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Thanks mirajul for offering support to a fellow learner. This is what we expect from a growing community like CHRMP. Please continue to share your knowledge wherever you can. A learner person said once, the knowledge never reduces if one shares it.

@rama, if you have an active cpd membership you could also browse through the forms and templates to find a copy.

Happy learning! 🙂

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I was working in a recruitment consulting firm. We had to hire a Senior Lead Recruiter in (Let’s say H consulting firm) Hyderabad. After just three months, a new branch was set to open in Bangalore, and this person would be responsible for heading the Bangalore branch alongside their current role. Let’s delve into this tale of leadership and expansion.

Our protagonist, Alex, a seasoned recruiter, was chosen for the Senior Lead Recruiter position in Hyderabad. Recognizing Alex’s exceptional leadership skills, the firm offered him the opportunity to lead the Bangalore branch as well. Balancing responsibilities in both locations, Alex traveled between Hyderabad and Bangalore, nurturing a strong team and ensuring the success of the expansion.

We were somehow scared because Alex’s English was not very good and had lots of MTI (Mother Tongue Influence). But we took a chance and went ahead with him. We coaxed the management of the firm in Hyderabad to try Alex that paid off.

Alex’s dedication and adaptability paid off. The Bangalore branch thrived under their guidance, securing significant clients and making successful placements. Alex’s journey became an inspiration for aspiring professionals, showcasing the transformative power of leadership and the rewards of embracing new challenges.

In summary, this story follows Alex’s transition from a Senior Lead Recruiter in Hyderabad to becoming the Head of the Bangalore branch. It highlights the importance of adaptability, leadership, and seizing growth opportunities. On the other hand, it also underlines the need to take risks and not judge candidates due to their poor English or grammar.

What story do you want to share that can stimulate learning?

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Hello Vigneshwar,

You’re most welcome! I’m glad to hear that my response meant a lot to you. It’s our pleasure to support and guide you on your HR journey.

Remember, the CHRMP community is here to provide a nurturing and collaborative environment for all learners. We’re dedicated to helping each other succeed and grow in the field of HR.

If you have any more questions, need further assistance, or want to share your thoughts, please feel free to reach out. We’re here to help you every step of the way.

Once again, thank you for your kind words, and we’re excited to witness your progress in the CHRMP community. Keep up the great work!

Best regards,

Sunny Suman,
CHRMP Community Manager

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Hello Abdul Reshid,

Thank you for sharing your insightful introduction with us! It’s fantastic to have a Talent Development professional like yourself as part of the CHRMP community. Your extensive experience in developing employees and your diverse industry background bring valuable perspectives to our discussions.

We truly appreciate your philosophy of sharing knowledge and the belief that it not only enhances learning retention but also helps others excel and grow. Your commitment to continuous learning and your decision to join the CHRMP program to sharpen your abilities and validate your tacit knowledge is admirable.

We understand that pursuing certifications and acquiring new knowledge can be a challenging journey, especially at the age of 50 plus. Your determination, commitment, and willingness to overcome any perceived barriers are truly inspiring. There’s a saying, “Age is just a number.” Age should never limit our pursuit of growth and excellence, and your example demonstrates that beautifully.

Your offer to engage in healthy associations, interact, and conduct discussions with professionals from any background is truly commendable. Collaboration and exchange of ideas are fundamental to our community’s success, and we’re thrilled to have you as an active participant.

We look forward to your contributions, insights, and expertise in our ongoing discussions. Feel free to share your thoughts, ask questions, and engage with fellow learners. Your wealth of experience and knowledge will undoubtedly enrich our community’s learning journey.

Once again, thank you for your introduction and your willingness to participate and help others. If you have any questions or need any assistance along the way, please don’t hesitate to reach out. We wish you the best of luck in your continued professional growth and development. 🙂

Best regards,

Sunny Suman,
CHRMP Community Manager

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Hello Vigneshwar,

Thank you for sharing your introduction with us! It’s wonderful to have you as part of the CHRMP community. Your background in MHRM and B.Com, coupled with your experience as a professional table tennis player and certified coach, brings a unique blend of skills and perspectives to the field of HR.

Your passion for the HR sector is evident, and your desire to make a positive impact on employees’ lives through strategic decision-making is commendable. It’s inspiring to see how you recognize the potential of HR to shape organizations and create a positive work environment.

