Online HR Assessment Centre Workshop 2017

All 1st & 2nd Year IESMCRC Students of PGDM, PGDM (PHM) and MMS were invited to participate. 137 students participated till now and more are expected to participate. They maintained an entry only one time on the submission link.   The submission is online by clicking on this link <https://goo.gl/forms/qDLmcMGFJYpqWgAE3>.   All students with ies.edu email ids, were eligible for participation. The results were announced by email individually to participants.     In the results, they were guided as to which specialization either of HR/ Marketing/ Finance/ Operations/ IT is suited for you. All were encouraged to participate in this workshop using the Left/ Right Brain Dominance Tests to sharpen their career choices.

Students using the link on the mobile to assess their career options

On receiving the link students log in with their ies.edu ids to take the Assessment centre workshop tests.

Students receiving the individual emails with the results. Hey! Presto!

HR learning: 18 Sep, 2017

1.
Build organizational capacity to make orbit-shifts

Organizations need to not just reskill or upskill their workforce; they have to fundamentally repurpose them. 

Ingenuity of human thoughts, leading to mind-blowing breakthrough business opportunities and possibilities, can never be replaced by bots. That the mundane and day-to-day is taken care of by the ‘wired’ organism — AI, bots and machines floating over Clouds; it’s time to unleash the organization and people towards making Orbit-shifts. The organism is getting lots of love and affection from businesses and its spreading fast. The possibility of a full blown colonization seems very real — quite an unsettling thought. However, this change, like any change, presents us with exciting opportunities, only if we choose to see and embrace it. The most seductive and powerful of these opportunities is ‘Building an innovative workforce’. With the right culture, practices and methods, systems and structures, an innovative workforce will be able to conceive, pursue and execute game-changing leaps and transformative solutions leading to quantum impact. 

2.

Will L&D be replaced by a chatbot soon?

Technology, as tempting as it may seem, is not a solve-it-all; L&D professionals will need to invest significant effort in translating technology into a meaningful experience for the learner

Most of us in Learning & Development field battle with technology every day and the role it should (ideally) play in our lives as HR professionals and even more so in the lives of our employees.  Many solutions exist in the market and we are often tempted by the idea that a ‘Big Bright Technology Enabled Future’ will bring answers to all issues. But the reality is – it probably will not.  Technology will solve our problem of energy-draining automated tasks that can easily be ‘taught’ to and outsourced to a machine (just the way we did decades ago on the manufacturing lines). But it will not be the silver bullet that solves all our L&D issues. As the field of corporate knowledge becomes increasingly fragmented, technology is a welcome ingredient of simplifying tasks like identifying the right content, tracking the learner’s consumption or facilitating connections within peer groups or reaching out to experts.

3.

Learning landscapes of the future

The increasing use of digital technologies and the imminent rise of intelligent technologies have increased the focus on the preparedness of organizations to adopt and adapt to the changes brought by the Fourth Industrial Revolution. What paradigm shifts will this cause in the L&D space?

 

We are amidst uberization of the workforce. Organizations are becoming agile and so is the workforce. From liquid workforce, talent on demand, independent workers to an app-driven labor market — these are the new norms that are and will make an impact on everything — including the traditional learning models. And this is the kind of disruption we are experiencing in a hyper connected world that is driven by innovation.  So, how will IoT impact L&D professionals? What specific learning technologies will dominate and enable the Internet of Things? How can these technologies create new, innovative learning experiences for employees? How IoT may change the roles, responsibilities, and rules of running your learning organization? In a bid to seek answers to such questions, we reached out to thought leaders in the L&D space and asked them what they think about the changes that the 4IR is generating, and what it would do to the L&D space.

HR News: 18 Sep, 2017

1.

Your unclaimed provident funds can suddenly turn lucrative

EPF pensioners will be able to avail medical facilities from a network of more than 1,400 dispensaries and 150 hospitals under ESIC.

There are lakhs of working professionals in India, who have some or the other unclaimed PF money. The reason, withdrawing PF money after changing jobs was a tedious task earlier. People often let go after changing jobs.
If a new proposed scheme comes into being, pensioners may be able to benefit from unclaimed provident funds. The labour ministry is apparently mulling a new scheme under which savings remaining unclaimed in dormant Employees’ Provident Fund (EPF) accounts for seven years will be used to provide medical benefits to pensioners under the EPF scheme.

