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# HR Footprints

HR Outsourcing Services in India

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## Posts

- [Reinventing the Performance Review: What Actually Works](https://hrfootprints.com/blogs/) - By HR Footprints | People Management | July 2026 Move from Annual to ContinuousThe single most impactful change an organisation can make is shifting from once-a-year reviews to a rhythm of ongoing performance conversations. This does not mean eliminating structured reviews entirely. It means building a cadence — monthly or quarterly check-ins, mid-year conversations, and
- [The Discomfort of Comfort Zone](https://hrfootprints.com/the-discomfort-of-comfort-zone/) - The true discomfort of your comfort zone is that it does not let you spread your wings and to realize your true potential. It often makes you less open to experimentation. It makes you apprehensive of the new and unknown. Posted in: Dr. Raj’s Blog,Hans India HR Mirror.All About your Career Contact Us
- [Reinventing Performance Reviews for the Future Workforce](https://hrfootprints.com/reinventing-performance-reviews-for-the-future-workforce/) - Most employees dread performance review season. Most managers dread it too. A once-a-year conversation. A rating that feels disconnected from reality. Feedback that arrives too late to change anything. A form that takes longer to fill than the conversation it generates. The annual performance review, as most organisations still run it, is broken. And the
- [Why your hiring process is costing you more than your salaries](https://hrfootprints.com/why-your-hiring-process-is-costing-you-more-than-your-salaries/) - Most organisations obsess over salary budgets. They benchmark. They negotiate. They build compensation bands and approval workflows. And then they completely ignore the cost sitting right above the salary line. The hiring process itself. The truth is — a broken hiring process is one of the most expensive problems an organisation can have. And most
- [The Future of Work: HR Trends Every Leader Should Know](https://hrfootprints.com/the-future-of-work-hr-trends-every-leader-should-know/) - Discover the top HR trends shaping the future of work in 2026 — from AI in HR and skills-based hiring to performance management, employee wellbeing, and HR outsourcing. A strategic guide for leaders.
- [Ethics and Workplace Conduct: A New HR Imperative](https://hrfootprints.com/ethics-and-workplace-conduct-a-new-hr-imperative/) - By HR Footprints | People Management | May 2026 Ethics and workplace conduct are now a strategic HR priority. Discover how HR leaders can build ethical cultures through accountability, psychological safety, and leadership behaviour — not just policy. There is a quiet crisis happening inside many organisations. Not in the balance sheet. Not in the
- [Great Leaders are Great Learners](https://hrfootprints.com/great-leaders-are-great-learners/) - To put it simply and beyond any doubt, great leaders are great learners as well. But, for them, need for learning is intrinsic and voluntary. Recently I was facilitating a workshop for middle level managers. During a casual conversation with the participants, some of them asked me an interesting question. “Do our senior leaders also
- [HR Systems That Scale: From Startups to Mid-Sized Organisations](https://hrfootprints.com/hr-systems-that-scale-from-startups-to-mid-sized-organisations/) - By HR Footprints | HR Consulting | May 2026 Every startup begins the same way. A small team. Big ambitions. And HR that runs on WhatsApp groups, spreadsheets, and gut feel. It works — for a while. But at some point, the organisation grows. Headcount increases. Complexity multiplies. And suddenly, the informal systems that held Discover how startups and mid-sized organisations can build HR systems that scale, from basic compliance to strategic people management. A practical guide by HR Footprints.
- [Balancing Performance Pressure with Employee Wellbeing](https://hrfootprints.com/balancing-performance-pressure-with-employee-wellbeing/) - Every organisation wants results. Higher targets. Faster execution. Better numbers. But somewhere between the pressure to perform and the pace of modern work, something quietly breaks — the people delivering those results. Balancing performance pressure with employee wellbeing is no longer a "nice HR initiative." It is one of the most urgent leadership challenges of
- [What is Slowing you Down?](https://hrfootprints.com/what-is-slowing-you-down/) - Read to understand what is slowing you down at work. Understanding the causes often go a long way in addressing the same. It can be self doubt, seeking perfection, lack of focus, loss of direction, lack of self discipline and so on. It may be underlying stress related causes as well. Posted in: Dr. Raj's
- [Managers Are the New HR: Training for Better People Outcomes](https://hrfootprints.com/managers-are-the-new-hr-training-for-better-people-outcomes/) - Managers are taking on HR responsibilities more than ever. Discover why training managers is critical for better people outcomes and how organizations can enable this shift effectively. The role of HR is evolving, but more importantly, so is the role of managers. Today, managers are no longer just responsible for delivering business outcomes. They are
- [Strategies to Attract and Retain Gen Z & Gen Alpha Talent](https://hrfootprints.com/strategies-to-attract-and-retain-gen-z-gen-alpha-talent/) - A mid-sized company spent three months recruiting a sharp 24-year-old. The offer was competitive. The role was good. He accepted — and resigned within six months. His reason? "I didn't feel like I was growing. The processes felt outdated. My manager never really listened." This wasn't a compensation problem. It was a generational misalignment problem Gen Z & Gen Alpha are reshaping the workplace. Discover proven HR strategies to attract, engage, and retain this new generation of talent. Read now.
- [Reskilling and Upskilling: A Roadmap for 2026](https://hrfootprints.com/reskilling-and-upskilling-a-roadmap-for-2026/) - Reskilling and upskilling are essential for future-ready organizations. Discover a practical 2026 roadmap to build a skilled, adaptable workforce and drive business growth. The workplace is evolving faster than ever. With automation, AI, and shifting business models redefining roles, organizations can no longer rely on static skillsets. Reskilling and upskilling are no longer optional—they are
- [Why People Analytics Is the Next Competitive Advantage](https://hrfootprints.com/why-people-analytics-is-the-next-competitive-advantage/) - Discover how People Analytics helps organizations make smarter workforce decisions, improve productivity, and gain a competitive advantage. Learn how HR Footprints helps businesses leverage data-driven HR strategies. In today’s fast-changing business environment, organizations are realizing that data is no longer limited to sales, finance, or marketing. The most valuable insights now come from an organization’s Discover how People Analytics helps organisations make smarter workforce decisions, improve productivity, and gain a competitive advantage. Learn how HR Footprints helps businesses leverage data-driven HR strategies.
- [The ROI of Employee Well-being Programs](https://hrfootprints.com/the-roi-of-employee-well-being-programs/) - Why Investing in People’s Well-being Is Smart Business, Not Just Good Intentions Some investments show returns on balance sheets.Some show returns in boardroom conversations. And some — the most powerful ones — show returns in energy, ownership, and resilience. Employee well-being programs fall into the third category. For years, well-being initiatives were treated as “good-to-have”
- [Why new is not welcomed?](https://hrfootprints.com/why-new-is-not-welcomed/) - Remember the fresh smell of a new book? Remember the color of the new water flow, or the excitement of a new flower blooming, or the beautiful change of seasons? We always had our joyful moments of new beginnings. But still, new is not welcomed at the workplace. Why do we show resistance? What stops
- [Performance Management in 2026: Trends Every HR Leader Must Know](https://hrfootprints.com/performance-management-in-2026-trends-every-hr-leader-must-know/) - Performance management is no longer about annual reviews and rating scales. In 2026, organisations are redefining how they measure, manage, and elevate performance. The focus has shifted from evaluation to enablement, from control to coaching, and from process to impact. For HR leaders, this shift is not optional. It is strategic. In this blog, we
- [Listening Culture: The Real Outcome of Effective Organisation Surveys](https://hrfootprints.com/listening-culture-the-real-outcome-of-effective-organisation-surveys/) - In many organisations, surveys are conducted with enthusiasm.Links are shared. Reminders are sent. Participation rates are tracked. But after the results come in… silence follows. And that is where the real problem begins. Because organisation surveys are not meant to measure satisfaction alone.They are meant to build something far more powerful — a listening culture.
- [Designing a High-Impact Performance Management System for a Leading Healthcare Organization](https://hrfootprints.com/designing-a-high-impact-performance-management-system-for-a-leading-healthcare-organization/) - How HR Footprints Built a Strong PMS Foundation and Enabled Organization‑Wide Goal Alignment In growing healthcare organizations, performance management often begins with a simple question: Are our people working on the right goals? When business priorities evolve quickly, having a clear and well‑structured goal‑setting system becomes critical. Without it, performance discussions remain fragmented, expectations are
- [Engagement of 360-Degree Feedback: Why Now Is the Right Time](https://hrfootprints.com/engagement-of-360-degree-feedback-why-now-is-the-right-time/) - Performance is no longer judged by outcomes alone, it’s shaped by behaviour, collaboration, and leadership impact. As organisations navigate hybrid work, multigenerational teams, and accelerated change, traditional appraisal systems are proving insufficient. This is where 360-degree feedback becomes not just relevant—but essential. The Changing Face of Performance Conversations A few years ago, feedback was mostly
- [Assessment & Development Centres: The Hidden Engine Behind Future-Ready Leaders](https://hrfootprints.com/assessment-development-centres-the-hidden-engine-behind-future-ready-leaders/) - In every organisation, there are two realities you cannot ignore: Performance today does not guarantee success in a tougher role tomorrow. Traditional promotions based on manager gut feel lead to costly missteps. The missing link?Rigorous, evidence-based evaluation of real capability — not assumptions. This is where Assessment & Development Centres transform talent decisions. They are
- [The Role of Assessments in Building High-Performance Teams](https://hrfootprints.com/the-role-of-assessments-in-building-high-performance-teams/) - High-performance teams don’t happen by chance.They are built through clarity, alignment, and continuous development. Yet, many organisations still rely on intuition, outdated appraisal formats, or manager bias to make critical people decisions. The result? Misaligned roles, disengaged employees, and average performance disguised as “acceptable.” This is where structured assessments become a game-changer. At HR Footprints,
- [Is your work tiring you?](https://hrfootprints.com/is-your-work-tiring-you/) - Are you stressed at work? Is your work tiring you? Best way to deal with work related stress or fatigue is to understand what is causing the stress or strain in the first place. Some of the often found reasons that I could think of are: When we are overworked or physically strained: This reason
- [Hiring Innovation Leaders: A Pharma R&D Executive Search Case Study](https://hrfootprints.com/hiring-innovation-leaders-a-pharma-rd-executive-search-case-study/) - Client Overview One of India’s fast-growing pharmaceutical organizations, expanding operations with a strong focus on innovation and compliance-driven R&D. The ideal candidate should have strong background in injectables Hiring Requirement The client urgently needed to onboard a Lead – R&D role to accelerate ongoing research and product development initiatives. The position required: Strong domain expertise
- [What Happens When HR Stops Being a Back-Office Function?](https://hrfootprints.com/what-happens-when-hr-stops-being-a-back-office-function/) - For years, HR was seen as a support team — the people who maintain files, manage attendance, and ensure payroll runs on time.Important? Yes.Strategic? Rarely. 🔹 But workplaces have evolved.🔹 Talent expectations have changed.🔹 Competition for skilled people is tougher than ever. In this new world, when HR is stuck in the back office —
- [Relationships At The Workplace](https://hrfootprints.com/relationships-at-workplace/) - Relationships at your workplace are extremely critical towards personal progress and engagement in your work. We should put selfishness aside to build and expand our networks. Healthy and thriving relationships help in boosting overall employee morale. Work gets done with a greater sense of togetherness. Contact Us
- [How Outsourced HR Teams Build Culture from the Outside In](https://hrfootprints.com/how-outsourced-hr-teams-build-culture-from-the-outside-in/) - Many organisations are turning to outsourced HR models to not only streamline operations, but to actively shape and sustain organisational culture. For companies looking to build a people-centred, high-commitment culture — and ensure that culture pervades every level of the organisation — an external HR team, properly integrated, can be a strategic asset rather than
- [You love or you hate ... but you need HR!](https://hrfootprints.com/you-love-or-you-hate-but-you-need-hr/) - Try asking this question – “do you like HR department?” You are bound to get mixed responses depending upon their experiences with the HR folks, but there is no denying the fact that you need HR! When are HR people loved? When are they hated? Whenever they meet the expectations of their stakeholders, the HR
- [The Founder’s Dilemma: Build an HR Team or Outsource One?](https://hrfootprints.com/the-founders-dilemma-build-an-hr-team-or-outsource-one/) - Every founder faces this question sooner or later: “Should I build an in-house HR team or outsource it to experts?” When a company is small and agile, founders wear multiple hats — CEO, recruiter, payroll handler, and sometimes even the “HR manager.” But as the team grows beyond 15–20 employees, people-related processes start demanding structure,
- [Every Leader Needs a Mirror; Coaching Gives Them One](https://hrfootprints.com/every-leader-needs-a-mirror-coaching-gives-them-one/) - Leadership is often romanticized as a journey of vision, power, and decision-making. But in reality, the best leaders are not those who always have the answers — they’re the ones who are willing to pause, reflect, and recalibrate. Every leader needs a mirror — and that’s exactly what coaching provides. Why Leaders Need a Mirror
- [In HR, Numbers Matter But People Matter More](https://hrfootprints.com/in-hr-numbers-matter-but-people-matter-more/) - In today’s data-driven world, it’s easy to think that numbers tell the whole story. HR dashboards, turnover rates, engagement scores, and performance metrics — they all paint a picture of how an organization is doing. But here’s the truth: behind every number, there’s a person. A person with aspirations, challenges, emotions, and untapped potential.And that’s
- [Growing talent is like growing a plant](https://hrfootprints.com/growing-talent/) - Whenever we talk about Talent Management and growing talents in organizations, I always recall this story. There was this man who was determined to grow plants that give beautiful flowers in his garden. He went to the market and inquired about the best seeds available. Upon recommendation by others and his own physical examination, he
- [Coaching is Not for One Role — It’s for Every Stage](https://hrfootprints.com/coaching-is-not-for-one-role-its-for-every-stage/) - When most people think about coaching, they picture CEOs, senior leaders, or top executives sitting with an external coach to refine their leadership style. While that image is partly true, it also creates a myth: that coaching is only meant for those at the top. The reality? Coaching is relevant and powerful at every stage
- [Struggling with Employee Retention? Here’s How HR Outsourcing Can Help](https://hrfootprints.com/struggling-with-employee-retention-heres-how-hr-outsourcing-can-help/) - Hiring great talent is already a challenge, but keeping them engaged and loyal? That’s where most businesses stumble. Recruitment is costly, but losing good employees is even more expensive — both financially and culturally. The Real Cost of Losing Talent When an employee leaves, the cost isn’t just their salary. It includes: Recruitment costs to
- [Policies at Work: Protecting People, Strengthening Organizations](https://hrfootprints.com/policies-at-work-protecting-people-strengthening-organizations/) - Workplace policies aren’t restrictions; they protect employees, build trust, and reduce conflicts. Learn how to design effective HR policies with examples.
- [How to Choose the Right HR Outsourcing Partner for Your Business in 2025](https://hrfootprints.com/how-to-choose-the-right-hr-outsourcing-partner-for-your-business-in-2025/) - Outsourcing HR functions is one of the smartest business moves you can make in 2025. The right HR outsourcing company can: Save you time and operational costs. Ensure compliance with labor laws. Improve employee satisfaction and retention. Allow you to focus on core business growth. But how do you select the best HR outsourcing partner
- [The Leadership Void: Why Great Companies Fail Without the Right CXO](https://hrfootprints.com/the-leadership-void-why-great-companies-fail-without-the-right-cxo/) - “Leadership is not about titles or positions. It’s about impact, influence, and inspiration.” – Robin Sharma Introduction In today’s hyper-competitive business world, the right strategy can only go so far. What often determines the success or failure of great companies is the presence—or absence—of the right CXO (Chief Experience Officer, or C-level Executive). Whether it’s
- [The Benefits of HR Outsourcing for Small and Medium Enterprises (SMEs)](https://hrfootprints.com/the-benefits-of-hr-outsourcing-for-small-and-medium-enterprises-smes/) - In today's competitive business landscape, Small and Medium Enterprises (SMEs) face numerous challenges in managing their human resources effectively. From recruiting top talent to ensuring compliance with labor laws, HR tasks can be time-consuming and complex. This is where HR outsourcing comes into play. By partnering with HR outsourcing services, SMEs can streamline their HR
- [nPAS (Net Performance Accountability Score): A Game-Changing Tool by HR Footprints to Elevate Organizational Accountability](https://hrfootprints.com/npas-net-performance-accountability-score-a-game-changing-tool-by-hr-footprints-to-elevate-organizational-accountability/) - In today's dynamic business environment, accountability is more than a buzzword—it's a critical pillar that drives growth, innovation, and sustainable success. Recognizing this, HR Footprints has developed a cutting-edge tool, nPAS (Net Performance Accountability Score), designed to measure and enhance organizational accountability. This tool, grounded in extensive research, promises to revolutionize how companies perceive and
- [Measuring Accountability: Why It Should Be a Priority on the HR Agenda](https://hrfootprints.com/measuring-accountability-why-it-should-be-a-priority-on-the-hr-agenda/) - Accountability is often treated as a buzzword in workplace conversations, but its importance cannot be overstated. It is an underrated pillar of high-performing organizations and a critical factor in fostering performance. While it has always been part of the management dictionary, accountability has now taken centre stage, making it essential for every organization to directly
- [Organizational Transformation: From Change to Evolution – How HR Footprints will help](https://hrfootprints.com/organizational-transformation-from-change-to-evolution-how-hr-footprints-will-help/) - In today’s hyper-dynamic world, change is not just inevitable—it’s constant. But some changes are merely surface-level, while others shake the roots of an organization, reshaping its very identity. This deeper, more profound process is what we call Organizational Transformation. So, what is Organizational Transformation? It’s not just about implementing new software, rebranding, or revising policies.
- [HR Outsourcing in Non-IT Industries: A Strategic Advantage](https://hrfootprints.com/hr-outsourcing-in-non-it-industries-a-strategic-advantage/) - Discover how HR outsourcing benefits non-IT industries like manufacturing, healthcare & retail. Optimise compliance, payroll & workforce management. Why Non-IT Industries Need HR Outsourcing? Unlike IT firms that have tech-driven HR processes, non-IT industries face unique workforce challenges: Managing a diverse workforce across multiple locations. Navigating complex labor laws and compliance requirements. Ensuring employee engagement
- [The Role of HR Outsourcing in Elevating Employee Experience and Engagement](https://hrfootprints.com/the-role-of-hr-outsourcing-in-elevating-employee-experience-and-engagement/) - Why HR Outsourcing Matters More Than Ever The workplace is evolving fast. Hybrid work, diverse hiring & high expectations make employee experience crucial for engagement, productivity & retention. So, how can companies ensure employees feel valued and supported while maintaining efficiency? The answer lies in HR outsourcing (HRO). By delegating HR functions to expert partners,
- [Smoothly Transitioning To HR Outsourcing: A Comprehensive Approach](https://hrfootprints.com/smoothly-transitioning-to-hr-outsourcing-a-comprehensive-approach/) - As businesses grow, managing human resources in-house can become increasingly complex. While an in-house HR team plays a crucial role in shaping company culture, managing talent, and ensuring compliance, there comes a point where additional support through Human Resource Outsourcing (HRO) can enhance efficiency. HRO offers a strategic solution that allows companies to optimize HR
- [Debunking the Biggest Myths About Human Resource Outsourcing (HRO)](https://hrfootprints.com/debunking-the-biggest-myths-about-human-resource-outsourcing-hro/) - Human Resource Outsourcing (HRO) is becoming a strategic choice for businesses looking to enhance efficiency, reduce costs, and focus on core operations. However, several myths and misconceptions prevent some companies from fully leveraging its benefits. In this blog, we’ll debunk the biggest myths about HRO and reveal the reality behind them. If you're considering outsourcing
- [Happy Employee = Engaged Employee = High Performance?](https://hrfootprints.com/happy-employee-engaged-employee-high-performance/) - What does a happy employee mean? Who is a happy employee? Does happiness at work place relate to the engagement level of the employee, which in turn leads to high performance? Are all of these correlated or is the equation skewed? While organizations are going crazy about having employee engagement as a core value, are
- [360-Degree Feedback: Fostering a Culture of Continuous Improvement](https://hrfootprints.com/360-degree-feedback-14steps/) - 360-degree feedback surveys can be a powerful tool for organizational success, but it is important to approach them strategically to maximize their effectiveness. Here are some tips for maximizing the success of your 360-degree feedback surveys: 1. Define Purpose and Goals: Before implementing the surveys, clearly define the purpose and goals of the feedback process.
