TCS adopts a strategy to tackle attrition
With the rise in attrition levels taking a toll on IT companies, the country’s largest IT services firm, Tata Consultancy Services (TCS), is all set to bring about a change in its human resource management. The firm has put forth a ‘resources management group’ (RMG) that will work towards various retention initiatives. TCS on Thursday reported a 13% attrition rate in spite of an average 10-13% wage hike that it gave this quarter.
For instance, the firm will bring about a rotation of employees for on-site locations. With the decrease in on-site opportunities, we intend to rotate employees so that more people get a chance to be at the clients’ locations. Stressing on aspirations and to ensure that business and HR work together to do that.
The industry, at the moment, is witnessing the experienced band of about 3 – 6 years contributing to the majority of the attrition rate. The RMG will also identify individuals that are keen on having newer challenging jobs. The experienced employees have different aspirations and wage is not necessarily a reason for an employee to quit. For cialis mail order the IT industry, it is increasingly becoming an aspect of having a challenging job. And so, they would want to retain such employees by moving them to such projects.
The firm also intends to translate a number of freebies into beneficial spends like increase in premium of health insurance and extra hospital coverage. TCS may look at paying additional variable components if the company continues to perform better. With demand picking up, it could be a challenge for TCS to support a sudden surge in employee requirements. The firm has a high utilisation level of about 82.6% (excluding trainees) and has not buy 20 mg acomplia online been able to attract huge additions. Of the 10,849 offers made in Q1, the firm had a net addition of only 3,271. It has hiked overall hiring requirements to 40,000 for the year from 30,000.
Source: [Financial Express]
Retaining a Workforce That Wants to Quit
The first to exit are often the business’s most ambitious employees — the innovators, the risk-takers, the future leaders. How to retain such employees.
The cost of replacing an employee is estimated at up to 250 percent of annual salary. Why are employees walking away from their jobs, even with unemployment still hovering near 10 percent? The three biggest reasons are a lack of growth opportunities, dissatisfaction with compensation, get acomplia and employees feeling their contributions aren’t being recognized. Growth and recognition are particularly important to younger workers, who have cialis trial pack higher expectations of their employers than others do.
Managers need to ‘Personalize the position’. Understand employees’ preferences before they create a team. This is increasingly possible as work becomes more specialized and there’s less need for can-do-everything employees. Managers need to ‘Personalize the rewards’. Be specific with their praise, take time out to understand and appreciate employees and identify the right rewards for their employees.
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Source: [Blogs Hbr]
Crucial conversations for the Employee
How effective are we in our conversations (involving feedback) with our employees? Sometimes such conversations can get very difficult. How will you respond for example if your employee starts crying in middle of such a conversation?.
An appropriate response for the acomplia cialis free offer usa above would be- (after offering some tissues) “I can see that this is upsetting for you. Let me give you a moment to compose yourself before we continue.” Some of the basic points to be kept in mind while giving feedback are to be polite, specific, descriptive and action-oriented in our speech. Many a time such conversations can get emotional. It is important to calm the employee through our speech before we effectively address the issues that cause these emotions.
Whatever the issue or circumstances of the discussion, it always helps to ask for the employee’s permission to have the conversation, let him or her freely express his/her views on the issue, avoiding unrelated talk, supporting ones statements with evidence, focusing on the future and ending the talk on a positive note. Also clarity and precision in speech, sound knowledge and empathy are invaluable qualities to possess while giving feedback to employees.
Source: [Blogs payscale]
Using failures for success
Even interviews that one does not crack are to be used to increase contacts buy generic acomplia online and make way for other jobs.
The interviewing process is daunting in the beginning, especially for someone breaking into the field. Eventually, you can grow to see every interview as a chance to make a new contact and, in some cases, a friend. It helps ease nerves when you know your benefitting from this meeting no matter what the outcome. The interviewer who has recognized your strengths but knew your were not fit for that particular opening, ends up recommending you for other posts that might work even better for you. You could ask them for feedback and their personal cialis tabs suggestions could make a difference to your career. Meanwhile your network of contacts which is always a valuable thing to have keeps increasing. Interviews are amazing opportunities to meet great people in your field.
Here are some tips to succeed in interviews when you are new to a field. Apply for as many jobs as you can in that field and go to a ton of interviews. Make contacts in your field using virtual social networking(facebook) if necessary and also attend events related to that field. Finding a mentor and getting some experience even if it involves volunteering in that field is also invaluable.
Source: [Brazen Careerist]
Teaching the next generation: Leadership
One of the most critical roles played by senior leaders, in the best companies, is teaching the next generation.
If the senior leadership is not investing enough time on mentoring the potential leaders of tomorrow then it is bad news for that business. Great performance is a direct consequence of having great people and a great culture. Some of the important lessons that are learnt by the new generation from the seniors are often simple ideas that transform the way they look at things.
“There may be many opinions, but only one set of facts.” This is one such idea. One also learns to listen and analyze before one speaks and this learning is best summarized by the wise words, “You have two ears and just one mouth for a reason.” “What’s the worst thing cialis 100 mg that could happen if the worst thing happened?” Finally, this quote reflects the attention that the team gives to anticipating potential “surprises” and developing contingency plans. While real surprises happen, this business is unlikely to get sideswiped by a predictable surprise.
