T.K Bharath Kumar

🌿 On this Gandhi Jayanti, let’s reflect on the timeless wisdom of Mahatma Gandhi and its relevance to the HR world. 🌿 “Be the change you wish to see in the world.” As HR leaders, we have the power to create cultures of empathy, inclusivity, and respect. Here are key Gandhian principles we can embody: 🌱 Truth & Transparency 🔺 Build trust through honest communication. 🌱 Non-violence 🔺 Foster a safe and positive workplace. 🌱 Self-discipline 🔺 Lead with integrity and accountability. 🌱 Equality 🔺 Embrace diversity and create equal opportunities for all. 🌱 Empathy 🔺 Listen, understand, and support employees genuinely. 🌱 Service 🔺 Put people first, prioritize growth and well-being. 🌱 Patience & Persistence 🔺 Drive long-term change through steady efforts. 🌱 Simplicity 🔺 Focus on what truly matters and lead with humility. Change begins with us—let’s lead by example and create the future we envision. ✨ Let’s lead by example and be the catalysts for positive change. ✨ #GandhiJayanti #Leadership #HRTransformation #BeTheChange #Inclusion #Diversity #Empathy

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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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Empathy-belongingness-AI SHRM India #SHRMTECH24 BYOAI risks, responsible AI Principles...Monalisa Sengupta Empowering, Enabling employees to meet career aspirations, democratizing talent marketplace.... @SanjeevJain Google 3 things organizations need to define- permissions, usage policy, model specs Sachin Gaur very meaningful discussion 👍

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Here is my first podcast with Susheel Gupta TWS Podcast Thank you Susheel Gupta for inviting me to this amazing platform and share my insights over the podcast Key topics discussed ✅ 🔺How can HR leaders leverage AI to create a more inclusive and diverse workplace? AI can help reduce bias in recruitment by using data-driven algorithms for screening candidates based on skills rather than personal characteristics. AI-driven tools can also help identify pay gaps, ensure equal opportunities for promotions, and foster diversity in team compositions. 🔺 In what ways will AI enhance employee well-being and mental health support within organizations? AI tools like chatbots and wellness apps can offer 24/7 mental health support, guiding employees to resources or scheduling time with counselors. AI can also analyze employee sentiment through feedback and engagement surveys, helping HR to intervene early and address stress or burnout. 🔺How can HR professionals use AI to foster continuous learning and development for employees? AI can create personalized learning paths based on employees’ skill sets, career goals, and learning preferences. It can recommend tailored courses, track progress, and offer real-time feedback, ensuring employees continuously upskill and reskill. 🔺 What strategies can HR teams employ to ensure AI tools align with organizational culture and values? HR must ensure transparency in AI usage by clearly communicating how AI tools are used and involving employees in the process. Regular audits and adjustments can be made to ensure AI decisions reflect the company’s culture and values, while also promoting ethical use. 🔺 How will AI help HR professionals in identifying future leaders and talent within the organization? AI can analyze employee performance data, identify patterns of leadership potential, and predict who might succeed in leadership roles. AI tools can also track employee development over time, spotting high-potential employees early in their career. 🔺 What role will HR play in balancing AI-driven efficiency with maintaining a human-centered workplace? HR will play a critical role in ensuring AI augments, not replaces, human interactions. They will need to foster a balance between using AI for efficiency and preserving empathy, emotional intelligence, and personal relationships in decision-making. 🔺How can HR use AI to predict workforce trends and prepare organizations for future changes? By analyzing data from various sources (e.g., industry trends, employee performance, and market dynamics), AI can help HR forecast hiring needs, anticipate skills gaps, and identify future talent requirements, allowing proactive workforce planning. ✅Ethical way of AI usage 🔺 Privacy 🔺 Unbiased approach 🔺 Trust and Transperancy 🔺 Robustness 🔺 transperancy in AI algorithms 🔺 Scalability for future #podcast #ai #technology #transform