- [From Compliance to People-Centric Strategy: The Evolution of HR Audits](https://hrfootprints.com/from-compliance-to-people-centric-strategy-the-evolution-of-hr-audits/) - In the dynamic landscape of human resources (HR), audits have undergone a remarkable evolution, transcending their traditional role as compliance checks to becoming strategic imperatives driving organizational success. Let's embark on a journey through time to explore how HR audits have transformed over the years. 1. The Early Days: Compliance and Administration In the early
- [Unlocking Employee Potential: Strategies for Effective Talent Management](https://hrfootprints.com/strategies-for-effective-talent-management/) - In today's rapidly evolving workplace, the ability to unlock and nurture employee potential is not just an HR goal but a strategic imperative that can distinguish a thriving company from a stagnant one. Effective talent management transcends mere employee satisfaction; it involves cultivating a workplace where every individual can grow, contribute, and thrive. Here, we
- [The Surprising Insight from 360-Degree Feedback: Why Leaders Need to Prioritize Collaboration with Colleagues](https://hrfootprints.com/the-surprising-insight-from-360-degree-feedback-why-leaders-need-to-prioritize-collaboration-with-colleagues/) - In recent times, a noteworthy pattern has emerged from our 360-degree feedback surveys: collaboration as a competency is consistently rated lower than other competencies for many leaders. This trend sheds light on an often-overlooked challenge facing today's leaders—building and maintaining strong collaborative relationships with peers. Why Is Collaboration with Colleagues a Challenge? A closer look
- [The Lost Art of Attention: How Distraction Invading Our Lives](https://hrfootprints.com/the-lost-art-of-attention-how-distraction-rules-our-lives/) - Have you ever caught yourself reading the same paragraph multiple times, only to realize you haven’t absorbed a word? Or nodded absentmindedly (with glass eyes) in a conversation while your mind wandered elsewhere? Or kept chatting on your mobile – keeping the hands under the table - while the meeting is on? You’re not alone.
- [An unpaid intern for a career edge](https://hrfootprints.com/an-unpaid-intern-for-career-edge/) - Be prepared to become an unpaid intern for career edge. If the opportunity fits your domain and your field of interest, do not think twice about taking it, especially if you are a fresher. Internships are often the best learning experiences. You learn from the experts in your field, expand your networks, and also get
- [A Panorama of Gen Y](https://hrfootprints.com/a-panorama-of-gen-y/) - This is a blog post shared by a Gen Y HR professional. At the request of the author, we are maintaining anonymity. How often have we come across people who are really difficult to deal with? As a Gen Y – I always thought that people are easy. Handling and dealing with people has got
- [How to Kick-Start your Career?](https://hrfootprints.com/how-to-kick-start-career/) - My colleague and I were sitting in a coffee shop discussing work related matters. During the conversation, she asked me the question – “how to kick start?”. At first, I didn’t understand the question fully. I asked for clarity: “kick start what?” “Anything…how to kick start anything?", She said. I pondered over
- [5S Formula to help Student Transition](https://hrfootprints.com/5s-formula-to-help-student-transition/) - Here we have the 5S formula to help student transition, as they move forward and pursue learning in their fields of interest. These are pivotal phases in a student's career and the 5S formula prepares the student to be successful and ready. Contact Us
- [Four Mistakes to Avoid for Success](https://hrfootprints.com/four-mistakes-to-avoid-for-success/) - Read to know about four basic mistakes to avoid for success. Better be aware than regret making them later. And the most important thing in this regard is to learn from making those mistakes. No one is perfect. We always need to keep pushing harder in order to achieve success. Posted in Dr Raj's Blogs,
- [Symposium on “Developing Careers for Freshers”](https://hrfootprints.com/symposium-on-developing-careers-for-freshers/) - A first-of-its-kind symposium on the theme “Developing Careers for Freshers” was organized at St. Peter’s Institute of Pharmaceutical Sciences in association with Indian Pharmaceutical Association, Hanamkonda Branch on August 8, 2013. This symposium was organized with a view to familiarize the teaching faculty and the fresh graduates to focus on teaching and learning practices to
- [Unreasonable reasons for rejecting a job](https://hrfootprints.com/unreasonable-reasons-for-rejecting-a-job/) - Read for some unreasonable reasons for rejecting a job. However, one important thing to remember is that if you have justified reasons for rejecting a job, there is no reason why you should not do it. Just as employers may reject you if you do not fit the role, you may reject the offer if
- [Beginner? Do not get carried away!](https://hrfootprints.com/beginner-do-not-get-carried-away/) - During my first job in Mumbai, I had an interesting experience that taught me an important lesson in my career. Let me narrate the story in detail. If you are a beginner, you can relate. It was about 15 days into the job and I was still figuring out how things happen there and what
- [Many approaches and one career](https://hrfootprints.com/many-approaches-and-one-career/) - "While a job has so much of significance in our career and life, it is sometimes perplexing to see how people make career choices." Everyone needs a job. Joblessness is unimaginable in our lives. Why do we need a job so badly? It could be due to the dire need to survive or to gain a social
- [How to lay career foundations](https://hrfootprints.com/how-to-lay-career-foundations/) - "When you are equipped with the clarity of your long-term goal along with the model behaviours, you are surely laying strong foundations to your career!" Career and life planning are never easy. There is no one-way of going about it either! It is therefore interesting and intriguing to listen to varying perspectives about career foundations.
- [7 Tips for Work Life Balance!](https://hrfootprints.com/7-tips-for-work-life-balance/) - In our daily routines sometimes,we get stressed out while choosing option between work and life. How much do we focus on the most powerful machine – our body and mind? What are we doing towards work life balance? If we wish to have a work life balance, it means that we need to balance our expectations
- [Who owns your career?](https://hrfootprints.com/owns-career/) - Let me narrate two recent conversations that I had recently. The first one was with Virendra, a senior professional with more than eighteen years of experience. He said, “I have been playing the same role for over four years now and I am not sure how long I need to continue without any growth. My
- [You shape your own career!](https://hrfootprints.com/you-shape-your-own-career/) - In our previous blog (“Who owns your career” published on May 28th 2014), we came across Virendra, a senior professional with more than eighteen years of experience and Nidhi, a fresher who are worried about the future and visibility of their career. Their main concern is "what will others (the top management) to do their
- [Impact of leader on your performance](https://hrfootprints.com/impact-leader-performance/) - Here is an important question: What do you think influences your performance at the workplace? Question looks simple, but answers could be many. The usual factors that influence the workplace performance are: role clarity, amenities, quality of colleagues, cooperation across various departments, compensation, incentives, my personal competence and motivation. In addition to all the above
- [How to cope with a break in career?](https://hrfootprints.com/cope-break-career/) - In our previous blog "Managing Career Breaks", we have discussed about two professionals Harini and Rajesh, who planned to break their careers for different reasons. If the break in career is a planned break, it is somewhat easy to cope with. In Harini's case, the break was caused due to certain events in her life and
- [Collaboration...a tool to achieve aspirations!](https://hrfootprints.com/collaboration-tool-achieve-aspirations/) - Every leader wants to see collaboration among his/her associates; every team needs collaboration to succeed. But is every individual made of similar mindset to collaborate? How easy or complex is it to influence individuals thinking and motivate them to collaborate? And why is collaboration so keenly pursued expectation? Let us explore! Why is collaboration so
- [The complexity of collaboration!](https://hrfootprints.com/complexity-collaboration/) - In our previous blog "Collaboration.. a tool to achieve aspirations" we have discussed about the importance of collaboration and its definition in the view of an individual. But what makes collaboration complex? What can organizations and leaders do to instill collaboration? Lets explore the complexity of collaboration! What makes it so complex? By: Dr.Raj, Published in
- [Tackling tricky situations at work](https://hrfootprints.com/tackling-tricky-situations-at-work/) - "One must be aware of the organisational politics, though you will not be party to them. Beware that you may be used as a pawn; play it delicately until you are sure of the organisation." Several times, we encounter situations where there are more than one way of handling them. They bring with them several
- [Q for Quality](https://hrfootprints.com/q-for-quality/) - "No compromise here: Pharmaceutical companies look for candidates with strong critical reasoning skills." - Dr. Rajkumar, HR Advisor, Granules India Quality is more than mere absence of defects. An expanding drug industry needs professionals who understand the changing demands of the quality control process. Healthcare is a basic human need. There is always a scope to
- [Tips to tackle tricky questions](https://hrfootprints.com/tips-to-tackle-tricky-questions/) - "One must be honest in admitting mistakes; at the same time, one must be smart to state what one has learnt and how he or she is going to be different in future." Follow Dr.Raj on twitter @drraj29 Interview is a stage in the selection process, which is critical to cross. After having cleared the
- [Don't work only for money!](https://hrfootprints.com/dont-work-only-for-money/) - "To learn how to enjoy work, we must ask ourselves a deeper question why do we work." Follow Dr.Raj on twitter @drraj29 Do we want to spend one-third of our life in sadness, despair, misery and frustration? If the answer is an obvious no, then we need to find ways of making our work a
- [Gearing Up For Placement Season](https://hrfootprints.com/gearing-up-for-placement-season/) - "In many campuses, the format for the resume is standardised, leaving very little scope to be creative. Within the limitations, you can still make effort to differentiate yourself. You need to choose what to write in the limited space that will help you present your image better" Soon it is going to be placement season
- [Top 6 characteristics that bind a team together](https://hrfootprints.com/top-6-characteristics-that-bind-a-team-together/) - From our previous discussions, we understand that, when teams fail to become high performing teams, the work environment will be vitiated, focus will be narrowed to one’s own work irrespective of whether the end goal is achieved or not. Members tend to disown accountability and may resort to blame game, throwing allegations at each other.
- [Which leader brings the best out of you?](https://hrfootprints.com/leader-brings-best/) - In our previous post, we discussed about Ranjan Mitra, a very cordial, articulate and competent professional who is facing a trouble since the time new manager Mohan joined the organization. Ranjan is struggling to cope up with Mohan's style of working. In this process, as a self check, he looked back at his career and
- [Five Derailers to Watch Out](https://hrfootprints.com/five-derailers-to-watch-out/) - Young professionals with good education, sharp intellect and job related competencies with abundant talent sometimes get derailed in early stage of their careers. They do set their careers on the success tracks initially. However, they fail to sustain the same. The reason for their derailment is not their incompetence on the job; it is indeed
- [Image makeover for increased productivity at work](https://hrfootprints.com/image-makeover-increased-productivity-work/) - In our previous blog, we have discussed about two professionals Mini and Ravindra who were wondering what others think of them at workplace. When seen keenly, knowingly or unknowingly, both have created an image at the workplace. Many of us may face this situation and we may not even realize. What contributes to such image
- [Reasons for Rejection](https://hrfootprints.com/reasons-rejection/) - Many of us have had o face rejection at different interviews at different stages of our career. Well, here we will explore the same with a few examples. Latha has been eagerly waiting to hear from the company that she applied for. It has been more than two weeks and there is no reply. She
- [Understanding the reasons for rejection](https://hrfootprints.com/understanding-reasons-rejection/) - In our previous blog, we understood three stages where an interviewee will face rejection. Let us understand the likely reasons for rejection at each of these stages. Reasons for rejecting the resume: Your resume may not be meeting even the minimum specifications of the job requirement. These requirements are mostly seen as mandatory; any CV that
- [Knowledge Vs Communication skills](https://hrfootprints.com/knowledge-vs-communication-skills/) - In this article, we look at a perfect example to emphasize the importance of communication skills as against good knowledge and performance in academics. Many years ago, I interviewed Ramana Rao for a position. Ramana Rao scored good marks in his M.Sc. and applied for a job in a pharmaceutical company. He was shortlisted and
- [Don’t expect your colleagues to be like you!](https://hrfootprints.com/dont-expect-your-colleagues-to-be-like-you/) - Of late, Rukmini has been getting frustrated at work. She feels that things are not moving as much as she wants; it is getting increasingly difficult to get any cooperation from colleagues within and outside her department. She made several attempts in recent times, but all in vain. Being a passionate individual, Rukmini gets restless
- [Appreciating Diversity!](https://hrfootprints.com/appreciating-diversity/) - In the last post, we discussed about two individuals Rukmini and Suresh who are facing tough time in getting through others. Lets discuss about the solution to their problems. Why are they not able to get through others? They both continue to wonder why others are not like them! It is true that they both
- [How to take feedback from your seniors?](https://hrfootprints.com/how-to-take-feedback-from-your-seniors/) - Below are different approaches for receiving feedback from the manager during the review session. Evaluate for yourself which one is the right way. Let us take a close look at three youngsters who work for a multinational corporation (MNC). The MNC has presence across the globe including India. They consider January to December as a
- [How to get the best of feedback sessions](https://hrfootprints.com/how-to-get-the-best-of-feedback-sessions/) - Below are different ways to approach your reporting manager to get him to give you an honest feedback, thereby helping yourself to improve your performance at work. In the earlier article, we saw how three youngsters approached their feedback sessions (refer to the article published on 2014/03/08) with their managers. While there is no one
- [Negative remarks lead to mental disturbance](https://hrfootprints.com/negative-remarks-lead-mental-disturbance/) - In our previous blog, we came across John, a manager who manages team of six members, and reports to Shwetha. John is a terrific communicator, an elegant and confident professional. From a distance, all is well for John but in reality he is facing a two-fold problem both from his superior and his senior most
- [5 Critical Career Perspectives ](https://hrfootprints.com/5-critical-career-perspectives/) - Here I am, sharing five critical perspectives towards career. These are as much of my personal experiences as that of several others that I interacted with. 1. Job Vs Career: Let’s get this right upfront - if you are looking to make a career, one must be there for a long haul. It is not just
- [How not to quit a job!](https://hrfootprints.com/how-not-to-quit-a-job/) - Most of us discuss, plan and exercise caution while joining a company. We check out the job profile, we inquire about the work culture; we benchmark the salary and other perks before giving our nod to join a company. Further, we also ask for time to join and seek help to settle down. All this
- [Manage yourself to manage time](https://hrfootprints.com/manage-yourself-to-manage-time/) - This article was published in: HR Mirror, Hans India. Follow Dr. Raj on Twitter @drraj29 The other day I had an interesting request over a phone call. It was from Raghav, a 35-year old mid-level manager in a growing company. As he started speaking to me, he had a slight hesitation in his voice. Raghav said, “Ideally, I
- [Beyond just Time Management!](https://hrfootprints.com/beyond-just-time-management/) - In our previous blog, we met Raghav, who is looking for a time management course. Like many of us , Raghav is also facing a challenge of doing many things but not finding time. The key question is: Does this really solve the problem? Let us look at some of the key reasons why we
- [Do you feel small when you see someone better than you?](https://hrfootprints.com/do-you-feel-small-when-you-see-someone-better-than-you/) - In our professional career, we often come across people who are better than us in some aspects. They may be better presenters, they are more knowledgeable, they may be more aggressive, they are better in building relationships or they may be better in achieving results. When you come across such people, how do you feel?
- [Why Team Work?](https://hrfootprints.com/why-team-work/) - There is no single organization that does not like to see excellent team working and there is no single leader who does not strive to create spirited teams. Why is it so? What are the specific benefits that accrue from team work? What are the expected characteristics of high performing teams? And how practical is
- [What makes high performing team?](https://hrfootprints.com/what-makes-high-performing-team/) - In our previous blog we have discussed about the fact why leaders and organizations put emphasis on teamwork. But how can we define a High Performing Team? What makes a team High Performing Team? What makes Teams High Performing Teams: There are many authors who formally define High Performing Team (HPTs) in HR literature. From
- [Happy Team is a High Performing Team](https://hrfootprints.com/happy-team-is-a-high-performing-team/) - In our previous blog, we have discussed about what High Performing Teams are and their general characteristics. How does a High Performing Team work in an organization? How can each member of the team give a meaningful contribution? Teams become high performing teams when members come together with a unified goal, clarity of roles and
- [It is hard to fully own your career choices!](https://hrfootprints.com/hard-fully-career-choices-2/) - It sometimes astonishes me how much say others have in our lives and careers. Others are curious about the choices we make as a child, as a teenager, as an adult as well as aged person. Others want to influence our decisions, comment about our decisions, and comment about our career choices and at times
- [It is hard to own your career choices...but not difficult!](https://hrfootprints.com/hard-fully-career-choices-difficult/) - In our last blog we discussed about how different people influence our lives and our career choices and decisions. In this context, we have stated an example where a lady wants her daughter to study CA as her career, just to align with the family pattern even though her daughter is interested in engineering. Similarly,
- [The temptation of assumptions](https://hrfootprints.com/temptation-assumptions/) - One fine morning, I was supposed to go for a meeting at 9:30 AM. I started from my place very early and reached exactly by 9:30, only to get terrified by knowing that I reached a wrong place! That day I was late to the meeting by nearly 30 minutes and it was the most
- [Managing Career Breaks](https://hrfootprints.com/managing-career-breaks-2/) - Managing break in career can be fairly simple process for some, while it can turn out to be a nightmare for others. The important factors that decide the complexity of the breaks in career include: the reason for the break, what to do during the break and how one should rebuild career. What could be
- [What derails people despite their talent?](https://hrfootprints.com/derails-people-despite-talent/) - In this article we will use an example to see how and what derails people despite their talent. Rahul is extremely talented in his domain. He has the knack of driving marketing campaigns and he is very creative as well. He is very ambitious and restless to achieve bigger success. His pace of work is
- [Five factors for talented people to think!](https://hrfootprints.com/five-factors-talented-people-think/) - In our previous blog we came across Rahul, an extremely talented and enthusiastic young employee. Despite of all these qualities, he had to face an unpleasant feedback from his manager. What actually hampered Rahul’s performance? I like to highlight here particularly five factors that talented people must keep in mind. My success is a factor
- [What image are you creating for yourself at workplace?](https://hrfootprints.com/image-creating-workplace/) - Visualize this scenario. An official meeting with all the department members was under progress. The head of the department proposed a new initiative, which requires some additional effort from the members. After explaining the details of the initiative, he openly asked, “Who would like to volunteer to drive this initiative?” Even before any individual opted,
- [What is your attitude towards learning?](https://hrfootprints.com/attitude-towards-learning/) - On a few occasions, at the start of a training and learning workshop, I heard some very interesting comments from the participants which made me ponder over our attitude towards learning. Several years ago, I remember asking the participants a question (which was a wrong question to ask, as I realized later) – “why are
- [The ‘why’ of learning](https://hrfootprints.com/learning/) - Several organizations allocate large sums of money towards employee learning initiatives. I noticed a pattern of higher resistance or indifference to learn when there are more choices of learning. Somehow an attitude prevails as if they are mandated to attend irrespective of their personal motivation to learn. Interestingly, where there are not many learning programs,
- [Importance of Communication Skills](https://hrfootprints.com/importance-of-communication-skills/) - In our previous blog, we came across Ramana Rao who came from a lower middle class family, with excellent record in academics. Even with his excellent academic record he was not selected in the interview. The question posed by him made me to think a loud. "Can't my academic record help me in squiring a
- [‘Step Back – Lead Smart’](https://hrfootprints.com/step-back-lead-smart/) - Leaders are often expected to set an example by doing great work themselves and inspire the team to work well. We generally call this as 'Leading from the front'. But with so much discussion around how companies want to scale up with high performing teams, the expectations from a leader have changed and it is
- [Sourcing without Borders](https://hrfootprints.com/sourcing-without-borders/) - Weren't things simpler and easier in sourcing, before the Covid-19 pandemic? Maybe. But it was even never that simple to find and source the right talent with the restrictions of locations, work timings, and many more. The pandemic and work from home have enabled us to break the barriers and find the right talent across
- [Bridging the Gap: How Short-Term Staffing Transformed into Long-Term Success](https://hrfootprints.com/bridging-the-gap-success-story/) - At StaffOn Services, we're not just about resolving staffing challenges – we're about creating success narratives. Today, we're thrilled to share a story that..
