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Human Resource Management

Guidelines for Preparation of Final Reports in HR Consulting

Guidelines for Preparation of Final Reports in HR Consulting

Preparation of the final report in HR consulting is a vital aspect.

The final report for HR consulting enunciates in detail, the salient points of the work undertaken, along with the outcomes.Based on these outcomes, the client organisation may take definite actions to improve their efficiency.

For better understanding of this blog, it is suggested that readers may go through the following blogs, published earlier by us.

6 Steps for Doing Consulting in HR

6 Guidelines for Selecting an External Consultant in HR Training

There are two key partners in any business consulting work and HR consulting is no exception. These are the client and the consultant.

Client may be defined as the person or organisation entity who owns the business-related problem. it is the client, who refers the problems to an expert for its solution. It has also the responsibility of implementing the solution.

Consultant has been defined in the above blogs. However, to refresh the memory, it may be defined as person or organisation entity, which utilises the professional expertise available with them, for solving the problem referred to him, by the client. The final report is the inevitable outcome of the HR consulting work.

Below are given some guidelines for preparation of the final report by the consultant. It is to be noted here that the content of the final report may vary, depending upon the project, yet, more or less, the pattern shown here may be adopted in almost all the cases.

Executive Summary of the final report in HR consulting

As per WIKIPEDIA, an executive summary is a short document or a section of document, produced for the business purposes, that summarises a larger report or proposal or a group of related reports, in such a way that readers can rapidly become acquainted with a large body of material, without having to read it at all.

It usually contains the following

  • Brief statement of the problem
  • Brief background
  • Brief analysis
  • Main conclusions

Further, usually, it is prepared for CEOs or Organisation Heads, so that they can take decisions.

Introduction and background

Introduction is how the problem cropped up or how the two parties have agreed to undertake the project.

Objective of HR consulting

It must contain the clear-cut enunciation of the problem and the purpose behind the project.

Methodology adopted in HR consulting

It enunciates the process or mechanism or approach, adopted to solve the problem. It may also contain the scope of work along with the time span, resources etc. to be utilised.


HR Consulting - Deliverable checklist

The deliverable or final results must be mentioned clearly and these must be specific and measurable. It also must conform to usual norms adopted in the evaluation of the related area of HR. For example, if the consulting work is for training, it should reflect 4 levels of evaluation, reaction, learning, behaviour and results.

Conclusions and Recommendations

The conclusions must be distinct, and specific. Aesthetic conclusions should be avoided. Definite statements based on results should be provided. Conclusions may be made in a series of numbered points or in paragraph form. If there is one general complicated conclusion, the paragraph form will be probably better.

Recommendations should suggest further interventions. These may contain the following in general

  • Changes in organisation
  • A new method of measurement
  • New policies and systems
  • Changes in the existing system
  • Ways to enhance the productivity
  • Bottlenecks to be removed
  • New work culture to be introduced

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Human Resource Management

6 Guidelines for Selecting an External Consultant for HR Training

6 Guidelines for Selecting an External Consultant for HR Training

Selecting an appropriate external consultant for HR training in your organisation is a very vital issue and needs utmost attention of the concerned people.

More and more organisations are pruning their human resources and or training departments and taking help of service providers. A large number of service providers are in market.Hence, it is very important for the clients to fix criterion and adhere to same, for choosing the right consultant for the right job, including training.

Below are given the guidelines for selecting an external consultant for HR training.

1. Identification of the sources for consultant for HR training

At the outset, the client should try to identify the internal source in the organisation itself. These may be managers, other human resource professionals, to find out if they know a good training company or a training consultant. You may go through the website of consultants or training providers also.

If some consulting organisation was hired by the client earlier, their opinion may also be taken on it. Industry publications may also help.

2. Freezing your own requirements for HR training

The client or organisation itself must know in clear-cut terms, what does it want. The rapidly changing job-requirements and market scenario must be kept in view. If the client organisation itself does not know, what it wants, how the external or internal training consultants will help. Defining the role of consultant must be done by the client itself.

