Behram Sabawala

Zomato Spices Up Hiring with a Bold Chief of Staff Opportunity Zomato , known for its disruptive approach, is turned heads with its unconventional Chief of Staff position. This isn't your typical corporate role; it's a high-growth, high-impact opportunity designed to attract those with fire in their belly and a hunger to learn. Having worked on CXO, expert and specialist hirings, it definitely caught my attention. Almost 18000 applications in 24hours! The unconventional JD reflects the culture and beliefs of the organisation in every single word penned down by Deepinder Goyal 1.Bold and Unconventional:Zomato is looking for someone with a "learning mindset" willing to invest ₹20 lakhs in their development, donated to Feeding India also ensuring that their skin is in the game. While he clarified in his recent post on the True intent. 2. Fast-Paced Learning and Accelerated Growth: The emphasis on intense learning and development aligns with their culture of continuous improvement and pushing boundaries.This reflects Zomato's value of meritocracy and rapid development. 3. Meritocratic and Performance-Driven: The posting explicitly seeks candidates with specific traits like hunger, common sense, and a learning mindset, indicating a focus on individual merit and potential over traditional qualifications. 4. Social Impact and Responsibility: Zomato's commitment to social impact is evident through initiatives like Feeding India. Integrating a philanthropic aspect into the hiring process further reinforces this value. 5. Transparency and Directness: The job posting is remarkably transparent, outlining both the challenges and potential rewards without sugarcoating the demanding nature of the role. This innovative job posting not only redefines recruitment but also prioritizes personal development over conventional perks. When @Shagun suri from the People Team said 'What I love about Zomato is- ‘The People’- full of energy, positivity, ambitions and smiles, and ‘The Culture’- where there is freedom to create a way of working' This is what she meant... 🤔 Zomato's way of finding the one with True Hunger! Video - Glimpse of Zomato Career Page... Every word reflected in the job description #Zomato #InnovativeHiring #FeedingIndia #CareerGrowth #TrueHunger #Learningorganisation Zomato India Blinkit Hyperpure by Zomato Zomato's Hyperpure Zomato Care Feeding India LinkedIn News India

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Taking a company public for the first time requires navigating uncharted territory. As IPO consultants in India, we will guide you through the process, helping you understand the importance of developing a robust IPO strategy and the key factors to consider. https://lnkd.in/gT5cY89a #SMEs #IPO #IPOconsultants #IPOstrategy #Publicoffer #Corporatefinance

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https://lnkd.in/dTe74wYz On the latest episode of Ink stories , we had the pleasure of hosting Parag S Shah, Co-founder of BharatNext and CEO of Hi-tech Systems—a true visionary in the print industry. This episode is packed with invaluable insights that every entrepreneur, especially those in the print and packaging industry, should not miss. 🎯 Key Takeaways: SME IPOs: Parag shares how business owners can unlock tremendous value by enrolling their companies in SME IPOs, transforming their operations to run more professionally and profitably. Industry-Specific Insights: He highlights how our printer friends and value adders can leverage this opportunity to take their businesses to the next level. Giving Back to Society: Parag's initiative, BharatNext, is a testament to his commitment to empowering entrepreneurs and helping them succeed in their ventures. Whether you're in the print industry or any other sector, this episode is a must-watch for anyone looking to scale their business and operate with a more strategic approach. Don't miss out! #InkStories #Podcast #PrintIndustry #SMEIPO #Entrepreneurship #BusinessGrowth #ProfessionalDevelopment #BharatNext

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For talent attraction to be effective; start digging deep in your current voice of employee trends. That will deliver strongest ROI on talent attraction initiatives. This was a great insight by Francoise Bejasa, CSSGB..

