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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.
Saturday 27 January 2024
Wisdom Learning Ser-IES: Guest webinar on 'Unleashing the Power of AI in HR: Elevating Business Success and Impact'
HR Learning: 26 Jan, 2024
1.
Tata
Technologies offers career opportunities to finalists of InnoVent2023
34 team members from the top 10 teams were offered an
opportunity to begin their careers at Tata Technologies. InnoVent, the
hackathon organised by Tata Technologies, saw 2,696 engineering students from
about 229 colleges across the country participating. A whopping 814
unique project submissions were received. The best part was that job
opportunities were offered to all the finalists. The first edition of
Tata Technologies InnoVent was launched in July 2023 to inspire young
engineering students across India to showcase their creativity and
innovate solutions for the manufacturing industry, across areas such as
electric vehicles, autonomous vehicles, cybersecurity, generative artificial
intelligence (GAI), and the Internet of Things (IoT). The Grand Finale Demo Day
took place at the global product engineering and digital services company’s
headquarters in Hinjawadi, Pune, where the Top 10 teams presented their
prototypes. The three winning teams received cash prizes worth Rs 4.5 lakhs,
while all the top 10 finalists were offered career opportunities at Tata
Technologies. Subject matter experts (SMEs) from Tata Technologies
mentored the teams for over 590 hours via workshops and training sessions to
enable them to scale their ideas.
2.
HR leaders on strengthening
L&D in 2024
In the realm of
Learning and Development, the correlation with organisational success is
undeniable. As companies adapt to the ever-evolving business terrain, HR
leaders are steering the ship toward constant growth and excellence. It’s a
matter of yesteryear when people used to work in the same role for ages. The
evolving work landscape has created the need for constant learning.
Companies are also
strategising and aligning their learning and development with their business
needs. Investing in learning and development to shape a bright future, HR
leaders are embracing the journey of continuous growth and excellence.
According to "The
2023 State of Learning and Development" by Virti, L & D positively
influences the revenue of an organisation.
Learning and
development play a vital role in attracting and retaining talent, and
motivating and engaging them. It is equally important for employer branding,
and developing people's capabilities and value-based culture.
Hyper-personalised
learning paths, embracing generative AI, and AI-assisted coding are some of the
trends anticipated to define Learning and Development in 2024.
3.
Solving the
skills gap
Skills have become
the global currency of 21st-century economies. But this ‘currency’ depreciates
rapidly - what's the way forward? Everywhere skills transform lives,
generate prosperity and promote social inclusion. And if there is one lesson
the global financial crisis had taught us in the late 2000s, then it is that we
cannot simply bail ourselves out of economic turmoil, stimulate ourselves out
of a recession or just print money our way out of a crisis. A much stronger bet for countries to grow and develop in the long run is
to equip the working population with better skills to collaborate, compete and
connect in ways that drive their lives and their societies. The current
pandemic has dramatically reinforced this, changing skill demands overnight and
creating huge demands for just-in-time adult learning. OECD’s Survey of Adult Skills shows that what people know, and what they
do with what they know, has a major impact on their life chances. On average
across countries, the median hourly wage of workers scoring at Level 4 or 5 in
literacy — who can make complex inferences and evaluate subtle truth claims or
arguments in written texts — is more than 60% higher than for workers scoring
at the baseline Level 1. The survey also shows that this impact goes far beyond
earnings and employment. In the countries surveyed, individuals with poorer
foundation skills are far more likely to report poor health, to believe that
they have little impact on political processes, and not to participate in
associative or volunteer activities. In one way, skills have become the
global currency of 21st-century economies. But this ‘currency’ depreciates
rapidly as the requirements of labour markets evolve and individuals lose the
skills they do not use. For skills to retain their value, they must be
continuously developed throughout life. In a fast-changing world, lifelong
learning has become the key to solving the skills gap, which is about
constantly learning, unlearning and relearning when the context changes. We
used to learn to do the work, now learning has become the work. To succeed
with converting education into better jobs and lives, we need to better
understand what those skills are that drive outcome, ensure that the right
skill mix is being learned over the lifecycle, and help economies make good use
of those skills.
HR Movement: 26 Jan, 2024
1.
