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Mariyam Bemat's Posts

HR Manager

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Being an HR professional it's too critical to engage each person in the organization. To engage employee HR need to transform the relationship (from arrange marriage to Love marriage)

Now the question is

How it would be possible as each and everyone has a different mindset in the organization?'

The obvious answer is

HR needs to understand the Employee's Value circle and use the factor to motivate and engage employees with the organization.

Again the new question born in the mind

What is the Employee Value circle?

The employee value circle is the combination of various employee's values which they want from the organization. After identifying the value we can easily decide the category of the value circle. The value category gives us the way to motivate and engage the employee and we can form a long-lasting relationship between organization and employee.

let's understand what is Employee Value circle is

Category-1

3RPM

1st R- Recognition 2nd R- Reward 3rd R Respect P- Promotion M- Motivation

We need to find out what is the thing from category 1 that works better for the particular employee.

Category-2

Money

If the person works for money then prepare the monetary plan to motivate the employee. you can use the bonus, incentives, vouchers, commission, cash card, etc. Sometimes you purchase something for them which they can consider monetary reward and gain income out of them. For instance shares.

Category- 3

Learning Opportunity

Many people in the organization are willing to learn and explore new things, to engage their organization can provide the learning platform for them.

Category- 4

Flexibility

If the person wants the flexibility to figure out the possibility and provide them, believe me, they will be happy and become more productive

At the first glance, it looks easy to do the Employee Value Circle survey but it's not Easy as ABC. HR professionals need to keep patience, keep an active approach all the time and observe everything about a particular person otherwise it will become a worthless, waste of time, and a waste of resources as well.

September 25, 20213 MinutesauthorMariyam Bemat
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In a previous blog we have discussed a few essential things about SWOT Analysis. Let's move further with How to do SWOT Analysis and How to use SWOT Analysis.

How to Do a SWOT Analysis

Before starting anything first draw up an Analysis Matrix. You can use a ready-made template. It’s a 2*2 grid, which represents four aspects of SWOT.

Specify your Objective why you are going to do SWOT Analysis Create a grid and divide it into four-part Label each box with a name for instance - Strength, Weakness, Opportunity, threat Add strength and weaknesses inappropriate part of the Matrix Gather the right people from different parts of your organization and make sure each will represent a specific department or team. Allow all to throw the ideas at the wall. After receiving ideas from your people, Organize ideas and then rank them. A voting system would be helpful to choose the best ideas. Based on the voting, prioritized list of ideas. The list is now up for discussion and debate.

The Helpful questions which inspire your Analysis

Strengths

It's the internal positive attributes of your company. The things are within your control. What do you do well? - the things which your company does well What unique resources can you draw on ?- Qualities that separate you from others in the market. What are the available skills? - Internal resources such as skills and available resources. What do others see as your strengths ?- Tangible assets such as intellectual property, capital proprietary technologies, etc.

Weaknesses

What could improve ?- Things your company lack Where do you have fewer resources than others?- Things your competitors do better than you What are others likely to see as weaknesses ?- Resources limitations

Opportunities

What opportunities are open to you ?- Uncleared market for specific products. What trends could you take advantage of ?- few competitors in your area. How can you turn strengths into opportunities ?- Emerging needs for your products and company

Threats

What threats could harm you ?- Emerging competitors in the market. What are your competitors doing ?- Changing regulatory environment. What threats do your weaknesses expose to you ?- changing Customers’ attitude towards your company Is your business in a poor location?

Conducting the SWOT Analysis in your organization it’s a powerful way to evaluate the company or project whether there are 5 people or 500 people.

August 24, 20213 MinutesauthorMariyam Bemat
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What we are going to cover

  • Introduction
  • What is SWOT Analysis?
  • Why perform the SWOT Analysis?
  • Factors

1. Introduction

What to do to be successful in any business? The obvious answer is Strategic Planning. Strategic Planning should be there. There are numerous tools and techniques for Strategic planning but one simple and effective framework is SWOT Analysis, it's also known as SWOT Metrix.

2. What is SWOT Analysis?

SWOT Analysis is one of the most commonly used tools to assess the internal and external environment of the company.