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Views on Budget 2024. "The 2024 budget focuses on balancing long-term and short-term goals. Key areas of prioritization include continued infrastructure development to bolster economic growth, a significant push for job creation and skill enhancements, benefits for MSMEs, and limited relaxation for individual taxpayers. The infrastructure investments aim to improve the efficiency of operations in the logistics sector, enhancing overall economic productivity.” #etcfo #cfoinsights #dtdc #logistics #expresslogistics #budget2024 #economy #indiastory #development

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Thank you Jombay and the super host Rex Fernandes for having me as a panelist today morning. I had the honor of being alongside Chinmaya Mohanty, Shirin Salis, and Sushil Baveja, where we explored the theme of “Collaborative Mindset in the Context of Synergistic Thinking and Systems Thinking” for young HR professionals. It was an enriching conversation, and I’m thrilled to share some key takeaways that resonated with the audience: 1️⃣ Great Ideas Don’t Have to Be Yours: True collaboration starts with humility—recognizing that the best ideas can (and often do) come from others. 2️⃣ From Concept to Execution: While strategy and planning are crucial, real impact is only achieved through disciplined execution. This cannot be done alone. 3️⃣ Business Acumen is Non-Negotiable: To be an effective HR leader, understanding the business and its financials is essential. This is how HR earns a seat at the table. 4️⃣ Collaboration Can Be Simple: Sometimes, it’s as straightforward as picking up the phone, having an honest conversation, and aligning efforts. The energy, questions, and enthusiasm from the audience were a testament to the importance of cultivating collaboration in the HR profession. Thank you to my co-panelists for sharing such powerful insights and to the organizers for creating a platform for these vital discussions. Let’s continue building bridges and embracing the power of synergy to drive impactful change in our organizations. 💡 What does collaboration mean to you? I’d love to hear your thoughts!  #HRLeadership #CollaborativeMindset #SynergisticThinking #SystemsThinking #ProfessionalGrowth

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The logistics sector is eagerly anticipating the upcoming budget, with expectations of sustained government investment in infrastructure, especially road networks. In this budget, we expect to see freight corridors, modernized tracks, and infrastructure upgrades prioritized. Simplifying GST procedures and enhancing skill development in logistics and warehousing are crucial for boosting efficiency and fostering sustainable growth. You can read my expectations on the upcoming union budget 2024 in the article by ET on “Budget 2024 Expectation Highlights: US-India forum urges tax stability for upcoming Budget” Read More https://lnkd.in/dx2Q8N7B #emizaimpact #supplychain #logistics #unionbudget #budget2024 #letsbuildtogether #emizainnews

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I thoroughly enjoyed discussing recruitment strategies, tools, and culture-building with Gaurangi S . Tune in to explore our conversation, starting with the first question, where we discuss the changing landscape of recruitment over the past decade. We'll explore how organizations are embracing innovative strategies and tools to enhance their recruitment processes. #recruitment #culture #HRLeaders #EVP #CandidateEngagement

