What Business wants in People Management – to succeed in 2022

Mr. Raju BPG , Director of Business Operations at TTIPL (operations in India, Dubai, Armenia, Canada, USA) has a clear view on how COVID has influenced 2021 Business objectives and HR Practices . Lets also see how the new year will unfold, with an emphasis on People Management and Productivity

Dr. Raju BPG

Dr. Raju lists the top 3 challenges in 2021 in People Management as

Conducting Objective and Legally Defensible Layoffs : With logical and scientific inclusiveness any strategic decision will be easily implemented. As these should be backed objectively and by facts. People should understand that business cannot run by emotions. The company may however balm the negative effects to consider applications or reinstating laid off workers, selectively. “Known devil is better than unknown Angel”

Quelling Employee Duress during times of uncertainty : Situational analysis should be well explained through the rank and file of the organisation. This will prevent negative emotions and stress amongst the employees or associates

Improving Operational Efficiencies and People Productivity : As revenues get reduced, controlling costs and increasing efficiencies are the best or only alternatives. All the stake holders both internal and external should be taken into confidence and policies be implemented swiftly.

Its been a tough year and dealing with People issues has been a juggling act for any Team Manager.

The New Year is here . The 3 areas of focus for Dr. Raju  in 2022 (Business Focus)

  1. Reduce costs : This focus will continue in 2022
  2. Get the Business back to pre-COVID levels: This is going to be difficult as most of it depends on external factors
  3. Monetize the uncertainty though Innovation: Constant innovation builds reputation and increases the R & D spend resulting in more technology adoption, adaptation and innovation

Business is still down – as compared to pre-COVID levels. And the focus remains firmly on reaching similar levels at optimised costs – and understanding that the uncertainty in business environment will need Innovation to deliver on Business goals.

Emerging trends in HR include

  1. Data becomes the new currency – HR Analytics
  2. Technology focused on Performance (PMS & BSC): Technology is unemotional, and the best tool used for this
  3. L&D: Workers have the skills and tools they need to navigate uncertainty: Progressive companies should have a robust learning and development environment built in to prevent or better equipped to handle the vagaries of external environment.

 What are the most important People Problems you want to solve in 2022? Expansion through

Acquisition. Job uncertainty has made good talent available at optimised costs and this is an opportunity to capitalise on Talent Acquisition.

Which 3 traits are necessary to be a good leader includes Conscientiousness, openness, paranoid – about quality-of-service delivery as well as pipeline of business acquisition.

The Focus remains on Data driven People Practices and techniques like HR analytics, Balance scorecards and the like to manage and drive People Productivity. Talent Acquisition is also digitally driven and the ability to handle uncertainty with innovation and openness (to new ideas) will help a Business Leader succeed in 2022.

Yes, dear HR team, lets bring these concepts into the regular practices in People Management. We invite you to check out the Talent Management Framework and PMS from Pexitics : https://pexitest.com/SampleReports/PMS%202021.pdf

To share your views, do participate in the survey : https://pexitest.com/Survey/WebsiteSurvey/Start?assessmentcode=PEXEN0720958

Be part of our community @ LinkedIn : https://www.linkedin.com/company/pexitics.com/

Join our WhatsApp group “Analytics and L&D”: https://chat.whatsapp.com/IEVzReV7ig5G1W1cPZ0Xk0

Productivity in 2022 – with empathy and learning interventions

People Productivity in 2022 – with empathy and learning interventions – yes, gentle but firm.

Lipi Sachdeva, Managing Partner for Project Lifeskills , an erstwhile CHRO and HR professional with nearly 4 decades of experience – has an apt phrase which defines her company : First Think, Second Dream , Third Believe .. and finally Dare.

The areas of focus for Lipi , who specializes in BPO and allied services- very manpower intensive sectors, in 2021 has been :

  • Improving Operational Efficiencies and People Productivity
  • Conducting Objective and Legally Defensible Layoffs
  • Making remote/WFH work without reduction in productivity & engagement

Note : Productivity needs to be driven more thru self-motivation and gentle nudges rather than a more intrusive, “I am the boss and I will tell you what to do” approach. Uncomfortable topics and discussions around layoffs to reduce cost and manage productivity (yes, everyone is not able to manage WFH – and many times , its not their fault – it’s the internet, the family operations and the like.) Women have especially struggled, with every one at home and no work boundaries.

