Debate session in Classroom for HR students at IESMCRC

IESMCRC full time PGDM HR students were involved in an activity in classroom by Prof. Dr. (Mrs.) Merlyn Michael D'souza in commonly used discussion techniques that seeks everybody's participation. After the completion of topics of that particular session, towards the end groups were formulated.

It initiated with forming of small groups equally distributed. Firstly, QUIZ was conducted which covered all the important questions of that particular session and the groups had to note down the answers.

It followed by three group discussion by giving topics related to the session that happened on 'Policies of HCM department' for subject Human Capital Management. The Debate objective was to discuss who should make different Personnel Policies in organisation (Top management or the employees). After allowing enough time for each group to develop its points we were called in front to have discussion.

At the end, the conclusions were drawn by all of us which resulted in lots of enhancement in our knowledge.

Great Exercise for all of us. Looking forward for more....:)

Below are the pictures from our classroom.

Group 1. Debating on topic Diversity, Equity and Inclusion policies.

Group 2. Debating on topic Remote work / Telecommuting policies.

Group 3. Debating on topic Social Media policies.

HR Learnings: 7th March, 2022

 1.  Pros and cons of on-demand learning On-demand learning has shot to popularity in recent times, but it has its advantages and disadvantages.

On-demand learning (ODL) is a strategy that helps employees access knowledge anywhere, anytime. While the concept isn’t new, it has gained more importance in the post-pandemic era because the old methods of learning are difficult to practise in the remote and hybrid working conditions.             Comprising of diverse content — videos, podcasts, blog posts, job aids and so on — it is necessary that all the material in on-demand learning be easily available to the employees. Today, with the increasingly technology-dependent world, employees want more convenient ways of accessing content, without going through multiple barriers which only interfere with the learning proces...

2.  Jaro Education launches inhouse leadership development programme for staff The programme will benefit over 100 employees of the edtech firm.

With an aim to develop its talent pool and prepare them for greater roles and responsibilities, Jaro Education, the edtech firm, has announced the launch of the Leadership Development Programme for it employees. The initiative will benefit over 100 employees at the firm that imparts executive education programmes for working professionals. The in-house curated training programme will be facilitate by various industry leaders and academicians. It will follow a case-based pedagogy with a focus on group discussions, presentations, and assignments.

Business development executives, senior support executives, team leads, assistant managers, as well as managers, among others from the workforce will benefit from the sessions.

3.  Why are organisations increasingly relying on their in-house learning academies?     

The business environment is changing very fast and universities are finding it difficult to catch up

Recently, EY reportedly started training and upskilling its new campus hires from B-schools in the area of business analytics and data science. As per the Company statement, MBA schools and universities were not fit to fulfil EY’s needs and requirements. Therefore, it has tied up with institutions that help them churn out employable freshers from their in-house learning academies.

In fact, in India as well, the employability of MBA graduates is not very high. If we go back six years to 2016, an ASSOCHAM study reported that only seven per cent of students passing out of MBA schools in India get placed. Well, this number has now increased to 35 per cent as per some new studies. Another data confirms that hiring of management students in India stood at only 20 per cent in 2020.

HR Movement: 7th March, 2022

1.   IndianMoney.com appoints Former MD &CEO of India Post Payments Bank     Ashok P Singh as Independent Director.                              

Singh is a Consultant with the Bank for its ID4D programme. Former MD &CEO of India Post Payments Bank & Deputy Director-General of Aadhaar, Ashok Pal Singh has been appointed as Independent Director of IndianMoney.com effective February 2022.

Speaking on the development, C S Sudheer, Founder and CEO of IndianMoney.com stated “It is a proud and exciting moment. Financial Freedom App revenue is growing at over 30% month on month. We have plans to expand our reach to new scales. Under the guidance of Mr. Ashok Pal Singh, we will be able to achieve the next phase of growth.”

2.  Good Glamm Group appoints Gaurav Tejwani as Chief Product Officer.

Tejwani brings his expertise in managing, influencing, assisting, and directing experiences.              Digital conglomerate Good Glamm Group appoints Gaurav Tejwani, former Head of Product at Trell and Nykaa as its new Chief Product Officer (CPO). 

