One of the first Gender studies on Employee Engagement in India. Dale Carnegie India surveyed more than 1200 professionals, individual contributors, managers and chief executives across the country to understand if there were any significant gender differences in the levels of employee engagement in India.
This whitepaper reveals insights which can be useful for engaging women employees in the workplace and examines the key drivers of engagement in a women-specific context.
Reverse Mentoring is an emerging program in maximum of developing organizations. Reverse Mentoring is highly practiced and appreciated by mentors, mentees and also the organizations. In this paper an attempt has been made to study what factors among Organization Factors, Job Condition Factor, Rewards and Benefit Factor, Career Development
As per Towers Watson's research, 56 % of employees in India believe they must leave their organization to advance to a better job. Comparative figures stand at 43% for the United States, 41 % percent for the United Kingdom, 38 % for China and 37 % for Germany. This clearly suggests that a large number of employees in India have come to seriously consider job-hopping as a means to advance their careers.
There is growing agreement that the non-conventional methods of employee development can well
influence employee development. The focus of this paper is to identify the non-conventional methods of staff
development and how they enable development of employees at the work place with employee relations as the
mediator. The study has reviewed literature with regard to employee development, non-conventional methods to
employee development and the employee relations
On the occasion of International Women’s Day, Manage India speaks to a few senior women project managers, trainers, and academicians to understand their trials and triumphs at work, and their success mantra for women project managers.
Reverse Mentoring is an emerging program in maximum of developing organizations. Reverse Mentoring is highly practiced and appreciated by mentors, mentees and also the organizations. In this paper an attempt has been made to study what factors among Organization Factors, Job Condition Factor, Rewards and Benefit Factor, Career Development
As per Towers Watson's research, 56 % of employees in India believe they must leave their organization to advance to a better job. Comparative figures stand at 43% for the United States, 41 % percent for the United Kingdom, 38 % for China and 37 % for Germany. This clearly suggests that a large number of employees in India have come to seriously consider job-hopping as a means to advance their careers.
There is growing agreement that the non-conventional methods of employee development can well
influence employee development. The focus of this paper is to identify the non-conventional methods of staff
development and how they enable development of employees at the work place with employee relations as the
mediator. The study has reviewed literature with regard to employee development, non-conventional methods to
employee development and the employee relations
On the occasion of International Women’s Day, Manage India speaks to a few senior women project managers, trainers, and academicians to understand their trials and triumphs at work, and their success mantra for women project managers.
Recruitment Practices in Malaysian Knowledge Intensive Start-UpsShanmuga Pillaiyan
This paper investigates Strategic Human Resource Management (SHRM) practices adopted by knowledge intensive start-up companies in Malaysia. SHRM is considered a key to the success of these firms in line with the Resource-Based-View (RBV) of the firm. Particular focus was given to recruitment practices as recruitment is viewed as having the most significant short term impact for start-ups. This paper is based on the case study of three Malaysian knowledge intensive start-ups. The study finds that Malaysian start-ups do not perceive SHRM as critical for their success. Owner-managers of Malaysian start-ups prefer an informal & unstructured SHRM process. Key SHRM areas of recruitment and compensation are ad hoc. These findings are in line with other studies carried out globally. This paper discussed the pros and cons of the SHRM practices at Malaysian Knowledge intensive start-ups and recommends a framework for recruitment in small knowledge intensive start-ups is proposed.
Human resource-management-essay-on-attracting-and-retaining-staffTotal Assignment Help
The aim of human resource management essay is to understand the attraction and retention of talent within communication sector organizations followed by its key challenges.
ASSESSING THE ROLE OF ATTRITION IN A DIVERSE WORKPLACE ENVIRONMENTIAEME Publication
The world of work is shifting from an agriculture-centered to an Industrial one,
from self-employed workers to salaried employees and our modern economies are
slowly transitioning towards collaboration and competition. Today, the boundaries of
contemporary organizations are blurring; information technologies are allowing
individuals and companies to set base away from cities; shared working spaces are
triggering new forms of collaborations between individuals and corporations. The
main purpose of this research is to find out the main causes which increase the
employee turnover in BPO companies and to find out the way to control attrition. The
study is descriptive in nature. The study was carried out in BPO companies. Mixed
methodology was used in this study. For analysis purpose chi-square, Rank
correlation and percentage method has been used.
Women who take mid-career breaks struggle to get back into the workforce. However, companies in India are actively pursuing gender diversity initiatives. It is essential for women to be aware of such opportunities and invest in training themselves to make the best of the opportunities. SoaringEagles is an innovative talent development organisation with a range of training programmes and personalised career counselling services. For more details visit www.soaringeagles.in.
