Mona Poonja

Beyond the big cities: the future of work is distributed, and in Tier 2 & 3 talent is in high demand. Download our latest India Talent Insights Report now to discover key trends shaping the future of work.  https://lnkd.in/gNqXWrdV #randstad #randstadindia #talentinsights #talenttrends #randstadinsights 

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For talent attraction to be effective; start digging deep in your current voice of employee trends. That will deliver strongest ROI on talent attraction initiatives. This was a great insight by Francoise Bejasa, CSSGB..

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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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Hi Everyone, We are thrilled to announce the launch of our flagship report, Talent Trends 2024 India - “The Expectation Gap.” The report is a culmination of key market insights for the year and features unique information on recruitment and talent trends in India, including flexible work models, employee well-being, and other interesting topics. Before the public launch of the report on June 20th we are hosting an HR conference on June 13th at Pune, to share a sneak peak of the report along with an exciting and insightful panel discussion featuring top industry leaders: The first panel of HR leaders Amit Patil Rachana Dubey Rajneesh Harish Malik George Verghese Kaushiki Srivastava will deep dive into the topic "Generational Dynamics: Building Inclusive Cultures in a Multigenerational Workforce “   The second panel of HR leaders Nidhi Dhanju. PhD Jasmeet Bhatia Pooja Bansal Nishi Kulshreshtha Chaturvedi  will deep dive into the topic “ Beyond the Paycheck- Redefining Employee Retention in the Modern Workforce” Mark your calendars for June 20th to get a copy of the report. We look forward to seeing it become an invaluable resource for all our Clients and Candidates. Dibyani Nayak Vibhor Mathur Nupur Mehta Varsha Barooah Anshul Lodha FRM Nicolas Dumoulin Karthik K. Pooja Varia Twinkle Jha Smrithi Sharma Ritu Sanghavi   #TalentTrends2024 #MichaelPage #Recruitment #EmployeeWellBeing #FlexibleWork #MarketInsights #TalentManagement #GenerationalDynamics #InclusiveCultures #TT24

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While interviewing candidates for a manufacturing client, I encountered an applicant from the advertising domain. Although we were hiring for an HR role, we realized the candidate might not be a great fit due to the significant industry shift. This experience highlights the importance of cultural fit in hiring. Ensuring candidates align with the company's culture and industry norms is crucial for their success and satisfaction. Here are a few reasons why cultural fit is vital in hiring: Boosting Team Cohesion and Collaboration: A team is a vibrant entity where collaboration and synergy spell success. Cultural fit is binds team members together. When people share values, work ethics, and a unified vision —cooperation becomes seamless, and challenges become stepping stones. This cohesive energy drives projects forward and creates an environment where innovation is possible. Employee Satisfaction and Engagement Imagine a workplace where employees not only love what they do but also feel a profound connection to the organization's mission. That's the power of cultural fit. It aligns an employee's personal values with the company's ethos, resulting in higher motivation, boosted morale, and a genuine sense of belonging. Employees who believe in the company's mission are more likely to fully investing themselves in their roles. Increasing Productivity and Performance Belief in the company's mission is great for productivity. When morale and motivation are high, efficiency skyrockets. Cultural fit enhances teamwork by creating a contagious environment where hard work and dedication are present. Improved teamwork leads to enhanced overall performance, turning good teams into great ones. Slashing Turnover and Cutting Costs High employee turnover is demoralising and also a financial drain with all the recruitment and training costs. Employees who gel well with the company culture find their work more meaningful, feel free to be themselves, and are more likely to stick around. This means lower turnover rates, higher retention, and reduced costs. Incorporating cultural fit into your team-building strategy is essential. It boosts cohesion, satisfaction, productivity, and retention, creating a workplace where everyone thrives. #CulturalFit #HiringSuccess #CompanyCulture #Recruitment #WorkplaceCulture #EmployeeEngagement #TalentAcquisition #TeamBuilding #HRTrends #WorkplaceDiversity