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Shikha Sharma joined as the new CHRO at BrightTextiles, Nagpur, and was shocked to see the massive loss that a bad leader had created. 👩‍💼 At BrightTextiles, employees were demotivated, productivity was low, and team collaboration was suffering due to toxic behaviours from leadership. 👩‍💻👩‍💻❌ Here’s what Shikha found and how she tackled these challenges: 📌 𝐇𝐢𝐠𝐡 𝐭𝐮𝐫𝐧𝐨𝐯𝐞𝐫 𝐫𝐚𝐭𝐞𝐬 𝐝𝐮𝐞 𝐭𝐨 𝐝𝐞𝐦𝐨𝐫𝐚𝐥𝐢𝐳𝐞𝐝 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐞𝐬 𝐜𝐨𝐬𝐭 𝐁𝐫𝐢𝐠𝐡𝐭𝐓𝐞𝐱𝐭𝐢𝐥𝐞𝐬 𝐝𝐞𝐚𝐫𝐥𝐲 𝐢𝐧 𝐫𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭 𝐚𝐧𝐝 𝐭𝐫𝐚𝐢𝐧𝐢𝐧𝐠 𝐞𝐱𝐩𝐞𝐧𝐬𝐞𝐬. 👉 The company's bottom line took a hit. 📌 𝐖𝐢𝐭𝐡 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐞𝐬 𝐜𝐨𝐧𝐬𝐭𝐚𝐧𝐭𝐥𝐲 𝐛𝐚𝐭𝐭𝐥𝐢𝐧𝐠 𝐬𝐭𝐫𝐞𝐬𝐬 𝐚𝐧𝐝 𝐜𝐨𝐧𝐟𝐥𝐢𝐜𝐭𝐬 𝐢𝐧𝐬𝐭𝐞𝐚𝐝 𝐨𝐟 𝐟𝐨𝐜𝐮𝐬𝐢𝐧𝐠 𝐨𝐧 𝐰𝐨𝐫𝐤, 𝐩𝐫𝐨𝐝𝐮𝐜𝐭𝐢𝐯𝐢𝐭𝐲 𝐩𝐥𝐮𝐦𝐦𝐞𝐭𝐞𝐝. 👉 Project deadlines were missed, and efficiency suffered. 📌 𝐃𝐞𝐦𝐨𝐫𝐚𝐥𝐢𝐳𝐞𝐝 𝐬𝐭𝐚𝐟𝐟 𝐩𝐫𝐨𝐝𝐮𝐜𝐞𝐝 𝐬𝐮𝐛𝐩𝐚𝐫 𝐰𝐨𝐫𝐤, 𝐥𝐞𝐚𝐝𝐢𝐧𝐠 𝐭𝐨 𝐢𝐧𝐜𝐫𝐞𝐚𝐬𝐞𝐝 𝐞𝐫𝐫𝐨𝐫𝐬 𝐚𝐧𝐝 𝐫𝐞𝐰𝐨𝐫𝐤. 👉 This tarnished BrightTextiles' reputation for quality, causing customer dissatisfaction and potential loss of contracts. 📌 𝐀 𝐜𝐮𝐥𝐭𝐮𝐫𝐞 𝐨𝐟 𝐟𝐞𝐚𝐫 𝐚𝐧𝐝 𝐜𝐨𝐦𝐩𝐞𝐭𝐢𝐭𝐢𝐨𝐧 𝐬𝐭𝐢𝐟𝐥𝐞𝐝 𝐜𝐫𝐞𝐚𝐭𝐢𝐯𝐢𝐭𝐲 𝐚𝐧𝐝 𝐢𝐝𝐞𝐚-𝐬𝐡𝐚𝐫𝐢𝐧𝐠. 👉 BrightTextiles lagged behind competitors in innovation and struggled to adapt to market changes. 📌 𝐓𝐡𝐞 𝐜𝐨𝐦𝐩𝐚𝐧𝐲 𝐥𝐨𝐬𝐭 𝐯𝐚𝐥𝐮𝐚𝐛𝐥𝐞 𝐭𝐚𝐥𝐞𝐧𝐭 𝐭𝐨 𝐜𝐨𝐦𝐩𝐞𝐭𝐢𝐭𝐨𝐫𝐬 𝐨𝐟𝐟𝐞𝐫𝐢𝐧𝐠 𝐡𝐞𝐚𝐥𝐭𝐡𝐢𝐞𝐫 𝐰𝐨𝐫𝐤 𝐞𝐧𝐯𝐢𝐫𝐨𝐧𝐦𝐞𝐧𝐭𝐬. 👉 Losing experienced employees impacted knowledge retention and hindered growth initiatives. Shikha Sharma spearheaded a transformational journey at BrightTextiles to combat toxic leadership. By embracing a culture of trust, collaboration, and respect, she revitalized the company: ✔️ 𝐈𝐦𝐩𝐥𝐞𝐦𝐞𝐧𝐭𝐞𝐝 𝐭𝐫𝐚𝐢𝐧𝐢𝐧𝐠 𝐩𝐫𝐨𝐠𝐫𝐚𝐦𝐬 to nurture positive leadership qualities and eradicate toxic behaviours. ✔️ 𝐈𝐧𝐭𝐫𝐨𝐝𝐮𝐜𝐞𝐝 𝐭𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐭 𝐜𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧 𝐜𝐡𝐚𝐧𝐧𝐞𝐥𝐬 to encourage dialogue and feedback at all levels. ✔️ 𝐎𝐫𝐠𝐚𝐧𝐢𝐳𝐞𝐝 𝐦𝐨𝐫𝐚𝐥𝐞-𝐛𝐨𝐨𝐬𝐭𝐢𝐧𝐠 𝐚𝐜𝐭𝐢𝐯𝐢𝐭𝐢𝐞𝐬 𝐚𝐧𝐝 𝐫𝐞𝐜𝐨𝐠𝐧𝐢𝐭𝐢𝐨𝐧 𝐩𝐫𝐨𝐠𝐫𝐚𝐦𝐬 to reignite enthusiasm among staff. ✔️ 𝐏𝐫𝐢𝐨𝐫𝐢𝐭𝐢𝐳𝐞𝐝 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐞 𝐰𝐞𝐥𝐥-𝐛𝐞𝐢𝐧𝐠 with initiatives aimed at reducing stress and promoting work-life balance. A company shall never let toxic leadership sink their company as it did BrightTextiles. PS: How good it would have been to be able to have leaders on a trial basis. Don't you think? That's what the concept of fraction CHRO is all about.

