Author: UnitedHR

Workforce diversity — Still a long way to go!!

Diversity was never in more limelight than it is today. This is so because lagging behind in incorporating diversity is not considered just the unwillingness to spend money, but it denotes that the management doesn’t want to march to the tune.

Yes, the organization gets the image of “slow-to-change.” There is a direct impact of this on the company image and employee engagement.

In light of this, more and more companies are reviewing their diversity programs and making necessary changes to rebuild and revive the same. Those who have never taken it seriously in the past are also working on it seriously.

Experts say that diversity ROI is difficult to calculate if you look at it from the perspective of tangible benefit. However, there are innumerable intangible benefits in the long run.

All this ultimately helps in building the corporate image and establishing the company as a serious player in the field of workforce diversity.

The definition of diversity has changed

Workforce Diversity

Before we have a dip test of a few leading companies of global stature, let’s understand how diversity today is different from the past?

It is no longer restricted to creating a workspace inclusive of gender, race, and sexual orientation. Rather, it has extended up to including talents with different problem-solving skills as well.

Companies with a future-thinking perspective understand the dangers of ignoring diversity. Hence, they constantly review their retention and hiring practices.

Even the standard operating norms also get changed from time to time to include and accommodate the changing diversity scenario.

Does it mean ‘all is well’ everywhere? Well, looking at a few cases that hit the news headlines recently, it doesn’t seem so. There have been many cases where big companies were found ignoring the basic diversity norms.

Case #1: Google and Facebook

Well, one of the biggest name today is “Google!” According to the annual diversity report published by the company, the tech giant is far behind as far as diversity is concerned.

The company is largely dominated by male employees (white).  Asians contribute almost 30 percent, and African Americans are about two percent.

Facebook also shares the similar trends.   The diversity report published last year revealed that the half of the workforce is white and hardly two percent are African American.

Though both giants officially assured that concrete steps will be taken to increase diversity, the real impact can be seen after looking at the subsequent reports.

Since there will be pressure to release the data publically, we can assume that something better will emerge in the coming years.

The trends have been similar for decades. Hence, it will take some time to change the situation.  It will be possible only if companies put sincere and honest efforts to correct the disparity.

SOME LOCAL FLAVOUR-

Case #2: Bajaj Allianz General Insurance and Pepsico India

Indian companies are realizing the importance of workforce diversity more today as compared to the old days. Bajaj Allianz runs all-women branch which focuses on female employees to make them insurance experts. However, there is still a long way to go as far as implementing diversity up to the fullest extent.

Pepsico India has almost one-fourth women employees and even at the higher management levels the company has sufficient representation of Women.

As far as other diversities are concerned, they are not much significant in India. For example, racial diversity doesn’t exist at all and diversity based on the sexual orientation is still a taboo in the Indian society.

Hence, the studies conducted in our country are predominantly focused on the gender diversity. In companies like Pepsico India, the corporate policy looks women with a unique perspective and approach. The HR feels that the significant representation of women helps in healthier, well-balanced teams and better decisions.

Research projects conducted by top-rated organizations such as McKinsey point out that companies that strive for gender diversity are more likely to have better returns than the national industry medians as compared to those who don’t bother about gender diversity at all.

Bajaj Allianz HR feels that gender diversity gives an opportunity to tap the vast talent pool of women. The company calls it a ‘win-win’ situation for all.

It is a fact that companies are looking for a change in their perspective and making sincere and honest efforts as well.

Conclusion

It is needless to say that in spite of so many claims and commitments by corporate houses about maintaining workforce diversity in their respective organizations, still there is a long way to go.

If we see such a pity situation in the biggest companies in the world, it is difficult to imagine the same in small and medium level companies.

With the focus on diversity worldwide, companies are altering their hiring and retention policies accordingly. Experts feel that it is more of an attitude issue than policy.

Even if you make stringent norms about it, the situation will not change unless there is a change in the mindset of the people.

Hopefully, the situation will change eventually, and we will see more dynamic and diverse workforce everywhere.

Working in Developing v/s Developed Countries

Imagine a situation when you have applied for a job in a whole list of countries and waiting desperately for a response. To your surprise, you receive an offer from a country that you have hardly heard anything about.

