Vijay Bankar

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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,

Youtube Video:  Slide Share:    "HR Quotes" - by 'HR Professionals' & 'Management Leaders' from Vijay Bankar Appreciate to receive your valuable insights in the comments. You may also consider sharing related Quotes known to you in the comments. Thanks & Regards, Download Slides   Transcript: Quotes by HR Professionals & Business Leaders   "The problem largely comes from the fact that when it comes to people, everyone is an expert." - Fred Luthans “Financial resources may be the lifeblood of a company, but "Human Resources" are the brains.” - Rob Silzer & Ben Dowell “ people are all there is to an organization ” - Gary Hamel “The organization is, above all, social. It is people.” - Peter Drucker “The real secret of Silicon Valley is that it’s really all about the people” - Reid Hoffman, Ben Casnocha “…Silicon Valley’s success comes from the way its companies build allianc...

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

In the above video Mr. Jim Collins (Author - Good to Great 2001) highlights the importance of "who" before "what". If we think about this in line with strategic management perspective, we may have to amend the typical strategy development process. It usually begins with defining or re-defining Vision & Mission statement of an organization - precisely 'where to go' - the "what". Now, in case we have to begin with "who", an organization may have to opt for Resource Based View (RBV) of available human capital for 'Internal Analysis'. And make sure that we have right people on the bus. Normally this process (RBV) involves defining various resources the organization possesses and examine them to gauge which resources truly have strategic value. It is important for two reasons, 1) to know whether we have right people on the bus & 2) to remove wrong people from the bus. However, make sure not to throw out th...