With over 10 years of experience in the field of digital consumer experiences within the FMCG space, Gaurav is all set to drive Good Glamm Group's vision of driving powerful technology product innovations in the commerce, media, and creator space. Gaurav will lead product management and data science verticals for the company.

3.  Fintech solutions Clix Capital appoints Santwana Periwal as Chief Human Resource Officer.

An alumni of MDI Gurgaon’s batch year 2000, Santwana has worked with companies like EXL Service, Max Life Insurance, Idea Cellular in various capacities.                                                              Clix Capital, a fintech company that provides lending solutions, has announced the appointment of Santwana Periwal as the new Chief Human Resource Officer. She will be reporting to Rakesh Kaul, CEO – Clix Capital.

“We are excited to have Santwana as a part of the leadership team. With a robust growth plan in place, Santwana will be able to add immense value through people's agenda strongly aligned to the business strategy and the organisation growth plans at Clix Capital. With Santwana’s diverse experience, she will further help reinforce our core values as we focus on building a highly performance-driven culture here. We are confident she will advance Clix’s mission and help the organisation pivot back to stellar growth post the pandemic,” said Rakesh Kaul, CEO – Clix Capital.

HR News: 7th March, 2022

1.  77% of HEM Agarbatti’s workforce comprises women.

HEM Agarbatti, a company that manufactures and exports incense and home aroma products, has 70 per cent women in its workforce. Most of its departments, including human resources, accounts, and R&D are headed by women. About 45 per cent of the heads of departments are women. In order to promote gender equality today so that sustainability is ensured tomorrow, the Company has taken several measures.                                                  

In addition to comfortable furniture and fixtures at the workstations, it offers regular health checkups and also offers digital literacy programmes. Its women enjoy transportation services too, which ensures their safety. No wonder, some women staff members at its Mulund plant have been working with HEM for over 20 years. During the pandemic, HEM supported all its women by assuring them stability and flexibility. As Rahul Shah, business development head, HEM Corporation, declares, “We follow the slogan “Gender equality today for a sustainable tomorrow,” recognising the contribution of women and girls around the world, who are leading the charge on climate change adaptation, mitigation, and response, building a more sustainable future for all”. He adds that, the Company has always “believed in empowering women through employment” and extending the “acceptance and recognition they deserve, irrespective of their gender”. The Company is celebrating women’s empowerment on Women’s Day 2022, by dedicating this Women’s Day to all working women across the country. 

2.  ABB India rolls out gender-neutral policy on parental leave. 

ABB India has announced a gender neutral parental leave policy wherein both parents of a new born or a newly adopted child up to three years of age will be entitled for the leave benefits. To make it more inclusive, the policy has also been extended to LGBTQ couples and co-habiting partners, adoptive and surrogacy commissioning parents.

The gender-neutral parental programme is part of the Company’s global parental policy which was introduced last year. As per the policy, the secondary caregiver is entitled for a four-week parental parental leave and the primary caregiver is entitled for 26 weeks of parental leave, as per the maternity law in India. The new parental policy is also part of ABB’s Global Diversity & Inclusion Strategy 2030.                                                                                          

With this gender-neutral and inclusive measure, the firm hopes to provide its employees “the much-needed time to be fully invested in their families and be present for important milestones”.

Sharma adds, “We believe the focus on such gender-neutral programs will cascade across various sectors to build more inclusive workplaces, as the Indian industry strides into the next level of sustainable growth.

3.  Googlers to return to office from April 4.

Employees at Google will be required to return to work starting April 4. As per this latest mandate, Googlers will have to work from office about thrice a week across some of its offices in the US, UK and Asia Pacific. The number of ‘in-office’ days will differ from team to team as per the work requirements.

Googlers in the San Francisco Bay Area have already been officially informed of the decision to move to the hybrid work week. The employees who are not ready to return to work just yet, will have to seek a formal extension of remote working.

In the last eight odd months, about 14,000 Googlers, globally, have sought to get transferred to new locations or have opted for 100 per cent full remote working. Only about 15 per cent have been refused the request. That means, about 85 per cent employees have been granted their request for transfer or permanent remote working.

It is a must for employees to be fully vaccinated against COVID-19 or carry a document that explains their exemption, if any, before returning to office. Those Googlers who are unvaccinated and do not have an exemption document to support their status will either have to obtain a formal approved exemption or apply for permanent remote work.