Human resources

Human resources department is responsible for all issues related to employees and employment

Is e-HRM helping your organization?

e-HRM must be helping your organization by now.

Human resource management (HRM) plays an important role in addressing the “human factors” in the organization. Since human capital is responsible for economic growth, it is reasonable to prioritize an efficient and effective approach to dealing with matters involving human resources. 

In the past, business organizations have experienced hiccups in implementing business strategies that would have been advantageous for the company. Many have tried different tactics but failed miserably.

Guess what they did next?

They capitalize on human capital for competitive advantage. The best way to achieve them is by embracing a strategic human resource management approach. The competitive advantage that human capital brings to organizations can arise from combining business and HR strategy solutions. 

Business strategies will only work with the competence and distinctive capabilities of its human resources. Similarly, human resources will only work with a robust business strategy. Several studies supported this theory, and we do too.      

Since business operations (and everything else in life nowadays) breathe and feed on the Internet, it is high time for companies to utilize technological advancements and be in sync with the flow. They must adopt the latest professional trends to gain a competitive edge, such as e-HRM or electronic human resource management.

What is e-HRM?

Is e-HRM helping your organization? a man on a virtual meeting with office colleagues

e-HRM is a set of configurations involving computers, computer applications (or software solutions), and networking resources that enable HR practices, functions, and policies. It saves the organization and its employees the hassle of commutes, in-person meetings, and waiting periods. It simultaneously and instantaneously controls and coordinates different individuals from various levels and locations to obtain information and organizational progress

But don’t get the wrong idea, IT alone cannot solve the HR issues, it remains dependent on the strength of HR strategies, policies, and practices before online processes become dominant.

In short, employee performance is evergreen. Collective employee productivity is essential to elevate organizational performance and promote growth. 

Let’s check if e-HRM is helping your organization then.

Advantages of e-HRM 

  • Automation of routine tasks speeds up processes
  • Increases the strategic role of the HR functions
  • Cost-efficient (reduces the cost of operation on a large scale)
  • Improves employee performance
  • Increases work efficiency and balance
  • Online and real-time coordination reduces redundancy and procedural errors

The advantages and benefits of e-HRM are undeniable. However, it is only as strong as the vertical and horizontal alignment of the HR strategy with the organizational goals. 

As the employees meet the job expectations, they are likely to increase their effort and work efficiency. In turn, contributes to organizational performance, productivity gain, and growth.

The industry has gone a long way since the initial launch of e-HRM. Employees are now accustomed to the process and the convenience it brings. Still, HR executives must remain vigilant in monitoring the commitment and motivation of their employees amidst e-HRM implementation to ensure compliance and efficiency. 

So, is e-HRM helping your organization so far?

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How HR Consultancy Works: A Comprehensive Guide

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How HR consultancy works and functions have been an integral part of business operations nowadays. Due to the increasingly competitive business landscape, organizations face several challenges akin to effective human resource management. Therefore, HR consultancy can be a game-changer that can help businesses navigate operational complexities and optimize their human capital. Today, we will explore the functions of HR consultancy, its benefits, and its contributions to the success of organizations.

a funnel grid with an arrow at the center. surrounding the target describes how HR consultancy works, such as support. knowledge, experience, success, expert, business, goal, and potential

1. Understanding How HR Consultancy Works

HR consultancy refers to engaging external experts or consultants who specialize in diverse aspects of human resources management. These consultants work closely with organizations to assess their HR needs, develop strategies, and provide tailored solutions to optimize workforce productivity and organizational performance.

2. Assessing Organizational Needs

The first step in HR consultancy is the assessment of the specific needs and challenges the organization currently faces. It includes a comprehensive analysis of the existing HR processes, policies, and systems. Consultants gather information through interviews, surveys, and data analysis to identify areas that require improvement or intervention.

3. How HR Consultancy Works on Strategies

Based on the needs assessment, HR consultants collaborate with organizational leaders to develop effective HR strategies aligned with the company’s goals and objectives. However, these strategies encompass vast areas, including talent acquisition, employee development, performance management, compensation and benefits, and employee relations.

