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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, 22 February 2021
Assessment Centre Workshop Day1: Personality Profile Exercise
HR Learning: 22 Feb, 2021
1.
Simplilearn,
AICTE to partner, provide technology education
The collaboration will help upskill higher
education students from Indian engineering and technical institutes. Simplilearn,
the global online skilling programmes provider, has signed a Memorandum of
Understanding (MoU) with the All India Council for Technical Education (AICTE)
for a Ministry of Education initiative, called the National Educational
Alliance for Technology (NEAT 2.0). The collaboration is aimed at upskilling
higher education students from Indian engineering and technical institutes. This
unique initiative by Simplilearn, will benefit millions of students. As part of
the MoU, Simplilearn will offer six programmes in data science, DevOps
engineering, business analysis, big data engineering, big data hadoop and spark
development and AWS big data certification training on the NEAT 2.0 platform. This
partnership will allow NEAT —a public-private partnership model initiated by
the Ministry of Education, Government of India, and the Education Technology
companies of India — to use key e-learning content from Simplilearn’s
programmes/ live learning platform to provide the students with high-quality learning
experience in digital skills and technologies. Aligned with the Government’s
mission to increase technology adoption and virtual learning in higher
education, the collaboration will endeavour to create a future-ready workforce
by leveraging the power of technology.
2.
AICTE – DIYguru partner
to offer job-assured nanodegree programme
The programme is aimed at training students or professionals with basic
knowledge of Class 12-level physics and maths. DIYguru, a Delhi-based
e-mobility upskilling edtech platform has entered into an agreement with the
All India Council for Technical Education (AICTE), to offer a job-assured
electric vehicle nanodegree programme to final-year engineering students. The
edtech platform, that boasts of big names such as Bosch, Hyundai and Maruti
amongst its client base, has designed the programme for students and
professionals with basic knowledge of Class 12 level physics & maths. A
background in automotive ITI, diploma or engineering will be an added
advantage. The programme will train the students in various aspects of the
design, dynamics and analysis of e-mobility software for four months, after
which the students will receive two months of hands-on training and also get to
work on lab projects on-site in collaboration with electric vehicle companies.
3.
How to create an inspirational learning journey for employees
An inspirational learning
experience comes from an in-built learning culture. There
was a time when learning was not taken so seriously by the corporates. But as
times changed, the business world underwent transformations too. New-age
technology has made life easier but humans have had to adapt to it to make
things work. New developments in the field of artificial intelligence (AI) and
machine learning (ML) are taking place at a face pace, and many of the job
functions in the IT and even HR space are undergoing change at a rapid speed.
That means, a great deal of learning is happening within the corporates today. To
achieve good results from your training and development efforts, the most
important thing that needs to be taken care of is creating a learning culture. To
motivate people to learn and create something big out of their learning, you
need to inspire them to make an impact. There are companies that organise
events specifically to ensure that their people gain inspiration from them.
HR Movement: 22 Feb, 2021
1.
Rajesh
Balasubramanian appointed head-people & culture, Accolite
Balasubramanian makes this
move after serving as global head – talent acquisition enablement service, at
Cognizant for 16 years. Accolite Digital has appointed Rajesh
Balasubramanian as head – people and culture. With more than two decades of
experience across manufacturing, information technology and services
industries, in roles spanning sales, software delivery management and human
resources, Balasubramanian was earlier global head – talent acquisition
enablement service, at Cognizant for 16 years. Talent acquisition, talent
management, talent enablement & deployment, business & talent
transformation and programme management to deliver focused outcomes globally,
are his forte. It was in 2004 that he stepped into Cognizant, serving first as
senior manager – projects for six years, before going on to becoming HR –
integrated people partner. He led full-cycle employee engagement, for the
largest practice in the organisation, within which he managed and oversaw
processes pertaining to workforce planning, talent acquisition, workforce
deployment and management, talent management, learning and development and
talent mobility. He was responsible for the concept, design, development and
execution of critical people-oriented business strategies, such as performance
management, compensation & benefits, rewards and recognition, career
architecture, location, leadership development, organisational structuring and
initiatives on business parameter optimisation significantly including revenue,
utilisation and margins
2.