You even don’t remember when and where did you apply for it. However, the job offer is so lucrative that you can’t resist Googling about that country. What all you know that it is a developing country.

Working  Abroad (developing countries)

Whenever one gets an OFFER , or Thinks of a career abroad, it is mostly from the Developing nations.

As these are the countries whose masses/ general population do not have the required Technical skills, and hence Companies seek Expatriates Employees.

Going abroad is sometimes considered akin to going to Developed countries like the UK and USA only.

However more often than not small and developing nations are the one’s who beckon you for a career abroad.

You are puzzled about what it a developing country and whether you should go for it or not? Here is some valuable information for those who want to work there.

What is in a developing country?

Earlier known as ‘Third World Country’, a developing country has less developed industrial areas.

The Human Development Index is low, and the infrastructure is far below as compared to a developed nation.

Working In Developing Country

Some experts use a different criterion for differentiating. The Gross Development Product or GDP decides whether a country will be called developing  country or developed.

In the light of all this, broadly a country with low industrial development and low standard of living as compared to a developed country can be termed as developing country.

Several developing countries are rapidly progressing towards the status of developed countries, though. They show a remarkable growth rate and development.

Why should you choose a developing country?

Well, when it is about making a choice between working in a developed country versus a developing country, then the majority of the people preferred the latter one.

The reason is simple; the lifestyle is quite exciting, and the facilities are pretty good there. The standard of living is superior, and the facilities are good.

Also, a developed country offers several growth opportunities. Hence, you can climb new heights of success pretty fast.

You get more legitimate jobs on Work- Permits and even Resident Visas if you have long-term plans of residing in a developing country

Yes, you have to be absolutely clear about your stay in a developing country. Are you planning to stay there longer? If yes, then there are bright chances of getting legitimate and authentic jobs.

It goes without saying  that when you stay longer, you save more money. If the stint is short (typically one or two years), then you will hardly be able to reap any benefits.

When you show readiness to stay for five years or so, the employers establish faith in you. They offer better and more responsible profiles, and obviously more money.

When a company hires you for a job in a developing country or your existing employer sends you there on deputation, there are expectations from you. And the expectations are quite high.

Therefore, you should try your level best to meet the expectations. Your readiness to roll up your sleeves and hit the Shop floor “Hands On” becomes your cutting edge and is greatly appreciated.

Ask a few questions to the employer before you sign the agreement paper

Working in a different country is a unique proposition indeed, but you have to be cautious about is. Whether it is a developed country or developing one, there are several moving parts. Hence, to make sure that each line of the work contract is clear to you.

Discuss the same with your employer or recruitment agency. Don’t hesitate in asking the following questions:

  • What are the benefits beyond the salary package given in the appointment letter? Will you get travel expense reimbursement, accommodation allowance, relocation benefits, etc?
  • Are there any specific travel conditions, immigration rules or re-entry concerns that you should know about? You should get all pertinent information beforehand.
  • Are there any perks? If yes, then what is the method of reimbursement?
  • What is the office culture? How is it in line with or different to the culture in the respective country? What efforts are required to align with the socio-cultural environment in the country you are going to?
  • Are there any health concerns? Do you need to take some precautions there?
  • What will be the method of payment remittance?

 

Manage your money when you are there

Well, developing countries are certainly cheaper than the developed ones, but at the same time, the salary levels are also quite low.

Experts say that you need to be a perfect money manager when you are in a different country. Not only should you spend sensibly but also keep reserves for contingencies. If you get money in the bank account, then make a habit of not withdrawing all the money.

Control the money flow and beware of your expenses. Thus, you will do not find in an economic crunch while you are in a developing country.

Choose a job after proper research

Do not choose any job hastily just because the salary is being offered more than the average levels. It could be risky. Experts say that one has to be skeptical and keen about it.

You must understand that work opportunities that bring excellent professional experience are always there. The only thing is you have to be watchful and alert. Check your flexibility, resourcefulness, work experience and patience first.

If you search job opportunities by making connections with people, then you may get something remarkable that won’t have been possible otherwise.

Typically in the developing countries, smaller firms always have high employment growth. However, it doesn’t get accompanied by the similar growth in productivity or sales.

Large firms, on the other hand, have higher productivity growth but they have fewer jobs to offer.

