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.
Hello Everyone,
Today 30th November 2021,11:59 P.M. is deadline for registration of HR ONLINE QUIZ ACTIVITY, so please register asap to gain knowledge and Certificates for adding some value in your own CV'S and you will be enjoying the journey it's our guarantee.
Link To Register:-
https://forms.gle/T7VeemPz5jggFDtT6
Kind regards
HR CLUB.
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1.
How Tata
Realty increased adoption rate of digital learning in staff
At Tata Realty, the adoption rate of its digital learning platform was
below 20 per cent, but soon things improved and how! Adoption
of digital learning platforms had always been a challenge for companies, till
the pandemic came along and brought about significant changes. Many employees
were forced to work from home and many HR processes went virtual and digital,
much earlier than expected. Similarly, companies made employees meet their
learning goals using digital and virtual-learning platforms. Even a study on
the future of learning during COVID-19, published by Deloitte, says that the
impact of COVID-19 increased the adoption of existing learning platforms in
employees. More than 60 per cent of companies in India saw an increase in
adoption of existing learning platforms by 20 per cent. Reena Wahi, head – HR,
Tata Realty & Infrastructures, shares that in their company, the adoption
rate of their learning management software (LMS) was below 20 per cent. The
reason for such a low adoption by the employees was the repository model, wherein
a stock of content was available for employees, and they could choose what they
wanted to learn. This content on the earlier LMS system was not even updated.
“The content was quite static in nature, which never really attracted the
employees and we had to adopt a push factor to make employees complete their
courses,” points out Wahi.
2.
How personalised &
curated digital learning is the recipe for successful L&D
Needless to
say, L&D has to address these variations with the right kind of digital
learning programmes. Personalised and curated digital
learning can help create time-efficient, relevant and targeted corporate
training programmes. In an evolving business landscape, learning and development
(L&D) and human resources (HR) teams are continually exploring newer
approaches to manage workforce development and help businesses stay ahead of
competition. Given the many changes in recent times, the need to improve
L&D is higher than ever today. While new digital technologies are making
some current skills redundant and pushing the need for rapid reskilling, the
nature of workforce demographics has also become an important consideration.
Learners today differ largely in terms of their learning styles, interests,
requirements and aspirations.
3.
The great
divide: How to bridge corporate India’s skills gap with digital learning
According to the Global Skills Gap Report, 92
per cent employees in India believe that there is a skills gap in the country
and around two-thirds (76 per cent) feel they have been personally impacted by
it. In today’s dynamic corporate landscape,
upskilling and reskilling employees is one of the key ways for organisations to
build competitive advantage. In this article, we explore how digital learning
programmes can help deploy scalable and effective training solutions to an
audience of any size, type or location. Businesses are experiencing changes at
an ever-increasing pace in these unprecedented times. The skills needed to
succeed today are not the same as they were yesterday. The ones required in the
future are also likely to be much different from either of these, in turn, leading
to a skills gap. The Indian workforce also has the highest skills gap, falling
just below Brazil. Given today’s dynamic corporate landscape, businesses
(established or new) are at risk of lagging behind if they do not pay attention
to bridging their workforce’s skills gap. Failing to bridge the skills gap is
known to be one of the leading causes of business failure.
1.
Poornima
Srinivasan joins TestVagrant as head of HR & culture
TestVagrant
Technologies has roped in Poornima Srinivasan to head human resources, people
and culture. In her new role, Poornima will oversee best practices in human
resources management, operations, organisational development, talent management
and talent acquisition. She will also act as a culture transformational and
strategic leader, and focus on the Company’s culture and employee engagement. Backed
by over 16 years of experience in HR across sectors, Poornima shares her
excitement with HRKatha, revealing how eager she is to “build a sustainable culture
and create an employee-friendly culture code across TestVagrant geographies”. Poornima’s
priority at TestVagrant will be to leverage and build on the success the
Company has experienced to date, understanding what must be accomplished from a
business strategy point of view and then ensuring that the organisational
structure and people resources achieve the same in a diverse and inclusive
manner. She adds that, as a team, the aim is to build the world’s finest
software testing consulting company.
2.
BNY
Mellon elevates Yash Mohan to head – HR, APAC
Mohan, who joined BNY Mellon in
2009, has been working with the global bank for 13 years in various HR
leadership roles. BNY Mellon, the
global investment banking servicing company, has elevated Yash Mohan to the
position of head of human resource for the APAC region. Till now, Mohan was
leading the HR function for India as the CHRO at BNY Mellon. In the new role,
Mohan will shift base to Singapore and lead core HR initiatives, strategic
business planning, talent management and development, talent acquisition,
organisational design, performance and rewards, and employee relations for the
region. Mohan will also collaboratively work with global leaders to deliver the
regional HR agenda. In addition to this, he will focus on making BNY Mellon a
more diverse and inclusive workplace.
