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	<title>Talent Junction - An HR Blog</title>
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	<link>http://www.empxtrack.com/blog</link>
	<description>Blogging Ideas for Human Resources</description>
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			<item>
		<title>Why good employees leave your organization?</title>
		<link>http://www.empxtrack.com/blog/04/why-good-employees-leave-your-organization/</link>
		<comments>http://www.empxtrack.com/blog/04/why-good-employees-leave-your-organization/#comments</comments>
		<pubDate>Mon, 18 Apr 2011 10:29:28 +0000</pubDate>
		<dc:creator>Maj. Gen. B.K. Bhatia</dc:creator>
				<category><![CDATA[Human Resources]]></category>

		<guid isPermaLink="false">http://www.empxtrack.com/blog/?p=534</guid>
		<description><![CDATA[Attrition of Talent
Talented employees leaving their jobs is an alarming development for most organizations. This article explores the empowerment of managers in arresting this trend.
Do we have the answers?

	Are we using the right processes to identify new hires?
Do we know why our employees leave our company?
Are managers given tools to identify talent and reward performance? [...]]]></description>
		<wfw:commentRss>http://www.empxtrack.com/blog/04/why-good-employees-leave-your-organization/feed/</wfw:commentRss>
		<slash:comments>3</slash:comments>
		</item>
		<item>
		<title>The Importance of Further Training and Education for Employees</title>
		<link>http://www.empxtrack.com/blog/03/the-importance-of-further-training-and-education-for-employees/</link>
		<comments>http://www.empxtrack.com/blog/03/the-importance-of-further-training-and-education-for-employees/#comments</comments>
		<pubDate>Thu, 31 Mar 2011 11:50:33 +0000</pubDate>
		<dc:creator>Stella Workman</dc:creator>
				<category><![CDATA[Human Resources]]></category>

		<guid isPermaLink="false">http://www.empxtrack.com/blog/?p=510</guid>
		<description><![CDATA[Businesses today must do everything possible to stay competitive and maintain a highly skilled, motivated staff. Despite today’s very competitive job market, employees often have little hesitation when it comes to searching for a new job if they become unhappy with their current employer. In order to keep employees satisfied, boost morale, and remain competitive, [...]]]></description>
		<wfw:commentRss>http://www.empxtrack.com/blog/03/the-importance-of-further-training-and-education-for-employees/feed/</wfw:commentRss>
		<slash:comments>7</slash:comments>
		</item>
		<item>
		<title>CAN TECHNOLOGY IMPROVE EMPLOYEE ENGAGEMENT?</title>
		<link>http://www.empxtrack.com/blog/10/can-technology-improve-employee-engagement/</link>
		<comments>http://www.empxtrack.com/blog/10/can-technology-improve-employee-engagement/#comments</comments>
		<pubDate>Wed, 27 Oct 2010 07:24:35 +0000</pubDate>
		<dc:creator>Maj. Gen. B.K. Bhatia</dc:creator>
				<category><![CDATA[Human Resources]]></category>

		<guid isPermaLink="false">http://www.empxtrack.com/blog/?p=474</guid>
		<description><![CDATA[Introduction: Studies around the world have revealed that engagement levels have a direct impact on employee&#8217;s performance and consequently on the bottom line. Thus a well established co-relation exists between employee engagement and business results.
Engagement : Some Quotes (from articles in professional journals)

Work never kills a person; the absence of it (unemployment) has killed many.
Remaining idle [...]]]></description>
		<wfw:commentRss>http://www.empxtrack.com/blog/10/can-technology-improve-employee-engagement/feed/</wfw:commentRss>
		<slash:comments>9</slash:comments>
		</item>
		<item>
		<title>Search for Talent</title>
		<link>http://www.empxtrack.com/blog/10/search-for-talent/</link>
		<comments>http://www.empxtrack.com/blog/10/search-for-talent/#comments</comments>
		<pubDate>Wed, 20 Oct 2010 11:06:31 +0000</pubDate>
		<dc:creator>Maj. Gen. B.K. Bhatia</dc:creator>
				<category><![CDATA[Human Resources]]></category>