4. Talent Acquisition and Recruitment

One of the vital functions of HR consultancy is assisting organizations in attracting and selecting top talents. Consultants pull their expertise to create comprehensive recruitment strategies, develop job descriptions, conduct candidate screening, and streamline the hiring process. They may also advise on employer branding and leveraging various recruitment channels.

5. How HR consultancy works on Employee Training and Development

To secure steady growth and organizational development, HR consultants focus on employee training and development initiatives. They identify skill gaps, design training programs, and facilitate learning opportunities that enhance employees’ knowledge and competencies. It enables organizations to build a competent and skilled workforce, ready to adapt to changing business needs.

6. Performance Management and Appraisals

HR consultants are vital in establishing performance management systems that drive employee productivity and align individual goals with organizational objectives. They develop performance appraisal frameworks, design key performance indicators (KPIs), and provide guidance on conducting fair and constructive performance evaluations.

7. Compensation and Benefits

Managing employee compensation and benefits is crucial for attracting and retaining top talent. HR consultants assist organizations in designing competitive and equitable compensation structures, including salary benchmarking, variable pay programs, and employee benefits packages. They ensure compliance with legal requirements and industry standards while balancing the organization’s budgetary constraints.

8. Employee Relations and Conflict Resolution

Maintaining positive employee relations and resolving conflicts is essential for a harmonious work environment. Although HR consultants offer guidance on creating effective employee communication channels, they still need organizational collaboration in implementing grievance-handling procedures and fostering a culture of open dialogue and mutual respect. They mediate disputes and provide solutions that promote employee engagement and satisfaction.

9. HR Consultancy works on Compliance and Legalities

Navigating the complex landscape of employment laws and regulations can be challenging for organizations. Additionally, HR consultants stay up-to-date with the latest legal requirements and ensure that organizations comply with all applicable labor laws and regulations. They review HR policies and procedures to ensure legal compliance and minimize the risk of legal disputes or penalties. Consultants also guide ethical practices, diversity and inclusion initiatives, and data privacy to create a fair and inclusive work environment.

10. Continuous HR Improvement and Evaluation

HR consultancy is an ongoing process that emphasizes continuous improvement. Consultants regularly evaluate the effectiveness of HR strategies and initiatives by analyzing key metrics and gathering feedback from employees and stakeholders. They identify areas for refinement, implement necessary changes to optimize HR practices, and align them with the ever-evolving organizational needs.


To wrap up, how HR consultancy works is a valuable resource for organizations seeking to optimize their human resources management. By leveraging the expertise of HR consultants, businesses can address their specific HR challenges, develop effective strategies, and enhance workforce productivity and organizational performance. From talent acquisition and training to performance management and compliance, HR consultancy covers a broad area crucial to a thriving organization.


1. What is the role of an HR consultant?

An HR consultant provides expert guidance and support to organizations in managing their human resources effectively. They assist in various areas, including talent acquisition, employee development, performance management, compensation, employee relations, and legal compliance.

2. How can HR consultancy benefit my organization?

One crucial role in how HR consultancy works is to bring specialized knowledge and experience to address HR challenges and improve organizational performance. It helps attract top talent, develop employees, ensure legal compliance, and create a positive work environment.

3. Are HR consultants only suitable for large organizations?

No, HR consultants cater to organizations of all sizes. Whether you’re a small startup or a large corporation, HR consultancy can provide tailored solutions that align with your specific needs and resources.

4. Can the HR consultancy’s role assist with cultural transformation within an organization?

Yes, HR consultants can play a vital role in cultural transformation initiatives. They can help organizations define and communicate desired values, facilitate change management, and foster a culture of innovation and collaboration.

5. How can I find the right HR consultancy for my organization?

When selecting effective HR and management consultants, consider how HR consultancy works on a broader picture, consider their expertise, track record, industry experience, and client testimonials. It’s essential to choose a consultancy firm that aligns with your organization’s values and understands your industry’s unique HR challenges.