3.
Monarch
Limaye appointed director – HR at Allstate Solutions
Limaye was earlier country head – HR, at Software AG,
where he served a stint of over eight years. Allstate Solutions (ASPL), the
global services arm of Allstate Corporation, has appointed Monarch Limaye as
director – human resources. Monarch has moved to Allstate from Software AG,
where he was the country head for HR functions and an advisor to the global
R&D leadership. An alumnus of XLRI Jamshedpur, Limaye began his career with
Reckitt Benckiser in 2001, as HR manager. Four years later, he joined ING Vysya
Life Insurance as HR manager – operations. This was a short stint that lasted
less than a year. He then moved to Logica as manager – total rewards, in 2006.
In less than four years, he was promoted to head – talent acquisition. By the
time he quit Logica in 2013, he was heading total rewards for the rest of the
world (except Europe).
1.
UST to
hire 7000 techies for Bengaluru, Hyderabad centres
The digital
technology provider aims to double its employee headcount from 6000 to 12,000. Digital
technology provider, UST today announced that it is going to hire 7000 techies
for its Bengaluru and Hyderabad centres. The decision was prompted because of
the increase in demand from its clients. UST aims to double its workforce, from
6000 to 12000 by 2023. It successfully hired 2000 employees in February 2021,
as part of its endeavor to expand the overall reach in India. In an official
statement, the Company stated that it plans to hire “freshers (entry-level
engineering graduates) and experienced engineers for various roles focusing on
products and services for healthcare, technology, logistics, semiconductors,
and banking and financial services and insurance(BFSI) clients.”
2.
DataCore to hire 150 in
India by 2023
The objective is to strengthen
its engineering team in India, which will soon become a centre of excellence. DataCore, the US-based software-defined storage
company, is gearing to hire more than 150 people in India over the next two
years. By March 2023, the Company intends to have half of its global workforce
in India. It has launched a new office in Bangalore where it already has two
facilities. The Company, which delivers intelligent and powerful
software-defined storage solutions for block, file, and object storage, has
acquired MayaData, the original developer of OpenEBS and developer of MayaStor.
The combined teams of DataCore and MayaData will sit in the new office. India
will be a full-fledged centre of excellence, driving various functions for
DataCore, including marketing and operations, and also be a net exporter of
innovation and talent.
3.
Licious
offers ‘everyday vesting, anytime liquidation’ ESOPs to staff
The company will set aside secondary funds annually, to enable anytime
liquidation. Licious, the Indian D2C
unicorn is offering unique ESOPs to its present and former employees or Licians
as they are referred to. Come January 2022, all eligible Licians will have
their ESOPs vested daily. They can, if they wish, liquidate these ESOPs anytime,
without any terms and conditions being associated with the liquidation. This
opportunity may be used after the mandatory one-year period, as per company
law. Licious will set aside a pool of secondary funds every year, so that
liquidation can happen any time. This ‘everyday vesting, anytime liquidation”
ESOP plan will benefit over 1000 Licians, who own ESOPs at present in its 3,500
strong workforce.
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1.
How
Lenovo’s ‘ASAP’ trains its workforce for new vertical
Lenovo India is
venturing into the area of services & solutions, for which it is upskilling
its existing tech sales workforce. Lenovo, one of the
leaders in electronic products, has been expanding its presence in India over
the years. As part of its continuous evolution, the computer hardware company
is currently working on establishing a new business vertical in the market. Given
how lucrative the services and solutions business in the Indian market is, the
tech company is now venturing into this new vertical. In conversation with
HRKatha, Bhavya Mishra, CHRO, Lenovo India, shares that even though a company
such as Lenovo, with its strong employer brand value, finds it easy to attract talent
for its conventional business, attracting the right talent for the new services
and solutions business does pose some challenges.
2.
Accenture to use VR for
training, procures 60,000 Oculus headsets
These headsets will give new hires a chance to get trained and learn about the Company in a more engaging manner. Accenture has procured 60,000 virtual reality (VR) headsets, mainly for its new hires. These headsets will allow the tech major to train its new joinees effectively. Since the majority of the Company’s workforce is in India, the new recruits here will also gain from the three-dimensional experience that Accenture aims to provide them through these Oculus Quest 2 VR headsets. No single company has ever bought these headsets in such big numbers before. The objective is to let new hires learn about Accenture in a more engaging manner, and make them feel they are physically present in training sessions with other colleagues.
3.
Axis
Mutual Fund’s unique approach to upskilling
1.
