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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.
Sunday, 10 January 2021
Wisdom Learning Series: Webinar Panel Discussion: Demystifying Assessment and Development Center
HR Learning: 11 Jan, 2021
1.
DcodeAI,
launches new AI learning platform for students
The AI-focused edtech
startup offers device agnostic, gamified and cloud-based DIY curriculum for
learning AI. Indian edtech startup, DcodeAI, has launched a new do-it-yourself
(DIY) learning platform that aims to equip the next generation of learners with
skills in artificial intelligence (AI). Its plan is to democratise AI learning
among students across 10,000+ schools. DcodeAI focuses on low code/no code
tools and usage of AI to make learning easy, intuitive and personalised.
Therefore, even those without any coding background can start to learn and
implement AI models. The new set of DIY learning programmes aims to teach
students AI and hone their skills in data manipulation, data visualisation,
statistics, machine learning, deep learning and more. These learning programems
are designed for students who are keen to develop chatbots, image recognition
models, as well as voice recognition-based bots and home automation systems.
2.
Flipkart launches
centre of excellence, to skill unemployed for logistics sector
The
e-commerce company will collaborate with LSC, NSDC and KSDC to train and skill
the unemployed and make them job ready. Flipkart has launched a Centre of
Excellence (CoE) in collaboration with the Logistics Skill Sector Council (LSC)
under the Ministry of Skill Development and Entrepreneurship (MSDE), set up
through the National Skill Development Corporation of India (NSDC) and
Karnataka Skill Development Centre (KSDC). As part of the Memorandum of
Understanding (MoU), the Indian e-commerce platform’s CoE will help build a
skilled and trained workforce to fill the gaps in the rapidly growing
e-commerce industry in the country. The Centre of Excellence, will train and
skill job seekers who wish to join the logistics space. It will focus on
augmenting skill development in the logistic industry.
3.
TCS
gearing to invest in iON’s global expansion plan
TCS iON is a cloud-based
learning solution, which is also the platform of choice for the Skill India
mission. Tata
Consultancy Service (TCS) is preparing to invest significantly in the expansion
plans of its cloud-based learning solution, TCS iON. The cloud-based
collaborative learning platform, TCS iON helps students — in India as well as
worldwide — access study material, make submissions and also receive feedback.
It helps students interact with instructors, administrators and learning
institutions. Using iON, instructors themselves can design courses and conduct
assessments. On the other hand, administrators and other institutional
officials can use the platform to organise learning events and develop learning
communities.
HR Movement: 11 Jan, 2021
1.
Shaveta
Joshi joins ASRC Federal as CHRO
Joshi has moved from Serco,
where she was CHRO.
ASRC Federal, the Alaska-based government subsidiary that serves civil,
intelligence, and defense agencies, has named Shaveta Joshi as its EVP and CHRO
with effect from January 2021. In her new role, Joshi will be responsible for
leading the Company’s human resources professionals and will be in charge of
various HR functions including business operations, talent acquisition and
development, compensation and benefits, and compliance. Joshi is backed by 15
years of HR experience. She is honed in employee communication starting from
the frontline workers to the senior management, and also skilled in
organisational governance, change management functions and financial
performance for companies.
2.
LogiNext
appoints Neetha Thomas as head-HR
Thomas, who was earlier leading the HR function at Unlimit, comes with
15 years of experience in HR. Neetha Thomas has joined LogiNext, the
logistics software company as the head-HR, after leading the HR function at
Unlimit, the IoT (Internet of things) provider owned by Reliance Group.At
Unlimit, she was responsible for establishing the Company’s first global human
resources strategy that aligned fully with the enterprise business plan. Thomas
comes with an experience of 15 years in human resources, which includes HR
strategy & design, talent management, employee relations, corporate
governance, turnaround and change management and other human resource
disciplines.
.
3.
MongoDB ropes
in Harsha Jalihal as chief people officer
With 20
years of professional experience, Jalihal was also a member of the Council that
shaped the HR 4.0 framework at the World Economic Forum. General-purpose
database platform, MongoDB, has brought on board Harsha Jalihal as the chief
people officer of the company. Jalihal brings with her two decades of
experience in the field and will be in charge of overseeing the Company’s
global operations and supporting its 2,100 plus employees across 29 countries.
As a part of the executive leadership team, she will lead workforce strategy,
talent acquisition and development, D&I, rewards and
engagement. A statistics graduate from the Madras Christian College,
Jalihal began her career in the marketing space, after pursuing an MBA from the
Xavier Institute of Management. Her professional journey started at Polaris
Software Lab in 2000, where she joined as a management trainee with the global
business development team. In her two-year stint there, she was promoted twice
and became a business development executive.
HR News: 11 Jan, 2021
1.
Nissan
India to hire 1,000+ to deal with record bookings
The Japanese car-manufacturing company will need
more hands to tackle the over 32,800 bookings and almost 2 lakh enquiries for
its SUV Magnite, which has received an overwhelming response in the market. Nissan India has witnessed over 32,800
bookings for its compact SUV Magnite. That is not all, it is dealing with about
1,80,000 enquiries too, which means it has a lot on its plate right now.
Therefore, the Company is gearing to hire at least 1000 people to expand its
workforce at the plant. It has already strengthened its dealer network, with
the sole aim of reducing the waiting period for Magnite to just a couple of
months. Launched in December, 2020, the compact SUV Nissan Magnite is probably
the Company’s most popular model yet. With so much work up ahead, the Company
is switching to three shifts at the plant to fulfil the demand, and increase
production and delivery capacity. This will also lead to job creation amidst
this pandemic-induced uncertainty, while ensuring that the customers do not
have to wait too long for their vehicles.
