking, along with visual and voice support for the drivers.

Over dependency on any outside solution is never recommended, it is time we embrace our home grown technologies with open arms. Look forward to using NAVIC soon!

Now tread your way to work with NAVIC!


By HR-One Team
April 15, 2016

Recently the internet has been flooded with articles around managing millennials – the ‘tough’ employees. Millennials, people born between 1980 and 2000, form a substantial part of the present day work force. Labelled as “demanding” and “difficult” – this generation has been under a lot of speculation.Here are some quick facts about millennials that would give you a fresh perspective about them:

Expert Multitaskers: Millennials can handle a lot more than what you can imagine. They can juggle many responsibilities in a go and yet do justice to all.  This also means that they can be easily distracted by a tweet or a text. The best way to utilize their potential at work is to keep them engaged with variety and timelines.

Tech Savvy & Aware: From social media to latest technology, millennials are geeks of sorts. Don’t be surprised if they shun you for your lack of social awareness. In whatever role they are, millennials can contribute well in defining a communication strategy, especially digitally.

Love Appreciation: They are hardworking, no doubt, but they need quick recognition and appreciation.  A quick email or a small announcement on floor can do wonders to their motivation and keep them upbeat, even for some of the most daunting tasks at work.

Don’t live to Work: Work is important for them, but work-life balance is even more important. You would rarely see a millennial spending long hours at work unnecessarily. They admire flexibility at wok as this helps them maintain a balanced lifestyle. In return, you get an extremely sincere and dedicated millennial.

They Believe in Team Work: Millennials are great team players and leaders. They totally love collaborating with others and brainstorming.

Transparency: You can’t fool them by pushing things under the rug. Millennials demand clear and transparent communication. They follow the same principal with their team and expect the management to be transparent with them too.

With new set of millennials ready to throng workplaces, it’s important for organizations to know how they can leverage unique skills of millennials. How do you plan to handle them?

6 habits of millenials that you’d totally love at work!


By HR-One Team
April 9, 2016

HR has evolved from being just an administrative body. Aligning HR with key business objectives is critical to a company’s success.

We all know that HR is all about people and an organization is what its people are. And yet, most businesses tend to skip aligning the HR with their key business strategies that directly impact the people. When HR goals and business objectives, look in the same direction the teams are likely to be more efficient and effective in achieving the overall organizational goals.

Here is how involving HR with business strategies can help your company grow faster:

Ready Skill Analysis:

Every plan and its execution, requires a certain skill set. With HR aligned to your plans, you get a ready reckoner of your current skill matrix and what all you need. You also get a foresight into how you need to train your current workforce to make them more compatible with your business plans.

Ready Acceptance:

Success of any new plan or related operational change depends on how quickly your people accept and adapt to the change. If HR is aligned with your plans, they can drive change management effectively. HR knows the nerve of the people, and this helps them in communicating the change and its benefits in a lot more effective way. Moreover, they can motivate the teams to leverage the new opportunities that the new plans may bring.

Ready Team:

If employees are connected to company strategy and goals and are acknowledged for high performance, the goals are more easily met. Engaged employees are vital to company productivity. HR can be a key player at the strategy table if it develops performance management goals based on company objectives.


HR has a delicate balancing act to develop compensation strategies that balance company finances with employee expectations. If compensation is too low, employees leave for greener pastures. If it is too high, the company income statement can be adversely affected. HR must be included in product development efforts and ensure the right staff is on hand for this function, even if it means paying a premium in the short term for freelance or contract employees with the right skills and experience for the tasks at hand.


HR departments typically track data on the success of recruitment efforts or how many people received what kind of training. But this is not sufficient. The better metrics are those that establish the long-term links of HR to company success. A more important metric might be how well the company does at retaining key personnel, those who contribute most to the bottom line.

Are your HR Goals in Sync with Your Business Plan?


By HR-One Team
March 29, 2016

From excel sheets to detailed forms, a performance review encompasses what not. But how do you ensure that your process is meeting your business needs?

It’s about time for everyone to start filling appraisal forms. The HRs are busy preparing the plans and ensuring that the timelines are met. Amidst this hustle bustle what we miss is evaluating the appraisal process. Most businesses pick appraisal processes on basis of references, industry benchmarking, HR recommendations and more. However, how to do know whether it fits your business needs? Is it good enough to meet your employee expectations?

Here is a quick checklist to determine if your performance review process needs a makeover.

Is employee performance getting tracked fairly, across the board? Well, if you have not been invited to literal battle fields where people are armed with emotional rants and tears, you can live in peace. A good performance tracking measure is to ensure that KRAs are clearly defined and more importantly, accepted. When appraisals happen, you will hear grumpy sounds, but if the performance stats are clear and transparent, a lot of such noise can be handled with ease.

Do your employees know what they are expected to do? Setting expectations is not an easy task. For a fair handling of reviews, it is imperative that performance expectations and targets are pre planned and defined (clearly), as soon as a person comes on board. Having a clarity on what is expected from their role not only helps a person perform better, but also make it easier to track performance over days, months and years.