2021 is ending and COVID is still a possible threat. Business trends, expected in 2022 include:

  • Monetize the uncertainty though Innovation
  • Get the Business back to pre-COVID levels
  • Digitization to drive ROI

Key Take-aways in Business Trends: Innovation will be of premium to manage the future with Digitization is a continuation of trend from 2021. Business is still not back on track and moving back to pre-covid levels is a key driver and objective for all business leaders.

In the above backdrop, how will the HR trends look like? As per Lipi, emerging trends will be:

  • Technology focused on Performance (PMS & BSC)
  • Gig economy and Consulting as a practice
  • L&D: Workers have the skills and tools they need to navigate uncertainty

In one word, HR will learn to balance. How can this be achieved? Can we optimize our Leaders with efficient systems – which they can access remotely (yes, they too will be dealing with WFH ) which will give them a one-view of the teams and their productivity and performance on a real-time bases – using non – intrusive data collection methods ? These teams will include Gig workers and consultants – who are increasingly becoming important components of the workforce. We invite you to check out the Talent Management Framework and PMS from Pexitics : https://pexitest.com/SampleReports/PMS%202021.pdf

We help you increase Productivity and manage diversity (fulltime, gig, consultants) and an increaingly millennial workforce with smart and convenient frameworks and systems.

What are the most important People Problems you want to solve in 2022? Performance management using tools Better HR practices L & D is the most pressing area of focus for Lipi and her team.

With Innovation, Digitization and a more “gentle but firm – with empathy” style of Team management required today, Learning and Development will become the engines to bring about change.

Which 3 traits are necessary to be a good leader starts with Empathy followed by Domain knowledge and People management skills. Dear Leader, I hope you are listening.

To share your views , do participate in this 5 question online survey : https://pexitest.com/Survey/WebsiteSurvey/Start?assessmentcode=PEXEN0720958

Be part of our community @ LinkedIn : https://www.linkedin.com/company/pexitics.com/

Join our WhatsApp group “Analytics and L&D”: https://chat.whatsapp.com/IEVzReV7ig5G1W1cPZ0Xk0

#data #pexitics #hranalytics #pms #leadership #performance #productivity

Future Trends driving HR in India (a non-metro view)

This is a synthesis of the views of Mr. Ravi Teja Tallam, who has been an active participant in Pexitics’ efforts to bring measurement and analytics to enhance HR practices.

Ravi is a unique combination of composite Knowledge of Technical and Managerial functions (B.E Mechanical and MBA).

Ravi Raj Tallam

With 12+ years of varied and rich exposure to all HR functions like handling from pre-recruitment to post-exit activities. His Current Assignment is an interesting one, as Manager, Operations at Trigyn Technologies in Vijayawada. Considering his deliverables include Handling all the operations pertaining to an IBU – Project titled “4000 Virtual Classrooms in Govt. Schools of Andhra Pradesh” he is responsible for installation, execution, operation, and maintenance of Virtual Classrooms across the state at 4000 locations.

Given the large-scale Digitisation process he has been handling, his top 3 challenges in 2021 in People Management have been Quelling Employee Duress during times of uncertainty, making remote/WFH work without reduction in productivity & engagement and Improving Operational Efficiencies and People Productivity.

The uncertainty and possible lockdown scenarios caused by COVID, including Omicron and similar variants, the Business Focus in 2022 include Monetize the uncertainty through Innovation, Digitization to drive ROI and Reduce costs.

Some trends can be seen emerging in HR and will catch steam in 2022 as per Ravi (in order of priority) :

  1. Data becomes the new currency– HR Analytics
  2. Gig economy and Consulting as a practice
  3. L&D: Workers have the skills and tools they need to navigate uncertainty

Thus, Digitisation will drive the next coming year and Data will emerge as an important trend . These will need more Learning and Development initiatives, to implement and adopt.  

The interesting part is that that non- metro cities are exhibiting the similar kinds of focus areas and trends as the metro cities in India. We hope this wave of Digitisation unleashed due to COVID can remove the discrepancy in technology adoption and therefore reduce the divide in Talent from metros vs Talent from non-metro locations.

