Why Mentoring Is Important?

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Mentoring is a relationship which results into growth and success in personal and professional life. Mentoring is always development and direction driven which helps to achieve goals in all walks of life.

Sometimes, companies and professionals are hesitant to accept the need of it. But for companies to retain employees’ experience and expertise, and to create a workforce that balances their professional and personal life well, mentoring is highly recommended.

Typically, professionals deny mentoring due to their lack of understanding between coaching and mentoring. While coaching gives you goal-focused training and knowledge, mentoring is empowering you to believe in your dreams; it allows you to see the bigger picture, when sometimes it is hidden from your own view due to stress, workload or any other problem.

Studies show that most people who succeed have a mentor. Sometimes it’s difficult to see our own strengths and weaknesses and we stop challenging ourselves and unknowingly create a saturated environment. Mentors can help us to understand ourselves and can give the benefit of their own knowledge and experiences.

According to Kathy Kram, (Kram is the Richard C. Shipley professor in management and an expert in the field of mentoring) mentors provide two types of roles- first, career development roles which involve coaching, sponsoring advancements, providing challenging assignments, protecting protégés from adverse forces and fostering positive visibility. Second, mentors provide psycho-social roles which involve personal support, friendship, counselling, acceptance and role-modelling. Research indicates that employees with positive mentoring experience recognition, promotion, pay and career satisfaction.

Mentoring is essential for women who take a break in their career for some reasons. A mentor can help them navigate their hiatus to advancements in career. Mentoring can help youth as well, as they go through the transitions of life which includes stressful changes at home that demands responsibility and maturity or transitioning to adult hood which needs a career to sustain in this fast paced world.

To sum it up, I would only like to say – “Don’t limit yourself to one person”.

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3 Reasons Why Your Organization Needs A Learning Culture

Organization Needs A Learning Culture

Organisation cultures have seen a radical shift from the days of the Industrial Revolution to the modern age. Earlier the focus was on maximising production where the employees would use their skills to work for their employers, and the employees would get paid in return. Technology and other productivity tools have impacted workplace culture to a great extent. The focus has shifted from employment to employability and acquisition of relevant skills that has created has caused a great deal of focus on learning.

A learning culture is formed by a group of focused individuals who are always working towards developing new policies, ideas and learning ethics to educate employees and increase productivity, in turn benefitting the organization. Today, to keep up with the times, it’s extremely essential for every organization to have a functioning learning culture. After all, at no point in life should any human stop learning. If you’re still not convinced, these reasons just might make you reconsider.

A Great Tool To Retain Employees

Here’s a conversation we once came across that will definitely strike a chord.
A CEO once asked his HR associate, “What if we put all this money and effort into training our employees and they leave?”
The HR replied, “What if we don’t and they stay?
Well? Ever thought of that? We agree your workforce is commendable and they might have passed the mightiest of interviews just to get in your organization, but lets face it, the knowledge they already possess is going to dwindle with time. In that case, learning culture is the only answer to keep your employees up-to-date with the latest happenings in your respective industry. And the fact that your employees are learning something new and are being productive is enough reason for themto stick around, isn’t it?

Knowledge Grows When Shared

The inherent knowledge of the processes that each individual has needs to brought out in the open for the benefit of the organisation. Use of technology to create knowledge repository is very useful for the existing and future generation of employees. A major chunk of your business success depends on your employees’ effectiveness, so why not share your world of knowledge with them? Having a work culture and sharing your knowledge with your employees will only work in your favour. Besides, you never know, even you might get to learn a thing or two from your employees.

Learning Helps Innovation, & Innovation Is The Need Of The Hour

Every organization needs to evolve and transform itself for the future. Doesn’t matter which industry your business belongs to. Innovation is crucial to keep up with the times. It’s a known fact that learning is the catalyst of innovation. A learning culture will educate your employees and turn their curious minds into productive ones that will most certainly benefit them, enhance the working environment, and bring more benefits to the organization.

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3 HR Lessons We’ve Learnt From FRIENDS

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There’s something to learn from everything, yes, even from our most favourite TV show of all time! But then again, you might be thinking, how can a show like FRIENDS ever be related to a profession like Human Resources? You might think there’s no relation between the two but you’re mistaken. FRIENDS has given us many lessons about love, friendship and basically everything in life, and a show like that is perfectly capable of giving a lesson or two about your profession and job too, then why not HR?

So, here we present a few valuable HR lessons that the show FRIENDS has taught us.