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What Jobseekers Want to Know

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What jobseekers want to know

What do jobseekers want to know from a prospective employer?

As unemployment and underemployment soar globally, and employers continuously struggle to find a good fit for their job openings, hiring managers introduce different tactics to attract the best talents in the job market.

With technological advancement and environmental factors incessantly affecting the global job market, companies move alongside development to remain current. It helps them retain the best talent and attract a few more to stay highly competitive and growth-driven. 

However, hiring managers and recruiters constantly face challenges with the latest trends of jumping ships and resignations. By now, you may have heard of “quiet quitting,” “the great reshuffle,” “the great resignation,” and the “great disruption?” Regardless of what you call it, it punishes most talent management approaches.

As the challenge escalates, the head-to-head or tug of war between applicants and employers never ceases. 

Earlier, employment terms were uni-directional. Employers interview applicants and tell them what they want for an employee, period. If the employer meets the job requirements and agrees with the terms of the organization, then, “welcome aboard!”

Nowadays, the employer-employee relationship requires reciprocity from the initial stage until the stretch of tenure. 

The interview works both ways, and more weight goes to the applicant’s scale. Though some companies provide “nice to have” perks, oftentimes, they are not enough for job seekers. Here is the list of “must-haves” for employees to consider working for your company, listen up:

what jobseekers want want to know from employers
what jobseekers want to know from employers

What jobseekers want from employers

  • Salary – remains the primary motivation for employees. New hires always negotiate as they want financial stability. Know your worth is one of the most famous lines that powers the minds of young professionals. 
  • Working terms – Since the early onset of the pandemic, companies supported remote work, which eventually transformed into hybrid a year later. Although many organizations still prefer on-site work, many employees are not ready to go back to the office just yet. They want to skip hours of getting stuck in traffic. The comfort of working from home gave a different meaning to many professionals.  
  • Workplace diversity – Global talents are getting aggressive in promoting diversity, equity, and inclusion as one of the indicators of forward-thinking culture in an organization. In 2022 statistics, 57% of hiring managers look for diverse employees as they increase productivity in the workplace. 
  • Well-defined career path – people come to work for a company to help the company achieve its goals. In return, jobseekers want to know if the organization is willing to help them achieve their individual and professional goals too. 
  • Work-life balance – mental health issue has been an increasingly alarming topic of discussion in the corporate world in the past decade. Applicants want to know if the employer cares about their employees by creating an environment and work system that prevents burnout and stress, such as providing work flexibility and day offs and allowing employees to work remotely, hybrid or on-site. However, remote setup is not available for some roles. 
  • Culture of appreciation – during the interview process, jobseekers want to know if and how the company expresses its appreciation. It is a human need to get a tap on the shoulder when they are performing well. It is essential for the company to create a culture that values its employees.  

As the hiring process evolves, so should the hiring process. Hiring managers, recruiters, and employers must learn to cope with the ever-changing trends in the corporate world to find excellent talents they can retain. 


Please let us know how we can help you today by dropping us a mail

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Global Talent Management trends

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How do you cope with the increasingly competitive trends in global talent management? We often hear managers and leaders say that the right talent for the job is scarce and that they go the extra mile to retain their talent pool to thrive or even survive.

Nowadays, talent management is one of the major concerns among companies, and the trend is increasingly becoming a global phenomenon. Why? Because they can. Employees get access to online recruiters, apps, and an endless list of job opportunities from job portals. Job opportunities became identical to online shopping, where they can compare openings and then choose their best pick.

Applicants have the power to shortlist companies and job openings more than ever before.

The era of global talent’s empowerment

Thanks to modern technology and a wide range of job opportunities, we have reached the era when employees can climb the corporate ladder dictating their own terms. If an employee experiences a slight discomfort or is disconnected from the company values, jumping from one ship to another has never been easier.

