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GDPR

What does privacy mean to us? With so many data breaches we try to do anything & everything to keep our data safe & that in simpler words is what GDPR helps us achieve. GDPR stands for General Data Protection Regulation, developed in the EU & now followed worldwide, this gives citizens more control over their personal data. The aim is to simplify the regulatory environment for businesses so that they can fully benefit from the digital space. It is without a doubt that we can say that our lives revolve around data. From social media companies to banks, retailers, & governments – almost every service we use involves the collection & analysis of our personal data. Now let’s understand which companies fall into the category of needing a GDPR & how can they establish it in their firm.

Which companies does the GDPR affect?

Any company that stores or processes personal information about EU citizens within EU states must comply with the GDPR, even if they do not have a business presence within the EU. 

According to an article in LexCounsel, since GDPR has extra-territorial application & applies to the processing of personal data of EU residents even by entities situated outside EU, Indian entities who are acting as either a ‘controller’ (i.e. the person who determines the purposes & means of the processing of data) or a ‘processor’ (i.e. the person who processes the personal data on behalf of the controller), of personal data of persons of EU, in relation to the offering of goods or services to such persons or monitoring their behaviour in so far as it takes place within EU, become subject to GDPR.

Specific criteria for companies required to comply are:

  • A presence in an EU country.
  • No presence in the EU, but it processes personal data of European residents.
  • More than 250 employees.
  • Fewer than 250 employees but its data-processing impacts the rights & freedoms of data, is not occasional or includes certain types of sensitive personal data.
What an HR needs to do to comply with GDPR

What an HR needs to do to comply with GDPR

The GDPR introduces a considerable number of new information & regulations, so HR departments will need to dedicate time & resources to cover each new compliance area. Some of the most important tasks HR must address are:

Privacy policies 

Not only does an HR need to uphold new rights for employees, but they must also formalize & clearly spell out these rights for employees under the GDPR’s strengthened transparency & accountability requirements. HR will have to review & update its privacy policies to communicate these rights.

Processes

As a result of the GDPR, HR will need to review & update many of their current processes. For example, HR must only gather data that is relevant. This means HR will need to rethink any process that involves requesting personal data from employees, such as onboarding & transfers.

Security

With the stakes high for noncompliance, security must be managed. One step HR should take is to make sure the right employees have the right level of access when it comes to viewing employee data. Only those roles who truly need employee data should be able to access it.

Employee file management

The GDPR will result in new employee files that HR must have employees sign or acknowledge. On top of new documents, the GDPR places greater importance on timely document deletion since a company can be fined for holding onto data it doesn’t need. HR will need to review its current retention policies along with its process for managing document expiration dates.

Lastly, GDPR brings in various benefits that will impress your current employees & new hires as they know that the data that they provide is safe in the hands of the company. As a company, it also would help you stand out in a crowd as it would show to your customers & investors that you value them & are tech-savvy. 

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While some of us may think, “no, we do not”, we need to understand this better. Especially with the pandemic still ongoing, work from home continues & hasn’t that now blurred the gap between working in a workplace & working at home? A place where you would spend 8-10 hours, doesn’t it now feel like you are always on? Well, it’s no harm to be a workaholic but what about the women who have everyday chores to do, family members to take care of & so on. While juggling between work & home, a woman doesn’t have time for herself & don’t we all deserve a little “me” time? Apart from all of this, we believe women don’t need any additional benefits, women just need to be treated as equal. The crisis also represents an opportunity. If companies make significant investments in building a more flexible and empathetic workplace, they can retain the employees most affected by today’s crises & nurture a culture in which women have equal opportunity to achieve their potential over the long term. According to McKinsey, before 2020 the rates of men & women leaving an organization where almost the same but now due to the challenges created by the pandemic over 2 million women plan on leaving their workplace. Why, you may ask, like mentioned before, the disappearing gap between work & home. It creates stress in the mind of a woman. What companies can do to reduce the walking out of woman employees is to take important steps to support them during the COVID-19 crisis. Sharing valuable information with employees, including updates on the business’s financial situation and details about paid-leave policies. Companies must provide tools and resources to help employees work remotely. One must also expand services related to mental health, such as counselling and enrichment programs, & offer training to help managers support employees’ mental health and well-being. Despite all this, if we still think women don’t add in anything extra into a company let’s take a look at a few pointers given by Forbes, McKinsey & various other forums.