Subir
Roy Chowdhury joins Stashfin
Prior
to joining the financial-services platform, Chowdhury served as the CHRO, Satin
Creditcare Network for over 7 years. Subir Roy Chowdhury has recently
joined Stashfin, an instant-lending platform, as its chief human resources
officer (CHRO). Prior to joining this financial-services firm, Chowdhury
served as the CHRO at Satin Creditcare Network, where he served as CHRO for
close to eight years. Backed by over two decades of experience in HR,
his professional journey began with Magma Leasing in 2001, when he joined as a
senior manager. Five years later, he moved to ICICI Prudential Life
Insurance Co. as AVP-human resources. This tenure lasted just over four years.
In 2010, he joined Magma Fincorp as vice president – HR. In this role, he was
based out of Kolkata for over four years. The year 2016 saw him moving
to Delhi, as CHRO of Satin Creditcare Network.
2.
Kanishka
Mallick joins Clix Capital as VP-HR
Mallick
has worked across various sectors such as technology, telecommunications, IT
and hospitality. Clix Capital, an NFBC, has roped in Kanishka Mallick as
its new vice president-human resources, effective January 2024. In the new
role, Mallick will lead the organisation’s people and culture strategy. Backed
by over two decades of experience in HR, Mallick has worked across various
sectors such as technology, telecommunications, IT and hospitality.
3.
IndiaFirst Life
Insurance elevates Sunder Natrajan to CHRO
Natrajan,
who was associated with the company as its chief risk officer (CRO), is going
to be replaced by Amrish Maheshwari as the new CRO. IndiaFirst Life
Insurance Company (IndiaFirst Life), has appointed Sunder Natrajan as its chief
human resources officer (CHRO). In the new role, Natrajan will manage
the entire gamut of human resources functions including talent management,
performance management, organisation development, training, infrastructure and
procurement. He was associated with the company as its chief risk officer (CRO)
till now, and will be replaced by Amrish Maheshwari as the new CRO. Natarajan
joined the company in the year 2015 as its vice president-head-distribution
strategy. Natrajan has worked with several other organisations such as
Aviva India and Royal Sundaram General Insurance. Additionally, he has worked
across many functions such as human capital, administration, L&D,
procurement, risk, compliance, fraud control, internal audit, strategy, sales,
customer service, operations, BCM, business planning, sales training
& communication.
HR News: 26 Jan, 2024
1.
GST
not liable on recoveries from staff for canteen services: AAR
The
Authority for Advance Ruling Andhra Pradesh ruled in favour of the applicant,
stating that GST was not liable on recoveries from employees for canteen
services. Brandix Apparel India sought clarification from the GST
Authority for Advance Ruling (AAR) Andhra Pradesh concerning the canteen
facility provided to employees, managed by a third-party service provider. The
provider charged Rs 1,538.25 per employee per month, with Rs 578 collected from
employees by the applicant. The applicant argued this was in compliance
with the Factories Act, 1948, which mandates canteen facilities for a workforce
exceeding 250. The applicant, engaged in apparel manufacture, contended
that it didn’t directly provide canteen services to employees; the third-party
did Referring to Section 7 of the CGST Act, the applicant argued that as it was
not in the business of providing canteen services, the employee recoveries
weren’t a supply. The GST Policy Wing Circular stated that perquisites
provided by employers to employees, in lieu of services, aren’t subject to GST.
Given the mandatory nature of the canteen facility under the Factories Act, it
was asserted that even in the employee-employer transaction, GST wasn’t
applicable.
2.
Major job cuts at Macy’s
The
American chain of departmental stores is reducing its workforce by 3.5%.
In response to sluggish sales, Macy’s, an American departmental store chain,
has announced the reduction of its workforce by 3.5 per cent. The move comes
as a part of its broader cost-cutting initiative and will impact about 2,350
positions across both corporate offices and stores. Additionally, it has
decided to close five of its malls as well. The stores to be closed early
this year itself are situated in Arlington, Virginia; San Leandro, California;
Lihue, Hawaii; Simi Valley, California; and Tallahassee, Florida. In a
statement to the media, Macy’s explained that the layoffs are a challenging but
necessary step to streamline the company. This is part of its efforts to
implement a new strategy to adapt to evolving consumer trends and market
dynamics. Affected employees were informed about the layoffs on
Thursday, 18 January, 2024, and the last working day for those impacted will be
26 January 2024.
3.
