plugHR believes that to create future business formations, one will need to understand Acceleration and change quite closely as an inherent characteristic of new age enterprise. It won't be sufficient to be either fast or innovative or continuous, one would need to be all three together at all times. HR will have no option but to lead this threesome behavior, quite departure from their current slumber, did you say? You're quite right there.

It wasn't easy for even plugHR to ensure that all team members adopt push-mail-phones as their natural handholds, idea was very simple, you can't be not there for opportunities or threats anytime and you need to become omni-accessible. Few orientation, tough talks and inspirations down, plugHR team responds to emails that drop in after 6pm Fridays without tilting work-life balance either ways

Innovation is a habit for plugHR. Having bootstrapped the enterprise and living off revenues forces you to innovate anyways and before you know, it becomes part of your culture. So from not working from a fixed office, to modeling delivery of HR in a unique way to six monthly bootcamps driving team motivations to laying role buffets for team members, plugHR has been all innovations and continues to find enough tolerance towards innovative behavior. Why tolerance? Well innovation doesn't require promotion, it requires tolerance and a heart to free teams from the fear of going wrong. When our HR operations team member walked up to declare his complete boredom with HR work, he hadn't dreamt of ending that discussion with the role of Finance Controller coming his way. But four months down in the role, he seems comfortable between the sheets (excel sheets). plugHR operations team uses project management tools with as much ease as your PMI certified professionals might do. They understand and drive social media for your advantage, can turn event managers and can get your HR department up and running in two weeks flat, all through innovative application of resources that are just around, you'll be surprised how little money they can make with.

The last bit of being Continuous is something we felt very strongly about when we found that typical internal HR professionals stay in an organizations no more than a few months, causing huge disruption and chaos in organization's plans. One of the core reasons of building a subscription based, perpetual HR service model for plugHR was to provide the benefit of a continuous HR department to organizations, "you won't hire HR, you won't lose HR" is what we promise our client organizations. Those who are now running on plugHR for over two years realize what peace it has been for them that they didn't have to interview a single HR professional since they signed us on. What retains HR professionals at plugHR? the continuous learning environment flexibility, HR mentoring, variety of assignments, satisfaction of being able to make a difference. But all don't make it, only the best stay long, for others, it's a very demanding place, not a typical client HR desk, can't hide here. So that's the most valuable part of plugHR engagement, fast-innovative-continuous, in one breath.