You get an innovative workforce

You get an innovative workforce

Diversity—from gender diversity to culture, age, and race—has been shown to foster creativity and innovation. Men and women will inevitably have different experiences despite being in the same field, which shapes their approach to business. Challenging each other and collaborating with people who think differently can breed creativity and promote the innovative ideas that push organizations forward.

Women excel at soft skills needed for a business leadership

Women excel at soft skills needed for a business leadership

Soft skills and emotional intelligence may prove a key competitive advantage for women in business. While technical skill and knowledge are fundamental to career success, CEOs consistently cite soft skills as the most desirable professional attributes. Although characteristics like effective communication, empathy, and self-awareness are difficult to measure, they are highly valued and can make a real difference to the bottom line.

Women represent huge economic power & can bring in more sales

Women represent huge economic power & can bring in more sales

Women account for 85% of consumer purchases. Despite this, only 11% of creative directors in advertising are women. With the power of the female consumer in mind, it’s evident that women are best placed to tap into that opportunity and bring valuable consumer insight to the table. Tapping into the insight both men and women offer can make products and services more marketable and a business more profitable. In fact, recent research from McKinsey shows that gender-diverse businesses are 15% more likely to outperform financially above the industry median. It’s time we give women what they deserve.

Covid-19 has had a negative effect not only on the economy but almost all the industries and households. Yes, there will be post Covid-19 effects but it is not something we cannot fight. With the right strategy and right state of mind, we can survive the effects and come out stronger.

ZingHR has developed resources to help you through these challenging times. Click here to know our most sought after Work From Home offerings to help you cross this hurdle.

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business

A business, no matter how big or small, in the end, it is always backed up by their employees. Now the question is what do organizations do to boost employee morale when the going gets tough? At this point, most companies think that even employing people during the COVID crisis is a big thing, well, it’s not. To make sure that your everyday targets are achieved you need to show your employees that you care about them. Before we take a deep dive into the do’s & don’ts lets understand the role of an HR or HRMS in an organization. It is often mistaken that an HR’s only role is to hire & fire, which is a huge misconception to have. An HR is responsible for the entire life cycle of an employee in an organization from onboarding to training to supporting employees & having a hand in performance appraisals, they play a huge role. In difficult times companies need to make sure that the following steps are kept in mind to help keep the organization lively & the employees at their best performance.

 Communicate with absolute transparency

Communicate with absolute transparency

Communication is key to everything, be it good or bad. Your employees need to understand the kind of crisis the company is facing too as it plays a huge role in how they react to the situation. It is always better to have a direct conversation about the situation than have the employees believe in false rumours. The structure of communication must first address the problem, then go about how the organization plans on resolving it & lastly how they plan on moving forward. While having such conversations one must keep in mind to exude confidence & keep a positive mindset.

   Appreciating their work

Appreciating their work

Giving employees recognition to your employees, especially during difficult times acts as an excellent motivator. Appreciate your employees not just for the results they give but also for the effort they’ve put in to make something happen. Appreciating in person is a motivator but appreciating them with everyone around uplifts them even more, everything doesn’t have to be materialistic!

Ask for feedback

Ask for feedback

Companies must know that employees play a big role & involving them in decision making by asking them for continuous feedback will not just bring you great insights but will also have your employees believe that they matter. Suggestions no matter how small must always be put into consideration. It can help bring a completely different perspective which could be good for the company. No company should think of their employees as disposable & replaceable. Your job is to notice how valuable they are and how you can both benefit from this relationship. As soon as you show them that they are here for a reason and that you care, they will be motivated to work harder and they will certainly be much happier to come to work every day.

  Celebrate large & small wins

Celebrate large & small wins

It is effortless to think about all the wrong outcomes that you happen with every goal that is listed out, but companies need to understand that no matter how small of a victory it is, a victory is a victory. During times of crisis, you need to celebrate things both big & small to keep your employees to perform better every day. Reinvigorating your team with positivity will help boost morale during tough times. As a result, you will see more confidence and productivity in your team. All companies go through highs & lows. But it is only those who learn how to ride out the difficult times that will succeed. And, a huge part of this is keeping your employees on board, believing in your vision, and working together as a team to come out the other side.