Small and Medium enterprises are good at these two fronts, but you are not sure about the growth prospect of the company.

Ask a few questions to the employer before you sign the agreement paper

Working in a different country is a unique proposition indeed, but you have to be cautious about is. Whether it is a developed country or developing one, there are several moving parts. Hence, to make sure that each line of the work contract is clear to you.

Discuss the same with your employer or recruitment agency. Don’t hesitate in asking the following questions:

  • What are the benefits beyond the salary package given in the appointment letter? Will you get travel expense reimbursement, accommodation allowance, relocation benefits, etc?
  • Are there any specific travel conditions, immigration rules or re-entry concerns that you should know about? You should get all pertinent information beforehand.
  • Are there any perks? If yes, then what is the method of reimbursement?
  • What is the office culture? How is it in line with or different to the culture in the respective country? What efforts are required to align with the socio-cultural environment in the country you are going to?
  • Are there any health concerns? Do you need to take some precautions there?
  • What will be the method of payment remittance?

 

Hence, it is very much important that you do your homework before diving into the stream. Get the right job in a developing country, pack your bags and Get Set GO!!.

Indeed, it will be an exciting and learning experience. ALL THE BEST!!

Forming Personal Opinions- V/S Taking Successful Interviews

Here is a Short Story , which tells us how we form  “Opinions” on or about someone.

SUCCESSFUL INTERVIEWS

Just imagine , that you are lost in an unknown territory , and  have been walking for quite some time.

You are thus feeling very Thirsty , but unfortunately , there is no availability of water. You stand to rest under a Tree……

(A) Suddenly, a window of a house on the first floorof an apartment building, opens, and your eyes meet  someone’s .That person immediately guesses , the state you are in, and asks by , gesturing , if you need some water.You NOD in a BIG “YES “, and start walking towards the apartment building.

HOW DO YOU FEEL ABOUT THIS PERSON??— THIS IS YOUR FIRST OPINION

(B) The person gestures with a sign of coming down , and closes the window.

It is 15 minutes that you are standing there, but the door to the apartment building doesn’t open.

(C) You are about to move, and finally the door opens. The person is standing there with a jug, and says politely:

“ So sorry for the delay , but looking at your condition , I thought it would do you good ,if I prepared some “Nimbu Paani”/” Lemonade” for you”.

NOW HOW DO YOU FEEL  ABOUT THIS PERSON-?? — THIS IS YOUR THIRD OPINION.

(D) A glass is filled and handed over to you. You take a sip , and realise that it has NO SUGAR ,in it.

WHAT ARE YOUR FEELINGS NOW ABOUT THIS PERSON—????—?????????????????????

Given this simple situation of the above STORY, we see how our Opinions keep changing.

This leads us to a very crucial question: “How correct can we be , while giving an Opinion on anybody, more so a STRANGER” In a nut shell, the moral of the story is, if the person’s behaviour falls into the boundary of our “Expectations”, he is “Good” otherwise not. !!!!!

Translating this to the Corporate world :  For any HR Manager , choosing a right person for a job, is a challenge. Going through the sheer number of resume’, shortlisting them according to set criteria, can be overwhelming.  While going through the resumes, we (HR managers) try to predict , which candidate will do well in a given job role, and which won’t .

Even after all this hard work, we are  still left  with “limited Choices” , who fall into our “Expectations” and are thus invited for “Interview”

While taking interviews, we are mostly meeting “Strangers”,and in all likelihood , we will  start forming  Opinions about him or her , the moment they enter the room, by their clothes, behaviour, body language , spoken language etc etc.

Hey——Hold your horses, Mr./Ms. HR — THINK AGAIN-  This isn’t  a personal matter.

YOU are A RESPONSIBLE OFFICER and  recruiting for a company……… You need to Master the Techniques of Taking a  Successful Interview . Isn’t it?

Write to me with your experiences of FINE/GOOD/ BAD Interviews at nisha@uhr.co.in

yoUrs  in HR ……UHR

Prepare Yourself To Deal With Difficult People

You like or not, but difficult people are always there in every work environment. They are omnipresent and ever irritating. They can be your colleague, counterpart, or in the worst situation; your boss!

They tarnish your self-esteem; they damage your self-confidence and sometimes hit your professional courage. Well, are the difficult people so dangerous?