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Noble House Consulting Pte. in India is a new member of our global network Valtus Alliance!   Interim leadership has gained prominence as a powerful tool for navigating the challenges of the Indian market. In a landscape where change is constant, businesses require solutions that are not only effective, but also flexible. Noble House entering Valtus Alliance will enable us to further support our clients with business activities in India. "By joining Valtus Alliance, we are expanding our business opportunities, both domestically in India and internationally. We firmly believe that through the collaboration of expertise within the network, growth within the highly competitive Executive Interim Management industry is accelerated," states Sanjay Lakhotia, CEO at Noble House.   Facts about the Indian Executive Interim Management market: As Indian companies increasingly embrace globalisation, the need for skilled talent will be one of the biggest challenges. The quality of management talent available for permanent hiring is also an issue, making the market for Executive Interim Management grow. Here are some key aspects: Growth: The Interim Management market in India had been experiencing a steady growth due to factors such as economic volatility, organizational restructuring, and the need for quick access to specialized skills. Demand: Companies, particularly mid-sized and large enterprises, are increasingly turning to Interim Managers to fill temporary critical leadership gaps, lead change management initiatives, or oversee critical projects. Specialized Skills: Interim Managers are sought after for their niche expertise in areas such as turnaround management, crisis management, mergers and acquisitions, and digital transformation. Flexibility: Interim Management offers flexibility to organizations by providing access to high-calibre talent without the long-term commitments associated with traditional hiring. Professionalization: The Interim Management sector in India is witnessing professionalization with the emergence of specialized Interim Management firms offering a pool of verified and experienced professionals. Industry Trends: Industries such as IT and e-commerce, are particularly active in engaging Interim Managers to navigate rapid technological advancements and market disruptions. #executiveinterimmanagement #transitionmanagement #networ #global #india  

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"Gujarat-based Kitchen Express Overseas Ltd had approached the AAAR against the ruling by the GST advance authority, saying that its seven 'instant flour mixes' are not 'ready to eat' but are required to undergo certain cooking procedures and can be termed 'ready to cook'. The company sells flour mixes of gota, khaman, dalwada, dahi-wada, dhokla, idli and dosa in powder form and pleaded that it is akin to Sattu and should attract Goods and Services Tax (GST) of 5%. The GAAAR rejected the appellant's contention, saying that ingredients which go into the making of 'instant flour mixes" are not covered under the relevant GST rules as is the case with Sattu. According to a CBIC circular, small amounts of ingredients, which are mixed to make Sattu, are specified in the GST rules to be eligible for a 5% tax rate. "However, the said clarification is not applicable in the present case as the products being supplied by the appellant contain spices and other ingredients, which is not the case with the 'chhatua or sattu'," the GAAAR said. The appellate authority also said that merely because the end consumer of the instant mix flour is required to follow certain food preparation processes before such products can be consumed is no grounds that 18 per cent GST should not be levied on it. Abhishek Jain, Indirect Tax Head & Partner, KPMG, said classification disputes are among the most common areas of litigation under the GST. "Despite the issuance of circulars, differing interpretations of the clarifications provided in these circulars have often elevated the challenges," Mr. Jain said. Moore Singhi Executive Director Rajat Mohan said the Gujarat Appellate Authority for Advance Ruling (AAAR) affirmed the ruling of the Advance Ruling Authority (AAR), classifying various 'Kitchen Express' branded flours, including Khaman and Dhokla, under Chapter Heading (CH) 2106 90 99, thereby subjecting them to an 18% GST rate. "The determination was predicated on the products' significant inclusion of additives, such as sugar, salt, and spices, distinguishing them from simpler flours classified under chapter 1101, 1102, or 1106, which attract a 5% GST rate," Mohan said. The AAAR elucidated that CH 2106 90 99 encompasses 'ready to cook' food preparations and dismissed the appellant's analogy to 'sattu,' asserting that the substantial presence of additives in the appellant's products justifies the higher tax rate, Mr. Mohan added." https://lnkd.in/gSaKhTFH