Meta’s
graphic content moderator to get mental-health support
The mental health of
a content moderator reviewing content for Meta (formerly Facebook), who had to
go through disturbing material, including beheadings, was seriously affected.
On 19 January, 2024, news reports revealed that the mental well-being of a
former content moderator, who had the job of reviewing disturbing material
for Facebook, was seriously impacted. The content the employee had to check
included beheadings. In a positive turn, the Spanish Court supported the
employee, and the Barcelona Court also agreed with the decision. The court
acknowledged that the mental health of the worker was indeed affected due to
their work that involved dealing with the graphic content. The court,
therefore, ruled that the said worker should be given extra pay for the sick
leave availed. The said employee worked for a company called CCC Barcelona
Digital Services, which supports another firm called Telus International. The
latter handles the work of going through and assessing what people post
on Meta (formerly known as Facebook).
Friday 19 January 2024
Studying the Role of HR Professionals in a Puzzle-based activity facilitated by Dr. Mrs. Merlyn Michael D'souza in a Competency & Performance-based HRM Lecture
An activity that was conducted by a group of HR students in a lecture on Competency and Performance-Based Human Resource Management. The purpose of the activity was to demonstrate the qualities and skills that an HR manager brings to an organization. The activity consisted of the following steps:
- Each participant was given a blank piece of puzzle, which was cut from a sheet of index card stock.
- Each participant wrote one skill that they contribute to the group on their piece of puzzle. For example, some of the skills that were written were ‘positive attitude’, ‘communication skills’, ‘creativity’, and so on.
- The participants then assembled the puzzle together to show that everyone contributes to the whole. The puzzle represented the team effort and the role of HR in coordinating it.
- The participants were Drushti, Swarangi, Riya, Yugandhara, Shreya and Simran. They did the activity under the supervision of Prof. Dr. (Mrs.) Merlyn Michael D’souza, who was the lecturer of the Competency and Performance-based HRM course
Team Contributing to a whole
Final year HR Students juxtaposing team efforts with faculty Dr. Mrs. Merlyn Michael D'souza
HR Learning: 19 Jan, 2024
1.
Delhi
govt to empower workforce; train construction workers
The Delhi government will be launching a skills-training
programme for construction workers, while the Department of Empowerment of
Persons with Disabilities has taken necessary steps to increase the
employability of persons with disabilities. The Government of Delhi is
all set to launch a skills-training initiative for construction workers. The
programme aims to empower workers so that they are able to make the most of
better opportunities that will become available to them post training, even
globally. This will not only make them more skilled and improve their
prospects, but also help the Indian economy to grow. According to Labour
Minister Raj Kumar Anand, training camps will be arranged at labour chowks and
construction sites to impart training to the workers. The workers
attending these skill-training camps will not have to worry about losing out on
their daily earnings while attending the training sessions. They will be
compensated for the loss of wages during the training period.
2.
2024 L&D Trends:
AI-driven transformation takes over the workplace
AI's revolutionary
impact will reshape the landscape of L&D, giving rise to pioneering
learning strategies. Artificial intelligence (AI) is no longer a distant
concept; it's the driving force shaping the future of learning and development.
As we step into 2024, the impact of AI on personalised learning experiences,
skill development, and content creation is more pronounced than ever before.
Here are the emerging areas that will transform workplace L&D initiatives
this year and shape the future of talent at work: Personalised learning, Crafting
dynamic learning materials, Rise of soft and leadership skills, Learning
experience platforms (LXPs), The impact of AI on learning and development is
nothing short of revolutionary. Organisations are embracing innovative
strategies to incorporate AI into their learning initiatives seamlessly. As we
navigate the intricate landscape of 2024, personalised learning experiences, a
focus on soft and leadership skills, the prowess of Generative AI, and the
evolution of LXPs stand as a testament to the transformative power of AI in
shaping the future of employee learning.
3.
L&D trends
that will define 2024
2024 will be a transformative year for L&D, with organisations tightly embracing technology to redefine workplace learning and enhance employee growth. Throughout 2023, business learning and development (L&D) trends further converged around the outcomes of a bigger digital economy. For starters, we witnessed a continued focus on skill-based hiring. Organisations looked at hiring based on digital skills over educational degrees for a comparative advantage in the market, prompting professionals to invest in learning and upskilling. Another noticeable trend that did rounds this year was the practice of quiet hiring. This is where organisations did not hire but instead looked at upskilling internal talent to meet requirements elsewhere. Finally, the usual suspects still featured prominently: learning around DEI and engaging with digital tools for personalised learning journeys. And as we enter 2024, some of these trends will stay good. They’ll keep businesses and professionals ahead of the curve. In 2024, organisations and employees will engage more advanced tools and technologies to chart meaningful L&D pathways. The upcoming year will witness various workplace trends along these lines.
