Meenal Singh

There's great irony in the picture. :) Duke Pande Snehal Grover Rajath J. have joined us from top-tier B-schools, fresh off the boat. The brightest kids blissfully unaware of their shine. :) What they stand in front of is Talent War Room, which is an intervention to identify "internal", home grown talent for early leadership roles, many of them from non-bschool backgrounds. I'm quite proud that as an organisation, we carefully curate opportunities to have fresh campus talent coming in but not at the cost of internal talent having growth opportunities. They co-exist. It is with great hope that I look forward to our talent from different backgrounds being each other's support system. Leaders who have risen up the ladder with us nurturing bright kids from campus and campus talent nurturing potential internal top talent without that campus background - once that happens without any divide, we would have succeeded in our endeavours. It's a long journey but as an organisation, our leaders are committed to building CXOs for the nation. P.S.: When you have "Growing from within" as a talent philosophy, it is important to put down the lead and lag success metrics. The lag here are senior leadership positions fill percentage with internal talent. However, the lead metric is even more critical here - the percentage of leadership positions across each level that we fill with internal talent. Shout out to Abhinav Rajmalwar for conceptualizing this with us last year. :) This is also a project that is very close to Megha Goel , our CHRO, who kept saying last year, we just don't have good interventions to give our frontline people their next career moves. And, none of this could happen without the sharp talent mindset of our CEO, Gaurav Pandey and the GPL MC. Godrej Properties Limited

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Rethink HR Conclave: Unlocking the Future of Leadership and HR I had the privilege of attending the Rethink HR Conclave, where HR professionals converged to shape the future of HR. Key takeaways included embracing agility, empathy, and digital fluency in future leadership, leveraging AI for enhanced employee experiences, fostering growth, diversity, and inclusion in talent management, and building resilient organizations through culture transformation. The discussions highlighted the importance of human-centered leadership, utilizing AI for predictive analytics, and strategies for upskilling the workforce. Networking with HR professionals and thought leaders provided valuable connections, enabling the sharing of best practices and lessons learned. The future of HR demands innovation, adaptation, and human-centered approaches. Excited to apply these insights to drive positive change in my organization. #RethinkHRConclave #HRConclave #RethinkHR2024 #FutureLeadership #AIinHR #TalentManagement #CultureTransformation #HRInnovation #Leadership #Networking #SrikanthPotturi #SunilSavaram #VikasGupta #Shekharbhandari #TanuGupta #SandeepBatra #SwapnaVadlamani #RajitaSingh #SonaliBanerjee #Connections #NikhilDesai

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Can technology solve needs of all what humans want in workplace? I was part of a round table moderated by Mrigank Tripathi yesterday as part of Future Forward conference curated ETHRWorld. While the discussion was all about how & what can tech enable in HR space. Many usual and innovative expectations right from recruitment marketing to attract talent upto giving right exit experience. It's a journey where end expectation is an ideal state of tech taking care of right talent to be picked from market with JD in place TO doing a level 3 of Kirk Patrick assessment for L&D funtion TO derive insights from talent heat mapping to unearth potential attrition with all of it having reliability score of 100 and the goal post keeps changing. Basically, digitalization and democratizing HR processes so that HRs become more strategic & transformational and less transactional. There is another question for which many vague answers came but nothing concrete to my personal view which is about Humans, satisfying mind, heart and soul in workplace. How much future forward we go with what ever technology we bring, satisfying mind soul and heart is never possible without authentic humane touch. It's imperative for HRs to clearly understand where to pause Tech interaction with employees and where HRs need to begin their intervention & interaction with employees. We should not forget HR is in the business of managing humans and not merely technologies. Thanks Madanmohan Mahendru Aditya Chopra★ Ayush Kumar for making me be part of this and seamlessly ensuring delegates presence. #hrtech #chatgpt #genai #llm #futureofwork #futureofworkplace #futureofHRM

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I'm excited to share a recent project at India Today that has significantly enhanced our approach to HR management. I've developed a series of comprehensive HR dashboards like ROI, Productivity & Efficiency Metrics designed to provide our leadership team with valuable insights into critical metrics. These dashboards delve into key areas such as attrition rates across various departments, the return on investment for our employees, and benchmarking against industry standards. By visualizing this data, we're able to make more informed decisions that support both our business objectives and our employee's growth. This initiative is not just about numbers, it's about understanding the story they tell. With these insights, we're better equipped to create strategies that create a positive work environment and drive sustainable growth. Looking forward to leveraging these tools to continuously improve our HR practices and contribute to the success of our team! If you're interested in discussing HR analytics or sharing your own experiences, feel free to reach out. Let's chat!

