| ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
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.
Monday, 27 December 2021
Assessment Centre Workshop Day3:Transactional Analysis ego-states defining Exercise
Wisdom Learning Series: Guest Webinar: SHRM IAC 2021 Virtual conference
| |||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
Wisdom Learning Series: Guest Webinar: No Sight but a Great Vision: HR Inclusion-BMA
| ||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| ||||||||||||||||||||||||||||||||||||||||||||||||||||||||
Saturday, 25 December 2021
HR Learning: 27th Dec, 2021
1. Reinventing the HR function through programmatic learning
A one-off e-learning module or course does not expose employees to the breadth of information that is needed to cover the more complex issues. L&D programmes must be far more agile and require more digital technologies to enable employees to top up their skills on a regular basis and learn around their busy schedules, whether in the office or at home. As continuous, action-based blended learning programmes, they provide employees with the opportunity to test their knowledge in real-life situations, often spanning several months, with an understanding of how a particular task or skill will relate back to the overall business function. If L&D is to succeed, it’s important to address the issue from all sides – all onboarding, upskilling and wider training programmes need to be reviewed.
A good first step is discussing this with employees themselves, allowing them to air their views but ultimately ensuring that they too are on board with the process. All leaders need to review the shortages and talent deficit specific to their business and adapt training programmes to fit individual learner needs. It is here where learning technology will likely play a major role in helping to deliver these programmes.
2. Key HR Trends That Will Shape the Future of Work
In today’s fast-changing world, with work, workplace, and workforce undergoing radical change, the onus of smooth transitions falls heavily on HR leaders. As the pandemic continues to wreak havoc, how can HR navigate the crisis to keep employees happy, healthy, and productive? What are the top HR trends that will shape employee experience in 2022? Check out this issue of HR Strategy & Planning Excellence for key insights on the emerging HR trends, challenges and priorities ahead for HR leaders. Check out the cover article, 10 HR Trends To Watch For In 2022 to learn why the new year will be an year of opportunity. While society is learning to live with Covid-19, HR teams are considering the opportunities to transform the workplace and shape the future of work.
3. India aims to expand the engineering talent pool with its new chips to startups program .
The Government of India recently announced a chips to startups program which will expand the already growing engineering talent pool across the country. The Union Cabinet has approved a financial outlay of Rs 76,000 crore for the semiconductor manufacturing ecosystem in India, announcing incentives for every part of the supply chain including electronic components, sub-assemblies, and finished goods. The biggest advantage that India has is the entire design ecosystem. We have around 24,000 design engineers working in India.
HR Movement: 27th Dec, 2021
1. Apple fires
#AppleToo movement leader
The programme manager was terminated for non-compliance
A programme manager at Apple, who is also a leader of the #AppleToo movement, was fired by the Company for what Apple called ‘non-compliance’.
Janneke Parrish was accused of deleting files from her official devices amidst an internal enquiry into worker organisation and leakages. Amongst the files she deleted were various apps such as Pokemon GO, Google Drive and Robinhood.
However, the employees feel Parrish’s termination is the Company’s way of retaliation, given that she was actively involved in the #AppleToo movement. Quite recently, another employee was fired for having leaked some official information that was supposed to have been confidential.
Following her termination, an official memo had been sent to the employees by the CEO that clearly stated that employees who leaked confidential information are not part of the Company and that those involved in such activities would be caught soon and be subjected to strict action. The said employee, Ashley Gjovik, had then revealed how employees were inappropriately treated and discriminated against at the Company.
Parrish and another colleague, Cher Scarlett, a software engineer, had begun to reveal and share stories pertaining to discrimination and harassment at Apple. They were actively using the #AppleToo website to encourage employees to share their experiences, which they were then sharing on other media.
Scarlett, who was speaking in favour of remote work and transparency of pay, has gone on medical leave, as she was reportedly harassed for her activities and for speaking up.
2. Mcapital appoints Rohit Agrawal as Chief Executive Officer
Mcapital, the lending arm of Mswipe, appointed Rohit Agrawal as Chief Executive Officer. In his new role, Rohit will expand Mswipe’s core payments business by building a robust merchant financing and small loans vertical through Mcapital.
He will also oversee the adaptation of innovative technology in creating new credit products for SMEs. Rohit’s appointment is a crucial step towards strengthening the core leadership team at Mswipe.