HR Movement: 19 Jan, 2024
1.
KPIT’s
dynamic duo: Rajesh Kumar Singh promoted to SVP, Shashwat Mitra leads
HR
With
rich HR experience, Singh and Mitra are taking charge at KPIT Technologies.
They'll guide the company to new heights using their expertise. KPIT
Technologies has promoted Rajesh Kumar Singh to the position of senior vice
president, while Shashwat Mitra has been appointed as the new HR functional
head, effective immediately. Mitra, who joined KPIT in July 2022 as head
of human resources, moved on last year to the position of global head of human
resources. With extensive experience in HR strategy, cultural
transformation, leadership, talent management, development, compensation, and
HR analytics across various regions, Mitra previously led HR for India and
Asia, overseeing key strategic HR initiatives. He played a crucial role in
developing a managerial pipeline in the delivery sector.
2.
Piramal
Pharma appoints Puneet Rajput as CHRO
Rajput
has more than two decades of experience in human resources. She has worked in
different industries such as pharmaceuticals, telecommunications, life sciences
and consulting. Puneet Rajput is now part of Piramal Pharma as the chief
human resources officer (CHRO). Rajput is a seasoned HR leader with a wealth of
experience in pharma, telecom, life sciences and consulting. She has
worked in different cultures and brings expertise in various areas such as
transforming businesses, developing leaders, building company culture,
enhancing skills, managing talent, planning for the future, integrating
mergers and acquisitions and coaching executives. Rajput happily shared
in his LinkedIn post about landing a new job. She also explained his new role
as the CHRO.
3.
Kaya gets Amrita
Chowdhury as VP & head-HR
Prior
to joining Kaya, Chowdhury was associated with Sapphire Foods as its GM &
brand HR head for KFC and Pizza Hut. Kaya, an Indian multinational
skincare, haircare, and bodycare treatment provider, has appointed Amrita
Chowdhury as its new vice president and head-human resources, effective 15
January, 2024. Backed by 16 years of experience in human resources,
Chowdhury brings with her a diverse background in QSR, pharma, biotech, and
brand consulting industries. Prior to joining Kaya, Chowdhury was
associated with Sapphire Foods as its GM & brand HR head for KFC and Pizza
Hut. She joined the company in the year 2018 and spent close to six
years with the company spearheading company’s cultural transformation and
leadership development.
HR News: 19 Jan, 2024
1.
Big
changes at TCS: Headcount shrinks, campus hiring uncertain, but variable pay
stays strong
The
company cited efficiency measures in a 'low-demand' setting, pointing to
voluntary departures over layoffs. India’s IT giant Tata Consultancy
Services (TCS) is undergoing significant changes, with headcount falling for
the second consecutive quarter and campus hiring plans clouded by uncertainty.
While the company remains confident in its talent strategy, the shift is
raising questions about its future trajectory. Headcount drops, hiring
plans blurred; TCS saw its employee base shrink by 5,680 in the three
months ending December, bringing the total to 6.03 lakhs. This follows a
similar decline in the previous quarter. The company attributed the
reduction to maintaining efficiency in a ‘reduced demand’ environment,
suggesting voluntary attrition rather than layoffs. However, the future
of campus hiring remains up in the air. Unlike previous years, TCS hasn’t set a
target for freshers in the coming financial year. In a media report,
CHRO Milind Lakkad said the number will depend on the ‘overall situation’ and
their focus on efficiency, leaving the door open for further headcount
reductions. Upskilling and variable pay boost; Despite the
headcount decline, TCS is confident in its talent strategy. In a media report,
Lakkad emphasised their focus on upskilling and internal talent development,
highlighting their training programmes for Generative AI and other emerging
technologies. Transfer complaints tackled; Addressing a key
concern raised by unions, TCS’s HR head acknowledged the issue of forced
employee transfers. While reiterating the value of mobility in IT careers,
he assured that transfers would be executed with ‘greater sensitivity and
transparency’. Mixed signals for the future; TCS’s changing
landscape presents both challenges and opportunities. While the
headcount decline and uncertain hiring plans raise concerns about the company’s
growth strategy, their focus on upskilling and strong financial performance
offer a positive outlook.
