#data-driven HR

[amansalve]

Transforming Workplace Culture with Strategic HR Practices

In today’s dynamic business environment, workplace culture plays a crucial role in driving organizational success. Companies that foster a positive culture experience higher employee engagement, productivity, and retention. To achieve this, businesses must adopt strategic HR practices that align with their core values and long-term goals.

Table of Contents:

Leadership Drives Cultural Change

Data-Driven Insights for Cultural Shifts

Employee Experience as the Core Driver

DEI as a Cultural Catalyst

Overcoming Resistance to Change

Conclusion

Leadership Drives Cultural Change

Strong leadership is essential for fostering a thriving workplace culture. HR should invest in leadership training programs that focus on emotional intelligence, adaptive thinking, and psychological safety. Leaders who inspire and support their teams create a culture of trust and collaboration.

Data-Driven Insights for Cultural Shifts

HR analytics can provide insights into employee satisfaction, performance trends, and potential areas of improvement. By using data-driven decision-making, HR can implement strategies that enhance workplace culture and overall productivity.

Employee Experience as the Core Driver

Employees who feel valued and supported contribute positively to workplace culture. HR should focus on initiatives such as flexible work arrangements, mental health programs, and career development opportunities to improve employee satisfaction.

DEI as a Cultural Catalyst

A diverse workforce contributes to a richer, more innovative culture. HR must implement inclusive hiring practices, provide DEI training, and create policies that support underrepresented employees. A culture of belonging leads to increased employee engagement and retention.

Overcoming Resistance to Change

Change is inevitable in any organization. HR plays a key role in managing transitions by ensuring employees are well-prepared and engaged throughout the process. Providing proper training, setting clear expectations, and offering support can help ease cultural shifts.

The Future of Workplace Culture

As organizations continue to evolve, HR strategies must adapt to meet new challenges. The future of workplace culture lies in continuous learning, adaptability, and employee empowerment. Companies that prioritize strategic HR practices will not only retain top talent but also build a resilient and high-performing workforce.

For More Info: https://hrtechcube.com/hr-strategies-workplace-culture/

Conclusion

Workplace culture transformation is not a one-time effort but an ongoing process that requires dedication and strategic planning. By implementing leadership development, data-driven decision-making, employee-centric policies, and DEI initiatives, organizations can create an environment where employees thrive. Overcoming resistance to change is crucial, and HR plays a vital role in ensuring smooth transitions. Ultimately, businesses that invest in strategic HR practices will foster a positive, innovative, and high-performing workplace culture that drives long-term success.

[maharghaideovate]

Sikkim Manipal Distance MBA: Boosting HR Analytics Skills

A revolution in the use of data has been witnessed in the field of Human Resources. Organizations now hold large volumes of employee data, and the ability to analyze and derive insights from this information is an increasingly important skill in human resource practitioners. Sikkim Manipal University Distance Learning MBA, too, has not missed this revolution and has made sure that the next…

[townpostin]

AI's Role in HR Systems Set to Expand, Say Industry Experts at XLRI CHRO Conclave

XLRI hosts CHRO Conclave Kronos 4.0, highlighting challenges and AI integration in HR. The CHRO Conclave Kronos 4.0 concluded at XLRI, focusing on best practices in HR across global industries. JAMSHEDPUR – The CHRO Conclave Kronos 4.0 at XLRI wrapped up with discussions on the future challenges and the increasing role of AI in HR systems. This year’s theme, "HR for the Modern Leader: Bridging…

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Struggling to find the best HR analytics software? We break down the top options alongside a checklist to pick the right tool for your HR strategy.

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Revolutionizing Talent Acquisition: How AI-Powered Shortlisting is Transforming Hiring at Scale Through AiFlo

In today’s hyper-competitive job market, recruiters and hiring managers are overwhelmed with countless applications for every open position. The traditional methods of shortlisting candidates are no longer sustainable. That’s where AI-powered shortlisting comes into play — transforming recruitment from a slow, manual task into a smart, data-driven, and scalable process.

With companies like AiFlo leading the charge in automation and AI innovation, businesses now have the tools to hire faster, smarter, and more fairly than ever before.

Let’s dive into how AI shortlisting works, why it’s better, and why your business needs to adopt it right now.

What is AI-Powered Shortlisting?

AI-powered shortlisting refers to the use of artificial intelligence and machine learning algorithms to analyze job applications and identify top candidates based on specific role requirements. It automates the most time-consuming steps of the hiring process — screening resumes, matching qualifications, and ranking candidates.

Unlike keyword-based filters, modern AI solutions understand the context of skills, job roles, and experience, making shortlisting significantly more accurate.

Why Traditional Shortlisting is Failing

Traditional shortlisting often involves manual resume screening, which can be subjective, slow, and prone to bias. HR professionals can spend up to 23 hours screening resumes for a single hire, often leading to burnout and poor hiring decisions.

Here are the biggest problems with traditional shortlisting:

Time-consuming process

Human bias affects fairness

Inconsistent evaluations

Limited scalability

How AiFlo Automates the Shortlisting Process

AiFlo’s AI-powered shortlisting solution changes the game by automating candidate evaluation using custom logic, deep learning, and NLP (Natural Language Processing).

Here’s how it works:

Custom Job Matching Engine – AiFlo's tool learns the exact hiring criteria and ranks candidates accordingly.

Resume Parsing & Scoring – The system parses hundreds of resumes in seconds and gives each candidate a score based on relevance.

Pre-Built Workflows – You can set up intelligent filters and conditions to automatically sort applicants.

Bias-Free Evaluation – By focusing purely on skills and experience, AI reduces unconscious bias.

Real-Time Shortlist Reports – Instantly download a pre-qualified list of the best-fit candidates.

The Benefits of Using AI for Shortlisting1. Faster Time-to-Hire

With automation, you can move from application to interview in hours instead of days.

2. Cost Savings

Reduce recruitment costs significantly by saving manual screening time and eliminating bad hires.

3. Improved Quality of Hire

AI selects the most relevant candidates, improving the quality of your interview pool.

4. Scalability

Whether hiring one person or hundreds, the process remains equally efficient.

5. Compliance and Objectivity

AI helps ensure fair evaluations that are compliant with hiring regulations.

Ideal Use Cases for AI Shortlisting

AI-powered shortlisting isn’t just for tech giants. It’s revolutionizing hiring across industries, especially where volume hiring is common.

BPO & Call Centers

IT & Software Development

Retail & Ecommerce

Healthcare Staffing

Remote/Global Hiring

Customizable, Not One-Size-Fits-All

AiFlo’s shortlisting solution isn’t a rigid template. You can fully customize the AI logic to match your job description, skill priorities, and hiring goals.

Whether you’re looking for soft skills, niche expertise, or multilingual candidates, AiFlo helps you   with your unique hiring needs.

Data Privacy and Candidate Trust

With increasing concerns over privacy and ethical AI, AiFlo ensures:

GDPR-compliant data processing

Transparent AI decision-making

No candidate information is sold or misused

This makes AiFlo not just effective but trustworthy for both employers and candidates.

Human + AI: The Perfect Combo

AI doesn’t replace the human recruiter — it empowers them. With routine screening automated, recruiters can:

Focus on candidate experience

Build stronger relationships

Make more strategic hiring decisions

It’s the best of both worlds — human intuition supported by machine intelligence.

