HR Learnings: 21st February, 2022

1.   Leverage your organisation’s LMS to reduce attrition.

Business organisations need competent talent to meet their growth projections. In the ever-changing business environment, companies find it very challenging to ensure that profits rise. Moreover, the increasing burden of costs and competition keeps the senior leaders on their toes. In this respect, acquiring competent talent ranks very high on any leader’s mandate.

2.  What do tech professionals expect from L&D programmes today?      

Technology professionals have the luxury of being in demand in today’s world. All thanks to the fast- paced technological change happening across sectors. To keep pace with the demanding marketprofessionals need top-of-the line training. Three areas in particular are in high demand among enterprise professionals. Cyber security, networking, storage and backup have been found to be the top priorities for organisations along with cloud expertise, Internet of Things (IoT) experience, data and business analytics knowledge, as well as artificial intelligence (AI) and machine learning (ML).

3.  Five ways to ensure that employees learn continuously.

With technology evolving faster than ever and job roles becoming more niche, career paths are just not linear anymore. Employees look forward to learning new skills, exploring new roles and keeping themselves relevant in a demanding job market. The new and upcoming generations are inclined to learn cross-functional skills on the job, and it is up to the organisation to provide the necessary avenues to learn.Leaders need to recognise their employees who are enthusiastic and make use of every opportunity to grow in their careers. They are the ones who do thorough research before venturing into a new challenge and learn about things which are unrelated to their work as well.

HR Movement: 21st february, 2022

 1. Byjus Tuition Center appoints Indraneel Kumar Das as AVP & Head- L&D.

Indraneel was associated with Kohler for over eight years, prior to which he also worked for PepsiCo and Raymond. Byjus Tuition Center has appointed Kohler’s former Global Head of Learning and Development Indraneel Kumar Das as the AVP & Head- L&D. In an exclusive interaction with People Matters, Indraneel shared that he is looking forward to leading with a ‘meaningful purpose’ in this new world,Indraneel said. He was associated with Kohler for over eight years, prior to which he also worked for PepsiCo and Raymond.

In terms of personal growth, the past 18 months have been the most significant for me- managing a teal team to create a globally significant #loveforlearning culture at Kohler Co» Indraneel further stated that delegation and empowerment are the key factors driving his style of leadership.

2.  Alok Verma- Hindustan Aeronautics Limited appointed Alok Verma as Director (Human Resources) of HAL. 

Prior to this, he was General Manager (HR) at the Corporate Office.  Verma joined HAL in 2006 after serving National Fertilizers Limited for 19 years. He has vast and diverse experience of over three decades in the HR function. Verma was instrumental in transforming the employee management relations at Hyderabad Division and played a key role in the settlement of the workmen’s wage revision and signing of the MoU.

3. Donna Morris- Executive Vice President and Chief Human Resources Officer of Adobe. 

Donna Morris stepped down from her role. Under her leadership, Adobe's workforce increased by 226% to more than 20,000 employees and its real estate/facilities presence has grown to more than 75 locations around the globe. She championed innovative workplace policies, including the introduction of expanded family leave, gender pay parity, and opportunity parity, all of which helped grow Adobe’s global diverse employee base.

HR News: 21st February,2022

 1.  Microsoft looking for freshers for software engineer positions.

Microsoft is looking to hire software engineers for its offices in India. Freshers who have scored at least CGPA of 7.5 out of 10 in BTech or MTech or have an MS degree in computer science or related quantitative field may apply. The only condition is that these freshers should belong to 2022 batch.

As per the official job positing, the ideal candidates should be capable of writing “clean, well-crafted code with an emphasis on quality, simplicity, durability, and maintainability”.The selected candidates would be expected to understand the needs of the customers, be willing to assist with planning, prioritising and scoping projects, and also be able to provide estimates.

That means, they should possess the ability to think from the customer’s point of view and experiences while designing solutions, be particular about timely delivery, be adaptable to change, be capable of communicating well, should be able to provide and obtain design feedback, and also create simple, flexible and comprehensive designs among other things.

2.  SC clears way for Haryana to implement 75% job quota law.

The Supreme Court has set aside the stay that the Punjab and Haryana High Court had ordered to stop the implementation of the 75 per cent job quota in Haryana. The road is now clear for the state government to put in place the job quota, which allocates 75 per cent of privately-held jobs, up to a certain level, in the domicile of Haryana to local candidates. The top court told the State to not take any “coercive steps against the employers”.

The apex court pointed out that the high court order, which issued a stay on the ‘Haryana State Employment of Local Candidates Bill’, has been put aside as the court did not find sufficient reasons for staying the law.

