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.
| |||||||||||||||||||||||||||||||||||||||||||||||||
| |||||||||||||||||||||||||||||||||||||||||||||||||
The 1st Year PGDM-PM students are subject to various psychological tests, management games, and oral presentations and such other various exercises. They are asked questions and accordingly judged by the raters. This was Day 4 of the 4-day assessment centre workshop where they found out their conflict handling style as part of their assessment and development. |
1.
PayPal to
train 500 girl students from Indian engineering colleges
PayPal has partnered with
WSquare for the first phase of the programme, which will be executed by Unity
Bloom, which is the employee resource programme of PayPal. PayPal
India has announced a training programme for 500 female students from some of
the leading engineering colleges in India. Announcing this on Instagram, the
payment platform posted, “Here @paypal we’re committed to empowering talented
people from every background and perspective to thrive. Through Unity, a PayPal
affinity group of women and men working together to create more opportunities
for women at PayPal, we are focused on gender equality and gender balance.” PayPal
has partnered with WSquare for the first phase of the programme. The initiative
will be executed by Unity Bloom, which is the employee resource programme of
PayPal. It aims at setting diversity in the company in terms of both workforce
and culture. The training programme is going to cover technical certification
courses and sessions with mentors who lead the industry. It will provide
internship opportunities to the participating students along with a chance to
apply for jobs at the Company.
2.
Google partners with 130+
companies, begins certification programmes
The tech giant will provide 100,000
scholarships globally. Google has commenced its certification programme that
will train candidates for entry-level jobs in data analytics, project
management, user experience (UX) design and so on. To ensure the success of the
programme, Google has tied up with over 130 organisations, including Walmart,
Accenture and Infosys, who will hire these candidates after completion of the
programme. This is an endeavour by Google to help those without formal degrees
to acquire tech jobs. Infosys is planning to hire 500 graduates with Google’s
career certificates in India.
3.
Infosys
launches Digital Quotient to make employees ‘digital future ready’
DQ will help track the
digital skills of employees and highlight the importance of a ‘digital first’
mindset. With the advent of technology, the focus — while hunting for the right
talent for the company— has shifted from just academics to knowledge of the
technical tools required for the company. According to these desired tools, the
skills needed to fit into a function are determined, which in turn, affect the
talent-hunting procedure. In fact, today, the use of technology is way beyond
what one would have imagined a decade back. Right from the shortlisting of
candidates to skill development and talent mapping, technology has left its
mark across all the functions and roles. With a view to tracking the digital
skills of individuals working for Infosys, the Company has launched its
personalised learning guide, known as Digital Quotient. This aims to track the
digital knowledge of the employees in order to make it easier for both the
employees and the organisation to determine the digital quotient of each
employee, enabling them to better handle the assignments that come their way.
People with a better score of DQ are handed over the newer projects and are retained
more. This enables the Company to gauge the employees who can contribute to the
growth of the Company more efficiently.
1.
Sai
Suryanarayana M appointed CPO, Fincare Small Finance Bank
Suryanarayana has moved
from AU Small Finance Bank, where he was chief – HR, for two years, based out
of Jaipur. Fincare Small Finance Bank has appointed Sai
Suryanarayana M as chief people officer (CPO). He has moved from AU Small
Finance Bank, where he was chief of human resources for two years. Suryanarayana,
who did his postgraduate diploma in personnel management from the Xavier
Institute of Social Service, Ranchi, started his career as personnel officer in
1996, with BEML. After four years, he joined TI Cycles of India as deputy
manager – HR. In August 2001, he was appointed compensation manager at
GlaxoSmithKline Pharmaceuticals. A four-year stint later, he found himself
working as corporate HR manager for ITC. For two years, he was responsible for
the HR deliverables at the R&D centre of the Company, including setting up
a first of its kind agricultural sciences R&D Centre at Hyderabad. He also
designed HR policies specific to R&D and was responsible for learning and
development interventions.
2.
Pooja
Gupta appointed CPO, Delhivery
Gupta was earlier partner
– people practices, at Kalaari Capital in Bangalore and has also worked with
Myntra as SVP and head – HR for over five years. Pooja Gupta is the new chief people officer
at Delhivery. Having worked as an independent HR advisor for almost two years,
Gupta was earlier partner – people practices at Kalaari Capital for over three
years. Armed with an MBA in human resources, from XLRI, Jamshedpur, Gupta began
her career with SAP AG as manager – performance and compensation in 2001. She
went on to become the global HR business partner of the Company in five years.
During her tenure, she got an opportunity to work closely with global HR
leadership and members of the executive board Out of her seven year long stint
at SAP, she spent almost five years in Walldorf, Germany. The stint with SAP in
the early stages of her career honed her ability to partner effectively with
leaders, design and execute HR programmes at scale and work effectively in a
multi-cultural, richly-matrixed environment.
