Category Archives for "HR Tips"

HR Home Truths Busted – Get To Know The Real HR


I simply love the HR carnivals and always try to contribute whenever possible. So this time when I came to know that the fun loving Dwane from  Dovetail Software blog was going to host it, I knew this would going to be a different one.  He is looking for posts that talk about the truths you have learned in your time in HR. As we all know, it doesn’t take long to learn some really “interesting” things when you work in HR so I fully expect you to send in some pretty awesome posts.


So here is the stuff that I learnt from my and few experiences shared by my friends who are taking various roles in the HR function with renowned brands .


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How To Be A Strategic HR player In 2015?

My Contribution for the next HR Carnival on 28th Jan, 2015

My good friend Ben Eubanks at his Upstart HR Blog is hosting the next Carnival of HR on January 28th. He is looking for posts revolving around the theme of "How to be a STRATEGIC HR Player in 2015". For better understanding, here is what Ben has to say....

In recent weeks I have spent a lot of time researching and writing about HR strategy, strategic planning, etc. I took the SPHR exam, which focuses heavily on strategic HR. I think HR as a profession knows that this "strategy thing" is important, but they don't know how to do it, where to start, etc. I'd love to hear some examples, simple ones, of how people actually put this stuff into practice. Or maybe just a tip or two on where to start for the newbies. 

Ben Eubanks
HR Blogger & Analyst

I thought this could be a good start up post for the New Year which can help our HR folks to get prepared for 2015. Also I thought of including some key highlights and lessons learnt in 2014 which will set the ball rolling for all our HR folks in 2015. 

So without wasting your time, let’s dive in...

2014 - The Year That Went By.... 

  • Slow Rate of Growth in the Economy

The world economy didn't grew as expected. This has led to companies making cautious investments in large projects. However, they invested significant amount in developing their people and becoming cash efficient while keeping their continued focus on building stronger and engaged teams. 

  • Social Media had a significant impact on Talent Management

There couldn't have been a better time than 2014 for utilization of social media for searching talent. There are countless experiences big and small which has changed the way we manage talent across organizations. 

Be it LinkedIn or Facebook, organizations has realized the potential of social media and tried to use it for recruitment and selection. Several companies have used it for branding and making key announcements. There was a change witnessed where organizations preferred digital media over print ads for recruitment and selection.

Though this is just the beginning, social media will definitely change the way we work in the HR space.​

  • Creation of a HUGE Entrepreneurship Ecosystem

From the development perspective, 2014 has seen a tremendous surge of interest in start ups both in terms of number of new companies that were formed to graduating students joining start ups in preference to other jobs in big multinationals.

This kind of long term trend will not only help in the growth of a country but would also result in addressing the developmental needs of the future. 

  • Penetration of Smart phones and E commerce platforms

The emergence of smart phones and E commerce platforms has resulted in creation of jobs however the numbers are not that encouraging at the moment.

How Can HR be a STRATEGIC Player in 2015?

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What Strategies HR Needs to Focus Upon in 2015?  

What I am about to share is simple yet effective strategies which can help HR to become a Strategic Player in 2015. 

Ready to rock and I go​

  • Know the pulse of your business and HR will emerge as a "SELF RELIANT" Department
  • Work upon Digital diplomacy and Digital governance as people would prefer connecting via public conversations. This can help in significantly reducing hiring costs.
  • Make use of online learning technologies to diversify and provide opportunities to your employees in acquiring new skills 
  • With the changing needs of employees, HR should look forward in providing environment and services that will not only support their people but will also increase their engagement levels.
  • Make use of digitalization to improve customer and employee experience
  • Enhance deeper collaboration between top academic institutes and industry as it can provide a platform for both to research and learn
  • Focus on corporate responsibility and sustainability 
Do you agree that the strategies above will help in shaping the future of HR in 2015? How can HR take the role of a strategic partner in an organization? Do share your views in the comments below.

Should I Tell My Colleague About His Body Odor?

Hello Amit,

Thanks for sending regular emails on the HR subject and enlightening me like always.

I am sharing with you a problem, however I do not know how to convey it to the person concerned.

Please help. I have a colleague of mine in our team with a very strong body odor. He has a great sense of style and dressing. By just looking at him you can’t even make out that he will not be conscious of his body odor. He is well qualified but seriously I would not want to be even in the same room when we are told to work together. How should I tell him so that I am not going to hurt his male ego?




I have always believed and experienced one thing in life.

People will accept and appreciate your inputs, if they feel that your feedback is for their own good and that you truly care for them.