Real-World Impact: What Companies Are Saying

Companies using AiFlo’s AI-powered hiring report:

Up to 70% reduction in time spent on shortlisting

3x better candidate quality

Higher retention rates due to better job matches

As one recruiter put it:

“AiFlo didn’t just save us time — it completely changed how we look at talent acquisition.”

Ready to Scale Your Hiring?

If you're scaling your team, especially across multiple geographies or roles, AI shortlisting is no longer a luxury — it’s a necessity.

AiFlo is helping businesses turn chaos into clarity with one intelligent hiring solution. Whether you’re hiring ten people or ten thousand, the power of AI shortlisting makes it faster, fairer, and future-ready.

Conclusion: Future-Proof Your Hiring Strategy Today

In the war for top talent, the fastest and most accurate hirers win. Manual shortlisting methods just can’t keep up with the speed and complexity of modern hiring demands.

By adopting AI-powered shortlisting with platforms like AiFlo, businesses gain a clear edge — from improving candidate experience to reducing hiring costs and increasing diversity.So, if you want to transform your hiring funnel into a smart, streamlined, and scalable engine, AiFlo is your answer. Start shortlisting smarter. Start hiring better.

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The Role of People Analytics in Modern Management

No aspect of modern management moves ahead without making data-driven decisions. What’s more, the organisations of today are leveraging people analytics to optimise employee performance, improve employee engagement and bank on strategically created decision-making. That said, with access to the right tools, organisations can evaluate their own workforce, the current workforce trends, predict future needs and requirements and even boost overall efficiency. This blog further writes and showcases how people analytics is designed to model management strategies and revolutionise HR systems.

Absorbing & Digesting People Analytics in Management

People analytics is defined as the practice of using received data to measure, deeply analyse and improve the performance of your workforce. By gathering the accumulated insights from the HR on employees’ productivity, engagement and retention, organisations can make better and informed decisions that can lead to elevated business outcomes. Traditionally HR management used intuition and qualities, but the current workforce analytics enables leaders of companies to take advantage of hard data and use it to build as well as enhance strategic workforce planning strategies.

Organisations that employ these same workforce planning strategies are able to foresee incoming challenges, track the performance and create adaptable and actionable solutions. Multinational companies such as Google and Microsoft are already utilising employee analytics to polish their hiring, training and retention processes.

Decision-making That Is Driven By Data

Effective leadership today also depends how well the data-driven decision-making is. As mentioned above, by utilising HR analytics tools, companies are well-equipped to gain beneficial insights into employee conduct, performance, satisfaction and productivity levels. All of them help the manager make cognisant decisions rather than putting their faith on guesswork or subjective written or oral opinions.

For example, companies that proactively track employee engagement metrics can identify signs of burnout in the early stages and take measures at once. As per a study by Gallup, organisations with highly engaged employees experience a 23% jump in profitability. Workforce analytics help businesses understand which specific factors contribute to employee satisfaction and enable them to implement strategies which heighten motivation and retention.

Key Areas Where People Analytics Make a Striking Impact

Performance Analytics – Employees Calculating employee performance is no longer limited to annual reviews only. Organisations now have complete access to real-time performance metrics to track productivity status and identify areas of improvement. Performance analytics includes accessing key indicators such as completion rates, project efficiency and overall company objectives.

Planning Strategies – Workforce Ensuring that the right talent is in position to meet the desired business objective is workforce planning. People analytics assist organisations to anticipate future hiring needs, assess skill gaps and allocate resources accordingly and effectively.By methodically analysing turnover rates, recruitment trends and employee capabilities, companies have everything that is needed to create long-term workforce planning strategies. For example, a company facing high attrition rates in a specific department of their workforce can use HR data insights to find underlying issues and develop targeted strategies accordingly.

HR Data Insights – Talent Acquisition Business success comes down to hiring the right talent. Talent analytics strategies allow recruiters to recognise top candidates based on past hiring data, skills and their assessments and behavioural insights. With AI booming, AI-driven analytical tools have developed the capacity to analyse resumes, previous job performances and interview reviews to answer which candidates will fit the role perfectly. This can reduce hiring bias and improves the quality of the new hires. Companies such as Amazon use prognostic hiring models to match candidates with job roles that align with their skills and career goals.

Employee Engagement & Retention - Enhancement A motivated workforce is a productive workforce. People analytics in employee management helps organisations to observe employee engagement levels through pulse surveys, sentiment analysis and feedback tools.If it reveals that there’s a certain drop in engagement of certain teams, HR can follow-up with immediate action. Whether it is by addressing workplace or cultural problems, providing professional development programs or re-adjusting assigned workloads. Research by Harvard Business Review found that companies using people analytics for engagement see a 31% reduction in employee turnover.

The Future of People Analytics in Management

As technology continues to advance, the role of people analytics in management will become even more significant. Future trends include:

AI & Machine Learning Integration: With AI rising beyond expectations, AI-powered workforce analytics will enable prognostic modelling, helping companies to anticipate workforce trends and make proactive decisions.

Real-Time Employee Feedback: Businesses will implement AI-driven sentiment analysis tools to gauge employee satisfaction in real-time.

Remote Work Analytics: With hybrid and remote work becoming the norm, people analytics will help organizations optimise productivity and engagement for distributed teams.

Diversity & Inclusion Metrics: Companies will leverage HR data insights to track and improve diversity, equity and inclusion (DEI) initiatives.

How Can Organisations Make Use Of People Analytics Effectively

To successfully utilise the maximum potential of People Analytics, organisations should follow the following steps:

Invest in HR analytical tools that offer comprehensive analytical solutions.

Establish clear Key Performance Indicators (KPIs) that align accurately with your business objectives.

Train HR and Managers to interpret data and apply insights effectively.

Ensure Data Privacy and Compliance to preserve ethical standards while adhering to data protection regulations.

Foster a Data-driven Culture where decisions are taken after being informed by analytic tools rather than intuition alone.

Coming To The Conclusion

The integration of people analytics in management is transforming how organisations make decisions about talent, performance and engagement. By leveraging workforce analytics and HR data insights, companies can drive productivity, enhance employee experience, and develop more effective workforce planning strategies.

Data-driven decision-making is no longer optional, it’s essential for staying competitive in today’s business environment. As technology continues to evolve, organisations that embrace people analytics will without a doubt be better equipped to steer workforce challenges and build a thriving, engaged workforce.

Are you ready to harness the power of people analytics in your organization? Start implementing the right HR analytics tools today and unlock the full potential of your workforce.

[websyn]

Optimizing Human Resources with Dynamics 365: The Key to Streamlined Workforce Management

In today’s competitive business environment, managing human resources effectively is more critical than ever. Dynamics 365 offers a transformative approach to workforce management by integrating advanced technologies with intuitive tools designed to enhance efficiency and drive employee engagement.

Why Dynamics 365 for HR Management?

Microsoft Dynamics 365 goes beyond conventional HR systems by merging automation, AI-driven insights, and seamless integrations. It empowers organisations to optimise recruitment, enhance employee experiences, and align workforce goals with broader business objectives.

Key benefits of implementing Dynamics 365 for HR include:

Unified HR Processes Dynamics 365 centralises all HR operations—recruitment, onboarding, payroll, and performance reviews—into a single platform. This unification eliminates silos, streamlines workflows, and enhances collaboration across departments.