As the community manager, I want to commend you on your proactive approach in seeking a globally renowned certification to enhance your HR career opportunities. CHRMP indeed provides a range of valuable certificates that can give you an advantage in the field.

I encourage you to actively engage with other community members, share your insights, and participate in discussions. Given your diverse background, you have a wealth of knowledge to contribute, especially when it comes to dealing with different types of people and navigating HR-related challenges.

Feel free to ask questions, seek guidance, or share your experiences with the community. We’re all here to learn and grow together, and your active participation will undoubtedly enrich our discussions and foster a collaborative learning environment.

Once again, welcome to the CHRMP community! We’re excited to have you on board and look forward to witnessing your growth and success in the HR field. If you have any questions or need assistance, don’t hesitate to reach out. Happy learning and best wishes on your HR journey! 🙂

Best regards.

[chrmpteam]

Good post @Joel Indeed, misfits are the ones who find it difficult to adjust in the organisation. Wouldn’t misfit teams be more popular, though not from the performance point of view? I wonder what the top HRs in this community have to say.

Do let us know your thoughts how you handle these misfits in your workplaces.

Tagging some of you from varied backgrounds to share your thoughts on this really inquisitive topic, though would look forward to anyone’s contribution @jyotisandhu @neelimasamkishan @nehasaxena @prakashnegi @Meenu @ajinkyavijayzad @AmiBudhadev @hars

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Your final closing remarks were the most important here I feel @Joel 🙂

Yes, this works in many places but as you say, many other conditions need to be fulfilled. Nice story, thanks for sharing it!

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True @Joel thanks for sharing!

Did you know of the 3E (Enable-Encourage-Engage) @ CHRMP program for the folks who want to learn more and more about HR. They could also get support in resolving problems from senior folks who would come with good experience in HRM. You can read about it CHRMP Mentorship Program – CHRMP 🙂

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Thanks @Meenu and @jyotisandhu for sharing your experience with us. It’s really inspiring to see that you have felt the benefits of the mindfulness sessions. Hope you continue to experience greater benefits through your own practice and share with us. 🙂

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Hi Joel, nice butterfly story. I don’t anymore support the life of struggle when you have the option to have a happy life. However, at the same time, I do understand the importance of everyday struggle for each of us. This is since I remember Jim Carrey’s quote, “I want everyone to achieve all they wish for since then they will understand that it is not of much significance.” What do you say? @Joel

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Very insightful story Joel, thanks for sharing!

If we understand that people have different perspectives and that all perspectives are actually correct in itself, there won’t be any war/fight in this world. 🙂

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@joel fostering positive emotions is one of the most important component today in organisation. I personally would like to let my people take charge and I would just be there to facilitate the processes. It might not always be the best approach to foster positive emotions as the people might feel a little confused as to what are they supposed to do and what is the route or path. But that would have been my approach 😃😃😃

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Hmm I like the definition of engagement that you have given Joel, ‘the outcome achieved…”! And I do agree to whatever you have said. And it is a great definition to know.

Where my mind gets confused is here:

I think organisations can grow very quick even without this engagement factor. If you would have read about Steve Jobs, he was very ruthless with his employees and would go to any extent to get what he wanted. And APPLE did become the dominating brand in its segment of products. What is your thought here?

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https://www.hindustantimes.com/business-news/wistron-violence-lessons-for-indian-manufacturing/story-yF8mwDUPgmq7K2j0ZTr96J.html

Important lessons for all, specially the manufacturing sectors! Are you following these important events for all HRs? What are your thoughts?

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Thanks @sonykaur , am happy that you found it useful 🙂

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@Adeel I hope you have watched this session where we discuss the Bell Curve and its creation. https://membership.chrmp.com/lessons/using-bell-curve-for-performance-management/

Essentially, Bell curve is good and effective to retrench and weed out people. It was created with this purpose and I believe is useful for the same.

However, it is very negative for the employee’s morale as every year you weed out the ineffective people (as per the curve). They truly might not be ineffective! This can lead to employees losing confidence in the system. Also, it does not address the human bias factor.

What do you think?

membership.chrmp.com

Performance Management Tools & Practices – CHRMP Membership

Performance Management Tools & Practices – CHRMP Membership

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https://amp.scroll.in/article/979158/indian-it-firms-ramp-up-hiring-as-businesses-go-virtual-during-the-pandemic

Businesses are in advantage, did you read this report yet?

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Wow Divya, I personally feel these are really helpful questions for everyone here. Thank you very much!

