SHRM South Asia Blog

Artificial Intelligence and Employee Engagement: Connecting the dots

With the explosion of learning analytics, rapidly growing IoT landscape and advanced Machine Learning capabilities, Artificial Intelligence (AI) is an imminent breakthrough disruption in employee engagement. We explore how organizations can experiment with AI tools to proactively sense problems and recommend solutions to boost engagement.

As Artificial Intelligence (AI) continues to find greater inroads in almost all aspects of our daily lives, one can only begin to image its impact on the corporate world. Organizations, whether large or small, are continually looking at ways to leverage AI in some form or another, and with...


Successful Women in Tech and HR Stereotypes They Broke

When someone says ‘techie’, the image that most likely comes to mind is a Sheldon Cooper-ish male with glasses and a hoodie. We often associate women with domains like HR, PR, etc. and seldom with technology. This is one of the biggest stereotypes not only held by HR practitioners but society at large. This gets reflected in the statistics relating to women in tech as well.

Less than 30% (average) of the tech workforce consists of women engaged in ‘core’ tech jobs. For example, Netflix has 47% women employees but only 30% are in tech...


Language is the Key to Deal with Workplace Politics

"It’s All Politics:  Winning in a World Where Hard Work and Talent Aren’t Enough"-is  the title of a book by Kathleen Kelly Reardon, PhD.

Whomever I have referred this book to has found it engaging, and the title itself has drawn a lot of "yays" due to its immense relevance  at the workplace. The topic is indeed  interesting and important enough to garner some compelling perspectives around it. So my objective of penning these thoughts was an attempt to simplify this complex phenomenon of “workplace politics” for a working manager.

First let us deal with...


Trust and Influence in The Digital Age: Privacy, Data Protection, Fake News - What Is HR's Role and Responsibility?

The rapid advancements in the technology and communication have ushered in a digital age that is enabling businesses to revolutionize how they function, enhancing their product/ service to meet the needs of the customers, transform employee experiences and so on. One of the main enabling factors is the voluminous data that is allowing businesses to engage in analytics and derive deep, actionable insights.

Data in the digital era

As technology and digital communication continue to cement and augment their place strongly in our lives, our lives are becoming digitized and increasingly transpiring online. This...


The Design Thinking Revolution In HR

Business and its every facet have changed in leaps and bounds over the past decade or so. Business success was earlier tied only to product/ service optimization in the context of large investments, long timeframes and higher risk associated with investments. Changes (whether to improve the product or the process) could not be made suddenly, not without heavy losses and higher risks. Data from the past history and otherwise was limited and was only used for future predictions. Using such forecasts, businesses would plan years ahead to roll out changes so that they can achieve predictable results.



How Big Is Too Big? Making Sense of Data Analytics to Drive Business Value

HR is a field that has always generated large volumes of data. For instance, candidate profiles, recruitment data, career progression data, personal development and review data, appraisal data, employee engagement data, etc. With the rapid advent of technology, it is even possible to analyze and leverage data from social media profiles, emails and so on too (apart from the traditional means) to understand employee sentiment and gather other such insights.

Earlier, businesses and HR teams would not leverage such data to gain deep insights to refine/ add value to their decision-making. Today, there is a growing...


Budget 2019: An HR Perspective

The recently announced interim budget was a highly anticipated one. Riding on the wave of the upcoming election, it was touted to be a populist budget giving in to the wishes of the Indian electorate.  Media channels and publications predicted that the interim finance minister Piyush Goyal would give a budget speech with the flavour of an election speech.

The union budget did not fall short of those expectations and brought in budget-sops, tax changes and new schemes for many sections of the society. The important thing to note was that the budget laid the context...


A quick guide to understanding Instructional Design

One of the many terms that have gained importance in the past few decades in the area of learning and development is Instructional Design. In the simplest of terms it means development of training material and experiences that enable a person to learn. The creation is not a simple process of developing content. There are principles that have to be applied to ensure that the material is impactful, relevant and applicable. The end goal of learning has to be met, but within a certain time-frame. Therefore, the emphasis is on following a systematic methodology to do the same....


Unconscious Bias at the Workplace

Biases are an integral part of human nature. At the workplace, human biases can become toxic or lead to discrimination, creating a stifle environment and impact productivity and profitability.

Biases work at two levels- conscious (those that we are aware of and can work towards overcoming) and unconscious ( those that are a part of our subconscious and surface from time to time). The latter often goes unnoticed and unchecked to the person displaying such biased behaviour.

Types of Unconscious Biases-

Unconscious bias might seem like a small element in the overall...


HR as the Revenue Contributor in the Age of Technology

Technology is advancing at an unprecedented rate today. This has led to a drastic evolution within organizations and their various functions. More companies are now expecting human resources function to contribute to revenue and profitability. A study at the University of Michigan concluded that while only 20% of the organizations are using their HR functions as active business solutions partners, nearly 60% organizations are starting to expect more out of HR by encouraging their partnership with core functions to improve business productivity. While this will indirectly contribute to the revenue, HR can also directly impact revenue by...