Manish Khare

Very Interesting article. How the communication style is evolving. Still we follow the traditional style of taking approval for leave. But a Gen Z employee just shoot an email to "inform" his boss not to take "approval" for leave. As an HR we need to learn how to customize our process, practice and policies.

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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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Action from last week - Wrapping up an insightful two-day L&D Conclave at IiPM, Indian Oil Corporation, with a powerful valedictory address by Pavitra Singh, CHRO at PepsiCo. She emphasized that transformation begins with a personal commitment—no one can truly be taught to transform without it. Key points included: - 70-20-10 Model: While on-the-job learning remains pivotal, AI-driven context, agility, and curated engagement are reshaping the 10%. - Coaching and Peer Learning: Embracing digital coaches, reverse mentoring, and platforms like Gloat to foster networked learning. - "Outside-In" Approach: Bring industry insights through guest speakers, externships, and cross-industry tours. - On-the-Job Adaptation: Driving growth with cross-functional projects, shadowing, and real-world exposure. Her message underscored the evolving nature of L&D in today’s agile, AI-enabled world. I am thankful for this enriching experience! Thank you, Vipin Jain and Shiv Shivakumar, for enabling this session. Surajit Bit - Thank you #LearningAndDevelopment #Transformation #GreenEnergy #Leadership

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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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Embracing diversity, promoting equity, and fostering inclusion - twinning the thought with Megha Goel just as we twin in attire, passion, talent, and dedication; cultivating a next-generation leadership that reflects the richness of our diverse organization Godrej Industries Group It's the leadership that embraces the philosophy which becomes the culture over the period of time! Conversation with Megha Goel never fails to surprise me 😊 #hr #humanresources #talentacquisition #futureleadership #

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Perfect recipe for HR-achaar! A bridge too far? Few years back, I attended a meeting where the HR head presented his thoughts on a new people engagement strategy. It was detailed, data-driven, and incorporated the latest HR trends. However, as his presentation went on, I noticed furrowed brows and befuddled expressions of the line managers in the hall. During the Q&A session, one gutsy manager stood up and asked, "This all sounds great, like it did last year, but I am unable to see how does it help me with the daily challenges my team faces?" Those few moments of pin drop silence, before the HR head spoke again, struck me. Have you noticed that most of the ‘gyaan’ (aka insights) about people and team dynamics, especially on platforms like LinkedIn, comes from HR leaders? While there is no denying that HR as a function plays a crucial role in shaping workplace culture and people policies, it’s often the line leaders—those on the shop floors, managing teams day in and day out—who have the most direct and practical experiences of their people. Imagine the richness of perspectives if we heard more from the business leaders and managers who interact with employees on a regular basis. Their real-world views could provide genuine and firsthand insights into the nuances of team dynamics, employee motivations, and the everyday challenges faced by the employees. One of the biggest misconceptions in many organisations is the belief that the HR understands employees better than their direct managers. This illusion creates a disconnect, where HR sees itself (and is conveniently seen) as the sole custodian of people, rather than a business partner in supporting line leaders to manage their teams effectively. In successful and mature organisations, the HR strives to understand how to run the business WITH people instead of merely running people FOR the business. This involves real business partnering by collaborating more closely with line leaders, gaining a deeper appreciation of business operations, and leveraging this knowledge to enhance people experience and productivity. It's time for leaders to coach more HR managers to step out of their ivory tower and into the real world. By doing so, they can better support managers, foster a more inclusive culture, and ultimately drive organisational success through a more realistic approach to people management. Let’s hear more perspectives and insights on people from the line leaders. Together, HR can create a more balanced and effective approach to managing the most valuable resource - people. Let’s bridge the gap. #humancapital #HR #peoplemanagement #linemanagers #leadershipunplugged

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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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📚 Question, Answer & Insights 📈 – An Ongoing Series Companies often find themselves grappling with these questions: 🔍 What can a "good" HR professional do for the organisation? 🌱 How does one identify and hire the "right" HR folks based on my company's growth trajectory? In collaboration with Pallavi Pandey, Ph.D. from Krea and Srikant Rajan, we embarked on a journey to find answers. We had candid conversations with senior HR leaders from diverse companies (global/Indian/startups and conglomerates) at various career stages. Our interview questions delved into: 💼 Career aspirations and learnings. 🔧 Evolution from tactical to strategic partnerships 🗺️ Advice for younger HR professionals on career navigation 🧗‍♀️ Reality of glass ceilings and ageism for HR professionals 👑 Aspirations beyond CHRO roles- Why not a CEO role? There were two major objectives of the study and analysis ✅ Help HR professionals navigate their career journey effectively ✅ Assist organisations in hiring the right HR talent aligned with their growth plans In a series of posts, we will deconstruct the evolving HR landscape. Each post will follow a simple format: ❓ Question: The question we asked HR professionals during our research 💡 Perspectives: Crowdsourced viewpoints from industry leaders, validated by research and expert opinions 🔎 Insight: A critical takeaway encapsulating the gist of the various answers ➡️ Next Question: A teaser for the upcoming topic We would love to hear more viewpoints. If you want to share yours, please write to me at [email protected]. #HRTrends #LearningJourney #HRInsights #Knowledgesharing #ContinuousLearning #HRjourney #HRcareers #leapinc #Learnwithleapinc #Leapincinsights #HRwithleapinc #humanresources #HR

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Planning…..the most underused and underrated skill in HR. When the present is pressed hard to our faces so that we have no way to look ahead or away, we miss opportunities to improve and innovate. With out a strong planning capability, execution and strong performance don’t exist. How can you execute what you don’t know? Invest in creating strong planning and prioritizing capabilities for yourself and your team!