Now that we are looking at hrbp role, don’t they ask analytics oriented questions mostly for HRBP roles nowadays? Like what metric could be used? How do you calculate that or improve the metric sort of questions?

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That’s a great list Amruta! Thank you for sharing.

As you have already mentioned I feel following a schedule and keeping the candidate posted about the same has the most significant role to play here as the candidate becomes aware of what to expect. What do you say?

What are some of the practices you or anyone else can follow to keep the employees engaged while joining so that they return to work and not leave for somewhere else?

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A thought-provoking question Adeel!

I think HR’s role is that of creating a balance where they can reduce the compensation turnover, while also keeping up the employees’ morale. Compensation planning has multiple objectives, such as balancing equities, improving morale, recruiting and retaining talent, reducing compensation turnover, etc.

The planner has to decide the strategies while being mindful of all the above objectives. If you curb the salaries too much you won’t be able to attract or retain good talents. If you reduce the workforce too low or increase the working hours too high, it might be stressful for the existing employees.

So, the strategies must support all of it while also reduce the compensation turnover. And in doing so will the compensation planners shine.

Let me know your thoughts!

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Interesting question Dishaa! Waiting for the responses.

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One way that I think most organizations would be following is the extensive use of HRIS. I feel now even small organizations would have started using one or the other HRIS technologies for maximum profit.

Zoho, Workday, Peoplesoft are all HRIS that provide login and logout option for the HR to track. They also provide reports with number of hours employees had been logged in. Zoho also allows GPS tracking to ensure login and logout is from the right location.

Apart from this, if you don’t want to spend, emails can be used. Using shared and personalised Google calendar is another method organizations can use. Everyone knows each other’s schedule. Or some kind of calendar along these lines could help.

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reply to the post here

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I think putting up the Bar Code on a resume should also help – advantage of digitization.

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https://economictimes.indiatimes.com/wealth/earn/how-your-work-will-be-impacted-in-next-few-years-how-you-can-prepare-for-it/articleshow/77560277.cms

Found this interesting article! Do share your thoughts.

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Hello Lubna,

Thank you for sharing your introduction with us! It’s a pleasure to have you as part of the CHRMP community. Your educational background in linguistics and communication studies, combined with your experience as an administrator in an International Baccalaureate recognized school, showcases your diverse skill set.

It’s great to see your dedication to continuous learning and professional development. Your decision to enroll in the CHRMP program demonstrates your commitment to enhancing your HR knowledge and skills. Congratulations on becoming a part of the program!

Furthermore, your current role as a Data Analyst in the Payroll department, working remotely from the UAE, highlights your adaptability and expertise in handling crucial HR functions. Your experience in this field will undoubtedly contribute valuable insights to our community discussions.

As you continue your HR journey, remember that the CHRMP community is here to support you. Feel free to engage with fellow learners, share your experiences, and seek guidance from experts and peers. We’re all here to learn from each other and grow together.

If you have any questions or need assistance along the way, don’t hesitate to reach out. Your active participation and contributions to the community will help create a vibrant and collaborative environment where everyone can thrive.

I too had a great interest in communication studies during my education and got a Diploma in Creative writing.

Once again, welcome to the CHRMP community, Lubna! We’re excited to have you here, and we look forward to witnessing your career growth and success. Happy learning! 🙂

Best regards!

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Hello Jayshree Mishra,

Thank you for sharing your introduction with us! It’s great to have you as part of the CHRMP community. Your enthusiasm for learning and building your HR career is truly inspiring.

I appreciate your openness about being a newbie in the industry. Don’t worry, we’re all here to learn and grow together. Your determination to acquire new knowledge and skills will undoubtedly help you excel in your HR certification course.

To encourage maximum participation and engage other members of the CHRMP academy, consider responding to other learners’ introductions as well. Share your thoughts on their backgrounds, experiences, or goals. Ask questions to foster meaningful conversations and show genuine interest in their journeys.

Additionally, you can highlight specific aspects of your introduction that may resonate with others. For example, you could mention your transition from a sales executive role to HR certification, expressing how this shift has fueled your passion for HR and how you’re excited to explore new horizons.

Remember, by actively participating in discussions and showing support to fellow learners, you create an atmosphere of camaraderie and collaboration. Your engagement will inspire others to share their stories and contribute to the vibrant CHRMP community.

