Microsoft Dynamics 365, a cloud-based application experience based on a common data model allowing Microsoft’s current CRM and ERP cloud solutions to be deployed in one cloud service with new role based subscriptions. Your business can start with the apps you need, and as your business demands, you can adopt additional capabilities with ease as all the apps work together. But if there are businesses that don’t want to move their application to the cloud, they would still upgrade to Microsoft Dynamics 365 on premises SKU structure and remain on- premises.

Connects your entire business. Integrate your business by deploying one solution that manages your Applications, ERP, CRM and Analytics along with Productivity tools like Office 365, Power BI.

Automates and secures business processes. Improve productivity and get more done with easy-to-create workflows, audit trails, and enterprise-level security, CRM integration and meaningful reporting made easy.

Provide an end-to-end view of your business. Centralize your data from accounting, sales, purchasing, inventory, and customer interactions to get an accurate end-to-end view of your business. All data stays up to date so you can spot trends, prevent issues, and deliver great customer experiences. With the cloud-based application there is no need for manual or machine updates to be running to access latest features and versions.

Trusted technology provider. With Microsoft backing it creates security as a trusted, leading technology provider for businesses of all sizes around the world.

The post Microsoft Dynamics 365 And Its Benefits appeared first on Talent Harvest.

Interviews is a part of the communication process and a skill which we all can possess. It is an integral part of the selection process and if done diligently will lead to desired outcome in building the human capital for the organisation. Interviews to be effective needs to be designed in a such a way that it is structured and directed to meet the end objective. Employers and candidates have their own set of onus during planning stage and the key to success is adequate preparation and upbeat about the upcoming session.

For the Candidates :

Candidates many times are caught off -guard by the interviewer during the session as they lack preparation. Assignment of mentors for coaching the candidate is a vital step in the right direction. Following simple steps will go a long way in make it purposeful.

• • • First and foremost do a through research about the organisation, service lines, business model,leadership and its people. It is important for you to reflect on your past and structure your answers accordingly. Research social media (Linkedin) and talk to people in the industry and collate data. Only data speaks and rest are all opinion.
    • Always reach the venue 20 minutes before the schedule time if it is a personal discussion.
    • Offer a warm and firm handshake the moment you meet the interviewer/Hiring manager.
      Selection process in this technological transformation age is mostly done through skype, video conferencing etc. Please ensure that you are technologically able and ensure gadgets are in good working condition before the interview.
    • Always quote real time examples in answering the question. Interviewers look forward to scenarios and not interested in theoretical answers.
    • Be confident and assertive ( in saying “NO” wherever required)
    • Maintain straight eye contact with the interviewer and make right gestures. It instils positive vibe and interviewer will get to feel that you are confident and engaged.
    • If it is many to one interviews ( More than one interviewer) then non verbal communication is more important as people watch your body language.
    • Interviews are all about creating impression and first 5 minutes is key to get the dream job that you are cut out for.
    • Listen, take a pause, relate before your answer questions. Don’t jump the gun.
    • Talk slowly,clearly and to the point. Don’t beat around the bush. It might give a wrong impression and sometimes miss the objective.
    • Remember hiring managers want problem solvers. Answers to be tuned towards solving problems.Subtantiate the answers with past experience.
    • Every interview is different. Past performance is not an indicator for future success. Approach every interview differently.
    • Capitalize the opportunity given to you in asking the right questions to the interviewer.Your questions should always revolve around role and culture . Don’t discuss compensation. It is a hygiene factor.
    • Remember employer will be equally conscious about making the process right. So give your best shot and job will be yours.

Register now and upload your resume at Talent harvest and we will make your career dream come true!!

The post Interviews- Cutting Edge Tool In The Process Of Selection appeared first on Talent Harvest.

Engaged organizations grew profits as much as three times their competitors. Highly engaged organizations have the ability to cut staff turnover by 87 % and increase productivity by 20%. Engagement in the context of Talent Management refers to how employee gets connected emotionally and intellectually to the larger purpose of the organizational goals.It is described as employees willingness to go the extra mile not merely arising out of an obligation or pay check, but because work matters professionally and personally to him.

Engagement like “ culture” is a “product” of how a company operates. It cannot be improved on its own but has few drivers like

• Culture
• Strategy, Mission Statement
• Career Development
• Learning & development
• Recognition
• Timely Feedback
• Challenging tasks
• Senior Leadership

Let’s take a look at some relevant elements of engagement an organisation need to look for while preparing the recipes.

Clarity 

People need to know what is expected out of them at work. Clarity can be improved by way of goal setting. With organization centric goal management employees throughout align the individual goals with organisational goals.Through this everyone can see they are part of large team.

Support

Employees needs the tools and training to achieve goals and objectives. Support is  performance issue too but we need to wear the engagement glasses to view it.

Fitment

Employees should feel that there is an absolute fitment to the job. Utilization of skills and opportunity to grow in line with one’s skill matrix creates engagement in an employee which improves productivity.

Feedback

Feedback is neither about praise or criticism. It is about saying something that employer find it useful. It may take many forms from formal to informal like regularly scheduled one to one meetings, coaching, email, peer reviews. Informal can be over a cup of coffee.

Development

Organization has the responsibility to develop employees for the future ensuring talent gaps are filled and become future proof by adapting to emerging technologies.

Also we can look at few more engagement programmes that are powerful and purposeful;

• Assign one of the company values to a person who represented it most in last quarter through voting process
• Assign 30 minutes in a day to pursue personal projects. This may trigger creativity and energy flow that will benefit rest of working hours.
• Assign buddy/ mentor to a new comer as mentor will be a friend and guide who will help an employee to solve his problems.
• Have team photos of your team on the wall. Group, funny photos, theme photos can create greater engagement.
• Remind people of company’s mission and vision. People should be told what they are doing and why they are doing.
• Encourage and Recognise innovation and have a rewards & recognition mechanism in place. Recognise people in public.
• Celebrate achievements whether big or small.Refill the energy tanks which fuel inspiration to rest of the colleagues.
• Show respect to people who are in different hierarchies. This is a cornerstone for effective employee engagement.

Mantra of Effective Engagement

Higher Involvement= Higher Performance= Higher Retention

Get social. Have fun, have Team building competition and unleash the creativity in other walks of life.

The post Employee Engagement – Recipe For Organization Success appeared first on Talent Harvest.