		<guid isPermaLink="false">http://www.empxtrack.com/blog/?p=427</guid>
		<description><![CDATA[&#8216;India&#8217;s Talent Khoj (Search)&#8217;: a program on the television channel &#8216;Colors&#8217; can be viewed as a process of discovering  latent potential of individuals &#38; teams. This potential exists in different forms, called skills &#38; competencies by the management experts. These skills could relate to singing, dancing, magic, acrobatics, instrumental music and a host of [...]]]></description>
		<wfw:commentRss>http://www.empxtrack.com/blog/10/search-for-talent/feed/</wfw:commentRss>
		<slash:comments>2</slash:comments>
		</item>
		<item>
		<title>Penny-wise Pound-foolish approach in H R M</title>
		<link>http://www.empxtrack.com/blog/10/penny-wise-pound-foolish-approach-in-h-r-m-3/</link>
		<comments>http://www.empxtrack.com/blog/10/penny-wise-pound-foolish-approach-in-h-r-m-3/#comments</comments>
		<pubDate>Tue, 19 Oct 2010 09:19:35 +0000</pubDate>
		<dc:creator>Tushar Bhatia</dc:creator>
				<category><![CDATA[Human Resources]]></category>

		<guid isPermaLink="false">http://www.empxtrack.com/blog/?p=463</guid>
		<description><![CDATA[Synopsis:
H R function in most organizations is a cost center. In different industry verticals, HR costs are metered in terms of:

HR staff per 100 employees
employees wages as a % of total expenditure
hiring costs per employee
total HRM costs as a % of company revenue, and similar other statistics.

Are these metrics also used for setting the Goals [...]]]></description>
		<wfw:commentRss>http://www.empxtrack.com/blog/10/penny-wise-pound-foolish-approach-in-h-r-m-3/feed/</wfw:commentRss>
		<slash:comments>1</slash:comments>
		</item>
		<item>
		<title>Managing Performance of Workers</title>
		<link>http://www.empxtrack.com/blog/07/managing-performance-of-workers/</link>
		<comments>http://www.empxtrack.com/blog/07/managing-performance-of-workers/#comments</comments>
		<pubDate>Mon, 12 Jul 2010 07:17:18 +0000</pubDate>
		<dc:creator>Maj. Gen. B.K. Bhatia</dc:creator>
				<category><![CDATA[Human Resources]]></category>

		<guid isPermaLink="false">http://www.empxtrack.com/blog/?p=342</guid>
		<description><![CDATA[Introduction
Organizations in the manufacturing sector and also those in the service sectors such as hospitality, infrastructure, Security, logistic &#38; retail services have a large component of their work force below the supervisor levels.
In general, the work force below officer / supervisor level may be called &#8216;Workers&#8217; –the blue collared workforcein the organizations.  This article [...]]]></description>
		<wfw:commentRss>http://www.empxtrack.com/blog/07/managing-performance-of-workers/feed/</wfw:commentRss>
		<slash:comments>4</slash:comments>
		</item>
		<item>
		<title>VALUE SYSTEMS IN LIFE</title>
		<link>http://www.empxtrack.com/blog/06/value-systems-in-life/</link>
		<comments>http://www.empxtrack.com/blog/06/value-systems-in-life/#comments</comments>
		<pubDate>Tue, 22 Jun 2010 08:16:14 +0000</pubDate>
		<dc:creator>Maj. Gen. B.K. Bhatia</dc:creator>
				<category><![CDATA[Human Resources]]></category>

