Purva Gera

People L&D Practice: Impactful Workshops 1. Tax Planning near to Bonus disbursement and in the start of the Financial year. 2. New Parenthood: More appreciated by Men. 3. Balancing Priorities: More appreciated by Women, especially ones who travelled long distances. 4. Counsellor Support: Always got more support from People beginning their careers, and by People having issues on the personal front 5. Mechanics of Performance Feedback: Appreciated by Managers of the participants as well as teams of the Managers. 6. How to write your own Performance Reviews: Always a popular one. 7. Process Training workshops conducted by senior employees who are at the same or just 1-2 levels above the participants are almost well received. Above ideas are some of the many, where we always collected feedback from people over a period of time. Feel free to add.

26

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

6

Interview with Dr. Sandeep K Krishnan, CEO & Partner at People Business, on the Impact and Best Practices of #ExecutiveCoaching 𝟏. 𝐇𝐨𝐰 𝐢𝐬 𝐄𝐱𝐞𝐜𝐮𝐭𝐢𝐯𝐞 𝐂𝐨𝐚𝐜ℎ𝐢𝐧𝐠 𝐞𝐦𝐩𝐨𝐰𝐞𝐫𝐢𝐧𝐠 𝐥𝐞𝐚𝐝𝐞𝐫𝐬 𝐢𝐧 𝐭𝐨𝐝𝐚𝐲'𝐬 𝐝𝐲𝐧𝐚𝐦𝐢𝐜 𝐥𝐚𝐧𝐝𝐬𝐜𝐚𝐩𝐞? Dr. Sandeep K Krishnan: In recent years, the demand for executive coaching has surged as leaders grapple with navigating the volatile, uncertain, complex, and ambiguous (VUCA) world. Leadership expectations are constantly evolving, necessitating a continuous process of growth and adaptation. Whether it's preparing for higher roles, optimizing performance in current positions, or addressing specific behavioral challenges, executive coaching serves as a catalyst for transformation. Leaders emerge more strategic, adept at managing stakeholders and teams, and equipped to overcome inherent dysfunctionalities in their behaviors. 𝟐. 𝐖𝐡𝐚𝐭 𝐜𝐫𝐢𝐭𝐞𝐫𝐢𝐚 𝐬𝐡𝐨𝐮𝐥𝐝 𝐨𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧𝐬 𝐜𝐨𝐧𝐬𝐢𝐝𝐞𝐫 𝐰𝐡𝐞𝐧 𝐬𝐞𝐥𝐞𝐜𝐭𝐢𝐧𝐠 𝐚𝐧 𝐞𝐟𝐟𝐞𝐜𝐭𝐢𝐯𝐞 𝐜𝐨𝐚𝐜𝐡? Dr. Sandeep K Krishnan: Selecting the right coach is paramount for a successful coaching journey. While past experience and track record are crucial indicators, equally important is the chemistry between the coach and the leader. A positive, engaging relationship fosters trust and facilitates open dialogue, essential for meaningful progress. 𝟑. 𝐖𝐡𝐚𝐭 𝐤𝐞𝐲 𝐞𝐥𝐞𝐦𝐞𝐧𝐭𝐬 𝐜𝐨𝐧𝐭𝐫𝐢𝐛𝐮𝐭𝐞 𝐭𝐨 𝐚 𝐬𝐮𝐜𝐜𝐞𝐬𝐬𝐟𝐮𝐥 𝐜𝐨𝐚𝐜𝐡𝐢𝐧𝐠 𝐞𝐧𝐠𝐚𝐠𝐞𝐦𝐞𝐧𝐭? Dr. Sandeep K Krishnan: From our extensive experience, we've identified four critical elements that drive the success of coaching engagements: Clear Communication and Buy-in: Ensuring alignment between the coach and the executive, with transparent communication and mutual commitment. Chemistry and Rapport: Establishing a strong connection and rapport between the coach and the leader, fostering a conducive environment for growth. Utilization of Relevant Tools and Assessments: Leveraging psychometrics, 360-degree feedback, and other assessment tools to provide valuable insights and facilitate targeted development. Executive's Effort and Commitment: The executive's dedication to applying learning, engaging in self-reflection, and actively working towards behavioral change is fundamental to the process. 𝟒. 𝐇𝐨𝐰 𝐜𝐚𝐧 𝐨𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧𝐬 𝐦𝐞𝐚𝐬𝐮𝐫𝐞 𝐭ℎ𝐞 𝐞𝐟𝐟𝐞𝐜𝐭𝐢𝐯𝐞𝐧𝐞𝐬𝐬 𝐨𝐟 𝐞𝐱𝐞𝐜𝐮𝐭𝐢𝐯𝐞 𝐜𝐨𝐚𝐜ℎ𝐢𝐧𝐠? Dr. Sandeep K Krishnan: Measuring the impact of executive coaching requires a multifaceted approach. While the executive's self-assessment is invaluable, it could be supplemented by objective observations from the coach and feedback from supervisors or peers (even a post 360-degree feedback can help). #coaching #leadershipdevelopment #change #360degreefeedback Mervyn Raphael Abhishek Kumar (AB) Rahul Mahajan Nitin Gumber Prarthana Alley Sujata Kapoor Vinish Soman Suraj Jaganathan More details : https://lnkd.in/eH3vZFZz

