Kashyap Makwana

Corporate amnesia... It is a phrase used to describe a situation in which businesses, and other types of co-operative organization, lose their memory of how to do things. The condition is held, by some people, to be analogous to individual amnesia. Cause and effect: The causes are various. Employees have an inherent short & selective memory recall alongside a defensiveness that screens out unwelcome events with which they & their employer are involved. Flanking this are the effects of the single biggest change in workplace practice for at least a century - the actively encouraged flexible labor market. In many countries, employee turnover is 10%  in many industry sectors where productivity starts to be affected. What happens, is that the knowledge & experience known as organizational memory (OM) - the unrecorded event-specific, organization-specific & time-specific ‘how’ of know-how that characterizes any organization's ability to perform - walks out of the front door on a regular basis. Jobs change was initially related to downsizing but it is now a general feature of the labor market, where, on average, annual employee churn exceeds 20% in many countries & up 60% in some industries. Cost: Firstly, the organization has to continually re-learn its tried-&-tested practice. Secondly, the body of evidence that would otherwise be available for better decision-making is reduced, a situation that affects the ability of organizations to learn efficiently from their own experiences. Thirdly, with the relationship between knowledge and power intimately linked, the corporate body has – quite deliberately and entirely unwittingly – allowed their command to be displaced. No longer are individuals an aggregate part of an established institution. Individuals are the institution for as long as they remain in situ. Then, when the face changes the institution changes, or, more accurately, tries to change, bereft of its continuity and at the mercy of new brooms. Ordered evolution has become a shapeless revolution with such things as corporate culture, ethos, values and tried and tested usage struggling to maintain an even keel. In effect, the motor of the wealth machine has largely disempowered itself. The cost of this is incalculable. Also known as institutional forgetting, corporate amnesia is among the biggest constraints to decision making excellence and a massive contributor to productivity shortfalls. #hrcommunity #hrmanagers #work #hrd #hrgeneralist #hrprofessionals #hr #hrm #hrleaders #hrmanagement #leadership #humanresources #humancapital #culture #hrbusinesspartner #careers #business #productivity #management #economy #transformation #employeeexperience #industrialRelations #society #Success #vishalkhedekar #future #futureofwork #remotework #entrepreneur #growth #india #collaboration #peopleandculture #leader #organisationaldevelopment

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As an HRBP who closely moderates Performance Improvement Plans (PIPs), I’m always exploring ways to make them more impactful. I just attended a session by Keka HR Katalyst 4.0 - Day 2 powered by SHRM India and moderated by Ashwin Karthik - Topic: Is PIP a Myth? 🔍 It was a deeply insightful discussion that challenged traditional approaches to PIPs and offered actionable strategies. Key takeaways: Capt.Partha Samai (VP and Head HR, JIO): Emphasized the importance of defining clear goals, fostering the right environment, actionable feedback, and consistent progress monitoring for effective course correction. Ganesh Iyer (Sr. Director HR, ADP): Highlighted the need for empathy, unbiased HR practices, KPI-driven approaches, and validating evidence to ensure fairness. Barun Mallick (Marketing Head, Keka): Stressed the significance of a structured action plan backed by continuous feedback. This session reaffirmed the role of fairness, transparency, and measurable outcomes in transforming PIPs into a tool for genuine performance improvement. I’m excited to bring these insights to my workplace. What’s your take on PIPs? Do they drive improvement, or are they just another corporate myth? #HRBP #PerformanceImprovement #HRInsights #WorkplaceSuccess #KekaHR

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Delays in hiring can cost organisations thousands in lost productivity and extended vacancies. Reference checks are often one of the final hurdles. With Referoo, you can remove those bottlenecks. Our platform speeds up reference checks, improves accuracy, and gives you full transparency, helping you make faster, better hiring decisions. Ready to reduce your time-to-hire and cut costs? Let’s chat about how Referoo can help.