- [Temporary Staffing vs. Permanent Hiring: The Dilemma of Staffing Choices](https://hrfootprints.com/temporary-staffing-vs-permanent-hiring/) - In the ever-evolving realm of business, the question of whether to hire permanent employees or embrace the adaptability of temporary staffing solutions has become increasingly pertinent. Each avenue comes with its own set of merits and factors to consider. In this article, we'll delve into the intricacies of this decision-making process, guiding you to recognize
- [Avoid Desperate Hiring Syndrome, rushed hiring decisions can lead to long-term costs](https://hrfootprints.com/avoid-desperate-hiring-syndrome-rushed-hiring-decisions-can-lead-to-long-term-costs/) - These days, organizations often face immense pressure to fill vacant positions quickly. This urgency can lead to Desperate Hiring Syndrome (DHS) — hiring out of desperation rather than strategy. While it may solve immediate problems, the long-term consequences of rushed recruitment can be costly. What is Desperate Hiring Syndrome? DHS occurs when companies prioritize speed
- [On Becoming A People Manager](https://hrfootprints.com/on-becoming-a-people-manager/) - To become a people manager, the first step is to check if you wish to be one. This pause and reflection is critical which will avoid you becoming a ‘reluctant’ people manager. Once you cross the first step, we recommend two more steps. All the three steps are detailed below. 1. How to know if
- [In-sourcing HR Expertise - Success Story](https://hrfootprints.com/in-sourcing-hr-expertise-success-story/) - HR Footprints has successfully executed yet another BOT (Build - Operate - Transfer) assignment for a medium sized organization in India. This organization is headquartered in Europe and is having global presence including India. What started as a 6-month assignment continued for about 2 years with intense engagement in strengthening the HR system. Why did
- [The Importance of Performance and Goal Setting in Organizations](https://hrfootprints.com/the-importance-of-performance-and-goal-setting-in-organizations/) - The Problem: Lack of Clear Goals and Performance Metrics In many organizations, employees often struggle with a lack of clear goals and performance metrics. This ambiguity can lead to confusion, decreased motivation, and a misalignment of efforts across the team. Without defined objectives, employees may find it challenging to prioritize tasks effectively, resulting in wasted
- [Together we learn!](https://hrfootprints.com/together-learn/) - After a long and busy week, all of us will be waiting for a refreshing weekend! isn't it? At HR Footprints, we learn together as a team, and believe in the fact that “a team that learns together stays together”. While this has been our principle from the day we started our journey, to make our
- [Reflecting on our August Experiences @LQube, HR Footprints](https://hrfootprints.com/reflecting-on-our-august-experiences-lqube-hrfootprints/) - As people associated with behavioral and leadership training domain, no two days are the same for us. Thanks for the kind of work we do; we never feel any monotony at work. The work is forever new as projects keep on changing; there is excitement and challenges that we need to overcome on a daily
- [Take Charge of Your Career](https://hrfootprints.com/take-charge-of-your-career-2/) - - More Questions Answered A webinar titled “Take Charge of Your Career” was delivered by Dr raj, CEO of HR Footprints recently. We had excellent participation during the webinar chat and many points were deliberated. From the discussion, a few key questions are picked up for more elaboration in these blogs. If you further require
- [6 Steps to Make Your Learning Resolutions Work](https://hrfootprints.com/6-steps-to-make-your-learning-resolutions-work/) - Happy New Year Folks. Hope you receive in abundance from the universe and reciprocate the same. First of all, congratulation to you for wanting to start this year on a positive note. Whatever your resolution may be either to keep up your reading habits, lose weight, cook more often, enroll for a course or just
- [5 trends/actions for Leaders to get the ball rolling in 2021.](https://hrfootprints.com/5-trends-actions-for-leaders-to-get-the-ball-rolling-in-2021/) - The word “Disruption” was a buzzword in the business circle for the past several years… but the world was truly disrupted during the COVID -19 outbreak in early 2020. This disruption put almost all the companies to think and act on a fast-track mode as to how they would function in the so called “New
- [Behavioral Training for Managers/ Supervisors is not an option but the need of the hour -Part 1](https://hrfootprints.com/behavioral-training-for-managers-supervisors-is-not-an-option-but-the-need-of-the-hour-part-1/) - Did you know that the most important transition in business is the move from an employee to a managerial role and research says that most managers feel they need management training when they become “first time managers”. Hello and Hi to all the readers… our blog today is to present the positive outlook of how
- [Behavioral Training for Managers/ Supervisors is not an option but the need of the hour- Part 2](https://hrfootprints.com/behavioral-training-for-managers-supervisors-is-not-an-option-but-the-need-of-the-hour-part-2/) - Continuing to the first part of the blog, let us discuss the next three key aspects. ROI of such an Initiative Often companies complain of talent shortage, lack of skilled resources, cost of selecting – hiring, and onboarding a resource. All this can be significantly saved if you train the resource for the right skill
- [5 Myths of Communication](https://hrfootprints.com/5-myths-of-communication/) - The ability to communicate effectively is perhaps the most important of all life skills. It is never too late to work on one’s communication skills and by doing so, one may find how the quality of life can improve tremendously! Just as we embark upon the journey of communication excellence, it is important that we
- [Promote leaders with right competence. But how?](https://hrfootprints.com/promote-leaders-with-right-competence-but-how/) - Every role requires certain competencies to deliver excellent performance. With success at one role, every true professional wishes to get promoted, grow in the hierarchy and shoulder bigger responsibilities. While it is a usual human aspiration, it is important note that success at one level will not guarantee success at the higher level because at
- [How to Greet a Stranger with Authenticity and Grace](https://hrfootprints.com/greet-a-stranger/) - Have you ever found yourself in a situation where you wanted to initiate a conversation with a stranger but were not sure how to go about it? Perhaps you're at a networking event, waiting in line, informal social gathering or traveling with unknown co-passengers. Whatever the scenario, it will be daunting to reach out to
- [What exactly is HR Business Partner?](https://hrfootprints.com/exactly-hr-business-partner/) - Many resumes these days of HR professionals have at least one mention of HR Business Partner; they term it as HRBP. I recently had a chance to interview a fairly senior HR person over the phone and he too mentioned his present role as HR Business Partner. I then asked him the following questions: ->
- [Opportunities For HRBP To Add Value](https://hrfootprints.com/exactly-hr-business-partner-ctd/) - In our previous blogs we have discussed about the structure of HR function and the role of HRBP. Let us look at the specific opportunities for HRBP to add value in organization. Specific Opportunities for HRBP to Add Value: There are many areas of business, which can benefit from the expertise of HRBP. Some of
- [How HR outsourcing can add value to growing organizations?](https://hrfootprints.com/how-hr-outsourcing-can-add-value-to-growing-organizations/) - In my experience of over two decades in this domain of HR, I came across many promoters who wish to scale up businesses (INR 100 – 500 crore) and who see HR as a subtle, yet powerful medium to ready the organization for growth. You need to align HR with the business to ensure that
- [7-Parameters for Building Performance-Oriented Organizations](https://hrfootprints.com/7-parameters-for-building-performance-oriented-organizations/) - As a strategic HR partner, we are about to complete two performance cycles using a performance management system that we designed and implemented at one of our manufacturing clients in 2019. From a stage of people's reluctance to the process to voluntarily asking us when are we initiating the goal-setting process, has been yet another
- [101 HR Problems - 1](https://hrfootprints.com/101-hr-problems-1/) - "Dr George is a very well known leader in the industry and the organization is keen to hire him as the Business Head. If he accepts the invitation to join, he will certainly make a tremendous difference to the business through his contacts and ability to drive growth globally. However, Dr George offers a conditional
- [Why Competency Assessments Are Important As Your Organization Grows? Part -1](https://hrfootprints.com/competency-assessment-importance/) - Competency assessment is an important tool for organizations to ensure that their employees have the necessary skills, knowledge, and abilities to perform their jobs effectively. It is a process of assessing an employee's current skills and determining what additional training or development they need to improve their job performance. Due to the ever-changing job market
- [Ensuring a Safe Workplace: Why Startups Need a POSH Policy](https://hrfootprints.com/posh-policy/) - In the fast-paced world of startups, where innovation and growth are top priorities along with efficient deployment of funds, the bandwidth of the start-up team may not be enough to focus on other aspects that are essential for an organization. However, amidst the hustle and bustle of building the next big thing, it's crucial not
- [Case Study: Organizational transformation at a Fast-Growing Food Retail Chain](https://hrfootprints.com/case-study-food-retail-chain/) - Client Background A rapidly expanding food retail chain headquartered in Hyderabad, with numerous outlets across India, approached HR Footprints to address a critical challenge. Although the company's promoters had set ambitious growth plans to become the nation’s largest in its segment, there were some hurdles in effectively communicating this vision and translating it into actionable
- [Performance Starts with People, Not Software](https://hrfootprints.com/performance-starts-with-people-not-software/) - Performance is a key focus for every organization. While tools and software streamline processes, real results begin with people. Employees are the backbone of any business, and their skills, accountability, and engagement determine how far the organization can go. People-Driven PerformanceA software system can help monitor progress, track KPIs, or automate reports, but it cannot
- [What Are the Key Differences Between HR Outsourcing and In-House HR Management?](https://hrfootprints.com/what-are-the-key-differences-between-hr-outsourcing-and-in-house-hr-management/) - Organizations are continuously exploring ways to optimize their operations. One critical area that often comes under scrutiny is Human Resources (HR). Businesses must decide whether to manage HR functions in-house or outsource them to an external Human Resource Outsourcing (HRO) provider. Understanding the key differences between HR outsourcing and in-house HR management can help companies
- [From 150 to 500+ crores: Organization Transformation with HR Footprints](https://hrfootprints.com/from-150-to-500-crores-organization-transformation-with-hr-footprints/) - Problem A reputed industrial equipment manufacturing company based in Delhi & NCR, with a turnover of about 180 crore, encountered significant challenges in sustaining growth despite its established market presence. The organization grappled with inefficiencies in its HR processes, leading to high employee turnover, and the absence of a structured talent management framework. The HR
- [Organizational Diagnosis for a Specialty Chemicals Manufacturer](https://hrfootprints.com/organizational-diagnosis-for-a-specialty-chemicals-manufacturer/) - A Legacy in Transition: Initiating Change for Growth In the specialty chemicals sector, a manufacturing company with over 40 years of experience approached HR Footprints. The company had recently undergone a change in ownership. As it aimed for new growth objectives, aligning its HR practices became crucial. However, fostering a cohesive and accountable work culture
- [Loyalty or Competence: Which is more important for organizations?](https://hrfootprints.com/loyalty-or-competence-which-is-more-important-for-organizations/) - For most of the organizations - especially family-run and entrepreneur-led organizations, there is always a dilemma: loyalty or competence? Both are important qualities for organizations, and given a choice every business owner and leader like to have teams with both these qualities. In case of a practical scenario where both qualities are NOT prevalent together,
- [Statements that can harm your image](https://hrfootprints.com/statements-that-can-harm-your-image/) - Have you realized how we adopt some ‘standard’ statements as a part of our day-to-day communication at workplace? Try and notice how such frequently used statements build and project your personality at workplace. Do you believe that such projection can have positive as well as negative impact on your image in the eyes of those
- [Take Charge Of Your Career](https://hrfootprints.com/take-charge-of-your-career/) - A webinar titled “Take Charge of Your Career” was delivered by Dr raj, CEO of HR Footprints recently. We had excellent participation during the webinar chat and many points were deliberated. Webinar Questions - Answered From the discussion, a few key questions are picked up for more elaboration in this blog. If you further require
- [World should have treated me better!](https://hrfootprints.com/world-should-have-treated-me-better-2/) - “During my stint in that organization, I brought in many systems and processes; there was nothing when I joined” – -this conversation goes on endlessly unless one makes a conscious effort to stop it! “I helped them a lot when they were in crisis. Of course, now they have grown big” - -The disappointment is more
- [Stay Relevant or Step Out](https://hrfootprints.com/stay-relevant-or-step-out/) - One of the participants in our recently conducted leadership workshop specifically highlighted the most compelling takeaway - “you will become irrelevant if you don’t develop yourself”. He said that it was a warning bell and a wake-up call to him despite his long years of experience. In this article, let us explore this thought more
- [Perception of others towards you.](https://hrfootprints.com/perception-of-others-towards-you/) - Authenticity at Work: Can 'I Am What I Am' Thrive in a Professional Environment? At the workplace, can one say “I am what I am and I don’t care about what you think of me”? However one wishes to think so, one cannot escape how others perceive. It is a hard truth that perceptions of
- [Why Emotional Intelligence Matters: Coaching to Enhance EQ in Leaders](https://hrfootprints.com/why-emotional-intelligence-matters-coaching-to-enhance-eq-in-leaders/) - The Emotional Intelligence Gap in Leadership In today's complex business environment, technical expertise and strategic acumen are no longer sufficient for effective leadership. Leaders are increasingly required to navigate interpersonal dynamics, manage diverse teams, and foster a positive organizational culture. However, many leaders struggle in these areas due to a lack of emotional intelligence (EQ).
