Talent management is a critical aspect of any business, regardless of its size. While large enterprises often have the resources and infrastructure to implement comprehensive talent-management strategies, small and medium-sized enterprises (SMEs) can also adopt successful techniques to attract, retain and develop top talent. Chandrasekhar Mukherjee, CHRO, Bhilosa Industries, enunciates that talent management is crucial for businesses, irrespective of their size. Large corporations have advanced talent-management processes, starting with automated applicant tracking systems (ATS) for efficient recruitment. Similar technology can be adopted by SMEs too to enhance their hiring processes. Mukherjee also shares, “Talent-management software used by large firms identify…
Author: Saheba Khatun | HRKatha
Arjun from the sales division of an FMCG company shone in the spotlight, impressing everyone with his flashy presentations and quick decisions. Heads turned when he walked into meetings at work, impeccably dressed and winning everyone over with his gift of the gab. However, beneath the surface, inconsistency erorded trust. In sharp contrast was Sneha. Humble, sincere and dedicated. Her quiet strength and principled decisions inspired trust. Her humility and unwavering commitment left a lasting impact on her sales-support team. Arjun and Sneha represent two contrasting approaches that often come to the forefront at the workplace. The former was all…
Artificial intelligence (AI ) should not be seen as a substitute for human intelligence they say. But then, it is definitely a tool to amplify human creativity and cleverness. In today’s competitive job market, technology is transforming recruitment through AI. This involves using automation and machine learning to enhance hiring processes. But if AI is clever, so are candidates who are also now using AI tools to improve their resumes, excel in interview simulations and optimise their overall success strategies. It’s an intriguing blend of human drive and AI, blurring the line between applicants and algorithms. Candidates applying for the post of…
Employee-engagement activities come in many forms, including team-building events, training programmes, recognition initiatives and wellness programmes. Engaged employees are more productive, committed and likely to contribute positively to the company’s bottom line. It is to foster this engagement that organisations invest in various employee- engagement activities. However, the effectiveness of these activities can vary widely, and it’s essential to assess their impact. While these activities can yield positive outcomes, their impact may not always be evident or consistent. Sharad Sharma, CHRO, Pramerica Life, says that the concept of employee engagement is undergoing a transformation. It’s no longer solely about recreational…
In a world where actions speak louder than words, the shift from policies to practices is not just a preference but a necessity for organisations and institutions to thrive. Policies serve as the foundational guidelines that shape an entity’s operations, while practices represent the actual implementation of those policies in real-world scenarios. Policies are indeed vital as they provide the necessary structure and framework for decision-making and behaviour within organisations or societies. However, relying solely on them can be rather limiting. First, policies, when confined to paper or digital documents, may stagnate and remain unimplemented, resulting in minimal real-world impact.…
In July, Axis Securities, a financial services company, which offers brokerage and trading services, implemented an educational benefit policy for its employees. Under this programme, it offers a scholarship of Rs. 50,000 to each employee to support their educational pursuits. Employees, irrespective whether they are managing directors or entry level, who have spent a minimum of one year with the company, are eligible to avail this scholarship. This scholarship allows its employees to pursue courses, seminars, or further education that aligns with their career aspirations. The applications for this scholarship programme is approved by a Talent Council, which not only evaluates employee applications…
Technology and automation are reshaping the nature of work and employment. One of the significant trends emerging from this transformation is the shift towards a transactional workforce. Traditionally, employment has revolved around long-term relationships between employers and employees. Workers would join a company and stay put there for the most part of their careers, building expertise and loyalty over time. However, this traditional model is undergoing a fundamental change. The integration of technology and automation is giving rise to what is commonly referred to as the ‘transactional workforce.’ A transactional workforce is characterised by employees who primarily focus on completing…
Triveni Turbines, a global player in industrial steam turbine manufacturing, is challenging traditional gender roles in the male-dominated manufacturing industry. Rather than confining women to specific functions, the company actively encourages them to explore diverse roles throughout the organisation, from manufacturing and assembly to process planning, supply chain management and project management. This approach empowers women to shape their careers without gender-specific constraints. R Satyanarayan, CHRO, Triveni Turbines, shares with HRKatha, “The commitment to gender diversity is evident in every function, with the exception of finance, where we had fewer openings. Our journey began in the human resources (HR) department,…
There are numerous hiring-technology products available in the market that claim to eliminate biases in the hiring process. While it’s true that these services can reduce biases to a certain extent — by concealing specific parameters on resumes — they are not foolproof. For one, humans are inherently prone to biases. Some common biases, for instance, include language bias, where preference is given to candidates who speak the same regional language as the recruiter; or where proficiency in English is preferred over other regional languages. Similarly, certain educational institutions, even at the school level, are often favoured (on a resume)…