Schaeffler
gets Poo-Jiuan Eng as SVP-HR for Asia Pacific region
Eng has over two
decades of experience in HR and has served in various sectors including
aviation, oil & gas and energy. Schaeffler,
a global supplier to the automotive and industrial sector, has announced the
appointment of Poo-Jiuan Eng as SVP-HR for the Asia Pacific (APAC) region. She
will lead the HR operations and people strategy for the Company for 18 markets
and over 6000 employees, and will be based out of Singapore, which is
Schaeffler’s headquarters for the APAC. Prior to this appointment, Eng was the
regional director of HR at Baker Hughes, an energy solutions and technology
company. She led major HR transformation efforts that supported the company’s
business transitions in the four years that she spent there.
2.
Veena
Satish takes over from Jitender Panihar as VP-people & culture at MoEngage
Panihar has spent three years with
the customer-engagement platform, and has played a critical part in scaling up
the Company. MoEngage, the
customer-engagement platform, has hired Veena Satish as its new vice president
– people and culture. Satish will step into the shoes of Jitender Panihar who
was leading the people strategy at MoEngage for the last three years. Prior to
this appointment, Satish was the director – HR at Walmart Global Tech India for
over six years. She comes with more than two decades of experience in HR
working for various known brands. MoEngage will use her expertise to streamline
organisational processes and create a more engaging work experience for its
teams and employees. Satish will also spearhead the DE&I agenda for the
Company to make it a global employer of choice.
3.
Globalisation
Partners appoints Richa Gupta as chief people officer
Gupta moves to the remote team-building and global
employment platform from Castlight Health. Globalisation Partners, the Company
that helps organisations hire anyone, anywhere, through its global employment
platform, has announced the appointment of Richa Gupta as its chief people
officer. A postgraduate in organisational psychology from Delhi University,
Gupta has completed an MBA in management and international business from Wright
State University. At Globalisation Partners, she will lead all aspects of HR
for the global workforce of the Company. She began her career in HR in 1996,
essaying the role of human resource generalist in companies such as Eurolink
Software and Nucleus Software, in Delhi. In 2003, she joined NCR Corporation,
as an HR consultant. Four years later, she joined LexisNexis as HR manager. Her
next stop was Vantiv, where she was director – HR from 2010 to 2013.
1.
Apple
hiring in India; retail stores in Mumbai, Delhi soon
The Company is
expected to hire full-time, part-time and contractual workers for its retail
outlets. Apple is gearing to open its retail stores in India, as is evident
from its hiring. Now that the pandemic is on its way out, and the markets are
opening up, the Company is looking to hire store leaders, managers, technical
specialists, operations and business professionals among others. The Apple
Store will first open in Mumbai, and then in Delhi as per media reports. Till
now, the Company had been selling its products online or through third-party
vendors in the country or via portals such as Amazon, Flipkart and Paytm Mall. In
India, Apple has employed more than a million people directly or indirectly
across its factories and as app developers for its iOS. It was only in 2016
that it received official nod from the Indian government to set up its retail
stores. However, it had been unable to source a minimum of 30 per cent of its
raw materials from local sources, a condition that was necessary to be
fulfilled as a foreign retail brand looking to set up shop in India.
2.
AP government will
provide work spaces for remote-working professionals
Those interested can apply for a
spot on http://www.apit.ap.gov.in/. In a bid to facilitate the work from home/ hybrid
culture of work, the Government of Andhra Pradesh has announced that it will
provide dedicated working spaces for them. Goutham Reddy, Minister of
Information Technology, Government of Andhra Pradesh, unveiled the state
government’s website, Work from Hometown (W@HT), where people seeking specific
spaces for remote work can apply. The spaces are available in the following
locations: Anantapur, Chittoor, East Godavari district, Guntur, Krishna,
Kurnool, Nellore, Prakasam, Srikakulam, Vizag, Vizianagaram, West Godavari
district, and YSR Kadapa district in the state. These cities and districts will
have such spaces set up at multiple points.
3.
SC urges
Government to be sympathetic, “model employer”
The Supreme Court pointed out that the Government of India cannot offer
benefits to some employees and deny the same to others in the same cadre. In 2018, the Supreme Court (SC) had
ordered those journalists working for Doordarshan and All India Radio should
also be promoted as per the Indian Broadcasting (Programme) Service Rules 1990.
The Government’s plea was that television news correspondents and assistant
news correspondents did not come under the ambit of this rule, and hence, are
not eligible for promotion to junior administrative grade position. However, SC
had not accepted the Government’s plea and had, instead, ruled in favour of two
employees who had been fighting for their promotion and other benefits that had
been denied to them for twelve years. Following this ruling, many other
employees who had been denied benefits approached the centre for the benefits
they deserved. However, the Centre refused to entertain them saying that they
would have to individually take up their issue with the Court; and that all the
employees cannot be expected to benefit based on a favourable ruling in one
case.
Details are as follows:
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