You ought to sound “GENUINE” so that things work on the positive side.

I think your colleague is not ignorant on his body odour, it’s just that he himself might not know about it.

What I can make out from your mail is that you really want to help him so I see no way of you hurting his male ego.

Communicating effectively is a vital point here. 

According to me there can be 2 approaches here.

personl hygiene

You can go up to him and can tell “My dear friend you stink. Use a deo or people might stop talking to you. 


You you may suggest him that “My dear friend, as I am working with you for sometime now, I am a bit concerned and would like to suggest you to use a deodorant for hygiene and personal health. My intentions are to help you as I think this will help you in your career and would also increase your efficiency at workplace. Hope you don’t mind on my inputs as I see this will help you in the long term

Which approach you think will be more effective?

Second one….RIGHT?

On the first go it may come as a surprise to him, as there are some people for whom personal hygiene doesn’t matter that much. There are people who make it to adulthood without understanding which parts of their bodies need a good soaping regularly. Even though there are quite a number of deodorants in the market these days ranging from strong to mild (depending upon your stink capacity, people however ignore this basic hygiene aspect and consider it a bad investment.

So if your colleague is one of those guys, on the cheaper side ask him to wash his clothes regularly. So, if you guys share a good rapport, you need to explain to him in a polite manner that this may prove bad for his career. A bit of soap, some deodorant and laundry detergent would help him resolve this issue.

Further, if this thing is pointed out by a senior person, it could result in embarrassment for him. Make him understand that your discussion around this topic is for his own benefit and not that you would like to insult him. Your sense of genuineness will play a big role in this communication. I know being a female it would be challenging to convey such a thing but you never know your help may shape his career in the long run.

Further, I would ask you to suggest him to see a doctor as his stinking thing can be based on some medical problem, hence recommend him to bring it up as soon as this problem doesn’t become obvious to all. Secondly, if you feel that you would not be able to deal with it address it to your HR as a hygiene issue and let them take it up with him.

What do you think on my approach on this subject? These things sometimes becomes sensitive if taken wrongly by an individual. Let me have your views on this………please reply in the comments section below.


My Boss doesn’t want me to WORK..

Hi Amit,

This is my first mail to you and I would like to share that I’m really liking the stuff you send on a regular basis. I am honored to be part of your mailing list.

My purpose of writing to you is to share about my new job in HR and I seek some solution on the same. I hope that you will help me out.

Presently I am working in a Hospital as an Executive – HR (Training and Development) and I want to really work hard but somehow my Sr. Manager – HR (female) is not giving me enough work from the last one month after I joined them as a full time employee post completion of my training period. Its really frustrating for me to sit idle the entire day.

To develop a better understanding, let me explain in a little detail to you. Before joining this hospital on-rolls, I was with them for a probation period of 3 months as a Trainee – HR. During this time, I used to make presentations (visit entire office/hospital) by taking pictures of misconduct (if any) in the hospital as well as gathering training requirement from the various other departments. I completed my job as a Trainee and since April, I am on their rolls as an Executive HR in the hospital. Now the problem is that since I have joined them as a full time employee, my Manager is not giving me any work to do. I asked her to clear my role and assign work so that I can be engaged but she is not willing to give any independent responsibility to me.

Daily I am asking her to allocate some work to me but nothing is happening. There are only 7 people in the entire HR department including me and my Senior Manager HR. There are around 1000 employees in the hospital hence work is there but I am been kept out of it. All the current HR team members with me have less than a year of experience and I have in total 5 years of experience but unfortunately I had to discontinue my job after getting married on account of some unavoidable circumstances. So there is a gap of one year in my present job and my last job.


I am not getting the correct way to handle my manager who was appreciating my work during my Training period and I really don’t know what went wrong that she is not asking or even giving any responsibility to me. This is sometimes becoming very frustrating for me.

Can you please suggest some solution or approach which I should adopt as I am not in a situation to leave my  job and sit at home doing nothing. 

And also can you please suggest me the work which I can do which can help me make my own place in the HR department. Culture is good here …no politics…no unfair treatment to people…….. ALL IS WELL and good here

Please suggest me what should I do.



First of all understand that the organizational dynamics changes when you join them as a full time working professional. As a trainee your work was appreciated, but that doesn’t mean you will get a similar recognition after you are employed with them. The quantum and quality of work suddenly changes. 

The organization starts expecting a lot once you join them as an employee. When they are paying you, they expect jobs to be finished in a more professional manner. The level of expectations from a Trainee and that of a paid employee is quite high and you would have to work harder to prove your worth.

