Aseem Nath Tripathi

My insightful chat with Diksha Bhojwani on Employee Engagement I recently had a fantastic conversation with Diksha Bhojwani, a Senior HR Leader, about the secrets to unlocking employee engagement in today's ever-changing workplace. Here are some key takeaways from our discussion: * Engagement Redefined: We spoke about how engagement is no longer just a buzzword, but a crucial indicator of a company's health and employee happiness. * Building Connections: Diksha shared innovative initiatives that foster meaningful connections between employees and their leaders, promoting valuable conversations and knowledge sharing. * The Power of Recognition: We discussed the importance of structured recognition programs to celebrate achievements and milestones, boosting employee motivation and satisfaction. * Empowering Through Training: We explored the value of investing in employee development through training programs, both technical and personal, while providing clear career advancement opportunities. * Holistic Wellness Matters: Diksha emphasized the critical role of employee wellness programs in promoting mental, emotional, and physical health, leading to a more motivated and well-rounded workforce. This conversation really highlighted the importance of taking a comprehensive approach to employee engagement. If you're looking to transform your candidate-to-employee journey, be sure to check out Leap Onboard (https://LeapOnboard.com)! #EmployeeEngagement #WorkplaceWellness #CareerDevelopment #Recognition #Podcast #LeapOnboard

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In our latest podcast, I had the pleasure of interviewing Diksha Bhojwani, a highly accomplished Senior HR Leader. We discussed the pivotal role of communicating a company’s culture, mission, and vision to new hires, both before and after they join. Here’s what Diksha shared: 🔹 Clearly Defined Company Values, Mission, and Vision: These are essential for communicating and assessing cultural fit in candidates. 🔹 Role Expectations and Growth Opportunities: Defining how candidates fit into the organization and highlighting growth opportunities can significantly enhance their connection. 🔹 Post-Hire Alignment: Regular check-ins, feedback, and engagement activities are crucial for ensuring new employees stay aligned with the company’s goals and values. If you’re ready to transform your recruitment process, reach out to us at Leap Onboard (https://LeapOnboard.com) and let us help make your candidate-to-employee journey smooth and efficient! #EmployeeOnboarding #CompanyValues #CultureChampions #LeapOnboard

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Step into the strategy side of HR and make a real impact as an HR Business Partner. 👥 If you are an HR aspirant, our HR Business Partner (HRBP) course in Delhi is best for you as it offers you practical, strategy-focused insights into human resource management. 📊 Don’t miss this chance to advance your HR career. Reach out to us now! ✅ . . . . . . . #careerinhr #hrmanagement #connaughtplace #hrtraining #hrbptraining #careerbuilding #futureofhr #educationandcareertimes #jointhehrjourney #hrdelhi #ect #ectcourse #hrprofessionals #newdelhi #hrbusinesspartner #hrbp #humanresources #hrstrategy #hraspirants #hrleadership #sixpl

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At the recently concluded #SHRMIAC24 #Delhi, organised by SHRM India, where I was truly inspired by the panel discussion on "Mindset Matters, But ‘Heartset Leads’ - Evolving Leadership for an Exemplary EX." The panelists, Dinusha Jayamanne, Bhanu Sharma, and Karuna Vempala and expertly moderated by Nitya Vijaykumar, delivered a powerful message about the future of leadership. This discussion resonated deeply with me, particularly its emphasis on vulnerability, empathy, and truly understanding our teams. It's not enough to simply acknowledge employees as our biggest asset; we need to demonstrate genuine care and recognize their humanity. 3 Key Takeaways: 🧠Vulnerability is Strength: Leaders who show vulnerability create a safe space for their teams to do the same, fostering trust and authenticity. 🧠Empathy is Key: Understanding and responding to the emotions of our employees is crucial for building strong relationships and a positive work environment. 🧠Actions Speak Louder: We need to go beyond words and demonstrate care through our actions, creating a culture where employees feel valued and supported. Thank you to the panelists and moderator for this insightful session! It's time for leaders to embrace their heartset and lead with empathy and vulnerability. #leadership #vulnerability #empathy #SHRMIndia #SHRM Luminary Learning Solutions #GrowingLeaders