		<guid isPermaLink="false">http://www.empxtrack.com/blog/?p=188</guid>
		<description><![CDATA[PREFACE
Value Systems exist in different forms such as social values, organizational values, human values &#38; personal values. Often these are defined in Citizen&#8217;s Charters, Code of Conduct and as Leadership Attributes. All forms of value systems are largely based on ethics, morality and virtues. Over the years, values have been corrupted by over-ambition. This trend [...]]]></description>
		<wfw:commentRss>http://www.empxtrack.com/blog/06/value-systems-in-life/feed/</wfw:commentRss>
		<slash:comments>6</slash:comments>
		</item>
		<item>
		<title>Managing Non-Performers</title>
		<link>http://www.empxtrack.com/blog/06/managing-non-performers/</link>
		<comments>http://www.empxtrack.com/blog/06/managing-non-performers/#comments</comments>
		<pubDate>Mon, 07 Jun 2010 12:26:58 +0000</pubDate>
		<dc:creator>Maj. Gen. B.K. Bhatia</dc:creator>
				<category><![CDATA[HR Best Practices]]></category>
		<category><![CDATA[Performance Management]]></category>

		<guid isPermaLink="false">http://www.empxtrack.com/blog/?p=168</guid>
		<description><![CDATA[Introduction
Organizations focus mostly on managing high performers, probably as a risk mitigation measure.
After all the high-performers are considered as the drivers of business and their retention is a high priority for the organization.
This article, however, examines how to manage non-performers which may sometimes be 10-20% of your employee strength.
Who are non-performers ?
Are non-performers those who

Do [...]]]></description>
		<wfw:commentRss>http://www.empxtrack.com/blog/06/managing-non-performers/feed/</wfw:commentRss>
		<slash:comments>30</slash:comments>
		</item>
		<item>
		<title>Utilizing Employee Performance Appraisal Systems optimally?</title>
		<link>http://www.empxtrack.com/blog/05/utilizing-employee-performance-appraisal-system/</link>
		<comments>http://www.empxtrack.com/blog/05/utilizing-employee-performance-appraisal-system/#comments</comments>
		<pubDate>Mon, 24 May 2010 15:09:55 +0000</pubDate>
		<dc:creator>Maj. Gen. B.K. Bhatia</dc:creator>
				<category><![CDATA[Employee Appraisals]]></category>
		<category><![CDATA[HR Best Practices]]></category>

		<guid isPermaLink="false">http://www.empxtrack.com/blog/?p=166</guid>
		<description><![CDATA[Introduction
An employee performance appraisal process runs a few times during the year. If designed appropriately, significantly more information can be captured and analyzed by organizations. This may require some modifications to the appraisal instrument such that it can be used for employee feedback, self development and studying the rating patterns of supervisors besides a host [...]]]></description>
		<wfw:commentRss>http://www.empxtrack.com/blog/05/utilizing-employee-performance-appraisal-system/feed/</wfw:commentRss>
		<slash:comments>24</slash:comments>
		</item>
		<item>
		<title>Checklist for HR Effectiveness</title>
		<link>http://www.empxtrack.com/blog/05/checklist-for-hr-effectiveness/</link>
		<comments>http://www.empxtrack.com/blog/05/checklist-for-hr-effectiveness/#comments</comments>
		<pubDate>Sat, 22 May 2010 05:51:31 +0000</pubDate>
		<dc:creator>Maj. Gen. B.K. Bhatia</dc:creator>
				<category><![CDATA[HR Best Practices]]></category>

		<guid isPermaLink="false">http://www.empxtrack.com/blog/?p=165</guid>
		<description><![CDATA[This survey is a self-help tool that can help you gauge the effectiveness of your HR function. The following steps need to be followed to use the tool.

Select the size of your organization.
Check the statements that you believe are applicable and leave the others blank.
Click on the &#8216;Calculate HR Effectiveness&#8217; button at the bottom of [...]]]></description>
		<wfw:commentRss>http://www.empxtrack.com/blog/05/checklist-for-hr-effectiveness/feed/</wfw:commentRss>
		<slash:comments>7</slash:comments>
		</item>
		<item>
		<title>I Interviewed and the Recruiter Won&#8217;t Get Back to Me</title>
		<link>http://www.empxtrack.com/blog/05/i-interviewed-and-the-recruiter-wont-get-back-to-me/</link>
		<comments>http://www.empxtrack.com/blog/05/i-interviewed-and-the-recruiter-wont-get-back-to-me/#comments</comments>
		<pubDate>Fri, 14 May 2010 12:33:41 +0000</pubDate>
		<dc:creator>Tushar Bhatia</dc:creator>
				<category><![CDATA[HR Best Practices]]></category>