Is everyone following the rules? Even if all expectations and KRAs are well defined, you must ensure that everyone across the board, follows the rule. The onus of this lies on the management to a great extent. The managers need to lead by example and need to be supportive of their team to get and give the necessary details consistently. The flow of feedback needs to be comfortable and clear on both the sides.

Is the process sluggish and boring? Backed with lots of statistics and documents to fill, the review process is often perceived to be very boring. While there is always a lot of excitement and anticipation around appraisals, the process in itself can get very drudgery. You must ensure that the process is engaging enough for all the stake holders – using instant appreciation cards, online feedback mechanism or quirky dialogues, spice up the process of you feel it’s getting very boring.

Like you look at employee performance annually, make sure that you also evaluate the whole process from time to time and sure that the gaps get filled.

Are you evaluating your employees correctly?


By HR-One Team
March 21, 2016

Holi, the festival of colours is just round the corner. While everyone is talking about colours in some way or the other, we about how these hues impact our workplaces. Take a look!

Who wouldn’t want to paint the town, err…office red? But do you know that the colours around you at your workplace impact your mood and productivity? Here is what these colours mean:

Red: No, its not the colour for that danger board which you would love to hang outside your boss’ cabin. Red symbolizes high energy. Having lots of red around would make you feel “awake”, and energized. On the flip side, red is found to reduce analytical thinking.

Green: Yes it is environment friendly, but also reassuring calming. Green is the colour that signifies balance and stability at a work place. Green is also found to induce more productivity at a workplace.

Blue: Labelled as the “most productive” colour, blue is one of the most commonly used office decor shade. It instigates the mind and is found to enhance “mind work”.

Orange: This is another commonly used colour and is symbolizes good values. You will see orange being used in a lot of retail brands as it signifies good vale in low cost.

Pink: Pink is the most common shade used in feminine businesses. It signifies nurturing and care.

Gold: True to its price in jewelry, gold symbolizes luxury and elegance at a workplace. Most workplaces may use gold around seats of senior members as gold also reflects wisdom and experience.

Black and White: Now of course, these are the most common shades one would see anywhere. However, black encourages coldness and is not a real team colour. Though white signifies peace, a lot of experts discourage use of plain white as too much white intensifies everything in its way and gives an impression of disinterest and detachment.

No colour is magical, nor any wall…choosing a right shade may just help you boost your and you team’s mood in the right way! So choose your hues wisely.

And as for Holi, get as colourful as you can! Have a great Holi!

What is the right colour for your office?


By HR-One Team
March 17, 2016

It’s 6:00 pm. Don’t you think of replying to that mail! Or should you.

It’s 6:00 pm: Should you or should you not?
It’s 6:00 pm: Should you or should you not?
It’s 6:00 pm: Should you or should you not?

It’s 6:00 pm: Should you or should you not?


By HR-One Team
March 11, 2016

Adding social to HCM or HRMS is the new cool. Here is what the HRs need to know before they jump to this integration.

Integrating HRMS solutions with social is the new HR tech revelation. Many organizations are viewing it as an opportunity to map the humongous data on social and use it for recruitment and employee engagement effectively.

Social has immense power and freedom. Integrating it with HRMS enables the HRs and the employees in many ways, however, this needs to be handled with caution.

Before your start using the social HCM, here’s what the HRs need to know:

Benefits: Yes, there are many powerful benefits of a social HCM. From more effective communication to recruiting and engagement, the HRs can use social HCM in many ways. Integration of channels like LinkedIn to an HRMS means that hiring “known” candidates becomes easier. Your employees can directly refer their LinkedIn contacts and in turn HRs can quickly validate the social footprint of a prospective candidate. The whole process is a lot more interesting, simple, and engaging.

Social HCM also gives a great chance to the HRs to communicate more effectively with employees. Using social HCM HRs can discuss and share important updates and announcements with employees at different locations instantly and also capture their feedback online.

Caution: We have already experienced how powerful social can be in terms of its outreach and exposure. Given the scale of visibility, it is important that each and every info shared is correct and accurate as this has a direct impact on your brand.

Even a minor error like a poor formatted job posting can drastically impact the way your brand is perceived by its viewers. Similarly, the tone of the messaging needs to be correct – avoid sarcasm or aggression. It is best advised that HR should identify communication experts to handle social HCM content in the right way.

Here are some more cautions which the HRs must practice while using social HCM:

• Do not treat LinkedIn like a job portal: Be judicious about what vacancies you want to post, where and how.

• All the information shared should be linked to the correct sub group / detail either within the HCM or the company website.

• Keep your readers informed in the right way. Social HCM should not be treated like a sales stream. Keep the employees and other fraternity updated with the right company info and other facts pertaining to your industry, work culture etc.

• Maintain a consistent communication stream. Too long a gap would result in people losing interest in your postings.

Are you using social HCM at your organization? Do share your feedback and comments here!

Handing Social HCM: Key Points for the HRs


By HR-One Team