- [First Priority of Second Line Development](https://hrfootprints.com/first-priority-of-second-line-development/) - Leadership is a business imperative. Time and again, we've seen how leadership can make or break organizations and businesses. While the necessity of strong leaders is clear, there's a stark reality in spotting such talent. Even after identifying and onboarding potential leaders, helping them settle in and succeed presents another challenge. Let's assume for a
- [Leadership in Times of Change: Why Adaptability is Key](https://hrfootprints.com/leadership-in-times-of-change-why-adaptability-is-key/) - Change is inevitable in today’s fast-paced world. Whether it's technological advancements, shifts in market dynamics, or unexpected global events, leaders are constantly faced with new challenges. In such uncertain times, one skill stands out as essential: adaptability. What Does It Mean to Be Adaptable? Adaptability in leadership means being flexible and open to change. It’s
- [HR Process Outsourcing For Organization's Growth & Development](https://hrfootprints.com/hr-process-outsourcing-for-organization-growth-development/) - A 400 cr pharma company aspiring to grow multi-fold was unsuccessful in strengthening its HR processes. They opted for HR Process Outsourcing and partnered with HR Footprints in the organization transformation process. HR Footprints is about to complete 5 years with this organization and have created all the HR Systems, Policies and Processes and also
- [Humanizing Recruitment: People at the Heart of an AI-Driven World](https://hrfootprints.com/humanizing-recruitment-people-at-the-heart-of-an-ai-driven-world/) - As technology continues to advance, artificial intelligence (AI) is revolutionizing the recruitment landscape. From screening resumes to scheduling interviews, AI is streamlining processes and increasing efficiency like never before. While these advancements significantly enhance efficiency and productivity, they cannot replace the vital human touch in talent acquisition. The ability to connect on a personal level,
- [Engagement is much more than one outing and one grand lunch!](https://hrfootprints.com/employee-engagement/) - Two hundred people….one day outing…a place not seen by many before….HR and facilities teams get busy planning the complex logistics… organizing committee visits the place to discuss and taste the menu for breakfast, lunch, snacks and so on. When two hundred becomes four hundred people, the effort becomes even more enormous and expensive; of course,
- [Criticality of People Management: For Organizations and For Individual Careers](https://hrfootprints.com/criticality-of-people-management/) - For more than a decade, we have been working with various clients – small & medium sized to large multinational companies. While there are a variety of HR needs that emanate out of business environment, we find one common need across – the need for people management and more savvy people managers! As the organizations
- ["I am a techie; is people management for me?"](https://hrfootprints.com/is-people-management-for-techies/) - Let us admit first - technical skills are essential to start a career. A young professional is hired by organizations to perform a set of tasks as per the standard operating procedures using the technical expertise. We can see this across industries – IT, pharma, engineering, BPO and so on. As one grows, the young
- [10 Tips for People Managers to Engage Their Team Better](https://hrfootprints.com/10-tips-for-people-managers-to-engage-their-team-better/) - When you see some teams, you can feel the energy. Some teams are too quiet and indifferent. Some teams demonstrate dropped shoulders. As a people manager, it is your responsibility to engage your team better. Team energy is critical for high performance. Energy leads to engagement. Who should pump in that energy and who can
- [Growth Through People Management](https://hrfootprints.com/growth-through-people-management/) - Over the years, I have had experience of innumerable conversations with business owners and business managers. Just see a sample of what they shared … “It is always a struggle to find good talent in the market; we have business ideas and plans, but not talent to execute” “It is so difficult to get
- [Mistakes To Avoid In People Management](https://hrfootprints.com/people-management-mistakes/) - People management is a natural responsibility that comes with career growth for many – unless one chooses to go with the technical/specialist path. For some, people management is a natural instinct. It just flows. For others, it needs learning, awareness and conscious effort. There are many managers who put in the required intent and effort
- [So, you want leadership development?  Expect more first!](https://hrfootprints.com/so-you-want-leadership-development-expect-more-first/) - We worked with several organizations for over a decade now. We helped them in various aspects of people management, leadership development and organizational development. In doing so, we always remained aligned with business and growth. From all these hands-on experience, we gained some deep insights. One of such insights is related to leadership development. Every organization
- [Accountability – An individual trait or a cultural mandate?](https://hrfootprints.com/accountability-an-individual-trait-or-a-cultural-mandate/) - Multiple studies over the years have shown that accountability has a strong impact on organisational performance. Understandably, most organisations are therefore, striving towards increasing the level of accountability in their employees. We talked to a few MDs, CEOs and HR Heads to understand their thoughts on accountability and what they were doing to increase the
- [Accountable by design - Consequence Driven Accountability](https://hrfootprints.com/accountable-by-design-consequence-driven/) - It’s well known in the professional world that accountability is extremely important for success. The question is whether to build accountability at an individual level or an organizational one? We’ve worked with HR Heads who want to identify their least accountable employees and put them through rigorous training programs. We’ve also worked with HR Heads
- [Accountable by Design – Process Driven Accountability](https://hrfootprints.com/accountable-by-design-process-driven/) - Last week, we talked about the importance of creating organisations that are accountable by design – organisations that, by their very functioning, ensure that their employees demonstrate accountability. Our research highlighted 5 core drivers that are crucial in building accountability. In our last article, we discussed the first of these 5 drivers – consequences. We
- [What do job seekers look for in their prospective workplace?](https://hrfootprints.com/what-do-job-seekers-look-for-in-their-prospective-workplace/) - The market today is changing. There was once a time that the market was driven by employers and job givers but the tables seem to have turned now. The job seekers drive the market and like all employers would have, they too come up with their list of prerequisites and expectations before they take up
- [That Scary Thing Called Change](https://hrfootprints.com/that-scary-thing-called-change/) - We’ve heard it a million times – change is the only constant. We try our best to train our minds to be okay with change, but it just doesn’t happen. Sometimes, it feels like the human mind isn’t programmed to handle change – no matter how positive it may be. An organisation that had just
- [What is Leadership?](https://hrfootprints.com/what-is-leadership/) - We have come across the term leadership so many times in our lives. We have seen and witnessed so many examples in history, and in present times as well. So, what is leadership ? What is leadership all about ? Let me start with a disclaimer - The following conversations were not made up, just
- [Executive Search!! – Is it not recruitment?](https://hrfootprints.com/executive-search-is-it-not-recruitment/) - Generally, Recruitment and Executive Search are treated as same, while they both have a significant difference in the approach. Recruitment is identifying a pool of active candidates looking for a job change. Executive Search is identifying passive candidates and create an interest to change based on the opportunity. Let’s look at some key differences between
- [HR Footprints' 9 steps towards Executive Search](https://hrfootprints.com/hr-footprints-9-steps-towards-executive-search/) - Executive search is a specialized recruitment service used to source candidates for Senior and Top Management Positions by tapping passive candidates. In our previous blog, we have explained about the difference between Recruitment and Executive search. This blog will help you understand the steps involved in Executive Search process. Research about client Organization: While getting
- [Successfully completed the first module of session on "Team Synergy"!](https://hrfootprints.com/successfully-completed-the-first-module-of-session-on-team-synergy/) - We have successfully completed three batches of the session with the theme “Team Synergy" for one of our MNC client at various locations. There was a quality mix of insightful group discussions, energetic activities, and participant’s personal reflections. At the end, all our participants stepped out with tremendous amount of learning and satisfaction. We are gearing
- [Who are you including in your inner-circle?](https://hrfootprints.com/who-are-you-including-in-your-inner-circle/) - This question is relevant in general to everyone; and in particular, more relevant for a leader. Why is it relevant to everyone? You are influenced quite a bit by the people that you frequently interact with. Your thoughts, attitudes and general outlook will be shaped by the interactions that we have with those who are
- [Participated in session on “Unlocking Vision for Women” by NHRD](https://hrfootprints.com/participated-in-session-on-unlocking-vision-for-women-by-nhrd/) - NHRD has organized an event on the occasion of women's day on the theme "Unlocking Vision for Women". The event has been conceptualized to draw participation from the panelists as well as the audience in a creative and evocative way. The use of a Theatre Workshop to build the ability to express and voice feelings
- [Successfully completed training assignment on "Team Synergy"](https://hrfootprints.com/successfully-completed-training-assignment-on-team-synergy/) - We are happy to announce that we have successfully completed training assignment on “Team Synergy” with one of our MNC clients. The sessions were at various locations. During the whole assignment, there has been a lot of learning. There were many insightful thoughts. The session was divided into multiple modules and had a mix of
- [What does HR really do? - HR Functions](https://hrfootprints.com/what-does-hr-do-functions/) - If you are someone from the HR fraternity facing this question, in all likelihood you will answer it in the most expected way. That is to elucidate the various functions of the HR department. Let us briefly understand some of the most crucial functions of HR. Talent Sourcing: It is hitherto known as "recruitment" and
- [Develop The Ability To Let-Go](https://hrfootprints.com/develop-the-ability-to-let-go/) - There once was a happy monkey wandering the jungle, eating delicious fruit when hungry, and resting when tired. One day he came upon a house, where he saw a bowl of the most beautiful apples. He took one in each hand and ran back into the forest. He sniffed the apples and smelled nothing. He
- [Are you aligning your CFT?](https://hrfootprints.com/are-you-aligning-your-cft/) - As a leader, how often have you witnessed the ball being thrown at each other in your meetings? Have you been in a situation where the failure of one department is attributed to lack of support from the other department? Have you noticed some of your team members getting frustrated due to the bottlenecks with
- [Do you know – your employees may be shielding your inefficiencies!](https://hrfootprints.com/do-you-know-your-employees-may-be-shielding-your-inefficiencies/) - Let me narrate an interesting incident that happened recently. I was staying in a moderate hotel; one of the days during my stay, there was a problem with the television; when I wanted to call, the intercom was not working; I then wanted to make some coffee, there was a problem with the kettle and
- [Completed fourth batch of Leadership Workshop for a Pharma client!](https://hrfootprints.com/completed-fourth-batch-of-leadership-workshop-for-a-pharma-client/) - We are glad to say that we have successfully completed the fourth batch of Leadership training workshop "LEAP" for one of our pharma client. The workshop that covered different aspects of leadership like motivation, delegation, coaching etc helped our participants to bring out the true leader in them. "I have got a lot of insights
- [Do leadership development programs work?](https://hrfootprints.com/do-leadership-development-programs-work/) - Annually so many millions are spent on leadership training; various learning initiatives are designed and rolled out hoping that leaders develop; do they really work? Can become leaders through such leadership development programs and learning initiatives? Detailed research has been going on to measure the training effectiveness and to track the ROI from leadership development
- [Want to develop your people? Here are the 7 tips to do it better!](https://hrfootprints.com/want-to-develop-your-people-here-are-the-7-tips-to-do-it-better/) - Developing team members is one of the primary responsibilities of managers. Different managers do it in different ways. To develop your people more effectively, follow these tips: 1. Firstly, ask yourself – do you genuinely want to develop your people? Doing it as a compulsion of your job is unlikely to give you best results.
- [Four communication mistakes to avoid](https://hrfootprints.com/four-communication-mistakes-to-avoid/) - We come across quite a few scenes in the movies, which tickle our funny bone. We enjoy when a character acts silly and gets ridiculed on the screen. We have some nice time and walk out of theatre feeling relaxed. But have we seen ourselves in such a scenario where possibly others are laughing at
- [7-Tips for People Development](https://hrfootprints.com/7-tips-for-people-development/) - During the growth journey, a stage comes in career where you need to go through a transition period. Most important transition is when you move from being an individual contributor to becoming a manager of a team. While there are many newly added responsibilities, developing team members is one of the most important responsibilities of
- [Then why worry?](https://hrfootprints.com/then-why-worry/) - Every one of us will be having a reason to get worried every day. It is a natural emotion that every human faces. Sometimes a healthy worry for certain things is good as this increases our keen eye towards details. But, beware! If this worry is becoming too intense and too frequent, it becomes unhealthy
- [HR Lessons From Recent Political Happenings](https://hrfootprints.com/hr-lessons-recent-political-happenings/) - In our previous blogs, we have been discussing about the HR lessons from recent political happenings. Today let us look at some more interesting pointers. Collaborate with your adversaries: When you are faced with humongous task of nation building, it is important for a leader to shed the prejudices and take initiative to build relationships
- [360-Degree Feedback for Professional Development](https://hrfootprints.com/360-degree-feedback-for-professional-development/) - Peter Maxwell Davies, an English composer and conductor says, "if you don’t get feedback from your performers and your audience, you’re going to be working in a vacuum". This statement is pretty much applicable to the corporate world as well. Timely feedback is the key to be a perfectionist. Feedback has been the traditional method
- [Give Her The Power Of Choice](https://hrfootprints.com/give-her-the-power-of-choice/) - Give her the power of choice - that day is women's day! Over the years, I have seen, interacted and worked with many bright, young, talented girls. As students, they were studious; smart; quick learners; good communicators; courageous to stand up and ask questions. During the group discussions, they give a terrific fight to the
- [Remembering the Mahatma Through a Special Book](https://hrfootprints.com/remembering-the-mahatma-through-a-special-book/) - Mahatma Gandhi forever remains as our inspiration. Remembering Mahatma as our leader gives us a sense of pride as a nation. His gospel of non-violence lead us to our freedom in 1947. Often referred to as the 'father of the nation' Gandhiji was the embodiment of calm and character. A true leader in every sense.
- [Intellect vs Impulse](https://hrfootprints.com/intellect-vs-impulse/) - I have had an interesting dialogue about a common topic with Ram today. I say ‘interesting’ because it was a very deep conversation, which we may not engage into very often. I also say ‘common’ because it is a theme that many of us experience. Intellect vs Impulse is something which we experience almost everyday
- [True failure is not trying hard](https://hrfootprints.com/true-failure-is-not-trying-hard/) - True failure is not trying hard. We may fail while trying , but at least we learn from our mistakes. And the next time we try, we will have a better chance of success. We have to learn to deal with despair, and come back stronger and better than before. Hard work and perseverance is
- [Power balance in organization structuring](https://hrfootprints.com/power-balance-in-organization-structuring/) - Before we understand the need for power balance in organization structuring we must understand the factors that influence the organization structure. We must understand why it is important that the structuring is done right. One of the most critical exercises that organizations carry out is “Structuring”. It is always intriguing to understand the best way
- [A small tribute to all my gurus](https://hrfootprints.com/a-small-tribute-to-all-my-gurus/) - HR Footprints team wishes Happy Teachers Day to all! Contact Us
- [Leap to Next Level Leadership](https://hrfootprints.com/leap-to-next-level-leadership/) - Next level Leadership (NLL) – the prestigious flagship program of HR Footprints Management Services (P) Ltd was organized on Aug 22nd & 23rd 2013 at Taj Deccan, Hyderabad. Cross industry interaction and learning was the key differentiator for this program and had representation from IT, Pharma, BPO, Manufacturing and Financial Services sectors to name a few.
- [Trust: The invisible oxygen in our lives!](https://hrfootprints.com/trust-the-invisible-oxygen-in-our-lives/) - " I compare trust with oxygen which exists in our lives; but we may not be so conscious of its presence! The moment there is a short supply, we feel breathless!" Says Dr. Raj, CEO, HR Footprints. All of us have had our tryst with 'trust'. I may not be wrong in saying that we thought
- [We must talk about trust!](https://hrfootprints.com/we-must-talk-about-trust/) - What is the meaning of trust? In recent times, I have been often hearing the statements such as “don’t trust even your shadow”, “you may believe many, but trust none”, “don’t trust easily, these are not the days for that", and so on. So, we will talk about trust today. Already, our throats are getting dried
- [Virtual HR Functions](https://hrfootprints.com/virtual-hr-functions/) - Off late, virtual HR function is the buzz word that we have been hearing. Large to small organizations are in a path to take up this project of Virtual Human Resource systems, a network – based system built on partnerships and mediated by information technologies in order to be simultaneously strategic, flexible, cost-efficient, and service-oriented.
- [Trust and Relationships](https://hrfootprints.com/trust-and-relationships/) - Continuing the thought about trust, can we reflect how much importance trust carries in our relationships? Can we also think of those relationships that have void of trust? When you have someone that you can trust Most often quoted example of trust in relationship is that of a baby thrown in the air playfully by
- [Why do we need office timings?](https://hrfootprints.com/why-do-we-need-office-timings/) - These are times of flexi-working. All of us wish to have abundant freedom to walk in to work whenever we want. We want to leave whenever we want. In such a scenario, why do we need to have office timings? Freedom comes with responsibility: Before questioning about the sanctity of office timings, ask yourself some
- [How to tackle professional weaknesses?](https://hrfootprints.com/how-to-tackle-professional-weaknesses/) - "Since hiding weakness is a burden, some people resort to declaring it openly. They confidently say `I don't know' or `I am weak in this' and thereby lessen the expectations. But is that the right approach?" Follow Dr. Raj on Twitter @drraj29 It is true that every professional ­ fresher or experienced ­ carries a
- [What are the career options in HR?](https://hrfootprints.com/what-are-the-career-options-in-hr/) - "The irony is that businesses are not able to find many good HR professionals coming from premier institutes. The result is demand supply gap of HR professionals!" Follow Dr. Raj on Twitter @drraj29 Recently, I was talking to the director of a top management institute. We were discussing about various specializations like finance, marketing that students
- [Inspiring Life Lessons from Nelson Mandela](https://hrfootprints.com/inspiring-life-lessons-from-nelson-mandela/) - "Nelson Mandela is the leader who walked the talk and illustrated how one life can change the world!" The icon of leadership, Nelson Mandela (Madiba) inspired the whole world with his vision to end apartheid in South Africa. His effort to bring a peaceful transition to a democratic society was uncompromising. Some inspiring life lessons
- [How to think like a leader?](https://hrfootprints.com/how-to-think-like-a-leader/) - It is often said that if you want to become a leader, first you need to think like a leader. What does that mean? Leaders think about future; they think not about themselves, but about the welfare the team; they think about possibilities; leaders think about making things happen. When I was interacting recently about
- [How did the HR function evolve?](https://hrfootprints.com/how-did-the-hr-function-evolve/) - In an earlier article "What are the Career options in HR?" (Posted on December 11, 2013), we discussed on the fundamental nature of the HR function. We also addressed some important questions on the importance of the HR function as a support to business, pay and growth in HR careers. If the HR function is
- [Look Back, Look Ahead and Execute](https://hrfootprints.com/look-back-look-ahead-and-execute/) - "Before you step out for the New Year’s party, it makes sense to spend half an hour looking back at the year. This is purely a personal exercise and must be done in solitude with all honesty." Follow Dr. Raj on Twitter @drraj29 It is also helpful to key in your reflections on your computer
- [What's trending in HR now?](https://hrfootprints.com/whats-trending-in-hr-now/) - "With the changed profile of gen X and gen Y, HR faced a new challenge of meeting their expectations, which go beyond money alone... They expect freedom, challenge, novelty, hierarchy-less culture and so on" Follow Dr. Raj on Twitter @drraj29 Last week, we discussed how the need for essential Personnel & Administration (P&A) function evolved. In
- [Are you ready to be coached?](https://hrfootprints.com/are-you-ready-to-be-coached/) - "In our experience, there has been ample evidence on the success of coaching engagement wherever openness and commitment were present!" - Dr. Raj Follow Dr. Raj on Twitter @drraj29 Many organizations these days are choosing ‘coaching’ as a vehicle for manager or leader development. They engage a coach – usually a professional from outside – who will
- [Three things that can make New Year resolutions work!](https://hrfootprints.com/three-things-that-can-make-new-year-resolutions-work/) - We have just stepped in to the New Year and the one topic that finds its way into most conversations these days is “New Year Resolutions”!!!. Having been a witness to many such conversations, have had the opportunity to hear some classic quotes over the years: Resolutions are for the irresolute My resolution is to
- [How HR is using Social Media](https://hrfootprints.com/how-hr-is-using-social-media/) - "If you are a potential candidate seeking employment, your profile may be verified on the social media. HR people can check your online activity and attempt to understand your personality." In the last post we discussed on how businesses use Social Media! Moving forward, let's find out how HR folks are using it and what
- [Primer...How Businesses Use Social Media](https://hrfootprints.com/primer-how-businesses-use-social-media/) - You love it or hate it; it is here to stay and gain in strength. That is the power of social media! According to some reports, Indians have third largest presence on internet and it is fast growing. Thanks to the one day subscription schemes, or one-month schemes by the mobile operators, Wi-Fi in cafes
- [Reorienting to Performance-Oriented Organization](https://hrfootprints.com/reorienting-to-performance-oriented-organization/) - In this article, we will discuss the need for transforming to a performance-oriented organization through an example. A dairy manufacturing organization which was essentially rural based with not many HR systems in place felt the need to reorient itself to professionalize and drive performance through structured processes. HR Footprints travelled the breadth and width of
- [Is it fair to perceive those who are poor in English as less competent?](https://hrfootprints.com/is-it-fair-to-perceive-those-who-are-poor-in-english-as-less-competent/) - "The story published by Times of India (dated January 5, 2014) triggered these questions and worth giving a thought which says fluent English speakers earn 34% more than others do." - Dr. Raj Follow Dr. Raj on Twitter @drraj29 Do we actually perceive some one to be less competent if he/she speaks poor English? Is
- [What is competency?](https://hrfootprints.com/what-is-competency/) - "The word `competency' is a lot more technical in HR parlance than mere qualification." You see a job advertisement, you read the required qualifications and experience and think you are suitable for the job and apply! You may be called for an interview. After presenting your technical or functional knowledge, you think you have done
- [Next Level Leadership](https://hrfootprints.com/next-level-leadership/) - Next level Leadership is the prestigious flagship program of HR Footprints Management Services Pvt. Ltd. that was organized in Aug, 2013 at Hyderabad. Cross industry interaction and learning was the key differentiator for this program and had representation from IT, Pharma, BPO, Manufacturing and Financial Services sectors to name a few. Diversity was at its
- [Understanding Competency Framework](https://hrfootprints.com/understanding-competency-framework/) - In the previous post, we understood with an example what is competency and the need of skill, knowledge and attitude to become competent. Lets understand how organizations use competency framework. How do organisations use competency framework? Organisations that use competency based Human Resources practices will have a competency framework (a set of competencies that enable superior performance)
- [HR Audit To Ascertain The Organizational Requirements](https://hrfootprints.com/hr-audit-to-ascertain-the-organizational-requirements/) - A highly reputed corporate hospital planned to grow into the multi-location chain and wanted to prepare itself with the necessary systems and processes to manage the growth from the HR dimension. This called for an HR Audit. To ascertain the specific areas of requirement and to arrive at the well-defined scope of larger engagement, HR
- [Use of psychometric tools in HR](https://hrfootprints.com/use-of-psychometric-tools-in-hr/) - Psychometric tools are not a new concept in HR. We have been listening this word for a pretty long time. These tools help in understanding the individuals’ mental capabilities and behavioral style and also identify the hidden aspects of an individual that are difficult to extract from a face-to-face interaction. But a word of caution
- [Use of Psychometric tests for desired results](https://hrfootprints.com/use-of-psychometric-tests-for-desired-results/) - Most of us pretty well know that psychometric tests are part of modern recruitment best practice and also can be used for retention of talent in an organization. This helps us in understanding the personality/ behavioral traits of an individual. These days 75% of the employers have made this psychometric test mandatory as part of
- [Managerial Effectiveness Program](https://hrfootprints.com/managerial-effectivenss-program-at-agrochemical-company/) - Young, ambitious professionals join organizations as individual contributors and progress their way to the top. They become experts in their field. These professionals who have become experts believe that to progress ahead, they need to be task oriented. They need to become an SME (subject matter expert) in their area of profession. What they ultimately
- [Key parameters considered during the psychometric tests](https://hrfootprints.com/key-parameters-considered-during-the-psychometric-tests/) - In our previous blog posts, we have discussed all about psychometric tests, their uses and benefits along with recent experiences. What are all the key parameters that are to be considered while performing these tests? There is no right or wrong answer for these tests and they have to be done in isolation else the
- [Successfully completed assessment centre for a construction company!](https://hrfootprints.com/successfully-completed-assessment-centre-for-a-construction-company/) - With globalization, the market has become increasingly demanding and competitive. There is a demand for range of goods and services. To survive in this competitive environment, organizations need to align their strategic intent in line with the market requirements. The strategic intent thus shapes the vision and mission of the organization, the structure of the
- [Anyone can be a leader – if you choose to be one!](https://hrfootprints.com/anyone-can-be-a-leader-if-you-choose-to-be-one/) - Firstly, upfront let us state that leadership is not a position; it is action! You can be a leader if you choose to be one! What does it mean to lead? Leadership is the ability to understand the bigger picture, collaborate, influence, share and bring the best of self & others to achieve the goal.
