Browse Author by Sangeeta Macherla
Sangeeta M, has intensive experience in various knowledgeable areas of HR i.e Recruitment, Training and Development, Employee Engagement or Optimising company productivity by counseling and motivating employees. Her other professional hobbies include content auditing and handling ad-hoc client requests.
Human Resource Management

12 Upcoming Trends In Human Resource Management

12 Upcoming Trends In Human Resource Management

Human resource management is an extremely important facet in success or failure of an organization.

It is suggested that before reading this blog, please go through the following blogs, to have a clear understanding of how HR practices are transforming organizations and what are the qualities required in an excellent HR professional, who is able to bring out these changes.

Ten Innovative Human Resource Initiatives, Which May Transform Your Organization

5 Qualities Of An Excellent Human Resource Management Professional

In recent times, human resource management is undergoing through major innovations and changes in the past few years, due to rapid changes made in the style of working and also the changes in technology.

Below are given the twelve expected upcoming trends, in the field of HRM.

1.Innovations in Human Resource Management

Innovative performance management models, new learning methods, better and new way to reduce bias and innovative approaches to recruit and train people, are furnishing a new pace, synergy and dynamism to HR professionals.

2.People Analytics

People analytics is gaining ground due to its ability to produce workforce insights, talent retention and attrition control. This in turn, may help in working upon the employee needs, concerns etc.

People Analytics in Human Resource Management
Photographer: Adeolu Eletu | Source: Unsplash

3.Talent sourcing

The emphasis is slowly moving from "full timers" to “part timers”, “consultants” and “work from home” professionals.

4.Cloud migration

Cloud-based HRMS (Human Resource Management System), is enabling the payroll, talent management services, financial and other ERP offerings to move to the cloud.

5.Corporate learning tools and their new breed

New learning management systems, AI based systems,Using video and other macro learning platforms like virtual reality and DIY platform are likely to give way to conventional corporate training tools.

6.Intelligent recruitment

As HR needs tools to help find people with the right capabilities and learning skill, it has to be automated. Efforts are underway to do this.

7.Distributed ledger technology

This is also known as Block chain. It has tremendous uses such as digital process management,data-heavy processes, fraud prevention and certification.

8.Talent websites

Talent websites on national and international levels are soon going to be the order of the day. This helps recruiters to find qualified people

9. Gamification

It has been an important tool for learning and development and also to boost employee’s engagement, and team building. However, the latest trend is to use it for recruitment also.

Gamification in Human Resource Management
Photographer: Randy Fath | Source: Unsplash

10.Feedback tools skyrocket

There is a rising demand for real-time feedback on regular basis for employees and also for the different programs initiated by an organization.

Some feedback tools such as 15 Five, Impraise and Culture Amp are drawing attention.

11.Blind hiring

A new software is being developed so that recruitment is completely bias-free. Candidates would be selected based on their actions and answers. Algorithms would be fed to calculate a candidate's likelihood to succeed in the role they apply for.

12.Measuring the effectiveness of training imparted

Till date, corporate training conducted throughout the world is assessed on the basis of feedback received from the trainees only. There is no methodology or mechanism, in the world yet, to measure the effectiveness of soft skill training imparted.

Ripples Learning Services, Bangalore has developed an entirely new methodology(software), for the first time in the world, to measure the post-training-effectiveness of the training on real-time basis.

For more information on this, please see the link below or contact us.

Human Resource Management

5 Qualities Of An Excellent Human Resource Management Professional

5 Qualities Of An Excellent Human Resource Management Professional

Human Resource Management is an extremely important facet for running any organisation. In the world of human resource, it is impossible for a manager to contribute effectively and be able to provide appropriate solutions, unless he or she possesses a set of required qualities.

Let us look at some of the top qualities of a successful HR professional.

1.Communication skill to ensure work-place success

The primary task of a Human Resource Management professional is to engage his employees with public speaking skills, for the betterment of the organization, with clear enunciation of the vision, mission, goals and concurring targets of the company to ensure their participation to the hilt.

Communication in Human Resource Management
Photographer: NeONBRAND | Source: Unsplash

2. Adherence to ethics

HR is entrusted with extremely confidential information and employer trust on you should never be compromised. In that way, you should be a man of integrity, honesty and trust worthiness.

3. Handling the conflict in the organisation

An excellent HR professional is the one, who is capable of handling the conflict effectively, and expeditiously. For this he should collect all the information, analyze the problem, and come out with the possible solution and negotiate it. If the conflict- resolution is not done effectively and expeditiously, it may damage the organization.