At Pexitics we work on creating Productivity Enhancing HR Technology products – backed by robust People Management principles. Remove bias and delay in your Employee Development process to create and grow efficient Leaders from within your organisation, using the Leadership Measurement framework to identify potential leaders, improve and inspire them thru coaching and learning. (Check out our brochure: https://pexitest.com/SampleReports/People%20Productivity%20Lab.pdf )

Note: Read what Mr. Kamal K Kaushik (COO , MSME at Fusion Microfinance) says : https://pexitics.com/index.php/2021/12/14/ld-interventions-to-navigate-uncertainty-to-be-a-key-trendin-2022/

Dear Reader, We are keen to hear from you on how you view the future unfolding. Do participate in this 5 question Survey: https://pexitest.com/Survey/WebsiteSurvey/Start?assessmentcode=PEXEN0720958

Be part of our community @ LinkedIn : https://www.linkedin.com/company/pexitics.com/

Join our WhatsApp group “Analytics and L&D”: https://chat.whatsapp.com/IEVzReV7ig5G1W1cPZ0Xk0

L&D interventions to navigate uncertainty, to be key trend in 2022.

Today we share with you the views of Mr. Kamal K Kaushik (COO, MSME for Fusion Microfinance) on the survey: “The Future of People Practices & Trends in 2022”. The Microfinance idustry is undergoign a series of changes in these turbulent times on many fronts – its customers and their livelihood has been severly impacted, the regulatory framework is changing , Risk Management is a challenge and incorporating technology solutions is challenging.

As per Economic Times Article dated 29 Nov 2021, “MSME, microfinance, unsecured loans to be worst hit by new NPA norms for NBFCs: Crisil” : Micro finance, MSME and unsecured loans are expected to be worst hit by RBI’s new NPA recognition norms for NBFCs according to ratings firm Crisil. The uncertainties in Regulatory atmosphere coupled with the risk of a 3rd wave because of Omicron variant of COVID shows the future will continue to have uncertainties and challenges for this sector. The sector is highly people dependant in its functioning and People Management practices coupled with easy- to -use technology seems to be a good way to go.

Mr. Kamal K Kaushik (photo from LinkedIn)

As per Mr. Kaushik : The focus is on bringing Business back to pre-COVID era thru digitisation and innovation. The uncertain times are likely to continue and L&D- so that workers have the skills and tools to navigate uncertainty, becomes important in 2022. Upskilling and aligning employees to organisation’s goals will also be a focus. Performance management tools like PMS & BSC and data driven approach through HR Analytics are likely to emerge as a significant trend.

The leaders need to be trustworthy, empower their teams thru coaching and maintain transparency to gain the trust of their teams and successfully manage the coming year (2022) which could have some surprises and uncertainty.

The biggest focus areas of the year 2021 have been increasing Efficiency and People productivity to improve bottom line, promote a culture of confidence (no fear of job loss) and keeping the employees engaged and connected with each other.

We , at Pexitics , also see the emergence of PMS systems as the next step to managing Productivity and Performance in this era. We are committed to working on Productivity Improvement solutions – which are a combination of Philosophy, Measurement and Analytics .(Do check out our PMS brochure : https://pexitest.com/SampleReports/PMS%202021.pdf)

Dear Reader, We are keen to hear from you on how you view the future unfolding. Do participate in this 5 question Survey: https://pexitest.com/Survey/WebsiteSurvey/Start?assessmentcode=PEXEN0720958

Be part of our community @ LinkedIn : https://www.linkedin.com/company/pexitics.com/

Join our WhatsApp group “Analytics and L&D”: https://chat.whatsapp.com/IEVzReV7ig5G1W1cPZ0Xk0

Empowering Leaders to make great People Decisions for continued success

COVID has created turmoil in many ways – Processes, Customers and Technology surrounding us has changed. People policies have also changed in 2 significant ways:

  1. Working conditions: Including Work from home, working with masks, constant sanitizing etc.
  2. Work Processes: Digitization, Customer interfacing, Process of conducting the business itself – all aspects have seen some modification and change.