In our company, when we hire trainees, we assign projects and expect them to learn and work sincerely. Some take their training period seriously while majority just want a Training Certificate. We appreciate if they perform as per our expectations however, in case they don’t deliver, it does not hamper our mainstream work as we have already given them non critical tasks. How much keen they are in taking up vital tasks forms the basis of giving them important and critical assignment from our end. Otherwise training becomes just a mere formality for both of us. 

You mentioned that as a trainee you performed well and got an offer from them to work full time. Its an achievement and you should feel good about it. After all you must have done a good job in your training period. Happiness is a great motivator and one should celebrate small victories to keep the spirits high and flying. 

There is a bigger responsibility on your shoulders now. You need to take your calibre and performance to the next level.

Ambition is the DESIRE to get what you deserve. Reckless ambition is the desire to get what you deserve whether you deserve it or not.

As an HR professional I can say that communication resolves many issues.  However, this medium must be used effectively as over usage can turn relations bitter.

None of us like people banging our doors again and again, when we don’t want them to come in.

Your constant follow up with your manager to assign work, can irritate her. You never know she might have some different plans for you. May be she wants to observe initially before giving critical assignments to you. I think learn the organizational dynamics and wait for some more time before asking quality work from her.

The management needs to build trust in you and ensure that you settle down first. May be they are testing your patience (which is an important quality required in HR) and are waiting to see how you react.

Keeping an individual idle is the biggest test of patience.

My advice to you that since you have recently joined on rolls from April, don’t be restless and give some more time to them and to yourself.

Few suggestions from my end. Hope they help you.

  • Give yourself and the organization time to understand each other.

  • To get yourself acquainted with the organizational procedures by reading their manuals, policies etc. Meet more people in  the company and understand their job profile.

  • There is this thing called Job Description (JD) for any role in an organization. You can ask your manager to share the JD for your role. In case there is no JD, you can create one by taking support of your boss.

  • Do whatever work (even small) assigned to you with full sincerity and loyalty.

  • You mentioned that the culture is good and favourable. Try and become a custodian of the organization values and heritage.

  • Give your 100% in the training and development initiatives. Sit with people and interact with them and identify gaps in skills and how can you cater to their training needs. Prepare a summary report and present it to your boss.

  •  Looking at your work history an association for at least 2-3 years with a company is good as continuity is maintained and you have a pretty decent resume. Recruiters don’t consider you a frequent job hopper.

  • Try to be more pally with your boss. Don’t irritate her by asking for work again and again. Instead try and find out what she likes doing and how she spends time when she is not working. This way you can establish a connection and discuss on topics that are of interest to her as well.

Last but not the least, stay calm and composed and don’t let small obstacles shake you in any way.

Let me know what you think and how things changed after implementing my suggestions. Do you think they will work or not. Let me hear your frank feedback in the comments.


Romance @ Workplace – Cupid Strikes

What will happen if your boyfriend/spouse joins your organization and becomes your co-worker?

Hi Amit,

Since last 2 years I am working in the sales department of a reputed organization in the advertising sector. Sometime back my organization advertised a vacancy in the operations department. Looking at the role and the qualifications, I am pretty sure that my boyfriend is suitable for this job and will get selected if he applies for the same. If he clears the hiring process, he would join my organization in mid July and as a result we will end up working together on the same floor. He will be helping me with all the back up support I need for closing any client call. That ways we will be in constant touch with one another on the job.

What are your views on this arrangement? I know he is capable and will be selected, however in case I recommend his name to the hiring manager will it impact me in any sense? I want people to perceive that my recommendation is purely on requirement basis and not on account of he being my boyfriend. 

What actions I must take to assure my employer that we will both maintain a professional relationship at workplace? 


I am not sure whether your current organization ALLOW couples to work together.

If they have a policy of not hiring relatives, friends etc, REFRAIN from recommending him to your current employer.

Do check from your HR on this one

While many organization these days ENCOURAGE employees to refer their spouses, friends, cousins etc for internal vacancies, they also ensure that they both work in different departments. This is done so that there is no conflict of interest between them. 

Hiring people from internal references can be seen as a STRATEGIC move as it helps in checking the growing attrition level in the organization. It is been observed that people who are hired by internal references, tend to stay more than a normal hire.

If there is a policy by which you can refer him internally, go ahead and forward your boyfriend’s application to the hiring manager putting a word or two supporting his candidature. 