Usually, the training is desired by the clients to improve some of their existing problems like lack of team-building spirit, communication skills, interpersonal skills or any other aspect, which is proving to be an irritant in increasing the productivity of the organisation.

Ripples Learning carries out surveys for assessment of the problems of the organisations. It conducts training in 3 stages, pre-training assessment, designing of the training and its delivery based on assessment, along with post-training -impact-evaluation. In fact, we also do have a unique software through which we measure the effectiveness of training imparted on real time basis.

3. Selection Criterion

Selection criterion must be frozen to pick the best-fit external consultant for your organisation. Their level of competence, knowledge and experience in the industry similar to your organisation, along with credibility in the market may be included in the selection criterion. Quality of training material, the degree of professionalism, list of established organisations seeking their training, locations may also be considered along with the financial aspects. The list may be very long and should be frozen by client itself before setting the process in motion.

4. Interviewing the external consultants for HR training

Consultant for HR Training- Interview
Photographer: Amy Hirschi | Source: Unsplash

Interviewing or interacting through phone the future consultant or service provider is the best practice. During this, you may ask them to send their profile, training and client details etc. on the criterion as finalised by the client organisation. Some other questions which may be asked are, if they have worked earlier for similar organisations, their most challenging jobs, etc.

5. Deciding the full action plan

After a particular external consultant for HR training has been selected, a full action plan may be decided consisting of the following

  • The type of training to be imparted
  • The delivery date, place and size of the audience
  • Methodology to receive the feedback
  • List of deliverable
  • Presentation aid required during the training
  • Financial terms and conditions

6.Review of Feedback after the conclusion of training

Consultants for HR training- review
Photographer: You X Ventures | Source: Unsplash

The author is of the opinion that a two-way feedback should be taken from both the external consultant and the client. They should give the feedback on each other, after conclusion of training. Presently, the onus is on external consultant only.

Ripples Learning is a globally reputed organisation, devoted to offering state of art training to multi-nationals, private and public sector entities and IT giants in India and abroad. Please send your requirements to us, through email on

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Human Resource Management

6 Steps for Doing Consulting in HR

6 Steps for Doing Consulting in HR

Consulting in HR Management is gaining ground with the passage of each day.New start-ups are the usual phenomenon. Old and established companies also sometimes seek the help of consultants in deciding their strategies for learning and development, HR planning, recruitment, introduction of new policies and many other facets essential to them.

An attempt has been made in this blog to list the essential steps for successfully doing consulting in HR management. It is to be noted here that this domain of human resource management is expanding rapidly, with the advent of new technologies and with the fast changing requirements of organisations. Hence, one must be abreast with the same.

A HR consultant may be defined as a professional, who is expert in his filed and may give advice or suggestions to the concerned organisations for initiating new process or improving upon the existing process. Hence, if one is interested in perusing a career in HR consulting, he or she must know anything and everything related to HR, along with the rapidly changing requirements of this industry.

Below are listed the essential steps in doing the consulting in HR.

1. Understanding the client requirements

An in-depth analysis may be carried out to understand what are the requirements of the client. Visiting client premises and discussing with different departmental heads or personnel, may give an insight to what they want. If the client is a new organisation, you may have to know their vision, mission , goals, objectives, job profiles, manpower planning along with projected growth pattern. If the client is established organisation, it may require your help in any of the following:

  • Designing a human resource management system(HRIS)
  • How to invest in human resource development
  • Succession planning
  • Monitoring system
  • Any other thing which is urgent to them

In general, the consulting in any of the following domains may be done, apart from the topics listed above.

  • Recruitment
  • Learning & Development
  • Compensation & Benefits
  • Health & Safety
  • Policies & Procedures
  • Performance management, monitoring and appraisal
  • Emotional management of employees
  • Legal compliance
  • Award and punishment mechanisms
  • Optimisation

The client's requirements may be best understood by asking questions, critical questions pertaining to their existing status. A set of questionnaire is the best option.

Further, different set of questionnaire formats may be designed for different domains.

