By Archana Jerath | Director, Operations - APAC & MENA, SHRM India
The Society for Human Resource Management (SHRM) partnered with SAP Success Factors to conduct a webinar on Paradigm shift in learning, performance and experience management for employees and agents alike. The webinar took place on the 28TH of July 2021
The webinar witnessed enthusiastic participation from a keen and very astute panel gracing the occasion with their esteemed presence. We had the following speakers with us:
The Society for Human Resource Management (SHRM) partnered with SAP Success Factors to conduct ALPHA Round Table for PSUs on Accelerating learning in the new world of work on 8th July from 3 PM – 4:30 PM IST
The round-table panel discussion witnessed enthusiastic participation with HR heads from large PSUs gracing the occasion with their esteemed presence. We had the following speakers with us:
The Society for Human Resource Management (SHRM) partnered with SAP Success Factors to conduct a webinar on Role of CHROs in building future workplaces in the pharma industry. The session was conducted on 30th July from 3 PM - 4 PM IST
The webinar witnessed enthusiastic participation from a keen and very astute audience gracing the occasion with their esteemed presence. We had the following speakers with us:
If research is anything to go by, a diverse and inclusive workplace can be a force reckoner for the company’s bottom line. Whilst companies sit on the edge of their seats to make their work places more diverse, women climbing the corporate ladder continue to face pain points in their quest for upward mobility.
The infamy of the glass ceiling is dwindling in many places. Yet women routinely face challenges at entry-level and mid-level management positions.
“It is not the strongest or the most intelligent that will survive but those who can best handle and manage change” – Charles Darwin
As the newer variants of the COVID-19 virus continues to wreak havoc in different parts of the world, Darwin’s words are echoing in business corridors. Amidst the doom and gloom, people management has taken center stage.
The last one year has seen a radical shift in the way appraisal processes are being conducted across organizations. HR professionals are working hard to balance out the constant struggle between employee expectations and setbacks that are being faced with the onslaught of COVID-19.
In the prevailing pandemic, business leaders have decided to launch fresh initiatives for a digitally savvy enterprise in order to keep businesses running smoothly and efficiently. However driving change comes with a plethora of challenges especially for employees who have to adapt. Thus it is imperative that transformation occurs without losing the human touch.
In the wake of the COVID-19 pandemic, the world labour market is witnessing an imbalance in the skills of the workforce, coupled with the swift adoption of technology. The current scenario has fast-tracked the urgency for reskilling and upskilling to prepare the workforce for the future.
The current knowledge-driven environment has necessitated clear outcome-based learning programs at speed and with agility. The pandemic has shown that this is possible with most businesses upgrading the way they work and providing upskilling opportunities for their employees. This blog captures the insights from the session on "Enabling an Agile Workforce with AI-powered Learning" at the SHRM India Talent Conference 21.
In a matter of weeks, remote working has become a norm thanks to the COVID-19 pandemic which has virtually brought the world to a grinding halt.
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.
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
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.
India celebrated its Independence Day a few days ago. The joy of being an independent nation also brings a high degree of responsibility and accountability with it. When we superimpose the same thought process on organizations, most individuals wonder if the guidelines remain the same. Employees have a view on what freedom at the workplace means for them and so do organizations. But are the two perspectives aligned? Do they speak to each other and operate together?
That is the question we want to be able to answer today.
The technology boom in the last 20 years has seen a drastic change in the way we lead our lives and work. However, the coming years promise a technology induced disruption like none other. The current buzzwords of AI, VR, Blockchain and gig economy are pushing businesses to take cognizance of technology and its effect on their future.
The past couple of decades have noticed a marked change in the way the HR sector functions. From becoming a sector at the forefront of business to adapting to the latest in technologies, HR has grown by leaps and bounds.
It is the era of millennials who change jobs like they change clothes. Their patience and tolerance levels are low and job satisfaction is high on their priority list. They quit a job before they can be fired if they do not find the organization to be a great fit for their personality and needs. They are talented and companies want them, but to retain them, HR teams need to start thinking differently.