AI-Powered Recruitment and Talent Acquisition By leveraging artificial intelligence, Dynamics 365 improves candidate screening, predicts role fitment, and speeds up hiring decisions. The system helps HR teams identify top talent faster, reducing time-to-hire while ensuring quality recruitment.

Enhanced Employee Engagement Personalised employee experiences are crucial for retention. Dynamics 365 offers self-service portals, training modules, and real-time feedback mechanisms, fostering a positive work environment and ensuring professional growth.

Data-Driven Decision-Making Advanced analytics within Dynamics 365 provide actionable insights into workforce trends, employee performance, and resource allocation. These insights enable leaders to make informed decisions that align with business goals.

Scalability and Integration Dynamics 365 seamlessly integrates with other Microsoft tools such as Teams, Power BI, and SharePoint, ensuring scalability and adaptability for businesses of all sizes.

How Dynamics 365 Addresses Workforce Challenges

Modern HR teams face challenges such as remote work management, diverse workforce needs, and regulatory compliance. Dynamics 365 provides:

Remote Work Enablement: Tools for virtual collaboration and performance tracking ensure productivity regardless of location.

Compliance Automation: Simplifies adherence to global HR regulations through automated updates and audits.

Customised Dashboards: Tailored insights help HR teams monitor KPIs, from employee satisfaction to productivity metrics.

Conclusion: Transforming HR with Dynamics 365

Adopting Dynamics 365 for human resource management is a strategic step towards building a resilient, motivated, and future-ready workforce. By streamlining HR operations, leveraging data-driven insights, and fostering a culture of engagement, businesses can unlock their full potential.

Invest in the power of Dynamics 365 today and redefine workforce management for the digital age.

[louisabalos]

Strategies for Effective Human Resource Management

Human resources are the lifeline of any business. Effective human resource management is essential for business success. Various strategies can ensure effective human resource management.

One of the foremost human resource management strategies is hiring the right candidates. The type of employees a company hires can significantly impact business growth. A strong recruitment strategy that includes accurate job descriptions and an effective interview process is essential in hiring the right candidates.

Another key strategy for effective human resource management is to communicate respectfully. Issuing orders in a condescending manner will only result in an unhappy, disgruntled, and demotivated team. It is essential to choose the right communication strategy for the team. While some may prefer a firm and professional approach, others may respond better to a softer and more informal communication style.

Furthermore, genuine recognition and appreciation for hard work are effective ways to foster optimal human resource management. HR managers should try to acknowledge employees’ extra contributions and appreciate them openly. This boosts morale and helps employees stay motivated. Additionally, managers should consider incentivizing employees who have gone above and beyond to complete tasks.

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[unlockingthefuture]

Transforming HR SAP SuccessFactors Impact

In the evolving landscape of human resources, the focus has dramatically shifted towards enhancing the human experience, a concept that SAP SuccessFactors has been instrumental in driving forward. By integrating advanced HR technologies, SAP SuccessFactors is transforming Human Experience Management (HXM), emphasizing personalized employee experiences, data-driven decision-making, and holistic well-being.

[exelahrsolutions]

Data-driven HR reshaping the business landscape

The term "big data" materialized in 2005, when technology expert, Roger Magoulas, encountered challenges processing a vast dataset using traditional business intelligence solutions. As a result, companies have since relied on specialized tools and data analysts to analyze data, leading to improved customer relations, sales, and operational efficiency.

The emergence of big data has presented the most significant opportunity for marketing and sales since the widespread adoption of the Internet two decades ago. The explosion of data has provided insights into various topics, including customer behavior, weather patterns, and emerging market demographics. It is clear that companies that can leverage data to achieve above-market growth excel in three critical areas:

o    Utilizing data analytics to discover profitable business prospects and facilitate informed decision-making, thereby augmenting marketing return on investment (MROI).

o    Transforming the acquired knowledge into meticulously crafted products and offers that satisfy customers.

o    Efficiently bringing these products and incentives to the market.

o    The goldmine of data available to marketing and sales leaders represents a critical juncture.

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Companies integrating big data and analytics into their operations experience higher productivity and profitability, surpassing their peers by 5 to 6 percent.

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 This advantage is too valuable for any company to ignore.

Considering the current situation where a significant number of employees are quitting their jobs, it is crucial to leverage the potential of data in human resource decisions. The principles of employee value proposition (EVP) management are outdated and in need of revision. Many organizations still rely on short-term tactics to address long-term systemic challenges associated with the future of work. It's time to reassess and adapt to the changing landscape.

The upcoming changes in the future of work call for a departure from relying solely on gut instincts and conventional practices that have been employed for years. Companies must adopt a more analytical approach to managing their human resources to stay ahead of the competition. With increasing globalization and industry demands, data-driven HR decision-making has become vital to organizational success. Through predictive analytics, companies can obtain valuable insights into workforce dynamics, enabling them to make informed decisions that boost business performance. Join our session below to learn about data-driven HR, how to draw actionable insights from data, and ten critical steps to build a data-driven HR strategy.

 What is data-driven HR? 

Data-driven HR is a methodology that utilizes data and analytics to aid in decision-making processes within the human resources domain. This approach enables HR practitioners to make better, impartial, and tactical decisions that significantly impact different facets of the company and address challenges related to talent management. The first step in this process is to gather pertinent information by conducting surveys, assessments, evaluating metrics, and utilizing predictive analytics around some areas, such as:

·        Performance

·        Learning and development

·        Turnover

·        Engagement

·        Workforce demographics

 Once you have enough data to evaluate, identifying patterns and trends based on this data serves as the basis for strategic decision-making to drive business success. In addition, this approach enables organizations to create solutions for foreseen obstacles proactively.

 Also Read: Top Four Trends in Performance Management in 2023

 Drawing actionable insights from the available data

Employers have an untapped repository of employee data that largely remains unexplored. Moreover, organizations find it challenging to extract actionable insights from this data. Here are a few examples where data analysis can uncover both strengths and weaknesses within the workforce, enabling HR teams to make decisive actions that benefit their employees and the business.

 ·        Attracting and retaining talent

If the data exhibits that your organization is experiencing high employee turnover rates or struggling to recruit top talent, a possible solution could be to develop customized total rewards statements. This approach enables HR teams to showcase the concrete benefits that the company provides, which helps candidates and current staff have a better understanding of their overall compensation package value.

·        Benefits utilization

If the data indicates that your employees are not utilizing the benefits offered by your company, further investigation may be necessary to determine whether the issue is due to poor communication or a genuine lack of interest in certain benefits. To address this, your HR department may consider reallocating resources and funds to better meet employees' needs and preferences or revising communication tactics to encourage greater engagement with the benefits program.

·        Debt load and savings rates

If the data shows that your staff members have student loan debts exceeding the national average or a particular group of employees is facing difficulties creating emergency funds, it may be beneficial to consider providing student loan aid or arranging emergency savings accounts for your employees.

·        Retirement readiness

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If employees postpone their retirement, it could result in a substantial expense of up to $50,000 per employee per year for businesses.

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If the data analysis shows that your employees are not readily accepting retirement options, you can provide personalized retirement education or early retirement programs with added incentives.

