In 2016, on the eve of International Women’s Day, ICICI, the leading bank of the country had introduced a programme “iWork@home”. The objective of this programme is to help its women employees to manage efficiently both their professional and personal fronts, balancing career in a proper way.
“iWork@home” takes care of women’s needs as mothers and home-makers and thereby helps them to give their best shots to their professions as well. This programme allows women employees to work from home for a year. The tenure can also be increased depending on the success of the programme. The launch of this programme is considered to be ICICI’s master stroke on gender diversity.
So, you want to start your second career? It’s a very common scenario in most Indian families when the girl has to take a break from her career, the most common reason for this is to look after the new-born baby. Ofcourse, with marriage comes many responsibilities and societal obligations for which many women give up their jobs and career. And there are few who leave their job for their own personal interests. Top 5 Reasons for Professional Women Taking a Mid-Career Break . However, whatever be the cause, at one point of time, there are every chances for a woman to get frustrated for sitting at home and not earning. They want to rejoin but for various reasons they cannot do so. What to do when you decide to rejoin? Getting a job after a break is not always so easy. Let us help you to restart your career after a career break.
Here is How can GharSeNaukri.com help you to restart your career?
India’s largest career and community platform for women, GharSeNaukri.com has made it easier for women to start their second career with confidence, zeal and enthusiasm. All under a single platform, you will get every help to start your career after a break:
Start-ups in India are growing at a rapid pace today. It has been seen in recent times, many Indians have left their lucrative jobs, have started their own start-ups and they are successful. It is also a matter of great pride that today in the entrepreneurship world, many Indian women are moving hand-in-hand with men and making their mark with their businesses in the male dominated society. In this article, we will discuss few more popular women entrepreneurs, who have chased their dreams and aspirations, worked hard with determination, and have made their mark in the start-up scenario in India by creating popular Indian brands.
Read on Successful Indian Women Entrepreneurs with their Successful Online Start-Ups
Chiki Sarkar – Founder, Juggernaut Books
According to NASSCOM’s latest report, India ranks third in the world in setting up startups. It has been mentioned that the number of start-ups in the country has crossed 4,700 in 2016 and India will be home to 10,500 startups by 2020. There is no denying the fact that every startup is built with the objective of becoming a successful organisation in due course of time. But unfortunately, not all startups become highly profitable or successful. Sooner or later, some of these are closed down and while some continue to survive with little or no profits. One main reason for the downfall of any startup is the absence of HR and best practices for building the people of the company.
According to the Chartered Institute of Personnel and Development, when we talk about “business partner” for an organisation, we consider a wide number of jobs ranging from administrative to consultancy to HR and other jobs. Having an HR business partner is very essential to work close with other business leaders, which in turn can help for the betterment of the organisation’s people with proper strategies and implementation policies. The role of HR as the business partner is more important as it adds value to the organisation.
Who is an HR Business Partner?
The term ‘HR business partner’ was coined by management guru David Ulrich in 1996. According to him, HR partner must take up more strategic roles to implement plans and programmes that support the goals of the business. Human resource is a multifaceted and complex area that requires professionals that can shift priorities and cope up with a number of tasks from the simple to tedious to the strategic tasks. The HR Business Partner role was introduced as a strategic partner and account manager for HR Services. Successful business partners play an important role to shape, steer and advice on HR issues. They can apply their expertise to effectively support managers with the daily HR activities.
Self esteem is important for all, especially the women, as it’s a known fact that since ages, women have lived under the rule of the patriarchal mindset of Indian society. Be it your father, your brother, your father-in-law or your husband, all women have faced dominance in their lives by the male members of the family. The importance of self esteem cannot be under-rated. Low self-esteem affects your behavior, thoughts, your confidence, your happiness, your success and thinking in a major way.
Is lack of self-esteem related to lack of ability?
No. Surprisingly, there is no relation between lack of self-esteem and lack of ability. Instead, lack of self esteem in women is the result of when they give too much of importance on achieving the unrealistic expectations or standards of others, especially parents, husband, kids and society. While self-confidence imbibes the feeling of positivity of succeeding at something, self-esteem is the building capacity to like and love yourself, so that you feel yourself important and worthwhile, irrespective of all the ups and downs of life. Your beliefs, values, philosophy of your life define your personal worth and not by the ones defined by others.
Why is it necessary to have self esteem?
With increased modern technology and rapid digitization, there is no doubt that HR department is already seeing changes in its modus operandi as compared to few decades ago. However, some more major changes are expected in the near future, according to experts. Various research studies and analysis have given some bold predictions on what will change in the Human Resource Department and why in the next few years.