2.
Behind the cuts: Audible
CEO justifies layoffs as essential for future growth /.
The
CEO, Bob Carrigan, blames ‘challenging landscape’ in memo to employeesIn
a move echoing similar cost-cutting efforts across Amazon, Audible’s CEO Bob
Carrigan has announced the reduction of approximately 5 per cent of the
company’s workforce. While acknowledging the pain this decision inflicts,
Carrigan’s statement sheds light on the rationale behind the layoffs, painting
a picture of a challenging landscape and a strategic shift for the audiobook
giant.
3.
Bosses:
The surprising reason people ditch the office: Study
A Beyond survey found 30% of employees purposely skip the office
when their boss is present, citing discomfort with their supervisors as the
primary reason. In a twist worthy of a corporate sitcom, the very people
pushing for a return to the office may be the ones inadvertently driving
employees to remote shores. Yes, we’re talking about the boss, whose
mere presence is sending employees scurrying for the nearest Zoom link. A
recent online survey of 1,262 British employees (both part time and full time),
conducted by Beyond, a UK-based HR consultancy, in partnership with Opium
polling institute, revealed that a whopping 30 per cent of employees
deliberately avoid the office when their boss is in.
Thursday 11 January 2024
Teaching “Leadership Skills” development at PGDM(PHM) Lecture of Prof. Dr. (Mrs.) Merlyn Michael D'souza
Definitely, there are mounts of syllabii students must major in a wide breadth of subjects, but education does not begin and end with a model or quiz.
Teaching “Leadership”
as part of an activity is briefly described below:
- The
activity is a team-based challenge where groups have to build, fly, and
land paper planes within a given time and space.
- The
activity aims to reinforce various leadership skills, such as planning,
scheduling, resource management, coaching, evaluation, and feedback.
- The
activity consists of three parts: (I) group formation and leader
selection, (II) plane construction and scoring, and (III) plane flying and
landing and scoring.
- The
activity requires the group leaders to learn how to make a complex paper
plane from the trainer, and then teach their group members how to do the
same.
- The
activity involves a discussion and debrief session where the groups
reflect on their performance, their leader’s role, and their learning
outcomes.
Here are
some pictures of the results of this “Leadership development” activity.
Mission- Give wings to your dreams
Vision- Fly high , Aim higher
Goal- Be laser-focused and
precise on a single item to help us achieve the highest pinnacle of
accomplishment.
HR Learning: 12 Jan, 2024
1.
For
businesses to win at the marketplace, people need to win at the workplace: CHRO
Saba Adil
For the CHRO of Edelweiss Tokio Life Insurance, Saba Adil, the
road ahead for organisations will be determined by 2Cs - Culture and Capability
Building. Here’s her recipe for leading people to success through it. She’s
been at the heart of change at Edelweiss Tokio Life Insurance, with
the belief that it is culture and capability building that will define
organisations in the years to come. Saba Adil, who’s assumed the
role of CHRO at the firm has completed seven months, but her
views on what drives HR are based on her two-and-a-half decade-long experience.
She divulges that for businesses to win at the marketplace, people need to
first win at the workplace and that forms the crux of every strategy and
initiative she’s developed and implemented. With the evolution isn
technology, she ponders over the fundamentals and urges HR to keep the human
touch intact in the critical moments of an employee’s life. And that’s a
learning lesson for leaders designing and debating on the integration of tech
into the modern workplace. So, deep dive into what the CHRO has to say about
HR, innovative strategies to drive productivity, the debate around return to
office and how she is creating pathways of growth for each of her people to be
successful.
2.
Are businesses more
inclined towards grooming talent at the top?
In the present
scenario, there is a lot more focus on retaining talent at leadership levels.
