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Jagdeep Singh, former CEO of Quantumscape, is the world’s highest-paid employee, earning Rs 48 crore per day. His success in the electric vehicle industry, backed by his strong educational background and leadership, has propelled him to this remarkable position.
Haryana Chief Secretary Dr Vivek Joshi has issued a notification introducing the Haryana Human Resource Management System (Administration) Policy. Effective immediately, the policy aims to streamline the management of state government employees through the upgraded e-HRMS 2.0 system.
This policy is designed to improve employee placements, transfers and postings while ensuring optimal resource utilisation. It will also maintain real-time employee data, enabling faster and more informed decision-making.
“The policy seeks to systematically manage the creation and alteration of sanctioned posts, placements, transfers and postings of officials, whether regularly recruited or contractual, in the public interest,”
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People Ops lives in a digital-must world.
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People Ops embraces automation.
No authoritarianism. No politics. No hassle.
People Ops empowers people to do their best work.
No guesswork. No anecdotes.
People Ops surfaces data and insight.
No fluff. No waste. No BS.
People Ops is driven by outcomes.
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People Ops drives productivity.
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This is People Operations thought which will make our organisation a success.
For the past 20 years, many organizations have tried to demonstrate this sense of care through Total Rewards, a way to help employees see the full investment organizations make in them. In an effort to meet a diverse set of employee needs, many organizations have defaulted to an endless buffet of benefits.
However, the research finds most Total Rewards strategies fall short of their purpose and may even have a negative effect. In fact, less than 40% of workers know the meaning of the term “Total Rewards,” only 14% of those people can explain it, and many employees think of certain “rewards” as a mandatory minimum condition of employment. The research also shows it doesn’t matter how robust a benefits package is if employees don’t believe their organization has their best interest at heart.
We asked employees to rate the elements of Total Rewards that influence their ability to survive or thrive at work. To help employees survive, competitive compensation and health benefits provide the financial stability to cover basic needs. Likewise, to help employees thrive, offerings such as career development and skill building provide long-term growth and security.
With the rapid pace of change in the workplace, organizations need to re-evaluate their Total Rewards strategies and see if they effectively meet the basic survival needs of employees, and then determine whether employees have opportunities to thrive. When Total Rewards satisfies the needs of both, and communicates a foundation of genuine care, it changes everything.