Krishna Prasad M

Building a robust skills matrix isn’t just a best practice—it’s the backbone of workforce strategy, essential for aligning talent with business priorities, uncovering critical skill gaps, and fueling seamless internal mobility. However, the process can be time-consuming and labor-intensive, requiring continuous updates to capture evolving skill sets accurately. By automating skill profiling and mapping through Domain-Intelligent AI and Large Graph Models (LGM) for Skills, organizations can: ▪️ Streamline workforce planning by generating real-time skill inventories. ▪️ Reduce manual effort with automated skill gap analysis and career path recommendations. ▪️ Accelerate redeployment by matching talent with internal opportunities based on precise, auto-evolving skill data. Read how adopting a domain-intelligent skills matrix can optimize workforce agility, minimize external hiring needs, and ensure that talent is continuously aligned with business objectives - https://lnkd.in/ePYgDNzc #SkillsMatrix #TalentManagement #AICopilot #WorkforceOptimization #InternalMobility #SkillGaps #TalentStrategy #AIforHR #WorkforcePlanning #FutureOfWork #SpireAI

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How CHROs Can Partner Effectively with Executive Search Firms Chief Human Resources Officers (CHROs) play a pivotal role in shaping an organization’s leadership team. A successful partnership between a CHRO and an executive search firm can significantly impact an organization's ability to attract and retain top talent. Here’s how CHROs can collaborate effectively with executive search firms to streamline hiring and secure top talent: 1. Clearly Define Leadership Needs Outline the specific leadership skills and traits required to help the search firm focus on candidates aligned with your organizational goals. 2. Communicate Company Culture and Values Share insights on your culture, values, and challenges to help the search firm find candidates who will thrive in your organization. 3. Set Realistic Expectations Collaborate with the search firm on timelines and goals. Be prepared for a thorough process, as finding the right candidate may take time. 4. Collaborate in the Interview Process CHROs should actively participate in interviews, providing insights on culture and leadership needs to assess both technical skills and cultural fit. 5. Be Open to Diverse Candidates Embrace candidates with diverse backgrounds and fresh perspectives, as diversity fosters innovation and stronger decision-making in leadership. 6. Provide Constructive Feedback Offer feedback after interviews to help the search firm refine the process and better understand your needs. 7. Maintain Open Communication Ensure open communication with regular updates and feedback, fostering alignment and a smoother search process. Additionally, Define Success Metrics for the Partnership -Set clear KPIs like candidate quality, time-to-hire, cultural fit, and retention rates to track the success of the partnership. These metrics keep both the CHRO and the search firm aligned, ensuring the process delivers the right talent. Regular reviews of these metrics ensure continuous improvement and a stronger collaboration. CHROs can maximize the value of their partnership with executive search firms by ensuring a successful collaboration that leads to the acquisition of top talent. Contact Cornerstone International Group - India executive search team today to discuss your talent needs and find the perfect fit for your leadership team. For more details, you may write to [email protected] #CHRO #ExecutiveSearch #TalentAcquisition #LeadershipHiring #ExecutiveRecruitment #TopTalent #LeadershipDevelopment #ExecutiveSearchFirms #TalentManagement #CHROInsights #GlobalTalent #HRPartnership Image credit: freepik

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📈 The Learning & Development (L&D) landscape is evolving faster than ever. Once focused primarily on compliance and basic skill-building, L&D now plays a strategic role in driving organizational success—especially with rapid market changes and a global talent shortage. According to the World Economic Forum, nearly half of all employees will need reskilling by 2025. This growing demand for agile, impactful learning is both a challenge and a tremendous opportunity. So, how can organizations build a learning ecosystem ready for today’s demands and tomorrow’s AI-powered potential? With AI-driven, modular learning environments, companies can transform L&D into a source of measurable ROI, meeting today’s needs and scaling for future growth. Learn how: https://lnkd.in/g7DPCWQg #LearningAndDevelopment #AI #L&DInnovation #FutureOfWork

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Does #MindfulCulture seem a utopian concept? You should have listened to: - Katyayani Krishna’s initiatives on making #MindfulMeetings a reality and bringing Mindfulness to the leadership team. - Sanjeeb Lahiri sharing about the interesting practice to curb impulsive reactions during the #meetings. - Kamlesh Dangi’s idea of identifying 15-behaviours for #Mindful responses; and keeping purpose in sight when setting the direction. - Rajeev Bhadauria sharing multiple insights on Mindful behaviours and making communication and ecosystem as the core drivers of Mindful Culture. - Kalpan Desai sharing anecdotes on Mindful ways of leading and his vision to take Mindful Culture beyond workplaces. - Mitali Barot’s thoughts on policies as enablers and Neha Kadam’s perspectives on building situational guidelines. - Rajiv Das’s way of taking involvement from 5-minutes to 40 minutes. Building a Mindful Culture seems much more practical and a very exciting endeavour now. Inviting you to share your best practices and be part of the 'Mindful Culture Cohort'. See you in the next edition of ‘The Source Code of Mindful Culture’. MEx | Strat-Board Services | Frob - Friends of Books | Gaurav Bakshi | Mohit Gupta | Aarthi Lakshmi | Vrinda Makhija | Ridhima Kaul

