HR Learning: 7 Dec, 2020

 

1.

Will L&D get a larger share in HR budgets post COVID-19?

 

 

While L&D will be crucial to the management of future teams, most of it will happen digitally. In any organisation, the human resources budget takes into account a lot of parameters — from selection and placement, compensation and benefits, background checks, health, safety and security, to learning and development. This pandemic-touched world has proved that technology is the key to survive a crisis. It has given rise to the need for reskilling and upskilling of existing and new employees, making the conversation on learning and development (L&D) and related costs extremely important. It is believed that since being digitally savvy is imperative in a lot of processes, the HR budget may see a larger allocation towards L&D. The world of HR unanimously accepts that L&D will be crucial in managing teams of the future. Many physical processes have gone digital now, which has made the shift even more significant. Additionally, the shift also minimises a lot of costs. Earlier, in the classroom-teaching method, trainings required organisations to pay for the travel and lodging of their employees. All that is a thing of the past. Now, organisations are expected to use a blended model. Therefore, while most of the training happens online, they can get people together for a sense of camaraderie. HR experts, therefore, believe that while the total budget will remain the same, realignment and reallocation may happen.

 

 

2.

Peer-to-peer support helps AirAsia India take flight

 

The Airline realised that employees are more likely to open up about their problems to a peer than to a detached external force. Yes, 2020 has been all about change, but a handful of sectors have had to take a rebirth of sorts in the new normal. The airline industry is one of them. With a business that is all about face-to-face interaction with travelling customers, how does an organisation realign its entire workforce and processes to ever-changing guidelines in the face of persistent uncertainties, with a global pandemic raging? For AirAsia India, its peer-to-peer model saved the day. “It’s called the Certified AirAsia Trainer model or CAT,” informs Anjali Chatterjee, CHRO, AirAsia India, “which we started much before the lockdown and continue virtually today.”

 

3.                                                        

NEC Technologies India and Jaceex Ventures collaborate to improve employability of North East India’s youth

 

The partnership will expose the youth to the Japanese way of working and culture, making them more employable and ready for opportunities in Japanese organisations. NEC Technologies India (NEC India) and Jaceex Ventures LLP— which operates the Japan Centre of Excellence (JACEEX) — have collaborated to launch a joint training programme for the youth of North East India. Approximately, 1000 participants are expected to benefit from this training programme in the coming years, which will expose them to the Japanese language, culture and business practices. The partnership will see NEC working as knowledge partner through its language and intercultural training academy, NEC Japanese Language Academy (NJLA), while JACEEX will set up the Jaceex Japanese Language Academies (JJLA) centres in various cities of the North East. Currently, JACCEX operates one nodal academy in Guwahati, Assam. NEC India and JACEEX will also train students from different universities and colleges in the North East region.