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🌿 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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As we step into 2025, human resources is poised to drive meaningful transformation in workplaces across the globe. Reflecting on my conversations with platforms like Business Times, HRM Asia, and 98.3 FM, one thing is clear: the future is bright. From enhancing employee experience in a hybrid work world to embracing digital HR strategies, organizations have unparalleled opportunities to build inclusive, agile, and people-centric workplaces. Singapore, with its innovation-driven mindset and diverse workforce, is set to lead the way as a hub for talent and transformation, ensuring continued growth for businesses and employees alike. On a personal note, 2024 has been a year of incredible growth, collaboration, and some memorable challenges! As we close the year, let’s look ahead to new opportunities and meaningful connections. Wishing you a holiday season filled with laughter and a year ahead filled with purpose, progress, and success. See you in 2025—ready to tackle inboxes and challenges with renewed energy! 😉 #FutureOfWork #HR2025 #EmployeeExperience

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The powerful story of a friend/colleague returning to work despite ongoing illness shines a light on #resilience and #determination. Her journey, filled with courage, showcases qualities like motivation, determination, and unwavering strength. This news resonates deeply, reigniting a sense of #gratitude and emphasizing the beauty and goodness in life. The Deepavali celebration added an extra layer of fulfillment, enhancing this gratitude and appreciation. Such moments underscore the significance of unity, resilience, and embracing the blessings in our lives. Let her journey inspire us to support one another with compassion and positivity, embodying values of empathy and strength as we navigate life's challenges together. #Gratitude #Strength #Empathy #Resilience #NovemberJourney.

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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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HRBP is No more, HCBGD is the new norm ----- Dr Sanjeev Dixit, Global HR Leader, Culture & Life Coach The shift from the traditional Human Resources Business Partner (HRBP) model, introduced by David Ulrich in the 1990s, to the Human Capital Business Growth Driver (HCBGD) concept developed by Dr. Sanjeev Dixit reflects a significant evolution in business expectations. The HRBP model positioned HR as a strategic partner, ensuring alignment with business goals, but over time, its role has been critiqued for becoming too passive or merely supportive without directly influencing business outcomes. Dr. Dixit's HCBGD model redefines HR’s role by directly linking human capital strategies to business growth, making the HR function a critical driver of measurable business impact. This model shifts HR’s focus toward: 1. Talent Effectiveness: HR moves from supporting employee management to actively driving talent productivity and engagement, ensuring employees contribute meaningfully to business goals. 2. Change Readiness: HCBGD emphasizes HR’s role in preparing the organization for change, fostering agility, and ensuring leadership readiness to navigate evolving market demands. 3. Ownership-Driven Culture: Unlike the HRBP, which focuses on alignment, HCBGD promotes a culture where every employee takes ownership of their contributions, tying their performance directly to business success. 4. Culture Intelligence (CI): HCBGD integrates CI to develop leaders and stakeholders who understand the cultural nuances that drive high performance, engagement, and retention. This contrasts with HRBP's focus on business strategy support. 5. Profit and Productivity Enhancement: The HCBGD model demands HR actively engage in profit generation by improving per capita cash profit through enhanced productivity, moving beyond HRBP's traditional cost-centered focus. Comparatively, research suggests the limitations of the HRBP model in addressing the rapid changes in business environments. According to Harvard Business Review (HBR), HRBPs often find themselves unable to keep up with the fast-paced demands of businesses due to structural limitations and a focus on operational tasks rather than strategic impact. Studies also indicate that HRBPs can struggle to demonstrate a clear return on investment, leading businesses to seek a more integrated, results-driven approach to HR. In contrast, the HCBGD model aims to break these constraints by placing HR leaders on the same level as CFOs, who are seen as business growth drivers through financial acumen. The CHRO, in this model, is not just a people manager but a key executive responsible for driving profitability through human capital. As businesses move towards a more dynamic, outcome-driven future, the role of HR is shifting from being a partner to being a central force in driving revenue growth, making the HCBGD model a forward-thinking approach to HR management in the modern business landscape. #drsanjeevdixit #HRBP

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Anant Chaturdashi: A Moment for Reflection and Growth As we bid farewell to Lord Ganesha on this Anant Chaturdashi, I’m reflecting on the valuable lessons this 10-day festival teaches us—both personally and professionally. In my role in HR, these lessons deeply resonate with how we build people, culture, and growth within organizations. Embracing New Beginnings: Ganesha, the remover of obstacles, teaches us to see challenges as opportunities for growth. Whether it's a new hire, a shift in company strategy, or personal development, I’m reminded that every transition brings a chance to evolve. Resilience and Adaptability: Ganesha’s departure symbolizes the impermanence of life, a reminder that change is inevitable—whether it’s in the business landscape or team dynamics. As HR professionals, our role is to help people navigate these changes with resilience, providing support and tools for personal and professional growth. Wishing everyone a blessed Anant Chaturdashi and continued success in all your journeys! 🙏 #AnantChaturdashi #Skill&will #Coaching#Leadership #Resilience

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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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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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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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🌟 **Building Your Workforce & Skills with Apprenticeships** 🌟 Did you know that the Apprentices Act (App) in India mandates companies with 30+ employees to engage 2.5% to 15% of their workforce in Apprenticeship Programs? This program creates a win-win for both businesses and individuals: 🔹 **For Companies:** Develop a pipeline of skilled talent tailored to your needs while leveraging existing facilities for on-the-job training. Plus, reduce recruitment costs in the long run. 🔹 **For Individuals:** Gain valuable work experience and industry-recognized skills, significantly boosting your employability. Is your company looking for ways to bridge the skills gap? Learn more about Apprenticeship Programs in India at [coreintegra.com](https://coreintegra.com). #Apprenticeship #SkillDevelopment #Workforce #TalentPipeline #CoreIntegra

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