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There has been a lot that has been said about organizations and the role of leaders/ HR/ organizations in terms of what they can do to prevent the toxicity and dysfunctionality of long work hours, performance pressures etc. - especially in the recent days. In my opinion, while we critique the situation and recommend a review of the system, we need to recognize the role of competition/ stock market performance/ wealth generation and most importantly our values around these. It cannot be denied that we over-index on making money, and respect/ social status is a function of your wealth creation. Workspaces are a subset of our social fabric - what is "wealth" needs a new definition and recalibration. It needs to include the wealth of health (wellbeing - which is not merely the absence of disease), your social contribution (goodwill/ karma/ volunteering) - and perhaps some more aspects of life that make it wholesome - maybe art/ poetry/ legacy? While workspaces are a subset of the social fabric, they are a very powerful force in social change - and can (perhaps must) play a significant role in this redefinition and recalibration. - and maybe it is important for us to question who and what we value and strive for. What do you think? #Workplaces #CompassionateWorkplaces #Caring #Leadership #HR #culture #values

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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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Performance management can be a tricky terrain 😵. HR leaders struggle to translate individual performance into tangible business value. With multiple goal frameworks, confusion around appraisal frequencies, and techniques like 9boxing, behaviorally anchored rating scales, and continuous feedback, HR leaders have their hands full. We're simplifying these complexities in our upcoming masterclass featuring Vikas Yadav Function Leader – Talent Management, PeopleStrong, in conversation with Amit Thapliyal, SVP, PeopleStrong. But before we dive in, we want to hear from you. ❓Ask us anything❓ – tactical, operational, or strategic – about performance management.  Your questions, our expertise. The selected ones will be spotlighted in our upcoming Masterclass and on social media 🚀 Send us your questions here: https://lnkd.in/grcYTAtK

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Please click this link andregister: https://lnkd.in/gscapwBM to join the webinar! This 3 Episode Webinar Series delves into how one could build a Winning Workplace! 18th May - Deep Dive into Attrition Management. 24th May - Managing Leave and Attendance for Employee Productivity 29th - Correlation between Capability, Engagement & Productivity.

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The HEART comes before the HEAD If you observe the most successful leaders be it in the corporate, political, sports or social service space, there is a common trait in all of them - they are good in managing people and their emotions They have cracked the code of People management coz they understand that the heart comes before the head They very well know that you can’t move people to action unless you 1st move them with emotions These leaders connect with people on personal and work levels. In return, people trust them a lot. They would even agree to move a mountain on their word. It's not really a secret, but many leaders forget this simple yet important point #leadership #HR #people

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It's always a pleasure to collaborate with Dr. Sachin Jhawar. His down-to-earth approach and humble demeanor, combined with an exceptional understanding of organizational dynamics and the intricacies of business, are truly commendable. Dr. Jhawar's insights and advice during meaningful conversations - video below, have the potential to offer valuable solutions to the day-to-day issues faced by any business owner or startup. #SMEs #SmallBusiness #Entrepreneurship #StartupLife #BusinessOwners #EntrepreneurialJourney #Startups #BusinessTips #BusinessStrategy #EntrepreneurMindset #StartupSuccess #BusinessGrowth #SMECommunity #BusinessSolutions

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I am surprised at this article. All organizations having 10 or more employees need to form an Internal Committee (IC) at the workplace. The IC handles complaints of sexual harassment received by it. It has the powers of a Civil Court in summoning attendance of parties including production of documents. The complaints are handled as per the provisions of Sexual Harassment of Women at the workplace( Prevention, Prohibition and Redressal) Act 2013 also known as the POSH Act 2013. In the 5 complaints mentioned in the article, there is not even a whisper of the POSH Act being followed in handling the complaints of sexual harassment. HR is mentioned but there is no mention whether or not HR forwarded the complaint to the IC. It is well known that if the law prescribes that something has to be handled in a specific manner, it has to only be handled in that manner and no other manner. https://lnkd.in/dbRB4m6N #poshact #sexualharassment