It’s employee’s turf now

During the early onset of the pandemic (2020), millions of people lost their jobs, hundreds of thousands of companies (globally) folded, and the world economies experienced a recession. As the situation started normalizing in the middle of 2021, the market opened for new job opportunities. Before the pandemic, the world economy surpassed numerous recessions, and each recession affected the job market differently.

On top of the recession, it became a global trend for employees to jump ships to find better opportunities. Every time an employee changes jobs, they demand higher rates. It benefits the job seekers but gives the organization headaches in retaining top talents. The job market is increasingly becoming the employee’s turf now. They come and go as they please.

Tenure still matters

Despite the job market being flooded with new employment opportunities, a considerably large number of employees still prefer tenure along with the perks and convenience that come with it. So they stay where they are. And why not? Taking risks of moving from one company to another does not guarantee lasting employment.  

With the uncertainties of the volatile job market, quitting can be an irrational option any employee can take. Tenure is typical among the older demographic who prefers stability and certainty. 

Although tenure reassures the employees that they will not lose their jobs, it is disadvantageous for the company in terms of performance complacency. If an employee stays in the same company for a prolonged period, they typically become overly comfortable and relaxed in performing their tasks because there is no risk of losing them. It can also prevent them from advancing their career. Though the company can cross-train their employees to upskill and reskill, the final decision stays with the employees if they want to explore further or stays with the same job scope.

Younger talents are ruling

Younger employees tend to move a lot. Full of fresh ideas, theories, and high ideals from college, they thought they could change the system overnight. As they jump from one job to another within a few months to a couple of years (maximum), the organizations are in constant search of new talents they can keep and develop.  

Millennials take over the job market

Currently, millennials occupy 35% of the job market and are expected to occupy 75% of the workforce by 2030. Like the younger workforce, millennials display mobility, and their presence is undeniably strong.

With the degree of mobility of millennials and younger employees, talent management remains a challenge for most global organizations. 

global talent management trends seek candidate that stands out from the crowd
Stand out from the crowd

Freelancers are on the rise

In the last few years, a large number of displaced employees from the recession of 2008-2009, and the new graduates have taken refuge in online jobs. They call themselves freelancers, independent contractors, and self-employed, among other things. Society has witnessed a whole generation of entrepreneurs, coaches, and freelancers dominating the job market. Several freelancing portals sprouted from all over to bridge the geographical gap between companies of all sizes (from various sectors) with freelance workers.

This trend enables companies to reduce their cost and liabilities. Their contract with the freelancers is non-committal and frees them from paying benefits, vacation pay, health insurance, 401K, and other perks they provide their regular employees. 

Some companies are experiencing employees quitting en masse due to discontent with their corporate value or management-related issues leading to the rising demand for freelance workers. In 2021, the rate of employees quitting their regular job is back to the pre-pandemic rate forcing companies to adopt a hybrid system to survive their operations. It gives freelancers a steady inflow of job orders.

However, this setup is not for all organizational types. There are processes and job specs that large companies and known brands cannot simply allow freelancers to perform. Likewise, the amount of freedom the freelancers get can easily discourage them from going back to regular employment. As a result,  talent management becomes a constant struggle for many organizations. 

Global staffing trends

Many (or most) large multinational corporations (MNCs) maintain their market integrity and competitive edge in the global arena by adopting the four approaches to global staffing, ethnocentric, polycentric, regiocentric, and geocentric.

  1. Ethnocentric 

The ethnocentric staffing approach means the company hires employees from their parent country to fill the crucial organizational positions in their global offices. The company can either relocate an existing employee to the host country or hire someone from the parent country who is willing to live in the host country. 

This approach is ideal if the company is expanding or opening a branch in a new country so that the implementation of the company rules and policies becomes easier. As a rule, expatriates must not exceed 20% of the hiring cost of the host country. 

  1. Polycentric

A polycentric staffing approach means hiring people locally to fill the positions in the host country. Foreign companies need the skills and expertise of local professionals. They can help the company to expand their operation as locals know the market and they possess the necessary skills in conducting business.