More and more companies are investing in people and grooming them to take on
larger roles and responsibilities. The ongoing changes in the economy and the
talent market has forced CEOs and leaders to relook at existing talent
strategies. As the whole world is going digital and organisations are embracing
new and innovative ways of working, the age-old dilemma of grooming internal
talent or hiring external candidates has become even more relevant than ever
before. Most businesses are indeed actively involved in reskilling and
upskilling their employees to meet the challenging business demands in a very
ambiguous environment. Research on the strategies taken by business leaders
says that employees at leadership levels as well will have to be
reskilled/upskilled and groomed in today’s context. With technological
advancements, new technologies such as Artificial Intelligence (AI), machine
learning, and big data are resulting in a reskilling revolution. More
importantly, new skill sets and certain competencies have become non-negotiable
for certain key roles at leadership levels.
3.
Solving the
skills gap
Skills have become the global currency of 21st-century economies. But this ‘currency’ depreciates rapidly - what's the way forward? Everywhere skills transform lives, generate prosperity and promote social inclusion. And if there is one lesson the global financial crisis had taught us in the late 2000s, then it is that we cannot simply bail ourselves out of economic turmoil, stimulate ourselves out of a recession or just print money our way out of a crisis. A much stronger bet for countries to grow and develop in the long run is to equip the working population with better skills to collaborate, compete and connect in ways that drive their lives and their societies. The current pandemic has dramatically reinforced this, changing skill demands overnight and creating huge demands for just-in-time adult learning. OECD’s Survey of Adult Skills shows that what people know, and what they do with what they know, has a major impact on their life chances. On average across countries, the median hourly wage of workers scoring at Level 4 or 5 in literacy — who can make complex inferences and evaluate subtle truth claims or arguments in written texts — is more than 60% higher than for workers scoring at the baseline Level 1. The survey also shows that this impact goes far beyond earnings and employment. In the countries surveyed, individuals with poorer foundation skills are far more likely to report poor health, to believe that they have little impact on political processes, and not to participate in associative or volunteer activities.
HR Movement: 12 Jan, 2024
1.
Reetu
Raina steps down as VP & global head-talent management, Amdocs
Raina
has been associated with brands such as Quick Heal, Sterlite Technologies
(Vedanta Group), HDFC Bank, Godrej Hicare Pest Management Services and Tata AIA
Life Insurance in her career. On 5 January 2024, Reetu Raina resigned
from her role as vice president and global head of talent management, Amdocs.
Raina had joined Amdocs in June 2022, to lead the global talent-management team
from India, making it her second stint with the company. Having begun
her career in 2000 at Reliance Infocomm as an assistant manager in recruitment
and HR, Raina later joined Tata AIA Life Insurance in 2004. She spent
four years at Tata AIA as manager – learning and development. She then moved to
Godrej Hicare Pest Management Service as GM of human resources. In 2011,
Raina joined HDFC Bank as the assistant vice president of corporate HR. It was
in 2012 that she began her association with Amdocs. She joined as regional
manager – OD, and over the course of five years and eight months, she
progressed to the position of director-corporate HR. In 2018, she became
the head of human resources for Network Software, at Sterlite Technologiesv
(Vedanta Group). Less than two years later, she moved to Quick Heal,
where she served as the chief human resources officer (CHRO). Over two and a
half years later, she returned to Amdocs for a second stint, in 2022, as
vice resident and global head of talent management.
2.
Nisha
Srinivasan elevated to CHRO, GE Healthcare
Prior
to GE Healthcare, Srinivasan accumulated over 12 years of experience at Sanofi,
where she held various roles. GE Healthcare, a global medical technology
firm offering pharmaceutical diagnostics and digital solutions, has elevated
Nisha Srinivasan to the role of chief human resources officer (CHRO).
She will take charge of the entire human resources function for India and South
Asia at the company. Srinivasan joined GE Healthcare in July 2022 as its
talent and organisation leader. Four months into this role, she became the head
of talent management for the intercontinental region, showcasing her
expertise in HR business partnering and Center of Excellence (COE) functions
3.
Kotak Mahindra gets
Akansha Sriram as VP-HR
Backed
by over a decade of experience in HR, Sriram is a seasoned HR professional
dedicated to building highly- effective workforces. Kotak Mahindra has
roped in Akansha Sriram to spearhead its human resources functions as the
VP-HR. Prior to joining Kotak Mahindra Bank, Sriram was associated with Piramal
Capital and Housing Finance. Backed by over a decade of experience in HR,
Sriram is a seasoned HR professional dedicated to building highly- effective
workforces. Throughout her career, she has successfully developed and implemented
strategic policies for human resources development and employee relations, all
in alignment with the profitable growth of the business. Additionally,
Sriram has a rich professional background with stints at organisations such as
DHFL, Network 18 Media and Investment, Zee Entertainment Enterprises, Jet
Airways and Deutsche Bank. She also did a short internship with JSW Steel in
her early career.
