You are on page 1of 13


Doing More with Less
Organisations are developing focused capability interventions that are tightly tied to business outcomes.

Predictive Analytics Tools for HR

Companies will invest in tools for hiring and turnover modelling, performance management and compensation.
We will move away from crude ratings systems, industry benchmarks and so on to high-level analytics to figure
out the positioning of an employee vis-a-vis his or her job, fairness of the pay structure, relationship between
promotions and consistency of performance.

More Diversity
Organisations will have to provide opportunities to employees for engaging in interest areas beyond
work. Also, with new-age employees redefining the workplace, companies will have to design the career
development process to be more technology driven, and provide flexibility to work from anywhere
Employers' Transparency
In turbulent times there is a need for greater transparency at the workplace, which will lead to higher
accountability, responsibility and responsiveness on employers' part. Besides, new employees feel the
need to make a difference to the organisation and society.

HR-Tech Tie
The collaboration between HR and technology will keep growing - integrated social media and gamification
will enable better and more effective communication within the organisation. The use of Cloud and Big Data
will make the HR process more efficient, as more data gets stored on the cloud and the analysis of the impact
of HR on the business will become easier.

Engaging All
For an organisation to be able to perform in the current competitive landscape, every employee needs
to have the mindset to lead, innovate and be engaged with driving its strategy. Traditional approaches of
overinvesting in a few 'chosen ones who can lead many' are evolving.
High Performance Work Systems (HPWS)
HPWS are a specific combination of HR practices, work structures, and processes that maximize
employee knowledge, skill, commitment, and flexibility – with the aim of enhancing employee
effectiveness. High-performance work systems are complex structures, and are formulated out of
several interrelated components.
HR Score Card
An HR scorecard is a visual representation of key measures of human resource department
achievements, productivity and other factors important to the organization.
Knowledge Management
Knowledge management (KM) is about developing, sharing and applying knowledge within the
organization to gain and sustain a competitive advantage
Mergers and acquisitions- HR issues and challenges
Identifying and communicating the reasons for the M&A to employees
Forming an M&A team and choosing and coaching an M&A leader.
Career Anchors and Career Development
• Appreciative Enquiry
Appreciative inquiry is a strengths-based approach to change that has been used successfully in small
and large change projects with hundreds of organizations worldwide. It is based on the simple idea
that organizations move in the direction of what they ask questions about. For example, when
groups study human problems and conflicts, they often find that both the number and severity of
these problems grow.

• Fishbowl
This is a listening game, which is useful for getting detailed views and information from a large group
of people.

• HRD Audit
HRD Audit Is Cost-Effective And Can Give Many Insights Into A Company's Affairs. The Auditors Come
For One To Two Weeks, Camp At The Organization And Give A Report In A Month's Time.
• In Basket
An in-basket test or an in-basket exercise is a test used by companies and governments in hiring and
promoting employees. During the test, job applicants receive a number of mails, telephone calls,
documents and memos.

• Participatory Rural Appraisal

Participatory rural appraisal (PRA) is an approach used by non-governmental organizations (NGOs)
and other agencies involved in international development. The approach aims to incorporate the
knowledge and opinions of rural people in the planning and management of development projects
and programmes.

• Action Research
Lewin developed a unified change theory based on four distinct elements; Field Theory, Group
Dynamics, Action Research and the Three step model of Change. All have been criticised and all are
necessary to bring about planned change
Axing the Bell Curve
Why Microsoft, Cisco did CTRL+ALT+DEL to this appraisal tool

• Microsoft announced that it was doing away with bell curve system of appraisals in October 2013

• A 2012 article titled Microsoft's Lost Decade in Vanity Fair described how the company's
superstars did everything they could to avoid working alongside other top-notch developers, out of fear that
they would be hurt in the rankings.

• Microsoft employees not only tried to do a good job but also worked hard to
make sure their colleagues did not

• The main feature of Microsoft's new system is the stress it lays on continuous feedback. The
appraiser and appraisee are required to do at least four "connects" every year, where the discussion
is around what was achieved in the past quarter, what is planned in the next quarter and what could
have been done better.
• Axing the Bell Curve: Why Microsoft, Cisco did CTRL+ALT+DEL to this appraisal tool
-Dibeyendu Ganguly, ET Bureau | 29 May, 2015

• Role Of HRD Audit In Business Improvements - Career Planning


• Strategic Human Resource Management – High Performance Work Systems | Management

Consulting Club
• Biggest challenges for HR in 2014: The way ahead
-Anumeha Chaturvedi & Shreya Roy, ET Bureau Dec 27, 2013