Covid-19 has had a negative effect not only on the economy but almost all the industries and households. Yes, there will be post Covid-19 effects but it is not something we cannot fight. With the right strategy and right state of mind, we can survive the effects and come out stronger.

ZingHR has developed resources to help you through these challenging times. Click here to know our most sought after Work From Home offerings to help you cross this hurdle.

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business

Every business while it’s in its growing stage or at a stable stage they put in a ton of effort when it comes to their brand being recognized, in terms of creative content & constant marketing. The firms try to invest equally in all aspects of their business. Every business tries to do something different from their competitors, they try to understand what the market demands & try to fulfil the needs of the market to stay relevant in their industry. But one thing every firm must know is that you’ll know your firm is performing its best only if the employees are, that doesn’t mean you overwork your employees but the right thing to do is to keep them happy! It sure isn’t easy to get loyalty, its something that’s intangible but lucky for us there are actions that can be taken to ensure that your employees enjoy their long run in your firm. Below listed are 5 ways on how companies can earn employee loyalty:

Open up to feedback & act on them.

Open up to feedback & act on them.

Taking feedback on a monthly basis is a great practice but what good does it do if the feedback is not worked upon? Companies must take their employee feedback seriously & try to implement better suggestions as it may even help the company environment or even bring up sales. Both being equally important for every company.

Incentives are always a YES.

Incentives are always a YES.

Should we even say more? Providing incentives has always been to prove that employees always need a reward for the hard work that they put in. A 9-5 job isn’t really just a 9-5 & we all know that, when work calls, employees need to be ready for it & that deserves incentives, be it in terms of increased pay or an extra holiday. This could bring in a huge morale boost for your employees.

Work-life balance.

Work-life balance.

Overworking your employees can always cause a block in their productivity during the next days. One must always ensure that there’s an open environment in the workplace. Employers that encourage their employees to live in a healthier manner are more likely to have a higher retention rate. A wellness program could always be carried out once a while to refresh the mind of you & your employees.

Recognize every employee’s efforts.

Recognize every employee’s efforts.

Competition between employees is good only if it’s healthy. Employers must not just come together & celebrate when success is big, they must take the time to recognize every employee whether a target is reached or not because they need to understand that a lot of effort has been taken to reach where they are as of now.

Let there always be room for learning.

Let there always be room for learning.

In a healthy workplace, learning happens every day. Each day is considered a new opportunity & for that, a new skill is required. Keeping this mindset will not just keep the employees from feeling bored with their job but also excite them to come to work every day & isn’t that what all of us want? Now it’s not just a promotion that keeps employees happy, a constant growth in terms of learning additional skills does it too. There are no shortcuts to the road of success, a saying we’ve all heard & it is true. These pointers are tried & tested & hence, you can make your employees thrive! Get ready to be a leader to a happier, productive & successful workforce.

Covid-19 has had a negative effect not only on the economy but almost all the industries and households. Yes, there will be post Covid-19 effects but it is not something we cannot fight. With the right strategy and right state of mind, we can survive the effects and come out stronger.

ZingHR has developed resources to help you through these challenging times. Click here to know our most sought after Work From Home offerings to help you cross this hurdle.

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success

“The way a team plays as a whole determines its success. You may have the greatest bunch of individual stars in the world, but if they don’t play together, the club won’t be worth a dime.” – Babe Ruth True, right? A company is known not just because of the owners of the firm but also the amount of work put in by the employees to reach the position that it is at today. Though the firm may be divided into different divisions & each division may have their goals but, in the end, the employees all work together for a collective goal of the firm. Working in smaller teams doesn’t completely avoid the risk of the team falling apart, why? Well because every individual brings in a different perspective to look into a problem or a given task. While there might a handful number of reasons for a team to breakdown let us understand where the problem lies & stay vigilant to avoid these pitfalls & then hurrah to the way to success!