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India's New Political Horizon: Insights from the 2024 Lok Sabha Election. The 2024 Lok Sabha election results have reshaped India's political landscape, marking a significant shift in voter dynamics and ushering in a new era of coalition governance. Here are some key insights from this historic election: 1. Coalition Governance: The BJP, despite securing a majority, now relies on its NDA partners to form the government. This marks a departure from the single-party dominance seen in the past, highlighting the importance of coalition politics in India's democracy. 2. Secular and Inclusive Policies: The election outcome reflects a mandate for inclusive and secular governance, emphasizing policies that resonate with diverse regional and ideological interests. This includes a focus on economic development, social welfare, and governance transparency. 3. Voter Priorities: Issues such as economic inflation, unemployment, and constitutional integrity played a crucial role in shaping voter decisions. The electorate's focus on these issues underscored the importance of responsive governance and policy clarity. 4. Digital Influence: Social media and digital platforms played a pivotal role in shaping public discourse and political narratives. They facilitated direct engagement between voters and candidates, influencing voter perceptions and political strategies. 5. Challenges and Opportunities: PM Modi's leadership will now navigate the complexities of coalition governance, requiring adept consensus-building and policy negotiation. This marks a shift from the majority-driven governance of previous terms. The 2024 election is a testament to India's vibrant democracy, where voter choices drive the direction of the nation. As we move forward, it's crucial to uphold the values of inclusivity, transparency, and accountable governance. #loksabhaelection2024 #voters #democracy

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I am delighted to share insights from our recent panel discussion at MMR by Retailers Association of India (RAI) on Redefining Your Organisation’s Employer Branding! A heartfelt thanks to my fellow panelists Aniruddha Mahajan, Binny Ashish Mathen and Nabamita Banerjee for thought provoking and value-adding insights.   We delved into the critical role of a well-defined Employee Value Proposition (EVP). When creating an EVP, it is important to ensure that the EVP helps to differentiate the organization from competition. Also, it is critical to ensure that the EVP attributes are attractive for the current and prospect talent pool along with believability that it exists in the organization. In case the attribute is aspirational, then there must be a clear plan of action to deliver it. This leads us to the importance of ensuring that the EVP is authentic and tailoring our employer brand to reach the desired talent pool effectively.   One powerful strategy we explored was leveraging employee advocacy. When employees are passionate about their workplace, they become authentic ambassadors, spreading the word to potential candidates and on social media. It is vital to encourage open communication at all levels, ensuring that every employee feels connected to the brand narrative.   We also discussed the necessity of creating specific brand promises that resonate with different generations. Understanding what drives each demographic allows us to build a more inclusive and appealing workplace.   Aligning our branding efforts with overall business strategy was another key point. Our employer brand should reflect and support the organizational goals, ensuring consistency across all messaging.   Finally, we must measure the success of our employer branding strategies. Employee referrals indicate how employees perceive our employer brand. Metrics and feedback loops are essential to understand what works and where we can improve.   This discussion was incredibly insightful and it was value-adding to learn from everyone. Thanks to Venkatesh GR for enabling the opportunity and Jeeva Balakrishnan for the guidance. A huge thank you to my fellow panelists and the organizers for creating such an engaging platform. #EmployerBranding #HRStrategy #hr #talent #rkbytes #EVP #mmr2024 #ManningModernRetail2024

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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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Vineet Nayar The story you shared about using condolence cards to inspire the sales team is truly remarkable. It beautifully illustrates the power of unconventional thinking and the impact it can have on a team’s performance. In my view, this anecdote underscores the importance of nurturing a positive and innovative work culture. When leaders prioritize their employees’ well-being and encourage creativity, it can lead to extraordinary results. The “Employee First” idea, as exemplified by you, reminds us that motivation and inspiration often trump rigid logic and strategy. Thank you for sharing this inspiring story, Vineet Nayar sir! 🙌🏼. Your leadership lessons continue to resonate and inspire others, including myself. 😊 #LifeHack #LeadershipLessons #SalesStrategy #EmployeeFirst

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I recently spoke on how HR can use agile approaches to meet the evolving demands of the workforce in terms of flexibility, work-life balance, and mental health as part of an interesting panel discussion at the 4th edition of India's Most Agile HR Leaders 2024. With evolving workplaces, HR leaders are embracing every aspect of agility and building a culture of self-reliant teams by setting clear visions and delivering value. HR directors are today becoming inclusive and democratic advocates of innovation, actively contributing to the growth of both the company and its workforce. #AgileHRAwards #HRTransformation #EvolvingWorkplace #WorkplaceInclusivity #WorkLifeBalance #MentalHealthAtWorkplace HRLeaders #HRIndia

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Running the fastest race in fast fashion is Zudio, a product of Trent, a subsidary of Tata Group.   International brands like ZARA (which is also a Tata subsidiary) and H&M have become famous among the youth in the metro cities. But Zudio is making trendy fashion accessible to a large cross-section of the Indian youth in tier 2 and 3 cities.   With stiff competition from local brands, Zudio is capturing the market by leaps and bounds.   Here is the secret: ▶ Understanding the local taste: Zudio understands the Indian sensibilities and creates a collection that resonates with them. ▶ Pricing point: Indians love a good deal, and Zudio has cracked that code. While international brands have prices that are often beyond the reach of the general mass, Zudio offers trendy tops and dresses at less than ₹200. ▶ Supply chain secret: Zudio has cracked the supply chain issue that plagues most brands, thanks to Tata's understanding of the grassroots-level distribution process. This has led to lower prices, while bulk manufacturing has made products affordable.   The Zudio business model is something that brands worldwide can learn from!   What is your take on this? #zudio #ratantata #tatagroup #clothingbrand #genz