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As someone who has had the privilege of leading several HR initiatives for a global workforce across multiple geographies, EMPLOYEE WELLBEING is a concept that has evolved far beyond its original scope as it has become multidimensional. We are no longer just talking about health benefits or gym memberships—wellbeing is multidimensional, covering physical, mental, social, spiritual, and financial health. WORK-LIFE BALANCE is one of the most important elements. In a world where work can easily blur into one’s personal life, creating an environment that respects the individual’s need for downtime is crucial. This means both flexible hours & encouraging people to use their vacation days by normalizing the idea that it's okay to unplug. We also have to make sure that the wellness resources that we provide resonate with employees.  Creating a SUPPORTIVE ATMOSPHERE where not just managers, but peers support each other, is equally important. When people feel truly supported, they perform better. At the end of the day, employee wellbeing isn’t just a strategy—it’s a commitment to fostering an environment where people can thrive, both personally and professionally. Furthermore, when COMMUNICATION IS OPEN and COLLABORATION IS ENCOURAGED, people feel safer, happier, and more invested. Finally, EMPATHY is something we can’t overlook. Being there for your team, especially during tough times, goes a long way. Active listening, understanding, and being compassionate isn’t just a leadership tactic; it’s a necessity in today’s workplace. And the results speak for themselves: improved morale, stronger company culture, and yes, even better business outcomes. What steps are you taking to enhance wellbeing in your workplace? #EmployeeWellbeing #WorkplaceWellness #HealthyWorkforce

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Implementing an ERP system transforms how businesses operate. This comprehensive software solution automates and optimizes processes across finance, HR, manufacturing, supply chain, services, procurement, and more, driving efficiency and growth. #ERP #businessautomation #processoptimization

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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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As part of the 'Reiteration Series', lets look at the next podcast featuring Sanjay Devudu, an experienced HR and OD professional. Sanjay shares insights on thriving in a corporate career, emphasizing the importance of understanding business, managing stakeholders, and making learning contextual. Highlights: Gathering learning needs and diagnosing performance problems: Sanjay stresses the importance of having ears on the ground to gather learning needs, rather than relying solely on surveys. He suggests observing employee morale, listening to informal conversations, and participating in meetings to gauge the organizational climate. He emphasizes the need for constant conversations with managers and leaders to uncover real issues and challenges, bringing an empathetic approach to understanding and addressing performance problems. Approach for learning consultants working with different generations: Sanjay discusses the different approaches needed for Gen Z/Millennials versus older generations. For younger generations, he recommends short, bite-sized learning that matches their shorter attention spans, incorporating simulations and gamification. For older generations, he suggests a hybrid approach that combines traditional ILT with tech-enabled learning programs, emphasizing the importance of communication in introducing new learning methods. For more such insights tune in to view/listen to his full podcast: View>YT: https://lnkd.in/gCZxyT_w Listen>Spotify: https://lnkd.in/gJvQwTnP #talentmanagement #learninganddevelopment #leadershipdevelopment #TheMondayMorningLearningPodcast #SaiAcuity #india #ashokleyland #Mylan #Dell #ICICIBank #GE #ISB

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32 people !! That’s the size of the larges team I have handled. Leading talent management and Organization Development across 10 countries, alongside HR responsibilities for 4 countries, demanded a delicate balance between assessing organizational design and prioritizing business needs as an HRBP. I interacted with a diverse group spanning ages 23 to 52, including single parents and caregivers scattered across various time zones. Encouraging my team members to interact with senior leaders and present their recommendations empowered them to shine independently, ultimately establishing credibility with key stakeholders. This assistance in building credibility with senior stakeholders within the business proved advantageous to me in two crucial ways: 1. Streamlining decision-making and expediting solution delivery. 2. Cultivating a strong sense of ownership throughout the implementation process. Based on my experience managing remote teams with diverse needs and spanning different time zones, here are some valuable tips: 1. Build Trust: Build trust and rapport with team members through regular communication, feedback, and recognition of their contributions. 2. Empowerment: Provide support and empower team members to take ownership of their work. Encourage them to voice their ideas and concerns, and provide them with the resources they need to succeed. 3. Encourage Flexibility: Foster a culture of flexibility and understanding to accommodate the needs of team members in different time zones. Encourage autonomy and empower team members to manage their own schedules and prioritize tasks effectively. 4. Promote Inclusivity: Be mindful of inclusivity and make an effort to include team members from different time zones in discussions, decision-making processes, and social activities