2. Know your boundaries while doing consulting in HR

It must be borne in mind that you can not deliver each and everything your client wants. The relationship between you and your client should be based on mutual trust, and the constraints of resources available. For example, if your client wants your advice in a field, about which you do not know anything, it is better not to venture into it.

3. Work in tandem with each other

Consulting in HR- Work in tandem
Photographer: Jeffrey F Lin | Source: Unsplash

The relationship with the client should be collaborative. Both should work as partners. The collaborative approach establishes mutual responsibility and joint accountability.It, in turn, increases the probability of a more accurate outcome of the consulting.

4. Preparation of a proposal

It may indicate the following

  • Scope of work
  • Deliverable
  • Time span to complete the work
  • The responsibility of the client and consultant during consultancy work with respect to future meetings required for clarifications if any and or any other aspect, which may arise subsequently.
  • Financial aspects and terms of payment
  • Expected outcomes

5. Preparation of Reports

Consulting in HR- Report preparation
Photographer: William Iven | Source: Unsplash

It is the moral duty of the consultant to prepare a report containing Executive Summary,Purpose, Process, Objectives, Conclusions and Recommendations.

6. Mechanism of feedback after the completion of work

A mechanism must be evolved jointly by the client and the consultant to receive feedback on the work completed. It should be a two way feedback( client should rate the consultant, but at the same time, client should also be rated by the consultant.)

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Ripples Learning is an acknowledged consultant in Human Resource Management. Please write to us or email your requirements to

Human Resource Management

How HR Should Manage Negative Emotions at Workplace

How HR Should Manage Negative Emotions at Workplace

Human Resource Management professionals must be sensitive and always alert to the negative emotions at workplace. The negative emotions at workplace if not addressed in time quickly, may multiply and spread like a wild virus and play havoc on the organisations, employees and their teams.In view of this, Human Resource Department must have plans to identify ,analyse and address the negative emotions promptly.

Researchers have categorised negative emotions in the workplace in different ways. However, the different states through which employees may pass in the organisation are frustrated, stressed, anxious, annoyed, bored, disinterested, dissatisfied, gloomy, miserable, sad, tired, uncomfortable, unhappy, upset and angry.

It is not possible in one blog post to share the methodology to be adopted for addressing all the above mentioned negative emotions. However, we will discuss a few of the above here. This, in turn, may help HR professionals to evolve their own strategies for tackling negative emotions at the workplace.

1. Anxiety

Anxiety may emanate from any of the following situations. The ways are also suggested to eliminate the anxieties.

Negative emotions at workplace- anxiety
AnPhotographer: JESHOOTS.COM | Source: Unsplash
  • An employee may be asked to do a job, but they don't know the step by step methodology to execute it. Certain organisations do not undertake prior job training. It is assumed that the employee knows everything. Proper coaching and prior-execution may be helpful in such cases.
  • Hiding the real truth from the employees, about the financial condition of the company, may make them anxious. Keep them always in the loop with the timely interactions, communications and transparency.
  • The employee may also feel anxious due to envying the accomplishments and rewards given to fellow co-workers. The key in dealing with such situations is to analyse it and make sure that the mechanism for such rewards is fair and transparent.

2. Frustration

Negative emotions at workplace- frustration
Photographer: Sebastian Herrmann | Source: Unsplash

Certain situations that lead to frustration and how to exit these are given below:

  • Feeling that the career path of an employee is almost blocked and there is no future growth, may lead to frustration. A proper succession planning and or orientation training to switch to more satisfying jobs may solve the problem.
  • No sharing of information by the colleagues, may be the other reason. Building of coherent teams, fostering of openness and cordiality among the employees, may be the remedy to this.

3. Stress

Negative emotions at workplace- Stress

Certain situations leading to stress and how to exit out of these are given below:

  • Too much work is given to one employee may make them stressed. Equitable job distribution may be the solution to this problem. If some employees are much more skilled than the others and there is no option left except giving them more work, keep them in good humour and give awards, incentives, etc.
  • A feeling of undue interference and lack of support in the project work of employees may make them stressed.

