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How Does Predictive Index Reduce Workload of HR?

October 24, 2016 in Services

How Predictive Index Reduces Workload of HR

There was a time when testing academic knowledge was considered sufficient for hiring a candidate. Now, recruitment on the basis of written test only is rare, particularly in the private sector. Companies have realized they need more than just a capable mind, a mind that can work proficiently in the real time, stressful environment. To analyze the candidates extensively, group discussions, personal interviews are conducted in almost every corporation during the recruitment process. Though effective, the process is slow, cumbersome and can’t be considered foolproof. To facilitate the work of HR department and to provide a better insight into the candidate’s mind, the predictive index (PI) is an emerging method.

Predictive Index (PI): What is it & How it works?

Corporations intend to hire the most suitable candidate as per their requirements. Also, they wish to achieve this with a minimum expenditure of resources. This is where PI comes into play. PI is an assessment tool that creates a behavioral profile and provides depiction or patterns of a person’s core drive and work preferences. The PI analysis involves a series of quick and simple psychometric tests that assess the natural behavior of a person. Trained analysts review the results and report the strong behavioral traits of the person, their mental status and the kind of attitude a person is likely to have in a particular situation. Upon seeing the results of PI analysis, the work of HR department becomes easier as they get to know the candidate’s state of mind.

PI: Not a hypothesis, but a real world solution

A top level employee of a reputed company was working under a lot of stress due to various factors. The management failed to pick up the signs and missed the magnitude of the problem. The whole scenario could have turned into a mess which would have been a nightmare for the HR, but this was prevented by PI analysis. Almost on the verge of a breakdown, the manager took the test and the company was able to take preventive measures. In another case, PI analysis revealed that morale of a team of 10 people was low. Upon investigation, the HR found issues between the team and their manager. Vinay Bansal, co-founder of Predictive Strategy Group, which conducts analysis for companies commented, “This kind of predictive analysis can help organizations take corrective actions at the right time to help their employees remain with them and be productive”

PI for promotions & recruitment

PI has proven to be effective for the study of human behavior during recruitment as well as for finding the right fit during promotions. The promotion process in a department at Amway relied on inferences made by PI analysis to take better decisions. HCL also employs an analysis tool based on neural network engine. The company said 17% demand fulfilled through reskilling is an outcome of predictive intelligence. This emerging trend is also picked up by startups. Ashutosh Pandey, Co-founder of fashion social network WithMe, turned to PI analysis when facing problems in getting right candidates for his company.

Combining HR and PI: Making a better workplace

Thus, technology has become an indispensable part of HR. More than half of the leading corporations of the world have updated their core technology. According to a research by Economic Times, the number of companies using PI analysis or similar technologies has almost doubled in last 5 years. PI analysis assists the HR department during recruitment & promotion process and also helps the authorities in making sure their workplace is a healthy one.


Possible Reasons Of An Organization’s Failure

October 21, 2016 in Services


A recent report in a popular newspaper described a tragic situation. A well-established firm in Mumbai negotiated a joint venture with its European counterpart. The investment happened. But, the effort saw its end even before the conglomerate could have a good deal.  Reason? A conference notice during the Christmas celebration. This points to one troubling trend; ignoring people risk will bring down even giants. Combine it with difficulty to assess leadership and cultural integration. Organizational structures are now on the verge of a great disaster.

Fortunately for businesses, averting a disaster of the kind is not that difficult. Be aware of the following general reasons of organizational failures and prevent them.

1. Lack of information on market

The advice is definitely a no-brainer. However, millions of entrepreneurs fail here miserably and pay dearly for it.  Acquire an understanding of your customers. Do an in-depth demographic research on the Internet. You should also monitor your competitors. Doing this will help you determine your unique selling points.

2. Inability to explain your offer

You may have what customers want in your locality. But, if you fail to announce it clearly, no one is going to buy from you. Learn to tell clearly what you will do to add up value to their purchases. A bit of self-analysis as a team at regular intervals will do well to address your concerns in this regard.

3. The inability to avoid interruptions

Every attempt to introduce change is a golden opportunity to have a thorough cleanup. However, business institutions should avoid interruptions. Make sure that changes are made without harming the overall performance of the company. A failure here will increase attrition. It will also affect the morale of your team.

4. Lack of consensus

This too is another area where entrepreneurs falter. Managers find themselves unable to reach an agreement when trying to solve problems. An attempt to create awareness before taking drastic measures will help a lot here. See to it that every employee is aware when something bad happens in your firm. Be clear about the company’s objectives and principles.

5. Unwanted diversions

It is often advised; excel in what you know. Most of the small-scale firms ignore this advice. As a result, they divert into areas where they know nothing about. There may be instances where diversion is a must. But, if you want to survive in the market, you should minimize these diversions.