		<guid isPermaLink="false">http://www.empxtrack.com/blog/?p=159</guid>
		<description><![CDATA[I recently read a great blog post by  					Suzanne Lucas at the URL I Interviewed and the Recruiter Won&#8217;t Get Back to Me
What Suzanne talks about is the suspense a candidate faces post an interview. In todays job market where jobs are scarce, each person wants to hear the results and then make choices [...]]]></description>
		<wfw:commentRss>http://www.empxtrack.com/blog/05/i-interviewed-and-the-recruiter-wont-get-back-to-me/feed/</wfw:commentRss>
		<slash:comments>4</slash:comments>
		</item>
		<item>
		<title>Employee Training: A Management Perspective</title>
		<link>http://www.empxtrack.com/blog/05/employee-training-a-management-perspective/</link>
		<comments>http://www.empxtrack.com/blog/05/employee-training-a-management-perspective/#comments</comments>
		<pubDate>Mon, 10 May 2010 11:45:37 +0000</pubDate>
		<dc:creator>Maj. Gen. B.K. Bhatia</dc:creator>
				<category><![CDATA[HR Best Practices]]></category>
		<category><![CDATA[HR Technology]]></category>
		<category><![CDATA[Human Resources]]></category>

		<guid isPermaLink="false">http://www.empxtrack.com/blog/?p=157</guid>
		<description><![CDATA[How does the management view employee training and what do they expect from it? This was a question which intrigued us; we wanted to understand how senior employees looked at the training function from a strategic perspective.
This article captures our discussions with employees in Operations, Management, HR &#38; Training departments. We wanted to understand what [...]]]></description>
		<wfw:commentRss>http://www.empxtrack.com/blog/05/employee-training-a-management-perspective/feed/</wfw:commentRss>
		<slash:comments>28</slash:comments>
		</item>
		<item>
		<title>Carnival of HR</title>
		<link>http://www.empxtrack.com/blog/04/carnival-of-hr/</link>
		<comments>http://www.empxtrack.com/blog/04/carnival-of-hr/#comments</comments>
		<pubDate>Wed, 28 Apr 2010 11:17:05 +0000</pubDate>
		<dc:creator>Tushar Bhatia</dc:creator>
				<category><![CDATA[Human Resources]]></category>

		<guid isPermaLink="false">http://www.empxtrack.com/blog/?p=151</guid>
		<description><![CDATA[ Its Carnival time again! The Talent Junction blog is delighted to host this edition of the carnival. Thanks to all who contributed a post. Before we begin here are some tributes:
First, thanks to all of you in the HR community who continue to share your thoughts in how to improve the greatest asset for [...]]]></description>
		<wfw:commentRss>http://www.empxtrack.com/blog/04/carnival-of-hr/feed/</wfw:commentRss>
		<slash:comments>49</slash:comments>
		</item>
		<item>
		<title>Getting the Performance Appraisal Right</title>
		<link>http://www.empxtrack.com/blog/04/getting-the-performance-appraisal-right/</link>
		<comments>http://www.empxtrack.com/blog/04/getting-the-performance-appraisal-right/#comments</comments>
		<pubDate>Tue, 20 Apr 2010 06:27:42 +0000</pubDate>
		<dc:creator>Tushar Bhatia</dc:creator>
				<category><![CDATA[Employee Appraisals]]></category>
		<category><![CDATA[HR Best Practices]]></category>
		<category><![CDATA[HR Technology]]></category>
		<category><![CDATA[Human Resources]]></category>
		<category><![CDATA[Performance Management]]></category>