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The roles of CHROs are becoming increasingly pivotal in shaping the organisational culture and aligning the workforce strategies with the business goals in the extremely competitive market. Do read more about my views published in the article "Which industry pays the highest to CHROs" by ETHRWorld #CHRO #salarytrend #HRleadership #makeinindia #Talentshortage #changelives #makeithappen #hiring #talentacquisition Elixir Consulting (A Gi Group Holding company) Gi Group Holding Gi Group

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During performance appraisal discussion, whatever may be the reason for assigning a 'not-so-good' rating, the team member deserves our time for a chat, some words of empathy and encouragement to improve. 'Recency', 'Leniency', etc. have done their part. It's time for 'Decency'. Quick Tips for Team Managers: 1. Understanding the purpose 2. Preparation before Discussion 3. Creating Positive Environment for Discussion 4. Providing Constructive Feedback focused on behaviours rather than personality 5. Active Listening 6. Setting SMART Goals 7. Developing an Action Plan 8. Follow-Up and Accountability

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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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“Organisations - Employees - Lay off - New Hiring; the never-ending Saga” In today's competitive business environment, it has become increasingly common for organizations to lay off employees who fail to meet their targets. While this decision may be understandable from a company or management perspective, it's crucial to consider the employee's vantage point. In the IT sector, actions taken without fully understanding the underlying challenges faced by employees can lead to significant missteps. Here are a few key strategies that can help companies better understand employee perspectives and improve performance management: 1. Regular HR Engagement: Many organizations limit HR interaction to induction programs and annual events, but true employee engagement requires more. Regular one-on-one check-ins, at least once a month or bi-monthly, provide a valuable opportunity for HR to connect with employees directly. It’s essential to listen to employees’ concerns and feedback—after all, not every issue is visible from a manager’s POV. Simply putting across as “A coin has two different sides to it” 2. Effective Performance Improvement Plans (PIP): When it comes to PIPs, companies often expect quick results, but growth takes time. A typical PIP should last a minimum of 3 months to allow employees the time to understand areas of improvement, work on developing skills, and make measurable progress. Employees require guidance, support, and time to improve and deliver expected results. “Miracles don’t happen overnight or every fortnight”. 3. Creating a Positive Work Environment: Constant pressure and stress can only yield short-term results, and over time, they lead to burnout and disengagement. A healthy work environment, where employees feel valued and supported, fosters long-term productivity and job satisfaction. Encouraging employees to enjoy their work, rather than merely enduring it, is key to sustained success. “Hire, Fire and Hire again, will just become a regular cycle, when the work environment ain’t apt and flexible in terms of understanding an employee.” 4. Rethinking Layoffs; Getting the Full picture before making decisions: Before making decisions that could permanently impact an employee’s career, it’s crucial to gather all the relevant information. Sometimes, a deeper understanding of the situation can reveal a path forward that benefits both the employee and the organization. While employees may not always be right, but a knee-jerk reaction without grasping the full scope of an employee’s challenges can lead to losing valuable talent unnecessarily. “A stitch in time saves nine”. Shifting to holistic support for employees, better communication, structured growth plans, and a positive workplace culture, can foster greater loyalty, productivity, and long-term partnership. What’s Your take on this LinkedIn Fam??? #EmployeeEngagement #PerformanceManagement #WorkplaceCulture #HR #ITsector #Leadership #EmployeeSupport #EmployeeWellbeing

