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HR Matrix - HR Club © 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, 30 March 2024
Alumni Interaction: Tete-a-tete with Ms. Nazia Shaikh
HR Learning: 22 Mar, 2024
1.
Unless
leaders transform from within, organisational transformation is likely to fail:
Aditya Mittal
Aditya Mittal, CHRO South Asia at Citi looks at the new landscape where
employers are becoming the enablers of training for each employee and leader’s
development. The workplace and business aren’t what they used to be.
Organisations are building new capabilities to hire and retain the best talent.
With new technologies, HR as a function is fast evolving and reskilling and
upskilling are becoming the bedrock of future-forward organisations. With more
than three decades at Citi, Aditya Mittal, CHRO, South Asia, a strategic,
impact-driven leader has been pioneering new initiatives to fill the gaps in
skilling, diversity, inclusion and belongingness, recognising what the future
holds and constantly building for it. In an exclusive interview, the People
Matters Are You In The List ‘CHRO Coach’, who will be a part of the rigorous
evaluation process to find the emerging HR leaders of 2024, highlights the trends
he foresees to leverage tech and data to form a symbiotic relationship between
HR and business. “Emerging HR leaders set to lead the modern workforce will
need to be deeply skilled in business partnership and develop the ability to
leverage tech for the different stages of the employee life-cycle.” Excerpts
from the interview: As we look at the year ahead, how do you plan to move
forward in the best possible way for both your organisation and your workforce
to drive business? We are singularly focussed on building organisational
capability to hire and retain the best talent in the industry. As HR and
business become more symbiotic, what are new operating models you foresee in
the future, which recognises these interconnections? Technology, including AI,
will automate much of the transactional nature of HR work. What will remain is
HR advisory for managing the enterprise, deep subject expertise in small, but
skilled HR centres of excellence, in various HR disciplines like rewards and
employee relations, amongst others.
2.
CyberSecurity skills gap:
Addressing talent shortages in 2024 & beyond
To
cultivate a resilient workforce adept at safeguarding against evolving cyber
risks, it is imperative to foster collaborative endeavours, promote diverse
talent inclusion, and prioritise continuous learning. In an era where digital
transformation is rapidly shaping the global landscape, the demand for
cybersecurity professionals has reached unprecedented levels. As organisations
increasingly rely on technology, the cybersecurity skills gap has emerged as a
critical challenge, leaving companies vulnerable to cyber threats. Addressing
this gap is paramount for securing the digital future, and strategies must be
devised to bridge it effectively. The rise of cyber threats and the growing
complexity of technology infrastructure have elevated the demand for skilled
cybersecurity professionals. In 2024, this demand has become more acute, with
organisations seeking individuals skilled in areas such as threat intelligence,
ethical hacking, incident response, and secure software development.
3.
INSEAD leaders
on navigating the evolving landscape of executive education in APAC
HR Movement: 29 Mar, 2024
1.
Christine
Centa elevated to CPO, HashiCorp
Centa
was earlier VP-total rewards and people operations for over 4 years. Christine
Centa, who was VP-total rewards and people operations, Hashi Corp, has been
promoted to the position of chief people officer. Armed with an MBA in global
management from Babson FW Olin Graduate School of Business, Centa began her
professional journey as an HR specialist with Dell Technologies EMC. Six years
into this role, she was elevated to the position of HR operations manager,
common storage products organization, based out of Massachusetts. Less than two
years later, she became senior manager, HR programmes. By 2007, she was
handling HR leadership development programme management. Less than five years
later, she was promoted yet again, to the position of senior manager,
compensation. By august 2012, she assumed the role of director-compensation.
After successfully serving as compensation business partner for all services
within EMC, for about 22,000 employees, and completing a tenure of almost 12
years, Centa moved on from Dell EMC. The year 2013 saw her at Pivotal Software
as senior director, people rewards, systems and infrastructure, based out of
Palo Alto, California. Less than six years later, she was elevated to the role
of VP, total rewards, global payroll, mobility, immigration, analytics and
HRIS. Her tenure at Pivotal Software lasted six years and nine months.
2.
Archana
Chitnavis appointed group head-HR, Tata Power
Chitnavis
moves from Mahindra Susten, where she was lead-talent acquisition & HRBP.
Archana Chitnavis has taken on the role of group head-HR, Tata Power, after
serving as lead-talent acquisition and human resource business partner (HRBP) for
a little less than two years, at Mahindra Susten. An alumna of Thadomal Shahani
Engineering College, from where she completed a BE in information technology,
Chitnavis also holds an MBA degree in human resources from Sydenham Institute
of Management, Mumbai. Post her training at Stock Holding Corporation of India,
where she was responsible for introducing competency mapping for various levels
across departments, she joined Adani Electricity as HR business partner, in
2007. At Adani, Chitnavis served the longest tenure of her career.
3.
