Pragya Budhiraja

As an HR professional, fostering a culture where individuals feel empowered to voice their thoughts is paramount. It's not just about boosting confidence; it's also about utilizing HR to champion and empower every team member effectively. Despite prevalent stereotypes of the HR function, establishing connections with employees and managers remains crucial. During my travels, I prioritize engaging with a diverse range of people. This practice allows me to grasp their perspectives, enabling me to take meaningful actions that enhance team support. My primary goal is to promote transparency and advocate for employees while aiding the business in achieving its objectives. I firmly believe that ensuring equitable treatment and fostering a culture of bidirectional feedback are essential for making a positive impact and bolstering our teams' success. #HR #EmployeeEngagement #TeamSupport

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What a wonderful Cheat Sheet

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Strong Interest Inventory... One psychometric test commonly used for understanding career choices is the Strong Interest Inventory (SII). The SII is designed to assess individuals' interests across various occupational fields, helping them make informed career decisions. It measures preferences in six broad areas: Realistic, Investigative, Artistic, Social, Enterprising, and Conventional (often referred to as RIASEC). Overview of each category: 1. Realistic (R): Individuals with realistic interests enjoy practical, hands-on activities. They often prefer working with tools, machines, or animals. 2.Investigative (I): Those with investigative interests are analytical and enjoy problem-solving and intellectual activities. They may have a preference for working with ideas rather than people. 3. Artistic (A): Artistic individuals are creative and enjoy self-expression through various forms, such as writing, music, or visual arts. 4. Social (S): People with social interests enjoy interacting with others and helping them. They often prefer careers that involve working with people rather than things. 5. Enterprising (E): Individuals with enterprising interests are often assertive and enjoy influencing and leading others. They may prefer entrepreneurial or leadership roles. 6. Conventional (C): Those with conventional interests are detail-oriented and prefer structured and organized environments. They often enjoy working with data, numbers, and routines. The SII provides a personalized profile based on an individual's interests, suggesting potential career paths and occupations aligned with those interests. It is commonly used by career counselors, educational institutions, and organizations to assist individuals in making informed career decisions. Keep in mind that psychometric tests are just one aspect of career exploration, and results should be considered alongside other factors such as skills, values, and personal preferences. #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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Lets move on to our 2nd PRD of this daily PRD series where I put the best PRD's of the 4th Mastering Product Management Program by Shravan Tickoo. Would love to give a shoutout to some of the winners and their groups. Kudos to the winners of week 2 were team- Team Alpha Crew! They came up with a really awesome game based solution in their PRD which was the goal of the week. Problem Statement: To design a game-based platform that engages individuals in managing and securing their financial legacies. The platform combines elements of gamification such as levels, challenges, and rewards to motivate users to complete essential tasks like organizing their assets, planning for wealth transition, and providing guidance to their families. As a Product Manager, the goal is to transform this experience into a game-based platform that simplifies, educates, and motivates users to secure their financial legacy. By incorporating gamification, the platform should engage users in a way that is interactive, enjoyable, and less emotionally burdensome, while still providing the necessary tools and guidance to safeguard their wealth. Shoutout to the team members of Team Alpha Crew- Ram Charan Teja K., Paresh Chaudhari, Astha koul, Preeti Wadhera, Rishabh Adhana, Shyam Kumar, Aman Pal and their awesome mentor Kevin Thomas Attaching their PRD for reference for everyone to read!

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When an Organization runs with a laser sharp focus and drives collective energy in growth, revenue and profitability, outcome can be nothing but success and that is what we do everyday here at magicpin. One of the signs of our continual success is when the macro situation for talent is tough, we are expanding. We are hiring field sales professionals (#businessdevelopmentassociates #keyaccountmanagers #businessdevelopmentmanagers) across multiple cities but here is the caveat, don't apply if you are looking for ease, work life balance and pull based sales closures, Sales has never been easy. So if you are ready for an old fashion grind, if you are at the early stage of your sales career and want to make it big, if you can sell an apple to an apple vendor (not exactly what we are selling, just a phrase 😊), ofcourse we will increase his business beyond his imagination, don't believe us check out our magicpin app to believe it. Here is your opportunity to pounce. Apply now, kind request, we do post for other roles too, look forward to them, so don't spam on this post if you don't have a relevant field sales experience. #businessdevelopmentassociates #keyaccountmanagers #businessdevelopmentmanagers #magicpin share your CV at [email protected] Awinesh Tiwari Tanishka Gupta Ankita Badoni Uday Pratap Satyam Tripathi Manjari Gupta Manubha Jaiswal Muskan Thapa