- [Leadership Effectiveness -  Quality of Leader-Follower Relationship](https://hrfootprints.com/leadership-effectiveness-quality-of-leader-follower-relationship/) - It is always known that the leader’s competence has a bearing on the leadership effectiveness in delivering business results. The focus, drive and ability of the leader have a bearing on the overall result.However, at a deeper level, it is interesting to note the impact that a follower can have on a leader’s effectiveness. Yes,
- [Is your boss ruining your career?](https://hrfootprints.com/is-your-boss-ruining-your-career/) - You might have always felt that bosses give good ratings and recommend you for good increments. But at times, bosses can cause great damage to you and your career. So, ask yourself, is your boss ruining your career? By being excessively nice to you: Some bosses are very liberal in allowing you to take frequent
- [Business Excellence Through People Management - Dr.Raj](https://hrfootprints.com/dr-raj-on-business-excellence-through-people-management/) - Dr G Raj, CEO of HR footprints was invited as a guest speaker at the ISO conference 2014 organized Exclusively for Business Owners and Entrepreneurs by ODC Standards Certifications (India) Pvt Ltd., at Taj Banjara, Hyderabad. The theme of the conference was "Achieving Business Excellence". The objective of this well attended event was to provide insights
- [Micromanagement and its side effects](https://hrfootprints.com/micromanagement-and-its-side-effects/) - It is fascinating to come across some managers who take pride in micromanagement. Don’t understand what is micromanagement? Read some of these behaviors and you will understand. A manager wants to see every mail that goes from your mailbox A manager wants to know who you were speaking to when he could not get you
- [Exploring horizons in West Africa](https://hrfootprints.com/exploring-horizons-in-west-africa/) - Dr.Raj and Seshagiri from HR Footprints were invited by a London based international organization operating in the West Africa to support in their building and operating processes of its organizational functions. It was a fabulous visit where they got to understand the cultures, life styles, laws of the land, talent potential, organizational processes, etc. in
- [What is wrong if a leader has an inner-circle?](https://hrfootprints.com/what-is-wrong-if-a-leader-has-an-inner-circle/) - There is a general political connotation for ‘inner-circle’ and ‘outer-circle’ in organizations. Someone who is considered to be in the inner-circle of the leader is perceived as someone who has done some manipulation to become a part of the coterie. But let us admit; as human beings don’t we take a liking towards some
- [Program on "Working in Teams with Synergy!"](https://hrfootprints.com/program-on-working-in-teams-with-synergy/) - HR Footprints Management Services has successfully completed the first batch of training sessions in Hyderabad with one of our esteemed clients. The main focus of our session is "Working in teams with Synergy!". This program that is being facilitated by Dr. Raj, has enormous amount of positive vibes with a great extent of enthusiasm. The
- [A Friend In Need Is A Friend Indeed - a great lesson to learn](https://hrfootprints.com/a-friend-in-need-is-a-friend-indeed-a-great-lesson-to-learn/) - I would want to narrate a rather simple incident, which on the surface might not sound a deed of great goodness or importance, however, when I think back on it, is a very important lesson in friendship and goodwill. However, I have changed the names of the characters in this incident as this is a
- [5 tips to build your resume!](https://hrfootprints.com/5-tips-to-build-your-resume/) - The first step to getting a great job is ‘resume writing’. Make sure it is authentic, reflects who you are and is unique to you. One thing that we need to keep in mind while preparing our resume is “don’t simply write your resume, build it!”. In these days of increasing competition, where there are
- [Goal Setting Workshop For A Leading Footwear Brand](https://hrfootprints.com/successfully-completed-workshop-on-goal-setting-for-one-of-our-manufacturing-client/) - It is one of the greatest responsibilities of the leadership to develop a goal plan which clarifies purpose, strengthens internal processes and challenges the individuals within the organization. Last week, we helped one of our clients (A leading premium footwear brand) in defining performance and devising water tight ‘team and individual goals’ for the current
- [Leadership is Responsibility](https://hrfootprints.com/leadership-is-responsibility/) - During the last few weeks, India has been a happening place. There has been change of governments, emergence of new leaders, impact on the stock markets and to top it all the Indian Premier League! One can read news, watch the television debates and pass time. But a closer look at some of the happenings
- [Qualification and Competence](https://hrfootprints.com/qualification-competence/) - We have recently seen a round of debate on the suitability of a particular person’s credentials to head a ministry. This brings out the point that many HR managers grapple with: should organizations look for qualification or competence? It is true that a qualification is awarded to those who demonstrated certain degree of proficiency in
- [Leadership – What It Is Not!](https://hrfootprints.com/leadership-what-it-is-not/) - Who comes to your mind when we say ‘leader’? Mahatma Gandhi, Nehru, Martin Luther King, Hitler, Obama? To understand leadership we must understand what it is not! Why did they cross your mind? Is it because they made a difference? Had an impact? Mostly yes. From the above two questions we can understand what is
- [Workshop on Relationship Centered Leadership](https://hrfootprints.com/successfully-completed-workshop-relationship-centered-leadership/) - Relationships play a very important role in the organizations. In strong and healthy relationships, people show respect and kindness towards each other. Such relationships form a rewarding bond of trust and support. This support leads to successful fulfillment of project or task. When this flavor of ‘relationship centered culture’ is added in leadership, there is
- [John - A troubled manager](https://hrfootprints.com/john-troubled-manager/) - Here is a case of John who manages a team of six members and reports to Shwetha, the head of IT department. When you spend a few hours with john, you can make out that he is a terrific communicator in terms of vocabulary as well as direction. He also comes across as an elegant
- [Workshop on "Leading for Collaboration" in virtual teams!](https://hrfootprints.com/workshop-leading-collaboration-virtual-teams/) - We have successfully completed a workshop on “Leading for Collaboration” in virtual teams. This workshop was for a top leadership team at one of our IT clients. It was a highly energized session packed with activities, group discussions and self-reflections. In today’s working environment, most of the operations take place virtually. Hence, there is an
- [Dealing with Aggressive team members](https://hrfootprints.com/dealing-aggressive-team-members/) - The protagonist in the case study (published in last two blogs) had two challenges. One, dealing with the caustic relationship with his immediate manager; second, managing his senior most team member. In the earlier article, we discussed some ways of managing self during those unpleasant interactions with the boss. Let us now focus on Mukul,
- [Mistakes That Trainers Commit](https://hrfootprints.com/mistakes-trainers-commit/) - In our previous blog, we discussed how to become a good trainer. We emphasized the need to have passion as the first step. Just for the sake of performing your job or just to earn a living if one takes up training as a profession, I am sure they won’t do justice to their career
- [How to become a good trainer?](https://hrfootprints.com/become-good-trainer/) - Standing in front of a group of participants and delivering training is an exciting experience that many look forward to. They may be desirous of taking up training as a full time career or their existing job may require them to deliver training. In either case, it calls for a certain set of skills to
- [The 5 Essentials For Young Leaders](https://hrfootprints.com/five-essentials-young-leaders-ctd/) - In our previous blog, we discussed about the importance of leading self. If one knows how to lead self, he/she will gain respect and credibility in others eyes, which is fundamental for a leader to grow. Let us discuss the five essentials for young leaders. Realize that ego derails you: By ego, I meant an
- [Five Essentials For Young Leaders](https://hrfootprints.com/five-essentials-young-leaders/) - At the start of the career, one normally begins the journey as an individual contributor. You are responsible for your contribution and you do not have a team to lead. Does it mean to say that there is no leadership involved? No. There is certainly leadership! There are certain characteristics that define young leaders. However,
- [Career Management for Talent Management: A Case Study](https://hrfootprints.com/career-management-talent-management-case-study/) - A global and extremely well-known organization headquartered in Europe with operations in India realized the need to prepare the entire organization towards a structured career management process. HR Footprints Management Services team was invited to conceptualize and design an intervention to address the need. What was the need? The organization operates in the high-tech engineering
- [Competency Assessment - Our Recent Case Study](https://hrfootprints.com/competency-assessment-our-recent-case-study-3/) - What a fabulous experience it has been! Closely watching nearly 347 people taking part in our assessment centers over the last 3 months and how vividly the process throws up data about their competencies….fabulous! What was the business need? We were invited by a large manufacturing organization to recommend a process to understand their people’s
- [Some initiatives never take-off: Why?](https://hrfootprints.com/some-initiatives-never-take-off/) - We have been working with many organizations on various HR initiatives – some are strategic, some are operational; some are focused and some are exploratory. Our experience tells us that strategic initiatives need high degree of internal debate, involvement of multiple stakeholders and a broad consensus at the top to take off and sustain. On
- [Tap the “YOU”](https://hrfootprints.com/tap-the-you/) - The word invention is familiar to all of us. 24*7 every other meeting in corporate rooms centers on it. But is Invention the only ladder for success? Ironically one may feel so hence get stumped? Hang on till I name a few companies who moved from invention to re-invention. Biggies such as IBM, Shell, Wipro
- [6 Common Mistakes In Leadership](https://hrfootprints.com/six-common-mistakes-leadership/) - Ever wonder what mistakes you made as a leader, why your followers do not have faith in you, and what was lacking in your approach. Think no further. Being a leader is no easy job. Here are 6 common mistakes in leadership. 1.Carrying a blind spot: Self-awareness is different from self-confidence. Being self-aware has more
- [Does your performance matter to you?](https://hrfootprints.com/does-your-performance-matter-to-you/) - Organizations and leaders focus so much on performance. They design systems; they organize workshops; give reviews; offer feedback, incentives or disincentives. So much to drive performance because it matters to the organization and business! Key question, however, is: does it matter to the individual? What happens if I perform well? I may be appreciated; rewarded,
- [Does trust come with associated risk?](https://hrfootprints.com/does-trust-come-with-associated-risk/) - When we meet some people, we tend to trust them at first instance. With others, we may take sometime and build our trust. It is always intriguing to see why we trust some and we don’t with others.
- [World should have treated me better!](https://hrfootprints.com/world-should-have-treated-me-better/) - “During my stint in that organization, I brought in many systems and processes; there was nothing when I joined” – this conversation goes on endlessly unless one makes a conscious effort to stop it! “I helped them a lot when they were in crisis. Of course, now they have grown big” - the disappointment is
- [CPM is not just for HR](https://hrfootprints.com/cpm-is-not-just-for-hr/) - Recently, I was writing to some people in my network sharing about our Certified People Manager (CPM) program. It comes with an assessment and if one clears the online assessment, it results in a formal certification as CPM. Of course, if one does not clear in the first go, they can go through our digital
- [Accountability by Design – Leader Driven](https://hrfootprints.com/accountable-by-design-leader-driven/) - In this series so far, we have talked about two of the five drivers of an accountable by design organisation. The first addressed how having the right consequences greatly influences the extent to which employees are motivated to behave accountably. The second touched upon how having the right processes in place. Those that are agile,
- [Accountability by Design – Culture Driven Accountability](https://hrfootprints.com/accountable-by-design-culture-driven/) - So far in this blog series, we have covered how consequences, processes and strong leadership work together to create an accountable by design organisation. In this article, we will talk about the fourth driver – culture. Unlike the previous three drivers that can be governed by the organisation, culture driven accountability is often quite slippery.
- [Communication: The X Factor](https://hrfootprints.com/communication-the-x-factor/) - Poor communication skills adversely impact self-confidence. It will impede relationship building and networking with diverse people. It could also affect your ability to persuade others and get your point across. Lack of communication skills are also seen to be resulting in interpersonal issues. It could also be a reason for not bagging some of the
- [From Good to Great: Enhancing Leadership through 10 Key Development Areas](https://hrfootprints.com/from-goodtogreat/) - Becoming an exceptional leader requires continuous growth and development across various domains. Successful leaders possess a diverse skill set that empowers them to navigate complexities and inspire their teams to achieve greatness.
- [Nurturing Leadership Excellence: A Case Study on Self and Peer Feedback Survey](https://hrfootprints.com/nurturing-leadership-excellence-a-case-study-on-self-and-peer-feedback-survey/) - Introduction: HR Footprints recently undertook a transformative project with a prominent farming company based in the Democratic Republic of Congo. The company sought our expertise to conduct a Self and Peer Feedback Survey aimed at enhancing the effectiveness of the organization's senior leadership team. The company faced the challenge of providing feedback and guidance to
- [Reinsurance Accountant- A successful closure in UAE](https://hrfootprints.com/global-recruitment-a-successful-closure-in-uae/) - In this Case Study we present the UAE client with whom we are associated and worked for more than 4+years in providing our recruitment services Introduction to the Company: Our Client is Abu Dhabi based leading Insurance Company. Our Recruitment Process: Recruitment goes beyond simply filling positions; it's a comprehensive process aimed at placing exceptional
- [Leadership Conversations - A Powerful Process for Culture Building](https://hrfootprints.com/leadership-conversations-a-powerful-process-for-culture-building/) - One of the recent initiatives that we facilitated to support leadership development was a series of structured leadership conversations. These conversations served as a platform for open dialogue between the organization's management and the leaders of different business functions. The main focus of these conversations was to establish and reinforce the organization's expectations while also
- [Knowing - Saying - Doing Gap](https://hrfootprints.com/knowing-saying-doing-gap/) - Our leadership workshops are uniquely designed to help reduce the knowing - saying - doing gap. Because of this, many a time we receive feedback that our workshops were thought-provoking, eye-opening, and reflective. In this short article, we explain this process in some detail. The Knowing - Saying - Doing Gap refers to the disconnect
- [Watch Indian Premier League (IPL) through leadership lens!](https://hrfootprints.com/watch-indian-premier-league-through-leadership-lens/) - Most people in India and many worldwide, love to watch the IPL (Indian Premier League) cricket matches. Watching the game, backing the teams, your favorite players and occasionally getting into friendly betting challenges (not the web of seriously dangerous betting) is all great fun year after year. Some even plan to watch the match live
- [Start Doing…Stop Talking!](https://hrfootprints.com/start-doing-stop-talking/) - Every day when we come out of our clean and tidy homes and travel to our work place, how do we feel when we walk across piles of garbage on the foot path; see people spitting pan on streets? We just feel frustrated and move on. But when we look around in Bangalore streets, we
- [The Human Factor: Prioritizing People in HR Management](https://hrfootprints.com/the-human-factor/) - Recognizing Human Capital as the Cornerstone In the intricate machinery of modern business, one factor stands out as both the cornerstone and the driving force: people. Behind every strategy, every innovation, and every success story, lies the pivotal role of human capital. Recognizing this, the field of Human Resources (HR) management has evolved from a

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- [HR Outsourcing services company in hyderabad](https://hrfootprints.com/hr-outsourcing-services-company-in-hyderabad/) - HR Outsourcing Helps You Foster Your Business Growth By strategizing and executing scalable HR systems and processes Over the last 12 years, our HR Outsourcing interventions helped organizations in India transform their people processes, leading to business growth. We made an impact on 20+ organizations across Pharma, Engineering, Confectionary, Mining, Printing and FMCG industries. HR
