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The winners are as follows:
Online HR “Economic Times News Buzz” Winners
RANK WINNERS COURSE
1st Miloni Vashi PGDM Ist Year -Div B
2nd Dhruvi Lakhia PGDM Ist Year -Div C
3rd Jayesh Nikam MMS (HR) IInd Year
The objective of this club is to know and discuss the current trends in the field of HR and facilitate ‘Learning among the students’, and to spread awareness about Human Resource Management as a specialization among students and like-minded HR professionals.
Monday 25 January 2021
2020 Online HR Economic Times News Buzz Event
The winners are as follows:
Online HR “Economic Times News Buzz” Winners
RANK WINNERS COURSE
1st Miloni Vashi PGDM Ist Year -Div B
2nd Dhruvi Lakhia PGDM Ist Year -Div C
3rd Jayesh Nikam MMS (HR) IInd Year
HR Learning: 25 Jan, 2021
1.
Toyota
Kirloskar Motor, GoI collaborate to skill youth
Students
will be trained at the Toyota Technical Training Institute. Toyota
Kirloskar Motor (TKM) will collaborate with the Government of India, to skill
youth and equip them with relevant skills that will make them employable at
manufacturing companies and startups. A memorandum of understanding (MoU) has
been signed to this effect by TKM and the Directorate General of Training
(DGT), Ministry of Skill Development and Entrepreneurship (MSDE). The Flexi-MoU
scheme, will see TKM training students at the Toyota Technical Training
Institute (TTTI) through its Toyota Koushalya Programme. As an Industrial
Training Provider (ITP), TKM will provide skills training to youth from the
economically weaker sections from Karnataka’s rural areas. The ‘Learn and Earn’
approach will ensure that the youth are given theoretical knowledge as well as
on-the-job training (OJT), by master trainers in the Toyota Production System
(TPS).
2.
Havas Group India
launches internship programme for freshers
‘Havas SPARK’
will provide on-the-job training to freshers for six months and then try to
absorb them into the various armsof the Havas Group. Havas
Group India has rolled out a unique six-month long internship opportunity for
freshers. Called ‘Havas SPARK’, it is aimed at providing educational and
career-development opportunities through practical experience in a professional
work environment at Havas, that can lead to exciting career prospects in the
future. This initiative will allow Havas Group India to not only tap into young
and talented individuals with new-age skills and fresh perspectives on business
issues, but also discover future business leaders capable of making a
meaningful difference. The programme, spread over six months, will involve both
formal and on-the-job learning opportunities, giving the freshers a chance to
work on challenging live projects, and gain full-time employment once the
internship is completed.
3.
Leadership
development programme launched for administrative functionaries of universities
The initiative is a result of UGC’s collaboration with the British Council under the aegis of UKIERI. The ‘Higher Education Leadership Development Programme for Administrators’ was launched as a result of a collaboration between the University Grants Commission (UGC) and the British Council under the aegis of the UK India Education and Research Initiative (UKIERI). The objective is to deliver a leadership-development programme for administrative functionaries — both middle and senior level — of Indian Universities. The programme is expected to improve the leadership capacity of the functionaries and also the quality of education being imparted in Indian universities. Not only will it help promote a global outlook but also ensure learning that is inclusive and in line with global higher education systems that support the economic and social growth in the UK and India. The idea is to encourage the functionaries to enhance their competency and performance, so that they will add more value to the institutional profile and contribute to the positive reputation of Indian universities.
HR Movement: 25 Jan, 2021
1.
Rajita
D’Souza appointed president – HR & CSR, STMicroelectronics
D’Souza comes with over two
decades of experience across plastics, financial services, tire, electrical and
chemical industries in India, EMEA and the US. STMicroelectronics has
appointed Rajita D’Souza as president – HR and CSR. D’Souza has moved from
Bekaert, the steel wire transformation and coating technologiescompany, where
she was CHRO for over three years. In her new role at STMicroelectronics, she
will lead the global semiconductor firm’s people development, performance
management, compensation & benefits and recruitment, globally. Her focus
will be to drive the Company’s sustainability strategy and help it become
carbon neutral over the next seven years. Having joined General Electric
Consumer Finance in 1997, as HR manager, D’Souza remained with GE for almost a
decade in various capacities. She climbed up the ladder to be director – HR, at
GE, a position she held for over a year. In 2007, she left GE to join the Saudi
Basic Industries Corporation or SABIC — the Saudi Arabian multinational chemical
manufacturing company — as director – HR, Europe. In 2011, after almost three
and a half successful years at SABIC, D’Souza joined the Goodyear Tire &
Rubber Co. as vice president – HR, Europe, Middle East and Africa, where she
spent six years and seven months. It was in 2017 that she moved on to join
Bekaert as chief human resources officer (CHRO).