COVID is becoming a part of our life now with its multiple mutations and new variants. The ‘Great Resignation ‘ has unfolded in the US – as people make changes in all aspects of life – including in their jobs – to manage the new way of life and embrace it as the ‘new normal’.

How should the Leadership team in the organization steer the organization to greater glory and success – successfully navigating the ‘great unknowns’ ? There has been a drastic rise in Leadership coaching initiatives, to get Leaders ready for this prolonged period of uncertainty. To aid the Leaders, one critical investment should be in a Performance Management System (PMS) – which will help the Leaders monitor and engage with the team in non-intrusive , clear and transparent ways to ensure each employee feels empowered and happy while delivering on goals .

I remember seeing a photograph of a mahout keeping his hand on the elephant’s back while the elephant was boarding a truck – this simple gesture made the elephant feel confident of doing a new task, assured his mahout was with him each step of the way, guiding him.

That is exactly what employees and teams need from a Leader / Manager while working in unfamiliar territories – they need assurance and guidance.

And what does the Leader / Manager need so that he can confidently and quickly provide this assurance and guidance? They need a good PMS system which gives them inbuilt Analytics and they can refer to the system at any moment of time to view and decide on the best next steps for their team members – in line with business goals.

An ideal solution will be to have PMS system which aligns the KPIs, KRAs with Appraisals and Feedback (including ad-hoc Feedback, planned Surveys and Attendance / Leave patterns) which feeds the Learning and Development and the Compensation and Rewards programs. Top this wholistic Employee management approach with 3 critical modules of

  1. Hiring (where Job Competencies picked from the KRAs are used to hire across external and referral candidates)
  2. Exit (where exit process provides continuous feedback)
  3. Analytics – to look at the numbers and see the trends in Realtime – linking data from all the modules
Performance Management System @ Pexitics

Welcome to the world of SURE from Pexitics. SURE is:

  1. Customizable – we start by importing in old data and merge the ongoing data with it seamlessly
  2. Balance Scorecard framework is in-built
  3. Analytics – Trends and Numbers – are inbuilt and real-time

HR outcomes driven by Analytics at Employee / Team / Organization level:

  1. Hiring Quickly and maintaining Talent Quality – by hiring for competencies and by Benchmarks across multi-channels / campuses
  2. Attrition Prediction – Indicators of attrition
  3. HiPo identification – thru potential measurement and performance
  4. Learning Needs Identification and Prioritization
  5. Internal Job movements for Talent and Talent Cost optimization
  6. Ongoing Performance trends
  7. Compensation trends and Performance tends
  8. Leadership potential identification, development needs for coaching
  9. Surveys as a source of continuous feedback – engagement, culture, pulse, needs etc. without being intrusive.
  10. Ongoing Sentiment Analysis

Benefits in People Management terms:

  1. Increase in Productivity – system keeps everything linked and an employee has access to interact with the system and view self-scores. Employee can view self-scorecard and is empowered to interact with Management and HR.
  2. Inbuilt & Personalized follow-up –reduces time spent on administrative activities for HR and Team Managers.
  3. Easy for People Managers to know their team-members – and check trends in multiple areas to take shape interactions and keep the members motivated and engaged.
  4. Management finds it easy to look up Organization and Team performance on on-going basis – one system binds the organization together.
  5. Empowers HR with Numbers, Metrics and Predictive analytics (yes, HR Analytics is in-built)

Benefit for the Key Stakeholders (CXO team) is the long-term analysis of:

  1. Type of people (employees) who stick with the organization (Look Alike analysis helps make good Hiring and find employees who match the org requirement, offering & culture)
  2. Needs of the employees, their likes and dislikes, motivations of work and life (this Segmentation helps optimize spends on engagement and employee betterment initiatives)
  3. Identify Long term Winners early on to mentor and evolve into Leadership positions (High Potential identification and Fast track growth opportunities) . This will also lead to early detection of Job Fitment issues, if any.

We look forward to empowering your success. Lets connect for a discussion.

Brochure : https://pexitest.com/SampleReports/PMS%202021.pdf

Our coordinates are :score@peitics.com / +91 734966 2321 / https://pexitics.com/

Join our community @ LinkedIn page : https://www.linkedin.com/company/pexitics.com

#pexitics #performance #success #leadership #share #smart

Smart, Analytics driven Team Talent management for your organisation: HR 4.0

Myth:  Organisations with deep pockets can adopt Talent Assessment as a standard practice.