In case he gets selected you both will get plenty of time to work together. :)

One important thing to keep in mind is that you should work within the boundaries of professionalism and not INDULGE in any act which may make others around you feel uncomfortable at the workplace (I hope you are understanding my point here).

Life is full of uncertainty and I am not aware about your future plans, whether you both wish to get married or not. God forbid in case you guys decide to separate or break up, you need to address such a situation without messing up things around you. I don’t know so I can’t comment on how much emotionally you guys are attached to each other however in such a situation, react maturely without bringing your personal problems to work.

Sit down and think from all perspectives before taking any decision.

Some of my inputs are mentioned below:-

a) Do you both actually want to work with each other? I mean to say whether you both are willing to share your professional space with each other. There are possibilities that after answering this question majority of your problem will get solved. Do an honest discussion and anticipate events that may occur if you both start working together.

b) Relationships are short lived these days. In case your relationship ends, who will be the one to leave the job to find another in case there are lot of differences and things turn worse between the two of you.  

c) I understand when love is in the air, certain things go beyond your control. You guys need to plan on your behavior and reaction at workplace. I know it may sound difficult but you need to conceal your emotions and feeling with a mask of professionalism. You both need to understand that at workplace you are first committed to your job and then to yourselves.

d) If you share a good rapport with your boss I would advise you to keep him in the loop and that your boyfriend will be working with you in case he gets selected. That ways you have taken him into confidence. 

e) Office romances sometimes become the topics discussed in tea breaks or on lunch table. Maintain your dignity so that you do not become the subject of entertainment for others. 

Folks in office love gossip. As one coworker said,”I know that’s a false rumor, but it’s just too juicy not to believe.”

Go forward and work out your way. I would request other people to also share their views and help our fellow member to come to some conclusion. Please drop your comments below :)

Why I’m Not Getting Promotion In My Job?


How Do I Get A Promotion In My Job?

Getting recognition at your place of employment for a job well done is something every employee wants and hopefully strives for.

Sometimes it may seem that no matter how good your work is, you are always overlooked by your boss at the time of promotions.

Here are a few reasons that may account for why you never get promoted, and tips to help you advance in your professional career.

Why You Don’t Get a Promotion & Ways to Get Promoted…

Why Do I Never Get Promoted? How to Get A Job Promotion

You may not have the skills to do the job.

While you might be doing a great job in your current position, your boss or manager might not be convinced or even know that you have the skills and strengths needed to perform well in a more advanced position.

Sometimes my employees have skills I don’t even know about,” said Michael Thomas, the HR manager of Satellite TV Depot. “I’ve been pleasantly surprised on more than one occasion by an employee who stepped forward and offered to help out in an area I did not know they were interested in or had a background in.”

Show your employer that you can handle the job!

You Don’t Exceed Expectations and Take Initiative.


Why would your boss not be sure that you have the skills to handle the new responsibilities that come along with a job promotion?

Because you haven’t taken enough initiative and proven that you can do more.

Again, you might be performing your current job responsibilities well, but if you really want that promotion you have to convince your supervisors that you can handle more than your current workload.

How do you do this?

You can impress the boss by doing more than what is expected of you and taking initiative with tasks that management might not associate you with or expect you to go for.


You’re Not Professional Enough.


You might be doing a great job with the responsibilities assigned to you, but are you the kind of person that might get into a verbal confrontation in the company break room or drink way too much at the employee Christmas party?

You might not want to hear it, but your boss is judging you on more than just how well you complete your job responsibilities.

If you really want a job promotion, start paying more attention to your etiquette and how you come across on a personal level in the workplace.


You Can’t Handle Constructive Criticism.


One way that you can tell how mature and dedicated an employee is how well they handle criticism.

Part of developing new skills is taking advice and criticism from others with more experience than you.

You’re not going to be perfect at every task the first time you try it, so don’t take it personally when your boss offers you tips on how to do better next time. If you freak out when your boss critiques your work, he or she might doubt that you can handle the added pressures and stress of a job promotion.


You Expect a Promotion.


No boss wants to give a promotion to someone who is making it too obvious that they expect and deserve to be promoted.

While it is a good idea to let the higher ups know you want to contribute more to help the company, you also don’t want to beat your boss over the head with constant reminders of how much you deserve to get a pay increase and promotion.

You might have been with the company longer than other employees, but remember that that alone doesn’t make you a shoe-in for the job.


How to Get a Job Promotion?


Not getting the promotion you have done the hard work to get can be frustrating. While it may make you want to pull your hair out, the best thing you can do is buckle down, work hard, and show (not tell) your boss that you really do deserve the next one.


What is your take on it?

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