		<guid isPermaLink="false">http://empxtrack.com/blog/?p=134</guid>
		<description><![CDATA[Most companies want to appraise their employees on a periodic basis and their Human Resources department is generally responsible to manage this process. I have often seen that the buy-in and participation from the Line managers is not as much as one would expect. Based on my meetings with a large number of HR managers, [...]]]></description>
		<wfw:commentRss>http://www.empxtrack.com/blog/04/getting-the-performance-appraisal-right/feed/</wfw:commentRss>
		<slash:comments>39</slash:comments>
		</item>
		<item>
		<title>Variable Incentive Plans: A Motivation &amp; Retention tool</title>
		<link>http://www.empxtrack.com/blog/04/variable-incentive-plans-a-motivation-retention-tool/</link>
		<comments>http://www.empxtrack.com/blog/04/variable-incentive-plans-a-motivation-retention-tool/#comments</comments>
		<pubDate>Tue, 06 Apr 2010 11:49:10 +0000</pubDate>
		<dc:creator>Tushar Bhatia</dc:creator>
				<category><![CDATA[Compensation Planning]]></category>
		<category><![CDATA[Employee Rewards]]></category>
		<category><![CDATA[HR Best Practices]]></category>
		<category><![CDATA[HR Technology]]></category>
		<category><![CDATA[Payroll]]></category>
		<category><![CDATA[Performance Management]]></category>

		<guid isPermaLink="false">http://empxtrack.com/blog/?p=131</guid>
		<description><![CDATA[Since the past two years Variable Incentives did not work very well since most employees wanted the security of a high base-pay and meeting targets was largely unpredictable. The economy is on an up-swing again and employers &#38; employees see new opportunities for increasing incomes.
Organizations want to curtail their fixed costs, hence salaries may not [...]]]></description>
		<wfw:commentRss>http://www.empxtrack.com/blog/04/variable-incentive-plans-a-motivation-retention-tool/feed/</wfw:commentRss>
		<slash:comments>22</slash:comments>
		</item>
		<item>
		<title>ROI on automating the Payroll Function</title>
		<link>http://www.empxtrack.com/blog/01/benefits-of-payroll-software-automation/</link>
		<comments>http://www.empxtrack.com/blog/01/benefits-of-payroll-software-automation/#comments</comments>
		<pubDate>Wed, 06 Jan 2010 12:52:47 +0000</pubDate>
		<dc:creator>Tushar Bhatia</dc:creator>
				<category><![CDATA[Compensation Planning]]></category>
		<category><![CDATA[HR Best Practices]]></category>
		<category><![CDATA[HR Technology]]></category>
		<category><![CDATA[Payroll]]></category>

		<guid isPermaLink="false">http://empxtrack.com/blog/?p=123</guid>
		<description><![CDATA[
It is difficult to anticipate the benefits of taking your payroll online. This was a challenge faced by one of our recent customers where the HR department found it challenging to estimate the ROI derived from implementation of an integrated Payroll software. 
This article describes some of the benefits analyzed and presented to the senior [...]]]></description>
		<wfw:commentRss>http://www.empxtrack.com/blog/01/benefits-of-payroll-software-automation/feed/</wfw:commentRss>
		<slash:comments>51</slash:comments>
		</item>
		<item>
		<title>High Performance Companies Focus on Performance Management</title>
		<link>http://www.empxtrack.com/blog/12/high-performance-companies-focus-on-performance-management-software/</link>
		<comments>http://www.empxtrack.com/blog/12/high-performance-companies-focus-on-performance-management-software/#comments</comments>
		<pubDate>Thu, 31 Dec 2009 13:33:49 +0000</pubDate>
		<dc:creator>Gireesh Sharma</dc:creator>
				<category><![CDATA[Employee Appraisals]]></category>
		<category><![CDATA[Employee Rewards]]></category>