Reality : Now , every organization can access this practice at fairly reasonable rates and for fairly small teams. In this article, we explore this Talent Management Revolution (HR 4.0).

Talent assessment is a very old practice which started centuries earlier in the Imperial court of China. The British saw this practice and carried it for the Civil Services and slowly, it became a practice for nearly all government jobs across the world. In the last few decades this practice has been adopted in various degrees by private organizations. To quote India’s example, the Tata group holds the TAS exams to recruit a crop of brilliant managers across the group.

Advantages of Talent assessments during hiring are:

  1. These assessments provide a uniform measurement framework for all the candidates cutting through any bias and making the selection process neutral.
  2. It also allows for a minimum amount of quality control in the candidates who enter the workplace. The technology organizations often use these frameworks in the limited space of skill assessment while we find that industries which have longer duration relationships with their employees i.e., employees spend more than 3 years at an average in the organization, like manufacturing and banking, use the psychometric and cultural assessments.

Advantages of Talent Assessments as a Growth and Learning progression are :

  1. Assessments helps the organisation’s People Management team, including Business Managers, to become a mentor and guide to employees (Empathetic Leaders and Managers). It starts with Know Your Employees (KYE) every year (thru assessments), aiding team managers to understand the maturity levels, interests and learning gaps for current role. They can then guide each team member and employee objectively in their career-path and learning-path.
  2. Identify the HiPo employees across levels by looking at Current Competency levels and Next Level Competency Potential, using Peer benchmarks.
  3. Prioritise Learning needs easily and fast by looking at Gaps between Employee scores and Peer Benchmarking scores in critical-to-productivity attributes. Thus, a Salesperson who is scoring low in Digital Sales should be trained on priority since during COVID digitisation has become an important part of Sales.
  4. Leadership fitment and growth-enablement coaching identification, using Industry-specific Leadership Index.

The best news is that every HR Practitioner knows about the Talent Assessments (Psychometric and Skills). Then why is the adoption level low overall even today?

The biggest reason is that its only in the last decade that assessments have gone online – and COVID has surely been the biggest accelerator for Digitisation across industries. This has led to cutting-edge technology deployment in the Assessment companies – include Intelligence Automation technologies like Mobile based assessments, video proctoring, Analytics and Dashboards for Real time reports. Also, the per assessment price has also become very reasonable in the last few years.

Thus, earlier, only players with deep pockets could adopt Talent Assessment as a standard practice. Now , every organisation can access this practice at fairly reasonable rates and for fairly small teams.

Each candidate now, even in remote areas, has a smart phone and when coupled with fraud prevention practices like video proctoring, this makes companies confident to adopt Online Talent Assessments and move into the Industry 4.0 era.

Case Study :

Our client, an IT Products company in Africa, with 600+ employees, had been looking to increase Revenues. The team was struggling to meet 70% of target for the year 2021 (Jan-Dec ’21) . In COVID, they had lost some staff (due to personal reasons) and they were looking to hire expats, mostly from SE Asia (Including India). 

Could they understand which combination of psychometric and skills made some of their Sales Team members PERFORMERS, despite COVID? This could help them unlock the reason why other members were lagging in performance and, which Learning Interventions should be undertaken to improve the performance and productivity of the laggards.

 There was a set of 22 people who had met or exceeded their targets even in the time of COVID out of the team of 50 Sales people. What were the traits that these 22 people excelled in? Once Identified, they would implement a 2-pronged strategy:

  1. Leaning Intervention to improve performance of Sales team
  2. Hire more people like their performers (Look alike) .

Diagram, timeline

Description automatically generatedFind People who ‘Look Alike’ to my Performing Employees

For this, they got 50 people from the current Sales team to take the Competency and Sales Assessment at www.Pexitest.com. The same took 7 days (with daily follow up ) and the HR Manager as well as the Business Head kept a tab on the completion .

At the end of 7 days, PexiTest (www.pexitest.com) held a Report Understanding session with the participants. Individual reports were explained to the participants. Outcome: The participants felt happy to discuss their SWOT analysis and their buy-in into the process depended. They became open to the subsequent Learning sessions.