The High Court had issued an interim stay on the law earlier in February. The state government took the matter to the Supreme Court. Earlier, they had enacted the law across the state on 15 January, 2022.

The Act dictates that once it is in effect in Haryana, every employer shall employ 75 per cent of the local candidates with respect to such posts where the gross monthly salary or wages are not more than Rs. 30,000

3.  Kotak introduces New Mother Benefit Policy.

Any mother who returns to work post child delivery practically leaves a piece of her heart at home.

To support the commitment of working women, Kotak Mahindra Bank Limited (KMBL) has introduced a New Mother Benefit policy, that will offer financial support to new mothers for a period of one year after return to work to help them set up a reliable support system for new born and mother herself.

Under the New Mother Benefit policy, all KMBL women employees – referred to as Kotak Wonder Women - will get an allowance every month for a period of 12 months. 

The child care allowance will start from a mother’s return month, post maternity leave. New mothers who are new joinees as well as those who have recently adopted a child will also be eligible for the benefit.

Women employees account for nearly a quarter of our bank workforce. Kotak has always been sensitive to developing a better work culture for Kotak Wonder Women. We also offer flexible work hours, flexible work opportunities and other arrangements for Kotak Wonder Women. We endeavour to keep doing more and more on this front.  The New Mother Benefit policy is a proactive step to address this need of our women employees. We want to support them in better managing their careers as well as their children's lives,” said Sukhjit Pasricha, President & Group chief human resource officer, Kotak Mahindra Bank.

Online HR Economic Times Our-Case-Act Competition 2022

    

Event Report

Title of the Event : Student Centric (Club Activities) In-charge Faculty : Prof. Dr. Mrs. MERLYN MICHAEL D`SOUZA Day : Tuesday Date : 20-Feb-2022 Time : 11:30 AM Venue : Virtual Platform Audience (for whom conducted): PGDM & PGDM (PM) 1st Year Batch 2021-23 & 2nd Year Batch 2020-22 Number of Finalists: 16  3 Topic : Economic Times HR "Our-Case-Act" - Online Competition Organized by which Club : HR Club Winning Economic Times HR 'Our-Case-Act' videos  : 1st Rank  Menka Shah PGDM-Div C, 1st Year,  Shruti Pillai PGDM-Div B, 1st Year,  Mansi Sehgal PGDM-Div C, 1st Year 2nd Rank  Siddhi Sawant PGDM-Div A, 1st Year, Anjali Sawant PGDM-Div A, 1st Year 3rd Rank Swapnali Pavanskar PGDM-Div C, 1st Year Bhupal Rajenimbalkar PGDM-Div C, 1st Year Amrut Dabir PGDM-Div C, 1st Year Abhinav Taiwade PGDM-Div C, 1st Year

HR Learning: 14th February, 2022

 1. Five ways HR leaders can accelerate innovation in their organisation.         

Leaders are at the forefront of this change and tasked with giving direction to their organisations, to successfully emerge from this crisis unscathed. It starts with changing mindsets and building resilience. Organisationally, achieving or improving resilience includes building a more agile operating model; ensuring that the workforce has the right capability set; nurturing organisational relationships ; sharing data in real time; displaying and promoting leadership that engenders trust, supports creativity and innovation.

2. Five key skills required in an age of digital transformation.

 As a growing number of organisations integrate digital technologies into all aspects of their business, digital transformation has come to be regarded as the means to increase the effectiveness of business operations and customer relations. It has helped organisations deliver quality products, meet customer requirements, perform better financially, and stay ahead of the innovation curve. To transition and emerge as a more digitally-mature organisation requires not only strategy, digital culture and tech infrastructure, but also the most critical component of all — a highly skilled and digitally savvy force. Following are the skills aglie market, cyber security , analytical-data driven mindset, new media literacy, virtual collaboration.

3.  Employee well-being is not just a priority, it’s a way of life: Hyundai Motor's Charles Walter.

While policies and practices covering health, insurance and medical assistance have found enhancements when it comes to employee wellbeing, the critical factor to build resilience, sustain compassion, and stay on the course of the purpose is striking a balance between leadership empathy, reflective policies and practices, and a reimagined workplace, says Walter.

HR Movement: 14th February, 2022

1.  Russell Reynolds Associates (RRA) appoints Renée Bell as Chief People Officer. 

Bell spent nearly a decade at RRA as the global head of learning and development and was instrumental in leading the firm’s professional development programs, diversity, equity and inclusion (DEI) efforts, apprenticeship, and more.                                                                                                                                  Renée Bell as Chief People Officer in the new role, will lead the global People team to further align the firm’s people strategy to its business strategy and will help cultivate talent to further strengthen and deepen the organization’s inclusive culture. She is based in Chicago and will serve on the firm’s Senior Leadership Team. « She is an accomplished leader who will help us further strengthen the diversity of our talent bench to fuel our continued growth, emphasizing how we develop and reward our people while attracting new talent. These are critical pillars for our firm’s continued success.» «I am thrilled to rejoin RRA and be a part of the firm’s next chapter of growth and development under Constantine’s leadership,» Bell said.