SWOT Analysis is a part of the company's Strategic Planning Process and Decision Making Process

SWOT Analysis can be done for an entire organization, Individual, particular Project, Product, industry.

SWOT Analysis plays a significant role in Decision making as it introduces opportunities to the company and it is the "Forward-Looking Bridge" to generate Strategic alternatives.

SWOT Analysis is a Two-by-Two grid form, in this diagram, in particular, each quadrant identifies strengths, weaknesses, opportunities, and treats.

3. Why SWOT Analysis?

Another question is why SWOT Analysis is significant?

Undoubtedly, the answer is SWOT Analysis allows you to identify

  • What your organization does well
  • Where it could improve
  • What Challenges your business is facing.
  • What Opportunities are available and it would be helpful in upcoming years

After Identify these things you would be able to-

  • Develop and implement Roadmaps
  • Timelines for potential Solutions
  • Budgetary plans
  • Manpower Requirement
  • Mid to long term strategic planning

I guess it's enough to understand the SWOT Analysis let's move ahead with the explanation of SWOT Analysis

4. Factors

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SWOT Analysis Framework has two dimensions.

  • INTERNAL FACTORS
  • EXTERNAL FACTORS

1. INTERNAL FACTORS

Internal factors are the strengths and weakness

  • Strengths ( Internal Positive Factor)
  • It gives the business its competitive advantages. Weakness (Internal Negative Factor)
  • It gives the business its weak points that a company needs to overcome to improve its performance.

Internal Factors include:

  • Company Culture
  • Company Image
  • Organizational Efficiency
  • Operational Capacity
  • Brand Awareness
  • Market Share
  • Financial Resources
  • Key Staff
  • Organization Structure.

2.EXTERNAL FACTORS

External factors are Opportunities and Threats.

Opportunities (External positive Factor)

  • It is an element that the company can see in the outside environment where the company can see what it could pursue in future to generate revenue.

Threats (External Negative Factor)

  • It's the element in the External environment that can prevent achieving its Goals or its mission or generate revenue or creating value

External Factors include

  • Customers
  • Competitors
  • Economic Environment
  • Government Rules and Regulations
  • Partners
  • Market Trends

To know more about the SWOT Analysis, kindly read my upcoming Blog.

July 28, 20212 minutesauthorMariyam Bemat
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In the last blog we have discussed two perspectives namely Financial Perspective and Internal Process perspective out of four perspectives of BSC. Let's look at the remaining two perspectives.

Customer Perspective

We all know that the 'Customer is the king of the market' and that's why we need to ensure that we have a satisfied customer group in the market.

Each organization serves a specific need in the market and this is done with a target group in mind. There are many points to focus like the Quality, Price, Service, and acceptable Margins on the products and/or services.

The organization always tries to meet customers' expectations in the market and that's why any organization needs to keep its eyes on the market and be ready to adapt to changes quickly.

The existence of alternatives( competitors ) has a huge influence on customers' expectations and we need to focus on overall market trends to build satisfied buyers in the market.

This perspective answer the question: "How attractive should we appear to our customers?"

In short, we need to focus on three points-

  1. Target Group in Market
  2. The expectation of the Customers
  3. Our Competitors

After focusing on these points definitely, we will be able to lure maximum potential customers in the market.

Learning and Growth Perspective

In today's competitive era, if we are not ready/capable of learning something new then it's next to impossible to survive in the market as 'nothing is constant only the change is constant.

Here knowledge is not important but advancing knowledge plays a vital role.

The organization's learning ability and innovation indicate whether an organization is capable of continuous improvement and growth in a dynamic environment or not. The dynamic environment is subject to change on a daily basis due to new laws, economical changes, technological changes, or even increasing competition.

This perspective answer the questions:

"How can we sustain our ability to achieve our chosen strategy ?"

To know more about the BSC please read my upcoming weekly Blog.

January 19, 20213 MinutesauthorMariyam Bemat
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In the last Blog we have discussed the basics of BSC, let's start a discussion about four perspectives of BSC.

A Balanced Scorecard looks at an organization from four different perspectives to measure its health, each of these perspectives focuses on various sides of the company and creates a balanced view of the organization.