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Hi Everyone, We are thrilled to announce the launch of our flagship report, Talent Trends 2024 India - “The Expectation Gap.” The report is a culmination of key market insights for the year and features unique information on recruitment and talent trends in India, including flexible work models, employee well-being, and other interesting topics. Before the public launch of the report on June 14th, we are hosting a panel discussion on May 30th featuring top industry leaders: Madhavi Lall, Amit Chincholikar, Ramesh Mitragotri, Chinmay Sharma, Tanvi Choksi, Surender (Suren) Mehta. The panel will deep dive into "Generational Dynamics: Building Inclusive Cultures in a Multigenerational Workforce,” a critical topic in today's evolving work environment. Dr. Shiv Shivakumar will kickstart the event as the keynote speaker, bringing his wealth of knowledge and expertise to the topics that the report focuses on. Mark your calendars for June 14th to get a copy of the report. We look forward to seeing it become an invaluable resource for all our Clients and Candidates. #TalentTrends2024 #MichaelPage #Recruitment #EmployeeWellBeing #FlexibleWork #MarketInsights #TalentManagement #GenerationalDynamics #InclusiveCultures #TT24 Anshul Lodha FRM Nupur Mehta Diksha Uniyal Karthik K. Dibyani Nayak Pooja Varia Smrithi Sharma Twinkle Jha

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Our 2025 Salary Guide reveals starting salaries, hiring trends, in-demand jobs and other market insights. Book an appointment to get an exclusive sneak peek. #RHSalaryGuide

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Expanding into Tier-2 cities, reveals a treasure trove of skilled talent ready for new opportunities. Gain insights to help you stand out as an employer of choice or advance your career in the reformed talent landscape with our latest India Talent Insights Report. Download now! Randstad India https://lnkd.in/gkTrF9Uy #randstad #randstadindia #talentinsights #talenttrends #randstadinsights

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In today’s job market, top talent expects more than just a standard hiring process. At JA Solutions India Private Limited, we believe in crafting personalized candidate experiences that make each applicant feel valued and heard. Here’s how we create a standout experience for our candidates: 1. Tailored Communication: We maintain clear, timely, and personalized communication throughout the hiring process. 2. Constructive Feedback: We provide meaningful feedback, whether a candidate is selected or not, helping them grow in their job search journey. 3. Understanding Career Goals: We take time to understand each candidate’s aspirations, ensuring we match them with opportunities that align with their career goals. By putting candidates at the heart of our process, we build lasting relationships and ensure our clients get the best fit for their teams. #CandidateExperience #TalentAcquisition #RecruitmentExcellence #HiringTrends #RecruitmentStrategy #HiringSuccess #JobSeekersJourney #HRTech #TalentManagement #CandidateFirst #ITRecruitment #CareerOpportunities #WorkplaceExcellence #HiringTrends2024 #RecruitmentInnovation #FutureOfHiring #EmployeeExperience #GrowthMindset #ClientSuccess

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Talent upgradation plays a crucial role in enhancing the internal talent pool with new skills in demand, ultimately leading to significant savings on external hiring costs. Redesigning and creating new roles within the organization not only boosts talent retention, motivation, and engagement but also attracts a more diverse and skilled talent pool. #TalentDevelopment #SkillUpgradation #EmployeeRetention

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Thank you HerKey for bringing us together for an insightful roundtable discussion on fostering inclusivity for women in the workplace! Loved the fact that we gradually moved our discussion to gender inclusivity and having men on the table for this discussion was amazing - allyship is so important in this journey! Thank you Nida Shaikh for beautifully moderating the session and presenting some key takeaways in your post. Some of the pointers which resonated for me from around the table discussing about how can ensure that gender inclusivity is not just a tick-box but a fundamental value embedded in everyday practices and behaviors: > Leadership Commitment: Senior leaders need to be vocal and visible champions of gender equality. This means more than just signing a policy; it means holding themselves and others accountable for progress. > Measurement and Accountability: Track progress on gender equality metrics and holding leaders accountable for achieving goals had worked for most of us. Also, regularly reporting results to employees in Staff Updates, townhalls and AMAs has done wonders. > Active ERGs: Most of us discussed the importance of creating ERGs (employee resource groups) for women and other underrepresented groups which gives them an opportunity to share their stories and encourage each other. It was a great learning moment for me to interact with leaders who are championing diversity and inclusion in their workplaces! Angeline Babu | Harsha Vatnani, SPHRi | Gerald Santosh | Roydon Gonsalvez | Anshika Khaitan | Leena Chakraborty | Ritu Shrivastava | Bijal Kothari | Lakshmi Subramaniam | Vasudha Arora (she/her) - Thank You! #InclusiveWorkplaces #Inclusion #DiversityandInclusion #EmpowerWomen #HerKey #Allyship #ChampioningInclusion