·        Diversity, equity, and inclusion

If there are different financial prospects for various employee groups in your organization, it is advisable to closely observe how the offered benefits are being utilized to ensure that they meet the diverse needs of your employees. Additionally, keeping track of hiring and promotion policies would be beneficial in ensuring they are equitable. Employers can examine the conduct and requirements of their employees based on factors such as age, gender, race, ethnicity, disability, or other demographics to identify potential discrepancies and opportunities for improvement that may not have been previously recognized.

 How do you build a data-driven HR? 10 key steps to build a data-driven HR strategy

·        Define a business problem

 Gathering data without a defined objective can lead to unfavorable consequences. For instance, you may find yourself inundated with figures that you cannot utilize effectively. Therefore, it is advisable first to identify a particular challenge or aim to focus on. This strategy guarantees that your people analytics endeavors will generate meaningful outcomes.

In addition, instead of commencing with an HR-related matter, such as decreasing employee turnover, consider enhancing overall business earnings or quarterly revenue. Establish a larger business objective and determine the necessary measures to accomplish it.

 ·        Create a basic hypothesis before examining the data

To ensure accurate and valuable insights from data analysis, it is important to begin by creating a hypothesis based on a specific problem or goal. Rushing into data analysis without a clear hypothesis can lead to misleading or incomplete conclusions. Hypotheses can be developed through various methods such as surveys, round tables, or forms. For example, a hypothesis such as "improving career opportunities and transparency in career advancement reduces employee turnover" can be tested through data analysis. This approach of incorporating human aspects into people analytics through hypothesis testing helps to validate assumptions and generate meaningful insights.

·        Collect data

To start with, assess your current data sources and determine if you have gathered feedback from various channels, such as pulse surveys, 360-degree feedback, or exit interviews, to gain comprehensive insights. If you have overlooked any important feedback sources, it's crucial to include them to ensure that you obtain a complete picture. Furthermore, it's essential to collect diverse data types to eliminate potential biases and increase the accuracy of your analysis.

·        Analyze data

 Look for evidence in your data that supports or disproves your hypothesis. When reviewing your data sources, it is important to search for patterns and connections between different variables. For example, you might explore cause-and-effect relationships, such as the impact of changes in hiring practices on employee retention rates. You can consider different analytical techniques, including:

o    Text analytics: This involves analyzing large amounts of text data, such as emails, surveys, job applications, or performance reviews, to extract relevant insights.

o    Predictive analytics: By leveraging artificial intelligence and historical data, you can estimate the likelihood of future events or trends.

o    Voice or speech analytics: Analyzing audio recordings can help you identify the main topics discussed or the tone and words used by speakers.

o    Video analytics: Using CCTV footage, you can gather useful information, such as whether your construction crew follows safety regulations by wearing appropriate gear.

o    Image analytics: This technique uses pattern recognition to extract information from images or graphics.

o    Sentiment analytics: Combining text analytics and other methods, you can better understand your employees' overall attitudes and experiences.

 ·        Count on historical data

To establish a baseline for measuring progress and identifying trends, organizations must rely on historical data. HR leaders can make evidence-based decisions and identify actionable insights by utilizing various pre-existing HR metrics such as compensation history, turnover rates, and employee engagement. By analyzing this data, companies can identify patterns and trends, allowing them to make informed strategic decisions.

·        Reveal insights

Having access to abundant data doesn't always mean having valuable insights. Therefore, it's important to transform collected data into meaningful insights that provide solutions to strategic questions and contribute to achieving strategic objectives. To do so, it's important to present the data in a way that appeals to different learning styles. This can be done by creating a narrative that incorporates visual aids such as charts, pictures, or videos to support the statistical evidence presented. Additionally, consolidating information into a centralized source can help organizations detect trends and identify areas for improvement.

·        Make an HR bid to enhance the business situation

Start by analyzing the data to gain insights into a specific business problem or opportunity, such as identifying a key talent pool that can drive sales growth. Next, use these insights to develop a comprehensive HR strategy that aligns with the organization’s overall goals and objectives. It is essential to engage stakeholders in the decision-making process to secure their support and ensure the strategy's success. By using data-driven decision-making, HR can demonstrate the value of its contribution to the organization and drive positive business outcomes.

·        Understand cultural nuances

Cultural differences can affect how job candidates engage with potential employers and the criteria they use to evaluate desirable metrics. Therefore, it is essential to consider cultural nuances to avoid misunderstandings and misinterpretations of data sets. HR professionals should be mindful of these differences and strive to create an inclusive and diverse recruitment process that considers cultural factors.

·        Always tell a story

To create a persuasive argument based on data, it is crucial to construct a coherent narrative that provides context for the numbers. Develop concise presentations that illustrate the proposed solution as a result of the insights gained from internal research. Use storytelling techniques, such as using anecdotes or case studies, to make the data more relatable and engaging to stakeholders. This approach can help build support for the proposed solution and increase the likelihood of its successful implementation.

·        Make a data-driven HR mission and vision statement.

The HR strategy's summary and guiding principles are encapsulated in the mission and vision statements, which act as a guiding light for all future policies and decisions. Therefore, it is crucial to make a data-driven HR mission and vision statement that incorporates insights gained from data analysis. This approach will ensure that HR initiatives are aligned with the overall business objectives and that data-driven decision-making is at the core of HR practices.

 Wrapping up! 

 To effectively support employees' needs, HR should adopt a proactive approach, and leveraging data is crucial to achieving this goal. Organizations should prioritize investing in data and analytics to equip their HR leaders with the necessary insights to drive measurable business impact. With real-time insights, HR teams can create specific strategies that enhance employee well-being and drive business performance.

 Exela HR Solutions, a leading firm specializing in HR outsourcing, provides a data-driven approach to tackling HR challenges. Our team of experts can assist you in navigating the complexities of HR by delivering reliable and assertive solutions. Contact Exela HR Solutions now for all your HR needs.

 DISCLAIMER: The information on this site is for general information purposes only and is not intended to serve as legal advice. Laws governing the subject matter may change quickly, and Exela cannot guarantee that all the information on this site is current or correct. Should you have specific legal questions about any of the information on this site, you should consult with a licensed attorney in your area.

 Source & to read more: https://ow.ly/Rrn150OX89L

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[why-animals-do-the-thing]

Happy National Zookeeper Week!

I’ll admit, I’m feeling a little spicy about it this year (well, every year) because zoos use the celebration for lots of positive facility PR, yet staff don’t often get the support and respect that is claimed in those posts.

So I want to share this great article written by a zoo industry consulting group last year looking at the reality of what happens when a workforce ends up conflicted between their passion (zoos and animals) and pragmatism (paying rent, existing in a capitalist society). They assessed AZA compensation rates by region against things such as a living wage and rental rates in the area. (All text formatting within quotes, such as bold and italics, is original to the article text.)

I cannot give the Canopy Group enough support for the way they framed this research:

“By observing the economics of keeper compensation, it’s no secret that keepers land on the lower end of the wage spectrum. Like all other wages and salaries, the market value of keeper compensation is driven by several economic factors – including the size of the labor pool, the rigor and danger of the work, the technical ability required, and the educational requirements. However, there is one factor that artificially lowers the market value of keeper compensation more than any other: passion.

