SHRM South Asia Blog

A Holistic Guide to Leverage the Gig Economy Effectively and Flourish

 

This article is based on inputs from the Panel Discussion held on Day 1 – SHRMIAC’19 moderated by Salil Sethi – Founder and CEO at TuringTribe.com & Board Member Mentor at MIT, Martin Trust Center for Entrepreneurship with Raghavendra K – Senior VP & Global Head, HR at Infosys BPM, Rohit Thakur – HR MD, India Geographic Unit at Accenture and

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The Power of Theatre for Learning

 

This article is based on inputs from the Master Class by Ashish Vidyarthi, a Multi-Faceted Thespian and Thought Communicator, held on Day 2 - SHRMIAC’19. He taught some unique and engaging techniques about theatre and communication in the Master Class that enables us to discover our Modus Operandi and identifying its impact on our everyday lives and thereby, enrich our regular lives.

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An HR Perspective on Leveraging PSUs to Seize the 5-Trillion-Dollar Opportunity

This article is based on inputs from the Keynote Address delivered by Anand Shankar - Partner, Human Capital at Deloitte India and the Panel Discussion moderated by him with Indi Seehra - Director of HR at London School Of Economics & Political Science, D V Shastry - Executive Director of Training, R&D and Startup at GAIL and Amar Nath Verma - Executive Director at NTPC as panelists held on Day 2

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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...

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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...

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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...

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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...

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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.

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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...

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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...

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