2.
Shaveta
Joshi joins ASRC Federal as CHRO
Joshi has moved from Serco, where she was CHRO. ASRC
Federal, the Alaska-based government subsidiary that serves civil,
intelligence, and defense agencies, has named Shaveta Joshi as its EVP and CHRO
with effect from January 2021. In her new role, Joshi will be responsible for
leading the Company’s human resources professionals and will be in charge of
various HR functions including business operations, talent acquisition and
development, compensation and benefits, and compliance. Joshi is backed by 15
years of HR experience. She is honed in employee communication starting from
the frontline workers to the senior management, and also skilled in
organisational governance, change management functions and financial
performance for companies.
.
3.
Anurag
Adlakha to take over from Deodutta Kurane as CHRO, Yes Bank
Niranjan
Banodkar will replace Adlakha as group CFO, while Kurane is set to retire.
Anurag
Adlakha, who is currently the group chief financial officer, Yes Bank, will
take over as the CHRO, while Niranjan Banodkar will replace him as group CFO. Having
joined Yes Bank in August, 2019, Adlakha will now step into the shoes of
Deodutta Kurane, who is about to retire, with effect from January 1. During his
almost three-decade long career, Adlakha has served the Riyadh-based Saudi
British Bank for four years, before moving to HSBC in 1996. He joined HSBC as
manager-financial control and worked his way up to the position of chief
financial office by 1999. After eight successful years at HSBC, he moved to
Standard Chartered Bank in 2007. After serving as CFO for India & South
Asia for about eight years, he served as interim CEO for about six months
before taking on the role of CFO in 2015. He spent a good 10 years at Standard
Chartered — the longest stint of his banking career — before joining Jana Small
Finance Bank as president and CFO, in 2019.
HR News: 25 Jan, 2021
1.
Personio
gets $125 mn in funding, will hire 500
The German HR tech startup plans to double its
500-strong global team and expand into France too. German human resources software company,
Personio, has managed to raise $125 million in funds from investors in a Series
D funding. The technology startup is now a unicorn at a valuation of $1.7
billion. The Munich-based startup’s platform covers recruitment, onboarding,
payroll, absence tracking and other important HR functions. Since it charges a
per employee price, it is affordable for small and mid-sized firms, allowing
them the option of paying as their teams grow or expand. With the fresh funds,
the Munich-based startup will be able to take forward its plans to expand
further. It already has presence in Austria, Switzerland, Spain, the UK,
Ireland, the Nordic countries and Benelux. Now it is gearing to enter France
and Italy soon. It will also double its 500-strong global team, by hiring about
500 more employees by the end of the year, in London, Dublin, Munich and
Madrid.
2.
Abu Dhabi’s HRA and EGA
come together to boost employment
The Human Resources Authority and
Emirates Global Aluminium will create more job opportunities in the technical
spheres. In
a perfect example of meaningful cooperation between the public and private
sectors, Abu Dhabi’s Human Resources Authority (HRA) has entered into an
agreement with Emirates Global Aluminum (EGA), UAE’s largest non-oil and gas
industrial company, to give a push to employment and help UAE’s socio-economic
development. As per the agreement, HRA and EGA will together create job
opportunities for those registered with HRA and are seeking jobs. It will be
EGA’s endeavour to recruit UAE nationals and make them capable of pursuing
technical careers. Also, according to the agreement, EGA will have access to
all of HRA’s database pertaining to the job seekers in the UAE. The two
entities will help job seekers become ready for technical jobs by providing
them skill training via EGA’s national training programmes. Those who enrol for
the programme will get to sign a permanent contract. Candidates who complete
the year-long training programmes at EGA will be employed at EGA’s power plants
and smelters. This move is expected to give job seekers in the UAE a
much-needed boost. Already over 1,000 UAE nationals are employed at EGA. Over
5,000 UAE nationals have graduated from the programmes since they were first
launched way back in 1982. Many of the trainees have, over the years, managed
to reach leadership positions at EGA.