3. OYO hires ex-SBI chairman Rajnish Kumar as Strategic Group Advisor
OYO has announced the appointment of Rajnish Kumar, who has spent over 40 years in the financial sector with SBI, as Strategic Group Advisor of the company. Rajnish who joined the bank as a probationary officer in 1980 and retired as a chairman in October 2020, will be tasked with a key role in advising the management on short term and long term strategy, regulatory and stakeholder engagements, and enhancing our brand globally.
HR News: 27th Dec, 2021
1. No vaccine, no salary’: Punjab government to employees
Punjab government has issued a mandate for coronavirus vaccination to its employees. If employees do not upload their vaccination certificates on the Punjab Government portal, they will not receive their salaries.According to the order an employee who has received one dose should register the number of the certificate. If vaccination certificate details are not furnished, the employee’s salary will not be released. The order also suggested that employees link their COVID vaccination certificate number with the salary module. If this process is not completed by adding information regarding vaccination, then they will not receive their salary.Employees can enter their vaccination certificate number in the Integrated Human Resource Management System (iHRMS).Punjab has become the first state in India to issue a vaccination mandate for its employees.
2. 1 week’s paid leave for staff of the Good Glamm Group
Good Glamm Group or G3 as it is called, the Indian beauty and personal care unicorn, has announced a week-long break for its employees.
Earlier, the Company had launched ‘birthday leave’ for all 2000+ employees, allowing them paid leave on their respective birthdays and presenting them with a birthday voucher.Kartik Rao, chief people officer, Good Glamm Group, says that the firm understands that “it is time for them to take those long-awaited trips and spend quality time with their family during the festive season of Christmas and New Year.”
The group also organises monthly engagements along with a special onboarding programme for pre- and post-onboarding connect. In addition, G3 launched the new R&R programme – GoodLight – where it recognises the right behaviours and performances of the workforce.
3. China proposes law to protect women employees’ rights
The Chinese government has proposed a ban on employers placing gender preferences in their job ads, and also asking women applicants about their marital and pregnancy status.
This decision would overhaul a three-decade women’s rights law in the country. The draft amendment to the Women’s Rights and Interests Protection Law is currently being reviewed by the Country’s top legislative, in a five-day meeting. In all likelihood, the legislation will be introduced next year.The revised draft will be more detailed and offer a more clear and precise idea of the legalities involved in issues such as sexual harassment at the workplace. The new law will make it compulsory for employers to set up proper response and preventive mechanisms to handle complaints at the workplace. Further, the law prevents rejection of candidature of girl students or compromising on the requirements and eligibility of boy students just to fulfil the gender quota. Women will, henceforth, in all likelihood, enjoy equal pay and land benefits. Failing to ensure this may attract strict action.
Monday, 20 December 2021
Wisdom Learning Series: Guest Webinar: The Great HR Debate! LearnTech Special-HR katha.
Has immersive technologies established its effectiveness as tools in L&D or is it still gimmicky?
Immersive technology in HR
• Role of Hr’s has changed. CHRO’s are becoming talent managers to upskill employee’s talent.
• They want to create an environment which will help employees to learn and make them understand what learning means.
• There should be a pull for learning rather than a push from the organization.
• Many companies like google, Microsoft coming up with metaverse which is virtual reality space which help users to interact.
• Immersive technology is which help the learners in getting all the information/resource which will be needed to learn and immersive technology as enabled that.
• Logistics technology had a huge application on the immersive technology.
• Due to immersive technology footfall is higher on online portal in comparison to offline/physical store or brick and mortar store.
• when it comes to HR immersive technology in which managers, leaders are created it maybe of some use but not to the fullest as it needs actual people and where personal feedback is given regularly.
• Wherever there is a roleplay immersive technology may not be effective as it is in other fields.
• Immersive technology has taken convenience to the next level.
• Now, talking about the challenges there are mainly two challenges first is mass adoption. This how much people have adopted as this is still new concept in India.
• Second is miniaturization which means only few or limited set of people use immersive technology with the good amount of investment.
• When talking about the economies of scale in future it will become more miniature and cost will be less and the usage will be massive.
• As it reaches mass people it will have effect on people’s thought process and will change the social development and also the way they learn.
• Even though the investment is huge for going fully digital but still it can be achieved in the future.
• In conclusion, immersive technology has a huge impact in every field but it is not effective when it comes to HR where human touch is must.
PHOTOGRAPHS:-
Subscribe to:
Posts (Atom)