And yes all four areas of BSC are interrelated; we cannot ignore any out of four to the success of the organization.

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Financial Perspective:

This perspective views organizational financial performance and the uses of financial resources.

We need to focus on two points:

  • Is the company achieving its financial goals?
  • How well do the strategies and operations contribute to improving financial health?

Well, now the question is how we can measure the output from a financial perspective?

These data are always past-focused, we need to gather two types of data.

  1. Historical Data: How did we do last month, last week, last year, and so on.
  2. Current Data: How are we doing right now, Today?

For instance,

  1. Our net profit for the year versus last year
  2. Our sales revenue this year versus last year

These measures of corporate performance are based on history and also vary from organization to organization.

As the BSC is a holistic approach, any key objectives that are related to the company's financial health and performance may include in this perspective as given below:

  1. Cost Saving and Efficiencies: Specified Goals: Reduced production cost 10% by 2021
  2. Profit Margins: increase operational profit Margins
  3. Revenue Sources: adding new revenue channels/department/products

In the end,

  • Are you making money?
  • Are your investors happy?

If yes then be happy...

The financial health of your organization may be an indicator of your past decisions but still incredibly important.

Money keeps the company alive and the financial perspective focuses solely on this.

Internal Process Perspective:

This perspective views various organizational processes and the efficiency of the particular process.

  1. From this view, the question should be asked what internal processes have added values within the organization and what activities need to carry in the organization (In all three perspectives).
  2. The internal Process perspective looks at how smoothly your business is running (Here, Efficiency is important )
  3. It's all about,
    • Reducing waste,
    • Speeding process/ production
    • Doing more with less

We need to focus on three points:

  • Is the company improving the critical process?
  • Are there any obstacles standing between ideas and execution?
  • How quickly can you adapt to changing business conditions?

This perspective answer the question :

"what process we must excel at to satisfy our shareholders/financial Backers and customers?"

To know more about BSC please read my weekly Blog.

November 18, 20203 MinutesauthorMariyam Bemat
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Development:

The Balanced Scorecard (BSC) was originally developed by Robert Kaplan of Harvard University and Dr. David Northon as a framework for measuring organizational performance using the more " BALANCED " set of performance measures.

Traditionally companies used only short-term financial performance as a measure of success but now non-financial strategic measures are also added in order to focus on long-term success.

The BSC system evolved over the years and is now considered a fully integrated "Strategic Management System".

What is a Balanced Scorecard (BSC)?

  • A Balanced Scorecard is a performance metric used to identify, improve, and control a business's various internal processes and resulting outcomes.
  • Balance Scorecard is a framework to implement and manage strategies.
  • The Balanced scorecard is derived from the idea of looking at strategic measures to get a more balanced view of performance. The concept of a Balanced Scorecard evolved beyond the simple use of perspectives, every business can implement it according to the requirements and therefore it is a holistic system for managing strategy.

Why do we need to implement it?

  • The key benefit of using a BSC framework is that it gives way to the organization to "Connect the Dots" between various components of strategic planning and management and it means there will be a visible connection between Projects and Programs that people are working on it.
  • BSC framework also helps management to meet pre-decided targets.

Perspectives of Balanced Scorecard:

Indeed a balanced scorecard plays a significant role to aid management to keep updated internal processes and the external Business world as well.

The framework Balanced Scorecard is divided into four areas (perspectives) that are critical to business success as given below.

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  1. Financial
  2. Internal process
  3. Learning and Growth
  4. Customer

The BSC suggests that we view the Organization from four Perspectives to develop Objectives, Measures, Targets, and Initiatives (relative to each of these points of view).

To know more details about all four perspectives, read my upcoming weekly Blogs.

December 06, 20202 minutesauthorMariyam Bemat
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In the last Blog we have discussed a few tips on recruitment, let's glance at more tips.....

  1. Remember only you are not interviewing
  2. Look back years of the candidate's career
  3. Trust your Gut
  4. Don't be boring Interviewer
  5. Represent Job Description
  6. Think Like a Marketer

1. Remember only you are not interviewing:

Always keep in mind that only you are not hiring for a particular role, we have a competitive job market, most candidates we interview will also be interviewing elsewhere and that's why we need to be active, present a positive company image towards the employee.