Salil B Lal rises to head-HR at Maruti Suzuki
In a
significant leadership rejig, Maruti Suzuki India has elevated Salil B Lal to
the role of head-human resources. Lal has been a part of the company for over
12 years. He joined the company in the year 2012 as its general manager-human
resources. He was recently associated with the company as its executive vice
president. With a career spanning over three decades, Lal has worked with many
other companies such as Ingersoll Rand, Caparo Engineering, Goodyear India,
Electrolux and The Tinplate. Furthermore, his expertise lies in various areas
including industrial and employee relations, organisational design, change
management, HR strategy planning and implementation and people development. He
started his career as a management trainee at Tata Steel, Jamshedpur in the
year 1992. In the year 1998, he joined Electrolux, a home & kitchen
appliances company, as its associate general manager-HR. After four years into
this role, he moved to Goodyear India, a global tire company, as its plant
head-HR in 2002.
HR News: 29 Mar, 2024
1.
WFH
for IT employees to solve Bengaluru’s water crisis?
Working
from home can be one way of reducing the population in the city temporarily and
lifting the pressure on its resources. Bengaluru may have to allow employees to
work from home because it is facing a major water crisis. The city is home to
about 15 lakh employees working for the information technology (IT) sector
alone. If these employees are allowed to work from home, even temporarily, the
pressure on the city’s resources will be reduced to a significant extent.
Therefore, IT-sector staff and experts are of the view that work-from-home
arrangements for a year will go a long way in helping tackle the crisis. They
have been requesting the Government of Karnataka to give serious thought to the
issue, as it will help conserve water. This suggestion is worth considering,
for Bengaluru houses some of the biggest IT companies, including Infosys,
Wipro, TCS, Accenture, Cisco, Mindtree, IBM, Oracle, Capgemini and Cognizant. A
good percentage of the employees working in these firms come from outside
Bengaluru. Many belong to tier-2 and tier-3 cities as well. It is pertinent to
mention here that with the IT sector growing in leaps and bounds, the
population of Bengaluru has also grown tremendously. While its population was
about 25 lakhs about five decades ago, the figure has now cross one crore. The
increasing density of population has naturally put a lot of pressure on its
sources of water. While it requires at least 2,600 million litres daily, the
city is falling short of almost 500 million litres of water a day.
2.
Stellantis turns
mandatory WFH day into termination day
400
employees were let go from the auto company’s engineering, tech and software
divisions. When employees at Stellantis were told to work from home/remotely on
22 March so that maximum participation could be ensured for important meetings
to be held that day, little did they realise how significant the day would be.
The said “meetings” were for announcing their termination from service! At
least 400 employees from the engineering, technology and software divisions
were laid off when they joined the remote call. The notice that sought
mandatory remote work resulted in employees being terminated enmass when they
joined the call. As per some media reports, Stellantis plans to outsource work
to countries where labour would be less expensive, such as Mexico, Brazil and
even India. Like many other global firms focusing on profitability, the
Italian-American automotive manufacturing company, associated with brands such
as Jeep and Chrysler, also seems to be looking towards developing countries for
better efficiency at lower costs.
3.
Ericsson
to axe 1,200 jobs amidst falling demand
The layoffs will help the company that manufactures 5G
networking equipment to cut costs. Ericsson AB, the manufacturer of 5G
networking equipment, is all set to axe about 1,200 jobs in Sweden. Why?
Because it is not receiving enough orders and is adopting cost-cutting
measures, for which it needs to streamline operations and processes.
Additionally, it expects demand to fall further outside China this year, and is
not expecting significant investment levels either from operators. With return
on investment being adversely affected amidst the high competition in Europe,
mobile carriers are also cutting down expenditure on networks. To add to the
woes, there is the availability of open radio access networks technology, which
allows carriers to conveniently use several vendors, leading to stiff competition
in the network components space.
Thursday, 21 March 2024
HR Functional Group Student Development Series-Activity - Dr. Mrs. Merlyn Michael D'souza as SME on ChatGPT in HR
Title of the Event : Student Centric (Club / FG Activities) | ||
Organized by : HR Functional Group Team Member; Prof. Dr. Mrs. Merlyn Michael D`souza | ||
Day : Monday | ||
Date : 9-Mar-2024 | ||
Time : 1 PM - 4PM | ||
Venue : 304-Class Room | ||
Audience (for whom conducted) : 1st Year HR Specialization students | ||
Number of people attended: 8 | ||
Topic : ChatGPT in HR - Practical Insights HR Functional Group, under guidance of Dr. Rangana Maitra & Dr. M.W. Shaikh organised it's next in series, "Week-ends strengthened by HR" grooming; on 9th Mar-2024, by Dr. Mrs. Merlyn Michael D'souza on 'ChatGPT in HR', to be continued with Dr. Sukhada & Prof. Sushma on varied topics. Every Saturday...Stay tuned 1. Session Screen viewing in progress with a background of 'ChatGPT in HR.  2. Viewing a webinar on ChatGPT on "ChatGPT for HR: A practical guide" by .jpeg) .jpeg) 4. Worksheet on Job Description created by ChatGPT  4. Worksheet on 10 Screening Interview Questions created by ChatGPT  5. Worksheet on OnBoardning ways created by ChatGPT  5. Worksheet on Work-From-Home (W-F-H) Policy created by ChatGPT  | ||
Friday, 15 March 2024
HR Learning: 15 Mar, 2024
1.
