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You are browsing the archive for August 2015 - MANCER Consulting Blog.

86% of Your Employees Are Looking For Job Change: What is Your Retention Strategy?

August 31, 2015 in Services


It is famously quoted that achieving success is tough and maintaining it is even tougher. The same maxim applies to employee retention: You may have access to the most talented personnel and may provide seemingly great job facilities, but unless a sound retention mechanism exists, you could encounter high attrition.

As your company’s top executive, assume that 86% of your employees are dissatisfied and are seeking to work elsewhere. Below you’ll discover the optimum retention strategy in the form of key tips to help you win back your workforce:

1. Begin With Self-Assessment

Research suggests that employees leave more owing to difficult bosses rather than to difficult jobs. Thus you should thoroughly analyze yourself especially with regard to supervisory style, language used, tone adopted, and reprimand methods. You may discover that you are truly being harsh to your employees, raising unreasonable demands, or perhaps even setting virtually impossible targets. These aspects are sure to alienate employees and cause attrition.

Thus redeeming your faults and embracing a more equitable directorial path will actively arrest employee turnover.

2. Enhance Compensation

Paying higher compensation is a certain way to instantly halt mass resignations. Before you dismiss this as counter-productive, remember that the costs to hire new personnel could prove to be higher. You have to, however, simultaneously ensure that external payments related to vendors and shareholders do not suffer – this can be achieved by maintaining contingency provisions beforehand.

This is also a good time to generally review your compensation structure and ensure that it is just and in conformity with industry norms. This will help keep high employee turnover in check.

3. Conduct Job Aspect Training

Having so many employees leave at once could connote that they are unable to comprehend their job responsibilities and are finding it difficult to adapt to the company culture. Thus this phenomenon demands speedy corrective steps – comprehensive training delivered quickly is definitely one of them.

The training modules should shed light on the precise job duties, the company’s exact operating procedures, and the organization’s control hierarchy. For best results, ascertain that the training is interactive and invites employee feedback. These measures will enhance personnel knowledge and foster greater allegiance.

4. Provide Distinctive Employment Aids

To negate immediate employee attrition, you need to implement innovative changes swiftly. In this regard, consider providing inimitable benefits to your employees to placate them – over and above the increased pay. Some suggestions:

a) Introduce flexible timings to accommodate the employees’ personal commitments.
b) Agree to have desirous employees work from home.
c) Arrange to provide free, discounted, or tax-free lunch, snacks, and conveyance.
d) Offer to give more and longer leaves.

You can back up the above by giving performance bonuses periodically or on festivals.

The above measures should safely terminate attrition in the short run. To ensure long-lasting retention, prudency demands that you hone up your recruitment methods to ensure that newcomers are devoted, proficient, and that their values are in consonance with your company’s philosophy and work culture.

How to Choose the Best RPO Partner for Your Organization

August 26, 2015 in Services

How to Choose the Best RPO Partner for Your Organization

Can you woo that guy sitting comfortably in his office chair, minting gold for his company?

Wouldn’t you want an employee like that on your payrolls too? The catch with hiring the ‘perfect employee’, however, is that they know how to play hardball, and it takes a great deal of negotiations and convincing to get them on board. If employees like that are what your company needs to grow by leaps and bounds, it is best to leave the hiring process to professionals. Enter recruitment process outsourcing (RPO) firms.

Here again, you need to weigh your options carefully, to make sure that you are outsourcing your hiring requirements to someone who understands your organization’s work ethos. Here are a few points to take into account before zeroing-in on an RPO partner:

Proven Track Record

A RPO firm’s past and existing clientele says a lot about its ability to deliver on the promises it makes to bring the best talent in the industry to fill up vacancies. An RPO firm that is known for plucking the big sharks just right for its earlier partners is the one to shake hands with. Popularity is a good pointer. Go through the references.

Size Matters

When it comes to hiring a RPO partner, size is a big factor to take into consideration. Bigger the firm, the better its resource pool to pull out the best talent for your organization. Equipped with larger database comprising well-researched profiles of prospective employees, these companies have the right kind of resources and experience. It is also equally important to check if the RPO is equipped with sufficient support staff to provide customized assistance to each client or are the hiring managers neck-deep into the cumbersome hiring process. If the latter is true, it is certainly a red flag.

All About The Money

The foremost reason for looking outside your company’s human resources department is the cost factor. Can the RPO firm deliver within a budget that does not overshoot the cost of hiring through your company’s internal HR department? If there is a glaring difference between the two, you need to explore more options.

Cultural Match:

While negotiating with a potential RPO partner, try to assess how well they understand your company’s work culture and ethic. This understanding determines an RPO firm’s ability to pick out most suitable employees for you, otherwise it is just going to be a case of square pegs in round holes.

