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How HRs Can Play Better Strategic Roles?

strategic roleHR department is the one who takes care of all the internal works related to the employees in an organization. If they make a small error it will reflect everywhere including email addresses, internal portal page etc.  As every organization mainly focuses on business growth and strategy, HRs should in the long run take a back seat. Companies ought to realize that it is the HR leader who assigns the best people  to the right place. Lindsey Nelson on business2community provided some tips on how to strengthen the strategic role of an HR. According to Lindsey, rather than depending on sales and leadership, first take a look at the HR department.


To begin with, check that as an HR leader you should have skills such as- strategic and analytical thinking, proper communication, knowledge of business, persuasive and result orientation. Make sure that you also have the adequate knowledge about strategic role. To strengthen the role here are some tips given below-

1. Every organization has got people strategy which matches with the business strategy. Help your entity in hiring candidates who can personify the innovative and agility of a business.
 2. Try to make use of technologies in every possible way. There are available talent management tools in the market, invest in them and you will find how much recruiting technology has advanced into. You can use it to analyze the ample amount of employee data available. Create a plan and decide how you can exploit their strengths and fix the flaws.

3. Focus on developing existing employees. There might be huge number of weaknesses but giving more weightage on HR activities can help them improve. Try to accomplish atleast some of the skills into each of the employees. Ensure that your employees have at least some of the top competencies expected by the company.


The HR department can be also a part of a business group provided they are given the technological support and a proper HR strategy. It will surely help the HR department from taking a back seat.

                                                                                                                                                    Courtesy: Silicon India

The power of social media in employment

social20mediaSocial media is making leaps and bounds not just in the technological space, but also the workplace. This medium is transforming the way people find and engage in work, according to workforce solutions leader Kelly Services.

Employees are now widely using social media to network and identify job opportunities, based on results from the Kelly Global Workforce Index (KGWI), an annual survey conducted by Kelly.

According to the survey results, about 58% of respondents in Singapore say they were contacted through social media about an employment opportunity in the past year, while 22% of them said they secured a job through social media in the same period.

Interestingly, this phenomenon is not only confined to younger ‘tech-savvy’ generations. While statistics show 24% of Gen Y secured a job in the past year through social media, 20% of Gen X and 15% of baby boomers managed to as well, a sign that this medium is fast gaining traction as a way to find and engage in work.

Results of the survey in Singapore also show that 70% in Singapore are interested in receiving job referrals from friends or contacts within their social network and 57% of Singaporeans indicate that networking/social media sites are a good method for providing others with job referrals or opportunities.

Within the Asia Pacific region, 56% of respondents say that they are now more inclined to search for jobs on social media than through traditional methods, including newspaper advertisements, online job boards or recruitment companies, up from 47% in the previous annual survey.

Indonesia and Thailand stand out as something of social media hotspots, with 38% of respondents securing a job through social media, followed by China (35%), Malaysia (28%), India (25%), Singapore (22%), Hong Kong (19%), New Zealand (17%), and Australia (14%).


The survey canvassed the views of about 25000 people across the Asia Pacific region.

                                                                                                                                                       Courtesy: HRM Asia 

Why Organizations Outsource HR Duties?

HRNEWS2Every company either small, big or a startup needs to enforce human resource laws and policies to secure their employees. So, does this mean the organization should have an HR department implemented inside the entity?


For fast growing businesses the major problem for them might be managing the needs of their workforce in time. A popular trend in many of the business organizations today is outsourcing of the HR department for managing hiring and recruitment process.

According to Jan Kruchoski, principal-in-charge, CliftonLarsonAllen Search LLC in an article by Dan Emerson on stated that it entirely depends on an organization when they want to hire an HR leader. Jan also said that a highly focused professional service firm may want to make that calculation earlier than a small manufacturing business with shift workers, who may not want a full-time HR specialist.

A Minneapolis based HR consultant, Arlene Vernon highlighted the need for companies that often hire entry-level employees needs to have an in- house HR leader to handle job descriptions, employee orientation, managing benefits and maintaining personnel files.

Some of the common functions of an outsourced HR department in small businesses are mostly payroll, preparing necessary documents for the employees, keeping record of employee details etc. Companies who do not have an HR department mostly face problems while firing an employee because firing an employee requires written policies and documentations. If you fail to provide the supporting papers for that decision, it can make an employer accountable for paying unemployment benefits and potentially trigger legal liability. So, it becomes very essential to have an HR specialist who can manage the hiring and firing of employees either on-staff or outsourced, as said by Vernon.


Ken Viggers, HR management services director in RSM McGladrey’s Cedar Rapids, Iowa, expressed his views on the same saying that when organizations contain at least 50employees they often outsource functions to a contract HR manager. However, companies having 100 or more employees require a full-time, in-house HR manager. HR generalists are responsible for doing those types of jobs.



Management practices linked to productivity levels

hrnews1Singapore is ranked sixth for management practices among 22 countries just behind USA, Japan and Germany. According to the World Management Survey (WMS) conducted by the Council’s Policy, Research and Benchmarking Working Group, the Republic’s performance is on par with other developed countries such as England and Australia, and is just behind top countries such as the US, Japan and Germany.