The remedy may be an impartial behaviour of the manager as well as strong communication between the manager and the employee.

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Human Resource Management

How to Enhance the Level of Positive Emotions at Workplace.

How to Enhance the Level of Positive Emotions at Workplace.

Positive emotions at workplace play a very significant role in growth and development of an organisation.

For a clear understanding of the emotions at workplace , it is suggested that the following blogs may be read first:

6 Tips to Improve The Emotional Culture at Workplace

How HR Will Determine If Their Organisation Possesses A Strong Emotional Culture

Some of the positive emotions at workplace may be categorised as level of being comfortable,satisfied, enthusiastic, energetic and happy.It is to be noted, that positive emotions may be expressed to different levels by individual contributions and managers.In an organisation, individual contributors may tend to feel conformable more often than the managers. This may be due to managers being stressed out on account of multiroles. On the other hand, managers may feel more energetic,happy and enthusiastic than the individuals in the team.This may be on account of their role as a coach or facilitator in the team.

1. To enhance comfort level

It has been observed that following ways may increase the comfort level of your organisation members.

Positive emotions-Comfort level
  • Frequent meeting with managers and employees to facilitate one to one connection.
  • Encourage team spirit .If the success is achieved,let it belong to team. On the other hand, if failure is there, the manager should tell that it is his failure, rather than ascribing it to the team.
  • Evolve strategies for employees being heard and understood.
  • Managers must act as coach, not as boss.

2. To enhance level of satisfaction

Positive Emotions at workplace

It has been found by researchers that accomplishing a task, which has a great impact on the team, makes them much more satisfied.Also the task or project must be challenging enough to invite great effort.Here are few tips to enhance the level of satisfaction at workplace.

  • Good performance must be recognised
  • Make the task much more challenging , so that employees are totally engaged in accomplishing it.
  • Integrate the employees with vision, mission and goals of the organization.

3. To enhance level of enthusiasm

Positive emotions at workplace

Some tips are as follows:

  • Create opportunities for employees to learn from each other.
  • Increase intra and inter-collaboration among teams
  • Assign the work, based on the competency and strength of employees

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Human Resource Management

Training – The Then and Now

Training - The Then and Now

Every profession has been seeing myriad of changes over time and so has that of training and development. These changes have no doubt helped the field to evolve into a far more advanced ways to develop people. Anyone involved in corporate training or any other type should be aware of these changes, so that they can stay abreast with the overall picture of the profession. Below are provided a few of such remarkable changes in the field of training.

1.Sharing information vs facilitating information discovery

Earlier trainers used to primarily share information they have. However, trainers, during current times, are expected to open opportunities for information discovery.

There is no more one-way flow of information. Rather training now a days, is about guiding the participants towards the directions, they wish to go.

2.From memorising to analysing of the information

As palm-sized devices and gadgets with mountain-sized memories continue to appear, information is readily available and there is not much need for participants to remember.Instead, we,nowadays, wish to analyse the information.

3.Not just classroom training

Participants no more expect to be taught ‘just’ in the classroom. Instead most of the training has become more like a combination of approaches, where the trainees themselves do a few tasks or in a group interact online to finish the assigned task or anything. Even sometimes, they could go home to do an assignment as a part of training.

4.Phones – don’t leave it outside

Girl at office desk shows something on the phone
Photographer: Frank Vex | Source: Unsplash

Astonished? Trainers earlier used to ask participants to switch off their phones. It was considered a nuisance then. However, nowadays, several training activities may be performed using the phone. And mostly, it is very much welcome inside the room.

5.Forget power points in corporate training

Nowadays, trainers use power-point in a very limited way. Instead, they have been increasingly using game-based sessions to enhance the quality of learning. These games too have changed appreciably in formats compared to earlier times, where we used to have just fun games with paper and sketch. Nowadays, trainers like to use complex problem-solving activities during the session. It used to be often simple in earlier days.

6.Paper vs apps

Aaps in training
Photographer: Rami Al-zayat | Source: Unsplash

In the past, trainers used to provide papers and notes to jot down important points. But, they now use apps installed in their gadgets. This is also with the thought of depleting environment situation due to cutting of plants. Less paper use means less trees brought down, thus, saving the environment and ecology.