Bell spent nearly a decade at RRA as the global head of learning and development and was instrumental in leading the firm’s professional development programs, diversity, equity and inclusion efforts, apprenticeship, and more. Most recently, she was Chief Talent Officer at Cornerstone Research, where she managed a global team responsible for talent and development.

2. OYO hires Satyadeep Mishra as CHRO for international markets.                      

While Mishra will head the people operations for international markets, Dinesh Ramamurthi will lead people operations specifically for OYO’ core markets such as India, South East Asia and OVH (OYO Vacation Homes).

 OYO has appointed Satyadeep Mishra, as the CHRO for its technology, product, shared services and international markets teams. His appointment comes at a time when OYO is focused on introducing new features in the hotels and homes technology platform. The Company aims to significantly scale up its data science, design, engineering and product teams. “To me, the story of OYO is a story of focus, resilience and transformation. I am delighted to be a part of OYO’s journey and super excited to help build a culture of solving problems and creating solutions with a technology-first approach, for our OYOpreneurs, patrons and customers,” says Mishra on his appointment.

3. Plum appoints Zoheab Rehaman as the Head of People Success.                                        

 Oheab comes with over 11 years of experience in leading people practices in prominent startups and global corporations such as Mu-Sigma, Pocket52, Scienaptic AI and Fintellix Solutions among others.    Zoheab from February 1, 2022, and will be working closely with the founders as the company looks to grow from 100 employees to over 1000 over the next two years. In his previous role as Head of HR at Pocket52, Zoheab was instrumental in scaling up from an approximate 25 member team to 150 professionals within a few months. Plum values the growth and happiness of its people. We welcome Zoheab to the Plum family and are confident that his people-first approach will help us build a robust team, which values each other and are motivated to drive the broader organisational vision.

HR News: 14th February, 2022

 1. Apple’s retail staff to get more parental leave, vacations and paid sick leave.

Apple employees in the US can look forward to more paid sick leave, vacation days as well as parental leaves. 

As per media reports, Apple will double the paid sick leave for its full-time and part-time employees. The move will allow its staff more time for mental and health leave or attend to their family members who need support. Starting April 2022, it plans to allow its part-timers the benefit of emergency backup care for children or the elderly.

Those who have been with the Company for at least three years will now be eligible for extra vacation days every year, reports Bloomberg. Part-timers will also be able to avail six days of paid leave for vacations. The parental leave for part-timers has also been extended to up to six weeks with pay. New parents will now be allowed to increase their working hours gradually in the first four weeks of their return to work. 

These benefits have yet to be officially announced, though.

2. Meesho announces versatile workplace model.

Internet commerce company Meesho  has announced a boundaryless workplace model under which employees can choose to work from home, office or any other location of their choice.

Based on employee demand, the company will be setting up satellite offices at locations with higher talent density. This will enable its workforce with real-time and virtual collaboration tools, providing them ample opportunities to even meet and collaborate in-person.   The company is also introducing initiatives like trips to attend quarterly summits and an annual workation in locations like Goa. To support working parents, Meesho will sponsor day care facilities for employees with children below 6 years of age. This can also be availed during official travels to Meesho’s head office in Bangalore.

Ashish Kumar Singh, Chief Human Resources Officer, Meesho said that the company is driven by the mantra to build a people-centric workplace and it has always ensured employees are at the core of everything the company does.

3.  Tesla sued over allegations of tolerating racial discrimination.

California state agency sued automaker Tesla over some allegations raised by Black workers. The workers alleged that the company tolerated racial discrimination at an assembly plant. This, adds to the several lawsuits against the company. 

"Workers referred to the Tesla factory as the 'slaveship' or 'the plantation,' where defendants’ production leads 'crack[ed] the whip,'" the agency said in the complaint.

According to a Reuters report,  the lawsuit filed in state court late on Wednesday by the state's Department of Fair Employment and Housing (DFEH) said Tesla's factory in Fremont, California, is racially segregated and that Black workers claim they are subjected to racist slurs and drawings and assigned the most physically demanding jobs.

Reacting to the incident, the company said in a blog post, “A narrative spun by the DFEH and a handful of plaintiff firms to generate publicity is not factual proof.”