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100 Days 100 HR Thoughts Day 12 of 100 Days Agility in HR is a Competitive Advantage In today’s fast-paced world, agility is critical for organizational success. HR must be flexible and responsive to changing workforce needs, market trends, and business priorities. Being agile allows us to adapt quickly, innovate solutions, and maintain a competitive edge in both talent management and employee satisfaction. #HR #Agility #Leadership #EmployeeEngagement #FutureOfWork

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Navigating Global Payroll: Key Challenges and Best Practices for HR Leaders 🌍💼 Managing payroll across multiple geographies can be one of the most complex and critical tasks in HR. With different tax regulations, labor laws, and compliance requirements around the world, staying on top of payroll isn’t just about ensuring employees are paid on time—it’s about doing so in full compliance with local laws and regulations. Here are a few key challenges HR leaders face in global payroll, and how to approach them: 1. Complex Tax and Social Security Systems In many countries, payroll requires understanding local tax laws and social security contributions, from federal taxes in the U.S. to VAT in parts of Europe, to CPF in Singapore. Solution: Partnering with local experts and using automated payroll software can ensure accuracy and reduce the risk of compliance errors. 2. Diverse Employee Benefits and Entitlements Paid time off (PTO), health benefits, and pension schemes differ significantly across regions. In the U.S., PTO is typically policy-driven, but in the EU, employees are entitled to generous vacation days. Solution: Stay up-to-date with local labor laws and adjust your policies to meet or exceed local standards where applicable. 3. Cross-Border Compliance Risks From withholding taxes to statutory reporting requirements, payroll compliance can differ not only by country but sometimes by state, province, or even city. Solution: Implement a robust compliance checklist for each region and ensure you are working with trusted payroll providers who understand local nuances. 4. Currency and Payment Methods Paying employees in multiple currencies and ensuring proper conversion rates can add another layer of complexity. Solution: Choose payroll systems that support multi-currency payments and ensure that all international employees are paid in their local currency, on time. 5. Remote Work and Global Payroll With remote work here to stay, HR must consider how global payroll is managed for employees working from anywhere. Solution: Develop a comprehensive remote work policy and collaborate with global payroll partners to understand the tax implications and work permit requirements for international employees. 💡 Best Practices for Success: Automate wherever possible: Payroll systems like ADP, Workday, or Global Payroll providers can handle much of the complexity and ensure accuracy. Educate yourself on local laws: Take the time to stay informed about changing regulations in the markets you serve. Global payroll is more than just a function—it's about ensuring every employee is paid fairly, on time, and in full compliance with the laws of their country. As HR professionals, it’s our job to stay ahead of the complexities and create seamless, efficient payroll systems that help build trust and ensure business success. 🌟 #HR #PayrollManagement #GlobalHR #HRTech #Compliance #HumanResources #PayrollCompliance #InternationalPayroll #RemoteWork #Taxation

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Why Indian Payroll and Compliance are Vital for Your Business—and Why Outsourcing is the Smart Choice In India, payroll and compliance management is not just a routine administrative function but a critical component that impacts business health and employee well-being. From ensuring timely payments to navigating the complex web of regulations, businesses must keep their payroll processes smooth and compliant with Indian labor laws. The Intricacies of Indian Payroll Indian payroll is complex due to its multi-layered regulations. It’s not just about distributing salaries—businesses must handle deductions like Provident Fund (PF), Employee State Insurance (ESI), professional tax, and income tax, all while adhering to state-specific laws. Staying Compliant in India: A Challenge Indian compliance regulations, particularly in payroll, are constantly evolving. Whether it’s the introduction of new labor codes, changes in taxation, or statutory contributions, businesses must stay ahead of the curve. Non-compliance can result in hefty fines, litigation, and even shutdowns. Moreover, employees expect their pay to be accurate and timely, further elevating the stakes for businesses. The Benefits of Outsourcing Payroll and Compliance in India Given the complexities of the Indian payroll landscape, many businesses are opting to outsource these functions. Here’s why outsourcing is an advantageous move: 1. Access to Expertise: India’s tax laws and labor regulations can be confusing. By outsourcing, you tap into the expertise of professionals who stay updated with every change and know how to navigate the system flawlessly. 2. Cost Savings: Maintaining an in-house payroll team requires ongoing investment in training, software, and resources. Outsourcing eliminates these costs and allows your team to focus on growth-oriented tasks. 3. Compliance Made Easy: Payroll outsourcing partners are equipped with the tools and knowledge to ensure compliance with all statutory regulations, reducing legal risks for your business. ThinkHR – Your Partner for Payroll and Compliance in India At ThinkHR, we specialize in managing the intricacies of Indian payroll and compliance. Our team ensures that your business stays compliant with labor laws and regulations while handling payroll efficiently and accurately. Outsourcing with ThinkHR means peace of mind, reduced costs, and compliance that’s always on point. Focus on scaling your business, and leave the payroll and compliance to us. Learn more about how we can help here: https://lnkd.in/gD7FcrBj Raj Lalwani Bhagyashree Pachegaonkar Manisha Sharma Himadri Pandit Mihir Vagadia ThinkHR - Powered by Adler

