What Lord Shiva Teaches HR Professionals This Maha Shivratri: Stay Unbiased!!

In my previous post on Lord Shiva, Lord Shiva Personifying the “Ideal” Entrepreneur!!”, I portrayed the different forms of God of Gods, Mahavdev such as Rudra, Shipra Prasadi and others into different entrepreneurial roles. But, apart from just these traits, the deity has innumerable skills and capabilities that make him the complete institution in himself.

Lord Shiva, one of the three superpowers has a lesson for every individual through his great legends. Mythical studies have clearly proved that he was an impeccable character and always chose to stay away from the “materialistic” world.


While, he is the “Bholenath” and has so much to learn from, yet one of his skills of being detached from materialism gives a great learning to the Human Resource professionals across all industries.

Everybody knows that Lord Shiva is the only God who is equally worshipped by Devas and Rakshas. Now, with a corporate perspective, every organization comprises of different performance categories of employees and these include top performers, average performers, below average performers and the poor performers.

Here, just like Lord Shiva didn’t bothered about the nature of the worshipper and admired his/her true dedication towards the God, similarly, HR person must also keep self unbiased and treat every employee equally. There can be many reasons or limitation at individual level that contributes in his/her performance, but HR should be the same for every employee. At the appraisal time, you must focus on every employee’s intention and efforts instead of the outcomes. Yes, outcomes are important, but other aspects do matter equally!

Thus, you must not make underperformers feel low or un-catered as compared to the top-performers. This will help you establish a balanced approach towards managing your human capital as well as keeping all employees satisfied and happy!

Take care of Your Employees and Keep Learning From Lord Shiva at different phases of your organizational convoy.

Happy Maha Shivratri!!! 



What Hiring Managers Can Learn From Their Childhood’s Bed-Time Stories

Many situations, stories and experiences teach us a lot of lessons that if used in our daily lives, can help us get through so many challenges and hurdles.

Similar is the case with the bed time stories that you have grown up listening to. They all had a moral lesson at the end of the story. These tales, if you give them more thought, can help you solve so many problems while managing your human capital. Especially, recruiters can learn a lot from them while judging different types of candidates.

Here are the main fairy tale characters from whom you can learn a lot:

#1. Cinderella’s Prince Charming: Wait for the Perfect Fit


Let’s think about the tale the other way round! Just like the prince waited with the crystal shoe for his perfect lady, recruiters must watch out for the candidate who is a perfect fit for their organization. You must not hurry while filling the vacant positions in your organization and should look out for the one who exactly matches your business needs and requirements.

#2. Smart Siblings: Use Your Intellect to Analyze Candidates in and out


The kids in Hansel & Gretel succeeded in outsmarting their step-mother first and later the witch. Similarly, recruiters must be smart enough to detect candidates’ intentions and whether they are really that capable and willing to perform or not. This is one of the most critical lessons as every candidate tries to attract recruiters through exhibiting his/her skills in the best possible manner, but, the hiring managers must use their wits to determine if the individual is a right choice or not.

#3. The Brave Heart Mulan: Look for Candidates Who are Willing to Perform

Don’t just go by the basic qualification of a candidate and try finding the one who is well-skilled as well as willing to perform. Just as the case of the story, Mulan is a girl who masks herself as a man to be a part of the army. Recruiters must learn that they should give equal opportunities to  candidates and help them perform.

#4. Ariel: Explore the Unexplored

The Little Mermaid

Surfing through the pool of resumes is just like little Ariel’s adventurous journey through the ocean. You get to meet so many new characters and deal with them. This clearly indicates that you need to get out of your comfort zone to explore the unexplored territories and come out with winning results. With industry’s rapid social development, you also need to change your conventional recruiting styles and find some innovative ideas to attract the talent.

#5. Creative Golden Haired Girl: Think out of the box


Today’s dynamic recruitment climate doesn’t allows you to follow your conventional strategies and patterns. Thus, you must have an out-of-the-box thinking just like Rapunzel and try to make out the most innovative use of available tools and resources.

Although, you cannot always believe that your recruiting tale will have a happy and contending ending, yet the chain of surprising events that keep occurring will often put you in situations where you need to behave in such a way. Thus, recruiters must check out with the strategies that these tale heroes used while facing tough challenges and came out with flying colors.