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Top 5 Challenges in PoSH Compliance and How to Overcome Them #posh #workplacesafety #workplaceculture #compliance #leadership #poshact

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🚀 The Evolution of Executive Compensation in India: A Blueprint for Performance-Driven Growth 📈 In today's competitive corporate landscape, executive compensation is more than just salaries—it's a strategic tool to attract, retain, and motivate top talent while aligning their goals with the company's long-term vision. 🔍 Why is it crucial to understand executive compensation? 1. Attracting Talent: With an average CEO salary of INR 2.5 crore in India, knowing market standards helps companies stay competitive. 2. Retention: High turnover can cost companies over 150% of an executive's salary. Well-structured compensation packages are key to retention. 3. Performance Alignment: Studies show that aligning pay with performance can boost financial results by up to 20%. 4. Regulatory Compliance: Understanding legal frameworks ensures compliance and mitigates risks. 5. Navigating Market Dynamics: Being aware of compensation trends helps companies adapt to economic changes. 💼 Key Components of Executive Compensation: - Base Salary: The foundation of any compensation package, competitive across various industries. - Annual Incentives: Bonuses linked to KPIs drive short-term performance. - Long-Term Incentives: RSUs and stock options encourage executives to focus on sustainable growth. - Performance Shares: Compensation tied to specific goals ensures accountability. 🌟 Real-World Examples: - Infosys: Over 50% of CEO compensation is performance-based. - HDFC Bank: 30% of executive pay linked to return on equity (ROE) goals. As India's corporate landscape evolves, understanding these dynamics will help finance professionals, business students, and corporate HR executives craft effective compensation strategies. Let's create win-win situations that drive performance and maintain organizational integrity! 👉 What are your thoughts on executive compensation trends? Share your insights below! https://lnkd.in/djPrcHkp #ExecutiveCompensation #Leadership #HumanResources #Finance #India #CorporateStrategy

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It's a pleasure sharing our insightful conversation on How HR Leaders Hire the Best Talent with HR stalwarts Shourya K. Chakravarty, and Sahana Shankar moderated by Romesh Srivastava. We explored culture fit hiring, leveraging technology in recruitment, and strategies to eliminate biases, providing a comprehensive framework for effective and equitable talent acquisition. https://lnkd.in/gRJ5_GNM #SigtsInPlus #HiringProcess #HiringTheBest #BesFit #HiringCultureFit #CultureFit

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The Future of HR is Here: Empowering, Efficient, and Built for You. ✨ This HROne Panel Discussion dives deep into the power of HR Tech and AI, showing how they can transform your team. Join industry leaders, Dr. Gaurav Buch Global CHRO and Vice President - HR Admin, Sushil Tripathi, Nirav Brahmbhatt and Vikas Singh Songara, as they tackle tough questions like job displacement and unconscious bias, revealing how AI can be your partner in progress, not a replacement. Here's a glimpse of what's waiting for you: ❇️ HR: From Survival to Thriving ❇️ Leveling the Playing Field ❇️ The Human Touch Endures ❇️ Data-Driven Decisions Ready to shape the future of work? Watch the full discussion on YouTube, here: https://lnkd.in/gMjrAywn Let's work together to create a future where everyone benefits! #HROne #HRTech #FutureofWork #ChangeManagement #MakeADifference P.S. Don't miss the inspiring stories and insights shared by our amazing panel!

