Blogs

Latest blogs and articles

A day in the life of a Rewards professional during the salary revision cycle

15 Mar 2018  by   Gaurav Gupta

*RemLinkTM is an automated end-to-end compensation management solution powered by Aon. It aims to automate the salary review process and eliminate the dependence on spreadsheets and manual interventions. It also enables end-to-end compensation analytics, management and administration right from budgeting, matrix calculations, salary increase deployments, workflow tracking to letter generation and communication.

Compensation and Benefits Professional? Are these your typical conversations during salary revision cycle?

15 Mar 2018  by   Gaurav Gupta

*RemLinkTM is an automated end-to-end compensation management solution powered by Aon. It aims to automate the salary review process and eliminate the dependence on spreadsheets and manual interventions. It also enables end-to-end compensation analytics, management and administration right from budgeting, matrix calculations, salary increase deployments, workflow tracking to letter generation and communication.

Is it Time to Give a Pink Slip to Spreadsheets in Compensation & Benefits Management?

14 Feb 2018  by   Gaurav Gupta

As per the Talent Analytics 2017 study published by People Matters, “75% of the organizations still use spreadsheets. Going forward, organizations would increasingly need to shift to cloud-based or dedicated offline analytics software for HR, just like they are doing for their core business functions.”

Advances in Assessment & Selection

05 Feb 2018  by   Tarandeep Singh and Vishal Singh

Assessment of candidates for jobs and internal postings today is a far cry from the days of written tests with multiple choice questions. A combination of increasing focus on ‘fitment’, organisational requirements, technology advancements, and candidate expectations is driving a sea change in how we measure a person’s or team’s capabilities.

Turning On the Microphone

In today’s dynamic business environment, measurement of employee engagement, culture, and the general work experience only once a year, or even less frequently can cripple organisations. Just as leaders want to listen more continuously, employees want to be continuously heard.

Millennials

22 Jan 2018  by   Tarandeep Singh and Ajith Nair

The proportion of millennials in corporate workforces is steadily increasing. As they move up the ranks, companies will have to transition from managing them to employing millennials as managers

The Elements of a Great Candidate Experience

15 Jan 2018  by   Tarandeep Singh and Ajith Nair

The war for talent is steadily increasing in intensity. With rising job opportunities, top candidates are using their pre-hire experience to decide on where they want to work. However, a massive 46% of candidates rate their applicant experience as poor or very poor.

Wired For Engagement

02 Jan 2018  by   Tarandeep Singh and Ajith Nair

Here’s a statistic that every HR professional must know: Research has shown that a 5% increase in employee engagement results in a 3% revenue upside in a year. Juxtaposed with the fact that globally only 24% of employees are “Highly Engaged” and 39% “Moderately Engaged”, it’s critical for organisations aspiring to produce elite results to challenge the status quo.

Engagement Outliers

12 Dec 2017  by   Tarandeep Singh and Ajith Nair

“How can we achieve top quartile levels of employee engagement?” This is a question every CEO is asking his business leaders and the HR head.Why? Because the top 25% of companies in terms of employee engagement scores, consistently deliver higher revenue growth and shareholder returns.

High-Potential or No Potential?

29 Nov 2017  by   Tarandeep Singh and Vishal Singh

High-Potentials are an organization’s most coveted resources. It is well recognized that theyhelp ensure growth, innovation and effective succession planning. Today, “HiPo” has taken its place alongside “engagement,” “bandwidth,” “sustainability,” and “transparency” in the 21st century corporate lexicon. However, many organizations do not define what exactly it means to be a High-Potential and how to manage them efficiently.