HR News: 12 Jan, 2024
1.
Employee
entitled to subsistence allowance during suspension: Bombay HC
The
Bombay HC ruled that suspended employees should be given subsistence allowance
during the suspension period without any need for them to mark daily attendance
or fulfil any condition imposed by the employer. A suspended employee does not have to mark
daily attendance in order to get subsistence allowance said the Bombay High
Court. In fact, no condition should be imposed on a suspended employee in order
to get the subsistence allowance they are entitled to during suspension.
According to the HC, Section 10A of the Industrial Employment (Standing Orders)
Act, 1946, provides for an employee to receive subsistence allowance without
the employer making it mandatory for the employee to mark daily attendance for
the same. Subsistence allowance helps employees fulfil their own and
their family’s needs during suspension period when their salary is not coming
in. Natubhai Patel’s claim for subsistence allowance was rejected by the
labour court in Daman. A writ petition was then filed by Hindustan Lever
Employees Union challenging the rejection. Patel, an employer of
Hindustan Unilever, was suspended pending an inquiry by his employer. The
company wanted him to report and mark his daily attendance at the factory gate
every dayIf he failed to do so, he would be marked absent for the day and lose
pay for the day. The High Court, however, ruled that as per the
provisions of Section 10A of the Act subsistence allowance is supposed to be
paid to a suspended employee at prescribed rates without any condition being
imposed. Therefore, the company could not cut his pay because of an
attendance-marking practice that the company had imposed on the employee,
reports LiveLaw.
2.
Avg. salary of Rs 24 lakh
p.a. offered at IIT Bombay.
About
85 students were offered packages worth more than Rs 1 crore. While the
average salary package offered to Indian Institute of Technology (IIT) Bombay
students was Rs 24 lakh per annum, about 85 students bagged job offers
of over Rs 1 crore. About 1,340 offers were made in total in first phase, which
means about 1,188 students were placed. The first phase of the placement
ended in December 2023, and the second one is scheduled for end of January
2024. The research and (R&D) domain received most of the high-paying job
offers at the campus placement drive this year, which saw at least 2,000
students registering.
3.
Flipkart
implements annual job cuts, 5-7% workforce reduction
This is part of Flipkart’s annual performance-based job cuts, a practice it has followed for the past two years. As per media reports, Flipkart, owned by Walmart, is undergoing a workforce reduction that could lead to a five to seven per cent decrease in its total team. This is part of the company’s annual performance-based job cuts, a practice that has been in place for the past two years. The process is anticipated to conclude by March or April, aligning with ongoing performance evaluations and the conclusion of the current fiscal yearThe workforce reduction is in line with Flipkart’s aim to use resources more efficiently in both its current and new ventures. The company plans to address and conclude the restructuring plans and the 2024 roadmap at an upcoming meeting of senior executives scheduled for next month. The report further added that the e-commerce company, which has 22,000 employees (excluding Myntra), has been actively controlling expenses by halting new hires in the last year.
Thursday 4 January 2024
HR Learning: 5 Jan, 2024
1.
Tata
Technologies’ skilling centres will train Telangana students at ITIs
The firm will provide the equipment, software and machinery
required to set up Industry 4.0 technology centres at 50 ITIs across the state.
Tata Technologies is gearing to set up 4.0 Skilling Centres in Telanga, which
will provide skill-development training to students. These Industry 4.0
technology centres—which will offer job-oriented training—will cost a minimum
of Rs 1,500 crore. The need to introduce modern technology and courses
in the industrial training institutes (ITIs) across the state was felt, so that
the youth become more employable in the rapidly-changing tech landscape. This
need will be fulfilled with the help of the Tata Technologies’ centres, which
will offer courses in industrial automation, electric vehicles (EV) mechanics,
robotics manufacturing, advanced CNC machine technology, basic designing
and so on at the ITIs.
2.
