Monday, May 6, 2019

Career planning, commonly known as career management has always been a crucial part of one’s career. Not only employees, but employers are equally responsible for effective career management to ensure they attract and retain the best talent. 

With automation sweeping the industry and resulting in millions to switch occupation due to digitalization, will  career management be still relevant? 

Answer is YES. 

The Gap 
Automation has resulted in creating new roles, and career roadmaps. Therefore, career management is even more pertinent for both the employer and the employee. 

While upskilling and reskilling are the two buzzwords in the job market, in order to be employable, what employers are struggling with is finding talent with technical skills as well as human skills(more for technical profiles), which is hard to find and even harder to teach.

Career Management, must focus on strategies that will help bridge this gap between technology and human skills. Another facet of Career Management is climbing up the ladder in non-technical profiles by keeping ourselves up-to-date with the changing work environment 

Role of Automation in bridging the gap 

Organizations, as part of their career management strategy, are now focusing on priming their workforce for high growth roles. 

Online assessment techniques, an essential part ofcareer management, help identifying the potentials, personality traits, upskilling and reskilling needs of employees based on their technical skills, job-specific capabilities and knowledge, etc. These tools use big data and predictive analytics to define and therefore, align the workforce to their required skill sets. This is a scientific and effective way of mapping the training needs for employees with an intention to help them manage their career and remain employable. 

Once the skill gap is mapped, it is easy for both the employer and employee to move on to the next step of focused upskilling. 

Career management is not only about retaining the best talent, but also identifying the ones that would want to move on or out of the organization and pursue their career interests. A ‘smart’ career management that uses automated career assessment techniques helps identifying these employees and helps them choose a logical career path ahead. 

Career management based on automation not only enhances the confidence of the employer, but also helps employees build a structured approach towards their career path.

Thursday, April 11, 2019

Workforce Management:  Then and Now

Workforce management is the integrated set of processes that the HR of a company follows to achieve optimal employee productivity. Workforce management is a crucial for the success and failure of any organization. The leadership team of any organization concentrate on Workforce Management planning- both for the short-term and long-term.  

Availability. Cost efficiency. Regulation. Productivity - These are the 4 major categories across which workforce management is measured 

Workforce management has always been the principal factor impacting employee satisfaction and therefore, the brand perception, as well leading to overall success. Happy employees boost a brand’s goodwill. Employees are happy when they are recognized for their performance, while most of the times through remuneration and special rewards but it may not always be the ultimate recognition strategy used by corporates. Having said that surveys conducted on workforce management trends show that consistent incorrect payroll calculations, manual processing of incentives and bonuses are the culprits behind dissatisfied employees. All that is history now. 

Automation is the buzzword now and HR is not an exception anymore. Automated workforce management solutions iron out all the discrepancies and ensure a flawless payroll process. 

Besides payroll, workforce management solution also ensures effective workforce scheduling so that employees have a better work life balance. Visibility to one’s work schedules, leave balance and availability makes a world of difference to the employees. An autonomous system with optimum accuracy means efficient labor management, error free timesheet, lower risk of non-compliance, and a better brand presence. 

Workforce management solution is a basic necessity nowadays, with significant benefits that it offers, namely:

  • Visibility to resources and processes
  • Automation of processes to reduce time and effort
  • Scalability
  • Real-time evaluation of employee performance

Workforce management not only manages capacity planning, but it also enables the management in mapping skills of its employees which in turn helps in determining the career path of the workforce. An optimally mapped workforce will always deliver on business objectives. 

Have you OPTIMIZED your workforce management

Sunday, March 24, 2019

ITStaffing: Does 2019 bring in new trends?

IT staffing as a process has evolved through years, in terms of definition, meaning, concept and therefore, its ambit. The labor market scenario always has had a direct impact on the style and trends of IT recruitment. With the industrial revolution sweeping the industry, 2019 came along with a lot of challenges and possibilities in the world of IT recruitment. 

While there is no denying the fact that thanks to the technology transformation a lot of jobs are being created in the IT solutions companies, it’s alarming to see the shortage of talent they are facing. IT solutions companies today, are not only focusing on the technology skills but also soft skills that will complement machines. 

A few trends that will rule IT staffing strategy in 2019 are:

  • Recruitment marketing: Recruitment marketing is that strategic modification that gives the recruitment process a whole new concept. Awareness of the changes going on in the labor market, considering the inevitable impact on the workforce and employers and identifying areas of interest of both the parties in order to bring them to a common platform is exactly what recruitment marketing intends to do. 
  • Inbound Recruiting: Inbound recruiting focuses on attracting, engaging and then converting the passive talents with the employer brand. IT staffing companies are investing in various inbound recruitment strategies in order to attract and engage the right talent. 
  • Employer Branding: Reputation matters! And employer reputation is of essence as the millennials go to Glassdoor even before visiting the website of an employer company. 
  • Candidate experience: Candidates share their experiences in person and through technology. Candidate are consumers, when it comes to candidate experience. In a recent survey conducted by ManpowerGroup, 57% of Indian candidates say the negative candidate experience of a friend would make them less likely to buy a product or service of an employer brand.  

