Vijay Bankar

Every year, SHRM India announces ‘Top HR Influencers on Social Media’ during their SHRMTech Conference. This year the #SHRMTech18 Conference was held on 26th & 27th April 2018 in Hyderabad.  On April 26, 2018  SHRM India released the report on “Top 30 Indian HR Influencers on Social Media” According to the report, SHRM India used HR-specific keywords to map 250 influencers, while considering following social media platforms: Klout | LinkedIn | Twitter | Facebook. On the basis of parameters like activity level and follower count they arrived at the Top 30 Indian HR influencers of the year ( 2017-18 ). The report further states that “this list in no way devalues the efforts of the rest, for imparted knowledge has always benefitted growth. Hence, we congratulate every influencer who contributes for a better HR each day.” Fortunately, I was selected to be part of this report along with other distinguished personalities. I would like to take this opportunity to tha

Recently we have seen many changes in the way we manage our business. Technology has become part of our everyday life. This prompted me to find what Tech Executives think about "Human Resources" in their organizations. Following are the 25 quotes by eminent leaders in the field of technology. They reflect how people had contributed to creating value for their organizations. You may know few HR quotes by Tech Executives, please add them in the comments. Slideshare Presentation : 25 HR Quotes by Tech Executives from Vijay Bankar Youtube Video :   Following is the list of quotes covered in the above presentation: "The process of adapting to change starts with employees who, through their daily work, adjust to the new outside forces." - Andrew Grove "Leaders are those who empower others." - Bill Gates "The highest calling of leadership is to unlock the potential of others." - Carly Fiorina "The coach

100 quotes - Talent Management Talent Management has gained importance over the years and as long as we need smooth and uninterrupted flow of business; it is going to be an indispensable part of any HR strategy. Following definition clearly outlines what is Talent Management: “Talent management is an integrated set of processes, programs, and cultural norms in an organization designed and implemented to attract, develop, deploy, and retain talent to achieve strategic objectives and meet future business needs.” -  Silzer and Dowell Following presentation, include a collection of 100 quotes on Talent Management. Slideshare Presentation: 100 quotes on Talent Management from Vijay Bankar Youtube Video :  Appreciate to receive your valuable insights in the comments. You may also consider sharing related Quotes known to you in the comments. Thanks & Regards,

“To adapt an old saw, transitions are marathons and not sprints,” - Michael Watkins.  [Tweet this] Importance of onboarding is significantly increased in these days since the average turnover at work is less than four years & lifetime employment strategies are out of date. (“The Alliance” by Hoffman & Casnocha) It means that roughly one-fourth of our employees are in the process of transition or are affected by them since their peers (Boss-Subordinates) are going through transitions. It might be on account of appointment in new position or promotion or transfer at a different location. Aberdeen  research found that 90% of organizations believe that employees make the decision to stay at within the first year. Traditional orientation programs are completed on the first day or in some cases in a week.  However, such short-term strategies do not reflect in improving retention, productivity, and engagement. There are some organizations where the onboarding proce

Download Slides : Slideshare  Appreciate to receive your valuable insights in the comments. You may also consider sharing related Quotes known to you in the comments. Thanks & Regards,

Delivering and managing “Employment Brand” is one of the Critical Talent Imperatives for 2015 according to Bersin Report (Predictions for 2015). It is also one of the most repeated topics in the recent #tweetchat discussions I had participated on twitter. RBL - Growing Your HR Brand (Whitepaper)(pdf) HR Brand Quiz (Download excel file) Appreciate to receive your valuable insights in the comments. You may also consider sharing related Quotes known to you in the comments. Thanks & Regards,

India's Top 100 HR Influencers To Follow On Twitter from Hirers Business Solutions Pvt Ltd

I had referred to 11 IBM Leadership Competencies in my previous posts. Fortunately I had managed to get more details (below) of these competencies in Management and Organisational  Behaviour by Laurie J. Mullins – (2005)(Page 319-320). Hope this would give us additional insights to understand efforts taken by Mr. Louis Gerstner for the transformation of IBM during his tenure. [ IBM - List of Competencies page 210, Who Says Elephants Can't Dance? (2002) ]. This post will give us a complete picture of the significant role of competencies in organizational transformation.  Focus to Win Customer Insight Outstanding IBM managers and senior professionals put themselves in the minds of the customer, and see customers’ needs and businesses, from the customers’ point of view. They focus on the unexpressed or future needs of the customer. Managers and senior professionals having Customers’ Insight go beyond IBM’s exemplary responsiveness to customer complaints or prob

Once, I heard someone say, what is so important about the Job Description? After all, it's just a piece of paper & what difference does that make? The Job Description can best be compared to a  'User Manual'  which tells us  'how to'  operate particular device or machine. It gives precise details about components, requirements, directions for effective and efficient use. As they say 'When all else fails, read the instructions', and, 'When all else fails, and the instructions are missing - kick it'. In our case we can't kick it; hence a wise option is to 'read the instructions'. Let us see why a Job Description is so important. As we all know the process involved for this is called 'Job Analysis' and theoretically the output is 'Job Description' and 'Job Specification'. [While the Job Description describes tasks to be accomplished, the Job Specifications lists the Knowledge, Skills, and