Author: Prateek Sharma is the Director at TrogonSoft, a company applying product development technologies and devising innovative technology products. Their product, TeamWise, an HRMS & Payroll Software enables companies to streamline and automate all their routine employee-related tasks with utter precision and accuracy.

Is Your Workforce VUCA Ready?

Constantly changing business climates are clear examples of the VUCA situation that stands for Volatility, Uncertainty, Complexity and Ambiguity. Earlier, the term was used to denote severe political conditions, but now they have more relevancies to the business environments. Usually businesses used to plan to deal with the uncertainty, but now uncertainty is an anticipated aspect to run businesses and for this the leaders need to work with a proactive and agile approach.

With the talent shortage shooting up, it has become a prime concern for the leaders on how to keep the talent as prime agenda during VUCA times. Black swan events (that come as a surprise) keep occurring in this VUCA world and that is our “new normal” these days.

Dealing With The VUCA Times

Thus, the talking point here is what organizations can do to help the workforce successfully deal with these events and situations??

The Communication Ladder:

Ensure that the messages going down the leadership ladder are communicated in alignment to company vision and without any discrepancy. With shifting priorities, every piece of information must be well communicated and clear.

Use Adversity to Build Talent:

Existing business eco-systems are running on adversity and accepting rapid changes. Adversity makes your talent stronger and brave to deal with challenges at hand. The time is not to repent over the situation and is to act. Organizations must anticipate any undesirable change and make plans for the worst. HR pros must be ready to realign policies and procedures as your workforce may give you shockers time to time.

Embrace Digitization:

Workplaces are changing like never before. Earlier, when the employees were not even allowed to check personal mails, now the companies openly allow them to engage on social media as well as set up gaming zones for them.

Trust the Gen-Y:

Gen-Y is your trump card now! No other generation of employees can be more willing and enthusiastic to face the VUCA environment as Gen-Y. These people are willing to explore all those unexplored areas and experiment with the challenges that are out of conventional roles. This means organizations need to leave those conventional practices and offer talent with more agile, challenging, exciting and flexible job roles. They simply need more “LIFE” at work!

Optimize Multi-generational Workforce:

While an organization does not only have the Gen-Y, try optimizing the combination in the best possible manner. Make strategies to boost up the morale and enthusiasm using Gen-Y, while making the people more knowledgeable through transferring knowledge from the Baby Boomers. Thus, make it the best blend with rebels as well as the followers!

This is the time to act, perform and outsmart the unknown risks and events that can arise any time. Be innovative, be agile, and make your workforce stand like a rock in front of any situation. Use smart strategies to offer more to your employees and this is not just the compensation, be the best career ladder for your talent!


Is Your HRMS Capable of Clearing “The Stress Test”?

Businesses have started realizing that hunting for the right talent is just like a never ending war. The only powerful asset that a company can win with is the human capital! Thus, organizations must strive to attract the talent as much as they can. To win the war for talent, you need your key and that can be your HRMS system.

Sounds Strange? But that’s true! A talented workforce always prefers the right tools and technologies that give them easy flow of routine processes so that they can concentrate on work instead of making rounds of HR cabin!

However, you can get ample of options available in the tech market, but how would you determine which one to pick??


Stress-Test-TeamWiseWell, it is important to test your HRMS considering the dynamic business conditions, when employees frequently switch their jobs or get promoted or transferred. Thus, for every situation your system must be ready.

Here are a few quick test features:

Situation #1

Employee gets promoted, increment or quick transfers: Is the system capable of handling such changes for employee, ensuring that all ESI, Professional Tax, PF, Income Tax, etc. related calculations are correctly done.

Situation #2

Company’s in-built System Works In Conventional Fashion: Is the product efficient enough to get integrated with company’s in-built system and work across all HR areas.

Situation #3

Office with Multiple Locations: If an organization has offices at different locations and there are considerable new entrants, promotions, transfers, absences, then your system must be capable enough to upload the transactions and process leave balances and payrolls precisely, either through a centralized location or in a decentralized manner.