What changes in the HR department can you expect?
In-house HR team will downsize and outsourcing will increase
The trend is already seen in many companies. But very soon we will see that almost all organizations, big or small, will prefer to outsource the entire HR team. Managing human resources has become an important role in managing a business. But for most organizations, the various functions of the HR department in specialty areas like payroll, benefits, recruiting, compliance are too comprehensive as well as complex to maintain in-house, which often result in less than optimal results. In order to achieve the highest level of efficiency and workforce management, most organizations have started outsourcing HR. Benefits expected are cost savings, global talent, risk management, efficiency, employee development, reducing employment related expenses and so on.
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The growing Gig economy will impact the HR decisions
The gig economy is here, leading to a tremendous rise of a very diverse set of professionals. We have independent consultants, freelancers, temporary workers, part-time workers, contractual workers — you name it and you will find a human resource willing to take on a flexible work opportunity in every domain and sector. In the US, there has been a phenomenal growth in the gig economy with the rise of the Internet and mobile. The concept has dual-fold advantages: for employers (cost savings) and for employees (flexibility and freedom). Thus, the HR department of any organization must realize that the gig economy is here to stay, and this significant talent pool if hired can add significant value to the organization. But, yes, supporting the gig talent pool, will involve a huge change in HR, in terms of people, processes, technology, and most importantly, mindset. The key to success is that the HR department needs to find the right balance between the freelance workforce and the regular workforce. HR will increasingly have to tackle the challenge of managing a remote workforce.
Interesting Read GharSeNaukri.com: Paving the Way for More and More Women Professionals to Join the Gig Economy
Relying heavily on technology, increasingly utilize analytics and big data
The HR department will play a critical role to augment its value to the enterprise. The future HR department will rely more and more on latest technology to expand its role. Tools like big data and analytics will be used more so as to make better strategic decisions and better understand employees. Internal data being easily available with latest software, HR can find trends and design the best possible strategy and employee environment, including talent recruiting and retention. There will be the use of more new metrics for new hires, tracking performances, make projections and analysis so as to drive positive changes in the company.
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Empowering, enabling, and creating experiences
No longer will HR be involved only in hiring and firing. Rather, its role has diversified over the years and will continue to do so more in the near future. HR will be responsible for a variety of employee activities, emphasizing and revolving around enabling, engaging, and empowering employees. HR representatives will act more as mentors and thought leaders, creating an employee experience, which complements with the organization’s culture and growth.
Interesting Read India’s Unique Portal Assuring Empowerment of Indian Women through Work-from-Home Jobs, Skills and Entrepreneurship.
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For all women out there, don’t you like to explore places, new culture, food and people in a different way? The good news is that Gateaway Goddess has come up with this wonderful innovative “women-only tours”, designed exclusively for women only. Gateaway Goddess is a subsidiary of one of the longest established travel and destination management companies of the country, the Cox & Kings Pvt. Ltd. The women-only tours have been designed for women who love to travel with like-minded female companions to exotic places, experiencing some unique moments in their lives, creating some unforgettable memories in a holiday which is safe, fun, and stress-free.
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With more and more candidates preferring a perfect work-life balance, flexible working is entering the job market in India and is here to stay. But, do you think remote or part-time or flexible or work-from-home jobs are good only for employees? No, these jobs have also proved to be beneficial for employers. Businesses also gain a lot if they offer flexibility in jobs. Let us see how?
First of all, let us know What is Flexible Working? Different Types of Flexible Working Arrangements
Do you think, flexible working is here to stay? Yes, of course, data, research reports and recent trends in the job market are pointing towards a growing gig economy in the country.
Now, let us find out how and why flexibility in working is good for employers, businesses and organizations. It has been reported that flexibility is the new trend of retaining employees and attracting people back into the workplace. Check the trend here Flexible Employment in India: A Rising Trend It makes sense when you employ people with part-time or flexible work hours.
Benefits of Flexible Working for Businesses
In a gig economy, the job market is characterized by the employment of employees who work for a limited period. The jobs in the gig economy are not permanent jobs with a regular salary, but rather short-term jobs and employees get paid accordingly. In the Western countries, the concept is already been very popular, whereas in the Asian countries, it is at its infancy stage. But, India is taking the lead in opting for gig economy, according to recent surveys. The country is seeing the growing trend of organizations, specially the start-ups, opting for high-end skills in marketing, human resources, finance, etc. for freelancing or contractual positions. In the last 5-6 years, India’s gig economy is going strong with freelancing on the rise, as per the latest PayPal report.
Why is the Gig economy concept growing steadily in India?