Building global workforces:
A research study
The evolving business
ecosystems mandates companies focus on developing the right skills for their
global workforces. In today's corporate landscape, 8 out of 10 companies
underscore the critical importance of crafting effective skilling
methodologies, recognizing them as the linchpin of success, while 60%
acknowledge that nurturing communication and collaboration skills is pivotal in
driving engagement, performance, and retention. These are finding from the
latest Pearson and People Matters study, the Future of Global Workforce
Decoded, takes an in-depth look at the forces shaping the skilling demand of
global workforces and enabling higher productivity. From ensuring diversity
becomes an asset to leveraging new-age learning pedagogies, the report gives HR
leaders vital insights into how they can boost communication and collaboration.
The study presents actionable insights for you to tackle productivity and
engagement challenges that stem from having a diverse, globally distributed
workforce.
3.
Let the
learning continue: 2023 Trends from People Matters L&D Conference
We’ve got the best
learnings and lessons from our very own People Matters L&D Conference, that
might come in handy as you begin to create the L&D roadmap for 2024. It’s
at times abstract but very essential From
navigating the future of learning leadership to AI-enabled learning platforms,
the thought leaders touched upon the evolving landscape of learning and what
would it take to build a culture of excellence. In the opening keynote, Greg
Orme of Greg Orme Leadership began by introducing the audience to the
characteristics of learning addicts, individuals who have a mountain of books
they are yet to read, can see what they learn everywhere, constantly find
connections between their new learnings and their acquired knowledge and are
eager to experiment. The author of the book, The Human Edge has been
at the forefront of developing and transforming organisations amid
technological change and the one request he has been receiving for the past
decade from every organisation is, what’s the new strategy to transform and how
can we inculcate new mindsets and skills within our leaders.
As he begins to answer
this critical question, his message is simple: Don’t compete with
machines, rather differentiate with human edge. For you to be able to do that,
you need to cultivate four superpowers, including creativity (the process of
creating ideas that have value in the world), collaboration (teaming up with
fellow humans to take those ideas to the world), consciousness (asking the
‘why’) and curiosity.
HR Movement: 5 Jan, 2024
1.
HR
veteran Rajni Khurana bolsters UGRO Capital leadership with CPO return
Culture
architect and growth champion reunited with MSME powerhouse. UGRO
Capital, a leading MSME financier, welcomes the veteran human resources leader
Rajni Khurana back as its chief people officer (CPO). Khurana’s return
underscores her unwavering commitment to both empowering the MSME
ecosystem and propelling UGRO Capital’s innovative growth trajectory. Prior
to rejoining UGRO Capital, Khurana served as executive director and head-human
resources at IndoSpace, an industrial park and warehouse developer. Her
extensive experience spanning over two decades in global human resources
positions her well for this pivotal role. Notably, she played a key role in
UGRO Capital’s early days, instrumental in scaling up the people function,
shaping the company culture, and establishing robust values and policy
frameworks.
2.
Rashmi
Govil set to be director-HR, IOC
Govil,
who is presently executive director (HRD & ER), IOC, has spent nearly all
her working years with Indian Oil Corporation ever since she completed her MBA
and joined the company in 1994. Rashmi Govil, who has been associated
with Indian Oil Corporation (IOC) since 1994, is gearing to essay the role of
director-HR. She has been associated with IOC since 1994, when she joined as DM(ER)/senior
ERO/employee relations officer-refinery, in October. She successfully
shouldered these responsibilities for over 12 years, working out of Mathura.
From 2007 to 2017, she served as GM(HR)/DGM (HRD)/CM (HRD)/SM (HRD)- divisional
HQ, based out of New Delhi. By 2017, she was elevated to chief general
manager (HR) / GM(HR) – corporate office. She held this position for a little
less than five years, before being promoted to the role of executive
director (HRD & ER)- corporate office, in February 2022.
3.
Ashwini Kumar joins
Shecommerz as CHRO
In
this new position, Kumar will concentrate on developing a high-performance
team, fostering an agile culture. Shecommerz has recently appointed
Ashwini Kumar as its chief human resources officer (CHRO), effective December
2023. In his new role, Kumar will focus on building a high-performance team and
fostering an agile culture to drive business, enhance capability building, and
improve employee experience for better talent retention. Backed by over
18 years of experience in human resources, he specialises in employee benefits
design, business transformation, HR analytics and data science, HR tech,
talent management, organisational development, and learning and development
(L&D).
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