Kaustubh
Sonalkar joins Welspun Group as group director – HR
Sonalkar
has moved from Essar, where he was president - HR, Essar Group and CEO - Essar
Foundation. Kaustubh Sonalkar, who was president – HR, Essar Group and
CEO – Essar Foundation, has joined the Welspun Group as the group
director – HR, general affairs, CSR and corporate communications. Sonalkar
started his career with the Essar Group in 2002 and after a decade, he moved to
the Future Group and subsequently to PwC, working in India and the UK. He
returned to the Essar Group in 2018 as the president- HR, Essar Group and the
CEO, Essar Foundation. A business leader with an artist’s mind, Sonalkar, a
disruptive thought designer, believes in the philosophy of ‘going beyond and
above’. An out-of-the-box thinker, he has been a culture reformer batting for
India, both literally and figuratively. He has also composed music for
Bollywood, judged the Miss India contest and authored a bestseller.
3.
Harjot
Dhaliwal joins Citibank, as VP – talent management
Previously, Dhaliwal was associate director-HR, at Ola. Former
associate director – human resources, at Ola, Harjot Dhaliwal, has joined
Citibank as the VP – talent management. In his new role, Dhaliwal will be
responsible for designing and implementing talent practices at Citi, to help
develop future-fit talent. Dhaliwal is a human resources professional with
experience across diverse sectors, such as information technology, telecom,
internet and e-commerce over the last decade. While he is adept at human
resources management, talent and leadership development, and performance and
rewards, he is an expert in designing and executing differentiated talent strategy.
HR News: 22 Feb, 2021
1.
Spain’s
Battery Hub project may save 23,000 Nissan plant workers’ jobs
These car plants are about to be closed down and
are awaiting government intervention to help save the jobs of those directly
and indirectly employed there. Nissan’s three car plants in the Barcelona
area that planned to close down in 2020, are a means of livelihood for about
23,000 people in Spain. Now, it looks like only the Battery Hub project of the
Spanish government can save their jobs. These plants had 3,000 workers working
directly for them and about 20,000 employed indirectly. The plan to shut down
was postponed for a year so that the Spanish government could look for other
organisations to take over the units that are built on public land. The
Government is now thinking of turning these plants into battery production
factories, so that these workers do not lose their jobs. The demand for
electric cars is on the rise and the EU is encouraging the production of
batteries within Europe so that there is less reliance on batteries imported
from China.
2.
2.3% growth expected in
Indian tech space
FY 2021 will
see the technology industry in the country touching $194 billion in terms of
revenue. A
recent report by the National Association of Software & Services Companies
(Nasscom) reveals that a positive growth of 2.3 per cent is expected in the
Indian technology industry, which will take its revenue to $194 billion in 2021
as compared to $190 billion in the last year. Although the growth is not much,
it is the rapid adoption of technology and increasing digitalisation that will
make this happen. Exports in the technology sector will also witness growth,
albeit slightly less, of 1.9 per cent, touching $150 billion. However, the
year-on-year growth of the domestic technology sector is expected to be 3.4 per
cent, touching $45 billion. The IT industry witnessed a growth of six to seven
per cent in previous years, so clearly this growth of 2.3 per cent, though
positive, given the ongoing pandemic, is not very high.
3.
Japan to
enhance skill, HRD, infrastructure in Assam
Japan has already entered
into a partnership with IIT-Guwahati to set up a new eco-system for
entrepreneurs in the state. Japan, which is already lending its support to
various connectivity projects in the North East of India, now has its eyes set
on enhancing the infrastructure and skills in Assam. Japan has also committed
to human resource development, for which it has partnered with IIT, Guwahati to
establish a new eco-system of entrepreneurs in the state. Through various
internship initiatives and training programmes, Japan will help the youth of
Assam to acquire and develop skills. Satoshi Suzuki, Japanese Ambassador to
India, said at a convention recently, that Japan will collaborate with Assam to
train its human resources, which will help them bag job opportunities in Japan.
For India, the development of North East is indispensable and the country is
mobilising all the abundantly available resources in the region, including
Assam, the envoy said.
Monday, 15 February 2021
Wisdom Learning Series: Guest Webinar: Virtual Masterclass Invite | The Roadmap to Success in People Analytics
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HR Learning: 15 Feb, 2021
1.
upGrad
partners with Loyola Inst. for HR, AI, ML courses
These courses will be
beneficial to corporate managers who are keen to specialise. upGrad,
the Indian higher edtech company is expanding its online programme portfolio.