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The HR interview process at Transcodezy IT Solutions Pvt. Ltd. typically follows a structured approach to ensure effective candidate evaluation. Here's an overview: Initial Screening: This may involve a questionnaire or a brief phone interview to assess basic qualifications and cultural fit. Structured Interviews: Candidates undergo one or more structured interviews where standardized questions are asked to evaluate their skills, experiences, and alignment with the company's values. Technical Assessment: For technical roles, a technical screening may be conducted to assess specific skills relevant to the position. Behavioral Questions: Interviewers often ask behavioral questions to understand how candidates have handled situations in the past, providing insights into their problem-solving abilities and teamwork. Final Evaluation: After interviews, the hiring team discusses each candidate's performance based on established criteria, leading to a decision on whom to offer the position. This methodical approach ensures a fair and thorough assessment of candidates, helping to identify the best fit for the company and its culture. #interview #interviewproccess #candidates #hiringteam #Technical #Structure

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Key Takeaways from the certification: 1 Employee Branding 2 Market Trends 3 How culture fit creates impact on hiring 4 Understand the candidate requirement #humanresource #HR #certification #Hirist

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Dear HR Community. Hearing 8.33% seems unreasonable😐 or not interesting😏 to Few or to the Most. Take a look at Few figures mentioned below this might change perspective of some or even ONE would be a good start... ✌🏼 ***Copied 👇🏽 *** TA teams in India: 🐅 Are you feeling lucky today? Here’s a bunch of jobs to fill. Plenty of talent around. Just get the one we actually interviewed and hired to show up on day 1 and yes, but don't forget to add the description for other countries mentioned below as well 😁 & you can have a placement fee of 8.33%. TA teams in Indonesia: 📢 Plenty of talent available. Find me someone who can fit within the team and the culture we have, with reasonable core skills, and you can have a fee of 20%. TA teams in Australia: 🌏 Talent is getting harder to find. Find me someone who is a good skills match and isn’t 30% over budget, and you can have a placement fee of 15 to 18%. TA teams in Japan: 🗾 Your network is your net worth. Here are more jobs than you can handle. Find me people who fit our culture and are actually willing to accept our offer. Do that and you can have a placement fee of 40%. TA teams in Singapore: 🦁 Don’t give up. Find me someone who doesn’t need a visa, or can pass the COMPAS framework, isn’t asking for more than a 12% bump in salary, has the right skills, is the right culture fit, will work beyond office hours as need be, has two solid references, and doesn’t switch jobs more than once in three years. Do that and you can have a placement fee of 15 to 20%. Before reaching on conclusion Kindly read, here not comparing the countries but the process or TA. You all might not agree with me, but I am grateful that you at least read my post. Please Share your opinions........ #TA #HR #HRcommunity #Talentacquisition #Humanresources

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100 Days 100 HR Thoughts Day 9 of 100 Days Data-Driven Decisions Create More Effective HR Strategies HR analytics allows us to move from reactive to proactive in our strategies. By leveraging data, we can make informed decisions on hiring, retention, performance, and employee satisfaction. Data tells the story of our workforce—let’s use it to drive meaningful change and build a stronger, more efficient organization. #HR #HRAnalytics #Leadership #DataDriven #WorkplaceCulture

