How Performance and Implemetation of HR policies can impact the entire Company’s Growth

There is no universal success recipe for business anymore, what may be succesful at one point of time will not even work out in today’s context. But there are few intangible factors which contribute to the success of the company in a long-term perspective.HR management is one such vital factor as any company is associated with the people who are working there.

Even companies who have the best talent can fail to achieve success because they cannot work together in an efficient and productive manner.Hence many companies are investing in efficient HR departmental policies, thereby ensuring the productivity of the employees, which in turn helps the companies to expand more.

HR is about learning and a growth perspective which deals with improvement of personnel, professional skills, knowledge, organizational  climate, employee satisfaction etc.This in turn helps to implement a balanced scorecard on a departmental level. Something that is good for human resource department is good for the company in general, as it’s about simultaneously ensuring employee and organizational productivity.

This is where Strategic HR can help as they show cause and effect ties between indicators of different categories/perspectives, For example if company decides to focus on employee hire turnover rate, strategic HR along with the help of applicant tracking system will connect these indicators with other measures and goals in a balanced scorecard metric.

When implementing a sound HR Framework it is really important to keep in mind that you are dealing with people and is really difficult to measure certain human resource management things along with numbers.

HR at the end of the day is about ensuring employee productivity and retention, alongside with meeting of the organizational goals.







Productivity Workforce measuring: – Make it a reality

Quality of Hire and workforce productivity measure is always a much discussed issue in today’ stance. Recruiters are of the opinion that quality of hire and the workforce productivity cannot be pre-determined as a lot of factors come into consideration. Technology, process implementations, organizational metrics make up for a lot on the internal factors in measuring workforce productivity.

Workforce productivity is intertwined with a number of internal and external factors, which the organization has to take in mind. The organization should see that the ability to influence and deliver by the workforce is indistinguishable as a valuable resource to complete work on the organization’s behalf.

Workforce productivity in today’s context is becoming a trend we must respond to. Not only is it dramatically changing the organizational design, It is changing the nature of work itself.

Initially the HR function played a miniscule role in the transition. However in today’s context HR and personnel departments have adopted a focused based compliance hands-off approach, opting to tell managers and the management what they can do to find innovative solutions to ensure higher workforce productivity. This has created a stance wherein accountability for planning, sourcing and managing workforce productivity is taken care completely by the organization.

Talent management systems that ignore the “Total workforce productivity model” should be indicative of a solid leadership and a sound performance management process. This is because it helps organizations build a new suite of talent management offerings that caters to the needs of the total workforce productivity and thereby navigate the scenario from the murky, protectionist regulatory landscape of workforce non- productivity.

End of the day, Workforce productivity and performance management is ultimately about setting clear expectations and evaluating whether procured work, goods, and services actually perform at or above the level expected.


Recruiting with Twitter? Plan your objectives and go for it

Twitter, some might say it’s the best and others do not have anything to say about it. But the fact remains that it is attracting a vast population of Internet users day by day. Twitter being a social networking and micro blogging service allows you to reply on “What are you doing?” by sending short text messages which are 140 characters in length to your friends or followers.

For a recruiter, Historical tweets data can help to gauge the potential of an employee beforehand. Snap Bird a free tool service helps you in finding other people’s Twitter messages posted much further back than what’s archived in the results of Twitter search itself.

We just need to know their Twitter username and type that in the “Who” field, which displays us the entire search results.

So what can we learn from someone’s old Tweets. For starters new to staffing and recruitment, I would add that reveal a lot of tidbits about their work, thereby giving us plenty of competitive intelligence.

Very often in Co-Tweeting with their friends, they reveal the usernames of friends, co-workers and even their managers. They often tweet a lot of their likes, Dislikes which helps us in gauging the psychology of the person before hand itself. However do not go too personal on Tweets of a person; there might be an entire new dimension to his tweets.

What else can you think of, when you are Recruiting via Twitter?

I-9 Audit= Is your company ready for it

Today recruitment process is growing at an ever increasing pace rapidly fuelled by Globalization. This in turn has turned the whole world into a massive talent pool. Location is not a problem anymore and people are found working around the clock in various geographies.

LinkedIn has become a useful recruitment tool for recruiting the right candidate as it helps in presenting our profile to the right audience. It even helps us grow our professional network and in easy information exchange in groups. It acts as an online database in knowing the profile of the companies and people associated with it beforehand.

After successful recruitment processes and induction of an employee is done, due care should be taken up in filling up of the I-9 form. The I 9 form verifies the identity and employment approval status of the employee, which is becoming an integral part of the federal immigration regulatory process.

The I-9 form process has become a crucial component in today’s organizations, and recruiters are helping their organizations in the audit process, which is periodically conducted by the Immigration and customs department, which compels them to surrender their I-9 forms to the government.

Human Resource department in Organizations, who want to keep themselves free from unwanted I-9 audit troubles, can use the following suggestions.

  1. Making sure that new employee irrespective of their work authorization status completes Section 1 of the I-9 form fully and leaves no details unfurnished. If found incomplete later, The employee has to pay the fine
  2. Make sure that the employee joining has either an employee authorization document (List A) or an Identification document (List B) or an employee authorization document (List C) in the section 2 of the form.
  3. Keep the I-9 forms separate from employee record files, as they can be demanded any time for Inspection.
  4. Create a reminder for employees working temporarily to update their I-forms periodically.
  5. Do not violate the antidiscrimination provisions of the law by treating employees who may look or sound foreign to you.
  6. Businesses/Hr departments should hand out “Handbooks” to employees which outlines the various rules and regulations pertaining to that state relating to employment related immigration laws.
  7. Hire a legal representative, who has prior experience in I-9 laws and procedures and can help organizations in reviewing all the I-forms periodically.
  8. Last, but not the least the recruitment process doesn’t end, when the new employee signs a contract, It extends to the retention phase of the employee. Properly Filled I-9 forms form a successful retention strategy in many organizations.

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