Gender Diversity Report 2017 by Recruise India Consulting Pvt Ltd. Sachith Kumar Rai
The 2017 Recruise India Diversity Report provides an overview of workforce diversity profile, key initiatives by some key organistions. Also, understand companies investing in gender-based initiatives and empowering employees to take action.
It has been proven that diverse organizations outperform other organizations with a less diverse environment. Gender diversity in India is the major talk in organizations across industries and is witnessing an increase with government initiatives.
WORK 3.0 - reimagining-leadership-in-a-hybrid-world-research-report-ID.pdfAvida Virya
Saya ingat ketika awal-awal masa pandemi Covid-19. Cemas setiap bulan, ketika HR Department mengeluarkan kebijakan Work From Home (--istilah yang kemudian berkembang menjadi Work Out of Office, lalu berkembang menjadi Work From Anywhere -- alias terserah kamu mau bekerja dari mana, yang penting hasilnya ada).
Ketika itu, saya juga ingat ada jajaran pimpinan yang "ragu" atas dampak kebijakan itu terhadap produktivitas. Saya pikir kenapa meski ragu? jika perfomance management tools dipakai dan diterapkan dengan benar, bukankah bisa dengan mudah mentrack produktivitas karyawan.
Tapi sudahlaaah.. karena bukan hanya faktor teknis, tapi ada faktor non teknis yang membuat pola WFH/WOO/WFA masih belum berjalan efektif di perusahaan tersebut. Dan juga di perusahaan-perusahaan lain.
Apa itu? It is about TRUST and TRUSTED.
Baru-baru ini saya mendapati sebuah survei tentang kesiapan siap perusahaan (Pimpinan Managemen dan Karyawan) di Indonesia dalam menerapkan sistem hybrid-working. Survei ini dilakukan dengan 235 responden (10% perusahaan publik, 65% perusahan swasta, 25 persen BUMN)
Kesimpulannya : Sudah bergeser keinginan orang untuk berada di kantor, mereka ingin lebih fleksibel. Namun, ada kekhawatiran kehilangan kontak sosial alias ngumpul-ngumpul.
Bagaimana di perusahaan Anda? sudah siap terapkan pola hybrid 100 persen? atau malah sudah?
Recruitment Practices in Malaysian Knowledge Intensive Start-UpsShanmuga Pillaiyan
This paper investigates Strategic Human Resource Management (SHRM) practices adopted by knowledge intensive start-up companies in Malaysia. SHRM is considered a key to the success of these firms in line with the Resource-Based-View (RBV) of the firm. Particular focus was given to recruitment practices as recruitment is viewed as having the most significant short term impact for start-ups. This paper is based on the case study of three Malaysian knowledge intensive start-ups. The study finds that Malaysian start-ups do not perceive SHRM as critical for their success. Owner-managers of Malaysian start-ups prefer an informal & unstructured SHRM process. Key SHRM areas of recruitment and compensation are ad hoc. These findings are in line with other studies carried out globally. This paper discussed the pros and cons of the SHRM practices at Malaysian Knowledge intensive start-ups and recommends a framework for recruitment in small knowledge intensive start-ups is proposed.
Human resource-management-essay-on-attracting-and-retaining-staffTotal Assignment Help
The aim of human resource management essay is to understand the attraction and retention of talent within communication sector organizations followed by its key challenges.
ASSESSING THE ROLE OF ATTRITION IN A DIVERSE WORKPLACE ENVIRONMENTIAEME Publication
The world of work is shifting from an agriculture-centered to an Industrial one,
from self-employed workers to salaried employees and our modern economies are
slowly transitioning towards collaboration and competition. Today, the boundaries of
contemporary organizations are blurring; information technologies are allowing
individuals and companies to set base away from cities; shared working spaces are
triggering new forms of collaborations between individuals and corporations. The
main purpose of this research is to find out the main causes which increase the
employee turnover in BPO companies and to find out the way to control attrition. The
study is descriptive in nature. The study was carried out in BPO companies. Mixed
methodology was used in this study. For analysis purpose chi-square, Rank
correlation and percentage method has been used.
Women who take mid-career breaks struggle to get back into the workforce. However, companies in India are actively pursuing gender diversity initiatives. It is essential for women to be aware of such opportunities and invest in training themselves to make the best of the opportunities. SoaringEagles is an innovative talent development organisation with a range of training programmes and personalised career counselling services. For more details visit www.soaringeagles.in.
