What if my boss doesn’t like me

August 22nd, 2017 No comments

What if my boss doesn’t like me? Lessons from Vishal Sikka’s exit for job seekers with experience

Infosys CEO Vishal Sikka. Express archive photo.

Infosys CEO Vishal Sikka’s resignation throws up pertinent question for most of us: Can I afford to quit? Job searches get tougher with age, especially when hiring these days seems skewed towards younger folks or specifically those below 35.

It is probably the reason why most of us stick to our current jobs despite the pressures they bring along. Experience sometimes fails to tilt the scales in a constantly changing work environment.

However, there is hope. Devashish Chakravarty, director, executive search at QuezX.com, lists out few things you can do to optimise your job search, especially when you are older and experienced.

If you are in your 30s
The secret here is to plan not for the current job search but the one after that. You have tried different things, acquired a bunch of skills and a few lines on your resume. Now figure out how you will give direction to your career to position yourself well for the highest income earning decade ahead.
While you seek professional and personal stability, you can still afford take a few calculated risks if you haven’t found your calling yet. Build a few months’ savings for a rainy day, invest 6-8 hours every week in search and enjoy and learn from each new interview and interaction. Seek opportunities where you can make an impact so that you can create expertise and reputation for future roles
Volunteer for leadership roles in your current firm and invest in relationships with your coworkers, clients, ex-bosses and industry professionals. They will be your professional network for future jobs and especially in the next job search. Seek mentors and approach your current employer for a change in role
If you are in your 40s
For most professionals, this is the most productive decade of your career in both earnings and impact. The challenge during your job search is to convince your new employer that you are worth the cost. Identify opportunities based on the impact you want to make, the legacy you will build and the recognition and satisfaction you seek.
Now build a story of progression in your career till date. Invest in crafting a resume that justifies your subject matter expertise, your brand and worth and highlights your recent achievements while compressing your past into a few lines. Make sure your LinkedIn profile is an abridged version of your resume.
Now use all three modes of search— professional network, recruitment agencies and applying to openings advertised online. Make sure you look for a job while holding on to your current one. Do not rule out jobs based on description alone since that is rarely a true picture of what the hiring manager is looking for.

 

In an interview, focus on the numerical impact you have made in the past. For example, decreased production cost by 12% and how you plan to make a similar difference for the new employer.
If you are 50 or above
Employers fear that candidates in their 50s or 60s will not have the required energy, motivation, intellectual responsiveness and ability to work with younger people. Additionally, they may be too expensive. Your aim, therefore, is to change the misconception so that you get a fair chance at finding a new job. Learn to make a serious LinkedIn profile as well as a professional error-free CV that is no more than a page and focused on the last 10 years ..
Change your email id to a contemporary one. Stay physically fit and well-dressed to convey your energy and willingness to work. Work hard in practicing for the interview. Most senior professionals are sloppy in their approach to job search expecting opportunities to come to them and interviewers to respect their age.
They thus convey laziness and lack of need for a job. While you search for an opportunity, keep yourself involved in volunteer/unpaid roles, invest in gaining familiarity with workplace technology and take online classes to stay on top of your game. Reach out to age-friendly companies and in interviews, share stories of how you successfully worked with younger colleagues and bosses.
As you get older, be flexible about roles and compensation and demonstrate your wisdom, dependability and openness during interactions. Stay positive and do not display anxiety or desperation during a job search
Just follow these mantras when you feel age is not on your side

Think mindfully
Harvard psychology professor Ellen Langer’s experiments show mental agility and even physical health is a flexible number depending largely on how you chose to perceive the world. Think mindfully and notice daily changes and newness around you to improve your mental and psychological abilities.

Think profits
Figure out how you can create more cash for an entrepreneur or a business and seek a portion of the profits you generate. Any business will ignore your age if it can pay you from future cash you bring or free up. Both sales by commission and accounting by the hour are examples.
Think expertise
Age is not a handicap for a doctor or a lawyer. Expertise is highly valued and most expertise comes from experience. Identify your domain expertise that someone with lesser age or experience cannot provide. Crisis management and complex negotiations qualify here.
Think mentoring
When the job market focuses on hiring inexperienced youngsters, it creates opportunities for experienced people to train and bring teams up to speed. Even in your current job, a proactive teaching and mentoring role will make you more valuable for managerial and leadership positions.
Think results
Think and talk about outcomes instead of skills or experience. Can you turn around the sales performance of a region? Can you cut down procurement costs? When you offer yourself in the job market, discuss tangible results that you are willing to commit and link your compensation to.
Source: economictimes.indiatimes.com

 

Need & Importance of Employee Retention

July 25th, 2017 No comments

Why retaining a valuable employee is essential for an organization.

 Recruit and retain

Hiring is not an easy process:

The HR Professional shortlists few individuals from a large pool of talent, conducts preliminary interviews and eventually forwards it to the respective line managers who further grill them to judge whether they are fit for the organization or not. Recruiting the right candidate is a time consuming process.

An organization invests time and money in grooming an individual and make him ready to work and understand the corporate culture:

A new joinee is completely raw and the management really has to work hard to train him for his overall development. It is a complete wastage of time and money when an individual leaves an organization all of a sudden. The HR has to start the recruitment process all over again for the same vacancy; a mere duplication of work. Finding a right employee for an organization is a tedious job and all efforts simply go waste when the employee leaves.

When an individual resigns from his present organization, it is more likely that he would join the competitors:

In such cases, employees tend to take all the strategies, policies from the current organization to the new one. Individuals take all the important data, information and statistics to their new organization and in some cases even leak the secrets of the previous organization. To avoid such cases, it is essential that the new joinee is made to sign a document which stops him from passing on any information even if he leaves the organization. Strict policy should be made which prevents the employees to join the competitors. This is an effective way to retain the employees.