1. Give A Chance To People Who Have The Guts To Do What They Really Want
For years Chandler stuck to a job he hated and what for? Just because he was good at it and made decent money out of it? A lot of us get stuck in this vicious cycle and it’s very difficult, after a certain point even impossible to get out of it. Chandler however, showed the guts to quit his job and chase his dream. In later seasons of the show Chandler quits his job and starts interning at an advertising agency because he discovered that’s where his true passion lies.
Now we know how important experience and qualification is on a resume, but we Hr professionals need to understand that there are many people out there who switch at a later stage in life and are extremely talented. We need to find the right way to access them and give the right ones their fair chance to do what they really like, just like Chandler did! You agree too, we owe it to them for their guts!

2. Handle Romantic Relationships At Work With Utmost Care
It’s best not to get into any romantic relationships at work. Remember how Rachel fell for her secretary? It all seemed hunky dory in the beginning but it ended rather brutally. Now we can’t help when, where, how we fall in love and with whom either. But what we can do, what Rachel didn’t is draw a line and maintain it. So whether it is you, or your employees that are romantically involved with a colleague, make sure you draw the line.

3. Don’t Scare Your Candidate In The Interview, Be Friendly
The episode where Chandler’s dialogue ‘but the interview was over’ was hilarious, wasn’t it? Well, it wouldn’t hurt to try something similar with your candidates too. Try to get to know them on a personal level rather than just taking a formal interview and getting it over with. Because you know they’re going to pretend to be nice, but if you try to be friendly and convince them certain things will be off the record, you’ll come to know who exactly the person is that you are interviewing and that’s when you’ll know if that is the person you’re looking for or not.

Visit us at: https://chrozon.com/

Connecting The HR Universe, One Social Media Handle At A Time

Chrozon on Social Media

Ask anyone which medium is best for a brand to connect with its target audience, and the reply will definitely be digital. In our fast-paced life today, there’s hardly any time for anyone to watch television with undivided attention, diligently read the newspaper or even skim through magazines for that matter. This is the digital age, and every brand out there has been making the most of this boon of a medium!
Facebook, Twitter, Linkedin are platforms that are connecting people in ways we would’ve never imagined. Chrozon is India’s first online HR aggregator that helps HR professionals search for service providers, post specific requirements, as well as connect with like-minded HR professionals across the country.
We’re using our social media handles to connect with HR professionals, to educate them about our services and in turn, help them connect with the larger HR universe. So, here are our three main social media handles that you can check out if you want to know more about Chrozon and the HR industry as a whole.

Chrozon Facebook Page
Chrozon has a Facebook page with wide variety of content being posted on a daily basis to keep the audience engaged. Along with promoting our services in an interesting way, we also create and share engaging content, write blogs, keep up with the times and make sure that every HR professional or HR enthusiast is kept occupied on our page.
Like our page: Facebook.com/ChrozonIndia

Chrozon Twitter
The HR world is huge, and trying to fit the essence of that universe in 140 characters might get difficult sometimes but it most certainly isn’t impossible! We have managed to connect with major HR magazines and professionals through our Twitter handle and it is always our endeavour to keep our followers updated about everything HR.
Follow us: Twitter.com/Chrozon1

Chrozon Linkedin
And last but certainly not the least, Chrozon’s Linkedin page is also full of engaging content where we look to connect with professionals, ourselves learn something new about the HR universe every day and pass on the knowledge to the outside world.
Connect with us: Linkedin.com/company/chrozon-india-private-limited

Visit us at : https://chrozon.com/

Recognition or Appreciation?


Most organisations today are trying to figure out how to create an engaging workplace.  Employee engagement is a top of the mind issue for most companies and especially HR’s as they have come to realise that in order to stay relevant they need highly engaged employees. A recent study shows that engagement level of the Indian workforce stands at 46% which is higher than the global average of 36% for the same. But still the fact remains that 54% of the Indian workforce is somewhat dissatisfied with their jobs.

When it comes to lack of employee engagement, employee recognition and appreciation are always amongst the top 3 reasons. 90% of companies and businesses have some form of reward and recognition programs, still job satisfaction among employees is declining. 79% of employees who quit their jobs state lack of appreciation as a primary reason. I hope you noted that its lack of “appreciation” and not recognition.

Recognition is positive feedback based on results and performances and so, such programs do not consider employees making mistakes or not achieving the mark. Yes, it feels good to get recognised for our good performances. However the limitation of recognition is that it is finite and scarce as it has to come down from the top management to hold value. Usually recognition programs revolve around monetary and non monetary benefits which are relatively easier to provide for most organisations.

If the reality is that it’s so easy, why is it that research shows that 2/3rd of employees are not engaged. It is because our basic need is ‘appreciation’ and not mere recognition. Authentic appreciation is tailored to individuals and requires some amount of openness to make it genuine. It is more about the people and what they are and less about what they do. Appreciation is simple and personal and it should mean something to the person at the receiving end. And to identify what is important to your employee’s, relationships need to build within teams, departments and the organisation. Because, appreciation works best when it comes from someone whom you want it from and it is usually expected from people whom you have a relationship with.