Above are the major trends prevalent in the IT staffing domain. IT recruitment is evolving by the day and new trends are setting in as a means to overcome the growing challenge of identifying, attracting and engaging the right talent. 

Career Management is more lipped than executed. Do people consciously manage their career or just go with the flow? What is Career Management and how is it to be done? Career Management is conscious planning of your activities and engagements in the jobs such that you get fulfilment, growth and financial stability. It is a sequentially planned progression not just by chance that starts with an understanding of yourself and your career aspirations matched with the available opportunities- present and future.

An individual’s career is one of the major source of one’s confidence and self-sufficiency. Career is an integral part of one’s life and therefore its need for management.

How does one manage career? 
  1. Develop and define overall goals and objectives,
  2. Develop a strategy (how do you plan to accomplish the selected goals/objectives),
  3. Develop the specific means (policies, rules, procedures and activities) to implement the strategy, and
  4. Systematic and periodic evaluation of the progress and modify the strategy, if necessary.
Career management can be equaled to organizational management. The process of career management begins with defining goals and objectives some maybe short term or meant to be achieved in the short run and some long term.

Short Term goal is a tedious task compared to a long term career goal which is more or less visionary in nature. Since the objective is immediate, it is more action oriented compared to Long term. Second it demands achievement in the shortest possible time. This step is definitely difficult for those who are not aware of the opportunities available or are not completely conscious of their talents and themselves. More specific, measurable and achievable the goals, greater the chances of the plan bearing fruit.

To achieve your goal, you need a well chalked strategy, which implies an action plan to achieve the goal. This has to be followed by drafting or establishing procedures / policies / norms or rules that govern your action or practice. 

The final step and most critical step in the career management process is evaluating your career management plan to monitor progress or if there is a need to introduce some changes in the latter.

You may also explore various career assessment tests at various stages to choose career paths that are in tandem with your likes and dislikes, strengths and weaknesses. Right Management, a group company of ManpowerGroup, conducts a battery of such tests. These tests range from small and brief overviews to exhaustive tests offering minute details. Some of the tests that you may like to undergo are MBTI (Myers and Briggs Type Indicator), SDI (Strength Deployment Inventory) and Multiple Intelligence all of which are conducted by Right Management with analysis of the findings.

The onus of career management is always on the individual self rather than the employer. Ensuring progressive personal development in terms of skills, competencies, change in attitude with time needs to be taken care of by one’s own self. Short term goals need to be met and evaluated. The long term career goals need to be revised dynamically with the change in employment scenario and self; companies may or may not be concerned or aligned to your priorities in career and life. Often counselling helps in evaluating a job, the future prospects and establishing clarity of values for they undergo a change with the passage of time!

Monday, March 11, 2019

Career Management: Why is it important?

With the volatility of the job market nowadays, it’s important to have a hold on one’s career in terms of goals and expectations while making career plans.

Mapping one’s capabilities, expertise and interests is a significant part of career management. Career Management is important for both the employer and the employee. And it is a continuous and a mutual process that takes place between the employer and the employee. Career development and training program in any organization is the cornerstone of its employees for the awareness of their career path, strengths and development areas, and therefore manage expectations accordingly.

Below are a few pointers highlighting how career management consultancies benefit organizations:

·         Employee retention and attraction: A solid career management development program is the base for retaining all the good employees and attracting the ones who will in turn stay and contribute to the business for a reasonable tenure. Career management consultancies do their research based on employees’ age, gender, career levels, and career interests and logically map those with their capabilities and career interests. This in turn creates a training and development plan for the employees, who would want to stay on for those extra perks, both tangible and intangible and serve longer tenures.

·         A career development program also helps improve performance of employees as they feel valued when acknowledged for their skills and efforts.

·         In this era of technology disruption, organizations are constantly revisiting the skillsets and technology competencies of their employees to ensure they are aligned with the business goals. A well-crafted career development program initiates meaningful conversations between employees and employers, helps identify and fill knowledge gaps, encourage agile and adaptable learners, thereby ensuring a future ready organization.

Besides facilitating achievement of an organization’s business goals, career management development and training programs boosts its employees’ confidence and morale by acknowledging their contribution to the company, identifying their capabilities and pushing them forward on their career paths.