If the scheme is approved and implemented, EPF pensioners will be able to avail medical facilities from a network of more than 1,400 dispensaries and 150 hospitals under ESIC (Employees State Insurance Corporation) across the country.

Looking to put the money from inoperative account funds to good use, a committee of secretaries, headed by Cabinet Secretary P K Sinha, has reportedly directed the labour ministry to frame a scheme for the benefit of senior citizens who are PF subscribers.

2.

Why Tata Motors turned flat

To create a work environment where people seek development in its real terms and not settle for artificial growth, Tata Motors has just done away with the age-old system of fancy designations.

Career growth and development in our country is often mistaken for change in designations and levels or bands, irrespective of whether the role has changed. Although that may look like growth, up the corporate ladder, that is not development in its true sense. It not only impacts how people perceive and work towards growth in their professional journeys, it also defines the overall work culture in an organisation.
With an aim to create a work environment where people seek development in its real terms and not settle for artificial growth, Tata Motors, as part of its larger transformational journey, has just done away with the age-old system of fancy designations. People fall into the trap of fancy designations and expect a promotion or change in designation every two to three years, irrespective of any real development in their roles or responsibilities.

3.

How Pinteresting! $20,000 employee benefit for surrogacy

From July 1, the company will provide a benefit of $20,000 to employees who opt for surrogacy and $5,000 to those who take the adoption route.

Recently, photo sharing platform Pinterest learnt that one of its employees was planning a surrogacy with his partner.  The company also discovered the high cost associated with surrogacy. This triggered the thought and Pinterest rolled out a new employee benefit policy for all its employees.
From July 1, the company will provide a benefit of $20,000 to employees who opt for surrogacy. This money will cover the cost of travel, legal fees and any other related expenses.

In addition, the company has also announced a benefit of $5,000 for employees who take the adoption route. The company already provides parental and fertility benefits of $20,000 along with 16 weeks of parental leave.
Candice Morgan, head of inclusion & diversity, Pinterest, writes in an official blog, “Our people team often speaks with employees to learn more about how we should expand our benefits. This is how we also learnt about the surrogacy case of an employee.”

“We’re always working on building our culture around our mission of helping people discover and do what they love,” she adds.

HR Movements: 18 Sep, 2017

1.

Pushkar Singh Kataria to head HR at DishTV-Videocon D2H

Kataria, an electrical engineer from Jabalpur Engineering College, started his career with Praxair in 1997. 

Pushkar Singh Kataria has joined Dish TV as head HR. This appointment comes in prior to the DishTV and Videocon D2H merger which has been approved by the National Company Law Tribunal and will be complete by October.

Kataria who will head HR for the new merged entity will ensure a smooth transition of the workforce when the two entities become one. He will manage strategic leadership, oversee talent management and drive HR excellence.

Anil Dua, Group CEO, Dish TV, said, “Dish TV is at the cusp of significant transformation. Kataria’s experience will stand us in good state, on both business and employee fronts.”

Kataria, an electrical engineer from Jabalpur Engineering College, started his career with Praxair in 1997, where he spent close to 7 years. Here he rose up the rank and became regional HR head for West India. 

2.

Dara Khosrowshahi to be new CEO of Uber

Khosrowshahi, CEO of Expedia, will replace Travis Kalanick who stepped down in June.Dara Khosrowshahi to be new CEO of Uber

The past few months have been very bad for Uber with cases of sexual harassment, firing related to cultural investigation, tussle with regulators, political pressures, alleged distribution of rape victim’s record, drug use, car explosion, and so on.

Then followed the exit of several of its top executives on moral grounds.  While the cab aggregator was reeling under the pressure of filling the vacant positions quickly, finding the right executive was not less challenging.

With several names to choose from, finally the company selected Dara Khosrowshahi as its new CEO, to replace former CEO, Travis Kalanick.

Earlier in June, Kalanick had stepped down because of revolt from the shareholders.

Some of the names considered for the position were Meg Whitman, who is the CEO of Hewlett Packard Enterprise and Jeffrey Immelt, head of General Electric.