		<guid isPermaLink="false">http://empxtrack.com/blog/?p=121</guid>
		<description><![CDATA[We often listen from the successful business leaders that “People are our strength”.  Recently I read the book &#8220;The High Performance Entrepreneur&#8221; written by Subroto Baghchi. He is co-founder and Chief Operating Officer of Mindtree Consulting, one of India&#8217;s most admired software companies.
Mindtree has grown from 0 to 3500 people and crossed $ 102 [...]]]></description>
		<wfw:commentRss>http://www.empxtrack.com/blog/12/high-performance-companies-focus-on-performance-management-software/feed/</wfw:commentRss>
		<slash:comments>5</slash:comments>
		</item>
		<item>
		<title>Happy New Year 2010</title>
		<link>http://www.empxtrack.com/blog/12/happy-new-year-2010/</link>
		<comments>http://www.empxtrack.com/blog/12/happy-new-year-2010/#comments</comments>
		<pubDate>Thu, 31 Dec 2009 08:36:24 +0000</pubDate>
		<dc:creator>Gireesh Sharma</dc:creator>
				<category><![CDATA[Human Resources]]></category>

		<guid isPermaLink="false">http://empxtrack.com/blog/?p=119</guid>
		<description><![CDATA[
]]></description>
		<wfw:commentRss>http://www.empxtrack.com/blog/12/happy-new-year-2010/feed/</wfw:commentRss>
		<slash:comments>2</slash:comments>
		</item>
		<item>
		<title>Case Study: Performance Management System for Educational Institutions</title>
		<link>http://www.empxtrack.com/blog/11/case-study-performance-management-softwar-for-educational-institutions/</link>
		<comments>http://www.empxtrack.com/blog/11/case-study-performance-management-softwar-for-educational-institutions/#comments</comments>
		<pubDate>Thu, 05 Nov 2009 14:56:57 +0000</pubDate>
		<dc:creator>Gireesh Sharma</dc:creator>
				<category><![CDATA[Case Study/ White Papers]]></category>
		<category><![CDATA[Employee Appraisals]]></category>
		<category><![CDATA[Goal Setting]]></category>
		<category><![CDATA[HR Technology]]></category>
		<category><![CDATA[Human Resources]]></category>

		<guid isPermaLink="false">http://empxtrack.com/blog/?p=117</guid>
		<description><![CDATA[As the need for talented workforce is growing worldwide, so is the need for faculty &#38; staff with requisite skills in the educational institutions to produce the base for generating such a work force. Businesses are continuously demanding fresh talent which can meet challenges of twenty-first century through innovative and out-of-the box thinking. Business leaders [...]]]></description>
		<wfw:commentRss>http://www.empxtrack.com/blog/11/case-study-performance-management-softwar-for-educational-institutions/feed/</wfw:commentRss>
		<slash:comments>33</slash:comments>
		</item>
		<item>
		<title>What Web 2.0 and SaaS Software offer that Legacy ERPs do not provide?</title>
		<link>http://www.empxtrack.com/blog/10/benefits-advantages-web-2-saas-software-vs-legacy-erps/</link>
		<comments>http://www.empxtrack.com/blog/10/benefits-advantages-web-2-saas-software-vs-legacy-erps/#comments</comments>
		<pubDate>Tue, 27 Oct 2009 07:46:10 +0000</pubDate>
		<dc:creator>Gireesh Sharma</dc:creator>
				<category><![CDATA[HR Best Practices]]></category>
		<category><![CDATA[HR Technology]]></category>
		<category><![CDATA[HRMS (HRIS)]]></category>

		<guid isPermaLink="false">http://empxtrack.com/blog/?p=114</guid>
		<description><![CDATA[In the last few years, Web 2.0 and SaaS have captured a significant portion of the market led by legacy ERP systems. Even large enterprises (which only showered their love on ERPs) are now accepting the value of SaaS application over legacy ERPs.
A survey about SaaS conducted in August 2009 by Business Week Research Services [...]]]></description>
		<wfw:commentRss>http://www.empxtrack.com/blog/10/benefits-advantages-web-2-saas-software-vs-legacy-erps/feed/</wfw:commentRss>
		<slash:comments>7</slash:comments>
		</item>
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