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- [HR Advisory](https://hrfootprints.com/hrservices/hr-advisory/) - HR Advisory With our vast experience in HR domain and business understanding across industry segments, we act as HR Advisors in all HR aspects (strategic – tactical – operational) Broad Scope of HR Advisory Guidance in implementation of performance management Audit quality of goals in alignment with the business goals Support in preparing training calendar
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- [ideas](https://hrfootprints.com/tag/ideas/)
- [interface](https://hrfootprints.com/tag/interface/)
- [internship](https://hrfootprints.com/tag/internship-2/)
- [knowledge](https://hrfootprints.com/tag/knowledge/)
- [mature image](https://hrfootprints.com/tag/mature-image/)
- [mentors](https://hrfootprints.com/tag/mentors/)
- [offerings](https://hrfootprints.com/tag/offerings/)
- [proactive](https://hrfootprints.com/tag/proactive/)
- [profile](https://hrfootprints.com/tag/profile/)
- [students](https://hrfootprints.com/tag/students/)
- [successful](https://hrfootprints.com/tag/successful/)
- [analyst](https://hrfootprints.com/tag/analyst/)
- [Baby boomer](https://hrfootprints.com/tag/baby-boomer/)
- [dealing with people](https://hrfootprints.com/tag/dealing-with-people/)
- [dreamed](https://hrfootprints.com/tag/dreamed/)
- [Generation X](https://hrfootprints.com/tag/generation-x/)
- [Generation Y](https://hrfootprints.com/tag/generation-y/)
- [HR Geek](https://hrfootprints.com/tag/hr-geek/)
- [LinkedIn](https://hrfootprints.com/tag/linkedin/)
- [MNC](https://hrfootprints.com/tag/mnc/)
- [opportunities](https://hrfootprints.com/tag/opportunities/)
- [projects](https://hrfootprints.com/tag/projects/)
- [PwC](https://hrfootprints.com/tag/pwc/)
- [Rethinking Work](https://hrfootprints.com/tag/rethinking-work/)
- [smart work](https://hrfootprints.com/tag/smart-work/)
- [team member](https://hrfootprints.com/tag/team-member/)
- [time sheets](https://hrfootprints.com/tag/time-sheets/)
- [Toyota](https://hrfootprints.com/tag/toyota/)
- [Work](https://hrfootprints.com/tag/work/)
- [analyze](https://hrfootprints.com/tag/analyze/)
- [business functions](https://hrfootprints.com/tag/business-functions/)
- [Business process](https://hrfootprints.com/tag/business-process/)
- [concentric power centres](https://hrfootprints.com/tag/concentric-power-centres/)
- [coordination](https://hrfootprints.com/tag/coordination/)
- [Critical success factor](https://hrfootprints.com/tag/critical-success-factor/)
- [customer complaint](https://hrfootprints.com/tag/customer-complaint/)
- [Electric power](https://hrfootprints.com/tag/electric-power/)
- [expectation management](https://hrfootprints.com/tag/expectation-management/)
- [healthy management](https://hrfootprints.com/tag/healthy-management/)
- [integration](https://hrfootprints.com/tag/integration/)
- [morale of managers](https://hrfootprints.com/tag/morale-of-managers/)
- [multiple markeys](https://hrfootprints.com/tag/multiple-markeys/)
- [Power Balance](https://hrfootprints.com/tag/power-balance/)
- [procurement](https://hrfootprints.com/tag/procurement/)
- [production department](https://hrfootprints.com/tag/production-department/)
- [reorganize](https://hrfootprints.com/tag/reorganize/)
- [self restraints](https://hrfootprints.com/tag/self-restraints/)
- [sensible](https://hrfootprints.com/tag/sensible/)
- [stakeholder](https://hrfootprints.com/tag/stakeholder/)
- [structure](https://hrfootprints.com/tag/structure/)
- [success factors](https://hrfootprints.com/tag/success-factors/)
- [Technology](https://hrfootprints.com/tag/technology/)
- [committed](https://hrfootprints.com/tag/committed/)
- [consequences](https://hrfootprints.com/tag/consequences/)
- [excited](https://hrfootprints.com/tag/excited/)
- [idea](https://hrfootprints.com/tag/idea/)
- [kick-start](https://hrfootprints.com/tag/kick-start/)
- [procrastination](https://hrfootprints.com/tag/procrastination/)
- [bored](https://hrfootprints.com/tag/bored/)
- [guilt](https://hrfootprints.com/tag/guilt/)
- [incompetence](https://hrfootprints.com/tag/incompetence/)
- [not appreciated](https://hrfootprints.com/tag/not-appreciated/)
- [overworked](https://hrfootprints.com/tag/overworked/)
- [postpone](https://hrfootprints.com/tag/postpone/)
- [procrastinate](https://hrfootprints.com/tag/procrastinate/)
- [strained](https://hrfootprints.com/tag/strained/)
- [stress](https://hrfootprints.com/tag/stress/)
- [success](https://hrfootprints.com/tag/success/)
- [awareness](https://hrfootprints.com/tag/awareness/)
- [concentrate](https://hrfootprints.com/tag/concentrate/)
- [develop awareness](https://hrfootprints.com/tag/develop-awareness/)
- [doing](https://hrfootprints.com/tag/doing/)
- [hindsight](https://hrfootprints.com/tag/hindsight/)
- [human](https://hrfootprints.com/tag/human/)
- [impulse](https://hrfootprints.com/tag/impulse/)
- [insights](https://hrfootprints.com/tag/insights/)
- [intellect](https://hrfootprints.com/tag/intellect/)
- [judgemental](https://hrfootprints.com/tag/judgemental/)
- [knowing](https://hrfootprints.com/tag/knowing/)
- [patience](https://hrfootprints.com/tag/patience/)
- [people](https://hrfootprints.com/tag/people/)
- [sensitivity](https://hrfootprints.com/tag/sensitivity/)
- [5 S](https://hrfootprints.com/tag/5-s/)
- [admissions](https://hrfootprints.com/tag/admissions/)
- [anxiety](https://hrfootprints.com/tag/anxiety/)
- [build relationships](https://hrfootprints.com/tag/build-relationships/)
- [comfortable](https://hrfootprints.com/tag/comfortable/)
- [digressed](https://hrfootprints.com/tag/digressed/)
- [distress](https://hrfootprints.com/tag/distress/)
- [engineering](https://hrfootprints.com/tag/engineering/)
- [enticing](https://hrfootprints.com/tag/enticing/)
- [expenses](https://hrfootprints.com/tag/expenses/)
- [focused on goals](https://hrfootprints.com/tag/focused-on-goals/)
- [good budget](https://hrfootprints.com/tag/good-budget/)
- [important](https://hrfootprints.com/tag/important/)
- [individuality](https://hrfootprints.com/tag/individuality/)
- [inferior](https://hrfootprints.com/tag/inferior/)
- [initiative](https://hrfootprints.com/tag/initiative/)
- [parents](https://hrfootprints.com/tag/parents/)
- [positive outcomes](https://hrfootprints.com/tag/positive-outcomes/)
- [select right friends](https://hrfootprints.com/tag/select-right-friends/)
- [self-talk](https://hrfootprints.com/tag/self-talk/)
- [step out](https://hrfootprints.com/tag/step-out/)
- [stepping stone](https://hrfootprints.com/tag/stepping-stone/)
- [transition](https://hrfootprints.com/tag/transition/)
- [unsettling](https://hrfootprints.com/tag/unsettling/)
- [Distance Learning](https://hrfootprints.com/tag/distance-learning/)
- [leadership](https://hrfootprints.com/tag/leadership/)
- [Learning](https://hrfootprints.com/tag/learning/)
- [Learning Theories](https://hrfootprints.com/tag/learning-theories/)
- [Methods and Theories](https://hrfootprints.com/tag/methods-and-theories/)
- [Online Teaching and Learning](https://hrfootprints.com/tag/online-teaching-and-learning/)
- [Teacher](https://hrfootprints.com/tag/teacher/)
- [Breeding Negativity](https://hrfootprints.com/tag/breeding-negativity/)
- [Prioritization of Responsibilities](https://hrfootprints.com/tag/prioritization-of-responsibilities/)
- [Productivity](https://hrfootprints.com/tag/productivity/)
- [Confident communicator](https://hrfootprints.com/tag/confident-communicator/)
- [Critical Thinker](https://hrfootprints.com/tag/critical-thinker/)
- [Curriculum Vitae](https://hrfootprints.com/tag/curriculum-vitae/)
- [Dependable](https://hrfootprints.com/tag/dependable/)
- [Developing Careers](https://hrfootprints.com/tag/developing-careers/)
- [Face challenges](https://hrfootprints.com/tag/face-challenges/)
- [Goal Setting](https://hrfootprints.com/tag/goal-setting/)
- [Problem Solver](https://hrfootprints.com/tag/problem-solver/)
- [Resourceful](https://hrfootprints.com/tag/resourceful/)
- [Team player](https://hrfootprints.com/tag/team-player/)
- [Career Interests](https://hrfootprints.com/tag/career-interests/)
- [Competence](https://hrfootprints.com/tag/competence/)
- [Critical Analysis](https://hrfootprints.com/tag/critical-analysis/)
- [Early Careers](https://hrfootprints.com/tag/early-careers/)
- [Experience](https://hrfootprints.com/tag/experience/)
- [Facing Tougher Challenges](https://hrfootprints.com/tag/facing-tougher-challenges/)
- [Homeliness in job](https://hrfootprints.com/tag/homeliness-in-job/)
- [Learning Opportunity](https://hrfootprints.com/tag/learning-opportunity/)
- [Managing](https://hrfootprints.com/tag/managing/)
- [Personal Hobbies](https://hrfootprints.com/tag/personal-hobbies/)
- [Salary Dip](https://hrfootprints.com/tag/salary-dip/)
- [Service](https://hrfootprints.com/tag/service/)
- [Unreasonable Reasons](https://hrfootprints.com/tag/unreasonable-reasons/)
- [accountability](https://hrfootprints.com/tag/accountability/)
- [cultural mandate](https://hrfootprints.com/tag/cultural-mandate/)
- [performance accountability index](https://hrfootprints.com/tag/performance-accountability-index/)
- [Absolute Perfection](https://hrfootprints.com/tag/absolute-perfection/)
- [Attitude](https://hrfootprints.com/tag/attitude/)
- [Disbelief](https://hrfootprints.com/tag/disbelief/)
- [Drifting mind](https://hrfootprints.com/tag/drifting-mind/)
- [Efforts](https://hrfootprints.com/tag/efforts/)
- [Hesitation](https://hrfootprints.com/tag/hesitation/)
- [Lack of focus](https://hrfootprints.com/tag/lack-of-focus/)
- [Loss of direction](https://hrfootprints.com/tag/loss-of-direction/)
- [Multi-tasking](https://hrfootprints.com/tag/multi-tasking/)
- [Open-endedness](https://hrfootprints.com/tag/open-endedness/)
- [Pace of work](https://hrfootprints.com/tag/pace-of-work/)
- [Perfection](https://hrfootprints.com/tag/perfection/)
- [Performance](https://hrfootprints.com/tag/performance/)
- [Quality](https://hrfootprints.com/tag/quality/)
- [Self discipline](https://hrfootprints.com/tag/self-discipline/)
- [Self Doubt](https://hrfootprints.com/tag/self-doubt/)
- [Sluggishness](https://hrfootprints.com/tag/sluggishness/)
- [timeliness](https://hrfootprints.com/tag/timeliness/)
- [Wavering thoughts](https://hrfootprints.com/tag/wavering-thoughts/)
- [Zeal](https://hrfootprints.com/tag/zeal/)
- [Comfort Zone](https://hrfootprints.com/tag/comfort-zone/)
- [experimentation](https://hrfootprints.com/tag/experimentation/)
- [Innovation](https://hrfootprints.com/tag/innovation/)
- [nature of work](https://hrfootprints.com/tag/nature-of-work/)
- [professional life](https://hrfootprints.com/tag/professional-life/)
- [risk](https://hrfootprints.com/tag/risk/)
- [social settings](https://hrfootprints.com/tag/social-settings/)
- [tasks](https://hrfootprints.com/tag/tasks/)
- [Uncertainty](https://hrfootprints.com/tag/uncertainty/)
- [Anand Kumarasamy](https://hrfootprints.com/tag/anand-kumarasamy/)
- [Authenticity](https://hrfootprints.com/tag/authenticity/)
- [Balancing action](https://hrfootprints.com/tag/balancing-action/)
- [character](https://hrfootprints.com/tag/character/)
- [Creative tension](https://hrfootprints.com/tag/creative-tension/)
- [Gandhi on Personal Leadership](https://hrfootprints.com/tag/gandhi-on-personal-leadership/)
- [Honesty](https://hrfootprints.com/tag/honesty/)
- [Mahatma Gandhi](https://hrfootprints.com/tag/mahatma-gandhi/)
- [Personal Responsibility](https://hrfootprints.com/tag/personal-responsibility/)
- [Purpose](https://hrfootprints.com/tag/purpose/)
- [risking failures](https://hrfootprints.com/tag/risking-failures/)
- [Trust](https://hrfootprints.com/tag/trust/)
- [bliss](https://hrfootprints.com/tag/bliss/)
- [can do attitude](https://hrfootprints.com/tag/can-do-attitude/)
- [colleagues](https://hrfootprints.com/tag/colleagues/)
- [conversations](https://hrfootprints.com/tag/conversations/)
- [cooperation](https://hrfootprints.com/tag/cooperation/)
- [discussions](https://hrfootprints.com/tag/discussions/)
- [domain expertise](https://hrfootprints.com/tag/domain-expertise/)
- [expertise](https://hrfootprints.com/tag/expertise/)
- [functional expertise](https://hrfootprints.com/tag/functional-expertise/)
- [ignorance](https://hrfootprints.com/tag/ignorance/)
- [negative sentences](https://hrfootprints.com/tag/negative-sentences/)
- [negativity](https://hrfootprints.com/tag/negativity/)
- [positive approach](https://hrfootprints.com/tag/positive-approach/)
- [relationship issues](https://hrfootprints.com/tag/relationship-issues/)
- [self image](https://hrfootprints.com/tag/self-image/)
- [teams](https://hrfootprints.com/tag/teams/)
- [vocabulary](https://hrfootprints.com/tag/vocabulary/)
- [work place](https://hrfootprints.com/tag/work-place/)
- [adore](https://hrfootprints.com/tag/adore/)
- [feedback](https://hrfootprints.com/tag/feedback/)
- [formal](https://hrfootprints.com/tag/formal/)
- [freedom](https://hrfootprints.com/tag/freedom/)
- [hesitant](https://hrfootprints.com/tag/hesitant/)
- [home sickness](https://hrfootprints.com/tag/home-sickness/)
- [influence](https://hrfootprints.com/tag/influence/)
- [informal](https://hrfootprints.com/tag/informal/)
- [liberated](https://hrfootprints.com/tag/liberated/)
- [Lonely](https://hrfootprints.com/tag/lonely/)
- [perplexing](https://hrfootprints.com/tag/perplexing/)
- [seniors](https://hrfootprints.com/tag/seniors/)
- [ability](https://hrfootprints.com/tag/ability/)
- [asset](https://hrfootprints.com/tag/asset/)
- [capability](https://hrfootprints.com/tag/capability/)
- [credit](https://hrfootprints.com/tag/credit/)
- [evaluation](https://hrfootprints.com/tag/evaluation/)
- [experiences](https://hrfootprints.com/tag/experiences/)
- [honor](https://hrfootprints.com/tag/honor/)
- [Oxygen](https://hrfootprints.com/tag/oxygen/)
- [rules](https://hrfootprints.com/tag/rules/)
- [value](https://hrfootprints.com/tag/value/)
- [argument](https://hrfootprints.com/tag/argument/)
- [belief](https://hrfootprints.com/tag/belief/)
- [insecurity](https://hrfootprints.com/tag/insecurity/)
- [shadow](https://hrfootprints.com/tag/shadow/)
- [short of trust](https://hrfootprints.com/tag/short-of-trust/)
- [surveillance](https://hrfootprints.com/tag/surveillance/)
- [Abraham Maslow's Heirarchy of needs](https://hrfootprints.com/tag/abraham-maslows-heirarchy-of-needs/)
- [aspiration](https://hrfootprints.com/tag/aspiration/)
- [career](https://hrfootprints.com/tag/career/)
- [choices](https://hrfootprints.com/tag/choices/)
- [Emulation](https://hrfootprints.com/tag/emulation/)
- [enthusiasm](https://hrfootprints.com/tag/enthusiasm/)
- [Envy](https://hrfootprints.com/tag/envy/)
- [external environment](https://hrfootprints.com/tag/external-environment/)
- [fashion](https://hrfootprints.com/tag/fashion/)
- [industry](https://hrfootprints.com/tag/industry/)
- [joblessness](https://hrfootprints.com/tag/joblessness/)
- [monetary](https://hrfootprints.com/tag/monetary/)
- [monetary rewards](https://hrfootprints.com/tag/monetary-rewards/)
- [need](https://hrfootprints.com/tag/need/)
- [rewards](https://hrfootprints.com/tag/rewards/)
- [satisfaction](https://hrfootprints.com/tag/satisfaction/)
- [self satisfaction](https://hrfootprints.com/tag/self-satisfaction/)
- [survival](https://hrfootprints.com/tag/survival/)
- [varying needs](https://hrfootprints.com/tag/varying-needs/)
- [agility](https://hrfootprints.com/tag/agility/)
- [collaboration](https://hrfootprints.com/tag/collaboration/)
- [customer oriented](https://hrfootprints.com/tag/customer-oriented/)
- [decision](https://hrfootprints.com/tag/decision/)
- [diversity](https://hrfootprints.com/tag/diversity/)
- [efficient](https://hrfootprints.com/tag/efficient/)
- [flexibility](https://hrfootprints.com/tag/flexibility/)
- [globalization](https://hrfootprints.com/tag/globalization/)
- [inexpensive](https://hrfootprints.com/tag/inexpensive/)
- [Information Technology](https://hrfootprints.com/tag/information-technology/)
- [intellectual capital](https://hrfootprints.com/tag/intellectual-capital/)
- [IT](https://hrfootprints.com/tag/it/)
- [network](https://hrfootprints.com/tag/network/)
- [partnership](https://hrfootprints.com/tag/partnership/)
- [response](https://hrfootprints.com/tag/response/)
- [static](https://hrfootprints.com/tag/static/)
- [Virtual HR](https://hrfootprints.com/tag/virtual-hr/)
- [workforce](https://hrfootprints.com/tag/workforce/)
- [balance](https://hrfootprints.com/tag/balance/)
- [compromise](https://hrfootprints.com/tag/compromise/)
- [confidential](https://hrfootprints.com/tag/confidential/)
- [payroll](https://hrfootprints.com/tag/payroll/)
- [personal rapport](https://hrfootprints.com/tag/personal-rapport/)
- [politics](https://hrfootprints.com/tag/politics/)
- [professional](https://hrfootprints.com/tag/professional/)
- [professional integrity](https://hrfootprints.com/tag/professional-integrity/)
- [rapport](https://hrfootprints.com/tag/rapport/)
- [software](https://hrfootprints.com/tag/software/)
- [compliance](https://hrfootprints.com/tag/compliance/)
- [Drug Industry](https://hrfootprints.com/tag/drug-industry/)
- [equipment handling](https://hrfootprints.com/tag/equipment-handling/)
- [Healthcare](https://hrfootprints.com/tag/healthcare/)
- [manufacturing](https://hrfootprints.com/tag/manufacturing/)
- [medicine](https://hrfootprints.com/tag/medicine/)
- [organic chemistry](https://hrfootprints.com/tag/organic-chemistry/)
- [paradigm shift](https://hrfootprints.com/tag/paradigm-shift/)
- [pharmaceutical industry](https://hrfootprints.com/tag/pharmaceutical-industry/)
- [professionals](https://hrfootprints.com/tag/professionals/)
- [QA](https://hrfootprints.com/tag/qa/)
- [QC](https://hrfootprints.com/tag/qc/)
- [quality assurance](https://hrfootprints.com/tag/quality-assurance/)
- [quality control](https://hrfootprints.com/tag/quality-control/)
- [vertical growth path](https://hrfootprints.com/tag/vertical-growth-path/)
- [aim](https://hrfootprints.com/tag/aim/)
- [Biology](https://hrfootprints.com/tag/biology/)
- [career goal](https://hrfootprints.com/tag/career-goal/)
- [Chartered Accountancy](https://hrfootprints.com/tag/chartered-accountancy/)
- [cynics](https://hrfootprints.com/tag/cynics/)
- [experiment](https://hrfootprints.com/tag/experiment/)
- [inspire](https://hrfootprints.com/tag/inspire/)
- [liberate](https://hrfootprints.com/tag/liberate/)
- [Planning](https://hrfootprints.com/tag/planning/)
- [role model](https://hrfootprints.com/tag/role-model/)
- [anxious](https://hrfootprints.com/tag/anxious/)