At the end of 10 days, Pexitics submitted a Consolidated report to the Management. On day 15 there was a discussion on the strength and areas of improvement of the team itself. The CEO attended the session. In conclusion, the organisation decided to ensure that the assessments are done for candidates pre-hiring to ensure that a minimum Skill capability and Competency level is present in all the candidates who come into the interview pipeline. One big shortage of the existing team was Digital Sales capability, and that was an area of focus for up-skilling.

The bill for this additional input at hiring stage was approx. $10 per candidate and the Recruitment consultant was requested to make the assessments from Pexitics (https://pexitest.com/) a part of the shortlisting process

Pexitest.com has now been commissioned to undertake the Talent Assessment for other teams!

The Learning Needs Identification for the current Sales team has led to the organization running 3-day upskilling sessions to improve team productivity.

Do you have any queries ? Feel free to reach us at score@pexitics.com or call at +91 7349662321

Do follow us on LinkedIn : https://www.linkedin.com/company/pexitics.com

Startups and Support from Government in India

Yesterday I was part of a discussion on the Policy for Startups in Karnataka. Despite being part of a startup for the last 5 years, this was my first interaction on this, thanks to my interaction with Rajeev K from NASSCOM. This connection came through a connect and the 10000 startups website (https://10000startups.com/). We had applied for an online mentorship.

Lesson:  There are ways to reach out to government support – however, the initiative is yours. Once you are part of the eco-system, you will be updated thru emails and the like. Again, like with any Network, how much you use this eco system is your personal initiative.

The Policy by the government does not address special needs of startups from different segments. So Technology startups and Brick and Mortar startups are clubbed together. New start-ups with innovative ideas and Mid stage startups – with a few projects already executed are all clubbed together. However, it is not that the Mentors and Government employees do not understand the difference – its just that there is a lack of initiative to club and group and segment startups.

Herein lies the biggest opportunity for Karnataka to emerge as a True Startup Preference destination – by becoming a state where there are clear Mentoring paths across 2 dimensions: Industry and Stage of Start-up

Just a Cross tabulation of these 2 factors can help define the required the correct interventions for a startup at different points of progression. It will also help the government understand how not to overload information to startups who have yet to reach a certain maturity!! Thus, I suggest a mentorship approach :

The number of intervention possible from the government is limited – perhaps 20-25 things like Corporate connect + funding support + …… A grid like structure will make it easier for Startup founders and Government / NASSCOM mentors on hand-holding the startups – Today they spend a lot of time trying to figure out how to best assist the startups

­­Tell me honestly, as a startup founder, do you feel you a good Leader? With the ability, vision, foresight to grow the organization you are putting your hopes, dreams and hard work into? Many startup founders need Coaching to Emerge as Leaders!! A measurement of Leadership traits so that they can focus on the areas where they lack. (Of course I highly recommend using https://pexitest.com/ for the Leadership Assessments 😊 )

A start-up founder is passionate about his startup and ready to do what it takes to become the best Leader for the organization . The Government and NASSCOM mentors should help them – like in the corporate- with Emerging Leadership programs.

There is no Corporate HR or CHRO for a Start-up who will look at this nurturing. This should be one of the KEY AREAS of focus and value-add.

I look forward to your views. Do share your thoughts on what you want in the Government Policy to enable the Startup Ecosystem to prefer Karnataka as a Startup destination

Managing Talent Assessments in the time of Online coordination

Case study on managing employees who are not cooperating with a new process

One day , we at Pexitics received frantic calls from the HR managers of an MNC where we had begun work on the Pexitics Productivity Lab. The Pexitics Productivity Lab is a process driven initiative to enable HR to improve productivity across the employees by the following 3 :

  1. Assessments on Aptitude, Behavior, Skills and Interests to enable
    1. Learning Needs Identification
    1. HiPo identification
    1. Leadership fitment and coaching
    1. Hiring of Look-alike talent (benchmark against existing company Performers)
  2. Peer Benchmarks (built into the reports) to enable
    1. Unbiased Fitment to jobs
    1. Salary offers and compensation
    1. Post learning certifications
  3. Team / organization level analysis to drive
    1. Team composition and cohesion
    1. Learning areas – for team performance
    1. Organizational Productivity thru improved ROI

Even though they had released the assessment codes 2 weeks back, only 20% of the employees in had finished the task and 10% of the employees had dropped “I need assistance” email.