The employees working for a longer period of time are more familiar with the company’s policies, guidelines and thus they adjust better:

They perform better than individuals who change jobs frequently. Employees who spend a considerable time in an organization know the organization in and out and thus are in a position to contribute effectively.

Every individual needs time to adjust with others:

One needs time to know his team members well, be friendly with them and eventually trust them. Organizations are always benefited when the employees are compatible with each other and discuss things among themselves to come out with something beneficial for all. When a new individual replaces an existing employee, adjustment problems crop up. Individuals find it really difficult to establish a comfort level with the other person. After striking a rapport with an existing employee, it is a challenge for the employees to adjust with someone new and most importantly trust him. It is a human tendency to compare a new joinee with the previous employees and always find faults in him.

It has been observed that individuals sticking to an organization for a longer span are more loyal towards the management and the organization:

They enjoy all kinds of benefits from the organization and as a result are more attached to it. They hardly badmouth their organization and always think in favour of the management. For them the organization comes first and all other things later.

It is essential for the organization to retain the valuable employees showing potential:

Every organization needs hardworking and talented employees who can really come out with something creative and different. No organization can survive if all the top performers quit. It is essential for the organization to retain those employees who really work hard and are indispensable for the system.

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The benefits of human resources certification

June 23rd, 2017 No comments

The benefits of human resources certification

 

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Many HR professionals devote hours of their own time studying for HR certification exams. Once they become certified, those HR professionals devote their own financial resources and time to continuing education so that they can maintain certification.

HR certification – Benefits to HR professionals and their organizations.

 

HR certification benefits for employees

The reasons individuals pursue certifications include demonstrating one’s professional achievement, fulfilling personal satisfaction, helping in career advancement, enhancing one’s understanding of the field, and earning recognition from peers.

Earning a certification may help an individual make a favorable impression during a job interview for showing potential employer about his/her knowledge and competencies and has the capability to do that job.

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  • Employee’s dedication to his/her HR career and updated with latest HR trends.
  • It gives more perception of more competent, more qualified and capable of performing better.
  • It helps in group decision making among peer since certified employee may be given more consideration.
  • It boosts employee’s moral and motivation for work. It is clearly reflected in self-confidence and self-satisfaction
  • HR certification considered as receiving better opportunities and higher salary and advancement

 

HR certification benefits for employer

 

From the organization’s perspective, HR certifications are used as a selection tool to identify the best fit and qualified candidate for the position.

 

Certifications help organizations determine whether applicants or employees can perform at an acceptable level in his job.

Employers can also use certifications to present an image of employee respect and authority.

Certification leads to lead more consistent ways to deal with information, challenges, conflicts etc., related to HR.

Encourage employees to perform in a better way with up to date skills and competencies.

 

Difference between HR certifications

The differences between the four designations are the amount of relevant work experience and level of training. The SHRM-CP and PHR are basic certifications and on a similar level of experience, while the SHRM-SCP and SPHR are both senior-level certifications. Candidates need to meet certain requirements for each type of certification. Here is a typical profile for each:

 

SHRM-CP 

  • Serves as a point of contact for staff and stakeholders
  • Delivers HR services
  • Performs operational HR functions
  • Implements policies and strategies
  • Requires at least three years of experience in an HR-related role if the candidate has obtained less than a Bachelor’s degree
  • Professionals with a Bachelor’s degree in an HR-related field require at least one year of experience in an HR role
  • Professionals with a Graduate degree require one year of experience in an HR role unless their degree is HR-related
  • Understands SHRM’s Body of Competency & Knowledge (BoCK)

SHRM-SCP

  • Develops HR strategies
  • Leads HR functions
  • Analyzes performance metrics
  • Aligns HR strategies to organizational goals
  • Has three-to-seven years of HR-related experience
  • Has an understanding of SHRM’s new Body of Competency & Knowledge (BoCK)

PHR

  • Focuses on program implementation
  • Has tactical/logistical orientation
  • Has accountability to another HR professional within the organization
  • Has two to four years of exempt-level generalist HR work experience, but because of career length may lack the breadth and depth of a more senior-level generalist
  • Has not had progressive HR work experience by virtue of career length
  • Focuses his or her impact on the organization within the HR department rather than organization wide
  • Commands respect through the credibility of knowledge and the use of policies and guidelines to make decisions

SPHR

  • Designs and plans rather than implements
  • Focuses on the “big picture”
  • Has ultimate accountability in the HR department
  • Has six to eight years of progressive HR experience
  • Has breadth and depth of HR generalist knowledge
  • Uses judgment obtained with time and application of knowledge
  • Has generalist role within the organization
  • Understands the effect of decisions made within and outside of the organization
  • Understands the business, not just the HR function
  • Manages relationships; has influence within the overall organization
  • Commands credibility within the organization, community, and field by experience
  • Possesses excellent negotiation skills

Certified individuals have usually issued a certificate attesting that they have met the standards of the credentialing organization and are entitled to make the public aware of their credentialed status, usually through the use of initials (i.e., SHRM-SCP or SPHR) after their names.

Your HR Career Success Depends Upon New Skills and Certification

To be an effective HR professional, candidates not only need to understand concepts such as strategic management, workforce planning, HR development and organizational management, but they also require practical skills to implement these concepts.

Online Master Certificate in Human Resource Management program is an ideal way to gain critical skills and prepare for the SHRM-CP and SHRM-SCP certifications.

Check online certification program here

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