Sunday, March 30, 2014

Mr. Steve Price

  Steve Price serves as senior vice president, Human Resources, for Dell. In this role, he is responsible for overall human resources (HR) strategy in support of the purpose, values and business initiatives of Dell. He is also responsible for developing and driving people strategy and fostering an environment in which the global Dell team thrives. Steve is also responsible for overseeing global facilities.
Steve joined Dell in 1997 and has played critical leadership roles throughout the HR organization, including vice president of HR for the global consumer business, global talent management and Americas human resources.
During his tenure, Steve also relocated to the United Kingdom to lead HR in the Europe, Middle East and Africa organization.
Prior to joining Dell, Steve spent 13 years with SC Johnson Wax, based in Racine, Wisconsin. Having started his career there in sales, he later moved into HR where he held a variety of senior positions.
Steve is a member of the Executive Advisory Board for the Rawls College of Business at Texas Tech University and also serves on the Executive Advisory Board for The Wharton School at the University of Pennsylvania.

Strategy Evil


Crossword 7

Indian manufacturing stagnates due to peculiar labour laws

India’s manufacturing sector has stagnated because “The very peculiar structural” labour law in our country is rigid and it need to be made flexible, India-born British economist Meghnad Desai.
“India’s manufacturing sector has stagnated because of the very peculiar structural labour laws. Flexible labour laws will help the growth of both organized and unorganized sector,” Desai said at the event on March 21.
India’s growth failure is mainly due to its failure in increasing manufacturing growth, Desai said.
According to the Planning Commission data the manufacturing sector has stagnated at 16 percent of the GDP with only 1.8 percent of India’s share in global manufacturing.
This is in strong contrast to the other Asian nations experience at similar stages of economic development, particularly china with 34 percent of GDP constituted by the manufacturing sector and 13.7 percent of the world manufacturing.
Desai further stressed upon the rural population work force utilization to increase the nation’s productivity. “Productivity gap between agriculture and services is 1:9. The only way to improve it is by increasing the labour for productivity. It is estimated that 60 percent of our population is in rural areas. At least half of the rural population must be moved out of the rural areas,” he said.
Labour reforms have been pending in India for a long time and several amendments to various laws have been waiting for the Parliamentary approval.
India has number of labour laws dealing with trade unions, provident funds, industrial disputes and establishment for increasing the labour force productivity but the country’s economic growth rate has fallen to 4.5 percent in 2012-13.

As per Central Statistical Organisation it is estimated that the economy is likely to grow by 4.9 percent in the current fiscal, ending March 31.
                                                                                                                    Reference: The Economic Times

Saturday, March 29, 2014


1. 15Five Measures Performance
15Five is an online survey tool that gets your employees to spend fifteen minutes writing a report, that their manager/CEO can spend five minutes reading. Surface problems, celebrate wins, and keep a pulse on morale and impending problems.”
2. Asana Manages Tasks
“I use Asana with my team every day to track tasks, hours and deliverables, and plan meetings. By creating systems in Asana projects for the tasks my team manages, I can review their output and compare it to the detailed process I gave them. It resolves so many questions about what I, as a business owner, actually wanted to see!”
3. Basecamp by 37signals
Basecamp is a great tool to manage ongoing or time-specific projects that a business may have. Basecamp is great because I can assign individuals on my team tasks and know exactly when they complete them. Also, I can give immediate feedback on their work as soon as they post it within the system. You can track time with Basecamp, or you can connect to one of their many third party apps to do this.”
4. Stick With Smartsheet
“We use Smartsheet to document tasks, prioritize projects and log employee hours every month. I receive alerts when employees update a sheet so I can passively keep an eye on projects. Plus, I can also reprioritize tasks at any time when we need to switch gears.”
5. Silk Road Suite Is Complete
“I like the entire suite of Silk Road cloud-based products. Point especially is a great employee-centric social talent management and collaboration solution. Wingspan also makes the performance review process painless!”
6. WorkSimple Works Well
WorkSimple helps workers and teams share their goals socially with one another and get feedback from managers and co-workers. It also allows you to set a focus and align goals with that focus. This allows for collaboration in real time, and helps supervisors recognize achievements and give feedback as results happen.”
7. Try Out Trello
“I highly recommend Trello as a tool to manage subgroups within your organization. It is a project management tool that is simple enough so everyone can catch on quickly, and you can see the status of each task as it moves through stages. On WSO and, we also use Trello every day.”
8. Harvest for Hourly Tracking
Harvest is an extremely intuitive and useful tool makes it super easy to manage projects and hours with staff and freelancers. Its mobile app also makes it simple for our distributed teams to log time accurately while working from remote locations.”
9. ezTimeSheet for Payroll
“I recommend using ezTimeSheet. It costs only $39 and can really cut down on the time you spend on payroll. It tracks regular work hours, vacation time, PTO and sick days. It’s also very easy to use!”