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The concept of Guru Purnima aligns closely with the role of HR professionals in organizations. Just as a guru guides, nurtures, and imparts wisdom to their disciples, HR professionals play a pivotal role in fostering growth, providing guidance, and shaping the careers of employees. Here are some parallels: 1. Guiding Careers HR professionals act as mentors and career guides, helping employees navigate their professional journeys. They offer advice on skill development, career advancement, and achieving professional goals, much like a guru helps a disciple attain knowledge and enlightenment. 2. Fostering Growth A guru’s role is to enable personal and spiritual growth, while HR professionals ensure the professional growth of employees. Through training programs, upskilling initiatives, and performance feedback, HR helps employees unlock their potential. 3. Creating a Culture of Learning Guru Purnima emphasizes the importance of continuous learning. HR professionals are instrumental in cultivating a learning culture within organizations by providing access to resources, mentorship opportunities, and fostering knowledge-sharing environments. 4. Driving Values and Ethics Just as a guru instills moral values and principles, HR professionals ensure that organizational values, ethics, and codes of conduct are upheld. They play a critical role in aligning employee behavior with the company’s mission and vision. 5. Offering Support and Counsel A guru provides emotional and mental support to their disciples. Similarly, HR professionals serve as a support system for employees, addressing concerns, resolving conflicts, and ensuring overall well-being. 6. Celebrating Leadership and Mentorship Guru Purnima is a day to acknowledge and honor mentors. HR professionals can leverage this occasion to celebrate mentorship within the organization by recognizing leaders who guide and inspire their teams. By embracing the essence of Guru Purnima, HR professionals can reinforce their role as enablers of growth, well-being, and inspiration within the workplace. Panacea Biotec #HRprofessional# #teammanagement# #peopleengagement#

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New age managers: Connector Manager - a challenging yet rewarding role? #Gartner's latest research offers intriguing insights into coaching styles, revealing the surprising effectiveness of the Connector Manager approach. Unlike the traditional "Always-on" style, which can inadvertently hinder employee growth, Connector Managers prioritize quality over quantity, fostering an environment where employees thrive. In today's dynamic workplace landscape, the role of a Connector Manager has never been more critical. By facilitating meaningful connections and offering tailored guidance, Connector Managers empower their teams to reach new heights of success. #IBM, a company renowned for its adaptability in technological evolution. Having over a century of history, IBM continues to embrace change, now incorporating the principles of Connector Management into its leadership ethos. As IBM charts a course into the future, it recognizes the pivotal role of Connector Managers in driving team success. But being a Connector Manager isn't just about guiding individuals - it's about cultivating a culture of collaboration and continuous learning. By fostering a supportive environment where knowledge-sharing is encouraged, Connector Managers lay the foundation for innovation and growth. #ConnectorManager #EmployeeEmpowerment #IBMInnovation #TeamCollaboration #HRLeadership #HumanResourceBusinessPartner #HRBP

