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Human Resource Management

Essentially, the purpose of Human Resource Management (HRM) is to maximize the productivity of an organization by optimizing the effectiveness of its employees. With advancing organizations, HR professionals have to navigate challenges like employee wellbeing, proper communication, and creating a sustainable workplace environment along with adapting to the latest technology.

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Vinay Krishna

HR: Please overcome Fear Factor while hiring Tech!

Key Takeaways / TLDR :

The "perfect fit" is not always available due to demand-supply mismatch as the demand soars for Tech Talent, specially the New Age Tech Skills. HR and Hiring Managers need to confidently bet on "potential" rather than eternally keep looking for Mr. Right, who is often NOT looking at you! Demand is growing exponentially for skills such as software engineering, data management, platform design, analytics-based automation, customer experience design, and cybersecurity. The solution is to hire candidates with more unconventional backgrounds But, hiring managers are skittish about choosing people with learning curves to fill mission-critical roles.

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Rajive Jain

Key HR Trends for the year 2023

Key Takeaways / TLDR :

Workplace learning and upskilling for managers would be the key trend for 2023 apart from the developments in DEI. The other areas of focus for HR managers would be: 1. A focus on total wellbeing 2. Managing workforce ecosystems 3. Redefining remote and hybrid work strategies 4. The evolving role of the CHRO 5. HR enters the metaverse 6. Creating purpose-driven organizations 7. Inclusion across the employee life cycle 8. Upskilling leaders and managers 9. Increased investments in deskless workers 10. The rise of algorithmic HR 11. Reshaping workplace learning

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Ways to find and keep Top Tech Talent.

Key Takeaways / TLDR :

Business are struggling to find and keep Tech Talent. Good engineers want to work in highly modern environments; they don’t want to program in COBOL. This is not just about a comfortable environment, perks, and flexibility; they want to work on next-generation tools and projects. Below are some strategies that work: 1. Have a clearly worded job descriptions 2. Interviewer's familiarity with the topics and skills being recruited. 3. Expand the Sourcing Net to include new talent that is available from the Non-Degree programs like Skill Certifications etc. 4. Attract candidates who can grow via skilling programs.

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Vinay Krishna

What women want at the workplace?

Key Takeaways / TLDR :

A equitable, supportive, and inclusive environment! It is increasingly important to women leaders that they work for companies that prioritize flexibility, employee well-being, and diversity, equity, and inclusion (DEI). If companies don’t take action, they risk losing not only their current women leaders but also the next generation of women leaders. Young women are even more ambitious and place a higher premium on working in an equitable, supportive, and inclusive workplace.

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HR taking Skills based approach to build Workforce

Key Takeaways / TLDR :

While the Degree v/s Skills debate rages on, more and more HR Managers are taking to Skills-based hiring! 1. It creates a more resilient workforce and can be an effective strategy to prevent attrition. 2. Hiring for skills is five times more predictive of job performance than hiring for education and more than two times more predictive than hiring for work experience. 3. Workers without degrees also tend to stay in their jobs 34 percent longer than workers with degrees. 4. Skills-based practices allow employers to not only find the best workers but also retain.

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Dear HR, Tech Talent think and act differently!

Key Takeaways / TLDR :

Beware that Top Talent is interviewing you, not the other way around. Understand what tech talent really cares about. Money is important, but top candidates also care about working with new technologies, building up their skills, being part of a culture that values technology, and doing meaningful and interesting work. Much of the talent you need will have to come from within, so ramp up your reskilling and upskilling capabilities. Place an emphasis on building experience rather than simply providing certifications. It is impossible to imagine a successful business today without a strong tech talent!

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Key Takeaways / TLDR :

1) Embrace complex business models 2) Become activists to combat mistreatment of employees 3) Broaden function outside of payroll, create a well-rounded ecosystem 4) Create employees who don't need managers 5) Form more interactive virtual workplaces 6) Incorporate more flexible tech 7) Recruit more diverse employees 8) Discard 'corporate empathy' and adapt actual empathy 9) Provide life coaching to employees 10) Split HR in 3 areas : a. HR Operations b. HR Strategy c. People Success

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Rajive Jain

Future CEO - Roles and Skills

Key Takeaways / TLDR :

Korn Ferry takes a closer look at current leadership trends in Europe to examine what the future CEO will look like by seeking answer to the following queries: 1. What are the principal challenges that European companies and enterprises will face in this period? 2. How will future CEOs navigate these challenges and lead their people and companies? 3. What does the board need to become and do to enable success? Key findings as per me was that the impact of technology will grow for future CEOs and leaders of the future must have technological acumen.

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Growing importance of "Strategic HR" in driving business outcomes

Key Takeaways / TLDR :

"People are our most important asset" but in order to make this a reality there has to be "Strategic HR" function which is quite often missing in organizations. HR personnel can no longer limit themselves to just daily administrative tasks and the general HR operations such as recruitment, payroll, and employee experience. They should have strong understanding of the organization’s core business, its challenges, and how its workforce could be used to solve them. This whitepaper takes a deep dive into Strategic HR, its context, scope, and the new horizons it opens up for HR Professionals.

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