“Early childhood is the most rapid period of development in a human life. The years from conception through birth to eight years of age are critical to complete and healthy cognitive, emotional and physical growth of children.”
– An excerpt from Early Childhood Development: The key to a full and productive life, UNICEF
Why employee recognition? Well, let’s talk business first!
Surveys by the Society for Human Resources Management and Aon Hewitt in 2012 found that:
- Companies using strategic recognition are 48% more likely to report high engagement.
- Companies spending ≥ 1% of payroll on recognition are 79% more likely to see better financial results.
- Career opportunities, recognition and organization reputation are consistently top engagement drivers.
Now, doesn’t that ring a bell?
Philip Kotler once said, “Marketing is the art of creating genuine customer value. It is the art of helping your customer become better off. The marketer’s watchwords are quality, service, and value.”
Using Excel as a tool for payroll processing started when the other options were either:
It’s that time of the year we all look forward to, the time to bid farewell to 2016 and ring in 2017.
Christmas and New Year’s eve always evoke pleasant memories. But amidst all the merrymaking, are you cutting down on your own leaves to streamline the leave year-end process? Are you using multiple spreadsheets? Are you at your wits’ end in an attempt to eliminate copy-paste errors that invariably arise when working with Excel? Or, are you lost in a mire of e-mails and scrambling to capture disorganized leave approvals and requests received through them?
“Losing people to the competition could lead to a dip in the company’s market share and increased revenue for the competition.” – Shailja Dutt, Chairperson, Stellar Search, Business Today, December 18, 2016.
“Companies need to find out why people are leaving and how they can prevent attrition.” – Amit Nandkeolyar, Assistant Professor, Indian School of Business, Business Today, December 18, 2016
Voluntary attrition is always painful for the company barring exceptional situations. The intensity of pain is directly proportional to the contribution-potential of the employees, who quit for a variety of reasons.
Most of us would have heard of the dialogue made by Salman Khan “ek baar jo maine commitment…”, right? In real life though, most people are not just as committed; which is why contract law in India transitioned over the years from ‘oral’ to ‘written’. When written commitment was not enough and fell short of what was required to be done, the concept of ‘witness’ was brought in to spice matters up. Indian contracts have proved that ‘more’ does not always mean ‘merry’.
Difficult situations call for some out-of-the-box thinking.
Since 8 November last week, we all have been impacted with the demonetization drive that has grappled the entire nation. Arguably, the crisis has spared no one but from all the news and social media reports, it seems as if the low income and middle class folks are impacted by this transition phase the most.
Serpentine queues at banks and ATMs (only few are functional) have become a norm. From the looks of it, the current scenario will take at least few more weeks to return to normalcy. In such a situation, how can you as the HR personnel help?