In this article, we’ll take a look at why passion lowers the market value of animal care worker wages. More importantly, we’ll consider many factors that have emerged in recent years that are making people reevaluate the value of following their passion – a trend contributing to The Great Resignation, especially as it applies to zoos, aquariums, and similar organizations. (…)

The argument here is passion versus pragmatism: the unknown versus the sure thing. It is a decision all zookeepers and animal care technicians have made. Working with animals is immensely rewarding, but this passion is also very popular. This, historically, has meant that the keeper candidate pool is very large. Therefore, if the wage is livable and working conditions are reasonable, the pool should remain large. In a very real sense, a passion for animals drives down the market value of keeper compensation. Anyone who has been through an Economics 101 course will recognize this as a fundamental market principle: supply vs. demand.

However, many zoos and aquariums are having a more difficult time filling positions than normal and have started to see higher turnover rates in recent years. This begs the question – is the current keeper wage too low?”

Their findings?

Here’s their graph of “the median wage of keepers from organizations in different AZA-defined regions” from an AZA survey done in 2021. (Median is the type of average that looks at the middle of a data set’s range).

The median wage for AZA keepers in the South/Southeast was just over $15/hr at the low end, and the median wage for AZA keepers in the Far West / PNW was a little under $26/hr. That’s pretty dang low everywhere, especially when you factor in the increased cost of living in places like the West Coast. Also consider that looking at the median wage doesn’t mean this reflects just entry-level compensation - this data indicates the the compensation middle for all keeper positions, including people who have built their careers as keepers in those places long-term.

Then, they compared those wages to the “living wage” in each region - which they defined as “a calculation of what it takes to live in a particular area, without any other income. A living wage calculation takes into consideration how many earners are in a household, how many children are being supported, etc. The living wage includes the costs of all the basic items a household needs to be self-sufficient.”

“If you receive a wage for a job that is below the living wage, then you are essentially taking a negative net income. This is unsustainable for the long term, and essentially defines where wages start to exploit passion.”

Here’s a figure they provided using the MIT Living Wage Calculator showing the average living wage for each of the AZA regions. The chart on the left shows the living wage for a single person with no kids; the second, for two parents with two incomes and one child to support.

“By comparing the two graphs [to the earlier graph of the AZA median compensation rates], we find that median wages in the Southeast/South and Southwest regions are lower than the living wage for each household configuration in those regions. In other words, if you are a single person household or part of a two-income household raising 1 child in the South, a starting keeper salary will likely leave you with a negative net income. While many people work at this level, it increases the risk of accumulating debt, lowers a person’s ability to afford a home, set a much later retirement age, and can lead to many other negative, long-term effects.”

Big yikes, right?

Next, they looked at living wage vs. compensation for single parents.

“The single-parent living wage exceeds the average keeper wage in all AZA regions. In fact, the living wage required as a single parent is double the average AZA keeper wage in some regions.”

And then they did housing, specifically, being able to purchase a home.

“In many places, even a two-income household at an average keeper salary would not purchase a mid-level home. This means that keepers have to wait far longer than their peers to purchase a home. While paying rent in the meantime, this rent will account for a larger portion of their income than their peers. All in, these effects can set hopeful homeowners back years or decades.”

Canopy’s conclusion was something anyone involved in the field knew was coming.

“Companies like Chipotle, McDonalds, Best Buy, FedEx, Home Depot, Publix, and Walmart are all offering similar starting wages near starting keeper wages – plus many fringe benefits (like tuition reimbursement) and ample advancement opportunities. Many potential keepers in younger generations are putting their passion on the shelf so they can meet basic standard-of-living concerns.

To attract and retain quality candidates, an organization must consider the journey each new employee would have to make over their career. If the journey is fraught with massive debt, decreased disposable income, and limited career opportunities, then you are limiting your potential candidate pool to the small group of people who have decided that following their passion is worth significant lifelong financial hardship. There are many potential candidates out there willing to sacrifice and arm and leg for animals and conservation, but they wouldn’t dare jeopardize the financial future of their dependents and families.”

This is something I’ve heard about for years, and seen first hand. The low average wage at zoological facilities has been damaging their ability to hire and retain skilled staff for as long as I’ve been involved in the industry. I know so many zookeepers who still have roommates into their 30’s, or work multiple jobs, just to be able to make ends meet.

There’s a mythology about zookeeping jobs, a narrative that seeps into the field and actively exploits people’s passion for the job: it tells people that they’re so lucky to be able to work with these rare and cool animals; that they’re greedy and ungrateful when they ask for more compensation because they’re privileged to get to have the job at all. It says that most people would give anything to have these opportunities, so current zookeepers are interchangable and easily replaceable. Ask for too much? Push for a living wage? There’s always someone willing to take your spot. Not all facilities perpetuate this mentality - some places do treat their staff well without intentionally manipulating them to stay them in unsustainable jobs, and there can be legitimate financial reasons that limit staff compensation (mostly at smaller facilities, afaik) - but it’s a reality in the field.

For a long time, this type of mentality towards staff was sustainable. There really were always more people wanting to work in the field. But now, after three years of pandemic stressors and inflation, it’s starting to be a problem. A lot of staff left during the last few years, and facilities are having a really hard time hiring people and retaining them for any duration. I think a large part of that is low compensation rates. People are prioritizing long-term financial stability and recognizing when their passion is being exploited.

When I first started on tumblr back in 2011, there was a whole group of us within the United States who were baby zookeepers or volunteering as industry hopefuls. We all became friends, and I’ve stayed in touch with, or at least aware of, most of them as their careers progressed. Of the 10-15 or so people in that cohort? I can think of three who are still employed in the zoo industry. Everyone else has moved on into other fields - often with great grief over the loss - because of the extreme emotional labor, the physical exhaustion, and the lack of appropriate compensation.

But I guess that annual pizza party, being featured on social media, and maybe getting additional snacks all week makes up for it all?

[maharghaideovate]

Sikkim Manipal University Distance Learning MBA Program

The Sikkim Manipal University Distance Learning MBA program offers a flexible and comprehensive curriculum designed to enhance managerial skills and career prospects. With specializations in Marketing, Finance, HR, and Information Systems, the program provides extensive theoretical and practical knowledge, preparing students for leadership roles in the global business environment.

[estellan0vella]

Love In Print│Bang Chan

Chapter One: Satan And His Hellhound SS: 9 (ignore time stamps and dates) Word Count: 2.7K Content Warnings:

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The tension in the Levanter-Miroh Publishing office is so thick it might as well be listed as an official department. Two years post-merger, the open-plan layout still feels like a no-man's-land, with the remnants of Levanter's creativity-first chaos clashing violently against Miroh's sterile, data-driven efficiency.

Somewhere in the middle of this battlefield, Ayame and Chan continue their daily war, a slow-burning feud that keeps the office on edge and entertained.

Ayame strides through the building, the click of her stiletto heels echoing against the polished tile floors. Her light blue mini skirt swishes with every purposeful step, the fitted corset-waist blouse tucked just enough to appease HR.

She sips her coffee and catches up to Nari near the elevators. Nari, ever the image of poised chaos, juggles her phone, a tablet, and the sheer weight of dealing with Kang Haechul and his corporate minions. 

"Morning, Ayame," Nari says, barely glancing up from her phone.

"Morning," Ayame hands her a sleek folder, one corner decorated with a small smiley face sticker she slapped on last minute. "Here's the pitch for that YA series I mentioned. It's fucking gold. I'd bet my coffee budget it'll trend for years."

Nari flips through the file, her lips twitching in approval. "Has Kang Haechul seen this?"