7.Hours not days

Earlier, the focus was to conduct training for a few days. Nowadays, it happens only for a few short hours. Trainees attention span is small.Organizations too, no more want their employees to stay away from work for long. Therefore, training duration have also lessened. Training is no more conducted for days, but for short durations, multiple times.

8.No more rigid structure to follow

While earlier training programs, usually, had a rigid structure and used to keep the same for everyone, currently, there could be variation depending on factors such as participants’ age group, learning styles, other learning preferences, etc.

The future of corporate training seems to be controlled by further widespread usage of technology for better learning experience,and to ensure better effectiveness.

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Human Resource Management

How HR Will Determine If Their Organisation Possesses A Strong Emotional Culture

How HR Will Determine If Their Organisation Possesses A Strong Emotional Culture

Human resource professionals are often besieged with the problem of managing and creating a strong emotional culture at workplace.

A strong emotional culture at workplace is very essential for overall health and productivity of any organisation. You may go through the following blog published earlier by us, for knowing in detail, what is the significance of a strong emotional culture.

6 Tips To Improve The Emotional Culture At Workplace

emotional culture at workplace
Photographer: Annie Spratt | Source: Unsplash

Below are six reflective questions, which should be asked by HR professional from the members of their organisation, to know if strong emotional culture is prevailing in the organisation or not.

1) Do organisation members feel that they can have honest, open communications with each other.

  • Always
  • Frequently
  • Rarely
  • Never
  • Not Aware

2) Do all level of employees feel comfortable, while expressing their opinion.

  • Always
  • Frequently
  • Rarely
  • Never
  • Not Aware

3) Do employees know that they should express their emotions in a respectful, professional manner for a balanced work- life situation.

  • Always
  • Frequently
  • Rarely
  • Never
  • Not Aware

4) Are the managers aware of the importance of emotional culture at workplace and how it is to be managed.

  • Always
  • Frequently
  • Rarely
  • Never
  • Not Aware

5) Has a situation arisen, when a member could not control his emotions & it led to an uncomfortable situation in the organisation.

  • Always
  • Frequently
  • Rarely
  • Never
  • Not Aware

6) Are employees skilled at managing their own emotions.

  • Always
  • Frequently
  • Rarely
  • Never
  • Not Aware

    In questions 1,2,3,4 and 6, if your answer is “always “and or “frequently,” there is no need to worry and you should continue the good practices in the organisation.

  • However in all the above (questions 1,2,3,4 and 6) if the responses is rarely “or” never”, this is an area of major concern. The situation is alarming and it must be redressed immediately.
  • In question 5, if the answer is “rarely “or “never”, it speaks well of the organisation. On the contrary, if the response is “always” or “frequently,”this is an alarming situation.

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Human Resource Management

6 Tips To Improve The Emotional Culture At Workplace

6 Tips To Improve The Emotional Culture At Workplace

A strong emotional culture at workplace is very vital to the growth and well- being of an organisation.

If emotional culture at workplace is not properly maintained, employees hide and suppress their emotions. This may lead to uncomfortable and unproductive situations. Similarly, if employees do not have proper control over their emotions, it may lead to wild behaviors. Hence, expression of emotions in a respectful, dignified, professional manner by employees, is a must to build a strong work – culture in a healthy organisation.

Paul Eckman (1970) identified six basic emotions of happiness, sadness, disgust, fear, surprise and anger. He expanded it further and added things as pride, shame, embarrassment and excitement.

Cambridge dictionary defines the Culture as the way of life of particular people, especially as shown in their ordinary behavior and habits and their attitudes towards each other.

Triands (1997) defines the Emotional Culture as shared sets of beliefs, attitudes, norms, values and behaviors organised around a central theme and found among speakers of one geographical region.