Sometimes yes and sometimes no! You create a ‘larger than life’ image of such people and find their behavior obnoxious. You feel that they are just intolerable people who will not change their mindset ever.

You feel that it is very much difficult to deal with them and it will be a loss of productivity if you spend time in correcting the behavior of difficult people.

Yes, it makes sense up to some extent. Correcting their behavior could be a daunting task but what about correcting ‘your own’ behavior to deal with them?

Understand their ‘type’ first!

Don’t put all types of difficult people in one category. Yes, there are several varieties. Some don’t pay attention to what you are telling and keep on talking in an irritating manner. Some want you to listen what they say and expect that you should follow their order without question.

Some feel that they are ‘Mr. Know-it-all’ and anything under the sun that is not created by them is inferior. Some are jealous of you without any reason, and they do not miss a single chance to humiliate or offend you.

1-1

Some people always want to remain in the limelight and want to take the responsibility of success; it is not the situation when the team fails. They are the bitterest critic in that case.

Some people wait for the chance of stabbing you in the back. They act like your best friend or the most decent boss, but they carry a different feeling internally. Since you know it very well, the situation frustrates you more.

The list is indicative and not comprehensive. You may get hundreds of other varieties of tough people.

Before you decide the strategy to deal with them, first recognize and understand them thoroughly.

Isn’t it a good idea to ignore them instead of thinking the ways of dealing with them?

Yes, it looks quite fancy but the things won’t improve if these people are left unaddressed. Rather, they become worst. Usually, these difficult people are in such roles that you can’t avoid them. Thus, the conflicts simmer underground and erupt on the surface with a blast.

Moreover, when you ignore; it is treated your weakness. They consider you a coward, and they find new ways of irritating you at the workplace. It may result in you losing the objectivity and emotional control which is not good in a professional environment.

Sometimes, ignoring difficult people gets rebounded. You get the blame for not having the skills of handling difficult people.  People start considering ‘you’ a difficult person.

Hence, don’t let others cause devastating consequences to your career growth. Deal difficult people timely and save your job.

Find out productive and practical ways to address the issue

What do you think? Should you use your Martial Arts skills to correct the behavior of a bully coworker? Or should you shout at a difficult coworker in the boardroom who delays your presentation purposely?

No, these are not good solutions either. At least, in a structured work environment; they are not good indeed.

If at all you use them, there are big chances of you getting fired from the company. Hence, cool down and read these productive (and effective) ways.

  • Retrospect the situation. Make sure you are not overacting to it or giving unnecessary importance to the other person. Hope you are not exaggerating the behavior.
  • Compare the behavior. You should talk to other coworkers about it. Do they also carry the same feeling as you do? Or the other person is reacting to ‘your’ behavior? You believe it or not, but in many situations, the problem is in you and not in the other person.
  • Assess the situation objectively. Do not let the emotions come in between. Legitimate emotions such as anger, frustration, humiliation, feeling of being isolated or fear to make the situation complicated.
  • Are you getting disturbed by the behavior of the difficult people about you? Make sure you are not getting carried away what others say or think. In a situation when we become prejudiced by what others think, our opinion also gets colored like that. Hence, think in a cool manner and then decide the further action plan.
  • Open the dialogue if possible. Try to explain your stand and convey your feelings. If the arrogance is disturbing you, then request the other person to be a little docile. If bossing troubles you, then let the other person know that you are getting affected by the behavior. When you open up, the chances of improvement improve. Always keep the tone polite and normal when you deal with difficult people.  Don’t let them judge that their behavior disturbs you.

What if everything else fails?

Yes, as they say, “hope for the best and be prepared for the worst”; there comes a situation when all your efforts fail.

You must decide whether the good in the current job outweighs the bad things or it is the other way round? If the good outweighs, then you should not worry about tough people.

If the bad outweighs, then the best thing is to leave your job. Instead of working with a frustrated mindset, it is better to quit. At the end of the day, you should not compromise happiness and peace of mind. It is more important than anything else.

What is the guarantee that you won’t get tough people in the new company? Well, there is a possibility of it, but at least you will have a new set of people to deal with. You can try the ways and methods described earlier.

Life is nothing but an unending trail of trial and error; isn’t it?