Sunil Ranjhan did not initially start his career in HR. After passing out from the Birla Institute of Technology and Science (BITS), Pilani — where he studied sales and marketing — he joined Wipro as an executive. He realised he was keen to pursue a career in HR when he saw an opportunity with the National Practice — a government organisation under the Ministry of Heavy Industries — that was seeking HR professionals. He applied for the position, which involved attending a two-year HR training programme while receiving a full salary. Thus began his journey in HR. After completing the…
‘Quiet cutting’ has emerged as a nuanced approach to workforce management thanks to the workforce dynamics of today. Unlike traditional employee layoffs, quiet cutting involves the elimination of positions within a company without overtly resorting to mass firings. Instead, it relies on attrition, early retirements, reassignments and not filling vacant positions. The pivotal question here is: Is quiet cutting a more favourable option than layoffs? Emmanuel David, senior HR leader, points out that quiet cutting is a relatively new term, but the concept itself has existed for years. Employees find their roles gone, though they remain in the company, prompting…
In the evolving landscape of talent acquisition, the synergy between automation and traditional methods emerges as a game changer. Automation seamlessly complements established talent-sourcing techniques by enhancing efficiency and precision. Virtusa Corporation, a pioneering entity in this arena, employs a distinctive strategy by harnessing the power of CRM platforms in its talent-acquisition endeavours. This innovative approach not only sets Virtusa apart but also establishes a robust bridge between technology and human touch. Striking the right balance between AI-driven solutions and conventional hiring practices, Virtusa ensures a harmonious blend that optimises outcomes. Technology plays a pivotal role in this process, fostering…
Rapidly opinion changing behaviour are the team members who frequently change their opinions and introduce both challenges and opportunities to team dynamics. In the realm of teamwork, cohesion and stability play pivotal roles in achieving shared goals and objectives. However, when a team member consistently exhibits rapidly changing opinions, the delicate equilibrium within the team can be disrupted. This phenomenon can have far-reaching consequences that influence decision-making, communication, trust and overall team morale. Maneesha Jha Thakur, former group HR, Emami, shares that the impact of a team member’s rapidly- changing opinions extends beyond trustworthiness. It affects reliability, consensus-building and perceptions.…
Recruitment practices today are being transformed by AI-driven hiring. After all, it offers a range of benefits, including enhancing efficiency by rapidly analysing resumes, saving time for HR professionals. Precise candidate matching by AI ensures high-quality hires even while reducing bias, for a fairer evaluation process. Valuable data-driven insights aid in refining strategies and decision-making. The scalability of AI is advantageous for high-volume recruitment needs. Moreover, AI personalises candidate experiences, predicts success and adapts to evolving job markets. In essence, AI-driven hiring reshapes recruitment, optimising talent-acquisition processes for organisations. In the dynamic world of recruitment, especially within the ever-evolving technology…
In the fast-paced world of modern business, the value of experience and wisdom cannot be overstated. Among the many assets organisations possess, the untapped potential of the 60+ working population stands as a treasure trove waiting to be explored. As demographics shift and people extend their careers, harnessing the unique skills, insights and perspectives of this cohort can catalyse innovation and foster a dynamic work environment. Shaleen Manik, CHRO, Transsion India, believes that across diverse organisations, the presence of this 60+ working population holds notable significance. Members of this specific generation are valuable and advantageous due to their extensive experience…
Gender inclusivity refers to the practice of creating an environment that respects and affirms the identities of individuals of all gender expressions and identities. It involves recognising that gender is not limited to a binary concept and includes a wide range of identities beyond the traditional male and female categories. [24]7.ai realises that gender-inclusive spaces and policies strive to ensure that all individuals, regardless of their gender identity, feel welcome, valued and safe. This involves providing equal opportunities, eliminating discriminatory practices, using inclusive language and accommodating diverse needs. Gender inclusivity acknowledges the unique experiences and challenges faced by different genders…
Redundancy anxiety, also known as job redundancy refers to the distress and apprehension experienced by employees when they fear losing their jobs due to downsizing, restructuring, or company-wide layoffs. It is characterised by a sense of uncertainty about one’s job, leading to feelings of stress, demotivation and inadequacy within the workplace. Specifically, redundancy anxiety arises when job security is threatened due to economic downturns, company restructuring, technological advancements, outsourcing and similar situations. This anxiety is fuelled by the fear of job loss, financial instability and concerns about one’s career trajectory. Uncertainty, poor communication and a history of layoffs within the company…
