15 HR Dilemmas of 2015

  • Organizational values will lead us to business value and HR has to ensure that this message percolates deep into the company
  • External leaders can play an effective role when the organization is looking to disrupt the existing setting
Like Shakespeare’s Hamlet weighed the moral ramifications of living and dying through his question ‘To be, or not to be…,’ HR professionals are in a constant state of quandary wherein we must evaluate and choose from the contrasting alternatives, which the workplace relentlessly throws at us.

SThe ever-changing business and workplace scenario ushers us into 2015 – the year of dilemmas. The predicaments, which we have been encountering all the time, will resurface with a greater force now than ever and if not addressed proactively may throw our plans out of gear. The Strategist and People Matters list out 15 such dilemmas, which we will need to address this year.
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HR Trends for 2014

  • Be the Agent for Socialization
  • Publicize your Rockstars
  • Mutual Respect
  • The Learning Potluck

And another year has gone by! Like Romans who began each year by making promises to Janus -the God of beginning and after whom the month January is named; this is that time of the year when we make our resolutions for 2014.

And while we are at the topic of Gods, this year let us take inspiration from The Hindu Trinity– Lord Brahma (the creator), Lord Vishnu (the preserver), & Lord Shiva (the destroyer). As Brahma signifies creation and beginnings there are certain practices which HR needs to commence and start exploring. In the same way as Vishnu personifies creation and continuity, there are certain effective measures that can be renewed and continued even this year. As for Shiva, who symbolizes destruction and end, it is high time that we put an end to some habits and approaches that have proved wrong not only from the employees’ perspective but from the business viewpoint as well. All our resolutions stem from the findings and resultant action items of this year’s HR researches published by The Strategist. These resolutions are based on the areas which have emerged important from employees’ and business perspectives and will subsequently improve and reenergize the HR function this year.

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Social Media Report 2013

  • Relevance of Social media in today’s business context
  • General Trends in Social Media Usage
  • Social Media usage at Workplace
  • Steps to get ahead with Social Media
The digital revolution in the form of Social Media (herein-after referred as SM) is getting more and more entrenched in the fabric of our personal and professional lives. SM through its applications (e.g. Facebook, Twitter, YouTube, Flickr, etc.) has converted the hitherto one-way communications provided by the traditional media into a two-way interactive platform for the individuals, groups and the organizations to create, share and discuss the contents of the communications. SM is now a global phenomenon and India Inc. seems to be catching up with the global trends at a much faster pace than ever.

We at The Strategist conducted a first-hand preliminary survey on employees to peep into this window of opportunity that SM entails from the employees’ perspective. In the report, we introduce the concept of SM and discuss the findings from the study to identify the trends in SM usage in general and at the workplace.We also use these findings to draw certain implications for the organizations from the HR perspective and suggest a way forward for the HR to leverage this powerful yet untapped medium of communication, engagement, innovation and growth.
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HR Trends for 2013

  • Trend I: Converting events into Experiences
  • Trend II: Recycling Talent
  • Trend III: Gen Y Readiness
  • Trend IV: Guard the Guardians
The corporate scenario and T20 is surprisingly similar in terms of crushed timelines, faster results, higher commercial stakes, quick decision making by leaders, greater expectations and influences from stakeholders and highly volatile emotions, to list a few.

In this changing scenario, business is evolving its model and methodologies; HR is no more isolated and hence, is under tremendous pressure to adapt. This calls upon strategic HR to think proactively and be future-ready to ensure that the organization and its leaders sustain its competitive edge.

Presented here are the 13 trends, which India Inc. must look out for and its implications for HR Professionals going forward.

These top 13 HR Trends have been shortlisted from a long list of trends keeping in view the Indian subcontinent as a focus area.
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It’s time for the Lords to empty their cups 2013

  • Gamification
  • L& D Team as Strategic Business Partner
  • Learning through networking
The dwindling global economy and increasing competition have forced the companies to take a re-look at their existing strategies. In order to succeed in these challenging times, all the functions are reinventing themselves and Learning and Development is not immune to this trend either.

So does the Learning & Development spend time in learning about itself? Is it ready to unlearn? Is it ready to let go of some of its clichés which are irrelevant anymore? Is it ready to embrace the future? Is it aligned to business needs and employee aspirations? And so on. The basic premise for the study was to identify the changes in the Learning and Development function over the years and the possible trends that will take course in the near future. This study is a collation of the findings from a questionnaire-based survey and discussions with Learning and Development heads of Indian organizations across industries. For the purpose of attaining deeper insights into Learning and Development functions The Strategist had contacted L&D heads from a diverse industry set.
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HR Trends for 2012

  • Outsourcing for Cost Optimization
  • Investing in HR Professionals
  • Credibility through metrics
  • Investing in Employer Brand
HR Trend 2012 research study was a combination of an All India survey and in-depth interviews with senior HR leaders from corporate India.

In all, there were 234 organizations, which participated in the survey, and there were ten senior HR leaders from leading national and multinational organizations (Fortune 50) who were interviewed on their views for the upcoming HR trends for 2012. With so much uncertainty and complexity surrounding corporate India today, this research report predicts some of the upcoming trends and priorities for HR professionals for the year 2012.

The analysis of this report is based on the empirical evidence derived from the primary data collected through these responses and backed with the experience of The Strategist Research & Advisory team and the eminent editorial panel of People Matters.
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Corporate Social Responsibility and HR a Research Study 2012

  • CSR & Organization performance
  • CSR Strategy of an Organization
  • CSR & HR
  • Future of CSR & HR
The debate on whether Corporate Social Responsibility Organizations makes a difference or no is over. It is becoming clearly evident that organizations with decent size don’t seem to have a choice any more. The trend also indicates that there is a movement from CSR being ‘Nice to do’ to ‘must do’.

CSR strategy still hasn’t captured the mindshare of the Board room. It is still predominantly driven by what competition is doing rather than using it as a mechanism to influence or build business. It will be worthwhile to introduce CSR as a separate function in the organization structure and build strategic and tactical plans to ensure right priority.
CSR has also different meaning for different organizations, for some it means that they integrated social and environmental concerns in their business operations and in their interaction with their stakeholders on a voluntary basis.

– K Srinivas Rao and Dr Padmaja Palekar
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Agenda for HR 2011

  • Key areas post-recession
  • HR Strategies post-recession
As the economies around the world are showing signs of recovery from the recessionary phase, its impact on the workforce and employment is bound to be far reaching, deep and long lasting.

The recession has fundamentally altered the way employees view their work and leaders today. Hence, even the HR professionals need to change their strategies to handle the post-recession employee.

This report offers insights into two important aspects –
  • Key areas which HR professionals need to focus on post-recession
  • The employee perspective about the employers and their priorities post-recession.


  • The report is neither a perspective nor suggestive on what the agenda should be but focuses on the dimensions that will shape the agenda in the days to come.
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