Learning: The Magic of Making Training FUN

Is HR delivering on the promise of transformation? A great majority of the multinational companies globally have completed or are in the process of HR transformation. However many HR departments have yet to deliver on the transformation promise. There remains a significant gap between what is expected of HR leaders and what HR leaders deliver. Many research studies have reported that companies are being driven by the need to align the HR function more closely with business objectives and by the desire to offer more strategic support to the organisation. yet, the HR functions of very few companies are driving business outcomes. Many professionals from the financial profession view HR as a cost centre and one that is only essential for compliance. HR is not being seen as a strategic partner. Nevertheless HR executives perceive that they are spending more time on strategic activities. The two decades of work still does not show the impact of HR on business performance A small percentage o...

Effective leaders use decencies to build great workforces one gesture at a time. Steve Harrison writing in the HR magazine talks about examples of best practices that he calls as decencies. You can mould a company culture by adopting small decencies. In my own experience, I have either experienced some of these decencies with the people who I worked for or tried them out. It is about the way leaders choose to behave – the actions leaders embrace – every day, especially during the quite moments when we think no one is watching. Some of them are: 1. Be sure that nothing important or creative is perceived as the leader’s idea, 2. Write personal notes to employees and customers, 3. Walk an employee or a customer to the door, 4. Always greet people in a sincere way, 5. Make as many allies as you can within the organisation all the time, 6. Talk about disagreements in private personally and try to resolve them or atleast agree to disagree, 7. Let every employee have a sense of ownership – g...

Yesterday we talked about the need to engage B players just as much as A players are important. Today, I like to look at the subject of weighing pay incentives. While everyone agrees that incentive plans should motivate the employees to perform at a superior level; they should not encourage them to engage in questionable behaviour. The story of fire fighters being paid incentives to respond to emergencies in a timely manner resulted in a firefighter resorting to arson to claim the incentives is a good one to consider when we plan incentive plans. While we have talked about collaboration and the need to engage employees, incentives cannot be forgotten. The first step in devising incentives is to determine whether they are right for your organisation and your employees. Several white papers have been published by the Society of Human Resource Management to guide employees.