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Isn’t there so much talk about the India Story already? Do I believe any of it is incorrect or hollow? Not for a second!!! Are you bullish on the India Story too? Watch out for what we at ScaleneWorks People Solutions LLP are coming up with soon. Read this interesting article in ET!!!! Ashish Tiwari Dhruv Katyal Sharin Kariappa Prateek Kapoor Mitcch Duddani Aishwarya Muralidhar Antony Vikram Poornima Kunjithaya Aswathy S. Zainab Tinwala #India #Growth

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#TalentMapping #HRStrategy #OrganizationalSuccess #LyfLeap Arjun Vaidya Ruchir Kohli Pratik Thakkar Salil Dalal Tapo Kar Tarun Chugh Tapan Singhel Gopal Jain Unlocking Growth Potential: The Importance of Talent Mapping In today's competitive landscape, talent mapping is more than just a strategic tool—it's a catalyst for organizational success. Here's why talent mapping is crucial: 1 Strategic Alignment: Talent mapping aligns your #workforce with your business objectives. By identifying key skills and competencies needed for future growth, you can ensure your #talentpool is equipped to drive your organization forward. 2 Identifying Skill Gaps: By #mapping current talent against future needs, you can pinpoint skill gaps within your organization. This #insight enables targeted training and development initiatives to bridge those gaps and foster a more capable workforce. 3 Succession Planning: Talent mapping helps identify potential successors for key roles within the organization. By nurturing and developing high-potential employees, you mitigate the risk of #leadership vacuums and ensure business continuity. 4 Retention and Engagement: Understanding the career aspirations and growth trajectories of your employees is essential for fostering #retention and #engagement. Talent mapping facilitates meaningful conversations about career progression, helping to retain top talent and boost morale. 5 Strategic Recruitment: With talent mapping, you can proactively identify talent pools to tap into when #recruiting for #criticalroles. This proactive approach reduces time-to-hire and ensures you attract candidates with the right skills and #culturalfit. 6 Adaptability and Agility: In a rapidly evolving business landscape, talent mapping enables organizations to anticipate future talent needs and adapt their strategies accordingly. This agility is crucial for staying ahead of the curve and seizing emerging #opportunities. 7 Data-Driven Decision Making: Talent mapping is grounded in data and analytics, providing actionable insights for informed decision-making. By leveraging #data on skills, performance, and potential, organizations can make strategic talent decisions with confidence. Investing in talent mapping isn't just about addressing current needs—it's about future-proofing your organization for sustained growth and success. By strategically managing your talent pipeline, you can ensure you have the #rightpeople in the #rightroles to drive innovation, agility, and competitive advantage.

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Thank you Pocket HRMS for taking POSH compliance seriously and making it an important learning. It is not just a tick in the box but has a larger impact on humans, processes and the future of humanity. This law has triggered many other laws. #poornamfoundation #Posh #HR #process #HRMS

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Continuing our Series of Success Stories with #MSME, in manufacturing, across #industryverticles, this study is for a MNC based out of Noida. #erpimplementation #Businessgrowth #BusinessTransformation

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Why is everyone behind the Sales team .... You may take any Vertical in India ... Channel Management Accounting Finance Production Audit Teams ... Only sales team is Generating revenue for the company and the rest all Departments are spending money - No one understands this and complete Top management is passing on their pressure to the sales team ... Especially Channel Mangement nowadays Tracking of sales teams in India is increasing day by day meaning all the sales team is fraud ... this is causing - 1. Demotivation and stress 2. Decreased productivity 3. Talent attrition 4. Negative impact on work-life balance 5. Eroding trust and autonomy What Should be done .. 1. Set clear goals and expectations 2. Establish trust and autonomy 3. Focus on outcomes, not just activity 4. Regular feedback and coaching 5. Balance tracking with empowerment 6. Monitor impact on sales performance and adjust strategies accordingly... By striking a balance between tracking and empowerment, organizations can optimize sales performance, boost morale, and foster a positive work environment.

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