Quality Not Quantity

A mere increase in the head count is definitely not the desired purpose of any hiring process. Ensure that your RPO partner is not focussed on selling their services to you by citing figures and number. In the end, getting one efficient employee on board pays better dividends than 10 inefficient ones. The right RPO partner is the one for which delivering on quality of employees is the hallmark of success.


5 Myths About a Career in Human Resources

August 24, 2015 in Services

Five Myths about a Career in HR-2

A career in human resources is often fraught with ambiguities. Sometimes, even people trained for human resources management do not have an exact idea of what the job profile entails. Like any other profession, a career in HR too comes with a learning curve and you discover the real ambit of responsibilities on the job. The element of confidentiality in HR operations has led to several myths about the role and responsibilities of HR professionals. Let us look at top five myths about HR and try to debunk these:

1. HR Professionals Know It All

Human resources is an umbrella term that covers a wide range of specific tasks and duties. The role of an HR manager is, therefore, definitely one that entails donning many hats at one time or juggling several roles single-handedly. They are the employees’ go-to people in case for queries, complaints and resolution of disputes. Be that as it may, being an HR professional does not mean one must possess working knowledge of legal issues, finances and everything in between.

2. HR Works to Protect Organization’s Interest

While keeping the best interest of the organization in mind is a part of the HR managers’ job, it is not the sole objective they work for. Human resources management means striking the right balance between working to protect the interest of the organization as well as that of its employees, and finding a middle ground in case of a clash of interests.

3. HR is Obligated to Maintain Confidentiality

A lot of times people approach HR professionals in their organization with complaints of harassment or unethical practices, expecting that they are obligated to maintain confidentiality. Unless you are confiding in them as a friend, don’t expect human resource managers to not act on any such information they have received. Contrary to popular perception, they are obligated take appropriate action once a matter of such sensitive nature has been brought to their notice.

4. HR Can Assist You in Negotiations

The practice of befriending HR professionals just because they have the inside knowledge is not unusual. However, it is both unethical and unreasonable to expect your colleagues from the HR department to give you inside knowledge to help you negotiate better with the management for a better appraisal or raise.

5. HR Professionals Have Better Benefits and Remuneration

Another popular misconception is that HR managers have access to better salaries and benefits, since they are the ones devising pay structures, leave and insurance benefits etc. However, broad framework of pay packages, number of leaves, health and insurance benefits is chalked out by the organization’s management and HR professionals have to operate within the scope of these guideline. While there may be room for a little alteration here and there, expecting them to have a free run in discharge of this responsibility is a bit of a stretch.

5 Qualities That Make You a Perfect HR Manager

August 20, 2015 in Services

5 Qualities That Make You a Perfect HR Manager

Human resource professional are an asset in any organizational wheel. They are the ones responsible for bringing in viability to business operations by optimizing available human capital. Since the primary focus of their job is dealing with personnel, it has led to a myth that anyone with reasonable ‘people skills’ can make for a good HR professional. However, the role of a HR manager requires a mix of technical know-how and people skills. Here are top five qualities that make you a perfect HR Manager:

1. Organization Skills

An HR manager’s job entails dealing with people’s careers on a regular basis. Therefore, organization skills play an important role in determining how well you fare at the job. A competent HR professional is capable of keeping files and paperwork organized, multi-tasking, managing time well and displays efficiency in juggling various assignments at one time.

2. Ability to Cope with Grey Areas

A majority of issues that HR managers need to address on a daily basis are fraught with grey areas. More often than not terms such as harassment, discrimination, and pay structures are not clearly defined, leaving HR managers to their devices when dealing with such issues. An able HR professional is one who knows how to find a common meeting ground in these grey areas.

3. Communication

A HR professional has to deal with a wide spectrum of people – employees, colleagues, job aspirants, executives and suppliers – on a regular basis and sell ideas that are in best interest of the organization in a seamless manner. Therefore, exceptional communication skills are a pre-requisite for success of an HR professional.

4. Compassion

HR manager’s job is not one without its share of baggage. Having to terminate or fire people is perhaps the most tricky and unpleasant aspect of this profession, however, as a professional, you must be equipped to deal with it. Besides, HR professionals are the ones employees turn to for discussing sensitive matters such as medical issues and workplace complaints. Therefore, empathy and compassion are important traits of a HR manager.

5. Objectivity

An HR manager must be geared up for conflict management at all times. In order to be able to discharge this duty to the best of your ability, you need remain objective and neutral. It is imperative to not let your personal affiliations, opinions, likes and dislikes come into play while resolving conflicts and dispute between two parties.

The qualities of a competent HR manage aren’t essentially inherent. These can be cultivated over time with due diligence. Refer to Manedge’s checklist of best qualities of an HR, which has been derived from its prestigious clients HR heads, to know what the best professionals in the Human Resources industry are made of.

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