A study relating to motivation and productivity reveals that 23% of people are more effective when they are recognised and 43% are more effective and productive if they felt valued.  A pat on the back, few words of motivation to someone who is having a bad day or even appreciating an extra effort of a team member can do wonders. So I leave you with the question “What would you choose to motivate and engage your team or employees, recognition or appreciation?”

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3 key essentials for employee learning

The pace of technological advances and constantly changing work environment has impacted organisations of all sizes. Organisations need to be consistent in upgrading their methods and processes in order to stay alive. One such transformation is from corporate ‘training’ to ‘learning’. It is quoted that the rate at which organisations and individuals learn may well become the only sustainable competitive advantage in the near future.

In the age where everything can be copied from products to services and even processes, the distinguishing factor for any organisation is its human asset and its capability to learn and adapt to the ever changing business environment. Therefore there is a gradual shift from a training culture to a learning culture in organisations as the former approach somewhat failed to focus on employees or ‘learners’.

It is easy to come across people who dislike the usage of the word training, however training is an important part of the process of learning. The concept of training is a little too restrictive as it lays greater emphasis on instructors and managers responsible for training who go on to become the driving forces of the learning experience.  This concept takes into consideration the needs of the organisation rather than the needs of the employees and focuses on events for learning to occur.

Like how customer is the ‘king’, the need for a learning culture is felt as people or human resources become one of the biggest competitive advantage present with organisations.  Though the creation of a learning organisation requires complete analysis of your current culture, following are 3 key essentials that you can’t miss out on for your employee learning experience:

  1. Ask your employees

By asking your employees, I mean to identify the need of individual employees.  It is imperative to understand the learning need of individuals as it tends to differ and a generic training program may not give you the desired results.

  1. Train them in their language

With millennial beginning to comprise of the major workforce, it becomes increasingly important to deliver learning with tools and technology that they are familiar with and understand better for faster application and results.

  1. Share your vision

Lastly, I believe that as it is important to understand individual training needs it is also necessary for the leadership at all levels inspiring the learning environment to convey the shared vision of the organisation and the way forward to employees.

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3 Benefits Of Hiring An HR Consultancy

Having a top notch HR consultant firm to guide a business is one of the most important factors in its success. The expertise these consultants have in choosing the right people is tremendous because they are connected to the entire HR community.

There are uncountable benefits of hiring HR consultants that can benefit a business. Since these consultants handle everything related to HR, one of the benefits is
that the internal HR department of an organization can totally rely on these consultants to bring in the best people that suit the job requirement. The best part about
them is that they’re just as connected with suitable candidates as much as they are with the HR universe out there. But here we will focus on the three extremely
important advantages that an organization has if they hire an HR consultant or an Hr consultancy firm.

The very first benefit the company enjoys is the expertise these consultants have to offer. Years of experience and contacts with the right people helps them judge
people the right way and place them where they can play a role perfectly. There are many small companies who do not have an HR department; to them these consultants
come as a blessing in disguise since they can help the organization function better with their expert advice on day-to-day operations. For the bigger companies who
have an HR department in place, these experts offer valuable advice on employee retention and tips to increase productivity. It’s a win-win for everyone. HR
consultants in Mumbai offer all kinds of relevant services, plus a company can customize and choose the services they want from these consultants. The second and the
most obvious benefit is quality recruitment. While these HR consultants might not personally conduct interviews and or post job advertisements, they certainly can
advise organizations on how to attract quality applicants for the position an organization is offering. Small agencies may not have the bandwidth to have ineffective
hiring strategies, and in that case having a commendable or even the best HR consultancy is the most suitable option to get the recruitment process right.
The third and one of the most important benefits is outsourcing. While many consultants might not actually take up the outsourcing bit for an organization like
processing payroll but they can conduct an in-depth study of how the organization works and churn out an analysis that decides whether they need to hire an outsource
provider and also suggest which one would be the best according to the organization’s needs.

There are many other benefits of hiring HR consultants like litigation, strategy development and more and the best of them are all registered on Chrozon. Whether one’s
looking for a commendable HR consultant or even top job consultants in Mumbai, all they have to do is head over to chrozon.com and find the right HR consultant or
service provider that can best serve their needs.

Visit us at : https://chrozon.com/

About Author: An avid writer with a keen interest in the Human Resource management, Ketaki has years of expertise in the field and gives out commendable advice on everything related to HR, people and relationship management.