Gender Diversity Report 2017 by Recruise India Consulting Pvt Ltd. Sachith Kumar Rai
The 2017 Recruise India Diversity Report provides an overview of workforce diversity profile, key initiatives by some key organistions. Also, understand companies investing in gender-based initiatives and empowering employees to take action.
It has been proven that diverse organizations outperform other organizations with a less diverse environment. Gender diversity in India is the major talk in organizations across industries and is witnessing an increase with government initiatives.
WORK 3.0 - reimagining-leadership-in-a-hybrid-world-research-report-ID.pdfAvida Virya
Saya ingat ketika awal-awal masa pandemi Covid-19. Cemas setiap bulan, ketika HR Department mengeluarkan kebijakan Work From Home (--istilah yang kemudian berkembang menjadi Work Out of Office, lalu berkembang menjadi Work From Anywhere -- alias terserah kamu mau bekerja dari mana, yang penting hasilnya ada).
Ketika itu, saya juga ingat ada jajaran pimpinan yang "ragu" atas dampak kebijakan itu terhadap produktivitas. Saya pikir kenapa meski ragu? jika perfomance management tools dipakai dan diterapkan dengan benar, bukankah bisa dengan mudah mentrack produktivitas karyawan.
Tapi sudahlaaah.. karena bukan hanya faktor teknis, tapi ada faktor non teknis yang membuat pola WFH/WOO/WFA masih belum berjalan efektif di perusahaan tersebut. Dan juga di perusahaan-perusahaan lain.
Apa itu? It is about TRUST and TRUSTED.
Baru-baru ini saya mendapati sebuah survei tentang kesiapan siap perusahaan (Pimpinan Managemen dan Karyawan) di Indonesia dalam menerapkan sistem hybrid-working. Survei ini dilakukan dengan 235 responden (10% perusahaan publik, 65% perusahan swasta, 25 persen BUMN)
Kesimpulannya : Sudah bergeser keinginan orang untuk berada di kantor, mereka ingin lebih fleksibel. Namun, ada kekhawatiran kehilangan kontak sosial alias ngumpul-ngumpul.
Bagaimana di perusahaan Anda? sudah siap terapkan pola hybrid 100 persen? atau malah sudah?
Company Culture is Key to Unlocking Gender Equality and Narrowing Pay Gap, New Accenture Research Finds
“Getting to Equal 2018” report identifies 40 key factors that help all people thrive
Phaidon International continues the 2017 Inclusive Talent Series in March discussing the challenges faced by women group within STEM industries; Attraction, Retention and Advancement.
Social activists. Environmental activists. Consumer activists. Activist shareholders. Today, there is no shortage of activists affecting business operations in some way. These stand-up-for-what-is-right campaigners may either be an employer’s best advocates or its worst opponents. In either case, they are change agents.
Describes changing trends of Career Transition in companies including start-ups. The delay in job landing is on account of (i) stigma associated with hiring a laid off employee (ii) lack of support by organization to build employees confidence (iii) lack of mobility on account of house lock , children education(iv)Lack job matching mechanism. Echoes the research of 2012 Nobel Prize in Economics winners Drs. A E Roth and L S Shapely on labour market inefficiencies.
Engaged employees provide immeasurable benefits to your organization. It begins at the organizational then managerial, finally employee levels of the organization.
State of Employee Engagement Report 2016DecisionWise
A comprehensive look at employee engagement best practices from over 200 organizations around the world.
Employee engagement continues to be a top concern for executives around the world. We conducted this study to understand why engagement is important to companies and what they are doing to improve the level of engagement of their workforce.
Why Gender Diversity Matters at Work | ChronusChronus
Making up 47% of the current workforce and growing, women are prime candidates for filling the leadership pipeline that will soon be left lighter by a departing generation of workers. And yet, the higher you look in companies, the fewer women you see, with C-level positions comprised of only 19% women.
Learn how greater gender diversity can improve your organization, and why mentoring is an ideal solution to enable women in the workplace.
Download the full Ebook: http://ow.ly/fGyK30fCsaB
The Global Head of Human Resources at Bilcare Research, Anu Mhaisalkar, answers some key questions regarding the role of an HR leader operating in an international business in the current economic crisis.
Women in ICT Leadership - Are We Nearly There?Deanna Kosaraju
Voices 2014 presented by Global Tech Women
Women in ICT Leadership - Are We Nearly There?
Chandana Unnithan, Deakin University, Australia; Renu Rajani, Capgemini, India and Arathi G, RIPL, India
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