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𝗧𝗿𝘂𝗲 𝗥𝗲𝗷𝘂𝘃𝗲𝗻𝗮𝘁𝗶𝗼𝗻 𝗜𝘀𝗻'𝘁 𝗝𝘂𝘀𝘁 𝗔𝗯𝗼𝘂𝘁 𝗩𝗮𝗰𝗮𝘁𝗶𝗼𝗻 As India enjoys a long weekend, I’ve taken a short break myself. I’ve realized that true rejuvenation isn’t just about taking time off—it’s about returning with renewed energy and enthusiasm. If you find yourself dreading the return to work after a vacation, it’s a sign that you haven't truly rejuvenated. Here are the principles I follow to ensure my breaks leave me refreshed and eager to jump back into work: 𝗔. 𝗣𝗹𝗮𝗻 𝗔𝗵𝗲𝗮𝗱, 𝗯𝘂𝘁 𝗟𝗲𝗮𝘃𝗲 𝗘𝗻𝗼𝘂𝗴𝗵 𝗥𝗼𝗼𝗺 𝗳𝗼𝗿 𝗦𝗽𝗼𝗻𝘁𝗮𝗻𝗲𝗶𝘁𝘆 A well-planned vacation reduces stress by eliminating last-minute hassles. 𝘏𝘰𝘸𝘦𝘷𝘦𝘳, 𝘵𝘩𝘦 𝘵𝘳𝘶𝘦 𝘮𝘢𝘨𝘪𝘤 𝘰𝘧𝘵𝘦𝘯 𝘭𝘪𝘦𝘴 𝘪𝘯 𝘶𝘯𝘱𝘭𝘢𝘯𝘯𝘦𝘥 𝘮𝘰𝘮𝘦𝘯𝘵𝘴.For e.g., we decided not to book the hotel in advance, opting to explore and find the best scenic location on the spot. 𝗕. 𝗖𝗵𝗼𝗼𝘀𝗲 𝘁𝗵𝗲 𝗥𝗶𝗴𝗵𝘁 𝗗𝗲𝘀𝘁𝗶𝗻𝗮𝘁𝗶𝗼𝗻 Whether it’s a tranquil beach or a secluded mountain retreat, the right environment can significantly enhance our experience. We chose to go on a road trip along the Konkan coast after hearing that the roadwork was finally complete. 𝗖. 𝗗𝗶𝘀𝗰𝗼𝗻𝗻𝗲𝗰𝘁 𝗮𝗻𝗱 𝗨𝗻𝗽𝗹𝘂𝗴 True relaxation comes from disconnecting from work and digital distractions. Setting clear boundaries and unplugging from emails and social media allows us to immerse yourself fully in our vacation. We collectively decided not to touch our laptops, and phones were used minimally. 𝗗. 𝗔𝗹𝗶𝗴𝗻 𝘄𝗶𝘁𝗵 𝗢𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻𝗮𝗹 𝗣𝗿𝗶𝗼𝗿𝗶𝘁𝗶𝗲𝘀 To maintain a balance between personal relaxation and professional responsibilities, I prefer taking shorter, more frequent, planned breaks throughout the year instead of using all my leaves at once for a long vacation. This strategy helps me prevent burnout while ensuring steady productivity and alignment with organizational needs. 𝗘. 𝗘𝗺𝗯𝗿𝗮𝗰𝗲 𝗦𝗹𝗼𝘄 𝗧𝗿𝗮𝘃𝗲𝗹 Instead of rushing through a list of attractions, we have embraced the concept of slow travel. We spend more time in fewer places, engage with local culture (we even shop for local veggies on our way home), and savor each moment. 𝗙. 𝗘𝗻𝗷𝗼𝘆 𝘁𝗵𝗲 𝗟𝗼𝗰𝗮𝗹 𝗖𝘂𝗹𝗶𝗻𝗮𝗿𝘆 𝗘𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲 Whether dining at a street food stall or a high-end restaurant, we always try regional specialties which has become one of the most memorable parts of our trip. Despite not being big fans of seafood, we were in awe of the Konkan seafood we tried. 𝗚. 𝗖𝗮𝗽𝘁𝘂𝗿𝗲 𝗠𝗲𝗺𝗼𝗿𝗶𝗲𝘀, 𝗡𝗼𝘁 𝗝𝘂𝘀𝘁 𝗦𝗰𝗿𝗲𝗲𝗻𝘀 While it’s great to capture memories through photos, we didn’t let the act of photographing overshadow our experience. We balanced our time between taking pictures and being fully present in the moment. 𝗕𝗼𝗻𝘂𝘀 𝗧𝗶𝗽: 𝗦𝗮𝗳𝗲𝘁𝘆 Monsoons in the Konkan region can be unpredictable, so we kept an eye on weather advisories. My breaks leave me truly refreshed, recharged, and ready to tackle new challenges.

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“The American Cancer Society reports that excess weight is a leading risk factor for both cancer cases and deaths, second only to smoking. Globally, about 12% to 13% of all cancer cases are thought to be attributable to obesity. Obesity itself is strongly associated with 13 different types of cancers, including pancreatic, esophageal, renal, ovarian, and breast cancers, as well as multiple myeloma. Type 2 diabetes also increases the risks of certain cancers, by as much as double in come cases (such as pancreatic and endometrial cancers). And extreme obesity (BMI >=40) is associated with a 52% greater risk of death from all cancers in men, and 62% in women…Obesity, especially when accompanied by accumulation of visceral fat (and other fat outside of subcutaneous storage depots), help promote inflammation, as dying fat cells secrete an array of inflammatory cytokines into the circulation. This chronic inflammation helps create an environment that could induce cells to become cancerous. It also contributes to the development of insulin resistance, causing insulin levels to creep upwards…insulin acts as a kind of cancer enabler, accelerating its growth…Eating less appears to give some degree of protection. This may be a function of lowered insulin rather than lower glucose levels…I’m not suggesting that it’s possible to ‘starve’ cancer or that any particular diet will magically make cancer go away; cancer cells always seem to be able to obtain the energy supply they need…Getting our metabolic health in order is essential to our anticancer strategy.” Peter Attia