2.
Moscow metro welcomes
12 women electric train drivers as ban lifts
Automation has made it possible to
add train driving to the list of jobs that were once considered too demanding
for women. The
New Year saw 12 women drivers gearing up to drive passengers of Moscow’s metro.
These women are all set to perform their job of driving the electric trains, an
opportunity that women train drivers have had for decades now. However, in
Russia, in 2019, the ban that prevented women from taking up certain jobs
because they were considered too demanding or dangerous for women, was lifted,
all thanks to automation. The last woman metro train driver had left in 2014
and this is the first time since the 1980s that Moscow metro has hired women
drivers. The mayor of Moscow revealed that of the total 25 women who are
joining the Moscrow metro, 12 have already completed their training and have
been provided the required permits to drive. All women drivers are allowed to
choose the uniform — skirt or trousers — that makes them most comfortable. This
comes after lifting of the ban that disallowed women from taking up any of 356
jobs listed as dangerous and unfit for women. The list was based on a
controversial regulation that declared that any profession that required
lifting of over 10 kgs at least twice an hour was out of bounds for women.
Women’s rights activists in Russia have been arguing for some time now that 10
kgs is the average weight of a one-year old infant, and if the mother of the
child is not prevented from lifting it, then such a restriction in case of jobs
did not make sense either.
3.
Cornell
Johnson’s 2020 MBAs secure highest salaries despite pandemic
Demand
in the consulting sphere was the highest, followed by finance and technology. Cornell
Johnson Graduate School for Management, is one of the top 25 schools in the US
that reported salary and bonus growth despite the uncertainty that has gripped
hiring across the world due to the pandemic-induced economic slump. This
positive news stands out magnificently as 93 per cent of the 2020 class of MBAs
has received job offers, which is just 1 per cent less than the last year. Not
only this, the base salary grew almost six per cent, which covers the slight
dip in the placement results. The bonuses were up modestly, too, climbing up
1.1 per cent this year. Out of 280 graduates, 259 were seeking jobs. The 90 per
cent that accepted the job offers received by them, accounted for a jump of
pay, amounting to $138,767, up from $131,150, which is faster than the four per
cecnt growth between the years 2018 and 2019. The average total compensation
for the class of 2020 MBAs was $172,247 this year, which is 6.5 per cent more
than last year and 12.5 per cent more than two years ago.
An Evolving - Human Resource
An Evolving -
Human Resource
Human resource
management is a contemporary, umbrella term used to describe the management and
development of employees in an organization. Also called personnel or talent
management, human resource management involves overseeing all things related to
managing an organization’s human capital.
With changes in the
technologies and automation in Production to delivering, technology is a
saviour for companies to perform recruitment processes and certain tasks.
There is a constant
need for HR to Stay up to date to industry policies, technological and digital
changes, marketing strategies, and employee management skills.
Transparent and
immediate internal communication tool is a tool where
it makes easy for employees to communicate transparently for elimination of
doubts and clarity of goal.
·
Social Networks are
personal and work environment. Companies leave behind the more traditional
systems of communication to welcome applications that allow a simple, fluid and
direct communication.
The tendency is to communicate with complete
transparency and in real time any decision that is taken and affects employees,
as well as being able to assess how they have understood at a more particular
level.
·
There are tools that not
only facilitate this fluid communication with your employees, but also allow
you to link them with specific challenges that will help their absorption.
·
Solutions such
as Atrivity and
its new Feed section, allows you to communicate important corporate topics and
associate them with easy game dynamics that promote a successful absorption of
knowledge.
Employer
Branding: The Big Challenge
·
The concept of Employer Branding is not
current, it goes back to the 60's in the United States, but until
recently, only large companies had been worried about it.
·
But what is Employer Branding? It is the image that an organization has
towards its clients, its own employees and, above all, the image perceived
by its potential candidates.
·
More and more companies are focusing their
efforts on creating a value proposition through this term. A happy
employee will be a natural promoter of the brand.
·
The emergence of new players in the HR
landscape such as Glassdoor,
which give a public voice to disgruntled employees through reviews, will
strengthen companies' commitment to this concept and develop motivational
plans.
Effective
strategies and tips on how to improve your human resources operations.
·
Improve your hiring
process
·
Educate your
employees
·
Be clear about
expectations
·
Work on reward
programs
·
Utilize HR software
An
Important Lesson on not just building a company, but also a culture around it.
·
When the 26/11 attack took place at the Taj hotel, every staff of
the hotel worked round the clock to save the lives of their guest.
·
Many of them died in the attack, but their families stood proud of
the family of a soldier.
·
The then chairman of Tata group, Ratan Tata visited the
grieving families and provided them with monetary and emotional support –
a rare sight in these times of corporate culture.
·
Tata is one of the best examples of a company having strong
HR fundamentals. There were employee handbooks, but it never
spoke about sacrificing your life for the people.
In
the scenario of evolving Corporate environment, the HR function outweighs the company’s
strength and conviction in garnering its Human Resource. At the same time, and
evolved HR can bring a sea of change in an organization, no matter how big or
small.
Tuesday, 5 January 2021
Wisdom Learning Series-Guest Webinar : LinkedIn HR Recruitment strategy: Digital Marketing Webinar - Digital EDvantage -
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