Ayame raises an eyebrow, the corner of her mouth twitching with a dry smirk. "I sent it to the dementor, sorry, I mean Chan, so I assume so. But if it has even a drop of creativity, I doubt it'll survive his soulless, corporate vacuum."

Nari lets out a low chuckle as they step into the elevator. "Quarterlies?"

"Lower than projected, but not a disaster," Ayame replies, leaning against the wall and crossing her ankles. "Better than Q2, at least. I already talked to marketing about alternative print strategies to cut costs without touching the quality. Sent you a breakdown this morning. Oh, and I emailed about the team-building event I'm planning."

Nari pauses mid-scroll, looking up from her phone with a sceptical arch of her brow. "Team-building? You? I thought you'd rather eat glass."

"Rusty nails, actually," Ayame corrects, smirking. "But Minho's drowning in complaints, and HR's been a shitshow since the merger. Figured I'd throw them a bone before they all quit."

As if summoned by her words, Seungmin appears just outside the elevator as the doors slide open. He steps in, sharp in his suit, holding a stack of perfectly aligned documents. His expression is neutral, but his tone is dripping with quiet amusement. "Half of those complaints are about you and corporate stick-up-the-ass."

"Morning to you too, sunshine," Ayame replies sweetly, rolling her eyes.

Nari shakes her head, grinning. "Oh, Ayame, I don't know what I'd do without you."

"Be stuck with Satan and his hellhound," Ayame quips, nodding toward Chan and Kang Haechul, who are making their way across the lobby. Chan is in his usual sharp suit, his perfectly styled hair somehow looking both effortless and infuriating. His gaze is piercing, clipboard in hand like a weapon of mass destruction.

Seungmin mutters, just loud enough for Ayame to hear, "Pretty sure Satan and his hellhound would be less of a pain in the ass."

Ayame smirks. "Exactly."

As they part ways, Ayame makes her way toward her desk, only to be intercepted by Hyunjin, who's rushing toward her like a man on the verge of collapse. His tie is crooked, his shirt slightly untucked, and his expression is nothing short of desperate.

"Ayame, please, I need a favour," he blurts, running a hand through his already messy hair.

Ayame groans, holding up her coffee like a shield. "What now, Hyunjin?"

He exhales dramatically, pacing in front of her. "Okay, so, my new puppy, his name is Tofu, by the way, he got into the peanut butter last night, and, uh, well, he fucking exploded. Shit everywhere. I'm talking walls, furniture, my expensive rug-"

"Jesus Christ, Hyunjin." Ayame cuts him off, holding up a hand. "What is it you want from me?"

"I need an extension on the monthly report," he says quickly, clasping his hands together like he's praying. "Just a couple of days. I swear I'll have it done by Wednesday."

Ayame takes a slow sip of her coffee, staring him down. "You'll have it Monday. Wednesday at the absolute fucking latest, or I swear to god I'll make you clean the conference room after next week's catered lunch."

Hyunjin's face lights up like she's just saved him from certain death. "Thank you! You're a fucking angel."

"I'm a fucking sucker," she mutters as she brushes past him, heading for the meeting room with a tray of cupcakes she brought for the morning meeting.

Just as she reaches the doorway, she's blocked by Chan, who leans against the frame with his arms crossed and that damned clipboard clutched like it's part of his anatomy. His dark eyes flick to the cupcakes, then back to her, the faintest trace of a smirk playing on his lips.

"That was pathetic," he says, jerking his chin toward Hyunjin. "You could just tell him to do his fucking job, but no, you have to play saviour."

Ayame snorts, brushing past him without missing a beat. "Being a saviour is better than being a corporate dick-sucking yes-man."

"Interesting philosophy," Chan calls after her, his voice dripping with sarcasm.

Inside the meeting room, the atmosphere immediately shifts as Ayame sets down the tray of cupcakes. Minho, seated at the head of the table, grabs two before anyone else can move.

"God bless you, Ayame," he declares, unwrapping a cupcake like it's Christmas morning. "Honestly, this is the only reason I come to these fucking meetings."

Ayame smirks, folding her arms as she leans against the table. "Don't stuff your face yet. We're supposed to at least pretend to talk about quarterlies first."

"I can multitask," Minho says around a mouthful of frosting.

Ayame slides into her chair between Seungmin and Seonghwa, expertly balancing her oversized coffee mug in one hand and a battered notebook in the other. The chair creaks slightly as she settles in, crossing her legs and shooting a quick glance around the table. Seungmin is leaning back like he doesn't give a single fuck about being here, casually scrolling through his phone, while Seonghwa greets her with a bright smile, his ever-present aura of calm cutting through the simmering tension in the room.

"You know," Seonghwa begins, his voice low and conspiratorial, "I watched this insane documentary last night. It was about the history of baking."

Ayame raises a brow, intrigued despite herself. "Was it good, or was it just weird enough to hold your attention?"

Seonghwa shrugs, his smile widening. "A little of both. Did you know Da Vinci invented the blender?"

Ayame snorts, nearly spilling her coffee. "Are you serious? That's what he spent his time on? Art, science, and fucking smoothie-making?"

Jisung, sitting across the table, immediately jumps into the conversation like he's been waiting for his cue. "Speaking of inventions, I've got something revolutionary: the pizza plate."

Ayame squints at him, her laughter tapering off as she processes his words. "The what?"

"The pizza plate!" Jisung exclaims, clearly proud of himself. "It's a second pizza you put under your first pizza to catch the crumbs. Genius, right?"

Minho groans from the end of the table, dragging a hand down his face like he's suddenly aged ten years. "No one fucking cares, Jisung. Literally no one. Please, for the love of god, stop."

Jisung smirks, undeterred. "You're just jealous you didn't think of it first."

Minho doesn't even look up, waving him off like he's swatting at a particularly annoying fly. "I'd rather think of literally anything else. Like how to end my suffering in this goddamn meeting."

Seonghwa leans toward Ayame, his voice dropping to a whisper. "Do they ever stop arguing?"

Ayame sips her coffee, her tone light but laced with exasperation. "Never. It's like breathing to them."

Before Seonghwa can reply, Chan's voice cuts through the room like a fucking guillotine. "Alright. Can we please get started, or do you all need another minute to play kindergarten?"

The table falls silent, though Ayame, Seungmin, Hyunjin, and Minho simultaneously mouth the word dementor. Ayame bites down on her lip to keep from laughing outright, her eyes darting to Chan, who looks like he's five seconds away from snapping his clipboard in half.

"We're good to go," Ayame says sweetly, turning to Chan with a saccharine smile that's practically dripping with fake innocence. "But you? Your tie's crooked."

Chan frowns, glancing down at his tie, his expression shifting from confusion to realization as he catches her smirk. His tie is, of course, perfectly straight. He looks back at her, dark eyes narrowing dangerously as Ayame sips her coffee, her smile widening.

Before he can respond, Nari steps into the room, her heels clicking against the floor like a countdown timer. Kang Haechul follows closely behind, his posture rigid and his face locked in its usual mask of condescension.

"Alright, everyone," Nari says, her voice calm but commanding as she takes her spot at the head of the table. "Let's try to keep this short. Haechul and I have an announcement to make."

The room collectively stiffens, the air practically crackling with unease. Ayame leans back in her chair, notebook in hand, her pen poised but motionless.