Lack of purpose

Lack of purpose

The most important goal of any team must be to understand why it is necessary to work together. A team needs to have good communication & that could lead the roadmap to its success. The inability to have a proper definition of the workflow will just mean everyone would make assumptions & work not up to their full potential. A great team understands its company well, the product/service they have to offer to its clients. This lets the team focus more on how to get more engagement levels to the company & also help them grow in terms of working in groups.

Unclear roles

Unclear roles

Nothing can be worse than having a team of the most talented people but they aren’t sure of what their role to your company is. When the roles of an employee are unclear, they sort to doing short term task just so that it brings in some productivity to their day. A company should make sure that they have defined their tasks to each individual through regular meetings & discussions. It must be a practice for companies to ensure that each individual maintains a weekly calendar & list down their tasks, this can then be taken up in any meeting to ensure a smooth flow of work.

Fixed mindset

Fixed mindset

Many a time it happens in a team that people might not be up to take the risk to try a different way to achieve their goal & they keep re-thinking on how to achieve the same goal by doing something that goes the standard way i.e., sticking to previously tried methods. Teams that lead to success are the ones that go the extra mile & are wilful to take the risk. Everyone in a team must have an open mindset when it comes to achieving goals. When you take the road less travelled you get to learn new skills & techniques.

Poor decision-making

Poor decision-making

There could be two reasons that lead to poor decision making, one, not thinking enough for a solution & just assuming that previous methods might work & the second, overthinking decisions which end up consuming a lot of time. A smart team would follow a plan, i.e., to input, consult, make, approve, inform & make it clear to everyone on who is responsible for each stage. This makes it simpler & easier to come to a decision.

 Lack of resources

Lack of resources

This could be a huge downer to the team, an organization must always know that to achieve a target, resources are required & the inability to provide it not just adds additional burden to the employees but also brings down their morale & commitment. A company must trust their employees enough to not doubt their need for additional resources, they must definitely understand the purpose of it but not stand in between their needs. Highly motivated teams can do wonders for the organization. By making sure individuals & company goals are aligned, an organization cannot fail.

Covid-19 has had a negative effect not only on the economy but almost all the industries and households. Yes, there will be post Covid-19 effects but it is not something we cannot fight. With the right strategy and right state of mind, we can survive the effects and come out stronger.

ZingHR has developed resources to help you through these challenging times. Click here to know our most sought after Work From Home offerings to help you cross this hurdle.

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 Employees

It’s been a difficult phase for everyone, from the graduating class of 2020 to the people who despite years of experience struggle with finding a decent job but what does this have to do anything with prioritizing skills over years? The youth of this generation could write pages & pages about this, companies must change their way of getting new staff onboard.

hire

Hire the person

A firm must primarily be interested in assessing the candidate’s character, competency & cultural fit. Rather than focusing on experience lists, you need to know if the candidate will take initiative, solve problems & be a supportive member of
your team.

Assign the interviewees a project or task

Assign the interviewees a project or task

You can’t forcefully find an error in a resume, instead what companies could do is assign tasks to understand their level of skill. This not only creates a pool of knowledgeable, interested candidates but reduces the number of resumes that need to be screened.

Ask about projects they worked on

Ask about projects they worked on

Be it a project from college or their workplace, hiring managers need to understand their interest level & their commitment level gone into doing that project. Hiring managers need to carefully listen to their story & how organized their thought process is.

Initiate with case -based interviews

Initiate with
case -based interviews

Companies can present potential situations in front of a candidate & ask how they would approach solving them. Ask to see a justification of their thought process.

Hire for attitude, aptitude & potential

Hire for attitude, aptitude &
potential

Skills you can teach, but attitude, aptitude & potential you cannot. Resumes usually consist of a list of skills & job responsibilities, & while a resume provides an entryway to an interview, it rarely provides insights into the best candidate for your role & your company.

Covid-19 has had a negative effect not only on the economy but almost all the industries and households. Yes, there will be post Covid-19 effects but it is not something we cannot fight. With the right strategy and right state of mind, we can survive the effects and come out stronger.

ZingHR has developed resources to help you through these challenging times. Click here to know our most sought after Work From Home offerings to help you cross this hurdle.