It has partnered with Loyola Institute of Business Administration (LIBA) to
train and prepare professionals for a future-ready global workforce. With this
collaboration, upGrad will foray into two new disciplines —human resources and
healthcare, along with two other executive programmes into the areas of
artificial intelligence (AI) and machine learning (ML). These courses will be
beneficial to corporate managers who are looking to get specialization. The
four new 11-month postgraduate programmes will offer subject knowledge across
the areas of artificial intelligence and machine learning, business analytics,
healthcare management, and human resource management. The first batch will
commence on March 31. Phalgun Kompalli, co-founder, upGrad is confident that
this collaboration will “further strengthen our programme catalogue and enable
our learners with added capabilities in terms of faculties and facilities that
will not only empower them with deep subject knowledge across new-age
disciplines but also help them attain desired career outcomes.”
2.
MHRD implements World
Bank-funded training programme
Officials
from 24 states received training in hardware and soft skills. As part of
the World-Bank funded Technical Education Quality Implementation Programme
(TEQUP) implemented by the Ministry of Human Resource Development (MHRD), a
two-day national-level workshop was organised for officials from 24 states at
Coimbatore. These states will be implementing the TEQIP at various institutions
in their respective states. Coimbatore’s State Project Implementation Unit
(SPIU) helped organise the event with the help of the Directorate of Technical
Education (DOTE), Chennai. The workshop provided training in not just hardware
but also software skills to the officials. This workshop was part of the third
phase of TEQIP. Seven engineering colleges from Tamil Nadu—Government College
of Technology (GCT), PSG College of Technology, Coimbatore Institute of
Technology, Alagappa Chettiar Government College of Engineering and Technology,
Karaikudi; Government College of Engineering, Salem; Thiagarajar College of
Engineering, Madurai; and Government College of Engineering, Bargur— have
already been selected for the programme, and an amount of Rs 7 crore has been
sanctioned for the same. Half of this fund will be used to procure and install
the latest equipment while the other half will be spent on skilling the
participants.
3.
Make
L&D invisible to create a better learning culture
An
in-built learning process where employees are learning without appearing to be
doing so, is called ‘invisible learning’. One of the primary demands of a
changing world is to continuous learning. If you have to stay relevant, you
just have to keep upskiling yourself. To do the same, an organisation’s L&D
department also needs to keep updating itself and incorporate new ways of
learning. One of the new ways of learning is invisible learning— a methodology
where learning is an in-built process in the organisation. The employees
themselves drive their own selves towards learning new things and adding new
skillsets. The principle behind invisible learning is that employees take the
initiative to learn themselves, and they learn whatever they want and whenever
they want to. To understand this more clearly, let us look at a structured
learning process. It is solely prepared by the L&D team for the employees,
who follow it to the T. This is visible learning. On the other hand, an
unstructured way of learning, where L&D is just a facilitator to employees
can be called invisible learning. The mindset of Indian employers looks quite
positive towards the concept of invisible learning and some of them have made
room for it in their respective organisations.
HR Movement: 15 Feb, 2021
1.
V Krishnan appointed CHRO, Havells India
In his over 3-decade long career, Krishnan has also served as executive director – HR (India & SAARC), at Dabur India for more than 16 years. Havells India has appointed HR veteran, V Krishnan, as chief human resources officer. Possessing an MBA from the Faculty of Management Studies, University of Delhi, Krishnan served the longest stint of his three decade-long career, at Dabur India, where he was executive director – HR (India & SAARC) for more than 16 years. He was an integral part of the management committee at Dabur, reporting to the global CEO. He was responsible for driving transformational excellence through strategic interventions in collaboration with key stakeholders, for India and SAARC. Having begun his career as an assistant engineer with Sona Koyo Steering Systems in 1986, Krishnan moved to Eicher Tractors in 1987, as manager – quality and TQM. Here, he was closely associated with the TQM movement and got promoted and transferred to the corporate TQM cell. He worked on key initiatives with all businesses. After spending almost nine years at Eicher, Krishnan joined Xerox as general manager – HR, quality & knowledge sharing in 1996. Among the important initiatives he led at Xerox, were the employee engagement surveys, goal setting and business planning for performance management and leadership through quality initiatives. He also essayed the role of programme manager for rolling out the global knowledge management initiative. Less than five years later, he joined Whirlpool as director – corporate HR. In the three years that he spent at Whirlpool, he was responsible for rolling out some of the global HR processes in Asia, including talent pool assessment, 360 degree feedback and employee survey. He also anchored the global innovation and operational excellence initiatives in India.
2.