- [intensions](https://hrfootprints.com/tag/intensions/)
- [intriguing](https://hrfootprints.com/tag/intriguing/)
- [matrix](https://hrfootprints.com/tag/matrix/)
- [respected](https://hrfootprints.com/tag/respected/)
- [suspecting](https://hrfootprints.com/tag/suspecting/)
- [trusting matrix](https://hrfootprints.com/tag/trusting-matrix/)
- [academics](https://hrfootprints.com/tag/academics/)
- [application](https://hrfootprints.com/tag/application/)
- [distractions](https://hrfootprints.com/tag/distractions/)
- [faking](https://hrfootprints.com/tag/faking/)
- [genuine](https://hrfootprints.com/tag/genuine/)
- [group discussion](https://hrfootprints.com/tag/group-discussion/)
- [honest](https://hrfootprints.com/tag/honest/)
- [interpersonal relationships](https://hrfootprints.com/tag/interpersonal-relationships/)
- [Interview](https://hrfootprints.com/tag/interview/)
- [interviewer](https://hrfootprints.com/tag/interviewer/)
- [money](https://hrfootprints.com/tag/money/)
- [repercussions](https://hrfootprints.com/tag/repercussions/)
- [stereotype](https://hrfootprints.com/tag/stereotype/)
- [truthful](https://hrfootprints.com/tag/truthful/)
- [boss](https://hrfootprints.com/tag/boss/)
- [fame](https://hrfootprints.com/tag/fame/)
- [foundation](https://hrfootprints.com/tag/foundation/)
- [frustration](https://hrfootprints.com/tag/frustration/)
- [goal](https://hrfootprints.com/tag/goal/)
- [hurdles](https://hrfootprints.com/tag/hurdles/)
- [interaction](https://hrfootprints.com/tag/interaction/)
- [jealousy](https://hrfootprints.com/tag/jealousy/)
- [misery](https://hrfootprints.com/tag/misery/)
- [opportunity](https://hrfootprints.com/tag/opportunity/)
- [personal vision](https://hrfootprints.com/tag/personal-vision/)
- [respect](https://hrfootprints.com/tag/respect/)
- [sadness](https://hrfootprints.com/tag/sadness/)
- [status](https://hrfootprints.com/tag/status/)
- [targets](https://hrfootprints.com/tag/targets/)
- [understanding self](https://hrfootprints.com/tag/understanding-self/)
- [vision](https://hrfootprints.com/tag/vision/)
- [will power](https://hrfootprints.com/tag/will-power/)
- [clock-watcher](https://hrfootprints.com/tag/clock-watcher/)
- [departure timings](https://hrfootprints.com/tag/departure-timings/)
- [discipline](https://hrfootprints.com/tag/discipline/)
- [energy](https://hrfootprints.com/tag/energy/)
- [focus](https://hrfootprints.com/tag/focus/)
- [inspiration](https://hrfootprints.com/tag/inspiration/)
- [performance-watcher](https://hrfootprints.com/tag/performance-watcher/)
- [results](https://hrfootprints.com/tag/results/)
- [timings](https://hrfootprints.com/tag/timings/)
- [approach](https://hrfootprints.com/tag/approach/)
- [conjunction](https://hrfootprints.com/tag/conjunction/)
- [credibility](https://hrfootprints.com/tag/credibility/)
- [personal](https://hrfootprints.com/tag/personal/)
- [relationship](https://hrfootprints.com/tag/relationship/)
- [strength](https://hrfootprints.com/tag/strength/)
- [weakness](https://hrfootprints.com/tag/weakness/)
- [campus](https://hrfootprints.com/tag/campus/)
- [fatigue](https://hrfootprints.com/tag/fatigue/)
- [image](https://hrfootprints.com/tag/image/)
- [limitations](https://hrfootprints.com/tag/limitations/)
- [manage self](https://hrfootprints.com/tag/manage-self/)
- [placement](https://hrfootprints.com/tag/placement/)
- [preparation](https://hrfootprints.com/tag/preparation/)
- [resume](https://hrfootprints.com/tag/resume/)
- [schedule](https://hrfootprints.com/tag/schedule/)
- [thought](https://hrfootprints.com/tag/thought/)
- [business operations](https://hrfootprints.com/tag/business-operations/)
- [competency](https://hrfootprints.com/tag/competency/)
- [contribution](https://hrfootprints.com/tag/contribution/)
- [courteous](https://hrfootprints.com/tag/courteous/)
- [finance](https://hrfootprints.com/tag/finance/)
- [HR functions](https://hrfootprints.com/tag/hr-functions/)
- [marketing](https://hrfootprints.com/tag/marketing/)
- [mild mannered](https://hrfootprints.com/tag/mild-mannered/)
- [Pay and growth](https://hrfootprints.com/tag/pay-and-growth/)
- [preparedness](https://hrfootprints.com/tag/preparedness/)
- [recognition](https://hrfootprints.com/tag/recognition/)
- [soft](https://hrfootprints.com/tag/soft/)
- [specializations](https://hrfootprints.com/tag/specializations/)
- [African National Congress](https://hrfootprints.com/tag/african-national-congress/)
- [Apartheid](https://hrfootprints.com/tag/apartheid/)
- [armed insurrection](https://hrfootprints.com/tag/armed-insurrection/)
- [courage](https://hrfootprints.com/tag/courage/)
- [democratic](https://hrfootprints.com/tag/democratic/)
- [F.W.De Klerk](https://hrfootprints.com/tag/f-w-de-klerk/)
- [flaws](https://hrfootprints.com/tag/flaws/)
- [imprisonment](https://hrfootprints.com/tag/imprisonment/)
- [Madiba](https://hrfootprints.com/tag/madiba/)
- [Nelson Mandela](https://hrfootprints.com/tag/nelson-mandela/)
- [perseverance](https://hrfootprints.com/tag/perseverance/)
- [prison](https://hrfootprints.com/tag/prison/)
- [racism](https://hrfootprints.com/tag/racism/)
- [Robben Island](https://hrfootprints.com/tag/robben-island/)
- [South Africa](https://hrfootprints.com/tag/south-africa/)
- [struggle](https://hrfootprints.com/tag/struggle/)
- [uncompromising](https://hrfootprints.com/tag/uncompromising/)
- [wisdom](https://hrfootprints.com/tag/wisdom/)
- [administration](https://hrfootprints.com/tag/administration/)
- [alaries](https://hrfootprints.com/tag/alaries/)
- [careers](https://hrfootprints.com/tag/careers/)
- [cash flows](https://hrfootprints.com/tag/cash-flows/)
- [computer skills](https://hrfootprints.com/tag/computer-skills/)
- [customer](https://hrfootprints.com/tag/customer/)
- [department](https://hrfootprints.com/tag/department/)
- [efficiency](https://hrfootprints.com/tag/efficiency/)
- [employee dissatisfaction](https://hrfootprints.com/tag/employee-dissatisfaction/)
- [employee services and statutory compliance](https://hrfootprints.com/tag/employee-services-and-statutory-compliance/)
- [employee welfare](https://hrfootprints.com/tag/employee-welfare/)
- [facility administration](https://hrfootprints.com/tag/facility-administration/)
- [food](https://hrfootprints.com/tag/food/)
- [good understanding](https://hrfootprints.com/tag/good-understanding/)
- [graduation](https://hrfootprints.com/tag/graduation/)
- [health care](https://hrfootprints.com/tag/health-care/)
- [HR Function](https://hrfootprints.com/tag/hr-function/)
- [insurance](https://hrfootprints.com/tag/insurance/)
- [interpersonal skills](https://hrfootprints.com/tag/interpersonal-skills/)
- [labour laws](https://hrfootprints.com/tag/labour-laws/)
- [liaison](https://hrfootprints.com/tag/liaison/)
- [loans/advances](https://hrfootprints.com/tag/loansadvances/)
- [norms and rules](https://hrfootprints.com/tag/norms-and-rules/)
- [outsourcing](https://hrfootprints.com/tag/outsourcing/)
- [personnel and administration (P&A)](https://hrfootprints.com/tag/personnel-and-administration-pa/)
- [process](https://hrfootprints.com/tag/process/)
- [provident fund](https://hrfootprints.com/tag/provident-fund/)
- [sales](https://hrfootprints.com/tag/sales/)
- [seating](https://hrfootprints.com/tag/seating/)
- [service orientation](https://hrfootprints.com/tag/service-orientation/)
- [supply chain](https://hrfootprints.com/tag/supply-chain/)
- [team management skills](https://hrfootprints.com/tag/team-management-skills/)
- [transport](https://hrfootprints.com/tag/transport/)
- [connect](https://hrfootprints.com/tag/connect/)
- [future](https://hrfootprints.com/tag/future/)
- [leader](https://hrfootprints.com/tag/leader/)
- [leadership thinking](https://hrfootprints.com/tag/leadership-thinking/)
- [operational matters](https://hrfootprints.com/tag/operational-matters/)
- [possibilities](https://hrfootprints.com/tag/possibilities/)
- [strategy](https://hrfootprints.com/tag/strategy/)
- [team](https://hrfootprints.com/tag/team/)
- [thinking](https://hrfootprints.com/tag/thinking/)
- [welfare](https://hrfootprints.com/tag/welfare/)
- [aspirations](https://hrfootprints.com/tag/aspirations/)
- [bio-metric system](https://hrfootprints.com/tag/bio-metric-system/)
- [Business HR](https://hrfootprints.com/tag/business-hr/)
- [challenge](https://hrfootprints.com/tag/challenge/)
- [e-HR](https://hrfootprints.com/tag/e-hr/)
- [Employee Connect](https://hrfootprints.com/tag/employee-connect/)
- [employee satisfaction](https://hrfootprints.com/tag/employee-satisfaction/)
- [employee services](https://hrfootprints.com/tag/employee-services/)
- [gen X](https://hrfootprints.com/tag/gen-x/)
- [gen Y](https://hrfootprints.com/tag/gen-y/)
- [hierarchy-less culture](https://hrfootprints.com/tag/hierarchy-less-culture/)
- [novelty](https://hrfootprints.com/tag/novelty/)
- [operations](https://hrfootprints.com/tag/operations/)
- [Organisation](https://hrfootprints.com/tag/organisation/)
- [P&A](https://hrfootprints.com/tag/pa/)
- [Personnel & Administration](https://hrfootprints.com/tag/personnel-administration/)
- [recruitment](https://hrfootprints.com/tag/recruitment/)
- [social media](https://hrfootprints.com/tag/social-media/)
- [statutory compliance](https://hrfootprints.com/tag/statutory-compliance/)
- [Talent Retention](https://hrfootprints.com/tag/talent-retention/)
- [training](https://hrfootprints.com/tag/training/)
- [young](https://hrfootprints.com/tag/young/)
- [execution](https://hrfootprints.com/tag/execution/)
- [financial year](https://hrfootprints.com/tag/financial-year/)
- [hope](https://hrfootprints.com/tag/hope/)
- [implementation](https://hrfootprints.com/tag/implementation/)
- [manifestations](https://hrfootprints.com/tag/manifestations/)
- [New Year](https://hrfootprints.com/tag/new-year/)
- [positive](https://hrfootprints.com/tag/positive/)
- [positive psychology](https://hrfootprints.com/tag/positive-psychology/)
- [psychology](https://hrfootprints.com/tag/psychology/)
- [Resolutions](https://hrfootprints.com/tag/resolutions/)
- [smart phone](https://hrfootprints.com/tag/smart-phone/)
- [thoughts](https://hrfootprints.com/tag/thoughts/)
- [choice less](https://hrfootprints.com/tag/choice-less/)
- [conflict](https://hrfootprints.com/tag/conflict/)
- [habit](https://hrfootprints.com/tag/habit/)
- [irresolute](https://hrfootprints.com/tag/irresolute/)
- [mind talk](https://hrfootprints.com/tag/mind-talk/)
- [persona](https://hrfootprints.com/tag/persona/)
- [personal belief](https://hrfootprints.com/tag/personal-belief/)
- [resistance](https://hrfootprints.com/tag/resistance/)
- [solution](https://hrfootprints.com/tag/solution/)
- [transform](https://hrfootprints.com/tag/transform/)
- [chach](https://hrfootprints.com/tag/chach/)
- [coachee](https://hrfootprints.com/tag/coachee/)
- [Coaching](https://hrfootprints.com/tag/coaching/)
- [coaching engagement](https://hrfootprints.com/tag/coaching-engagement/)
- [Commitment](https://hrfootprints.com/tag/commitment/)
- [improve oneself](https://hrfootprints.com/tag/improve-oneself/)
- [managers](https://hrfootprints.com/tag/managers/)
- [Openness](https://hrfootprints.com/tag/openness/)
- [brand](https://hrfootprints.com/tag/brand/)
- [Brand Building](https://hrfootprints.com/tag/brand-building/)
- [Business Development](https://hrfootprints.com/tag/business-development/)
- [clients](https://hrfootprints.com/tag/clients/)
- [company](https://hrfootprints.com/tag/company/)
- [customer engagement](https://hrfootprints.com/tag/customer-engagement/)
- [customers](https://hrfootprints.com/tag/customers/)
- [Facebook](https://hrfootprints.com/tag/facebook/)
- [Google Hangout](https://hrfootprints.com/tag/google-hangout/)
- [grievance](https://hrfootprints.com/tag/grievance/)
- [Harvard Business Review](https://hrfootprints.com/tag/harvard-business-review/)
- [Hi5](https://hrfootprints.com/tag/hi5/)
- [internet](https://hrfootprints.com/tag/internet/)
- [organisations](https://hrfootprints.com/tag/organisations/)
- [website](https://hrfootprints.com/tag/website/)
- [Whats App](https://hrfootprints.com/tag/whats-app/)
- [employee](https://hrfootprints.com/tag/employee/)
- [Employer Branding](https://hrfootprints.com/tag/employer-branding/)
- [Recruiter](https://hrfootprints.com/tag/recruiter/)
- [reference check](https://hrfootprints.com/tag/reference-check/)
- [assessments](https://hrfootprints.com/tag/assessments/)
- [fluency](https://hrfootprints.com/tag/fluency/)
- [functionality](https://hrfootprints.com/tag/functionality/)
- [HR Tools](https://hrfootprints.com/tag/hr-tools/)
- [Job vacancy](https://hrfootprints.com/tag/job-vacancy/)
- [Spoken English](https://hrfootprints.com/tag/spoken-english/)
- [functional knowledge](https://hrfootprints.com/tag/functional-knowledge/)
- [interview panel](https://hrfootprints.com/tag/interview-panel/)
- [qualification](https://hrfootprints.com/tag/qualification/)
- [skill](https://hrfootprints.com/tag/skill/)
- [technical knowledge](https://hrfootprints.com/tag/technical-knowledge/)
- [competency framework](https://hrfootprints.com/tag/competency-framework/)
- [differential pay](https://hrfootprints.com/tag/differential-pay/)
- [generic competencies](https://hrfootprints.com/tag/generic-competencies/)
- [hiring](https://hrfootprints.com/tag/hiring/)
- [HR manager](https://hrfootprints.com/tag/hr-manager/)
- [Human Resources practices](https://hrfootprints.com/tag/human-resources-practices/)
- [promotion](https://hrfootprints.com/tag/promotion/)
- [Affection](https://hrfootprints.com/tag/affection/)
- [behavioural style](https://hrfootprints.com/tag/behavioural-style/)
- [Control](https://hrfootprints.com/tag/control/)
- [decision making](https://hrfootprints.com/tag/decision-making/)
- [Development](https://hrfootprints.com/tag/development/)
- [DISC Profiling](https://hrfootprints.com/tag/disc-profiling/)
- [Dominance](https://hrfootprints.com/tag/dominance/)
- [FIRO-B](https://hrfootprints.com/tag/firo-b/)
- [Fundamental Interpersonal Relations Orientation-Behaviour](https://hrfootprints.com/tag/fundamental-interpersonal-relations-orientation-behaviour/)
- [Inclusion](https://hrfootprints.com/tag/inclusion/)
- [leadership style](https://hrfootprints.com/tag/leadership-style/)
- [MBTI](https://hrfootprints.com/tag/mbti/)
- [mental capabilities](https://hrfootprints.com/tag/mental-capabilities/)
- [Motivator](https://hrfootprints.com/tag/motivator/)
- [Myers Briggs Type Indicator](https://hrfootprints.com/tag/myers-briggs-type-indicator/)
- [Psychometric tool](https://hrfootprints.com/tag/psychometric-tool/)
- [Retention of talent](https://hrfootprints.com/tag/retention-of-talent/)
- [Steadiness](https://hrfootprints.com/tag/steadiness/)
- [client](https://hrfootprints.com/tag/client/)
- [employer](https://hrfootprints.com/tag/employer/)
- [Human Resource](https://hrfootprints.com/tag/human-resource/)
- [psychometric tests](https://hrfootprints.com/tag/psychometric-tests/)
- [selection](https://hrfootprints.com/tag/selection/)
- [choice](https://hrfootprints.com/tag/choice/)
- [collaborate](https://hrfootprints.com/tag/collaborate/)
- [desire](https://hrfootprints.com/tag/desire/)
- [intrinsic influence](https://hrfootprints.com/tag/intrinsic-influence/)
- [position](https://hrfootprints.com/tag/position/)
- [share](https://hrfootprints.com/tag/share/)
- [understanding bigger picture](https://hrfootprints.com/tag/understanding-bigger-picture/)
- [Cake-walk](https://hrfootprints.com/tag/cake-walk/)
- [High Performance Teams](https://hrfootprints.com/tag/high-performance-teams/)
- [Managerial Competencies](https://hrfootprints.com/tag/managerial-competencies/)
- [Managerial Effectiveness](https://hrfootprints.com/tag/managerial-effectiveness/)
- [Managing People](https://hrfootprints.com/tag/managing-people/)
- [People Dynamics](https://hrfootprints.com/tag/people-dynamics/)
- [People Management](https://hrfootprints.com/tag/people-management/)
- [Excellence](https://hrfootprints.com/tag/excellence/)
- [Participation](https://hrfootprints.com/tag/participation/)
- [behavior](https://hrfootprints.com/tag/behavior/)
- [Drive](https://hrfootprints.com/tag/drive/)
- [Effectiveness](https://hrfootprints.com/tag/effectiveness/)
- [empowerment](https://hrfootprints.com/tag/empowerment/)
- [Follower](https://hrfootprints.com/tag/follower/)
- [Result](https://hrfootprints.com/tag/result/)
- [aggressive](https://hrfootprints.com/tag/aggressive/)
- [deadlines](https://hrfootprints.com/tag/deadlines/)
- [organized](https://hrfootprints.com/tag/organized/)
- [passion](https://hrfootprints.com/tag/passion/)
- [schedules](https://hrfootprints.com/tag/schedules/)
- [age](https://hrfootprints.com/tag/age/)
- [ambitious](https://hrfootprints.com/tag/ambitious/)
- [coexist](https://hrfootprints.com/tag/coexist/)
- [cultural diversity](https://hrfootprints.com/tag/cultural-diversity/)
- [gender diversity](https://hrfootprints.com/tag/gender-diversity/)
- [individualistic approach](https://hrfootprints.com/tag/individualistic-approach/)
- [language diversity](https://hrfootprints.com/tag/language-diversity/)
- [nationality](https://hrfootprints.com/tag/nationality/)
- [observation](https://hrfootprints.com/tag/observation/)
- [passionate](https://hrfootprints.com/tag/passionate/)
- [personalities](https://hrfootprints.com/tag/personalities/)
- [personality](https://hrfootprints.com/tag/personality/)
- [positive intent](https://hrfootprints.com/tag/positive-intent/)
- [priorities](https://hrfootprints.com/tag/priorities/)
- [reading](https://hrfootprints.com/tag/reading/)
- [skills](https://hrfootprints.com/tag/skills/)
- [styles](https://hrfootprints.com/tag/styles/)
- [together we can](https://hrfootprints.com/tag/together-we-can/)
- [values](https://hrfootprints.com/tag/values/)
- [Variety](https://hrfootprints.com/tag/variety/)
- [mail](https://hrfootprints.com/tag/mail/)
- [micro managing](https://hrfootprints.com/tag/micro-managing/)
- [presentation](https://hrfootprints.com/tag/presentation/)
- [Anger](https://hrfootprints.com/tag/anger/)
- [Manager](https://hrfootprints.com/tag/manager/)
- [performance assessment](https://hrfootprints.com/tag/performance-assessment/)
- [Performance years](https://hrfootprints.com/tag/performance-years/)
- [reviews](https://hrfootprints.com/tag/reviews/)
- [delegation](https://hrfootprints.com/tag/delegation/)
- [followers](https://hrfootprints.com/tag/followers/)
- [Inner Circle](https://hrfootprints.com/tag/inner-circle/)
- [leaders](https://hrfootprints.com/tag/leaders/)
- [Outer Circle](https://hrfootprints.com/tag/outer-circle/)