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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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A lot of people come to me and ask, "What is the role of an HRBP?" As an HRBP, we work around employee engagement, attrition management, talent management and development, and people advisory. But beyond these tasks, we play a strategic role in the transformation of an organization. Strategic Transformation: One of the most impactful roles of an HRBP is driving organizational transformation. During Satya Nadella’s tenure at Microsoft, HRBPs were instrumental in fostering a culture of innovation and growth mindset, which transformed Microsoft into a leading player in cloud computing. This cultural shift wasn't just about new products or technologies but about changing how people thought and worked together. HRBPs guided this change, ensuring that employees had the skills and mindset needed to embrace new challenges and drive the company's success. More Examples for reference: - Netflix: HRBPs at Netflix helped develop the “Freedom and Responsibility” culture, which empowers employees to take risks and innovate. This approach has been a driving force behind Netflix’s success in the entertainment industry. - Adobe: When Adobe decided to move from a traditional software sales model to a subscription-based service, HRBPs played a crucial role in managing the change, ensuring employees were aligned with the new business strategy and equipped with the necessary skills. In summary, HRBPs are not just focused on administrative tasks but are strategic partners who drive significant organizational change. By engaging employees, managing attrition, developing talent, providing people advisory, and leading strategic transformation, HRBPs play a vital role in shaping the future of an organization. (Keep in mind that these examples are only for reference purpose and might vary depending on organizational policies, geographical locations, and specific organisation standards) #HRBP #OrganizationalTransformation #EmployeeEngagement #TalentManagement #StrategicHR

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The quick commerce revolution is redefining India's job market! Blinkit, Zepto, and Swiggy Instamart are gearing up to hire over 4 lakh people by March 2025—an impressive leap from their current workforce of 2.6 lakh. This includes 60,000 full-time employees and 2 lakh delivery partners. What’s fueling this massive growth? ✅ Expanding into new cities ✅ Launching more "dark stores" (local hubs for faster delivery) ✅ Adding diverse product categories These companies, which started with 4,000-5,000 SKUs, now offer over 20,000 products! Here’s what’s in store for them: 👉 Blinkit (by Zomato): 1,000 dark stores by March 2025, aiming for 2,000 by 2026. 👉 Zepto: Backed by $300M, targeting 700 dark stores by FY25. 👉 Swiggy Instamart: Post-IPO, 538 new stores by 2028 with an investment of ₹559 crore. The boom is undeniable, especially in Tier 1 and Tier 2 cities. But here’s the big question—can this model thrive in smaller Tier 3 cities with populations of 5-10 lakh? With growth comes opportunity, and this wave is set to transform both business and employment landscapes. What are your thoughts on quick commerce and its impact on our cities? #QuickCommerce #Blinkit #Zepto #SwiggyInstamart #JobGrowth #Ecommerce #Innovation

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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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Presenting: The Truth of Corporate by Vandan Patel 🌟 Absolutely thrilled to unveil the ultimate corporate reality check! 💼✨ Isn't it just magical how recruiters are eager to roll out the red carpet for new hires with a whopping 70%-100% salary hike, all based on a breezy 45-60 minute chat? 🤑👏 Meanwhile, the very same gatekeepers of our dreams are suddenly tight-fisted when it comes to offering a measly 20% bump to their loyal, hardworking employees. 🤔💡 Employee retention cost < New hire cost? Oh, the irony! 🏢🔥 Maybe loyalty is just a nice word in the company handbook, right? 📖🚫 So, let's all ponder this corporate conundrum as we sip our overpriced lattes and update our LinkedIn profiles. ☕📱 Do you agree? Drop your thoughts below because nothing screams productivity like a good ol' debate on corporate logic! 🗣️🧐 #CorporateReality #EmployeeRetention #NewHire #SalaryHike #CorporateIrony #WorkplaceTruth #VandanPatel #SarcasmOnPoint #LinkedInThoughts #CareerTalk #OfficeDrama #RecruitmentReality #LoyaltyOrNot #TruthBomb 💣

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"Diversity is not about how we differ. Diversity is about embracing one another's uniqueness." - Ola Joseph Inclusion isn't just a buzzword; it's a cornerstone of a thriving workplace. Hiring individuals with disabilities isn't merely a moral obligation—it's an opportunity to enrich your team with unique perspectives, skills and talents. Let's remember that diversity isn't just a checkbox—it's a catalyst for growth, innovation and positive change. Embrace diversity, embrace inclusion and see your organization thrive!  #DiversityandInclusion #HiringWithPurpose #EmbraceDifferences 

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Read an amazing #Talentblog on The Future of sourcing by looking at it through a lens of AI, Boolean search, and critical thinking. Interesting insights with innovative approach. Must Read!! #linkedin #talentsourcing

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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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According to Vandan Patel: A Masterclass in Team Dynamics You know, I've always thought a team was just a bunch of folks thrown together, doing their own thing. But here's the kicker: A Team is not a group of people who work together; It is a group of people who trust each other. 🤯 Trust? In the workplace? Shocking, right? 😂 Let's face it, most of us are stuck in environments where "teamwork" is just a buzzword. We’re basically islands of brilliance, desperately trying to shine through the murky waters of office politics. 🏝️💡 But imagine if we actually trusted our colleagues. No more second-guessing, backstabbing, or covering your own back. 🗡️🛡️ Instead, we’d have a cohesive unit, moving in sync like a well-oiled machine. 🚀 Is it too much to ask for trust and respect in the workplace? Apparently, yes! But hey, let’s keep pretending, right? 😏 Want to make a real difference? Start fostering trust. It’s a radical concept, I know. But who knows, it might just revolutionize your "team." #TrustIssues #WorkplaceDrama #TeamworkMakesTheDreamWork #CorporateRealTalk #VandanPatelWisdom #LeadershipGoals #HRTruths #OfficeLife #TeamTrust #WorkplaceCulture 🌟💼👥

