[Divya J]

When we talk about D&I i recollect the latest # tag thats trending slowly…”#coming out”.

We often think that coming out is disclosing something about our selves that other people dont know, but

The real meaning is talking openly about something that people know and respecting that diversity…may it be gender, age, ideas, religion or origin.

Organisations should reflect equity at all viewpoints and areas. Problem is most companies are nervous about D& I issues, it has just become a box ticking exercise. Businesses should realise the potential personal impact on many employees.

Even though the policy exist, they are not strictly observed. Proper training to all employees is a must and these coachings and the policies shouldn’t be implemented in a hurry.

The HR teams must have a broad understanding of many factors, negotiate legal framework, overcome unconscious bias, make business case and measure effectiveness.

So the biggest challenge is that the companies should first understand and come forward to provide necessary coaching to “HR teams” so they can confidently handle practical D&I issues to champion Inclusivity, understand cultural sensitivity, handle communication issues with diverse workforce and many more

[Divya J]

Firstly, it has become hard to track the level of recognition in workplace in recent times.

Recognition is usually equated with Reward, although they are related, I believe Rewards are Tangible with monetary value and Recognition is a priceless gesture with emotional value.

Some good practices I feel may be:

1 Don’t miss out to say “Thank you” & ” Well Done” – verbal, written or an E card.

2 Corporate Wellness Programme

3 Compile a video of employees sharing their experiences and likes and dislikes about the company, letting them be the stars.

4 Reward and motivate creativity from time to time.

5 “Wall of Fame or Super Star of the Week” section in the company magazine/ webpage.

6 Given the WFH scenario, recognising Punctuality and diligence is very important.

7 Companies should donate to environmental and social causes, this exudes a good vibe to the company and the employees get a feel good reason to work with the company.

Feel free to suggest/ comment on my thoughts 🙂

[Divya J]

Apart from organisations conducting various skill upgrade sessions and workshops both technical and behavioural, the latest I see is a trend of organisations having their own skill update apps with lectures from the company staff and industry leaders and experts.

Also there is corporate access given for free to employees to apps like Plural Sight and Upgrad. These help employees learn the necessary skill at their own pace and comfort.

[Divya J]

Workday is used in my organisation.

Along with an inhouse developed tool designed with links to the company data base and webpages to publish articles and projections.

[Divya J]

Interview questions for a HR Recruiter/ Generalist role:

1. What questions would you ask a hiring manager to learn about the requirements for an open role within their dept?

2. How do you use social media to create your network and How can you contact potential candidates that you want to source on LinkedIn?

3. What if your candidate refuses your offer just a day before the joining date and your runner up candidate is not perfect. What would you do?

4. How many times would you follow up a candidate on an offer?

5. What was your OAR last year, what steps did you take to improve?

Interview questions for a HRBP role:

1. Explain your experience and challenges you faced while making amendments to a policy as HRBP

2. Which leadership principle resonates most with you, why?

3. Brief a situation where you used your tactical and stretegic HR Skills in policy making.

[Divya J]

I have also seen personalised video greetings from Supervisors to welcome the employee onboard

[Divya J]

Maintaining a HR virtual magazine is a great idea to introduce new hires to the team. A simple questionnaire about the new hire like their favourite candy or a hobby or anything apart from thier job is also taken with a picture of the employee and this is posted in the magazine.

We also had new hire company shirt, so people knew when a member joins.

[Divya J]

Hikes are a big NO this year, honestly businesses are struggling to survive and get enough work for the existing employees, we should all understand the fact that companies spend a lot of time and money to acquire resources and letting them go is a very hard decision for them as well. And every company had lost clients and in turn revenue, so hard times force hard measures. Given the current scenario we should also let companies revive and get more clients for the businesses to run as usual and get back on track. This is just my view.

[Divya J]

A recent interviewer asked me about my experience in Vendor management, Bulk hiring and campus recruitment process. Hope this helps.