3.
Toyota
Kirloskar Motor, GoI collaborate to skill youth
Students
will be trained at the Toyota Technical Training Institute. Toyota
Kirloskar Motor (TKM) will collaborate with the Government of India, to skill
youth and equip them with relevant skills that will make them employable at
manufacturing companies and startups. A memorandum of understanding (MoU) has
been signed to this effect by TKM and the Directorate General of Training
(DGT), Ministry of Skill Development and Entrepreneurship (MSDE). The Flexi-MoU
scheme, will see TKM training students at the Toyota Technical Training
Institute (TTTI) through its Toyota Koushalya Programme. As an Industrial
Training Provider (ITP), TKM will provide skills training to youth from the
economically weaker sections from Karnataka’s rural areas. The ‘Learn and Earn’
approach will ensure that the youth are given theoretical knowledge as well as
on-the-job training (OJT), by master trainers in the Toyota Production System
(TPS).
Wednesday 20 January 2021
HR Trends that will Reshape Work in 2021
HR Trends that will Reshape Work in 2021
COVID-19 has thrown a curveball at humanity, disrupting almost all walks of life. In organizations, HR teams have been at the frontline, quickly providing employees with the organization’s response to the pandemic. While rolling out new guidelines for working and providing infrastructural and social support, they have endeavoured to keep employee spirits and productivity levels high during the lockdown.
They will now need to look ahead and make changes to policies, structures, and practices to align with the new way of working. The development and implementation of these changes call for collaboration and working closely with all the stakeholders in the organization
Here are some of the HR trends that are going to reshape work in 2021.
REMOTE WORK
During the COVID-19 pandemic, Human Resources have become more crucial to businesses than ever before, as HR departments have been called upon to retain a sense of normalcy and connection. One of the major changes that we faced is shifting the workplace from office to work.
Remote working or Work from home is here to stay in the post-COVID-19 days as many organisations are starting to see the benefits of lower infrastructure and travel costs for employees. Also, the flexibility to work from the comfort of home is both appealing and daunting. Hence, companies are updating their work from home policies to accommodate more number of employees working remotely, and to enable them to be productive.
2. REINVENTING THE EMPLOYEE EXPERIENCE
If you think back to the pre-COVID world, you can see how employees used to be selected and greeted in the new working place. A candidate usually goes through an interview in the office, goes through some screening process, gets selected, and is welcomed by the manager and the team members. Now, think of the same procedure in the post-COVID world.
HR would have to design a procedure where this whole applying to start the working process can be conducted without any real-life interaction. Everything has to be done through online communication. Elements like engagement, collaboration, teamwork, communication, and wellbeing have to be handled carefully because they matter for the optimization of the company. If you make them feel that they are connected to the company even if they are not physically greeted, you will have loyal and motivated employees on your side
3. ADOPTING TECHNOLOGY
With employees working virtually, the possibility for them to feel disengaged and demotivated is increasing. Also, making it difficult to gauge their performances virtually. This is leading to a shift in the way performance evaluations are done post-COVID crisis. The value of rewards and recognition is increasing in remote working as it’ll help employees feel heard, included and also improve their engagement. Using technology to have more face to face conversations, giving recognition for different behaviour’s and actions, sending appreciation mails are few ways in which these changes can be incorporated.
It will be necessary for HR and the organizations to adapt the latest software and technologies and put them to the correct use. Scheduling jobs, conducting online interviews, evaluating through digital forms, and other services can all be done with the help of digital tools. It is the time when HR has to transform and adapt a digital face. Not only will it make work easier but it also makes it efficient and smart.
4. FOCUS ON EMPLOYER BRANDING STRATEGIES
Over the years, employer branding has been gaining huge attention to support the recruitment and retention process. However, it is much more than attracting new talent. Considering the pandemic scenario, the HR leaders have increasingly shifted their focus on employer branding. Instead of publicizing the company’s products, business, and office amenities, HR leaders are focusing to showcase the company’s efforts to support its people – employees as well as customers.
