Monday, November 13, 2006

India Top Destination In Global IT Cos' Hiring Spree

As the talent hunt for skilled technology workers intensifies worldwide, India has emerged as the top destination for global IT companies' hiring spree, a study by PricewaterhouseCoopers reveals. In order to hire people with required skills, more than 68 pct of IT companies globally have started or planning to start business operations in India in the next three years, the global consultancy and research major said in a report. The growing appetite for Indian talent pool comes on the back of rising concerns over severe skill shortages and fattening salaries that are looming over the local IT sector. However, the major risk for the country comes in the form of skyrocketing salary levels itself, which might cost it the position as a key low-cost location. The global talent hunt for IT workers could lead to severe skill shortages and further rise in salary levels, PwC found in a survey of 153 top executives at IT firms worldwide. Growing competition for skills has led to a sharp jump in technology sector salaries in emerging markets.


Source: 08 Nov' 06 The Economic Times New Delhi Edition

Posted by Maddy at 1:00 PM | | Comments

Saturday, November 11, 2006

Why employees are less committed

Here is an intereting article published in Economic Times.

Why employees are less committed. Here they have tried to project the employee and employer satisfaction level, the expectations both have and what would be the result of a mismatch.

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"Why should I work more than what the company pays me for?" You must have heard this comment in your workplace. Even my friend cribs, "When the company doesn't recognise our work and doesn't acknowledge it monetarily, then, why should I work beyond its expectations?"

Increasingly, such an attitude appears to be the new gospel at workplaces and ought to be recognised as a trend that is haunting most employers.

"Most of us work and wait for month-end salary because we are recruited and paid for that. It's a give and take relationship we share with the company and there is no emotional bonding."


Read More

Posted by ABI at 1:59 PM | | Comments

Thursday, November 09, 2006

Are you Managing your Stress?

Stress being one of the common factors for health problems, lower productivity, reduced efficiency, frequent mood swings and so on....Do we really manage stress or how effective are we in handling stress?
The following article gives you an insight into dealing with stress,and how do you rate your stress levels:


Read here

Posted by Maddy at 2:20 PM | | Comments

Tuesday, November 07, 2006

PeopleSoft and Zensar to offer outsourced HR services

This article gives an insight into "HR shared services" and the entire range of hr functions from 'recruitment to retirement'.


PeopleSoft is king in the HR applications arena, while Zensar is known for its enterprise application implementation strengths. The two have teamed up to target the domestic HR market, says VENKATESH GANESH.........

Read Here

Posted by Maddy at 3:38 PM | | Comments

THE ANT PHILOSOPHY

Everfelt downtrodden, disheartened, wonder why your work didnt pay off, what should you do to boost your motivation level. Here is an interesting ANT Philosophy by Jim Rohn.

What on earth motivates these ants ?? We should take them as an inspiration .. the natures way of telling
You should move on


THE ANT PHILOSOPHY by Jim Rohn

Over the years I've been teaching kids about a simple but powerful concept - the ant philosophy. I think everybody should study ants.

They have an amazing four-part philosophy, and here is the first part: ants never quit. That's a good philosophy. If they're headed somewhere and you try to stop them; they'll look for another way. They'll climb over, they'll climb under, they'll climb around. They keep looking for another way. What a neat philosophy, to never quit looking for a way to get where you're supposed to go.

Second, ants think winter all summer. That's an important perspective. You can't be so naive as to think summer will last forever. So ants are gathering in their winter food in the middle of summer. An ancient story says, "Don't build your house on the sand in the summer." Why do we need that advice? Because it is important to be realistic. In the summer, you've got to think storm. You've got to think rocks as you enjoy the sand and sun. Think ahead.

The third part of the ant philosophy is that ants think summer all winter. That is so important. During the winter, ants remind themselves, "This won't last long; we'll be out of here." And the first warm day, the ants are out. If it turns cold again, they'll dive back down, but then they come out the first warm day. They can't wait to get out.

And here's the last part of the ant philosophy. How much will an ant gather during the summer to prepare for the winter? All that he possibly can. What an incredible philosophy, the "all-that-you-possibly-can" philosophy! Wow, what a great seminar to attend - the ant seminar. Never give up, look ahead, stay positive and do all you can.

Posted by ABI at 12:22 PM | | Comments

Friday, November 03, 2006

How to retain your most valuable players?

Where in today's senario of growing attrition rate, body shopping, job hopping and other setbacks and dilemmas in the job market , its is the biggest challenge to retain the most valued employees of one's organization.......

Read here

Posted by Maddy at 5:26 PM | | Comments

10 reasons why there is attrition?

1. people don't get integrated. Most organizations have an orientation program which is more of data-dump or focussed on compliance trainings being completed. The focus should be more on enabling employees to form networks within themselves.

2. Performance goals are unclear. In a fast growing team or business the focus is on getting the thing done today, but rarely are performance goals thought through and employees told as to which resources to approach for help.

3. Development is always tomorrow's job. Culturally Indians are focussed on learning. If learning adds value only to the job and not to the overall career goals of the individual then the organizations seems too transactional for the employee.

4. The personal touch is missing. How comfortable are managers building personal bonds with their subordinates? A lot of managers shy away fearing a bond will make delivering hard messages difficult. I would argue that it's the other way round! Knowing employees on personal level makes a manager know their strengths and weaknesses. Work allocation and employee development become easier.

5. Reward systems are not transparent. Most employees who get salary increases because they have a rare skill at a particular point of time think they got their raise for excellent performance. Can you share details about how they have been compensated?

6. Percieved equity of reward systems is low. Like it or not, employees discuss salary details and if there is any percieved lack of equity then you have an issue !

7. Goal setting process is not scientific . Most organizations impose a normal curve fitment, but do not train managers to set realistic goals or goals that tie up with organizational or functional goals. This also leads to point number 6.

8. External equity is missing too. Don't do an annual compensation survey when the market moves every 3-4 months. If your practitioners feel that externally comparable professionals are being valued more, then they will leave.

9. No communication around total value. If you offer benefits apart from only monetary terms do you communicate that to employees too. Things like being a global or niche industry leader, value of the brand of the organization, should also be made explicit.

10. No career planning. Are people aware of the ways in which they can grow in the organization? Who are the role models within the organization? Do they know what they have to do to gain the competencies to move to various levels?

Posted by Maddy at 5:16 PM | | Comments