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The Evolution of HR: From Admin to Strategic Partner HR has evolved! HR is no longer just an administrative function but a strategic business partner driving growth and success. #HRTransformation #StrategicHR

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#gigroup #changelives #morethanwork #sustainability #gigeconomy Equitable rewards strategy for gig workers in India is imperative. Glad to share that my views and thoughts on this topic have been published in an article in People Matters. The process of acknowledging the constant change, implementing the need for change, governance in implementation, and questioning the outcome to look for something better is crucial. Let's work towards creating a fair and just system for the new breed of working. #gigworkers #rewardsstrategy #gigworkforce #worldofwork #newbreedofworking #technology #automationatwork #humancapital Click on the link to read the full article; https://lnkd.in/g4f5RVSd Peoplematters Human Capital Magazine National HRD Network National HRD Network NHRDN KOLKATA CHAPTER Global HRD Network (GHRDN) HRTales Siliconindia SiliconIndia HR Sampark Alliance University Bangalore University Indian Institute of Management, Calcutta Indian Institute of Management Ahmedabad Christ University, Bangalore West Bengal University of Technology, Kolkata HRKatha IASC SECTORSKILLCOUNCIL

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As the L&D function is challenged by rise of AI and the aftermath of the pandemic, how do we reimagine the philosophy of L&D and issue a new mandate? Are structural changes required, placing L&D in the c-suite? Must L&D catalyze the growth of needed communities? Interrogate these questions and more in "The Future of L&D 2024." Download you copy today at wdhb.com/wdhb-lab. Read more about the report in our June newsletter! https://lnkd.in/eykVt9qP #LearningAndDevelopment #AI #PostPandemicWorkplace #Loneliness #Isolation #SelfDevelopment #Learning #NeverStopLearning

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Yesterday I had the privilege of participating in an enlightening session on leading #DEI in organizations with Dr. Sumita Datta for the XLRI CHRO online program. Bringing a practitioner's perspective to the subject, the session was both stimulating and engaging, thanks to the relevant and thought-provoking questions from the participants. We explored several critical aspects of DEI, including how to demonstrate its business value. One of the pertinent topics for discussion was on the importance of moving beyond input metrics (like hiring diversity and inclusion initiatives) to correlate these with output metrics (such as innovation rates, customer satisfaction, and financial performance). We also discussed how to quantify the value of DEI to shareholders, emphasizing increased revenue, cost savings, enhanced reputation, and boosted innovation as significant outcomes. This rich exchange of ideas highlighted the necessity of DEI in driving business success and creating inclusive workplaces where everyone can thrive. I truly enjoyed being part of this session and am inspired by the ongoing commitment to DEI in the corporate world. Looking forward to more such enriching discussions! #DEI shouldn't be confined to closed-door discussions or limited to strategic planning. Integrate it into the fabric of your organization’s culture. Become an #ALLY in your workplace! Educate, Speak up, Support Inclusivity, Listen and Learn and Take Action! A big thank you to Dr. Sumita Datta for the wonderful opportunity. Shout out to my dear friend Seema Das for thinking of me for speaking on this topic. #DEI #Leadership #InclusiveWorkplace #BusinessValue #XLRI

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In Part Five of 'Survival of the Fittest,' Amrop Partners explore the evolving role of the CHRO as a strategist, business partner and essential ally to the CEO. With growing responsibilities in shaping a compelling vision and vibrant culture, the CHRO's future looks promising 🌟, yet progress is uneven. Discover the latest insights on the evolution and future of the CHRO in our full article 📈 #BusinessLeadership #CHRO #ExecutiveSearch #Amrop #Csuite

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Sexual harassment at workplace in India - 2013 Act It's been over a decade since the inception of this law. One would think it's common knowledge by now, yet basic questions still arise, which both amuses and confuses me. Seizing the chance to shed light on it, we've penned down an article. Dive into it to grasp the significance of the PoSH law, crucial for everyone engaged in any form of work or business, no matter how big or small. Neglecting it is simply not an option! Kelp (formerly KelpHR) https://lnkd.in/g_mUEmWE

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Equipping your workforce with the right skills is crucial and challenging in today's era of AI and labor shortages. Hiring alone can't solve skills gaps. Organizations need strong upskilling strategies, smart internal pathways into priority roles, and the right HR structure. Discover how career pathways and a systemic approach to HR can address talent gaps and boost internal mobility with industry leaders in our upcoming live discussion, "Future-Proofing Talent: The Power of Career Pathways and Systemic HR." Register now: https://bit.ly/4cNso1w

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