HR Learning: 22 Mar, 2024

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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.

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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.

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INSEAD leaders on navigating the evolving landscape of executive education in APAC

In a dynamic world of work where continuous learning is paramount, executive education has emerged as a cornerstone for organisational success. The need for executive education is growing in Asia Pacific regions, especially in India. People Matters met up with Sameer Hasija, Dean of Executive Education, and Karthik Rajaraman, Senior Director Corporate Partnerships, INSEAD, during INSEAD’s Global Alumni Forum in India and asked them about the evolving landscape of executive education.  In this joint conversation, their insights shed light on the pivotal role of executive education in fostering global mindsets, navigating tech advancements, collaborating with industries, and the vital synergy between HR partners and leadership development.