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Certain #conversations, many books, some movies, they move you much long after the words were done... and I always long to hold on to that which was more than the words I witnessed Last week was one such, with HerKey and their #DiversityDialogues getting HR Leaders from across the industry together and to actually have an honest no-holds barred conversation on “𝐁𝐚𝐥𝐚𝐧𝐜𝐢𝐧𝐠 𝐖𝐨𝐫𝐤 𝐚𝐧𝐝 𝐂𝐚𝐫𝐞𝐠𝐢𝐯𝐢𝐧𝐠 𝐑𝐞𝐬𝐩𝐨𝐧𝐬𝐢𝐛𝐢𝐥𝐢𝐭𝐢𝐞𝐬: 𝐒𝐮𝐩𝐩𝐨𝐫𝐭𝐢𝐧𝐠 𝐖𝐨𝐫𝐤𝐢𝐧𝐠 𝐌𝐨𝐭𝐡𝐞𝐫𝐬.” Many of us had lived that life, juggling it all. Many of us witness it on a daily basis. Yours' truly had quit 2 decades ago from a role I loved and took me a long while to return to the full time corporate world. As Corporates how do we enable that the equity that is needed, is given? How do we as a community do what must be done? Perhaps something all of us panelists agreed on was no one gives more or works harder than a returnee. We did ponder on the why, is it that the individual is making up for lost time or there is a feeling of being validated through their efforts after a break means more? We talked of traditional gender roles, amazing policies that can change this narrative, candid confessions of our journeys, ticking biological clocks, the motherhood penalty, performance appraisals, project deadlines and disparity between maternity and paternity leaves. There was laughter and sighs. At things we have witnessed and felt powerless to change and those where we stood our ground, of Leaders and Companies that inspired us and had our backs. HerKey's efforts in making Returee-ship mainstream conversation, the #Diversity they practice, populate and preach. Neha Bagaria, I have said this before, repeat it again, May your tribe grow. Rupali Tyagi, Jaya Azad, Divya Ramesh, Navin Patel, Amrita Nair, Maninder, Ashima , Suranjana Gupta thank you for a conversation I will continue to cherish.

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🚀 Unlock the Future of Coaching with Generative A.I.! 🚀 At this year’s ICF Annual India Conference in Pune, over 200 coaches, including myself, engaged in a riveting panel discussion on the transformative power of Generative A.I. and its profound impact on coaching. You can see some reactions to it in the link on the 1st comment. In addition to the insightful discussion, attendees witnessed an impressive demo of a multilingual chatbot. Missed the conference? Don’t worry! I'm excited to announce another power-packed event – a no-holds-barred, candid discussion between Saurabh Saksena and me on how Generative A.I. can revolutionize the way we coach ourselves and others. Why You Should Join: - **Understand Generative A.I. Possibilities:** Learn how to leverage this technology for personal and professional growth. - **Practical Use:** Discover how to use Generative A.I. effectively with minimal or no programming skills. - **Stay Ahead of the Curve:** Gain insights into distinguishing yourself from the competition and staying future-ready. And yes, we’ll update you on the latest with GPT-4o released on 13th May and Google AI’s upcoming features announced on 14th May. **Event Details:** 📅 **Date:** Friday, 17th May   🌐 **Register Now:** https://lnkd.in/gyB8aegh  📌 **Check the schedule for your time zone on the registration page.** Don't miss this opportunity to dive deep into the future of coaching with Generative A.I. Join us for an engaging and enlightening session! #GenerativeAI #Coaching #ICFConference #Chatbots #PersonalGrowth #Innovation #FutureOfCoaching #AIInCoaching #gpt4o #googleAI