Sunday, February 3, 2019

Automation and Robots: Companies want more human workers

Skills revolution is in full swing and robots are helping boost productivity.

However, quite contrary to the apparent focus on the fact that robots are replacing humans, this research by ManpowerGroup shows more Indian employers than ever - 76% - plan to increase or maintain headcount as a result of automation for the third consecutive year. Rather than reducing employment opportunities, organizations are investing in digital, shifting tasks to robots and creating jobs. At the same time, companies are scaling their upskilling so their human workforce can perform new and complementary roles to those done by machines.

Hard to Find - Harder to Teach

Demand for tech and digital skills is growing across all industries and functions yet employers place increasing value on human skills as automation scales and machines prove better at routine tasks. While 15% of organizations say it is difficult to train in-demand technical skills, 29% said it is even harder to teach the soft skills they need such as analytical thinking and communication. Candidates who can demonstrate higher cognitive skills, creativity and the ability to process complex information, together with adaptability and likeability, can expect greater success throughout their careers.

Companies now need more human workers with a very different set of skills. This demand for human workers is growing by the day and companies are adopting innovative strategies to fill in the talent shortage.

Majority (75%) of the Indian employers are pursuing one or more talent strategies to secure the skills they need and companies with a plan are more confident of expanding their headcount than those that are hesitating.

Build: Companies are realizing the fact that just in time talent will no longer be available even if they pay the premium for it. Upskilling existing employees is the sustainable way of building and retaining talent.

Buy: While building is a wise way of solving talent shortage issues, employers are ready to offer higher salary packages to hire and retain the sought after talent.

Borrow: Alternative or part-time labor is the trend of the NextGen workers and employers are offering alternative ways of working.

Bridge: Reskill. Reassign. Release. Creating pathways for employees to move around the organization as they skill up is important for both the parties. Those whose skills are no longer matching the requirements of the employer must be allowed to move with due respect and compassion.

But to really compete in the Skills Revolution, the leaders MUST promote a culture of learning, provide career guidance and offer short, focused upskilling opportunities. Employees need to know how to prepare for high-growth roles of the future and that their employer supports their learning.

Tuesday, December 25, 2018

The current world of work has seen a radical change due to the proliferation of Social Media. Millennials put a lot of importance on employer’s Brand in terms of the Organization and the people leading it while making career decisions. With social media and various electronic platforms, candidates now, have easy access to the leadership of a company.  Leaders play a significant role in the brand image of any Organization and Organizations are therefore sensitive towards the Public image of the Leader since it impacts not only the candidates but all the other stakeholders associated with the company. HR has a key role to play to train the leadership on personal branding. 

Most of the  MNC HR placement firms have a separate division to address the training needs of the corporates and one of the training module generally  have Personal branding as part of the Leadership Development Program. HR should expand their relationship with the HR placement firms and engage them in leadership development programs in order to create an impactful brand experience, inside out. The reason why the HR Placement Firms can do it best  is because during recruitment process they need to necessarily get inducted into the culture and values of the organization and while they do it, they understand the nervous system of the organization which makes it easier for them customize the Leadership Development Program to the Organization’s need.

Leadership Development Programs: A must have for Indian Staffing Companies
HR placement, today, is not just focused on staffing, but is the cornerstone of any well-groomed employer brand among the staffing companies in India. HR functions cover a much broader ambit of tasks, especially those in the placement firms. Besides managing volumes of employment applications, interviews and documentations, they are also focusing on marketing strategies, innovative incentive and training programs, service assurance initiatives etc. Leaders play a major role in driving change, or setting the tone of the culture in any organization. And therefore, Indian staffing companies must look forward to developing leadership development programs as a priority. 

Leadership Development Programs will benefit HR Placement firms
The leadership in the staffing companies in India tend to spend more time streamlining routine operations. Therefore, strategizing the approach towards handling day to day deliverables across a vast array of functions, locations, practices etc. will help leaders or potential leaders free up their valuable time and participate in creating and nurturing a better brand.  

Leadership skills, when fostered with situational awareness can create an impact on the organization both internally and externally. The must to have elements in the today’s leaders which a fresher joining that company or a professional (while applying job) will look for can be many. Some of them are listed below:

  1. Nurture and leverage situational awareness, self-awareness and core values while prioritizing 
  2. Cultivate strategic and diverse channels while leading disruption of the ‘old’ systems
  3. Innovate ways to get buy ins from the stakeholders, internal and external so that the new ideas are fed in the system smoothly

Leadership Development Programs should not be confined in a classroom training as it is a process that will go on with the evolving job market as more and more skilled workers are choosing the way they want to work – part time, temporary, freelance, contingent or contract. 

The way leaders in most of the staffing companies in India