There are also times when companies start new ventures in different continents and move their talents for expertise and management. During such circumstances, companies formulate mobility clauses to reasonably ensure that the rights of both the employer and the employee are protected in their new setting.

The Deloitte Global Millennial Survey released earlier this year analyses millennial behaviour in ways better than those previously explored. As a ‘generation disrupted’, the survey points out how they are breaking away from traditional ‘success markers’ like raising a family or buying a house to traveling the world and serving their communities. And like everything else, their attitude to jobs and organisations is also no different.

In the wake of globalization, an increasing number of MNCs have found their way to the resource-rich landscapes of South East Asia where labour is cheap and consumption, plentiful. Companies have also benefitted from its internet-dependent populations who are startup savvy and have an open mind to innovation and technological disruption. Its increasing population has also witnessed a higher number of millennials at the workplace who are redefining concepts of hierarchy, inclusion and diversity at the workplace.

Organizations that have the greatest reach in terms of business and clientele should mandatorily institute enterprise-wide risk management policies that shield it from online theft and data breach. Protecting the business from cyber frauds not only totals up one’s reputation as a credible business partner, but also ensures the security of company and financial data from malicious hackers.

Cognitive technology is a derivative of artificial intelligence where computers employ predictive analysis to study and imitate human thinking patterns. Through extensive data mining and data matching, these computers can interact with users through natural language and help us in our day-to-day affairs. In HR particularly, cognitive technology helps enhance end user experience while robotics process automation, called RPA, can do away with high-volume processes in a matter of minutes.

Every year, the ASEAN welcomes scores of global companies eager to set up businesses in the region. Multinationals flock in from America, Europe & the Mediterranean to take advantage of the region’s rich labour, raw material and consumer markets. In most cases, global ventures set foot without any know-how of local labour laws, salary norms or statutory compliance, resulting in frequent run-ins with various regulatory departments.

Ours is an age of collaborative work processes where businesses thrive on functional synergies, dynamic organizational models and mobile workplaces. Agility, in all senses, rules the roost when it comes to determining success in the corporate space. Agile workplaces, in turn, give rise to new kinds of engagement, which takes businesses to several offshore markets.

An article on performance assessment in the October 2016 issue of the Harvard Business Review traces the history of appraisals back to the days of World War I. Termed the “merit rating” system, it was used by the US military to spot poor performers for discharge or transfer. Within the next two decades, the article notes, the system was adopted by 90% of companies in the US.

Managing a team can be an ordeal, even if you have the brightest minds working for you. Getting your talents to work together is an indispensable requirement given the economic competitiveness of businesses.

Expanding your business internationally can be a great leap forward, but also a risky one. In this day and age, introducing your products and services in new markets is imperative for brand recognition and higher revenue. However, opening up a new office internationally can be prohibitively expensive, when there isn’t any legal entity to rely on or carry forward your investment.

Having been in the outsourcing industry long enough, I can tell why companies shy away at the very mention of the word. Everybody is entitled to their beliefs, and in this case, it is common to assume that outsourcing is expensive, risky and, like most CEOs think, beyond one’s control. For many companies, outsourcing is an additional burden rather than a solution.

Ensuring pay parity among employees is a contributing factor to ending gender- based and racial discrimination. Although a vast number of corporate organizations boast equal pay among employees of both genders, the subtly existent ‘wage differential’ that we all know of, contradicts the very credo of ‘equality at the workplace’.

Unlike previous generations where employment with an organization lasted almost a lifetime, the modern talent is looking at contributing to only specific assignments posted by organizations. This new wave of employment (the gig economy) focuses more on short-term engagement with desired employers who are, in turn, hunting for specific skills.

As wholly integrated global enterprises, MNCs function through their own ERP systems which help maintain diverse businesses and growing employee population. Not only does ERP maintain uniformity, it is a core function of every multinational’s operational framework.

The ASEAN is a region of great beauty and diverse culture. Lovely as it sounds, it doesn’t end there. Surprisingly, living in the same country does not entitle one to a common law!

HRBP reconfiguration has always been a continuous process with changing business dynamics and evolving technology. However, compared to most other functions in organizations, HR, so to say, has always been overlooked in its capabilities that make it a game changer in day-to-day business operations.

Robots or bots as they are usually called can understand and analyze any instruction given to them and respond accordingly. Bots have become the most default and cost-effective choice for organizations focusing on smarter solutions at workplaces.

How then can you automate your workflow? Simple! Just look into the minute details of challenges and solutions.

Companies struggling under the weight of monthly payroll, compliance and periodical HR registry probably have no time for core HR tasks. In fact, if you spend 80 hours a year sorting out taxes, that’s two-full weeks spent focussing ONLY ON TAXES!

Hiring the right talents matter and retaining them matters even more. Businesses are building workspaces exclusively for their employees - catering to every single need so that they can concentrate on maximising performance.

Outsourcing disasters are one of the costliest pitfalls that companies looking to gain competitive edge fall into. If you’ve managed to steer your firm through all kinds of weather, a bad outsourcing decision is probably where you are going to hit rock bottom on the performance scale.

When you first start your business, you are most likely going to do a lot of research and investment.Once your business is finally up and running, you may find yourself asking: so, what next?

Find out how Co-Founders, Manish Mehta & Raj Kumar rose to the top of the HR industry by doing things the right way.

Shaping Future HR Leaders

When is the best time of the year to reach for that phone to make that one call that could save you a lot of hassle?

As HR practitioners, we are aware that changes will take place with the arrival of digital technology.

Growing a successful business out of a personal passion is a great achievement, but there may come a time when the tasks of running that growing business may start sapping away your ability to do what you truly love.

As the world economy reels under a quagmire of unending debt, low commodity prices, weak global trade and limited liquidity, many countries around the world are frantically scrabbling about in a bid to stay afloat.