While talent retention strategies can be mostly similar across industries – be it via culture, rewards, incentives and such else – B2B companies have an opportunity to look at it differently, or customize in a manner that’s more aligned to a business-centric ecosystem, as opposed to the consumer space. B2B businesses inherently require business-to-business connect and communication, which, when compared to business-to-consumer communications, is vastly different. For example, salespersons in a B2C space are required to deal with a variety of customer-types – from home makers to teenagers – whi ..read more

Forth industrial revolution i.e., “Industry 4.0” is not only advancement of technology rather it is an integration of “Human and Machine” which requires human interface therein human interface is equally important as automation or digitalization in machine. Unlike computer based integrated systems which are used in manufacturing, do not require human intervention. Cement companies envision and believes in continuous improvements in its technology, policies, and processes therefore cement companies have been incorporating rapid advancements in its machine technology to improve productivity. Hen ..read more

Learn from yesterday, live for today, hope for tomorrow. The important thing is not to stop questioning.” –Albert Einstein This is the decade in which the global business environment is experiencing sweeping, rapid changes in terms of technology, processes, structures, and skills. However, the academic landscape has not kept up with the pace of change in the commercial world. As a result, there is a significant imbalance between employee capabilities and expectations from employers. The preceding quote highlights the most crucial action of questioning. It’s past time for us to start examining ..read more

Remote work was an option for employees for short time periods in only a few companies. But the Covid-19 pandemic has brought remote work into the mainstream. Several organisations were forced to adopt it, rather hastily, when the pandemic hit. Over the past 2 years, organisations have experienced firsthand the many benefits of remote work including productivity gains, cost savings and long-term value creation. Several employees are looking to shift to companies with more flexible work options when their current employers aren’t able to provide remote work opportunities. Further, experts belie ..read more

The human resource of any organisation is truly its most cherished resource. Moreover, when we talk about the tourism and hospitality industry, which revolves almost entirely around the services provided by its people. A tourist’s experience is not just confined to the destination or the physical attributes of a place but is also largely influenced by the services received and interactions with locals. The human resource of hospitality and tourism holds great power in making the experience valuable to the customer. The unpredictability of human nature and its need in every spectrum of the tour ..read more

Korn Ferry, a global organisational consulting firm, in its report on The Future of Talent Acquisition stated, “Over the last three years, more and more professionals- of all ages and all job levels-have decided to leave their full-time jobs to pursue interim or contract work. And the number of global interim workers is only expected to grow in 2023: to roughly 78 million from about 43 million in 2018, according to one survey.” Such trends are bound to pose many challenges for organisations (across all sectors and with varying employee strength) as well as Executive Search firms. Executive Sea ..read more

In the realm of effective leadership, managing underperforming employees is a well-discussed topic. However, the art of managing high-performing individuals is equally critical and demands a unique approach. These exceptional employees consistently deliver outstanding results, setting the bar high for themselves and their colleagues. As leaders, it becomes our responsibility to not only harness their potential but also ensure their continued engagement and growth within the organisation. In this article, we will explore ten strategies to effectively manage and retain high-performing employees ..read more

Induction : Induction mean familiarisation of system/procedure/process/culture/organisation structure/ reporting relationship/policies/SOPs of an organisation to the new employee from the day one in order to facilitate him for a longer stay with the organisation. Organised industries have level wise well documented written induction policy and semi organised industries have verbal system of introduction professional companies do have the system of buddy to facilitate the new entrant from initial days of joining till date of confirmation. A well organised induction process reduces attrition rat ..read more

From Quiet Quitting to Quiet Hiring, employee engagement trends have seen the keen efforts of managers to bring strategic people centrality to their organisations. Although Quiet Hiring emerges as a repercussion of global economic downsizing, it also provides opportunities to mitigate the challenges of quiet quitting. These movements extended organisational development (OD) concepts such as internal mobility, learning organisations, shared leadership, organisation knowledge management, and succession to testify in real-time at workplaces. Quiet Quitting! While companies figured out the challen ..read more

Right Skilling is an essential strategy to fill skills gaps and ensure that your employees are well equipped to contribute to your organisation’s goals and mission. Understanding where your company is headed and what skills will be required is key to building a successful Right Skilling program. If an organisation wants to stay competitive, one must have employees with the right skills to help you be productive, innovative, and ultimately more profitable. Right Skilling is a way to ensure your employees have the skills they need to thrive and make transitions into new roles. What is Right Skil ..read more