22

Optimize your use of job search platforms with these practical outplacement tips. 📲 #SequoiaConnect #outplacement #itoutplacement

1

Attention #HR leaders! While your teams are bogged down with immediate concerns like people ops, high attrition and hiring effort, it's essential to prioritize people strategy and workplace culture. This long-term focus can lead to numerous benefits. Benefits of prioritizing HR strategy and workplace culture: 1. Reduced attrition: A positive work culture and engaging environment can increase employee satisfaction, reducing turnover rates. 2. Improved performance: A well-aligned people strategy can enhance employee motivation, productivity, and overall performance. 3. Enhanced employer brand: A strong workplace culture can attract top talent, reducing hiring challenges. 4. Increased employee loyalty: Investing in employees' growth and well-being fosters loyalty and commitment. 5. Better decision-making: A forward-thinking HR strategy can inform business decisions, driving growth and competitiveness. 6. Competitive advantage: A unique and compelling workplace culture can differentiate your organization from competitors. Challenges in implementing HR strategy and workplace culture: 1. Limited resources: HR teams may lack the bandwidth or budget to focus on strategic initiatives. 2. Short-term pressures: Immediate hiring needs and attrition concerns can overshadow long-term goals. 3. Leadership buy-in: Securing leadership support for HR initiatives can be challenging. 4. Measuring ROI: Quantifying the impact of HR strategy and workplace culture on business outcomes can be difficult. Strategies to overcome these challenges: 1. Secure leadership buy-in: Demonstrate the business case for investing in HR strategy and workplace culture. 2. Prioritize and focus: Identify key initiatives that align with business objectives. 3. Measure and track progress: Establish relevant metrics to evaluate the effectiveness of HR initiatives. 4. Leverage technology: Utilize HR tools and platforms liek 247HRM.com and winningworkplaces.ai to streamline processes and free up resources for strategic work. 5. Develop a business-driven HR strategy: Align HR goals with business objectives to ensure relevance and impact. Questions to consider: 1. How can HR leaders effectively communicate the value of people strategy and workplace culture to senior leadership? 2. What metrics or KPIs can HR teams use to measure the success of their strategic initiatives? 3. How can organizations balance short-term needs with long-term HR strategy and workplace culture goals? If you would you like to explore any of these points further or discuss potential solutions, I am happy to connect! Also, do read my book - The Transformational Lens on Amazon or kindle for insights on people performance and engagement. Best Wishes!

12

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

24

12 Comments

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..

8

Role of Vulnerability in Conflict Resolution and Mediation in HR HR must resolve any workplace disputes before there is any significant impact on the organization’s performance and in a manner that is amicable to all stakeholders.- Praveen Purohit #SightsInPlus #WorkplaceConflicts #VulnerabilityinHR #ConflictResolution https://lnkd.in/g7t56Fgn

194

12 Comments

Facing Challenges in People Management? Struggling to Build Teams and Scale for Growth? Atlas HR Technologies is your go-to partner for all things HR. With 60+ years of cumulative experience across industries, we provide tailored solutions for Talent Advisory, Strategic HR Consulting, and Digital Transformation to help you streamline and scale your organization. 💼 Our Suite of Services: Talent Management: Agile frameworks for talent acquisition, succession planning, and development. People Strategies: Onboarding, engagement, and policies aligned with your company culture. Organization Design: Optimize workforce structure for better agility and performance. HR Compliance: Legal compliance and risk mitigation to boost operational efficiency. Total Rewards: Comprehensive compensation strategies, including payroll management. Performance Management: Metrics, KPIs, and goal-setting tailored to your business. ⚙️ Our Engagement Models: Fractional CHRO: HR leadership to foster a high-performance culture and accelerate growth. Build, Operate & Transfer: Scale, streamline, and optimize HR functions to support business growth. Staff Augmentation: Specialized professionals to enhance your team's capabilities. Flex Project Delivery: Project-based HR services for urgent, time-sensitive needs without long-term commitments. Our solutions are perfect for startups, SMEs, and GCCs, but we cater to businesses of all sizes and industries. 🔗 Ready to optimize your HR? Connect with us at https://atlashrt.in/ or write to us at [email protected] #HRConsulting #TalentManagement #StrategicHR #PerformanceOptimization #BusinessGrowth #HRTransformation #AtlasHRT #PeopleFirst #ScalingSuccess #HRCompliance #HRExcellence Atlas HR Technologies Steve Francis Bharat Joshi