"We're adding a new position to the team," Nari continues, glancing briefly at Haechul before pressing on. "A managing director role."

Haechul nods, clasping his hands behind his back like a fucking monarch addressing his subjects. "He will oversee all departments and report directly to me."

Ayame's brows shoot up at the pointed emphasis on he, and she isn't the only one who notices. Eyes dart around the table, and the tension thickens.

Nari's polite smile tightens, though her voice remains steady. "He or she will report to both of us," she clarifies smoothly, though the strain in her tone is impossible to miss.

Haechul doesn't flinch, merely inclining his head as though the correction doesn't bother him in the slightest. "Of course. The job will be open to external applicants, but I'd like to prioritize hiring from within."

The subtle glance he throws at Chan doesn't go unnoticed, and the room shifts again, silent but charged. Ayame watches Chan out of the corner of her eye. He looks composed as ever, his expression unreadable, but there's a tension in his shoulders that only someone who's worked alongside him this long would notice.

Ayame leans back in her chair, tapping her pen against her notebook. "Interesting," she mutters, her voice just loud enough for Seungmin to hear.

Nari clears her throat, clearly sensing the unease. "To ensure fairness, we'll be assembling an independent panel since Haechul and I don't always see eye to eye on things."

Haechul's mouth twitches, his attempt at a neutral expression barely holding. "The final candidates will present their strategies to the board after the New Year. May the best man win."

Ayame's jaw tightens at the deliberate phrasing. "Man," she mutters under her breath, rolling her eyes. "How fucking progressive."

Seungmin snorts beside her, his voice low. "Careful, Ayame. Your sarcasm's showing."

She doesn't bother replying, leaning forward instead to jot something in her notebook. Chan catches the movement, his gaze flicking to her with the faintest hint of curiosity, but she doesn't meet his eyes.

Nari steps in again, her tone firm but measured. "Let's stay focused on the task at hand. This is an important step for the company, and we'll need everyone's cooperation to make it successful."

Haechul nods, his gaze lingering on Chan like a fucking spotlight. "Exactly. Cooperation."

Ayame fights the urge to roll her eyes again, settling instead for a long sip of coffee. Beside her, Seonghwa leans closer, whispering, "This is going to be a fucking disaster."

Ayame sighs, her voice dry. "When isn't it?"

The meeting ends in a shuffle of murmurs, forced goodbyes, and the obnoxious screech of chairs dragged across the floor. Ayame barely lets the echo die before she gathers her notebook and empty coffee mug, making a beeline for the kitchenette like it's a lifeboat in the middle of a shipwreck. The room is blissfully quiet, save for the low hum of the coffee machine, and she takes a deep breath, relishing the rare moment of peace as she rummages through the cabinet for a tea bag.

Her peace lasts all of forty-five seconds.

The door swings open, and she knows who it is before she even turns around. That insufferable clack of dress shoes on the tile, deliberate but unhurried. Bang fucking Chan.

He strides in like he owns the place, leaning casually against the counter, arms crossed over his perfectly tailored suit. His dark eyes lock on her like a predator sizing up prey. "You know the job's mine, shortcake."

Ayame doesn't even flinch, too focused on pouring hot water into her mug. She hums noncommittally, not sparing him a glance. "Cute. When I'm your boss, I'll make it a requirement that you have to do everything with a smile."

Chan lets out a low snort, tilting his head. "A smile?"

"Yeah," she says, finally looking up, her tone dripping with mock sweetness. "It's this thing where the muscles in your face move to react to positive things. You should try it sometime. It might help you seem... less like a soulless corporate dick."

He smirks, sharp and cutting. "You've never smiled at me."

She lifts her mug to her lips, her own smile threatening to betray her composure. "Make of that what you will."

His eyes narrow, his smirk not faltering. "Enlighten me," he says, leaning in slightly. "Why won't I get the job, huh?"

Ayame sets her mug down on the counter with an audible clink, crossing her arms as she leans back against the counter to face him fully. "Because you're the most hated man in this office."

Chan laughs at that, a low, deliberate sound that's equal parts condescending and amused. "Oh no, shortcake. No one hates me. They fear me, which is what makes me so fucking good at my job."

Ayame raises an eyebrow, tilting her head. "Fear doesn't make you effective, Chan. It makes you a pain in the ass."

He steps closer, the faint scent of his cologne cutting through the lingering smell of coffee. His smirk deepens as he lowers his voice. "And yet, here I am. The most effective pain in the ass you've ever met."

Ayame rolls her eyes, scooping up her mug and pushing off the counter. "Congrats on the self-awareness, Captain Obvious."

She starts toward the elevator, but she can hear the inevitable click of his shoes behind her. Of course he follows. His insufferable confidence radiates off him like heat, practically filling the space as they step into the elevator together. The doors slide shut with a soft ding, trapping them in yet another standoff.

Chan leans casually against the elevator wall, his gaze sliding toward her as he takes a slow sip from his coffee. "When I'm your boss," he says lazily, "I'm implementing a dress code. No more dressing like that."

Ayame freezes mid-sip, her mug halfway to her lips. She turns her head slowly, narrowing her eyes. "Like what?"

He gestures vaguely toward her outfit, his smirk unwavering. "Like... that. The mini skirts, the corset blouses, the whole look. It's distracting."

Her laugh is sharp, biting, like the snap of a whip. "Distracting? From what? Your spreadsheets? Grow the fuck up, Chan."

He shrugs, taking another sip of coffee like she hasn't just insulted his entire existence. "Just calling it like I see it."

She sets her mug down on the elevator railing, facing him fully now. "Let me tell you something. When I'm your boss, I'm enforcing casual Fridays. No suits allowed. Hell, no ties allowed. And for the record, if you get that job, I'll fucking resign."

Chan raises an eyebrow, his smirk softening into something closer to amusement. "Oh, you will, huh?"

"Absolutely," she replies, her voice light but her words firm. "Just like you will if I get it."

His chuckle is low, almost inaudible, as he leans back against the wall. "I don't quit, shortcake."

She picks up her mug, her lips curving into a wicked grin as she sips her tea. "Oh, but I could fire you."

Chan laughs outright at that, a deep, rumbling sound that makes the elevator feel ten degrees warmer. "You'd have to beat me first. And we both know that's not happening."

Ayame tilts her head, her eyes sparkling with mock innocence. "I'm getting the distinct impression that's not the first time you've said that to a woman in your thirty-something years on this planet."

His smirk falters just slightly before returning full force. "Touché."

The elevator dings as it reaches their floor, the doors sliding open. Ayame steps out first, her heels clicking against the tile. She glances over her shoulder, her tone smug as she says, "So, we agree? If one of us gets the job, the other has to quit."

Chan follows her out, his pace deliberately matching hers. He considers her words for a moment before nodding, his smirk turning downright devious. "Fine. Agreed."

"Good," she says, turning away with a satisfied grin. "You're going to look adorable when I'm your boss."

Chan laughs under his breath, shaking his head as they reach their shared office. He pauses at the door, watching her with a look that's equal parts amused and competitive. "This war's gonna be fun."

Ayame doesn't look back, but her smirk is visible in her voice as she replies, "For me, at least."