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Need help with your #resume? I'm offering free resume writing services to students applying for this event as a way to give back to society. Let me know if you'd like assistance in crafting a compelling document that highlights your skills and experiences. #ResumeWriting #FreeResumeHelp #CareerSupport #JobSearchTips #ResumeTips #ResumeServices #JobSeekers #CareerGrowth #ProfessionalDevelopment #GiveBackToCommunity #ResumeBoost #CareerSuccess #HelpingOthers #JobHunting

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Unleash the power of agility with Ruhie Pande (She/Her)'s transformative article, "Unlocking the Power of Agility through Talent Acquisition and Development," in PeopleFirst HR Magazine. Ruhie Pande, Group CHRO of Sterlite Power, shares profound insights on how strategic talent acquisition and development can revolutionize organizational agility. She highlights the pivotal role of HR leaders in identifying and nurturing talent that excels in dynamic environments, fostering a culture of continuous growth and adaptability. Learn how to implement these strategies to boost your organization's resilience and innovation. Unlock the secrets to agility—read the full article here. https://lnkd.in/d5ZknXbH #PeopleFirstHRMagazine #Leadership #TalentAcquisition #HRLeadership #Agility #TalentDevelopment #Innovation #FutureOfWork #EmployeeEngagement #ReadNow

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🌟 I recently had the privilege of visiting the XLRI Delhi-NCR Campus for the Corporate Confluence, where leading experts gathered to discuss "Leveraging AI for HR Transformation". The insights shared were truly groundbreaking and offered a glimpse into the future of HR. Here are some key takeaways: 📈 By 2026, 85% of enterprises will combine human expertise with AI. A Sopra Steria study shows a remarkable tenfold increase in the generative AI market, from around $8 billion in 2023 to more than $100 billion by 2028. 💡 Generative AI has the potential to create new business streams, deliver differentiated customer experiences, and modify internal processes, enhancing overall efficiency. 🔍 While there's often fear that AI will replace jobs, we should focus on the opportunities it presents. According to a McKinsey & Company study, generative AI is expected to create 133 million new jobs by 2030. However, as per the World Economic Forum, almost 25% of jobs are expected to be "disrupted" by AI in the coming years. 🚨 Interestingly, 6% of businesses cite "inaccuracy" as the greatest risk AI poses to their organization, according to McKinsey & Company. Additionally, cybersecurity and intellectual property theft are significant concerns. 📊 Current trends show that 92% of HR leaders plan to increase their use of AI in at least one area of HR. By 2024, 80% of global 2000 companies will use algorithmic managers for hiring, firing, and training workers. Furthermore, 38% of HR leaders have explored or implemented AI solutions to improve process efficiency within their organizations. 🚀 Emerging trends in HR include: 🤖 AI-powered Chatbots 🔮 Predictive Analytics 🌈 Diversity, Equity, and Inclusion initiatives 🏠 Remote workforce management 🌟 Employee Experience Platforms ⚙️ HR Process Automation 📚 Talent Development 🔮 The immediate future looks promising with increased adoption of AI-powered HR tools, the expansion of virtual assistance, virtual reality-based training, and a greater emphasis on data privacy and security. Additionally, there will be a significant focus on developing ethical AI frameworks to ensure responsible AI deployment. We shouldn't fear AI; instead, we should embrace its potential to enhance our roles, drive innovation, and create new opportunities in the ever-evolving HR landscape. Thanks Dharmendra Pandey for inviting me into such an insightful confluence. #AI #HRTransformation #GenerativeAI #FutureOfWork #CorporateConfluence #XLRI

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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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Dear Sapna Jain,CFTP This might be a reality check but this is the harsh truth. If I be neutral (being a #Facilitator 😊) and look it with their perspective there can be many perspectives to it. 1. For any Product the price ranges from a street shop to Branded shop 2. Their Budget may not be so but they try to buy it for some good to employees 3. The Management does not put value to L&D as much as given. They just want to tick the boxes. 4. Some people mindset is that they just want cheap things and some branded. For me it's not actually about they putting value to my services, it is about how I value my product and services and whom I want to sell... This goes on happening Just go for people who #Value you... ❤️ #Facilitator #Trainer #Speaker #Valuesetting #Respect #Workhard

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Leadership is not just about managing people and resources, but also about inspiring and empowering others to achieve their full potential. Through my talk at GSDC - Global Skill Development Council conference, I look forward to meeting and learning from other leaders in the industry and also share some of the key lessons I have learned throughout my career, and provide practical tips and strategies related to the role of emerging technologies in L&D. See you at the conference!

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#Exclusive | HR Managers sift through countless resumes, conduct interviews that can range from insightful discussions to awkward small talk, and ultimately make tough decisions that can shape the future of an organisation. While many candidates blend into a blur of qualifications and interviews, some leave a lasting impression, which can be both positive and negative. Read the story to know more about such experiences:

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After reading a pertinent article, I further reinforced my belief that every manager is responsible for hiring and training people. Managers don't focus too much on headcount. Instead, they focus more on talent that can add and preserve economic value for their organisation.

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