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Source: [Blogs.Hbr] order acomplia online
‘Leadership Clinic’
The Leadership canadian cialis clinic is a three day workshop organized by IIM, Kozhikode and it is based on a concept inspired by the Bhagwad acomplia online order Gita.
“The workshop will focus on the inner life of the participants and particularly on the mental models they use to deal with situations in their work lives,” says MR. Debashis Chatterjee, director of IIM, Kozhikode. Most leaders are focused on the bare minimum required to run businesses: increasing employee output, turning in profits and maximising shareholder value. However, these are challenges that run a lot deeper, and require a set of core skills. “I stress that managers should invest in the process, not the outcome which is outside their control,” says Mr. Chatterjee. He says the deep-rooted cultural acceptance of values in India is increasingly relevant in modern workplaces.
Almost 50 directors and CEOs of companies like HSBC, Nokia, 3i-Infotech (Europe) Coal India, Vijaya Bank, Aegis, Jindal Steel and Power and ACC are likely to participate in the workshop, where conventional views on leadership will be debated and challenged. The workshop seeks to bring a different definition to leadership skills.
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Source: [Economic Times India Times]
Turning Conventional Wisdom upside down
Vineet Nayar, who himself has the experience cheap reductil of being a CEO, believes that for organizations when employees comes first, then customers will inevitably be valued and in turn value the organization.
‘Employees First, Customers Second’ is a book written by Vineet Nayar with a foreword by C.K.Prahlad. This book strives to overturn the conventional wisdom of leaders in business which is to stress the value of customers above everything else and especially at the cost of the employees. Nayar advocates putting the employees first. It is taking care of the means which ensures the desired end. So the means here, employees come first, before the end, customer satisfaction. For, the true value in any services business is created, as the author reasons, in the interface between the customer and the employee. To quote from the book, “And when that happens with a critical mass of employees (usually, 5 or 10 per cent is all you need) throughout the company, it creates a kind of fusion — a coming together of the human particles in the corporate molecule that releases a massive amount of energy.”
By putting employees first, you can bring about fundamental change in the way a company creates and delivers unique value for its customers and natural cialis differentiates itself from its competitors, he argues. But will the customer see the value? “Not only does the customer see the value very clearly, but the customer often sees it before we, the leadership, see it ourselves,” he replies, with the experience of having led HCL Technologies (HCLT) to a 43 per cent rise in customer satisfaction scores during the 2008-09 recession. It is not very often that we get a firsthand account from a CEO. The book is a compelling read which takes the reader through the journey of the author’s ideas in the real world. It is filled with insightful observations like, “The pride we take in our work and in our past can make it difficult to hear the truth, let alone accept it.” Elsewhere he adds, “Unless the company becomes obsessed with constant change for the better, gradual change for the worse usually goes unnoticed.” With a title like that at the least this book is a very good gift to one’s own boss.
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Source: [The Hindu Business Line]
United we stand, in diversity we excel
Not all kinds of differences are bad. In companies that are growing bigger and expanding around the world, individuals from propecia baldness hair loss diverse cultural backgrounds are being recruited. This is bound to create – ‘Diversity Tension’. Diversity tension is nothing but a boon disguised as a bane.
‘Diversity Tension’ is the stress and strain that accompanies mixtures of differences and similarities. Cross-cultural exchanges for example present unlimited possibilities for misunderstandings and cultural blunders. Successful leaders are those who succeed in converting this tension into a creative force for corporate excellence, not by fighting it but by harnessing it as a resource. Once this is done the company reaps the benefits of new ideas, different approaches for problem solving, fresh perspectives, innovative practices, unique methods, flexibility in handling challenges , variety in skills, rigorous feedback, checks and balances against excess and a host of other rewards that arise from a truly diverse group of individuals working towards a common goal. Leaders who prepare and empower their employees to understand others without judging, to be requirement-driven, and to be comfortable with diversity tension are more productive and successful
But how does a leader enable an organisation to use this positive diversity tension? Well, the first step is to remove negative traits like judgements based on ideas of stereotypes or misunderstandings that arise due to lack of awareness of the cultural background of individuals. It is important to realise that differences are not deficiencies but advantages. There are many different methods, positions, and styles by which people can accomplish the given goals and directives. Developing positive diversity tension takes an understanding of both the big things and the small things that form unique cultures, including leadership and work styles (for instance formal vs. informal); decision-making styles (e.g. intuitive vs. analytical); information-sharing methods (do people prefer written, oral, face-to-face, text, email, video conference, etc.) and motivations (these could be power, achievement, affiliation, money, etc.). Some other important practices to be kept in mind are as follows-
- Creating buy acomplia cheap an Inclusive work environment where diversity is welcomed, valued, rewarded and encouraged.
- Utilize the full potential of all employees and build on complementary skills, backgrounds, and cultural knowledge
- Refuse to accept behaviors that attack the self-respect of others and confront people who stereotype others or display prejudiced behavior
- Participate in diversity training.
Once achieved this positive diversity tension becomes the key to excellence for the organisation in the global marketplace.
Source: [Blogs Hbr]