Andrew
Davis joins Sony Music as the global CHRO
Davis
will begin his duties in early January, based out of New York. Sony Music
Entertainment has appointed Andrew Davis as its global chief human resources
officer and executive vice president (EVP). Davis will begin his new role at
Sony, January onwards, based out of New York. He will report to Rob Stringer,
chairman and Kevin Kelleher, COO, Sony. He will head Sony Music Entertainment’s
global human resources function, which includes talent acquisition and
management, compensation and benefits, and organisational development for Sony
on a global scale. He will be responsible for furthering the Company’s human
resources policies and help to build a diverse team of employees for the music
giant. At a time when the pandemic has forced people to isolate themselves,
music has played a vital role in providing a sense of comfort and promoting a f
community feeling. Now, Davis intends to work closely with all divisions at
Sony to promote a culture of innovation and excellence.
3.
Surender
Mehta to join Nykaa as CHRO
Mehta
will move from Vodafone, where he has been HR head, Vodafone Intelligent
Solutions (VOIS), since 2017. Surender Mehta is set to join Nykaa as chief
human resources officer. In this new role, he will further the company values
and promote its growth culture. Mehta is an HR professional with more than 20
years of experience across industries and spanning MNCs and family businesses.
He has worked with organisations in the area of IT-enabled services,
telecommunications, hospitality, international trading and manufacturing. His
stint with Vodafone began in 2001, and he held various positions for almost
seven years before becoming the VP-corporate HR. In this position, he was head
of India COE for rewards, performance, organisation effectiveness and policies.
He was also lead for integration of HR policies, compensation and structure
post the merger and acquisition of Hutchison & Vodafone in India. Four
years later, in 2012, he became the executive VP- corporate HR.
HR News: 15 Feb, 2021
1.
EPFO’s
electronic facility to link principal employers with contract staff
The facility will help employers view compliances
of the contractors.
Principal employers can now easily view the compliances of their contractors,
thanks to the Employees’ Provident Fund Organisation’s (EPFO) newly launched
electronic facility. With this facility, principal employers — that is, owners
or managers of factories / companies, who supervise the establishment and
employ contract workers via contractors — will be interlinked with their
contract staff to ensure compliance. Using the app, the principal employers can
upload work orders, employment contracts or any information pertaining to
contract workers directly. Not only will this ensure efficient e-governance in
compliance, but also help to extend provident fund benefits to eligible staff.
2.
Labour Codes: Free
annual medical check-up for staff via ESIC
The employers will not have to be bear the
expense if staff get their health check-ups done through the Government’s
social security scheme. The new labour codes will allow employers to
get their staff’s annual medical check-up done through the Employees’ State
Insurance Corporation —for the employees registered with ESIC. Under the draft
occupational safety health and working conditions rules put forth by the
Government last year, employees who are more than 45 years old, will be able to
avail free yearly medical check-up, the cost of which was earlier borne by the
employers. All establishments will have to ensure an annual medical check-up of
their employees by April every year. In case they are not covered under ESIC,
the companies must get this check-up done at their own expense via partnerships
with healthcare companies. Employees with income up to Rs 21,000 a month are
covered under ESIC and establishments with a minimum of 10 employees are
covered under the ESIC schemes and benefits.
3.
BHEL
hiring 300 apprentices, 14-year olds may also apply
Bharat Heavy Electricals
Limited is open to hiring class 10 students as apprentices, in Bhopal, and the
last date for applying is February 22. Bharat Heavy Electricals Limited
(BHEL), Bhopal, is looking for ITI trade apprentices to fill 300 vacancies.
Interestingly, the Company is open to hiring even Class 10 students, as the
minimum age to apply is 14 years and maximum 27, as on March 31, 2021. What is
even more interesting is that there will be no examination for selection. Those
interested may visit the official website, bplcareers.bhel.com, and submit the
application form online. The candidates need to simply submit the application,
upload their photograph and signature and then send the acknowledgement slip
and the documents asked for. While applications have to be submitted before
February 22, the documents can be sent before March 1. The engineering company,
that is involved in designing, engineering, constructing, testing,
commissioning and servicing of several products and servicis es for various
sectors, is looking to train apprentices for posts of 80 elecricians, 80
fitters, 30 machinist composite, computer (COPA/ PASAA) operators, 20 welders
(Gas & Electric), 20 tuners, 5 draghtsman (mechanic), 5 electrical
mechanic, 5 mechanic motor vehicle, 5 machinist (grinders), 5 masons, 5
painters (general), 5 carpenter, and 5 plumbers.
Monday, 8 February 2021
HR Club HR Matrix Felicitation of Event Competition Winners 2020-21
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