According to the insights shared by LinkedIn, over 63% of talent professionals expect their employer branding budget to increase or stay the same. Furthermore, it is predicted that organizations will be investing more in employee assistance programs to support and build employee relationship while being empathic.
Undoubtedly, the COVID pandemic has disrupted the way HR leaders deliver employee experience. There is no denial of the fact that the transition at the workplace during the pandemic has presented the HR teams with challenges that were initially difficult to manage. With innovation in digital infrastructure, they are set to adapt to the post-pandemic world. Hence, this year 2021 is likely going to be more about restructuring the existing work models while staying competitive for business sustainability.
Monday 18 January 2021
Online 2020 HR Write-a-torio competition event
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HR Learning: 18 Jan, 2021
1.
How to
support learning in this digital era
‘Learning is a treasure that will
follow its owner everywhere’, goes a Chinese proverb. This is very much
applicable and significant in today’s scenario. With the changing times and
continuous development in technology, upskilling the workforce is not just a
‘tick in the box’ activity anymore, but has become a real business need! According
to recent industry reports, the gap between India’s talent demand and supply in
2021 is expected to be around 140,000 in niche technology skills, such as
artificial intelligence (AI) and big data analytics. The 22nd Annual CEO survey
by PwC also suggests that 55 per cent of CEOs felt that limited availability of
essential skills does not allow them to innovate in business processes. Reading
these stats and reports, it is very much understandable that investing in
upgrading the skills of our employees is the way to go forward and is the key
to stay relevant in the market.
2.
NHRDN organises
‘Re-imagining L&D’ Summit
The Summit
aimed at realigning the human-centric approach in the AI-dominated business
world.
The sixth National Learning & Development Summit platformed sessions
in which industry and human resource experts from different sectors, such as
IT, F&B, banking, and education, brainstormed on various subjects. The
topics discussed included the creation of a new learning and development
(L&D) platform that can be leveraged to a company’s advantage, and the
correct way to cultivate purpose, values and social connections. In addition,
the art of rightfully developing full-stack employees and the L&D
perspective on ‘Man VS Machine’ and ‘Man & Machine’ in the new human era
were also discussed. Organised by the National Human Resource Development
Network (NHRDN), Pune Chapter, at the Fergusson College, the overarching theme
of the summit was to reimagine the L&D strategies for the decade 2020-2030.
The design of the summit included expert views and insights on the best and
next practices in the industry, to carve out L&D strategies for 2030.
3.
PMKVY-2.0
completes around 75 per cent of its skill development goal for 2020
Around
73 lakh youth have already been imparted training under the PMKVY 2.0, as on 17
January, 2020. Under
the Pradhan Mantri Kaushal Vikas Yojana 2.0 (PMKVY 2.0), which was launched in
October 2016, the Ministry of Skill Development and Entrepreneurship had set a
target to impart skill training to one crore youth within a span of four years,
that is, 2016 to 2020. Under the scheme, the Centre has already imparted
training to around 73 lakh youth as on 17 January, 2020. The goal under
PMKVY-2.0 was to provide short-term training to around 60 lakh youth and to
ensure that about 40 lakh benefit under the recognition of prior learning
(RPL). While 40 lakh youth have already benefitted from the short-term
training, under RPL the count has reached 33 lakh as on 17 January. The
short-term training benefits candidates who are either school or college
dropouts or unemployed. Candidates are trained in PMKVY training centres and
the duration varies between 150 and 300 hours.
HR Movement: 18 Jan, 2021
1.
JK
Technosoft appoints Suja Antony as AVP – global talent management
With 18+ years of
experience, Antony has worked with big names, including Capgemini, Barclays,
MSCI and UBS.
JK Technosoft, the global software solutions provider has appointed Suja Antony
as AVP- global talent management. She will be responsible for strengthening the
talent pipeline for meeting the diverse talent needs of the organisation. A
seasoned talent-acquisition leader, Antony has over 18 years of cross-cultural
experience in building and leading high-performing teams.
For
over three years, Antony was associated with Capgemini as resource manager,
before she moved to Barclays in 2010. She served as the recruitment manager for
Barclays for three and a half years and then moved on to MSCI Inc. as the
VP-talent acquisition lead, India, in October, 2015.