Numerous researchers have emphasized that a balanced work – life approach is must for any organisation to traverse forward on the path of progress. However, please remember that when dealing with people, we are not dealing with creatures of logic but creatures of emotions. A variety of emotions may be experienced at work place. It may be any of the following:

-excitement from breaking a barrier on achieving a super goal,

-frustration after a deal not being clinched,

-anger after an inappropriate behavior from a colleague etc.

Below are given six tips to improve the emotional cultural of your organisation.

1.Provide a supportive work – environment

A supportive work environment must be provided to nurture creativity and innovation by employees.

emotional culture at workplace
Photographer: Icons8 team | Source: Unsplash

Creative employees will contribute maximum, if they are given enough time to play. Identify such creative employees. Remember nurturing creativity will develop a strong work- life balance in the organisation.

2.Treat employers as humans

The employees should be treated well.This gives them sense of pride and purpose in the company for achieving Specific, Measurable, Achievable, Realistic. Time bound (SMART) goals. Trustworthiness, honesty and transparency must be rewarded by the employers.

3. Keep appropriate space for honesty, transparency and well-being of employees

Trustworthiness, honesty and transparency must be rewarded by the employers.

4. Listen intently to enhance emotional culture at workplace

You must listen intently to the feedback, thoughts and concerns of the employees and redress it promptly.

5.Encourage openness

A cordial work – environment must be built, where employees are free to express their views.

6.Develop a professional balanced work-life culture

Employees must be trained / guided to express their emotions in a respectful, professional manner.

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Human Resource Management

How to prepare the strategic human resource plan for your organisation

How to prepare the strategic human resource plan for your organisation

Preparation of the strategic human resource plan appropriately, is indispensable for any organization to succeed on the path of progress.

Before reading this blog, it may be worth while to read the following blogs for a better understanding of the multi-faceted aspects of human resource management in any organization.

Ten Innovative Human Resource Initiatives, Which May Transform Your Organization

5 Qualities Of An Excellent Human Resource Management Professional

12 Upcoming Trends In Human Resource Management

Below are given the essential 4 ingredients of preparation of strategic human resource plan of your organization.

1. Clear understanding of the goals and objectives of the organization

HR manager must communicate effectively with all the stakeholders to include the overall objectives, and goals of the organization. Brain-storming and internal discussions may be quite helpful in evolving this.

  • Incorporation of the best practices available in successful organization
  • Adoption of flexible work practices
  • Outsourcing certain activities to reduce cost
  • Enhancing use of information technology
  • Evolving recruitment, capacity building, reward and punishment policies which are in tune with the overall goals and objective of the organization Development of work-force planning may include the following steps –
  1. Identification of necessary level of competencies required from the employees for successful completion of the organization activities.
  2. Forecasting the hiring needs based on the above
  3. Evolving methodology to hire and train, as well as retain the skilled and appropriate workforce, needed by organization
  4. Exact enunciation of the job description of employees so that it is clear, concise and to the point
  5. Evolving a system for ensuring the timely and efficient delivery of the organization services by the employees
  6. Adequate to and for communication between the employees and the employers about their roles and responsibilities towards the organization.

Based on the above aspects, preparation of a hand book elucidating the human resource policies of the organization, should be done.

2. Investing in human resource development

To ensure the smooth functioning of the organization activities, the employees should be quite adept in devising a comprehensive plan to train the workforce appropriately, so that their level of competencies increases.

The effort should be made to motivate them to give their best individually and in teams. An appropriate performance appraisal system must be in place, along with an award and punishment strategy.

Investing in Human Resource
Photographer: Michael Longmire | Source: Unsplash

3. Planning for Succession

An appropriate succession plan should be there so that the organization does not suffer if anyone leaves the organization. Best option is to have a rotation, as well as nurturing and development policies in plan, so that everyone knows each other's jobs.

4. Monitoring System

An effective monitoring system must be included in the plan. This will ensure the optimum performance of everyone in the organization.

Monitoring System
SystePhotographer: Henry & Co. | Source: Unsplash

Ripples Learning Services, Bangalore is conducting a program ,"Certified Human Resource Management Professional- CHRMP" .For more deatails please see the link below:

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.