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.
No comments:
Post a Comment