According to Horace McCormick, Program Director of UNC Executive Development at the University of North Carolina Kenan-Flagler Business School, unconscious biases are a fact of life. Everyone harbors them—and takes them into the workplace. Unconscious biases in the workplace can stymie diversity, recruiting and retention efforts, and unknowingly shape an organization’s culture. Unconscious bias can skew talent and performance reviews. It affects who gets hired, promoted, and developed— and this unwittingly undermines an organization’s culture.1
It is no secret that organizations and businesses often rely heavily on the proficiency of their respective human resources departments to execute critical hiring decisions. Selecting suitable candidates from a sea of applicants to take up a position in a company can be challenging, to say the least. That being said, there are I undoubtedly key factors that determine the hiring process. The business and its HR department should comprehend and appreciate the same values and considerations to ensure that the new recruits meet the requisite qualifications, are able to uphold performance standards, and equipped to adapt to the company culturally. Recruitment is of critical importance in any organization since it affords the company and departments a window of opportunities to align employees’ skill sets with their plans and targets, and for overall growth.
In addition to bringing a valuable resource on board, a well-thought-out hiring decision offers several other benefits and advantages. It safeguards the organization, helps it avoid legal issues, and keeps the costs of hiring like advertising, time consumed to conduct interviews, and the cost of training a new employee from growing rapidly. A bad hiring decision can lead to an increase in these costs since the entire process has to be started and completed again to find the replacement. This causes a glaring escalation in the turnover cost for the company and increases the HR department’s workload. A bad hire can also bring down the overall morale and cause stress in the long run and possibly cause loss of business due to myriad reasons such as inefficiency and lack of proper attention. The long-term effects of a hiring decision on an organization are undeniable, which is why it is important to watch out for the factors that may affect it. One such factor is bias.
Bu hikaye The Smart Manager dergisinin November-December 2017 sayısından alınmıştır.
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Bu hikaye The Smart Manager dergisinin November-December 2017 sayısından alınmıştır.
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Building A Quality Culture
A strong company culture defined by its values, beliefs, and behaviors, has a profound impact on its products and services. More so in today’s VUCA world, where to stay relevant and maintain a competitive edge, it is critical for organizations to build a culture that focuses on quality. Suresh Lulla, author of Quality Fables, elucidates through significant examples how creating a culture of quality is imperative to driving success and productivity.
Customers For Life
The history of General Motors in India can be traced back to the 1920s, when it became the first automotive company to set up an assembly plant in the country. The relationship since then has not been as fruitful as GM would have hoped. GM’s flagship brand, Chevrolet, was introduced in India to build upon the success of the popular Opel marque. However, success has been fleeting at best—an issue that GM India is determined to rectify. It aims to do so by adopting a two-pronged approach: using customer feedback to influence product development, and delivering a superior sales-to-service experience.
The Digital Shift
… technology will radically disrupt HR in the near future. Indeed, it is already changing the way HR works and the role it plays and opening the door to a new type of “digital HR” function.1 The rise of digital and social media is changing the dynamics of HR and creating new ways of hiring, engaging, and retaining employees.
The Story Of Telling
“The best brands are built on great stories,”* this remark by Ian Rowden best captures the strategy of diligent brand building. Much more than attractive logos or the products themselves, what builds a brand is how successfully a story is woven around it. Brand marketers have to be good storytellers indeed.
Complexity Is Simpler Than You Think
Kay Kendall and Glenn Bodinson, authors of Leading the Malcolm Baldrige Way, shatter myths about excellence models such as Baldrige and EFQM.
Proponents of Isolation Never Become Victors
Multilateralism in the political and economic space has always led to frameworks that favor the mighty. WTO was no exception. With agriculture kept out of its purview, it could never become a truly fair and free trading system. China was the only large emerging economy that exploited relative openness in low-cost manufactured goods to take full advantage of the system. Other emerging economies could at best garner minor gains.
A History Lesson (From Year One) for Trump and the Brexit Crowd: Isolationism Has Never Worked!
Professor Stephane Garelli on growing isolationism.
A Win-Win Game
Business is not a sport where some stakeholder has to lose or fare badly for others to do well. Building an atmosphere of trust and transparency between all stakeholders will help companies retain them even during adverse times.
A Sustainable Model
With a total market value of $4.3 trillion and an employment base of at least 1.3 million direct employees and millions of others indirectly employed, platforms have become an important economic force.*Companies today are constantly looking for ways to build platforms—Infosys Ltd announced its plans of monetizing its platforms to make them a $2 billion business by March 2021. But are all platform businesses successful?
Custom Made
…three in four consumers said they receive too many emails from brands, and one-fifth said they could not handle the current volume…69 per cent have ‘unfollowed’ brands on social media, closed their accounts or cancelled subscriptions.*In these times, when the market is flooded with products and services, the most efficent way to engage customers is to offer them customized content. To achieve this, brands need to focus on observing the nuances of individual preferences.