Situation #4

Employee Self-Service: Is the system capable to handle simultaneous data uploads or requests sent by multiple employees at the same time. Employees also need the latest updates in terms of their salary break down or any upcoming event such as birthdays, anniversaries or new joinees.

Situation #5

Change Accommodation Possibility: Incase, an organization has a unique process and needs the HRMS system to accommodate the process along with the other HR & Payroll process, is the HRMS capable of doing so within feasible time and costs?

However, there are many conditions on which you can test your system, but these 5 remain the critical ones or the must haves for an effective HRMS. Thus, if the system clears this test, then surely it can be your key to win over the most demanded talent.

TeamWise clears the Stress test with Flying Colors!!! Have a Quick look at the tool:

TeamWise-Recruiting Management

To learn More @TeamWise-Workforce Management

Are Conflicts Wasted Opportunities Or Hidden Ones??

Things were going smoother before you landed on that damn project!

Is this what you feel when you become a robotic employee working incessantly and at the same time struggling through conflicts!

Yess… the CONFLICTS!

No place is immune to conflicts and this is bound to happen when you are working in a mission-critical situation. Shorter deadlines, expanded workload, tight budgets and many other factors contribute to increased probabilities for workplace conflicts.

Employee conflicts do appear as a source of decreased efficiency and wasted opportunities, but the consequences are not a result of the differing opinions, it is due to inefficient handling of these clashes.

Turning Employee Conflicts into Productive Battlegrounds for Your Organization-TeamWiseWhile conflicts are inevitable, they are also a great source of new ideas and perspectives coming in. Usually, you see heated arguments and clashes when a task is delayed and someone has to be blamed or when the team is struggling to find a solution. In both the cases, what you need is to find a unique solution to the problem that can only come when disparate minds are put to work.

Thus, what one needs to do is to align these disagreements towards productive benefits to the organization. If they are not effectively addressed, then this may lead to decreased morale of less confident employees, increased absenteeism, reduced productivity, and higher attrition rate.

To avoid such condition, what you can do is make employees more comfortable and open towards presenting their opinions and ideas (even disagreements) but in a polite manner. As a manager, you can play a key role in resolving these issues by listening to the individual perceptions and then responding.

Even the employees can try averse the arguments by patiently listening to one another and then expressing their opinions. You can validate your points and try convincing your opponent any time.

Most importantly, make everyone realize that it is for organization’s sake and not for any individual’s personal win, thus, everyone must try cooperating and understand that working on other person’s idea or opinion is not undermining your self-respect or ego.

Using these simple ideas can help you and your employees come in a win-win situation during conflicts while leading to enhanced productivity and creative solutions for your organizational challenges.


How Engaged Are Your Employees?

A simple question for employees…

Were you enthusiastic coming to work today??

A “dig-in” question… isn’t it!

There are many factors that influence your will to come to work, while most significant being your boss.

The way your boss is with you at work makes you the kind of resource you are! If he or she is a good boss, you are one of the most high-performing employees, while the vice-versa is also true!

How Engaged Are Your Employees-TeamWise

The supervisors, who indulge closely with their teams, set them for success, take regular feedbacks, try to identify cause of employee issues and try to repair the things, have happier and engaged employees.

Then why do organizations commonly delegate the task of Employee Engagement to their HR departments? HR staff is though expected to make the move, but it is not their sole duty, nor can they implement it perfectly without other staff members’ help.

A recent study on employee engagement across the world has revealed some surprising trends:

  • The level of engagement decreases as the employee tenure increases. The employees who are in the company for a considerably longer time are less engaged.
  • While senior management is highly engaged, they usually underestimate the front liners thereby leading to disengaged low line employees.
  • Employees in service and sales departments that interact with customers are in the least engaged category.

Companies that achieved remarkable employee engagement scores use this simple strategy of making managers and supervisors take the lead.

Thus, it is very important for supervisors to give high priority to team engagement and to earn energy, enthusiasm and innovation from employees. Companies are spending high to achieve deep engagement and better returns on resources. But apart from that all the line managers and supervisors need to use the right approach and open up the dialogue with employees. Let employees take charge, with leads and managers as centre for support and guidance!

Using the strategy can also change your employees’ answer to my question!!