Staying long in your industry without experiencing failure requires in-depth analysis and a multi-faceted approach. Go for it, your employees will reward you for the efforts!


‘Flexible’ is the New Rule in Organizations

October 18, 2016 in Services

Flexible is the new rule in organizations

As a kid grows up, a fairly steady increase in freedom is seen. Be it the hours till which they can stay out, or going to certain places, the grip parents have on kids tend to slacken with age. Until that is, they get a job. General conception, which is true to a large extent, is that after getting a job, the freedom curve tends to come down and everything is planned as per the workplace. Fortunately, a change is being observed in this trend and companies are becoming more and more flexible towards their employees, so that employees have time to set all their affairs in order.

Here are some situations where companies are being flexible to improve relations with employees for mutual success:

1. Unlimited medical leaves based on trust

Multiple companies are changing their prevalent sick-leave policy. Instead of the usual finite number of days an employee can take leave attributing to health issues, companies are making a trust-based policy of unlimited sick leaves. Godrej group was among the first companies to adopt this policy a few years ago. Sumit Mitra, Head of Group, Human Resources, Godrej said, “You cannot put a number on falling ill. Our trust-based policy of unlimited sick leave is much appreciated and the frequency of leave applications, has, in fact, reduced. The average number of sick leaves has fallen from 9.2 days to 8.3 days”.

2. Helping employees fulfill their entrepreneurial desire

Another freedom that companies are extending, is allowing them to become entrepreneurs by allowing them to form/ become part of a start-up. SAP launched its ‘Entrepreneurship Sabbatical Policy’ which Vlasta Duhil, HR head of SAP group, India explained as, “Using our sabbatical policy, if they succeed, we hope they will return and become ambassadors for SAP. If not, we will welcome them back so that they can share their learning”. Two of the SAP employees have already opted for this policy.

3. Sponsoring full time education

The policy of allowing employees to pursue higher education is not new. However, companies like TCS, Hero MotoCop are also sponsoring the students in their academic goals. According to Sanjay Jorapur, Chief HR at Hero MotoCop, close to 100 employees of Hero are pursuing fully sponsored higher education with reputed institutes.

4. Bye-bye rating system

Abolishing the rating system, InMobi, a mobile advertising platform has introduced a self-goal driven mechanism where employees set their own goals and achieve them.

5. Special leave policy for women

For feminists out there, companies like Kaya and Hero MotoCop have carved out 4-5 days leave for women to enable them to attend to their family obligations and emergencies.

Google is also stressing on employee freedom so that it can compete with talent from start-ups. According to Stacy Sullivan, Chief Culture Officer, Google, the company wants to give freedom to its employees so that they are a happier lot. “We found people can do amazing things when we give them freedom” he added.

Evidently, companies are doing their best to allow their employees flexibility to accomplish their social, academic and personal endeavors and surprisingly, the employees have given a positive response along with incorporating more efforts for the mutual success of the employer and the employee.



Top 5 HR Trends In 2016

October 17, 2016 in Services

Top 5 HR Trends In 2016

2016 is about to end. It is true that many trends remain unchanged even today. However, refusal to accept the dynamic nature of human resources may cost you dearly.

Here are 5 of the trends that dominate HR in 2016:

#1 Greater Collaboration With Businesses

The time when human resource firms just acted as supporters is long gone. Today, they are expected to become long-term business partners. They have to frame policies in such a way that they can fulfill almost all the employability requirements of a company.

#2 Innovation and Courage to Gain Significance

Now, employees who are willing to to take risks are highly appreciated. Quite naturally, an HR department has to encourage a culture that combines innovation and the courage to take risks. This, to be honest, is a must for a small business to survive in today’s market. One has to set itself above its competition.

#3 Growing Popularity of Freelancing

There exists no clear-cut information as to the number of freelancers. But, studies show that there are more than 65,000,000 freelancers in the US alone. Hiring them creates a win-win situation. It relieves the company of having to look for permanent workers. A permanent in-bound employee is sure to be a strain on your budget. With a freelancer, you just have to pay only when you need the expert. The expert in turn gets the freedom to determine working hours and payment as per his/her requirements.

#4 Data Will Drive Hiring

Access to data about anyone is now on the fingertips of anyone who wants it. This makes it easier than before to evaluate the market and hire accordingly. It also facilitates background checking minimizing the possibility of unwanted surprises.

#5 Need of Continuous Updating and Upgrading

Updating skills and expertise is another challenge often faced by team as well as organizations, as a whole. Small firms are sure to hire training agencies for the purpose. But, HR departments would do well if they hire agencies or staff to do that. Begin with social networking training to older employees if the youngsters in the company are well-versed in them.

Finally, business institutions are becoming more aware of the need of the well-being of their staff. And you will have to address the concern since you promise to be their partners for long.

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