2.
Sunit
Sinha appointed partner & head, people, performance & culture, KPMG
India
Sinha was formerly associated with Accenture as MD. KPMG
India has appointed Sunit Sinha as partner and head of people, performance and
culture (PPC).vIn his new role, Sinha will lead the human resources function —
talent management and strategy, driving people culture and professional
development — for KPMG, and will be based out of Gurugram. Backed by over 23
years of experience, Sinha has expertise in organisation strategy and
transformation, human-capital strategy and leadership development, organisation
design, post-merger integration, culture transformation and HR transformation
in a digital world.
.
3.
Sanjay R
Shastry joins Kingsley Gate Partners
Shastry
comes with 25 years of experience in executive search and business management.
Kingsley
Gate Partners, the global executive search company, has appointed Sanjay R
Shastry as a partner in its Gurgaon office in Delhi-NCR, India. Backed by over
25 years of combined experience in both executive search and business
management, Shastry specialises in the industrial sector across the startup,
growth and turnaround phases of business. At Kingsley, a company that ensures a
fit between clients and placed candidates, using its proprietary framework,
Synchronous Fit, he will focus on “global expansion in 2021 throughout both
Asia Pac and Europe.” Prior to joining Kingsley Gate Partners, Shastry was the
CEO and managing director of RGF Executive Search, based in India. He joined
RGF (formerly known as Stanton Chase) in late 2004, and set up the Delhi office
from scratch, before the India franchise’s acquisition by RGF, a division of
the 22B$ Recruit Holdings of Japan, in 2013.
HR News: 18 Jan, 2021
1.
Post
unionisation, Google to keep a watch on employees’ e-mails
Employees have been directed to moderate internal
e-mail discussion groups. Close
on the heels of the formation of the Alphabet Workers Union, Google is
reportedly asking employees to watch out for “disruptive” language in internal
e-mails. The Telegraph reports that employees have been instructed to raise a
flag if comments in mails show any sign of insensitivity or even a whiff of
controversy. A reminder has been given to employees that Google’s meeting rooms
and spaces should be used strictly for official work alone. Staff running
internal discussion groups on e-mail have been directed to learn to moderate
them to ensure that there is no use of ‘disruptive’ language. Recently, Google
made headlines when about 400 of its employees got together to form a union,
the first ever of its kind in the Silicon Valley, with the sole objective of
ensuring transparency and inclusivity within the organisation and adequate
ethical standards. In just over a week, the membership of the Union has
increased to 600.
2.
National Employment
Policy by December, to help improve job opportunities
The Policy will be finalised after
the results of the four employment surveys are obtained in October. National
Employment Policy (NEP), which is expected to be finalised by December, will
show the way to improve employment opportunities in India, through various
skill-development programmes, investments and policy interventions. Ministry of
Labour and Employment will put together the NEP without which it will be
difficult to leverage the potential of various sectors of the country’s
economy. This will also mean sectorwise updation of employment-related data,
through surveys that are being planned by the Labour Bureau. The data gathered
from these surveys, field work for which will start in about two months, will
serve as significant inputs for designing the NEP by the end of the year. The
Policy is expected to help create more jobs in the country amidst the
uncertainties induced by the pandemic.
3.
What are
the Top 5 trending skills in India?
According
to the 2021 Asia-Pacific Workplace Learning Trends study by Udemy, Microsoft
AZ-900 tops the list of skills that are in demand. A study by Udemy, about
the workplace learning trends across workplaces in the Asia-Pacific, reveals
that the top five skills trending in India are: Microsoft AZ-900, software
testing, IELTS, Microsoft certification and e-mail etiquette, in that
order. With remote collaboration becoming more of a necessity after the COVID-19
pandemic, it is quite clear that adaptability is the only way forward for
individuals and organisations alike. Based on the course consumption of Udemy
for Business, Udemy has come out with the 2021 Asia-Pacific Workplace Learning
Trends report. The study reveals that in the Asia-Pacific region, the demand
for certain skills has gone up. Topping the list of highly sought-after roles
are hybrid tech roles. With agility being the keyword in all aspects,
especially project management, employees with expertise in a single domain are
no longer sought after.
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