10. Freckle Time Tracking
Freckle is a great online tool to track employee hours. Your team can log in from anywhere, so if they want to put in a few hours work from Topeka during a layover or log some time while at the beach, it’s just a click away. It allows the project manager to keep an eye on how many hours people are spending on what projects, and generates comprehensive payroll reports.”
11. Go With Google Calendar
Google Calendar is one tool everyone should use. Leaders should schedule one-on-one meetings every week with their direct reports to understand their concerns and frustrations, as well as guide them and provide positive and constructive criticism. There’s no substitute for face time, but you need to make sure you schedule it and religiously adhere to that schedule.”
12. TribeHR for Team Management
“TribeHR is a breath of fresh air in the world of human resources. The software is beautiful and focuses on building an amazing team of people who are empowered, engaged, and inspired, which will ultimately allow you to build the best company you can. It covers everything from recruiting to performance and employee recognition to payroll.”
13. Pick Up Paychex
Paychex save our company a lot of time and money. All of our employees have direct deposit, so I never have to hear, “I lost my paycheck, may I please have another one?” Paychex provides logins for each employee so they can view their paychecks, commissions, taxes and vacation days. When W-2s are released, employees are able to log in and print those off too. Our rep also rocks!”
14. Replicon Removes Stress
Replicon is a great way to track employee hours in the cloud and avoid tedious offline tracking.”


Keep your best: The care and feeding of top performers

We have all seen the surveys and studies that tell us why employees leave. What those studies don’t tell us is that sometimes, turnover can be a positive thing.  
A certain amount of turnover is good for any organization, Peggy Pedwano, human capital strategist at Halogen Software, told us in a recent interview. “It’s important to continually be bringing in new staff with fresh ideas and perspective,” she said.  ”And turnover is great when the employees who leave are low performing, or aren’t a good cultural fit.”
The challenge, she said, is to stop employee turnover among high-performing and high-potential employees and to keep turnover rates of other employees at a healthy level.
How to do that? Pedwano offered some ideas:
Know who your best people are
Before you can determine if employee turnover’s a problem, you’ve got to identify the people you want to hang on to:  high performers.
Not as simple as it sounds, Pedwano says.
Are managers fairly and consistently rating employee performance? It’s not uncommon to have managers inflate performance ratings. And managers with reputations as “hard markers” aren’t hard to find.
Thus, companies may need to do some rating calibration to ensure the rating scale is being consistently applied.
Pedwano’s sugestions: Ask managers to think about each employee’s potential for promotion. You may also want to gather 360-degree feedback on candidates, conduct interviews, or ask employees to evaluate their peers in order to put managers’ assessments in perspective.
Know what’s important to each individual
Once the “keepers” are identified, employers need to determine what’s important to them as individuals.
The list often includes such things as salary levels, opportunities for development and career advancement, and flextime/telecommuting opportunities. But those things can also change over an individual’s career.
So it’s important to stay current with high performers on what motivates and engages them, and what demotivates and disengages them.
“Then you can work to satisfy their needs — ensuring, of course, that the actions you take are good for the business overall,” Pedwano says.
Continually train managers and leaders
An employee’s relationship with his/her manager is a key contributor to employee engagement, satisfaction and retention – that’s a given in today’s workplace.
The problem, Pedwano says, is that “Being a manager requires a whole host of skills that just aren’t innate to most people. Everyone has areas of strength and weakness.”
So ongoing, progressive training for all managers and leaders is key to continual improvement in management/leadership knowledge, skills and experience.
Hold regular stay interviews
One practice that’s been shown to help stop employee turnover is holding regular stay interviews – not just with high performers, but even with those who regularly meet expectations.
“Stay interviews help you uncover what makes your top performers ‘tick and stick,’” says Pedwano. “They’re the opposite of an exit interview.”
In a stay interview, managers find out what motivates employees to work and put their best foot forward every day. And once managers have that knowledge, they have the tools to retain their best and brightest.
Stay interviews can be done on a formal basis, or the information can be gathered informally through regular manager-employee interactions or one-on-one meetings, according to Pedwano.

The only hard-and-fast rule is that they be held regularly.

                                                                                                  Reference & Source:

Monday, March 17, 2014


Crossword 6