74

47 Comments

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

66

4 Comments

🚀 The Evolution of Executive Compensation in India: A Blueprint for Performance-Driven Growth 📈 In today's competitive corporate landscape, executive compensation is more than just salaries—it's a strategic tool to attract, retain, and motivate top talent while aligning their goals with the company's long-term vision. 🔍 Why is it crucial to understand executive compensation? 1. Attracting Talent: With an average CEO salary of INR 2.5 crore in India, knowing market standards helps companies stay competitive. 2. Retention: High turnover can cost companies over 150% of an executive's salary. Well-structured compensation packages are key to retention. 3. Performance Alignment: Studies show that aligning pay with performance can boost financial results by up to 20%. 4. Regulatory Compliance: Understanding legal frameworks ensures compliance and mitigates risks. 5. Navigating Market Dynamics: Being aware of compensation trends helps companies adapt to economic changes. 💼 Key Components of Executive Compensation: - Base Salary: The foundation of any compensation package, competitive across various industries. - Annual Incentives: Bonuses linked to KPIs drive short-term performance. - Long-Term Incentives: RSUs and stock options encourage executives to focus on sustainable growth. - Performance Shares: Compensation tied to specific goals ensures accountability. 🌟 Real-World Examples: - Infosys: Over 50% of CEO compensation is performance-based. - HDFC Bank: 30% of executive pay linked to return on equity (ROE) goals. As India's corporate landscape evolves, understanding these dynamics will help finance professionals, business students, and corporate HR executives craft effective compensation strategies. Let's create win-win situations that drive performance and maintain organizational integrity! 👉 What are your thoughts on executive compensation trends? Share your insights below! https://lnkd.in/djPrcHkp #ExecutiveCompensation #Leadership #HumanResources #Finance #India #CorporateStrategy

1

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 

11

HR needs to understand location/geo situations and cascade that basis need of the situation. https://lnkd.in/gEADwQtq Shruuti Pujari Yantra #HR #workplace #workculture #mentalhealth #wellbeing #diversity #development #culture #article #magazine #humanresouce #hrleaders #leadership #womenpower #womenbusiness #organsations #employees #challenges #agile

6

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

2

"Ageism is one of the most overlooked unconscious biases made at the workplace across levels" Viswanath Ps (He / Him) rightly points out the significance of addressing this critical issue which often goes unnoticed In my view, combining the experience of older employees with the fresh perspectives of younger team members is key to fostering a strong and balanced team dynamic, particularly in family-owned businesses transitioning between generations. Ensuring a harmonious blend of diverse energies and perspectives lays a solid foundation for long-term success. Owners play a pivotal role in setting the tone for inclusivity and embracing varied outlooks within their teams. Check out this insightful article shedding light on the prevalence of ageism in the workplace: https://lnkd.in/dMCpdKXY #rntconsultancy #happy2burhr #hroutsourcing #founders #sme

32

My insightful chat with Diksha Bhojwani on Employee Engagement I recently had a fantastic conversation with Diksha Bhojwani, a Senior HR Leader, about the secrets to unlocking employee engagement in today's ever-changing workplace. Here are some key takeaways from our discussion: * Engagement Redefined: We spoke about how engagement is no longer just a buzzword, but a crucial indicator of a company's health and employee happiness. * Building Connections: Diksha shared innovative initiatives that foster meaningful connections between employees and their leaders, promoting valuable conversations and knowledge sharing. * The Power of Recognition: We discussed the importance of structured recognition programs to celebrate achievements and milestones, boosting employee motivation and satisfaction. * Empowering Through Training: We explored the value of investing in employee development through training programs, both technical and personal, while providing clear career advancement opportunities. * Holistic Wellness Matters: Diksha emphasized the critical role of employee wellness programs in promoting mental, emotional, and physical health, leading to a more motivated and well-rounded workforce. This conversation really highlighted the importance of taking a comprehensive approach to employee engagement. If you're looking to transform your candidate-to-employee journey, be sure to check out Leap Onboard (https://LeapOnboard.com)! #EmployeeEngagement #WorkplaceWellness #CareerDevelopment #Recognition #Podcast #LeapOnboard

2