Once again, welcome to the CHRMP Academy! We’re thrilled to have you here and can’t wait to witness your growth and success. If you have any questions or need assistance, feel free to reach out. Let’s embark on this HR certification journey together!

I personally have been in Delhi for several years and was once working as a content developer in Noida. It’s a historic city and you have something to connect with in every nook and corner. Metro has brought great comfort to professionals traveling. The heat is something I avoid otherwise I am all in to relocate to Delhi. 🙂

Best regards.

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Hmm interesting @Joel Did you read here you are saying, “our kind of thinking”? What do you mean? Does it go as per your post here?

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Great share @jyotisandhu and thanks for this viewpoint 🙂

I too agree when you say that different views have to be respected and heard. Only when this happens the organisation can grow. TOTALLY! And yay sayers will also create a culture without any variety in thinking processes. What do you say @Joel ?

What do you mean @jyotisandhu , “Who have it in them…?”

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Valid points Amod! Thank you for sharing your mind with us.

We should ideally not put low income category people into problem but it has happened, isn’t it?

Any example of a specific incident?

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@Divya You have very well put across the difference between Rewards and Recognition firstly. Thanks for that 🙂 And then the initiatives are also truly interesting ones… specially the third one of creating video about likes and dislikes for the company. Hope to learn from your further contributions here.

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Hmm maybe a CHRMPian can start to build up a model around all this @Adeel The model might take into consideration all this as you speak of. Maximum salary might be difficult as we must also consider individual equity. But definitely, an organization can have a maximum salary for itself. And all organization can do the same thus starting to think along those lines. As far as employees being a cost center is concerned, everything is a cost in a company and that will always remain there with most organizations. So, we have to keep that in mind.

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@Dishaa , I think most organizations do want to create such positive experience that can help the employees bond with others and the company. Thanks @Divya for sharing your valuable experience. I think, for smaller organizations, the constraint becomes time and money to be spent.

Or probably, it’s more about the culture the top management wants to create. What do you all think?

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Yes Divya, any information is of value. Please keep sharing whatever you know so that we can update each other. And thank you for shring your experience!

I believe you got interviewed for some HR Generalist role. Or was it different? What do you feel, did they ask the question just for the sake of asking something or did it have relevance to the requirement?

Waiting for some more input from others if possible!

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Yes Divya, I am in total agreement with you. We definitely need to give time to companies to revive, as most businesses have been hit badly. The worst hit, as far as I am aware, are the recruitment firms, manufacturing factories, travel industry. Some IT MNCs offered hikes, even during the pandemic or immediately after.

I also read about major companies taking their 100% staff to work-from-home that will hopefully give them the bandwidth to offer good hikes. However, for now, as you also mentioned, the situation is tough.

Have you heard of hiring in companies right now?

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Thanks and congratulations @savansobhanadevan Yes, higher compensation can be an unrealistic expectation as the pandemic continues to haunt the business world.

Don’t you think scrutinizing was there earlier too? Maybe due to the distance or remoteness, companies are more worried about a wrong hire. Hope you soon get the call confirming about your selection. Please let us also know if that happens 🙂

And if you could just also tell us about a few of the questions they asked. I believe you applied for some HR role right?

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You took me thinking @Adeel and I did some research to find if there really exists any scientific approach or model but could not find one. The external internal equity approach seems to be a kind of scietific approach, isn’t it? That is taken care of by grade range and other research-oriented approach one can take. It might not be a plug-and-play kind of approach, though. Any thoughts on this?

Please let us know if you come across any such standardised approach.

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Great Namasivayam, agree with your views. Usually there should not be any legal binding on any party. Organizations make it so complicated for employees to get their rights, they feel better to just walk away and not ask for their rights. Any experiences with that?

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Ideally, yes Aminath organizations must follow all processes in place and pay compensation to the employees. I remember one startup company in Noida where they used to sometimes terminate and delay the payment to almost five… six months. And a few times the employees used to stop asking for it also due to the trouble involved. Yes the company got shutdown later.

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Yes Dishaa, there are ways organizations tend to twist the legal loopholes to their advantage.

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True Sandhya, organizations need to be sensitive towards their employees during such times. And yes the government has issued notifications to organizations that they must not end anyone’s employment.

Having said that, in multiple locations and organizations, probably due to some sort of loophole, employees have been terminated.

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Yes QR code is what I meant @namasivayam. When recruiters scan it, apart from the verification, they will also get to see details of the content of the certification (topics and areas covered). Isn’t it @Abhishek ?