2. Look back years of the candidate's career:

If we are hiring for an experienced person we need to ask questions related to his job experience, how he/she was handling difficult situations, and listen closely to the answer. you may learn a lot or what you need. Remember, don't forget to examine body language from it to know about his/her attitude towards the role.

3.Trust your Gut:

don't ignore your gut. If the candidate is found good on paper but still after interviewing something from the inner side tells you it's just not right then don't proceed without more investigation.

4. Don't be boring Interviewer :

Boring questions will bring boring answers. Don't ask such questions. Ask relevant questions about the job. Don't waste your time and candidate time by asking questions that answer doesn't matter to you.

5.Represent Job Description:

While interviewing candidates you need to represent the role and responsibilities for the profile as the candidate becomes more aware of the Job and is able to clear doubts.

6.Think like a Marketer :

Due to competition in the market, Human Resource Recruiters need to be marketer, we have to present our company in a unique way to attract talent from the market.

The process of recruitment is more difficult as all business owners want to hire more talent in the organization. Hence, we need to make proper strategies for hiring as better Recruitment & selection strategies result in the improvement of organizational outcomes. We can say investment in 'Recruitment and Selection process' is money well spent.

November 17, 20203 MinutesauthorMariyam Bemat
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We all know that recruitment becomes tough day by day as the competition is growing in the market. If I talk about the IT industry each Organisation is fighting hard to find candidates for various IT profiles. Now all IT HRs are in trouble with lots of targets of hiring and it’s not as easy as ABC in practical. Sometimes it takes a very long time to get a response from the market for a particular profile. Still, we need to pay attention to many things to make a smooth & effective recruitment process.

  1. Build your network
  2. Attractive & Innovative Job Posting
  3. Choose Right Person & Be polite to others
  4. Communication: Be a good listener
  5. Affordability
  6. Talent v/s Experience

1.Build your network:

“Network is net-worth”. Without a network, it is too difficult to reach the right one. Every HR needs to develop a professional network. If I talk about the IT field we need to develop a network on LinkedIn to reach maximum people. Send connection requests to them Talk with them and scan candidates over there. Not only this we can use Facebook as well as the young generation addicted to it and target the suitable person over there.

2. Attractive & Innovative Job posting:

We are living in a competitive era, where we are fighting hard to even get responses from the market side and that’s why we need to be creative & innovative while preparing Job descriptions. prepare star lines to attract people, use different ways to post the job, give information regarding facilities the company is providing, any other attraction if the company has.

3. Choose the Right Person & Be polite to others:

After receiving lots of CVs for a particular role, it’s too critical to scan all and invite a few for Interviews. After interviewing all people we need to think about the best suitable person for the job.

HR needs to develop a habit to wish all the best to the not selected candidate. It creates a positive image of the company in that person's mind. And yes the second thing is, never use the “REJECTED” word for any candidate just say ‘unfortunately you are not selected’, even you can say ‘sorry to say that you are not best fit for the job’. I am saying this because there is no rejection, only the thing is our requirement and the capabilities of the applicant are quite different.

4. Communication: Be a good listener:

Communication skill is essential for all HR Professionals. While interacting with candidates, be open, communicate each and everything. HR needs to communicate all the rules, regulations, policies, agreement terms & conditions (If you have), Training period, and the pay scale during training ( If you are hiring fresher), etc. After discussing all the required things with the candidate, if the candidate is found comfortable then only arrange his/her interview otherwise it will be a waste of time for both Employers as well as Employees.

While taking interviews not only ask questions and get answers, be a good listener. Listening to the candidate with patience may be a different way of presenting but one has really deep knowledge about the same and at least gives the chance to present.

5. Affordability:

Always keep in mind the budget of the company for a particular position and don’t waste your valuable time with overqualified people. Say NO to them with respect, you can say ‘we don't have any requirement regarding your profile’.

6. Talent v/s Experience:

While recruiting people never fixed the experience parameter as it may be possible that the less experienced person has more talent. Carefully analyze the person and then only select the best out of them.

I will discuss more tips on recruitment in my next blog….

October 28, 20203 minutesauthorMariyam Bemat