Most organizations pay recruiters through their nose to find one. Almost 70% of the times, they claim to have paid for an average hire and not the highly productive one they were looking to hire. What's the implication of that?
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That's why you see most founder running to Culture consultants after a certain manpower size, they'd have experienced this "Credit cliff"
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We get to work and we begin, then we push at every demanding maneuver, exposing ourselves to injury or stress. We do this day after day and we wonder where is performance. Would you ever start a demanding game without a good warmup?
Read MoreThat music makes us feel better is a no brainer, what's still a puzzle is why most of us do not use music as a performance enhancer at workplaces. That when positive impact of music is not a folklore, Science makes a case for it.
Read MoreMost performance programs are hardly programs. Far from becoming a habit, they hardly begin.
Read MoreMost induction programs are built on one side view of your business, your side that it. It does little in preparing the incumbent for market. Running them through client's buy process can be the quickest way to get them cracking from day two.
Read MoreOften we find Organizations struggling to hire sharply and then spending training dollars to force fit talent to tasks. Simple role book creation can douse so much fire that comes with a wrong hire. Role Book forms the essential boot up structure for any Organization, it may not even take more than a day, you just have to get to it.
Read MoreDaily calls, phone app based task tracker to stay on top of operational plan, weekly HR input report, monthly impact report, quarterly plan review & course correction. To most who join plugHR, this looks like some NASA control room
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