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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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In our latest podcast, I had the pleasure of interviewing Diksha Bhojwani, a highly accomplished Senior HR Leader. We discussed the pivotal role of communicating a company’s culture, mission, and vision to new hires, both before and after they join. Here’s what Diksha shared: 🔹 Clearly Defined Company Values, Mission, and Vision: These are essential for communicating and assessing cultural fit in candidates. 🔹 Role Expectations and Growth Opportunities: Defining how candidates fit into the organization and highlighting growth opportunities can significantly enhance their connection. 🔹 Post-Hire Alignment: Regular check-ins, feedback, and engagement activities are crucial for ensuring new employees stay aligned with the company’s goals and values. If you’re ready to transform your recruitment process, reach out to us at Leap Onboard (https://LeapOnboard.com) and let us help make your candidate-to-employee journey smooth and efficient! #EmployeeOnboarding #CompanyValues #CultureChampions #LeapOnboard

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#surveyextracts ..... In the dynamic landscape of Goa, A survey mirrors a significant trend favoring skilled candidates over those with traditional qualifications. According to the survey, a substantial 53% of HR managers in Goa prioritize hiring candidates with practical skills over those solely with academic credentials. This shift marks a departure from historical hiring practices, highlighting a growing recognition of the importance of hands-on expertise in today's job market. Customer service skills emerge as a top priority for organizations in Goa, with a staggering 70% citing them as a critical attribute in potential candidates across various industries in the region. Furthermore, the survey reveals a notable demand for candidates with strong cognitive and social-emotional intelligence, with 60% of employers in Goa expressing a preference for these qualities. These statistics underscore the evolving landscape of Goa's job market, where practical skills and emotional intelligence are increasingly valued alongside traditional qualifications. Aspiring professionals would be wise to prioritize skill development and holistic competency building to enhance their competitiveness and suitability for the diverse array of opportunities available in the region.

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Crafting a comprehensive maternity policy can be a daunting task, but here are some common pitfalls HR professionals face and how they can be addressed: ❌ 𝗢𝘃𝗲𝗿𝗹𝗼𝗼𝗸𝗶𝗻𝗴 𝗗𝗶𝘃𝗲𝗿𝘀𝗲 𝗡𝗲𝗲𝗱𝘀 - The lesson: ✅ Ensure the policy is inclusive, covering various maternity and parental scenarios, including adoption and surrogacy. ❌ 𝗨𝗻𝗱𝗲𝗿𝗲𝘀𝘁𝗶𝗺𝗮𝘁𝗶𝗻𝗴 𝗖𝗼𝗺𝗽𝗹𝗶𝗮𝗻𝗰𝗲 𝗥𝗲𝗾𝘂𝗶𝗿𝗲𝗺𝗲𝗻𝘁𝘀 - What we now understand: ✅ Stay updated with labor laws like the Maternity Benefit Act of 1961 to ensure all legal bases are covered. ❌ 𝗖𝗼𝗺𝗽𝗹𝗲𝘅𝗶𝘁𝘆 𝗶𝗻 𝗣𝗼𝗹𝗶𝗰𝘆 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻 - How we improved: ✅ Use clear, concise language and standardized processes to ease understanding and implementation. For those looking to streamline this process, TruHR can assist in crafting clear and compliant maternity policies using AI. Download the free maternity policy template now! https://lnkd.in/diAxXVHU

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