  1. Regiocentric

A regiocentric staffing approach means hiring and transferring people from the same region. For example in the Asia Pacific Region, a company can transfer employees from Australia to Singapore or India and vice versa at a much lower cost than employee transfer, say, from the US or other western countries.

Although this approach is more cost-effective and convenient than transferring employees from their parent country, some possible barriers have to be taken into account when adopting this approach, like language issues, cultural differences, and religious affiliations. 

  1. Geocentric

A geocentric staffing approach means hiring people regardless of nationality and geographical location. For example, a company can hire employees from remote places, and their jobs can be performed virtually (ideal for customer support). Another way of dealing with a geocentric approach is relocating employees to a new host country. 

Global operations have many advantages and disadvantages, but in order to build and sustain a talented workforce, companies must use talent management. The core objectives of a successful global talent management strategy are to recruit, develop, deploy, and retain the right talents.

Incorporating Global Talent Management into Business

  • Talent management should be aligned with the company’s strategy. Managers and leaders should be well aware of their talent requirements. They must be in alignment with the organizational strategy and maintain strategic flexibility when necessary. Companies should have the ability to adapt to the ever-changing business condition and have the capacity to restructure their approach to handling talents.
  • Internal consistency. Consistency is a crucial factor in building a strong pool of talents in the organization. It underscores every practice, communication, and decision in the company to make the business successful.
  • Cultural integration. The organizational mission and vision are there for a reason. Although, logically, companies will not violate any law if they do not live up to their written core values. However, it’s a great help to the talent management process if the company integrates its core values into various processes such as hiring, leadership development activities, performance management systems, and compensation and benefits programs. Once cultural integration is in place, recruitment, retention, and talent development becomes natural and seamless.
  • Active involvement of line managers. The talent management process of successful companies includes not only HR but all the managers from all departments. Human Resources alone cannot put a spell on talent management. Leaders starting from CEO to junior leaders must pitch in some ideas. One of the potent strategies in the talent management process is to get the line managers involved. They will participate in the decision-making and hiring process, and get accountability for training new talents.  
  •  Balance the global and local requirements. Companies with an international presence must master the art of reaching out to local internal clients by maintaining sensitivities on cultural differences, the local corporate environment, and business practices (country-wise). A coherent HR and management strategy to reach out to locals can resolve (or prevent) any intercultural tensions.
  • Maintain a unique (employer) brand. A brand does not only work for consumers but employees too. Attracting the right skills and attitudes goes hand in hand with the unique organizational brand. For example, employers must develop a way (different from competitors) to resolve internal conflicts or a distinct set of perks and career paths. Uniqueness makes your brand stand out.

Difficulties in maintaining high-quality talents?

The quick answer is YES.

Every sector has different talent needs. Before the pandemic, the employment sector had already been struggling to find the right talents, and the ripple effect of COVID-19 even made it harder. Yes, we are still not over the pandemic, and people still worry about childcare, health concerns, and more. 

The job market is running short of “right talents.” You did not misread it. There is a huge talent gap in the industry. For example, not enough medical professionals to fill the position in hospitals and other healthcare facilities. The industry doesn’t have enough web developers, computer engineers, AI analysts, and programmers to cope with technological advancements. Applicants claim to know the job but lack the necessary skills and knowledge to perform them. With the suspension of traditional learning and hands-on skills training, the talent gap is widening day by day.

Low-budget job openings are at an all-time high. Due to slow turnover, some employers cannot afford to offer a decent rate to some physically demanding and mentally exhausting positions. Others view this phenomenon as “taking advantage” of the recession. People need employment and are willing to accept offers even if it is a decimation from their previous package to survive. 

Millennials and Generation Z are leveraging the popularity of short online courses and video tutorials to upskill and reskill themselves. They jump ships as often as they wish. As we mentioned above, it’s the era of employee empowerment.  To some degree, they can beat college degree holders and professionals in landing high-paying jobs

The truth is, it’s a tough time for both employers and employees. People are barely surviving with gigs and short stints with companies that are not offering regular positions. The uncertainties of “what ifs?” and “what’s next?” lingers in everyone’s minds.

