Hi,
I came across some good ideas relevant to HR professionals (and Business), so sharing them. I have enclosed link to articles.
1) Correlation between Ethics and Numbers:
Israeli theorist experimented and found if principles or business decisions are displayed in numbers or equation then it is easier for people to take harsher decisions. That is people doesn't think about social repercussions and harshness of their decisions on others when data is given in equation format. Management then is purely treated as science than art or human affair.
When research was further built up it was found that similar data also leads up people to make more unethical choices, including ones at subconscious levels. Simply put, putting business in numbers only make it easy to take unethical decisions.
Link to Research
2) Risks for using Tar Sands for Oil Refining:
With sweet crude becoming more difficult to obtain, Tar sands are considered an alternate. But a forerunner indicator comes that Tar Sands emit higher percentage of Sulphur Dioxide during refining and therefore may not be ecologically sustainable.
Link to Article
3) Retention of employee:
This research was done by Wharton Professor to find whether employee demographic grouping has any effect on attrition/retention levels. It was found that
a. Presence of Ethnic Group at Senior Level increases Social Cohesion and Relationship at junior level.
b. However presence of Ethnic Group at Peer level increases dissatisfaction and attrition levels.
This has an application in IndianOil for intra-Region transfer. When a ethnically different employee is transferred he will feel more comfortable (thereby assuming more productive) if at the place of posting there are many seniors from his own ethnicity. This also means that may be we may explore option of diversity-based workforce placement.
<link outdated-removed> ( Search On Cite | Search On Google )
4) Algorithms for Workforce Productivity:
In thought provoking article author argues that setting up algorithms frees productive time of workers. At simple level we have software calculating day to day manpower allocations based on expertize as well developmental needs or CAD can now produce not only constructions style, size budgets but also designs.
In Indian companies such an software will place people in their wrt to expertize and developmental needs. Initial placements will replace MS Access/Excel slog work our HRD needs to do, leaving more time for Stratgic HR Interventions as well as focus on case to case basis.
Link to article
5) Traits of a Good (rather Great) leader:
This article highlights research conducted by PDI (done across 1300 companies across 147 Countries) which says being if you are nasty, you will rise upto Business Unit Head level. But that is going to be your limit. Being nice takes you to higher than that. Following traits are to be UNLEARNED before moving up leadership level:
a. Always Going along
b. Micro-management
c. Manipulation & hidden agendas
d. Attention to detail
Link to Article (Sorry, original research is damn expensive, so couldn’t buy it)
6) Leadership Trait Paradox:
In continuation with above this study secondary was done by Harvard Researcher on traits of leadership. He found that there are two traits in each of the leader which appear to be just opposite to each other. One is Confidence and second is its polar opposite, Humility.
a. Confidence: Confidence allows a leader to chart his or her own course, whatever others say.
b. Humility: Humility lets a leader acknowledge the possibility that he or she is wrong, listen to and take seriously those who disagree, and by doing so avoid needless mistakes.
In my view, Mahatama Gandhi was one of the best examples for being a great leader. Or Pandit Nehru, Nelson Mandela. These p[eople displayed confidence in approach yet humble enough.
Link to Article
7) Change in EDLI Scheme:
Though a bit old, two amendments under EPF &MP Act, enhanced amount to be given to our Contract labourers in any untoward incidents. Enclosed are pdfs.
Above reads are also available in my blog: Consciousness of a HR Professional
From India, Calcutta
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I came across some good ideas relevant to HR professionals (and Business), so sharing them. I have enclosed link to articles.
1) Correlation between Ethics and Numbers:
Israeli theorist experimented and found if principles or business decisions are displayed in numbers or equation then it is easier for people to take harsher decisions. That is people doesn't think about social repercussions and harshness of their decisions on others when data is given in equation format. Management then is purely treated as science than art or human affair.
When research was further built up it was found that similar data also leads up people to make more unethical choices, including ones at subconscious levels. Simply put, putting business in numbers only make it easy to take unethical decisions.
Link to Research
2) Risks for using Tar Sands for Oil Refining:
With sweet crude becoming more difficult to obtain, Tar sands are considered an alternate. But a forerunner indicator comes that Tar Sands emit higher percentage of Sulphur Dioxide during refining and therefore may not be ecologically sustainable.
Link to Article
3) Retention of employee:
This research was done by Wharton Professor to find whether employee demographic grouping has any effect on attrition/retention levels. It was found that
a. Presence of Ethnic Group at Senior Level increases Social Cohesion and Relationship at junior level.
b. However presence of Ethnic Group at Peer level increases dissatisfaction and attrition levels.
This has an application in IndianOil for intra-Region transfer. When a ethnically different employee is transferred he will feel more comfortable (thereby assuming more productive) if at the place of posting there are many seniors from his own ethnicity. This also means that may be we may explore option of diversity-based workforce placement.
<link outdated-removed> ( Search On Cite | Search On Google )
4) Algorithms for Workforce Productivity:
In thought provoking article author argues that setting up algorithms frees productive time of workers. At simple level we have software calculating day to day manpower allocations based on expertize as well developmental needs or CAD can now produce not only constructions style, size budgets but also designs.
In Indian companies such an software will place people in their wrt to expertize and developmental needs. Initial placements will replace MS Access/Excel slog work our HRD needs to do, leaving more time for Stratgic HR Interventions as well as focus on case to case basis.