Dara Khosrowshahi, an Iranian American businessman, is the CEO of Expedia, an American travel company. He has been with Expedia since 2005 and has helped expand the organisation globally, by bringing in several online travel booking brands.  

As Khosrowshahi joins Uber, he will be burdened with the task of making the company operate and function, as it used to, pre-2017.

3.

CMO Leslie Berland to also lead HR at Twitter

Besides, Jennifer Christie from Amex has joined in as VP-HR.

Twitter has been trying harder to keep engaging users and providing a better customer experience, so that they stick to the platform. Employees of the Company know how to engage patrons by curating its platform, which has resulted in Twitter’s exponential growth over the years.

Twitter is also concerned about employee engagement, for which it is relying on suitable HR policies.

The Company has appointed new HR heads to lead the changes in its HR department. Leslie Berland, who is the CMO and head of communications at Twitter, has been appointed ‘head of people’ to look after the human resources team.

Berland, who is known for her skill of dealing with people, will look after both the HR as well as the marketing and communications teams.

HR learning: 04 Sep, 2017

1.

Virtual reality simplifies logistics training for Audi employees

The training can now be accomplished anywhere, and saves valuable space, time and money. 

Audi has just innovated training for its logistics employees, fitting the futuristic training centre in a suitcase.  Instead of bulky containers and packaging material, which take up space, a computer, a pair of virtual reality glasses, and two controllers are all that is required for the new interactive learning programme for Audi packing logistics.
The programme makes it fun for employees to learn the packing process for completely knocked down or CKD logistics. The exercises are designed like a video game and the equipment is quick and easy to set up anywhere.
When employees put on the VR glasses, they see a realistic and true-to-life simulation of their work station in Hall L of the Ingolstadt Logistics Centre. With that, they hold a controller in each hand that is also used for video games. They use it to grasp and move the virtual images of their work equipment, such as containers or components.

2.

Staying relevant in the digital world

In the evolving business landscape underpinned by disruptive innovation, how can one stay professionally relevant?

There was a time when graduating from a reputable academic institution meant a warm welcome to a safe professional journey with a steady climb up the corporate ladder and a respectable retirement from a grateful organization. However, as analog initiatives have increasingly yielded to digital pursuits, business lifecycles have become increasingly susceptible to ‘disruptive’ technologies and ‘seemingly secure’ careers are wavering under the ‘relevancy’ scrutiny. Gaining a degree is no longer considered ‘essential’ for success in an era where ‘abandonment’ has become ‘fashionable’ due to the ‘glaring’ achievements of ‘dropouts’, who continue to receive ‘rock star’ status in the startup world. This is being reinforced by the huge influx of MOOCs (Massive Open Online Courses) and core emphasis on specific skills, rather than, broad educational credentials.

3.

Here's the framework for designing a gamified learning program

Identify technology topologies.

Learning & Development is no longer about the learning hours that employees go through but it is about the business impact associated with it.  Within this context, one of the major challenges that organization face is to do with building capability, not only to tackle the challenges of today but also to prepare employees for the future. This is further complicated by the fact that most companies are dealing with the multi-generational workforce.

Immersive gamification can bring learners of multiple generations to collaborate, motivate each other and learn from real world application. When Rewards are coupled with learning, it creates a sense of excitement to achieve objectives and creates a sense of accomplishment. Gamification is proving to be an effective approach so much so that a new report predicts that globally the gamification of education market will explode to $1.2 billion in 2020 from just about $93 million in 2015.

In a series of roundtables, People Matters in partnership with Pluralsight explored some of the key trends, challenges, and opportunities using technology. In a session on designing the framework for a gamified learning program, Capt. Shantanu Chakravorty, Global Head of Digital Design and Gamification at Cognizant Academy spoke about the approach gamification to make it a holistic approach to developing gamified and pervasive learning program. He noted that one of the distinctive features about gamification which differs it from the game is that game has an end but gamification is continuous and a journey in itself. Here is a blueprint for developing a gamified learning program.

1.      Identify Technology Topologies 

2.      Identify Behavioral Parameters

3.      Map your learning strategy to layers of gamification

4.      Ensure Network & Collaboration 

5.   Track learners’ sentiment