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Prioritizing Employee Wellbeing in the Indian Workplace. It is worth pausing and reflecting on a topic that's increasingly at the forefront of organizational success: Employee Wellbeing. In today's fast-paced, competitive work environment, particularly in India’s growing corporate sector, there is a growing need to create psychologically safe spaces where employees can survive, thrive and stay well, all at the same time. For some time now, the narrative around mental health is shifting from taboo to necessity. Whether it's burnout, stress, or work-life imbalance, companies that actively address these issues are seeing benefits in employee retention, engagement and productivity. A couple of easy to do steps for organizations and leaders would be to foster open communication and let people freely share views and feedback, and to provide access to mental health resources. Let’s make it a priority to actively care for the people who power our organizations. A happy, healthy employee is not just more productive, but also more creative, collaborative and committed. Business success is directly tied to employee wellbeing. Here’s to a sane and productive week! #EmployeeWellbeing #MentalHealthMatters #Leadership #HR #WorkplaceCulture #IndiaBusiness

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I am always looking for ways to transform L&D from a function that merely reports learning metrics to forecasting business performance. To achieve this, we must ensure strong collaboration with business functions. Sharing 3 standout strategies for you to enhance coordination between L&D and functional heads (insights from the conversation I had with L&D leaders in the Middle East in my recent webinar): Set up a ’Business excellence department' said Aysha Sulaiman from Rakez: - This team ideally reports to the Chief Strategy Officer who has full visibility of the organization's direction. - Hold cross-functional knowledge sessions to discuss and understand the upcoming business imperatives and accompanying skill needs. - Based on this understanding, use internal competency frameworks and gap assessments to tailor learning experiences. Samer Touma’s team from Chalhoub Group does it with ‘Business learning sponsors’: - Define job families and assign business learning sponsors for each. - Collaborate with sponsors to co-create targeted learning materials, to ensure expertise and endorsement from the respective function’s sponsors. - Encourage employees to opt for a learning platform with a ‘subscription model’. This fosters a habit of continuous upskilling. Suhrid Chaudhuri from Al Ghurair shared 2 key metrics that will make L&D an integral part of business decisions: - Performance Impact: This helps you discover connections between learning and job performance, and in the long term empowers you to predict the outcomes that a learning experience can generate. - Succession Readiness: This metric indicates the preparedness of employees to take on new roles, by assessing the availability of skills. These are highly impactful metrics, and you can measure these by integrating learning management with skills, talent, and customer experience data. I found these strategies extremely interesting and result-oriented. Have you implemented anything similar in your organisation? How do you enhance L&D and functional cooperation? #LearningStrategy #LnDStrategy #CHRO #CLO #CEO #LearningInspiration #Leadership #LnD #BusinessImpact #Skills #LearningAndDevelopment #HR #HumanResources #WorkplaceLearning #EmployeeTraining #SkillsDevelopment #Innovative #Disprz

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The intersection of AI and biotechnology is transforming healthcare with unique opportunities to drive innovation and secure significant returns. Key trends in AI in biotech, including personalized medicine, are explored, offering actionable strategies. Checkout this blog for more insights. #genai #lifescience

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I was privileged to be featured along with foremost HR Gurus like Dave Ulrich to write about how AI is impacting Performance Management in this issue of SightsIn Plus 🚀 Transforming Performance Management: The AI Edge 🚀 Is AI an ally at workplace or too new and too general / broad to be of real value? I believe it has magic .. Dive into my latest article and I would love to know your views! 📈 With AI, we’re not just crunching numbers; we’re crafting stories. Stories that reveal the hidden potential within data, guiding us to unlock productivity and foster growth. 🤖 Imagine a system that’s not just smart but also intuitive—offering personalized insights and proactive solutions for every unique career path. 🔍 Stats reveal that companies integrating AI into KPIs witness a 300% jump in financial outcomes. And guess what? Over 60% of leaders affirm AI’s role in boosting efficiency. 👥 It’s not about replacing the human element; it’s about enhancing it. AI equips us to make decisions that are fair, informed, and inclusive. 💡 So, what’s your take on AI in performance management? Are you ready to embrace this change? Share your thoughts below and let’s discuss! Check out the full article for a deep dive into AI’s transformative role in our work lives. Together, let’s navigate the future of work with AI as our compass! #AI #PerformanceManagement #HumanResources #Innovation #FutureofWork

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