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Navigating HR Metrics In the world of Human Resources, success isn’t just a gut feeling—it's quantifiable. Let’s take a dive into the sea of HR metrics, shall we? 1. HR-to-Employee Ratio: Ever wondered how your HR team stacks up against the workforce they serve? The HR-to-Employee Ratio paints a clear picture by comparing the number of HR staff to the total number of employees. It’s like a quick snapshot of HR horsepower. 2. Cost Per Hire: Bringing in fresh talent comes with a price tag. Cost Per Hire factors in everything from job ads to relocation expenses, giving organizations a bird’s-eye view of their recruitment spending. Keeping tabs on this metric ensures that the hiring process stays lean and mean. 3. Time to Fill: Time is money, especially when it comes to filling vacant positions. Time to Fill measures the duration from job opening to candidate acceptance, helping HR fine-tune their recruitment process for maximum efficiency. 4. Total Compensation Expense Per Employee: What’s the true cost of keeping your workforce content? Total Compensation Expense Per Employee tallies up salaries and benefits, giving organizations a comprehensive view of their financial investment in human capital. 5. Health Care Costs Per Employee: A healthy workforce is a happy workforce, but at what cost? Health Care Costs Per Employee shines a light on the expenses associated with keeping employees covered, ensuring that healthcare spending remains sustainable. 6. Absentee Rate: Are your employees showing up, or are they playing hooky? The Absentee Rate reveals the frequency of unplanned absences, serving as a litmus test for the effectiveness of retention strategies. 7. Human Capital ROI: Investing in your people is a no-brainer, but what’s the return on that investment? Human Capital ROI crunches the numbers to determine the tangible impact of your workforce on the bottom line. 8. HR Expense Factor: HR isn’t just a cost center—it’s a strategic asset. The HR Expense Factor measures HR’s financial footprint relative to overall operating expenses, highlighting its contribution to organizational success. 9. Training Per Employee: Knowledge is power, but it comes at a price. Training Per Employee breaks down the cost of upskilling your workforce, ensuring that investments in employee development yield meaningful returns. 10. Turnover Rate: Goodbyes may be bittersweet, but excessive turnover is bad for business. Turnover Rate tracks the ebb and flow of talent, prompting HR to take proactive measures to enhance employee retention. In the fast-paced world of HR, metrics are more than just numbers—they’re invaluable tools for driving continuous improvement and fostering organizational excellence. By harnessing the power of data, HR professionals can steer their departments toward greater efficiency, effectiveness, and ultimately, success. So, keep calm and measure on! 📊✨ #HRMETRICS #MEASURE #FOLLOWFORMORE

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Don't Fear the Check: Background Verifications (BGV) Demystified for Smarter Hiring. Background verifications (BGV) are critical for #HR teams as they make informed hiring decisions. Here, we would like to dispel some myths about background checks. For more information, contact us at [email protected] or click the link below to book a demo. https://protoverify.com/ #bgv #ProtoVerify #myth #facts #hiring

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📢 Important Update for HR, Hiring Professionals, and Job Seekers! Key Points: ✅ Employee Rights Protected: If an employee’s resignation is accepted by their previous employer, the new employer cannot withdraw a confirmed appointment, even if there are delays in documentation, a new employer cannot back out from hiring them ⚖️ Fair Employment Practices Reinforced: This ruling promotes smooth career transitions, ensuring selected candidates get a fair start with their new employer. 🔄 Reminder for Employers and Employees: Ensures adherence to legal rights and fair onboarding processes. This ruling is a step toward safeguarding employee rights and upholding transparent recruitment practices. Explore the full details here: Delhi High Court Ruling- https://lnkd.in/gvCrwWhq #hr #HRUpdates #HRPractices #LegalUpdate #Recruitment #WorkplaceFairness #CareerTransitions #HRCommunity #JobSecurity

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Understanding HR Payroll in India: Key Insights for 2023 Managing HR payroll in India is a complex task requiring a blend of accuracy, compliance, and efficiency. Here are some key points: Payroll Calculation and Components: - Gross Salary: Basic pay, allowances (HRA, medical), bonuses. - Net Salary: Gross salary minus deductions like TDS, Provident Fund (PF), and Professional Tax (PT) if applicable. Statutory Compliance: Ensuring statutory compliance is crucial to avoid penalties: - Social Security: Includes the Employees’ State Insurance Act, 1948, and the Employees Provident Fund Act, 1952. - Wages: Governed by the Payment of Wages Act, 1936, and the Minimum Wages Act, 1948. - Employee Benefits: Includes the Maternity Benefit Act, 1961, and the Payment of Bonus Act, 1965. Minimum Wages: Minimum wage rates vary by state and skill level. For example, in Tamil Nadu , they range from approximately INR 10,305 for unskilled workers to INR 10,635 for skilled workers, depending on the specific industry and location within the state. Payroll Processing Stages: 1. Pre-Payroll Activities: Data validation and compliance checks. 2. Payroll Calculation: Includes attendance and leave data processing. 3. Post-Payroll Activities: Statutory compliance, payroll accounting, and reporting. By leveraging technology and considering outsourcing, companies can manage payroll more efficiently and focus on core business activities.

