according to the Hudson Employment Index, married workers were happier with their work-life balance than unmarried workers, and married employees had more fun at work than unmarried workers.
A paradigm shift is taking place in HR practices with recruitment agencies increasingly being made accountable for the mishiring in the corporate world. HR consultants are now held accountable by contract to substitute a candidate who quits within a specified period from the date of joining.
According to an international research, 50% of hiring is actually mishiring and it costs 28 times the annual remuneration package of the employee. Mishiring in India accounts for 40% of the hiring at junior level and up to 28% at senior executive level, according to Executive Access MD Ronesh Puri. “Both the HR consultant and the company should therefore be equally held accountable. Unfortunately, most companies are innocently ignorant about the huge revenue loss. The softer side like cultural misfits, mindset matching and difference in
management style are equally important. But companies fail to realize its magnitude,” he asserts.
There is no future in any job.The future lies in the man who holds the job —GEORGE CRANE
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Detractors have often successfully portrayed the contract as a one-way bargain that benefits business at society's expense. Reality is much more complex. The activities undertaken by business have clearly brought social benefits as well as costs. Similarly, however, there are two sides to a contract—and business must acknowledge that in return for the ability to function it is subject to rules and constraints.
A starting point may be for CEOs to articulate publicly the purpose of business in less dry terms than shareholder value. Shareholder value should continue to be seen as the critical measure of business success. However, it may be more accurate, more motivating—and indeed more beneficial to shareholder value over the long term—to describe business's ultimate purpose as the efficient provision of goods and services that society wants.
Joshi and Nooyi have time on their side to break many more glass ceilings.
BlueSteps.com is designed specifically for senior executives with demonstrated success in their careers. The typical BlueSteps.com registrant earns US$220,000 (or country equivalent) with at least 10 years of management experience. To join, you must earn a minimum of US$100,000. Currently, more than 21,000 executives from all over the world have joined.
- XLRI entered into an agreement with Accenture to design and deliver a 12-month Certification Course in Human Capital Management. The course, first of its kind in India, will be customised to the specific requirements of BPO industry, and will be offfered to selected HR professionals of Accenture. The course will be coordinated by Prof Madhukar Shukla.
Rural Programme Initiative:
- The First Rural Programme Initiative was launched with the 05-07 of students. The purpose of this initiative is to sensitize the students to the 'reality on the other side'. During this term, all students from the new batch visited and stayed for 2-3 days in the villages. They interacted with villagers, with NGOs, local officials - and came back refreshed, shocked, reflective, and educated.
The dream behind Shadows: let humans index the Web, allowing smarter, quicker searches and creating impromptu forums and on-the-fly blogs. You see something, you like it, you tag it. By leaving tags with keywords and opinions, not only are sites easier for you to find later, but they boost the relevance of the site for all users, creating a community memory (of sorts).
I think what we've done is being emulated because of the amount of dissatisfaction that is rampant among workers, but also among stakeholders. Basically, most career opportunities are fraudulent. The idea that I will hire you, I will train you, I will want to know where you want to be in five years, and then I will give you that better job is totally out of the question. And the other things [besides offering job security] corporations are supposed to do well like innovation, or customer service, they don't do those well, either.
The first anxiety executives have about workers setting their own hours is that people are going to suggest that they come in as late as possible, leave as early as possible, make as much as possible—end of story. And in 25 years we've never heard that. I don't think [that sort of behavior] comes to people as naturally as the anxiety about it comes to the [manager] who's thinking about it. [At Semco,] we always assume that we're dealing with responsible adults, which we are. And when you start treating employees like adolescents by saying that you can't come late, you can't use this bathroom—that's when you start to bring out the adolescent in people.
so, one of the key positions we are recruiting for is the head people jobster.
quite frankly, this is not your typical hr gig. this is a unique chance to take a senior leadership position at a company which is helping drive the next big evolution in online recruiting.
Didn't Mark Twain said: "there are lies, damn lies, and statistics."... And almost 50 years back Darral Huff wrote a book called 'How to Lie with Statistics' !
At our hotel in China, for instance, there was a floor monitor, whose main job it seemed, was to press the button for the elevator. Maybe she also did other tasks I didn't notice, but she could always be relied on to hit that elevator button. In restaurants, as well, servers were everywhere, seemingly one
server per table.