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Layoffs is a part and parcel of the 🎯 From your 20's to 40's... One thing that I believe someone has to do is keep adding different skills at multiple job roles from the time you get in your 20's and by the time you reach your 40's you have multiple fronts open at your side, that's the best way. So even if you get laid off and you do not want to start something on your own you are still having that opportunity to be creative and hireable for others. Getting laid off is a process and someone who gets laid off in most of the cases knows it way before this situation comes, so you also have to be proactive and decide if you want to get asked *leave* or You want to take a call and say *Good bye* As a sales person who is now reaching in 40's I have learned this from my profession and keep opening multiple fronts it helps you when you do sales individually or with a team, Career is no more different you are *selling your self and striking a deal for an annual turnover for yourself* so you should always have multiple fronts open and that can happen only with multiple knowledgeable stuff that you learn during the years of work 😉👍 #career #careergrowth #laidoff #google #professionaldevelopment #professionalgrowth #startup

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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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Proxemics in the Workplace.. Proxemics refers to the study of personal space and how people use space to communicate. Understanding proxemics is crucial for HR professionals to create a work environment that fosters: Comfort and Productivity: When personal space preferences are respected, employees feel more comfortable and focused. Effective Communication: Understanding appropriate distances helps avoid misunderstandings and create a more open and collaborative atmosphere. Cultural Sensitivity: Proxemics vary across cultures. Ensure a safe environment by being mindful of cultural differences. Proxemic Zones in the Workplace Intimate Zone (0-18 inches): For confidential conversations. Personal Zone (18-4 feet): For comfortable interactions. Social Zone (4-12 feet): For meetings, presentations, and casual conversations. Public Zone (Over 12 feet): For public speeches & large gatherings. HR Strategies for Effective Proxemics Workspace Design: Offer private areas for focused work, collaboration zones for teamwork, and open areas for informal interactions. Flexible Furniture: Utilize movable furniture to allow employees to adjust their workspace based on the type of interaction (meeting, individual work, etc.). Respecting Boundaries: Encourage open communication about personal space preferences. Cultural Awareness: Train managers to be mindful of cultural differences in proxemics. By understanding proxemics and implementing these strategies, you can create a work environment that feels comfortable, respectful, and fosters productive collaboration for a diverse workforce. #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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These days, HR is often boxed into the roles of hiring, firing, and payroll. But that’s just scratching the surface of what we truly do. Behind the scenes, HR is the heartbeat of the organization, playing a key role in: ✨ 𝗙𝘂𝗲𝗹𝗶𝗻𝗴 𝗰𝗼𝗺𝗽𝗮𝗻𝘆 𝗴𝗿𝗼𝘄𝘁𝗵 through strategic talent management   ✨ 𝗖𝗿𝗮𝗳𝘁𝗶𝗻𝗴 𝗮 𝘃𝗶𝗯𝗿𝗮𝗻𝘁 𝗰𝘂𝗹𝘁𝘂𝗿𝗲 that empowers teams to thrive   ✨ 𝗖𝗵𝗮𝗺𝗽𝗶𝗼𝗻𝗶𝗻𝗴 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗱𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 and unlocking potential   ✨ 𝗕𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝗮 𝘀𝗲𝗻𝘀𝗲 𝗼𝗳 𝗯𝗲𝗹𝗼𝗻𝗴𝗶𝗻𝗴 where everyone feels valued   ✨ 𝗕𝗼𝗼𝘀𝘁𝗶𝗻𝗴 𝗿𝗲𝘁𝗲𝗻𝘁𝗶𝗼𝗻 while cutting costs and improving efficiency   ✨ 𝗡𝗮𝘃𝗶𝗴𝗮𝘁𝗶𝗻𝗴 𝗰𝗼𝗻𝗳𝗹𝗶𝗰𝘁𝘀 and keeping harmony in the workplace  We're not just filling roles—we're creating opportunities for growth, collaboration, and long-term success. Let’s start viewing HR not just as a support function, but as a 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰 𝗽𝗮𝗿𝘁𝗻𝗲𝗿 in every company’s journey. 🌟 What’s one thing you think HR professionals should be appreciated more for? Share your thoughts below!  #HumanResources #BeyondHiring #ModernHR #CompanyGrowth #EmployeeDevelopment #StrategicHR

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"Coming together is the beginning, keeping together is progress, working together is success✨." Thank you for a helpful, fun, interactive & an amazing HRBP session Abhishek Singh 😊. This mid week motivation was really required!! Devashish Sharma Amit Jain Pallavi Bedi Naved Falak Mukesh Dubey shikha swami Pooja Singh Deepak Yadav Kanchan Bhandari pooja jaiswal Akankhya Mohapatra Priyanka Songara Sanjana Halkatti Monis Kidwai #taggd #taggers #hrbpsession #hrbpconnect #midweekmotivation #funinteractions #teamconnect #allsmiles #teamMSIL #employeefeedback #problemsolving

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