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Monthly Newsletter
August 2020 | The company newsletter of HRTales
“What can set one apart from the crowd is a hunger to learn. Each task was given to you; however menial it may seem in the beginning is a unique learning opportunity. As a child first crawls and then learns to walk, the same way at the beginning of your career – you may think that the task you are doing is extremely transactional, but it is only through those tasks that you understand the difference between a theory that you know and the realities of an organization. Each activity that you do, is a drop added in your ocean of experience”
Devyani Rai
Senior Manager, HR, Whirlpool Corporation India
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“You might not have all the answers to the questions posed, but the ability to provide the right guidance and direction to your employees can do the trick, especially now when everything has become so uncertain due to this unforeseen situation. A better understanding of the business processes, structure, the team dynamics, and the culture is what will truly help HR professionals in customizing their solutions and approach to become more proactive & communicative in times like these. The more HR will be able to drive the Tech adaptability, the smoother it will be for the organization”
Priyanka Mongia
Good Earth Design Studio Private Limited, Delhi, India
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“The HR department has an important role to play as we can partner with the leadership and define what is acceptable and not acceptable behaviours. It is also important to clearly state the underlying values of the organisation and reiterate it through the Vision, Mission, and policies of the organisation. Everything must be in tandem with each other. We have to be the flagbearers of the culture along with the management. When there is a mismatch between the values and culture of individuals and the organisation, disengagement stems. A healthy culture ensures fair and unbiased treatment of employees, transparency, and seamless communication”
Meghna Kumbhat
HR Business Partner, Volvo Group India Private Limited
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Our Guest
of the Month
Siddhartha Srivastava, Senior Manager HR Global Shared Services, Ericsson .
“Leaders must provide opportunities to people and encourage them to take “calculated” risks and the freedom to fail and learn. It is natural to fear, especially when it comes to things like modifying a company’s culture or people strategy, dumping a product, or increasing its price point. During difficult situations, our brain contemplates unfavorable outcomes and prohibits us from being courageous. Nevertheless, companies must inculcate courage and capability to utilize facts to make such decisions”
It's very important to have a feedback loop, where you're constantly thinking about what you've done and how you could be doing it better

- Elon Musk

The Most Underrated Management Tool – FEEDBACK
The Gallup State of the Global Workplace Report 2017 found that nearly 85% of the employees across the globe fall in the categories of actively disengaged or not engaged. And even the best talent can feature in the actively disengaged category because the organization/ manager/ leader/ HR is able to make them feel valued or motivated to work. They actively or passively keep looking for newer jobs and better jobs and when it comes around, they move on. Organizations are at a growing risk of losing the best talent if they are not able to engage them. The inability to retain talent is detrimental in today’s day and age when the war for talent is on.
Understanding Collaborative Culture and SEVEN Critical Strategies to Build Collaborative Culture
Collaborative culture can be termed as an ideology or a mindset. It is deep-rooted in the organization’s way of working in such a way that it becomes a norm. In simpler terms, collaborative culture means bringing a group of people together to work towards a common goal, solve problems, explore ideas, foster innovation, and leverage cross-functional expertise. It works on the premise that teamwork can get more work done faster and overcome the limitations of individual perceptions or vision. It gives everyone an opportunity to thrive together.
Implementing Change Through Appreciative Inquiry
In a nutshell, Appreciative Inquiry is a change agent, it works as a catalyst to bring change in an organization. Appreciative inquiry is a revolutionary element in the process of organizational change. It is a successor of the problem-solving approach which directs the focus on personal transformation, and not on structure or processes. The premise on which appreciative inquiry work is that “we move and change in the direction we inquire”. Appreciative inquiry is rated so high as it can bring positive change, innovation, and sustainable design to the organization imparting minimal disturbance to the core business.
"Feedback is an opinion, grounded in observations and experiences,which allows us to know what impression we make on others

- Sheryl Sandberg

Lean HR – Quick, Effective and Data Driven

Organizations are wasting significant amounts of their people’s talent to transform work cultures, but their efforts which would work to utilize people more fully, often fail. These significant business problems are amplified by weaknesses in how the HR department is utilized. In addition, the failure to involve HR and all related HR systems and programs more fully are key reasons for unsuccessful Lean implementations or business improvement efforts.
So, what is Lean HR? Is it about making your HR Team more effective at dealing with job assignments and overlap? Does it mean learning to operate with a smaller HR Department? While none of those are bad ideas, the truth is both simpler and more powerful. Lean HR is simply not doing things that do not really matter. It is about asking WHY a lot. It is about letting go of the things that don’t make you better at what you do. And it is about the individual responsibility of people to think critically about their job and find ways to do it better.

At its core, Lean HR is about the identification and elimination of waste through a structured approach to problem-solving. It focuses on reducing the complexity of each process and identifying areas of improvement. While the tools are not terribly complex, they do bring a level of credibility to the organization and provide the HR Team a set of tools and terms that are well known by other functional leaders.

At EclipticHRS, we are helping organizations in making their HR lean, quick, and effective.

For more details about Lean HR and to discuss a project, contact us at
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