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Along with my colleague Bhaskar Das, I facilitated a client workshop with their top team. The HR head is a keen OD practitioner as well, and was (as per his note) learning from us along the way. Facilitation skills are learnt over time and each of us need to develop our own style. But some core concepts are useful to remember. At Think Talent Services, we tend to use some principles in facilitation, as in much of our Talent Management work. 1. The Carl Roger's philosophy : Help the helpee help themselves. (Our translation: Any individual or team must set their own agenda and actions, and work through the path themselves, with some nudges and insights from facilitators) 2. The Flow Model : Happiness comes from a deep immersion in one's work and challenges, and should be in the zone of stretch capability. (Our translation: The individual's or team's capability is a key ingredient in the equation of optimal performance, and must be examined with an clinical eye of external facilitators. There is no point in taking any team down a garden path) 3. The facilitator must first think of the client and the effectiveness/outcome of their work than creating an impression of goodness only. (Our translation: Sometimes facilitators can get caught in their own worldview, survival needs and the need to be appreciated as a facilitator, and can lose the larger purpose) We work with many clients and have a pool of great facilitators who work as part of our extended team. They all have their own styles, akin to leadership. There is no one facilitation style, one has to learn to develop one's own style and be comfortable with it. Not all those who come across you as a facilitator will 'like' that style, and many will love it, and find it useful. So choosing one's own path as a facilitator and coach is key to effectiveness. Here is a video about different styles of "orchestrating". This is one of my favourites and has helped me learn a lot in working with teams, as a leader, and as a facilitator. #facilitation #leadership #topteams Saurav R Mohanty Supreet Malhotra Rustom Vesavevala Shivin Tikoo Bhaskar Das Joe Chacko https://lnkd.in/gK3iq9Wm

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Evolution of the #CHRO role in India is an insightful article. Of the trends highlighted in the article, two stand out and make me curious. Firstly, the rise of female CHROs is encouraging, but what is the underlying factor? Is it merit-based hiring or positions set out for women only? Additionally, we should deep dive into the impact of this trend on business performance. The quote, "CEOs and boards expect CHROs to be their proactive and strategic advisors, bringing a 'business ownership' mindset as opposed to focusing only on the HR agenda," should be a wake-up call for all #HumanCapital professionals. Another valuable insight is the underrepresentation of CHROs on #boards. The strategic value of Human Capital professionals goes beyond hiring and retention and is an untapped potential. I hope several people read this article and give CHROs a chance. 😀 #breaktheglassceiling Thank you, Atul and Sachi, for your astute viewpoint.

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Alok Sheopurkar, PCC presented a case study on Human Capital Management at the Mumbai HR Summit 2024 held on May 25, 2024, in Mumbai. He gave glimpses of CSR initiatives and how they add value to people and businesses. #MHRS2024, #Mumbai, #HR, #Summit, #HCM, #FutureHCM, #people #HRLeader, #CHRO, #HRDirector, #CLO, #CXO, #Human, #Capital, #Casestudy, Arun Chitlangia, Gautam Chatterji

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Unlock the DNA of your organization's culture with Raghav Rozra PGDM HR's innovative CRISP Framework! Traditional models like CVF, Schein’s Cultural Model, and Hofstede’s Dimensions give us glimpses, but CRISP (Core Beliefs, Roles, Interactions, Systems, Purpose) goes further, offering a practical roadmap to assess and transform culture. Whether you're tackling misaligned purposes, static systems, or low-trust environments, CRISP provides actionable insights to evolve your culture into one that’s dynamic, inclusive, and purpose-driven. Read the full article to explore how CRISP can shape cultural archetypes and set your organization on a transformative journey. Don’t miss out—this could redefine how you see organizational culture! 𝗗𝗶𝘃𝗲 𝗶𝗻 𝗵𝗲𝗿𝗲: https://lnkd.in/gJj7j4Yk #OrganizationalCulture #Leadership #CRISPFramework #BusinessTransformation #Innovation