- [defensive approach](https://hrfootprints.com/tag/defensive-approach/)
- [improvement](https://hrfootprints.com/tag/improvement/)
- [listening](https://hrfootprints.com/tag/listening/)
- [performance appraisal](https://hrfootprints.com/tag/performance-appraisal/)
- [personal development](https://hrfootprints.com/tag/personal-development/)
- [positive attitude](https://hrfootprints.com/tag/positive-attitude/)
- [synergy](https://hrfootprints.com/tag/synergy/)
- [benefit](https://hrfootprints.com/tag/benefit/)
- [competition](https://hrfootprints.com/tag/competition/)
- [friendship](https://hrfootprints.com/tag/friendship/)
- [goodness](https://hrfootprints.com/tag/goodness/)
- [goodwill](https://hrfootprints.com/tag/goodwill/)
- [motive](https://hrfootprints.com/tag/motive/)
- [presentations](https://hrfootprints.com/tag/presentations/)
- [Group discussions](https://hrfootprints.com/tag/group-discussions/)
- [team activities](https://hrfootprints.com/tag/team-activities/)
- [attention](https://hrfootprints.com/tag/attention/)
- [impact](https://hrfootprints.com/tag/impact/)
- [networking](https://hrfootprints.com/tag/networking/)
- [obedient](https://hrfootprints.com/tag/obedient/)
- [submissive](https://hrfootprints.com/tag/submissive/)
- [team effectiveness](https://hrfootprints.com/tag/team-effectiveness/)
- [busyness](https://hrfootprints.com/tag/busyness/)
- [ego](https://hrfootprints.com/tag/ego/)
- [letting go](https://hrfootprints.com/tag/letting-go/)
- [life](https://hrfootprints.com/tag/life/)
- [the art of letting go](https://hrfootprints.com/tag/the-art-of-letting-go/)
- [tired](https://hrfootprints.com/tag/tired/)
- [accommodation](https://hrfootprints.com/tag/accommodation/)
- [benefits](https://hrfootprints.com/tag/benefits/)
- [Employee relations](https://hrfootprints.com/tag/employee-relations/)
- [employee stock options](https://hrfootprints.com/tag/employee-stock-options/)
- [HR Policies & Processes](https://hrfootprints.com/tag/hr-policies-processes/)
- [Induction](https://hrfootprints.com/tag/induction/)
- [Industrial Relations](https://hrfootprints.com/tag/industrial-relations/)
- [IR](https://hrfootprints.com/tag/ir/)
- [Learning and development](https://hrfootprints.com/tag/learning-and-development/)
- [orientation](https://hrfootprints.com/tag/orientation/)
- [Talent sourcing](https://hrfootprints.com/tag/talent-sourcing/)
- [case discussions](https://hrfootprints.com/tag/case-discussions/)
- [daydream](https://hrfootprints.com/tag/daydream/)
- [nightmare](https://hrfootprints.com/tag/nightmare/)
- [readings](https://hrfootprints.com/tag/readings/)
- [Role play](https://hrfootprints.com/tag/role-play/)
- [Bench mark](https://hrfootprints.com/tag/bench-mark/)
- [Body Language](https://hrfootprints.com/tag/body-language/)
- [Colleague](https://hrfootprints.com/tag/colleague/)
- [earnings](https://hrfootprints.com/tag/earnings/)
- [Emotional](https://hrfootprints.com/tag/emotional/)
- [execute](https://hrfootprints.com/tag/execute/)
- [indifferent](https://hrfootprints.com/tag/indifferent/)
- [job profile](https://hrfootprints.com/tag/job-profile/)
- [Plan](https://hrfootprints.com/tag/plan/)
- [work culture](https://hrfootprints.com/tag/work-culture/)
- [Blame game](https://hrfootprints.com/tag/blame-game/)
- [conflict resolution](https://hrfootprints.com/tag/conflict-resolution/)
- [cross functional team](https://hrfootprints.com/tag/cross-functional-team/)
- [departments](https://hrfootprints.com/tag/departments/)
- [solution-centricity](https://hrfootprints.com/tag/solution-centricity/)
- [team accountability](https://hrfootprints.com/tag/team-accountability/)
- [calendars](https://hrfootprints.com/tag/calendars/)
- [gadgets](https://hrfootprints.com/tag/gadgets/)
- [manage yourself](https://hrfootprints.com/tag/manage-yourself/)
- [schedulers](https://hrfootprints.com/tag/schedulers/)
- [time](https://hrfootprints.com/tag/time/)
- [Time Management](https://hrfootprints.com/tag/time-management/)
- [Ambition](https://hrfootprints.com/tag/ambition/)
- [Importance](https://hrfootprints.com/tag/importance/)
- [postponement](https://hrfootprints.com/tag/postponement/)
- [Practical](https://hrfootprints.com/tag/practical/)
- [Saying No](https://hrfootprints.com/tag/saying-no/)
- [self management](https://hrfootprints.com/tag/self-management/)
- [avoiding](https://hrfootprints.com/tag/avoiding/)
- [depression](https://hrfootprints.com/tag/depression/)
- [High Performing Teams](https://hrfootprints.com/tag/high-performing-teams/)
- [inter-dependency](https://hrfootprints.com/tag/inter-dependency/)
- [Spirited team](https://hrfootprints.com/tag/spirited-team/)
- [Team Work](https://hrfootprints.com/tag/team-work/)
- [role overlaps](https://hrfootprints.com/tag/role-overlaps/)
- [Roles and responsibility](https://hrfootprints.com/tag/roles-and-responsibility/)
- [Teamwork](https://hrfootprints.com/tag/teamwork/)
- [organizational inefficiencies](https://hrfootprints.com/tag/organizational-inefficiencies/)
- [staff](https://hrfootprints.com/tag/staff/)
- [Better India](https://hrfootprints.com/tag/better-india/)
- [India](https://hrfootprints.com/tag/india/)
- [Kaam Chaalu Mooh Band](https://hrfootprints.com/tag/kaam-chaalu-mooh-band/)
- [The gorilla cleaning campaign](https://hrfootprints.com/tag/the-gorilla-cleaning-campaign/)
- [The Ugly Indians](https://hrfootprints.com/tag/the-ugly-indians/)
- [clarity of roles and responsibilities](https://hrfootprints.com/tag/clarity-of-roles-and-responsibilities/)
- [concern for end – goal](https://hrfootprints.com/tag/concern-for-end-goal/)
- [customer centricity](https://hrfootprints.com/tag/customer-centricity/)
- [High Performing Team](https://hrfootprints.com/tag/high-performing-team/)
- [unified goal](https://hrfootprints.com/tag/unified-goal/)
- [architect](https://hrfootprints.com/tag/architect/)
- [HPT](https://hrfootprints.com/tag/hpt/)
- [knowledge sharing](https://hrfootprints.com/tag/knowledge-sharing/)
- [responsibilities](https://hrfootprints.com/tag/responsibilities/)
- [initiate](https://hrfootprints.com/tag/initiate/)
- [initiation](https://hrfootprints.com/tag/initiation/)
- [introspect](https://hrfootprints.com/tag/introspect/)
- [introspection](https://hrfootprints.com/tag/introspection/)
- [leadership programs](https://hrfootprints.com/tag/leadership-programs/)
- [Responsibility](https://hrfootprints.com/tag/responsibility/)
- [Accuracy](https://hrfootprints.com/tag/accuracy/)
- [Audience](https://hrfootprints.com/tag/audience/)
- [Brevity](https://hrfootprints.com/tag/brevity/)
- [Clarity](https://hrfootprints.com/tag/clarity/)
- [Deaf Listener](https://hrfootprints.com/tag/deaf-listener/)
- [Self Awareness](https://hrfootprints.com/tag/self-awareness/)
- [People development](https://hrfootprints.com/tag/people-development/)
- [realistic](https://hrfootprints.com/tag/realistic/)
- [reward](https://hrfootprints.com/tag/reward/)
- [risk taking](https://hrfootprints.com/tag/risk-taking/)
- [self belief](https://hrfootprints.com/tag/self-belief/)
- [Transition period](https://hrfootprints.com/tag/transition-period/)
- [visibility](https://hrfootprints.com/tag/visibility/)
- [personal choice](https://hrfootprints.com/tag/personal-choice/)
- [personal priorities](https://hrfootprints.com/tag/personal-priorities/)
- [priority](https://hrfootprints.com/tag/priority/)
- [recharge](https://hrfootprints.com/tag/recharge/)
- [work life balance](https://hrfootprints.com/tag/work-life-balance/)
- [caring](https://hrfootprints.com/tag/caring/)
- [concern](https://hrfootprints.com/tag/concern/)
- [Healthy](https://hrfootprints.com/tag/healthy/)
- [Miserable](https://hrfootprints.com/tag/miserable/)
- [negative instincts](https://hrfootprints.com/tag/negative-instincts/)
- [personal improvement](https://hrfootprints.com/tag/personal-improvement/)
- [worry](https://hrfootprints.com/tag/worry/)
- [Business expectations](https://hrfootprints.com/tag/business-expectations/)
- [Business model](https://hrfootprints.com/tag/business-model/)
- [business objectives](https://hrfootprints.com/tag/business-objectives/)
- [individual goals](https://hrfootprints.com/tag/individual-goals/)
- [internal process](https://hrfootprints.com/tag/internal-process/)
- [Performance Management](https://hrfootprints.com/tag/performance-management/)
- [Score card](https://hrfootprints.com/tag/score-card/)
- [stake holders](https://hrfootprints.com/tag/stake-holders/)
- [team goal](https://hrfootprints.com/tag/team-goal/)
- [Value proposition](https://hrfootprints.com/tag/value-proposition/)
- [build resume](https://hrfootprints.com/tag/build-resume/)
- [Job Suitability Quotient](https://hrfootprints.com/tag/job-suitability-quotient/)
- [qualifications](https://hrfootprints.com/tag/qualifications/)
- [Resume writing](https://hrfootprints.com/tag/resume-writing/)
- [career visibility](https://hrfootprints.com/tag/career-visibility/)
- [HR Department](https://hrfootprints.com/tag/hr-department/)
- [trainee](https://hrfootprints.com/tag/trainee/)
- [career clarity](https://hrfootprints.com/tag/career-clarity/)
- [professional relationship](https://hrfootprints.com/tag/professional-relationship/)
- [amenities](https://hrfootprints.com/tag/amenities/)
- [incentives](https://hrfootprints.com/tag/incentives/)
- [influencing](https://hrfootprints.com/tag/influencing/)
- [quality of colleagues](https://hrfootprints.com/tag/quality-of-colleagues/)
- [role clarity](https://hrfootprints.com/tag/role-clarity/)
- [breeding loyalty](https://hrfootprints.com/tag/breeding-loyalty/)
- [people oriented](https://hrfootprints.com/tag/people-oriented/)
- [Task oriented](https://hrfootprints.com/tag/task-oriented/)
- [career choices](https://hrfootprints.com/tag/career-choices/)
- [CA](https://hrfootprints.com/tag/ca/)
- [empathy](https://hrfootprints.com/tag/empathy/)
- [hobby](https://hrfootprints.com/tag/hobby/)
- [inner strength](https://hrfootprints.com/tag/inner-strength/)
- [Pharmacy](https://hrfootprints.com/tag/pharmacy/)
- [Social pressures](https://hrfootprints.com/tag/social-pressures/)
- [conclusions](https://hrfootprints.com/tag/conclusions/)
- [content](https://hrfootprints.com/tag/content/)
- [details](https://hrfootprints.com/tag/details/)
- [Presentation skills](https://hrfootprints.com/tag/presentation-skills/)
- [situation](https://hrfootprints.com/tag/situation/)
- [structuring](https://hrfootprints.com/tag/structuring/)
- [team learning](https://hrfootprints.com/tag/team-learning/)
- [tone](https://hrfootprints.com/tag/tone/)
- [Visual aids](https://hrfootprints.com/tag/visual-aids/)
- [failures](https://hrfootprints.com/tag/failures/)
- [leading](https://hrfootprints.com/tag/leading/)
- [morale](https://hrfootprints.com/tag/morale/)
- [team building](https://hrfootprints.com/tag/team-building/)
- [adversaries](https://hrfootprints.com/tag/adversaries/)
- [independence](https://hrfootprints.com/tag/independence/)
- [rapport building](https://hrfootprints.com/tag/rapport-building/)
- [Assumptions](https://hrfootprints.com/tag/assumptions/)
- [conscious](https://hrfootprints.com/tag/conscious/)
- [conflicting priorities](https://hrfootprints.com/tag/conflicting-priorities/)
- [Debt traps](https://hrfootprints.com/tag/debt-traps/)
- [ducation](https://hrfootprints.com/tag/ducation/)
- [oscillating views](https://hrfootprints.com/tag/oscillating-views/)
- [sharp intellect](https://hrfootprints.com/tag/sharp-intellect/)
- [personal reflections](https://hrfootprints.com/tag/personal-reflections/)
- [team activity](https://hrfootprints.com/tag/team-activity/)
- [charisma](https://hrfootprints.com/tag/charisma/)
- [interest](https://hrfootprints.com/tag/interest/)
- [popularity](https://hrfootprints.com/tag/popularity/)
- [power](https://hrfootprints.com/tag/power/)
- [publicity](https://hrfootprints.com/tag/publicity/)
- [self-serving](https://hrfootprints.com/tag/self-serving/)
- [ethical issues](https://hrfootprints.com/tag/ethical-issues/)
- [higher studies](https://hrfootprints.com/tag/higher-studies/)
- [relocation](https://hrfootprints.com/tag/relocation/)
- [termination](https://hrfootprints.com/tag/termination/)
- [assignment](https://hrfootprints.com/tag/assignment/)
- [breaks in career](https://hrfootprints.com/tag/breaks-in-career/)
- [sedignations](https://hrfootprints.com/tag/sedignations/)
- [mental stability](https://hrfootprints.com/tag/mental-stability/)
- [self-worth](https://hrfootprints.com/tag/self-worth/)
- [logic](https://hrfootprints.com/tag/logic/)
- [reason](https://hrfootprints.com/tag/reason/)
- [complex](https://hrfootprints.com/tag/complex/)
- [individuals](https://hrfootprints.com/tag/individuals/)
- [motivate](https://hrfootprints.com/tag/motivate/)
- [cross-functional group](https://hrfootprints.com/tag/cross-functional-group/)
- [job rotation](https://hrfootprints.com/tag/job-rotation/)
- [styke](https://hrfootprints.com/tag/styke/)
- [profession](https://hrfootprints.com/tag/profession/)
- [Subject](https://hrfootprints.com/tag/subject/)
- [trainer](https://hrfootprints.com/tag/trainer/)
- [conflicts](https://hrfootprints.com/tag/conflicts/)
- [interpersonal conflicts](https://hrfootprints.com/tag/interpersonal-conflicts/)
- [judgmental](https://hrfootprints.com/tag/judgmental/)
- [Business Partner](https://hrfootprints.com/tag/business-partner/)
- [Career Management](https://hrfootprints.com/tag/career-management/)
- [Employee Engagement](https://hrfootprints.com/tag/employee-engagement/)
- [Manpower Planning](https://hrfootprints.com/tag/manpower-planning/)
- [Organizational Structuring](https://hrfootprints.com/tag/organizational-structuring/)
- [affiliations](https://hrfootprints.com/tag/affiliations/)
- [appreciate](https://hrfootprints.com/tag/appreciate/)
- [arrogance](https://hrfootprints.com/tag/arrogance/)
- [individual](https://hrfootprints.com/tag/individual/)
- [make over](https://hrfootprints.com/tag/make-over/)
- [job](https://hrfootprints.com/tag/job/)
- [rejection](https://hrfootprints.com/tag/rejection/)
- [shortlist](https://hrfootprints.com/tag/shortlist/)
- [equality](https://hrfootprints.com/tag/equality/)
- [feminism](https://hrfootprints.com/tag/feminism/)
- [power of choice](https://hrfootprints.com/tag/power-of-choice/)
- [women empowerment](https://hrfootprints.com/tag/women-empowerment/)
- [women's day](https://hrfootprints.com/tag/womens-day/)
- [associated risk](https://hrfootprints.com/tag/associated-risk/)
- [sundayscribble](https://hrfootprints.com/tag/sundayscribble/)
- [Self critique](https://hrfootprints.com/tag/self-critique/)
- [certified people manager](https://hrfootprints.com/tag/certified-people-manager/)
- [manage people](https://hrfootprints.com/tag/manage-people/)
- [people management certification](https://hrfootprints.com/tag/people-management-certification/)
- [People Manager](https://hrfootprints.com/tag/people-manager/)
- [How to manage staff effectively](https://hrfootprints.com/tag/how-to-manage-staff-effectively/)
- [HR for people management](https://hrfootprints.com/tag/hr-for-people-management/)
- [leadership course](https://hrfootprints.com/tag/leadership-course/)
- [Leadership skills](https://hrfootprints.com/tag/leadership-skills/)
- [people management and leadership](https://hrfootprints.com/tag/people-management-and-leadership/)
- [People Manager Certification](https://hrfootprints.com/tag/people-manager-certification/)
- [problem solving](https://hrfootprints.com/tag/problem-solving/)
- [thought leadership](https://hrfootprints.com/tag/thought-leadership/)
- [managing skills](https://hrfootprints.com/tag/managing-skills/)
- [managing teams](https://hrfootprints.com/tag/managing-teams/)
- [team engagement](https://hrfootprints.com/tag/team-engagement/)
- [common manager mistakes](https://hrfootprints.com/tag/common-manager-mistakes/)
- [manager mistakes](https://hrfootprints.com/tag/manager-mistakes/)
- [Mepole management mistakes](https://hrfootprints.com/tag/mepole-management-mistakes/)
- [career perspectives](https://hrfootprints.com/tag/career-perspectives/)
- [jobs vs careers](https://hrfootprints.com/tag/jobs-vs-careers/)
- [leadership development](https://hrfootprints.com/tag/leadership-development/)
- [accountability by design](https://hrfootprints.com/tag/accountability-by-design/)
- [People Management is for all managers](https://hrfootprints.com/tag/people-management-is-for-all-managers/)
- [accountability in an organization](https://hrfootprints.com/tag/accountability-in-an-organization/)
- [accountable by design](https://hrfootprints.com/tag/accountable-by-design/)
- [behave accountably](https://hrfootprints.com/tag/behave-accountably/)
- [leadership driven accountability](https://hrfootprints.com/tag/leadership-driven-accountability/)
- [team goals](https://hrfootprints.com/tag/team-goals/)
- [Executive search](https://hrfootprints.com/tag/executive-search/)
- [growth hiring](https://hrfootprints.com/tag/growth-hiring/)
- [senior level](https://hrfootprints.com/tag/senior-level/)
- [Toptalent](https://hrfootprints.com/tag/toptalent/)
- [HR Services](https://hrfootprints.com/tag/hr-services/)
- [actions](https://hrfootprints.com/tag/actions/)
- [hrservices](https://hrfootprints.com/tag/hrservices/)
- [culture building](https://hrfootprints.com/tag/culture-building/)
- [emotional intelligence](https://hrfootprints.com/tag/emotional-intelligence/)
- [soft skills](https://hrfootprints.com/tag/soft-skills/)
- [negotiation skills](https://hrfootprints.com/tag/negotiation-skills/)
- [behavioral training](https://hrfootprints.com/tag/behavioral-training/)
- [supervisors](https://hrfootprints.com/tag/supervisors/)
- [cultural training](https://hrfootprints.com/tag/cultural-training/)
- [PMS](https://hrfootprints.com/tag/pms/)
- [HR partner](https://hrfootprints.com/tag/hr-partner/)
- [HR strategy](https://hrfootprints.com/tag/hr-strategy/)
- [HR Consulting](https://hrfootprints.com/tag/hr-consulting/)
- [HRM](https://hrfootprints.com/tag/hrm/)
- [HR Advisory](https://hrfootprints.com/tag/hr-advisory/)
- [organization structure](https://hrfootprints.com/tag/organization-structure/)
- [Organization design](https://hrfootprints.com/tag/organization-design/)
- [communication myths](https://hrfootprints.com/tag/communication-myths/)

## Categories

- [custom style](https://hrfootprints.com/style_category/custom-style/)
- [simple pattern style](https://hrfootprints.com/style_category/simple-pattern-style/)
- [christmas style](https://hrfootprints.com/style_category/christmas-style/)
- [valentine's day style](https://hrfootprints.com/style_category/valentines-day-style/)