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HR Leaders… are they coming from “HR” or “BUSINESS”?

July 3rd, 2015
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We frequently discuss on how the role of HR should transform from an operational task towards a strategic direction. Today, our focus will be particularly on the HR leaders/ CHROs. What are the traits expected from a CHRO/ any HR leader?

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What’s Next? HR on Papers or HRTech?

July 3rd, 2015
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We came across some interesting research findings of Starr Conspiracy Intelligence 2015. Their recent infographic developed on Hottest HR Technology Solutions 2015 reveals;

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Helping Organizations transform through HR

July 3rd, 2015
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Today, our post will be based on a key trend we learned at one of the flagship local HR events held in Colombo, Sri Lanka last week. One highlight in this event was the discussion on “Modern Trends in HR for National Prosperity”. We recognised this as one of the interesting subjects to analyse in our posts!

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The Evolving Need for a Talent Management Suite!

July 3rd, 2015
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Talent management suites are an integrated collection of components including talent acquisition to on-boarding, performance appraisal, goal management, career development, succession management, learning management, benefits management. These components will help companies perform Human Capital Management Processes of planning to screen and source talent, acquire and on-board, assess performance, reward and develop employees with training.

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Role of HR… Do we need a Revamp?

July 3rd, 2015
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Is HR keeping its pace with the evolving business changes? Let’s put some time on thinking through the role of HR organizations in today’s business!

HR, designed primarily as an administrative or compliance function, today’s HR is expected to support below “Business Needs”;

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Shift in the Purpose of HR Software!

July 3rd, 2015
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Among the key and perhaps most profound concern impacting HR technology today is the shift in the purpose of the HR software itself. 2 or 3 decades back, HR software was designed with the motive of automating, compiling and managing HR processes and data.

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What does HR professionals need to become “Anticipators”?

July 3rd, 2015
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According to the Global Leadership Forecast 2014/2015 (compiled by Development Dimension International-DDI), HR professionals may perform 3 roles within an organization. According to the statistics, 22% of HR professionals are “Reactors” who follow policies/practices; by providing tools/systems and responds to requested business needs. Another 60% of HR professionals are “Partners” who openly exchange information with the business about current issues; thus achieve mutual goals collaboratively.

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Transforming HR into a Business Integrated Process!

July 3rd, 2015
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In this phase of rapid business development and changes in the macro environment, all business leaders should be competent to execute relevant strategies to take each department to the next level, helping organizations embrace opportunities in the external environment.

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