The news of impending layoffs is undoubtedly a source of stress, anxiety and uncertainty for employees. The psychological impact is akin to the sharp edge of a Damocles sword, cutting through their sense of job security and stability. Existing employees may experience insecurity about their own job, survivor guilt when colleagues are let go, and a decline in overall morale. This can lead to decreased productivity, increased absenteeism and a toxic work environment. However, just as the Sword of Damocles was historically used as a strategic weapon to convey looming threat, layoffs too can be a calculated move by organisations…
Ever wondered why several long-held workplace beliefs have become redundant and are no longer applicable in today’s dynamic environment? Traditionally, the amount of time employees spent at their desks was often equated with their level of productivity. Now, the rise of remote work and flexible schedules has shattered this belief. Yes, things have changed drastically. What with the modern workplace evolving at an unprecedented pace, driven by technological advancements, shifting societal norms and changing employee expectations. Numerous studies have shown that employees who have the freedom to work remotely are often more productive, as they can tailor their work environment…
Recently, an Australian woman lost her position after having devoted 18 years to her job! Why? As a remote worker, her productivity had raised doubts. When her computer usage was monitored over a period of 49 days, habitual tardiness, early exits and even complete absenteeism were uncovered. Her activities — which included crafting insurance documents and ensuring adherence to guidelines— were tracked using technology, only to reveal that her performance had dropped significantly. Although she claimed to have used other devices, her productivity was questionable. This incident highlights the responsibility of remote workers to meet performance expectations and underscores the…
The workplace of today is rather interesting, what with Baby Boomers, Generation X, Millennials and Generation Z all coexisting within the same work environment! While this does add to the diversity, it also makes the workplace more complex. Why? Well, it cannot be easy to successfully fulfil all the expectations of such a wide age range, especially when it comes to mentorship. To ensure that mentorship programmes are effective and meaningful connections are fostered, a deep understanding of the mentorship expectations becomes crucial. One of the most prominent generational differences in mentorship expectations lies in the perception of the mentor’s…
The adoption of the remote work model during the pandemic unlocked numerous benefits, such as flexibility and access to a broader talent pool. It has also given rise to a phenomenon known as ’shift shock’. This term encapsulates the challenges organisations face in maintaining talent mobility and cultivating a sense of commitment and value among remote employees. To combat this, companies are reimagining their approach to benefits and incentives, striving to ensure remote employees feel valued, engaged and committed to the organisation’s success. What is ‘shift shock’? Shift shock refers to the disruption experienced by employees and organisations as they…
Human resources (HR) departments certainly play a very important role in shaping the success of an organisation by implementing various initiatives and programmes that foster employee engagement, improve retention rates and align with overall strategic goals. However, measuring the effectiveness of these HR initiatives is crucial to ensuring that they are driving the organisation forward. Measuring the success of HR initiatives requires a data-driven approach supported by clear objectives and key performance indicators or KPIs. To begin with, it is crucial to establish specific and measurable objectives that align with the organisation’s overall business strategy and vision. By defining KPIs,…
The ability to adapt to unforeseen challenges and embrace innovation is essential for an organisation’s success. However, many businesses fall victim to the ‘threat rigidity’ phenomenon, wherein they become rigid and resistant to change due to perceived threats. This poses significant challenges for HR professionals who are tasked with cultivating a culture of adaptability and flexibility among employees and leaders. What is threat rigidity? Threat rigidity refers to an organisation’s tendency to become resistant to change when it perceives external threats or challenges. This natural response can lead to a rigid organisational structure, reluctance to embrace new ideas and a…
In an era where data breaches and privacy concerns dominate headlines, businesses worldwide face increasing scrutiny over their data-handling practices. For HR leaders, safeguarding employee data has become paramount, given the numerous data-privacy laws and regulations that have been enacted in recent years. Ensuring compliance not only protects the organisation from legal consequences, but also fosters trust among employees, bolstering the company’s reputation. In recent years, according to Shailesh Singh, CHRO, Max Life Insurance, the digital landscape has witnessed rapid advancements, with the Western world leading the change. However, the Eastern part of the world is catching up swiftly, resulting…
In the ever-evolving landscape of modern organisations, the spotlight often shines brightly on the innovators and strategists — the visionary leaders who drive growth and steer companies towards success. However, amidst the pursuit of groundbreaking ideas and long-term plans, one vital part of the wheel often remains overlooked—the humble ‘worker bee’. Though occupying the lowest strata in the organisational hierarchy, the worker bees play a pivotal role in executing tasks and delivering tangible results. In this age of innovators and strategists, acknowledging and rewarding the worker bees for their invaluable contributions is not only crucial but essential for sustained organisational…