RDC
Concrete ties up with BITS Pilani to enhance staff skills
The collaboration will help employees perform better in their
existing roles and look forward to better opportunities in the future. RDC
Concrete, the Indian manufacturer and supplier of ready mix concrete, has
entered into an agreement with Birla Institute of Technology &
Science–Pilani (BITS Pilani), to offer MBA and BTech programmes to its
employees. Through this association, RDC hopes to contribute towards the
enhancement of the overall skills and career possibilities for its employees
and help them obtain the degrees they aspire to, for professional growth.
2.
Virtusa employees gain from
master class on recruitment & advocacy
The
global digital engineering and IT services firm invited industry leaders to
speak to its employees and also give them tips on how to successfully foster a
culture of advocacy, and navigate the digital landscape. Virtusa, a
global provider of digital strategy, digital engineering and IT services and
solutions, hosted an event for the benefit of its employees. The event was held
in Hyderabad in collaboration with LinkedIn, and saw industry leaders from both
entities speaking on various subjects. The highlight of the event was a master
class on recruitment and advocacy. This master class delved into the
intricacies of recruitment and advocacy providing participants with invaluable
tips on how to optimise talent-acquisition strategies and foster a culture of advocacy
within organisations. The speakers shared practical tips and actionable
strategies, which empowered the participants to navigate the digital landscape
with confidence and drive impactful change within their professional spheres.
3.
Who is a
resilient HR leader thriving in the age of disruption?
HR Movement: 15 Mar, 2024
1.
Prabeeer
Nair is now global CHRO, United We Care
Nair
has been associated with Google X, PetroChina, Oracle, Sprinklr and Speechify.
Prabeer Nair has been appointed global chief human resource officer (GCHRO),
United We Care (UWC). The deep tech Generative AI (GenAI) startup works
to transform mental health and well-being, making holistic health accessible
for all. During his career, Nair
has held leadership positions at Google, where he focused on employee
motivation and team dynamics. He has also worked with companies such as
PetroChina, Oracle, Google X, Sprinklr and Speechify. Thanks to his diverse
background, he possesses the expertise required to navigate the complex
landscape of global talent acquisition and cultural integration.
2.
SMC
Squared appoints Tara Kanbargimath as director-HR
Bringing
with her over 18 years of experience, Kanbargimath will steer the people agenda
for the firm. SMC Squared, an IT offshore company specialising in
building GCCs has appointed Tara Kanbargimath as its new director-human
resources. Bringing with her over 18 years of experience, Kanbargimath
will steer the people agenda for the firm. In her new role, Kanbargimath
will strengthen the HR department and contribute to the company’s growth.
3.
Vedanta Aluminium
appoints Pankaj Sureka as CHRO
He
moves from Reliance Industries, where he was vice president – rewards Vedanta
Aluminium, a leading Indian aluminium producer, announced the appointment of
Pankaj Sureka as its Chief Human Resources Officer (CHRO) at its
Jharsuguda plant in Odisha. He will oversee all aspects of the plant’s
human resources strategy. Sureka brings over 15 years of experience in
HR to Vedanta Aluminium. He joins from Reliance Industries, where he most
recently served as vice president – rewards. Prior to that, he held various leadership
positions at Reliance, managing compensation & benefits, learning &
development, and other HR functions, accumulating nearly 11 years of experience
with the company.
HR News: 15 Mar, 2024
1.
Revised
NPS for Maharashtra govt staff
Pension
will now be 50% of last-drawn salary and dearness allowance. In response
to the state government employees’ demand for the old pension scheme or OPS to
be reinstated, the Maharashtra government has announced a revised National
Pension Scheme (NPS). As per the revised scheme, the employees who
joined post 1 November 2005 can opt to receive 50 per cent of their last-drawn
salary and dearness allowance (DA) as pension. Additionally, they can
get a family pension of 60 per cent of their pension and DA. This is optional
for those already covered under the NPS. Employees have to decide
whether they wish to continue with the old NPs or the revised one and convey
their decision within the next six months. This is a one-time option. The
NPS was implemented in Maharashtra in April 2015.
2.
Contract staff of YouTube
Music fired without notice
These
workers had been seeking better pay for a year now. Forty-three contract
works who were part of the YouTube Music team have been rendered jobless. For
the last one year, these workers had been rallying for enhanced pay. The
contract workers had been taken on by Google and Cognizant, its subcontractor.
The news of their layoff was quite unexpected and took the workers by surprise,
as is clear from a video that has gone viral on social media. It shows an
employee’s surprised and shocked reaction to the news.
3.
Saudi
Arabia expands saudisation programme in aviation
This initiative, effective March 4, 2024, aims to increase
citizen participation in the aviation sector by mandating specific hiring
quotas for Saudi nationals in select aviation roles. The Saudi Arabian
Ministry of Human Resources and Social Development, in collaboration with the
Ministry of Transport and Logistic Services, has announced the second phase of
its ‘saudisation’ initiative, aiming to increase local citizen participation in
the aviation sector. This phase, commencing on March 4, 2024, specifically
targets licensed aviation professions within private companies employing at
least five individuals in these roles.
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