Taglist: @fackeraccount @ot8girlfie @nightmarenyxx @reimaybeidk

@ismelllikechlorine247 @drewsandsebastianswife @my-neurodivergent-world

[krunal-vyas]

Hire Dedicated Developers in India Smarter with AI

Hire dedicated developers in India smarter and faster with AI-powered solutions. As businesses worldwide turn to software development outsourcing, India remains a top destination for IT talent acquisition. However, finding the right developers can be challenging due to skill evaluation, remote team management, and hiring efficiency concerns. Fortunately, AI recruitment tools are revolutionizing the hiring process, making it seamless and effective.

In this blog, I will explore how AI-powered developer hiring is transforming the recruitment landscape and how businesses can leverage these tools to build top-notch offshore development teams.

Why Hire Dedicated Developers in India?

1) Cost-Effective Without Compromising Quality:

Hiring dedicated developers in India can reduce costs by up to 60% compared to hiring in the U.S., Europe, or Australia. This makes it a cost-effective solution for businesses seeking high-quality IT staffing solutions in India.

2) Access to a Vast Talent Pool:

India has a massive talent pool with millions of software engineers proficient in AI, blockchain, cloud computing, and other emerging technologies. This ensures companies can find dedicated software developers in India for any project requirement.

3) Time-Zone Advantage for 24/7 Productivity:

Indian developers work across different time zones, allowing continuous development cycles. This enhances productivity and ensures faster project completion.

4) Expertise in Emerging Technologies:

Indian developers are highly skilled in cutting-edge fields like AI, IoT, and cloud computing, making them invaluable for innovative projects.

Challenges in Hiring Dedicated Developers in India

1) Finding the Right Talent Efficiently:

Sorting through thousands of applications manually is time-consuming. AI-powered recruitment tools streamline the process by filtering candidates based on skill match and experience.

2) Evaluating Technical and Soft Skills:

Traditional hiring struggles to assess real-world coding abilities and soft skills like teamwork and communication. AI-driven hiring processes include coding assessments and behavioral analysis for better decision-making.

3) Overcoming Language and Cultural Barriers:

AI in HR and recruitment helps evaluate language proficiency and cultural adaptability, ensuring smooth collaboration within offshore development teams.

4) Managing Remote Teams Effectively:

AI-driven remote work management tools help businesses track performance, manage tasks, and ensure accountability.

How AI is Transforming Developer Hiring

1. AI-Powered Candidate Screening:

AI recruitment tools use resume parsing, skill-matching algorithms, and machine learning to shortlist the best candidates quickly.

2. AI-Driven Coding Assessments:

Developer assessment tools conduct real-time coding challenges to evaluate technical expertise, code efficiency, and problem-solving skills.

3. AI Chatbots for Initial Interviews:

AI chatbots handle initial screenings, assessing technical knowledge, communication skills, and cultural fit before human intervention.

4. Predictive Analytics for Hiring Success:

AI analyzes past hiring data and candidate work history to predict long-term success, improving recruitment accuracy.

5. AI in Background Verification:

AI-powered background checks ensure candidate authenticity, education verification, and fraud detection, reducing hiring risks.

Steps to Hire Dedicated Developers in India Smarter with AI

1. Define Job Roles and Key Skill Requirements:

Outline essential technical skills, experience levels, and project expectations to streamline recruitment.

2. Use AI-Based Hiring Platforms:

Leverage best AI hiring platforms like LinkedIn Talent Insightsand HireVue to source top developers.

3. Implement AI-Driven Skill Assessments:

AI-powered recruitment processes use coding tests and behavioral evaluations to assess real-world problem-solving abilities.

4. Conduct AI-Powered Video Interviews:

AI-driven interview tools analyze body language, sentiment, and communication skills for improved hiring accuracy.

5. Optimize Team Collaboration with AI Tools:

Remote work management tools like Trello, Asana, and Jira enhance productivity and ensure smooth collaboration.

Top AI-Powered Hiring Tools for Businesses

LinkedIn Talent Insights — AI-driven talent analytics

HackerRank — AI-powered coding assessments

HireVue — AI-driven video interview analysis

Pymetrics — AI-based behavioral and cognitive assessments

X0PA AI — AI-driven talent acquisition platform

Best Practices for Managing AI-Hired Developers in India

1. Establish Clear Communication Channels:

Use collaboration tools like Slack, Microsoft Teams, and Zoom for seamless communication.

2. Leverage AI-Driven Productivity Tracking:

Monitor performance using AI-powered tracking tools like Time Doctor and Hubstaff to optimize workflows.

3. Encourage Continuous Learning and Upskilling:

Provide access to AI-driven learning platforms like Coursera and Udemy to keep developers updated on industry trends.

4. Foster Cultural Alignment and Team Bonding:

Organize virtual team-building activities to enhance collaboration and engagement.

Future of AI in Developer Hiring

1) AI-Driven Automation for Faster Hiring:

AI will continue automating tedious recruitment tasks, improving efficiency and candidate experience.

2) AI and Blockchain for Transparent Recruitment:

Integrating AI with blockchain will enhance candidate verification and data security for trustworthy hiring processes.

3) AI’s Role in Enhancing Remote Work Efficiency:

AI-powered analytics and automation will further improve productivity within offshore development teams.

Conclusion:

AI revolutionizes the hiring of dedicated developers in India by automating candidate screening, coding assessments, and interview analysis. Businesses can leverage AI-powered tools to efficiently find, evaluate, and manage top-tier offshore developers, ensuring cost-effective and high-quality software development outsourcing.

Ready to hire dedicated developers in India using AI? iQlance offers cutting-edge AI-powered hiring solutions to help you find the best talent quickly and efficiently. Get in touch today!

[aktechworld]

Role of AI and Automation in Modern CRM Software

Modern CRM systems are no longer just about storing contact information. Today, businesses expect their CRM to predict behavior, streamline communication, and drive efficiency — and that’s exactly what AI and automation bring to the table.

Here’s how AI and automation are transforming the CRM landscape:

1. Predictive Lead Scoring

Uses historical customer data to rank leads by conversion probability

Prioritizes outreach efforts based on buying signals

Reduces time spent on low-potential leads

Improves sales team performance and ROI

2. Smart Sales Forecasting

Analyzes trends, seasonality, and deal history to forecast revenue

Updates projections in real-time based on new data

Helps sales managers set realistic targets and resource plans

Supports dynamic pipeline adjustments

3. Automated Customer Support

AI-powered chatbots handle FAQs and common issues 24/7

Sentiment analysis flags negative interactions for human follow-up

Automated ticket routing ensures faster resolution

Reduces support workload and boosts satisfaction

4. Personalized Customer Journeys

Machine learning tailors emails, offers, and messages per user behavior

Automation triggers based on milestones or inactivity

Custom workflows guide users through onboarding, upgrades, or renewals

Improves customer engagement and retention

5. Data Cleanup and Enrichment

AI tools detect duplicate records and outdated info

Automatically update fields from verified external sources

Maintains a clean, high-quality CRM database

Supports better segmentation and targeting

6. Workflow Automation Across Departments

Automates repetitive tasks like task assignments, follow-ups, and alerts

Links CRM actions with ERP, HR, or ticketing systems

Keeps all teams aligned without manual intervention

Custom CRM solutions can integrate automation tailored to your exact process

7. Voice and Natural Language Processing (NLP)

Transcribes sales calls and highlights key insights

Enables voice-driven commands within CRM platforms

Extracts data from emails or chat for automatic entry

Enhances productivity for on-the-go users