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🚀 HR in 2024: Transforming the Workplace for a New Era 🚀 HR in 2024 is about driving growth, innovation, and a thriving culture. Here’s a look at the key trends shaping the workplace: 1. Data-Driven HR 📊 HR is leveraging data to make smarter decisions on recruitment, retention, and employee development, ensuring an agile and competitive workforce. 2. Personalized Employee Experiences 🎯 Employees want tailored training, benefits, and career paths. HR is using tech to provide customized experiences that boost engagement. 3. Leadership Development 🚀 HR is investing in future leaders with mentorship and adaptive programs to help them thrive in a changing world. 4. Flexibility at Work 🌱 Flexibility is key, but hybrid work isn’t always ideal. While flexible hours are great, working from the office often enhances collaboration and company culture. 5. Sustainability and Social Responsibility 🌍 HR is leading the charge in promoting eco-friendly practices and purpose-driven initiatives that align with employee values. 6. Continuous Feedback & Recognition 💬 Annual reviews are out. Real-time feedback and recognition are in, keeping employees motivated and aligned with goals. HR is evolving to create more innovative, flexible, and people-centric workplaces. Let’s continue to empower individuals and drive success. #HRTrends #EmployeeExperience #Leadership #FlexibleWork #DataDrivenHR #Sustainability #ContinuousFeedback #PurposeDrivenWorkplaces

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The report clearly outlines the need for PSE organisations to focus on leadership development and modern methods of training. It is essential for these organisations to invest in their employees and prepare them for the future of work. The SHRM PSE Team should be commended for highlighting this important issue. It is only through a commitment to continuous improvement and innovation that PSE organisations can thrive in an ever-changing landscape. Achal Khanna Swati Thakur Neetikaa Mithal Nishant Parashar Megha Razdan Neha Pant Gaurav Bansal Kirat Dhillon #Leadership

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🌟 **The Future of HR: Beyond Processes, Towards Purposeful Experiences** 🌟 The future of HR isn’t just about managing processes; it’s about **crafting experiences** that truly resonate with employees at every stage of their journey. From onboarding to career development, HR professionals hold the key to **creating a culture of continuous growth and innovation**. By prioritizing **employee well-being**, **inclusion**, and **purpose**, HR can **transform workplaces** into thriving ecosystems where individuals are not only motivated to excel but also inspired to collaborate and innovate. In this new era, HR goes beyond just managing talent—**it’s about inspiring it**. Let’s embrace this shift and lead the way to a future where every employee experience is a step towards greatness. 🚀 #HRLeadership #EmployeeExperience #WorkplaceCulture #Innovation #Inclusion #EmployeeWellbeing #FutureOfWork

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At Amazon, we are relentlessly focused on earning the trust of our candidates every single day. As an organization, we will continue to take action against recruitment fraud activities whenever such cases are brought to our attention. This blog provides essential information on recognizing and avoiding these misleading offers. Learn about the steps Amazon is taking to combat this issue and gain valuable insights into the recruitment process. Beware of fake Amazon job offers and share this to protect your network. Read here : https://bit.ly/3LyDGe5 #InsideAmazonIndia #AmazonIndia #Amazon #InsideAmazonIndiaStores

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Every recruitment or consulting firm has its own unique working model. Some firms, like ours, focus on building relationships with clients for empanelment and presenting candidates with suitable job opportunities. Others might approach clients to place specific candidates who have retained their services. It's important not to judge any organization based on its model. Just as individuals have diverse ways of working, so do companies. Take the time to understand different approaches and broaden your knowledge. Each model has its own strengths and can offer valuable insights into the recruitment process. Let's appreciate the diversity in our industry and learn from each other!! 🙌 #AntalInternational #Recruitment #Consulting #Medicaldevicehiring #Healthcarehiring #TalentAcquisition #Hiring #HR #RecruitmentStrategy #ConsultingFirm #CareerOpportunities #IndustryInsights #ProfessionalGrowth #WorkplaceDiversity #KnowledgeSharing #Networking #CareerDevelopment #BusinessStrategy

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