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While working as Head HR & Strategic HR Consultant in companies, I realized finding talent in India can present several challenges for businesses, particularly in certain industries or regions. These challenges can stem from a variety of factors including competition for skilled labour, mismatch of skills with industry needs, finding the right talent at the right time and other systemic issues. Here are some of the difficulties companies face when sourcing talent in India: 1. Skills Mismatch Lack of relevant skills: Despite the high number of graduates, there is often a gap between the skills employers need and the skills that graduates or job seekers possess. This can be particularly prominent in technical and specialized roles where advanced knowledge and training are required. Finding the right skill match for 5+ years experience : A number of candidates are available with 5+ years of experience , but they might be passive job seekers. Finding them and attracting them is time consuming. 2. High Competition for Talent Intense competition: India’s large talent pool often leads to high competition for skilled candidates, especially in metropolitan cities like Bengaluru, Mumbai, and Delhi. In such regions, businesses may face challenges in attracting top talent due to the high demand for these professionals. Attrition rate: High employee turnover is a common issue, particularly in tech and customer service industries. 3. Geographical and Regional Imbalances Talent is concentrated in select regions: Major cities like Bengaluru, Hyderabad, Pune, and Delhi have a higher concentration of skilled professionals, while other areas of the country might lack the necessary talent for specific roles. This can make recruitment difficult, especially for companies operating outside these urban hubs. 4. Long Recruitment Cycles Time-consuming hiring process: Recruitment processes in India can be lengthy, involving multiple rounds of interviews, assessments, and negotiations. For highly specialized positions, it may take longer to find a suitable candidate. Candidates dropping out: Candidates may back out during the recruitment process due to other job offers, delayed responses, or unmet salary expectations, which leads to further delays in filling the role. 5. Cultural and Language Barriers Diverse talent pool: India is home to a wide variety of languages, cultures, and regions, making it challenging to recruit talent that fits seamlessly with company culture, especially for multinational companies. Can a recruitment company help?  Is it costly to pay a recruitment agency? #TalentAcquisition #RecruitmentChallenges   #HiringInIndia  #TalentManagement #RecruitmentAgency   #HRsolutions #SkillsGap #HiringSolutions #EmployeeRetention #WorkforceDevelopment #IndiaHiring  #RecruitmentTrends  #TalentSourcing  #HRConsulting  #HiringExperts Antal International

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Recently addressed budding HR pros, Nirma University, Ahmedabad on Performance Management, thanks to Hardik Shah & Ruchi Sao. Here are 5 UNDER-LEVERAGED ASPECTS OF PERFORMANCE MANAGEMENT from the session. 1) It is NOT MERELY ABOUT PERFORMANCE ASSESSMENT OF INDIVIDUALS, JUST SO THAT YOU KEEP YOUR STAFF ON THEIR TOES. It's also a program to channelize collective performance, create market advantage faster; and build orgn culture.  2) Co & HR Leadership need to JOINTLY appreciate and drive point 1 above. HR is the CATALYST and NOT JUST PROCESS CUSTODIAN. Co Leadership isn't about just seeking accoutability. It is the only one VISIBLY ACCOUNTABLE for DRIVING by making everyone accoutable. PERF MGT IS A PROG TO DRIVE BUSINESS. Leaders who do this, create a visibly different culture. 3) 'Individual assessment focus' depends too much on indiv reviews for positive engagement or negative drop. It has high chances of mismatch, leaving a large unhappy lot. We know that 'avg' & 'above avg' performers have a big gap in contribution & talent that they show on a daily basis. But if you see the actual per day salary increase the difference; between them is in 2nd or 3rd decimal % points. That too based on a flawed process implementation, because of 'volume fatigue' during goal setting & assessments; and ofcourse accentuated by poorly trained goal setters & evaluators. Meaning, it has high % error.  4) 90% effort goes in assessment & comp reviews. Ideally 20% effort should go on goal setting. 30% on assessment & comp reviews. 50% should be other things like -training stakeholders incl HR on goal settings,reviews & conversations, on creating positive performance stretch on a holistic agenda including imp newer areas, innovation, culture building; and most essentially, personalized engagement of each.  5) We must have vastly differentiated compensation; provided we have used holistic goal setting & reviews with 360 focus which are led by data. But also couple it with deep culture investment around accountability & recognition for delivering results. Pride works a lot more than just money alone. FOR MENTORSHIP or CONSULTING & IMPLEMENTATION ADVISORY on PERFORMANCE MANAGEMENT, LEADERSHIP and other aspects of HR, REACH OUT TO THE AUTHOR #PerformanceManagement #HR #HumanResources #HRHead #Founder #CEO #VC #CHRO Dr. Hardik Shah Ruchi Sao Nirma University, Ahmedabad, Gujarat, India Nirma University, Ahmedabad Institute of Management, Nirma University