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Employees

Employees should work for their company with the same intensity and passion as an entrepreneur works for his/her company. “Responsibility is a Privilege; Not everyone is lucky to get it.”

Employee Involvement

Employee Involvement

The work culture of a company should be such that employees should feel that they are working for their own company. Employees should be able to put their own ideas before the management.

Take the Ownership

Take the Ownership

Employees should own the decisions they wish to take and get the outcomes for the business. The management should respect the views and decisions of the employees and encourage them to work collaboratively.

Be Accountable To Your Customers

Be Accountable To Your Customers

Employees should treat the customers the same way they treat their colleagues. Remember, customers are the king.

Covid-19 has had a negative effect not only on the economy but almost all the industries and households. Yes, there will be post Covid-19 effects but it is not something we cannot fight. With the right strategy and right state of mind, we can survive the effects and come out stronger.

ZingHR has developed resources to help you through these challenging times. Click here to know our most sought after Work From Home offerings to help you cross this hurdle.

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video

If you’re working from home, you’re likely to feel isolated from the rest of your team.

Low Employee Morale

Low Employee Morale

When a team feels isolated, it can lead to poor communication, lack of motivation, and low employee morale.

Work/Life Balance

Work/Life Balance

Many people feel that working from home leads to more work and less life. That’s not true.You can work from home and spend time with your family.

Take a Break

Take a Break

Instead of wasting time on Facebook or Pinterest, take a break to clear your mind. Read a book or watch a movie. The goal of a break is to refresh your mind, not distract you.

Have a Get Together

Have a Get Together

Throw a game with your roommates or host a dinner with friends. Your home is a great place to socialize, so take advantage of it!

Covid-19 has had a negative effect not only on the economy but almost all the industries and households. Yes, there will be post Covid-19 effects but it is not something we cannot fight. With the right strategy and right state of mind, we can survive the effects and come out stronger.

ZingHR has developed resources to help you through these challenging times. Click here to know our most sought after Work From Home offerings to help you cross this hurdle.

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partners

CHRO’s are now considered as strategic partners in the organisation. They are responsible for ensuring that it is a better place to work. 

Diversity and Inclusion

Diversity and Inclusion

Now under the leadership of CHRO, the organization is hiring more women and creating a diverse environment. The company’s objective is to bring women in at a level where they can make a difference in the company. 

Empowering Employees

Empowering Employees

The company has made sure that all employees get the same opportunities. They have given them the chances to grow. They want employees to be able to speak their minds and help the company to grow.

Better Company Image

Better Company Image

The employees who form a positive behaviour at work are the ones who reflect the positive side of the company’s image.

Better Company Morale

Better Company Morale

They have made the employees feel equal. They are making sure that the employees feel safe and secure to work to their full potential. 

Covid-19 has had a negative effect not only on the economy but almost all the industries and households. Yes, there will be post Covid-19 effects but it is not something we cannot fight. With the right strategy and right state of mind, we can survive the effects and come out stronger.

ZingHR has developed resources to help you through these challenging times. Click here to know our most sought after Work From Home offerings to help you cross this hurdle.

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leadership

Leadership succession planning is a systematic process of identifying, developing and preparing people to assume the future leadership roles. It is a process of creating an organisation that is prepared for the future.

Streamlining the Process

Streamlining the Process

HR Tech streamlines the succession planning process. It is a system that enables you to continuously track all the information related to succession planning.

Collaborative Efforts

Collaborative Efforts

HR Tech is a system that enables you to share information related to succession planning with the organisation. All the key stakeholders like employees, managers, mentors and the hiring team can be a part of it.

Training and Development

Training and Development

HR Tech is used to plan the training and development of potential candidates so that they can be prepared for the future.

Efficient Process

Efficient Process

HR Tech makes this process more efficient. It helps you in creating a database of all the important information related to succession planning. It also helps you in keeping track of your training programs and their effectiveness.

Covid-19 has had a negative effect not only on the economy but almost all the industries and households. Yes, there will be post Covid-19 effects but it is not something we cannot fight. With the right strategy and right state of mind, we can survive the effects and come out stronger.

ZingHR has developed resources to help you through these challenging times. Click here to know our most sought after Work From Home offerings to help you cross this hurdle.