SigmaWay Blog

No one can guarantee success but obviously can influence success. Selling a product or a service or an idea is an art which rarely people possess. But not like people would be successful in selling every time. So rather than feeling de-motivated, they should learn from it. Practice makes people behave perfect in real-life situations. So rather than avoiding, we should get involved in uncomfortable discussions to be prepared for the future. But not everything can be done alone always. Hence, hiring and training more people makes it easier to grow a business quickly and effectively. Finally to achieve the goal, we must get started today, in fact right now to avoid the risk of tomorrow. Read more about this article at:  https://channels.theinnovationenterprise.com/articles/5-important-ingredients-for-success

The concept of work/life balance is absurd to some in a reviving economy. People who are passionate about their work seem to perceive it as an essential part of their lives and hence they attain great success, although it is seen that those people are also simultaneously dedicated to their families and to the duties outside work. Hence achieving a balance between work and life is of utmost importance but nowadays it has become increasingly difficult. The following points needs to be considered in attainment of such kind of balance and they are as follows:

1. Make time to think about it.

2. Seek energy, not balance.

3. Take advantage of flexibility.

4. Make choices ahead of time.

5. Communicate your boundaries.

6. Manage your mind-set.

Read more at: http://www.business2community.com/human-resources/the-worklife-balance-myth-01268346

There have always been a problem of balance between life and work but with the advancement of technology we can actually manage our time from our daily life. There are few simple ways by which we can steadily maintain our work-life balance. The key is to actually figure out the desire and want of life and then analyze what is actually achieved. The social life marks an important component to live and so needs a separate allotted time to keep life in order. The determination to achieve the target should be strong enough to achieve the desired success. In between the start and the end point there should be no obstacles that may distract one. The passion to achieve the goal combined with a strong supporting network will lead to ultimate aim. Read more at:http://www.business2community.com/human-resources/7-tips-achieving-worklife-balance-01265160

Big data is now helping recruiters to develop a system of fair recruitment procedure which minimizes any kind of discrimination. Acquiring and retaining talent is an important factor when it comes to human capital management. Often it is seen that the talent of many applicants or employees go unnoticed due to certain forms of discrimination or bias.  Data driven procedures and predictive analytics are making remarkable impact in reducing such discrimination in organizations. Various attributes within the organization such as revenue contribution, pay gap, additional benefits received, risk of resigning etc.  are being monitored continuously and algorithms being are designed to pin point events when a hardworking employee is not appreciated. To know more read: http://www.huffingtonpost.com/anne-loehr/big-data-for-hr-can-predi_b_6905754.html?ir=India&adsSiteOverride=in

Development of an agile culture is the key to company's success. It helps in employee engagement and faster completion of the projects. The advantages of agile methodology is that it helps to move fast and iterate, and hence this approach is preferable. Jacob Shriar (Growth Manager of Officevibe, an employee engagement platform) in his article in business2community.com, discussed about the benefits of having an agile company culture which are:

1. First-mover advantage.

2. Motivates the team.

3. Involves your customers.

  However, he further pointed out the steps for a company to be more agile and they are as follows:

• Give Employees Autonomy.
• Lead By Example.
• Create Focus For Your Team.
• Understand The Value.
• Get Rid Of Fear.

To know more about this study, please follow the link: http://www.business2community.com/human-resources/the-advantages-of-an-agile-company-culture-01251209

Everybody wants their workplace to be a place where they can enjoy themselves and not a place which is boring, where nobody enjoys their work and where everyone pays attention only to their respective work. As a result of conflicts between business owners which is difficult to resolve, many workers find themselves working in such environments. However according to many business owners the best way to encourage productivity is to avoid fun at work. There are few strategies which an organization can use not only to raise productivity but also to inject a light atmosphere in the office environment.

• Organic Challenges
• Encourage Breaks
• Socialize Offsite
• Celebrate Achievements
• Focus on productivity, not schedule.

For further reading on this topic, please follow the link :

http://www.entrepreneur.com/article/246981

In modern times, business leaders learned from the industry influencers the skill of how the organizations are hiring a modern HR to transform their enterprises.

The ideas below discuss how today's managers are including emerging technologies to employ the best talent, thereby keeping their workforce active and efficient

1. HR still faces the same challenges as before: recruitment of best talent, onboard recruitment and development of employees. However modern technologies solve these age-old HR challenges.

2. The next best thing is how modern HR adds value.                                                                                                                                               

 3. HR should view the data through the lens of a scientist.

4. Better segmentation of the population and understanding the behavior of each group.        

5. Empowering people to come up with ideas  that work for them as leaders in their lives.

Read more at :   https://blogs.oracle.com/OracleHCM/entry/five_ideas_human_capital_management                                                                                                                                                                                                                                                                                                                                                                                                            

 A key role for HR administrators is talent management. When counselors have the HR support, it enables them to work effectively with clients and find the support they need themselves. Often challenges like staffing, talent management and employee relation are encountered by organizations. HR decision relates to employee welfare and engagement. Now-a-days, organizations include payroll costs, benefits administration, HR administration, talent management and time and preference. Although at midsize companies, many HR leaders cannot identify these areas and when midsize companies start to identify them, it will enable their workforce to achieve broader company goals.  Read more at:                                                 http://blog.adp.com/2015/05/07/the-real-human-impact-of-human-capital-management/

Human capital is one of the most important assets for success. And to survive in this dynamic world, companies need to rethink their human capital strategies. Companies need to focus on identifying leadership, learning and development, culture and engagement, reinventing HR and performance management. It is time for the HRM department to redefine its role and focus on finding, nurturing, retaining the talent into their organizations. According to the annual Global Human Capital Trends survey 2015 India report, performance management and talent acquisition are considered important challenges in the short run and learning and development along with HR and people analytics are considered as long term challenges. Read more at: http://www.financialexpress.com/article/industry/jobs/leading-in-the-new-world-of-work/81532/