3.
Cipla
appoints Ratna Joshi as global head – talent management
Joshi was earlier heading
L&D at Mahindra & Mahindra (Automotive & Farm Equipment Sectors). Ratna Joshi has been
appointed as the global head – talent management, Cipla. She moves from
Mahindra & Mahindra (Automotive & Farm Equipment Sectors), where she
headed learning and development for well over a decade. Joshi, who calls herself a lifelong learner, joined Mahindra &
Mahindra in 2010, as an HR business partner. By 2013, she had become the lead –
learning & development, talent management and organisational development
(two-wheeler sector). In this role, she was responsible for the
organisation-wide L&D interventions, talent management, engagement and OD
interventions. Five years later, she went on to head L&D (DGM) for
M&M’s automotive and farm equipment sectors.
1.
“HR will
help business leverage market opportunities” – Saba Adil
Saba Adil, chief people officer, Raheja QBE, is
confident that people and culture were, are and will be the strategic
differentiators for organisations always, and HR will need to continue to build
this social capital. What turned out to be a boon was the amazing speed and
adaptability demonstrated in embracing change, and accomplishing what had
looked almost impossible at the beginning. In a short period, organisations
came out with their business continuity plans (BCP) and tried their best to run
businesses even working from home, which actually came to be the accepted norm.
This has given businesses more confidence that innovations can happen in a
short period of time, and even amidst adverse conditions. They will now be
willing to take more calculated risks in seeking market opportunities or
challenging themselves to create a more superior customer experience. They will
make new workforce models, apart from the physical and virtual workforce!
Hence, they will be more amenable to adopt these over the long term. One thing
to erase will be the health risk and nervousness that the pandemic brought
about.
2.
By 2030, Indian retail
will add 25 mn jobs
A survey by NASSCOM in collaboration with
Technopak analysed India’s retail sector and found that the sector has grown in
the last ten years and will further grow by $700 bn in market size in the next
decade. The Indian retail
sector has grown phenomenally in the last ten years, in terms of market size,
employment and stock keeping units (SKU). A detailed study by the National Association
of Software and Service Companies (NASSCOM) in partnership with Technopak has
revealed that the retail sector has been extraordinarily resilient through the
pandemic. The sector willingly and openly adopted technology as part of its
response strategies to the pandemic. It is all set to grow by $700 bn in the
next decade, to become a $1.5 trillion sector in terms of market size, and will
create 25 million jobs. Retail 4.0 is in sight, and will be led by a blend of
virtual / online and physical retail formats, with technology playing a
significant role. The survey reveals that the retail market has grown three
times in size in the last 30 years and has contributed $800 bn to the country’s
GDP in the financial year 2019-20. It accounts for eight per cent of the total
workforce, employing over 35 million.
3.
Wooden
Street to hire 250-300 people
| ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
1.
Google to
create 250,000 new training opportunities for American workers over the next
five years
The CEO of Google has signed ‘The Pledge to
America’s Workers’.
Google has pledged to train 250,000 Americans to take on technology jobs in the
future. It has committed to a White House programme aimed at getting private
organisations to offer training to American workers. Sundar Pichai, CEO,
Google, recently signed ‘The Pledge to America’s Workers,’ which has already
been signed by 350 American businesses. Google will also be launching a
programme it developed to train people who are inexperienced or have a college
degree, for entry-level jobs in the IT support space, in less than six months. The
objective is to ensure that everyone is able to avail the job opportunities
available in the technology space.
2.
How MG Motor India is building its next gen of
employees
MG Motor India’s Bridge Internship programme
gives its employees an exposure to global markets, and also invites
international students to witness its Indian operations. The automobile industry is going through a major slump. Sales are down,
business has dipped and the worst part is that the auto ancillary industry has
also started laying off people, with around 10 lakh jobs at stake. Amidst this
crisis, MG Motor has come up with its own ways to brush off pressure and focus
on building the next generation of employees. The automotive company has
introduced a two-way learning internship programme, known as ‘Bridge’, wherein
it invites students from overseas to experience the Indian market of MG Motor.
The Company will also send some of its Indian employees to its overseas
establishments for cross-pollination of knowledge and experience.
3.
Measuring
the effectiveness of corporate leadership training programmes can be
challenging
To squeeze the full potential out of corporate training programmes, it is necessary to customise them according to the needs of the trainees. Companies invest in leadership training for their employees because they see the value in it. While a lot of money is spent on generalised packages, it is hard to measure how effective these are for the employees. Let us first clarify that we are talking about training programmes that focus on behavioural change, such as leadership-development programmes and not skill-development programmes, which have become relatively cheaper with e-learning and can be measured quite accurately. A significant chunk of corporate training money is spent on leadership- and professional-development programmes. In 2018, according to media reports, the US spent around $87 billion on corporate training and development alone. Moreover, media reports claim that India is on its way to becoming a $100 billion domestic market for corporate training services!