4. Strong organization skill

As a human resource professional one is usually equipped with many duties such as hire, fire, maintain records, deal with the corporate conflicts and educate the team.

For knowing in detail, how human resource initiatives may transform an organization, read the following blog published by Ripples Learning Services, Bangalore.

10 Innovative Human Resource Initiatives, Which May Transform Your Organization

5. Time management and self-discipline

Looking at the ever-changing needs, the work of an HR does not get finished in a day or two. There are never enough hours in a day for him to be able to finish the daily tasks. Most of the times, HR is suddenly faced with sudden issues that might need immediate attention.

Time Management in Human Resource Management
Photographer: | Source: Unsplash

Hence an HR must be able to manage his time well and be a self-disciplined, self-motivated person.

You can enhance your HR skills by registering for CHRMP “Certified Human Resource Management Professional,” program being conducted by Ripples Learning Services, Bangalore.

Human Resource Management

Ten Innovative Human Resource Initiatives, Which May Transform Your Organization

Ten Innovative Human Resource Initiatives, Which May Transform Your Organization

Whatever is your company doing and/ or engaged in, an innovative human resource management approach may help your organization to excel and be a leader. Here are ten human resource initiatives, which may transform your organization.

1. Evolve and adapt an appropriate hiring strategy to fetch-in the talented and the experts

Recruiting talented persons/experts in the field of operation of company is the first prerequisite for transforming the organization. Vision also can not take you very far, unless there are talented people to execute that vision, One general rule being practiced by successful employers is that “Hire people brighter than you and then don’t interfere in their day to day working”. While hiring people their character-credentials must be ascertained. After hiring such people of character and integrity, they should be trained in skill-sets required.

2. Treat your employees as humans

It should never be forgotten by HR people that humans must be treated as humans. When the employees are treated well they have sense of purpose in the company for achieving SMART goals, allotted to them, on the basis of trust, mutual respect and dignity.

It is also said that in order to win the market place, You should first win the workplace.

3. Provide the employees with the best of training and treatment

It is said that “Train people well enough so they can leave. Treat them well enough so they don’t have to. Appreciation, encouragement and reward from time to time, may help in harnessing the best from them.

4. Nurture Creativity

If you want creative workers to contribute maximum, give them enough time to play. Remember that if an organization manages it's creative employees, they in turn help the organization to grow. Also nurturing creativity will develop a strong work- life balance in the organization.

5. Show an exemplary leadership

A leader should be like a post of light to guide people, but at the same time, not be a hindrance to them. He should be role model. Micro management sometimes helps, especially in the early periods and is a great step to analyze or forecast the problem, but it should not be the way to control the team.

Exemplary Leaders in Human Resource
Photographer: Andreas Klassen | Source: Unsplash

6. Pay more attention to unhappy customers

Bill Gates once told “The most unhappy customers are your greatest source of further improvement”. Appropriate efforts must be made to manage customer dissatisfaction through having right channels to express their grievances. Human Resource professional should be able to transform the negative situations into the positive ones.

7. Human resource should not be goodie-goodie to employees

As an HR, you should never expect to be loved by everyone. People will judge, condemn and give their opinion about the ungrateful people of the company. The need is to keep your morale high as “HR” and continue working.

8. Create a culture of innovation, accepting change, and a cordial work environment

With the changing business scenario, accepting change is the most critical aspect. This may be achieved by changing the corporate culture, which demands people to change and observe rule. Human resource department most respond to this. Recruiting new people may be a wiser decision than retraining inefficient, incompetent people. The latter may damage the organization. Remember you may have to loose heavily if the right culture is not prevailing, in spite of the best strategies being adopted in your company. If your employees do not love your organization how the customers will love it

innovation and change
Photographer: Luke Chesser | Source: Unsplash

9. Cultivate an environment of effective communication across the organization

HR must have all ears towards its employees. The manager must have the skill to listen to their employees. This effective communication may be associated with performance review and taking interviews on employee grievances.

10. Select the people cautiously to go up the ladder

Before selecting any person to go up the ladder, you must assess his capability, willingness to work, character, integrity, and potential for higher positions.

For further queries, you may contact Ripples Learning Services Bangalore, Ripples learning services, Bangalore is also conducting CHRMP program, which may enhance your skills in this area.