It doesn’t matter if you are a freelancer, salaried employee, consultant, self-employed, or wage earner because uncertainties still await. There is no escaping it. Companies are opening their doors for fresh (or returning) talents to join the workforce. Businesses take risks too. 

Global talent management is in peril!

 Wait, what?

There are solutions. 

It is job seekers’ turf now, but employers can still save the day, not by aggressive hiring initiatives but by addressing the internal conflict that causes a high attrition rate. 

Some attritions are nearly impossible to avoid. That’s why companies must strategize on retaining their best talent as much as possible.

It all boils down to salary and other perks. An organization that can pay good money has the power to retain the best talents in the market, harsh truth.

If your company is not in the position to pay top dollar, your solution is to build a perfect environment and work culture that your employees will not want to leave you. Maybe it’s about time you take HR more seriously for their efforts

Let us help you with your plight in finding the right talent. Start a successful talent management today. Let’s work together!

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Why people should take HR more seriously?

A man extending his hand across the office after a job interview

Why people should take HR more seriously? Seriously though, has it ever crossed your mind?

Human Resource professionals have always been disconnected from the rest of the organization for many different reasons. Some employees view HR professionals as enemies or spies waiting for an opportunity to reprimand them even for the most trivial and negligible mistake they randomly make.

You have got to admit it. At one point, you must have disliked HR too, thinking they were hired as dummies of the executives. And that their decision-making abilities are linked to their personal and professional relationships with their bosses and a mere extension of the company’s legal department. And that most employees don’t trust them.

These opinions are quite reasonable in many organizations. If the company is not going through any turbulent situation, the HR functions generally reside in hiring, training, and firing employees. However, when the company is experiencing labor issues and high attrition rates, it is an entirely different issue altogether.

So, why do we have to take HR more seriously again?

9 HR Imperatives to take seriously

In a research published by McKinsey, they defined the nine critical functions that HR professionals can fill in to prepare their organizations for the future. They called it the nine imperatives. It consists of decision-making, learning, structure, platform, talent, and ecosystem that encompasses the core value, purpose, and company culture. 

why people should take HR more seriously? - a man and woman shaking hands to conclude an interview
Why People should Take HR more Seriously?
Photo by Pexels

By concentrating on the nine imperatives, the HR functions shy away from petty sentiments of the daily operations and focus on a more relevant issue, the future of the business. 

During the onset of the covid-19 pandemic, millions of people worldwide lost their employment, and tens of thousands of companies folded. There was a shortage of job opportunities, and more than half of the workforce took refuge in online jobs, consultancies, and freelancing opportunities. 

However, the world goes on. With the series of unfortunate natural calamities and the man-made crisis unfolding one after another, organizations must not cease to move toward the realization of company objectives. In these times of tribulations, HR holds the key to corporate success. 

People should recognize HR leaders and managers for doing the balancing act in the workplace. 

From recruitment, onboarding, training, appraisal, promotion, and transfers, HR is our man (or woman). On top of the routine tasks are strategic planning, job market evaluation, burnout prevention, and dealing with cultural diversity. SHRM enumerated twelve pressing issues in the workplace that HR professionals constantly face, thus requiring aggressive collaboration and strategic thinking.

HR Organizational Roles

  • Maneuver a Competitive Job Market 
  • Present Accurate Evaluations for HR
  • Handle the Threat of Recession
  • Recognize the Importance of Cultural Diversity
  • Respond Appropriately to New Policies
  • Manage Employee Retention 
  • Engage Multi-Generational Talent
  • Prevent Burnout
  • Create a Sense of Belongingness
  • Close the People Impact Gap
  • Emphasize Leadership Development
  • Strategize for Competent and Productive Collaboration 

You might want to take HR more seriously, as they keep burning their brows in every step of the employment process and beyond. 

We understand that global talent management has been experiencing hiccups for several years now. So let us work together to search for and retain high-quality talents.

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