1.
Rashi
Sikka, Ex D&I head, Uber, joins Ubisoft as VP-diversity
Sikka will lead diversity
and inclusion programmes at the French game-making company. Ubisoft
has hired Raashi Sikka as its first global vice president responsible for
diversity and inclusion. Sikka has moved from Uber, where she was handling
diversity and inclusion strategies across Europe and Asia. In her new role at
Ubisoft, she will primarily focus on designing and implementing programmes that
will promote diversity and equity among the Company’s employees on a global
scale. The focus areas for employees include human resources, editorial, game
development and marketing. Earlier this year, Ubisoft was caught up in the
#MeToo movement, following allegations of misbehaviour from the senior
management resulting in the resignations of the chief creative officer,
managing director of the Canadian studio and the head of HR. Sikka’s
appointment is a step forward in the right direction.
2.
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. Earlier, as the associate director at
Ola, where he led talent management, he had built performance and rewards
processes for multiple geographies, including the UK, Australia and New Zealand
and many businesses across the Ola group — OLA Money, Ola Cabs, Ola Foods, Ola
Electric, Ola International and Ola Fleet.
3.
Ira
Pradhan to lead D&I at Freshworks
Pradhan
has moved from Mercedes-Benz Research and Development India, where she was
lead-corporate communications. Former corporate communications
lead of Mercedes-Benz Research and Development India, Ira Pradhan, has joined
Freshworks as leader-internal communications, diversity & inclusion, CSR. Pradhan
has spent about 15 years in various industries, including information
technology services, healthcare, retail, consumer electronics and automotive.
Her interest lies in diversity and inclusion, in addition to innovations, brand
storytelling and executive communications.
At Freshworks, which is a SaaS customer-engagement solutions provider, she will
also have the opportunity to work with Freddy AI, an integral member of the
workforce.
1.
Staffing
provider, Quess Corp, separates chairman and MD roles
The Indian business services company also appointed
a new CFO.
Quess Corp, the Indian business services staffing provider globally, has
separated the roles of chairman and managing director. Following this move,
henceforth, Suraj Moraje, who is the group CEO and executive director, will be
promoted to group CEO and managing director with effect from April 1. Ajit
Isaac, who is the current executive chairman and MD, will continue in the role
of executive chairman. N. Ravi Vishwanath will be the CFO starting April 1.
Ravi Vishwanath is moving from Teamlease, where he was CFO. He has also served
as finance director at Sun Microsystems. Vishwanath will step into the shoes of
present CFO, Subramanian Ramakrishnan, who will leave the Company on March 31
to pursue an entrepreneurial venture, but continue to play advisor to Quess
Corp. Moraje expressed his gratitude to Ramakrishnan for his invaluable
“contributions to Quess over the last two years” which strengthened the
Company’s balance sheet, improved controls, and drove investor relation
practices.
2.
100% placements at IIM
Amritsar’s summer placements for the 6th MBA batch
The top
quartile average stipend and the highest stipend offered were Rs 99,207 and Rs
1,70,000, respectively.
Amidst the uncertainties brought on by the pandemic, IIM Amritsar has
successfully concluded summer placements for the MBA batch 2020-22, with 100%
placements. This was the Institute’s largest MBA batch till date, with 212
students, that is, 50 per cent more than the last batch. Interestingly, 33 per
cent of the batch comprises girl students and the batch has students from more
than 24 states in India. The top quartile average stipend and the highest
stipend offered were Rs 99,207 and Rs 1,70,000, respectively. The students were
given opportunities in all areas of management, including marketing, finance,
operations, business analytics, HR, and general management. The entire process
was held virtually, as has been the case at most MBA institutes this year,
owing to the pandemic.
3.
TalentSprint
and Google’s 3rd cohort to nurture 500 women engineers
The edtech platform
launched TalentSprint WE to reduce gender disparity in the technology space. TalentSprint,
educational technology platform and NSE group company, has announced that the
third cohort of the pioneering Women Engineers Programme, or WE, with support
from Google, will begin in May 2021. Conceived in 2019, TalentSprint WE aims to
reduce the gender disparity in the tech industry. The response has been
overwhelming, with the first two cohorts having received 27,000 applications,
of which 220 participants were invited to join the programme. Encouraged by the
positive response, this third cohort is being scaled up to accommodate 500
participants, targeting first-year women engineering students across India.
| |||||||||||||||||||||||||||||||||||||||||||||||||
| |||||||||||||||||||||||||||||||||||||||||||||||||
