Sachin Malhotra (SM)

Implementing an ERP system transforms how businesses operate. This comprehensive software solution automates and optimizes processes across finance, HR, manufacturing, supply chain, services, procurement, and more, driving efficiency and growth. #ERP #businessautomation #processoptimization

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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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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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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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I have experienced, and I am sure many of you too must have experienced the importance of a leader looking within, in times of ambiguity or professional dilemmas. #Selfreflection surely enables leaders to access their values, strengths, and past experiences, which brings in thought clarity. This inner compass helps navigate uncertainties with authenticity and confidence. Understanding motivations and biases allows leaders to respond to challenges thoughtfully, maintain integrity, and inspire trust and stability within their teams.

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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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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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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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At the recent 3rd edition of the ET NOW Diversity & Inclusion Summit, I had the privilege of joining fellow industry experts for an invigorating discussion on the importance of inclusivity for Persons with Disabilities. We delved into practical steps for integrating employees with disabilities into teams and explored how such inclusion enhances team performance and drives business results. The discussion also underscored the role of innovative workplace designs, adaptive technologies, and strong leadership commitment in fostering a truly inclusive and equitable work environment. #PWD #Inclusion #PersonsWithDisabilities #DisabilityInclusion ET NOW

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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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Today’s Sunday Soch is…. “When a clown moves into a palace, he doesn't become a king. The palace becomes a circus” Today’s story draws an analogy between a few drops of honey and a few small issues brewing in the Organization which lead to bigger problems if not attended. Sunday Soch is to remember an incapable leader can demoralize the best of troops. #leadership #peopleandculture #sundaysoch #thoughtleadership #hrcommunity #thoughtoftheday #learninganddevelopment #utbthr #hrconsultancy #storytelling #peoplemanagement

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#WelcomeMumbai and #MumbaiLeaders Excited to welcome Vijayraj Manuell Ameet Kakar THAKUR Vinod Singh Rajiv Ranjan anand dHRuv Ganesh Kashid Prakash Lakhiani Joy Banerjee Ravi Hemnani Milind Digambar Rane Shyambahadur Prajapati Sripathi Acharya to an insightful Roundtable discussion in Mumbai. The topic may seem generic to some, but it's actually the pulse of the HR function—KRA Puzzles—where many organizations struggle to streamline processes and effectively engage their employees. This discussion is crucial for any organization aiming to align Key Result Areas with business objectives and drive success. Our moderator, Rajesh Tripathi, CEO of Prajjo HR, will lead the conversation, ensuring we unpack these complexities and share valuable strategies. This event is open to Senior Corporate Leaders only. If you're interested in joining this exclusive discussion and contributing your insights, register here: [https://lnkd.in/g_78jUNM] (approval basis only). #HRSUCCESSTALK #HRST #Roundtable #MumbaiEvent #Leadership #KRA #PrajjoHR #CorporateLeaders #EmployeeEngagement

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No matter our level of expertise, there is always room to grow. A few of the qualities I appreciate about my peers at Quest Global: Sharing when we don’t know and get things wrong, learning and staying open to diverse viewpoints, acknowledging our mistakes and sharing our learnings, etc. It's our humility that keeps us grounded. Coupled with our collaboration with others and our willingness to continuously learn, growth is sure to follow. #WeAreQuestGlobal #QuestGlobalCulture

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I recently had the pleasure of being interviewed by Vedansh Sharma, a dedicated master's student from Aston University, Birmingham. We dove deep into the topic of Executive Presence, unraveling common myths and exploring its true essence. Vednash’s curiosity and thoughtful questions made our conversation not just enlightening but truly enjoyable. We covered everything you need to know about what Executive Presence really means and how it can be cultivated. 🔗 Check out the full podcast here #ExecutivePresence #Leadership #Podcast #AstonUniversity

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Struggling with high turnover or low employee engagement? Retention challenges often stem from misaligned goals and lack of development opportunities. At Blue Wisdom Pvt Ltd, we work with organizations to identify gaps, design tailored OD interventions, and create lasting solutions that enhance retention and employee satisfaction. Let’s work together to build a more engaged workforce. #RetentionStrategies #EmployeeEngagement #OrganizationalHealth #LearningAndDevelopment #ODConsulting #LeadershipDevelopment #BlueWisdomOD #WorkplaceTransformation

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I get asked about the meaning of these terms quite often. So here are some HR Terms that are commonly used in the industry but still uncommon to people. Reverse Mentoring - This entails a younger or lesser experienced employee mentoring a senior colleague on technology, social media, or newly innovated software. Multi-Rater Feedback - Here, employees receive feedback from various sources, be it peers, subordinates, supervisors, and sometimes, even clients. Competency Mapping: Key skills, knowledge, and behaviors required for specific roles within an organization. Employee Value Proposition (EVP): The unique set of benefits and rewards that an organization offers to attract and retain employees. Which one was completely new for you? Share in the comments! #HRConsultant #HRManager #HRTips #humanresources

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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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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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