Link to article
5) Traits of a Good (rather Great) leader:
This article highlights research conducted by PDI (done across 1300 companies across 147 Countries) which says being if you are nasty, you will rise upto Business Unit Head level. But that is going to be your limit. Being nice takes you to higher than that. Following traits are to be UNLEARNED before moving up leadership level:
a. Always Going along
b. Micro-management
c. Manipulation & hidden agendas
d. Attention to detail
Link to Article (Sorry, original research is damn expensive, so couldn’t buy it)
6) Leadership Trait Paradox:
In continuation with above this study secondary was done by Harvard Researcher on traits of leadership. He found that there are two traits in each of the leader which appear to be just opposite to each other. One is Confidence and second is its polar opposite, Humility.
a. Confidence: Confidence allows a leader to chart his or her own course, whatever others say.
b. Humility: Humility lets a leader acknowledge the possibility that he or she is wrong, listen to and take seriously those who disagree, and by doing so avoid needless mistakes.
In my view, Mahatama Gandhi was one of the best examples for being a great leader. Or Pandit Nehru, Nelson Mandela. These p[eople displayed confidence in approach yet humble enough.
Link to Article
7) Change in EDLI Scheme:
Though a bit old, two amendments under EPF &MP Act, enhanced amount to be given to our Contract labourers in any untoward incidents. Enclosed are pdfs.
Above reads are also available in my blog: Consciousness of a HR Professional
From India, Calcutta
Acknowledge(0)Amend(0)
Thank you for sharing these valuable resources and insights. I've gone through them and here are my thoughts:
1. Ethics and Numbers: It's indeed fascinating how data representation can impact decision making. As HR professionals, we should always strive to maintain a balance between data-driven decisions and ethical considerations. We can do this by:
- Encouraging open discussions about the potential ethical implications of decisions.
- Incorporating ethical considerations into data analysis and decision-making processes.
2. Tar Sands for Oil Refining: While this topic is more related to environmental sustainability and corporate responsibility, it's crucial for HR to ensure the company's practices align with its values and public commitments. HR can play a role in promoting sustainable practices and encouraging employees to be mindful of their actions.
3. Retention of Employees: The findings about ethnic groups and retention rates are intriguing. As HR professionals, we can use this information to:
- Advocate for diversity at all levels of the organization.
- Develop strategies to foster a sense of belonging and inclusion among all employees.
- Consider these factors when making decisions about transfers and promotions.
4. Algorithms for Workforce Productivity: Leveraging technology to improve productivity is a promising approach. Here are steps to apply it:
- Identify areas where automation could save time and improve efficiency.
- Implement software solutions that meet these needs.
- Train employees to use these tools effectively.
5. Traits of a Good Leader: The article provides valuable insights for leadership development programs. We can use this information to:
- Develop training programs that help leaders unlearn unproductive behaviors.
- Foster a culture that values both confidence and humility.
6. Leadership Trait Paradox: This is another important consideration for leadership development. We can use these findings to:
- Encourage leaders to balance confidence and humility.
- Create a culture that values diverse leadership styles.
7. Change in EDLI Scheme: It's crucial to keep up-to-date with changes in labor laws and ensure that all employees, including contract laborers, receive the benefits they are entitled to. As an HR professional, you could:
- Regularly review and update company policies to reflect changes in laws and regulations.
- Communicate these changes to employees in a clear, accessible manner.
Again, thank you for sharing these valuable insights. They are all relevant and applicable to the field of HR.
From India, Gurugram
Acknowledge(0)Amend(0)
261. Ethics and Numbers: It's indeed fascinating how data representation can impact decision making. As HR professionals, we should always strive to maintain a balance between data-driven decisions and ethical considerations. We can do this by:
- Encouraging open discussions about the potential ethical implications of decisions.
- Incorporating ethical considerations into data analysis and decision-making processes.
2. Tar Sands for Oil Refining: While this topic is more related to environmental sustainability and corporate responsibility, it's crucial for HR to ensure the company's practices align with its values and public commitments. HR can play a role in promoting sustainable practices and encouraging employees to be mindful of their actions.
3. Retention of Employees: The findings about ethnic groups and retention rates are intriguing. As HR professionals, we can use this information to:
- Advocate for diversity at all levels of the organization.
- Develop strategies to foster a sense of belonging and inclusion among all employees.
- Consider these factors when making decisions about transfers and promotions.
4. Algorithms for Workforce Productivity: Leveraging technology to improve productivity is a promising approach. Here are steps to apply it:
- Identify areas where automation could save time and improve efficiency.
- Implement software solutions that meet these needs.
- Train employees to use these tools effectively.
5. Traits of a Good Leader: The article provides valuable insights for leadership development programs. We can use this information to:
- Develop training programs that help leaders unlearn unproductive behaviors.
- Foster a culture that values both confidence and humility.
6. Leadership Trait Paradox: This is another important consideration for leadership development. We can use these findings to:
- Encourage leaders to balance confidence and humility.
- Create a culture that values diverse leadership styles.
7. Change in EDLI Scheme: It's crucial to keep up-to-date with changes in labor laws and ensure that all employees, including contract laborers, receive the benefits they are entitled to. As an HR professional, you could:
- Regularly review and update company policies to reflect changes in laws and regulations.
- Communicate these changes to employees in a clear, accessible manner.
Again, thank you for sharing these valuable insights. They are all relevant and applicable to the field of HR.
From India, Gurugram
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