The numbers looked grim: 10 in 100 employees had an issue and 70 out of 100 had not even attempted it.

The HR Team was feeling dejected – So much for a Digital revolution. How could they force employees to be part of a process?

The standard reply when the HR people called was “I am too busy now. I will do it soon.” This was a clear condition of passive aggressive behavior. Employees seemed to agree on the surface but did not follow through on their commitments.

The Pexitics team requested that all the participants be called for a 1-hour webinar on the latest Talent Practices by HR on a Thursday afternoon. Managers were kept informed. 95 employees out of 100 logged in (including some who had already given the assessment). The Pexitics Manager explained the process and then asked if they would wan to contribute in this 1 hour to taking their organization into World Class practices? the unanimous answer was “YES. We will do it – NOW. “

The Pexitics Manager shared the 3-step process:

How to take the Online Assessment:  

  1. Go to https://pexitest.com/Home/Corporate
  2. Click on “I have a Code”
  3. Enter the code

There was a bust of energy and in the next 40 minutes, 77 participants took the test simultaneously, while the Pexitics Manager was at hand in the zoom meeting room to help them.

Win- Win : At the end of that 1 hour of group session, we had a beaming HR team and proud employees (who were happy to have contributed to making their organization a World Class one in People Practices.

The organization has now moved to the second phase of Assessments for another department and is secure in the knowledge that it takes only 1 hour to mobilize large teams of over 100+ employees – using a digital platform. The adoption of Pexitics Talent Assessments and creating a Productivity Lab for your organization is easy. You too can become an organization with World Class People practices.

Reach us for a discussion : Score@pexitics.com ; +91 734966 2320 / 21 /22

People Productivity drives Organisational Profitability

An organization is a congregation of people who have come together to work and create economic value. Thus, People Productivity becomes the bedrock of Profitability of the organisation.

The question becomes, how to create a Positive process of continuous improvement in Productivity? The emphasis is on the word ” Positive” and the aim is that we nudge the employees to perform better and achieve their potential without nagging or creating a culture driven by fear or bias.

Most organisations, including yours, already has an HRMS system where the basic details of the employee – joining details, current position, performance, compensation, and the like are captured. However, do you have a Performance Management System which helps to improve employee Productivity continuously and logically?

When an employee joins, he comes with a positive attitude, happy to have got the job and keen to perform. From that point onwards, his interaction within the orgnaisation (people , processes and systems) become the framework within which he too starts to behave.

Just like Marketing and Sales departments introduced the CRM (Customer Relationship Management systems) to better focus on Customers over and above the ERP systems, so also the HR needs an evolved Performance Management System to better focus on Productivity Enhancement.

Which are the Elements of Performance Management ?

  1. Talent Management
  2. Compensation Management
  3. Accountability – through Feedback and Surveys
  4. Appraisal and Review

The area where many organisations miss out in data and practices is Talent Management as they do not have Talent Assessments to support data accumulation around actual Competency Levels and Skills in the organisation.

TALENT Management combines the influence of Learning, Skills and Culture to measure PERFORMANCE for assessing TALENT metrics.

The four factors of Talent assessment can be classified into the following traits;

  1. Capability: This includes the physical and skill capability in the form of educational and physical capability for delivering talent.
  2. Cognitive: Refers to the ability to resolve problems using mental logic.
  3. Behaviour: Can be defined as the conative factors which influence our outcome based on past experiences and beliefs.
  4. Motivation: These are the affective factors and include our aggression, temperament and intrinsic versus extrinsic dispensation.

And Talent Assessments and Feedback Surveys need to be done periodically since people change and this change needs to be understood at an periodic basis .

If you are looking at Productivity Enhancement through great People Practices, do reach us at +91 7349662320 / 21 /22 or drop us a note at score@pexitics.com.

The concepts are universal, but we at Pexitics understand that organisations have different needs. Customisation is a part of our offerings.