Learning & Development

Micro Management: The Greatest killer of Employee Engagement

Employee Engagement

In the current days, Engaging employees has taken a bad shape. According to a recent survey, 70% of workforce is actively disengaged. These de motivated employees who otherwise are productive people are losing their interest and the companies are spending around $750 million to remedy this already pertinent problem

There are many sources for this but one of the main reasons is micro management. When employees are asked for small details, it kills the professional development, as employees feel that whatever task they are assigned is scrutinised, regardless of their output.


Its looks like a known term but basically micro management is the process whereby a manager virtually takes over the role the employee is employed to do. This leads to productivity issues and can drastically lower employee morale. Paying attention to the details and making sure the work is getting done is important, however, learning to trust the employees who are hired to take on certain responsibilities is even more important to the long-term success of the business. Micro management may result in short term results, but in the long run it only serves to the detriment of the manager in question.

Managers who tend to micromanage, dilute their own productivity and often lack the capacity to get to the things managers should be focusing on, such as promoting team engagement. What’s more, the process of micromanagement stunts any form of employee development and creates an environment where employees rely heavily on the presence of their managers.

When this occurs, it tends to go one of two ways. Those team members with the great ideas, quality skills and knowledge will remove themselves from any micromanagement situation, while those on the other side of the coin will become office dead weights, waiting for the manager to tell them what to do.

Team vs. Micromanaging

The workforce then becomes completely void of individual initiative. A study in the journal of experimental psychology observed that people who believe they’re being watched performed at a lower level.


What’s more, another study found that knowledge workers are more productive when given autonomy over their own work. When employees are pressured by their managers to work more, they feel less inspired. However, when they are allowed to set their own goals with their manager, they often accept the workload because it’s their choice and thereby their responsibility.

For effective sense and accountability and autonomy should be learnt by the leaders in order to acquire the most of their employees in the work place. Accountability is not exclusively about delegation and delivery of the given tasks but, rather about trusting the employee with a specific undertaking. Accountability contributes to the sense of responsibility, leading to several intrinsic motivators like purpose and accomplishment. Employees feel valued and engaged when they believe that they have accomplished something in the workplace.

While micromanagers may feel like they’re helping their team, they may actually be hurting them by preventing them from developing the essential building blocks of accountability. Leadership coach and New York Times bestselling author Cy Wakeman gave us her views on the value of creating accountability within your team vs micromanaging:

Instead of micromanaging employees and overstepping work boundaries, back off of the work and call people to greatness, working with them to develop themselves into a higher state of accountability. Develop employees by asking for their commitment, developing their resilience, ensuring they easily take ownership and are using their results as fodder for continuous learning. They will grow in their engagement as they understand their ability to have full impact on their own outcomes.

So how to avoid Micro Management:

  1. Always Set clear expectations to the employees

clear expectations

At the beginning of the month, the employee should discuss exactly what should be done and what is required to do. Setting clear, measurable goals makes it unambiguous about what is expected and opens up a dialogue of communication. By setting goals with employees they’ll have a better understanding of how their work fits into the bigger picture and a sense of control over how to go about achieving these goals. For effective communication, systems like SMART goals and objectives and Key Results (OKRs) should be implemented.

  1. Clearly communicate what accountability is


During meetings, or individual interaction with each team member, the manager should clearly explain what accountability means and what is expected. If the manager feels the employee is not taking enough ownership or initiative in their work, give them feedback about it. The manager should be unbiased and give a clear indication of improvement areas and the steps to achieve them. By opening the channels of communication allows the manager to build trust and rapport with the teammates.

  1. Always have a plan


Define and Outline the actions and steps required to get to the end goal. A great way to build the expectations is to make sure the employee is part of the process and there is clarity on how to achieve their goals. Using impraise, set up performance reviews, a manager can easily correct for the next steps. By implementing a planning structure, employees know and understand how to get to a specific goal, without the manager having to micromanage the whole process. This allows the manager to free up some time to get the more important things done.

As explored above, micromanagement can kill motivation and lead to disengagement in the workplace. It’s important to clearly communicate to the managers or team leaders within the organisation how to delegate effectively. Impraise gives managers and employees the opportunity to express feedback whenever they feel they need it the most. When an employee can easily express how they feel toward their managers, it fosters a collaborative and engaged workforce because employees feel trusted and heard. This two-way conversation allows employees and managers to focus on other areas of the business, which then leads to longer business success.