77% of the contact center's cost is associated with employees. Therefore, managing them effectively is the most important task. Workforce management is the process of getting the "just right" number of staff in place every hour to maximize service and minimize cost and it's one of the most important planning and management functions in the call center. It also helps in controlling wait time effectively. We can create schedules while tracking Real-Time Adherence and monitor intra-day change to provide a consistent and superior level of customer service. Tips to enhance the productivity of contact center agents are:

• Use blending approach if you have inbound and outbound operations.
• Provide full access of schedule to staff members.
• Use workforce management software for planning.
• Use automated workforce management to find the skill gap.
• Use adherence to manage contact center agents.
To know more tips and how to use them, please follow this link: http://www.itweb.co.za/index.php?option=com_content&view=article&id=143454

The Journeyman is a person with multiple skills. They are "highly skilled" labor in any field of manufacturing. Apprenticeship training is used to train journeyman which combines on-the-job training with academic instruction for those entering the workforce.  It is also known as dual-training program.

The advantage to this type of training is that the manufacturer will make an investment in a program that pays the workers while they are in job training. Some ways to eliminate the shortage of skilled labor are:

• Make a contract with workers who want training.
• Offer job security and long term employment.
• Provide apprentice training with job security.

To know more about apprenticeship training and ways to eliminate the shortage of skilled labor follow:  http://www.industryweek.com/recruiting-retention/kind-training-we-need-manufacturing

Change management is a systematic approach while dealing with change, both from the perspective of an organization and on an individual level. For successful change management an organization needs the satisfaction of employees. According to Jeffrey Liker (President, Liker Lead Advisors), most of the organizations are looking for lean transformation and they are facing problem while transforming as they focus in reasoning process. Read more at: http://www.industryweek.com/change-management/change-management-and-lean-transformation

According to David Shulman (CEO of Digital Agency Organic Inc.), nurturing young talent is important. Young talent is important because the investment you make today will pay you in future. There should be a connection between all executives and employees. Juniors also should get a chance to work with senior staff. It's good to have a clear regulatory for employees, but the organization should promote and reward fresh and innovative ideas. Read more at:  http://adage.com/article/agency-viewpoint/effectively-manage-talent-life-cycle/298136/

According to Nicole Fallon (Assistant Editor of Business News Daily, there is a change in technological trends, health care and labor laws. According to Denise Lage (vice president of channel sales and strategic alliances at Condeco Software), generation Z doesn't want the distraction and value being productive and they are different from generation Y and cannot be treated same.  Further Claire Bissot (PHR and HR consulting manager at CBIZ) said that
“HR managers need to engage with staff not in paperwork, but also become real strategic thinkers”. Read more at: http://www.businessnewsdaily.com/7930-4-big-issues-affecting-tomorrow-s-workplace.html

According to Jacob Morgan, small teams are better than large teams because in small teams we find a fast decision with better communication between teams, less bureaucracy, etc. In the state of the American workplace report, in smaller organizations, employees are more engaged as compared to larger organizations and according to reports, 43% of employees work at companies of fewer than 10 employees are engaged at work whereas in big organization it is only 30%. According to the Ringelmann Effect, as the number of the employee increases they become inefficient. Social loafing helps us to understand why individual efforts reduce with the increase in size of the organization. Therefore, organizations should always think about their team structure. Read more at: http://www.forbes.com/sites/jacobmorgan/2015/04/15/why-smaller-teams-are-better-than-larger-ones/

According to Andre Lavoie, small business has to perform various tasks like accounting, marketing, the managing workforce, recruiting, operations, etc. Small businesses don’t have a separate HR department, so they ignore many HR tasks like making job analysis before recruiting, employee handbook, etc.  In a 2013 Career Builder Survey, it was found that the wrong hiring cost is more than $50,000. In a small business, due to less attractive job description they can't afford to hire the right candidate for their company. To help small business, the Internal Revenue Service (IRS) also has guidelines to differentiate between employee and contractors.

Read more at: http://www.entrepreneur.com/article/245008

Human resources analytics, also called talent analytics, is the application of sophisticated data mining and business analytics (BA) techniques to human resources (HR) data. The “Ulrich model with four specializations” is quite handy in case of HR operations and widely adopted throughout the globe.

Depending on the level of formalism in the organization, a lot can go into the wording of job descriptions here. It starts with the hiring manager looking for specific skills and operational responsibilities of the candidate. Moves into the negotiation with HR where it fits in the performance and compensation plans, and with the hiring practices. Recruitment firms provide the added value of data on candidate availability to the given descriptions, in addition to their access to such candidates from their networks. With the right data, companies can change their strategies not only for individual job descriptions but also bigger decisions like broader hiring, flight risk, or where to better place a new business office.

Rawn Shaw speaks in depth about modern HR operations and what will define the future of HR strategies. To read more, visit the following link:

http://www.forbes.com/sites/rawnshah/2015/04/13/taking-hr-analytics-beyond-technologists/4/

In an article written by Jenny Dearborn (Chief Learning Officer at SAP), tells us how organizations all over the world are trying to sophisticate their workplaces by introducing robots and other artificial intelligence software. A venture capital firm in Hong Kong has nominated an artificial intelligence program in its board. Jenny tells us in her article that although companies might be shifting towards a more technologically evolved working place but then also it will not be possible for them to totally erode human capital from their pay rolls. A survey conducted by Oxford University's Oxford Martin School lists three types of job categories that can never be conducted by robots or artificial intelligence software. The jobs are as follows: - complex perception and manipulation, creative intelligence and social intelligence.

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