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Filing your Annual PoSH Report is a key compliance requirement under the PoSH Act, helping prevent penalties and demonstrating your commitment to a safe, respectful workplace. #posh #poshact #compliance #poshcompliance #faveconsultancyservices #HarassmentPrevention #workplacesafety

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❓ A Union is asking for representation in the IC Committee. Is this mandatory under the POSH Act, 2013? 📌 Under the POSH Act, 2013, it is not mandatory to include union office bearers or representatives in the Internal Committee (IC). The Act's intent and structure emphasize that the IC is designed to address sexual harassment issues in a focused and impartial manner, distinct from the functions and objectives of a workers' union. Here is a detailed explanation: #LabourLaw #Gratuity #EmploymentLaw #LegalInsights #HR #IR #BeGreat #LearnwithShekhar #Shekharganagaluru #HR #Labourlaws #BeGreatPoll #IDAct #Labourcodes #IRCode #SocialSecurityCode #OHSWCode #Wagecode

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Navigating Workplace Harassment: Awareness and Carefulness for Female Employees Sexual harassment in the workplace is a troubling issue that affects countless women around the world, including in Indian corporates. While legal frameworks like the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013 (POSH Act) exist to protect employees, it is crucial for female employees to be aware of their rights and to take proactive steps to protect themselves. This blog aims to raise awareness and provide guidance on how female employees can navigate and safeguard themselves in the workplace. Real-Life Scenario: A Case Study Meet Asha, a senior software developer at a leading IT firm in Pune. Asha had worked at the company for four years and was known for her dedication and professionalism. However, her situation changed drastically when the company owner, Mr. Kapoor, began making inappropriate comments and advances. The harassment escalated to physical molestation, with Mr. Kapoor touching Asha inappropriately. Asha felt trapped, fearing retaliation and doubting whether her complaint would be taken seriously without hard evidence. Awareness: Know Your Rights You can familiarize yourself with the POSH Act: The POSH Act requires that you form an Internal Complaints Committee (ICC) in companies with more than 10 employees. This committee is responsible for addressing complaints of sexual harassment. Understand the provisions of the POSH Act, your rights under the law, and the procedures for reporting harassment. Know the Reporting Channels: Identify the designated points of contact for reporting harassment within your organization. This could be a member of the ICC, the HR department, or an external helpline. Carefulness: Proactive Steps for Safety Seek Support from Colleagues: Confide in trusted colleagues or friends within the workplace. Having a support system can provide emotional strength and corroborate your experiences if needed. Set Boundaries: Be clear and assertive in setting personal boundaries. If someone’s behaviour makes you uncomfortable, communicate your discomfort directly and firmly. Avoid Isolated Situations: As much as possible, avoid being alone with individuals who make you uncomfortable, especially in isolated settings like after-hours meetings or social gatherings outside of work. Educate Yourself and Others: Participate in training sessions on workplace harassment and encourage your peers to do the same. Knowledge empowers you to recognize and respond to inappropriate behaviour effectively. Together, we can build workplaces where respect and safety are paramount. If you have faced a similar situation or have insights on how to handle it, please share your experiences. #WorkplaceSafety #SexualHarassment #Empowerment #POSHAct #WorkplaceCulture #Accountability #Support Let's create safer workplaces, one step at a time. 🌟

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