Sumit Sharma

Join the conversation! The TA Dialogues X Peepal Consulting- TA Leadership #Manufacturing Roundtable brings together industry leaders for a thought-provoking discussion. #TALeadershipRoundtable2024 #GCCs #Industryleaders #TAleaders #Talentacquisition #Recruitment #Networking #Recruitmentstrategies #Corporateevents #Bengaluru #TAdialogues #Peepalconsulting 

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Join the conversation! The TA Dialogues X Peepal Consulting- TA Leadership #Manufacturing Roundtable brings together industry leaders for a thought-provoking discussion. #TALeadershipRoundtable2024 #GCCs #Industryleaders #TAleaders #Talentacquisition #Recruitment #Networking #Recruitmentstrategies #Corporateevents #Bengaluru #TAdialogues #Peepalconsulting 

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According to our latest survey, Employees are more inclined towards Hybrid mode of working comparison to Remote or In-office work modes. But, is it up to the GCCs to decide the nature of work regionally? In the TA Dialogues X Peepal Consulting TA Leadership Roundtable Young GCCs as a platform brought together such questions on table to dissect. #TALeadershipRoundtable2024 #TALeaders #Networking #TAStratgies #BusinessConference #Recruitment2024 #WorkMode #RemoteWork #RemoteHiring #HybridWork #WorkfromOffice

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Topic: Review the latest developments in performance management theory and practice Category: Career & Education White Space Blogs - “Unexplored Potentials and Opportunities…” #Whitespaceglobal #WhiteSpaceBlogs #PerformanceManagement #ContinuousFeedback #OKRs #EmployeeDevelopment #AIInHR #WorkLifeBalance #HybridWork #EmployeeWellBeing #HRInnovation #FutureOfWork #blog #video

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𝗡𝗮𝘃𝗶𝗴𝗮𝘁𝗶𝗻𝗴 𝗖𝗮𝗿𝗲𝗲𝗿 𝗧𝗿𝗮𝗻𝘀𝗶𝘁𝗶𝗼𝗻𝘀: 𝗘𝘅𝗽𝗹𝗼𝗿𝗶𝗻𝗴 𝘁𝗵𝗲 𝗚𝗹𝗼𝗯𝗮𝗹 𝗢𝘂𝘁𝗽𝗹𝗮𝗰𝗲𝗺𝗲𝗻𝘁 𝗦𝗲𝗿𝘃𝗶𝗰𝗲𝘀 𝗠𝗮𝗿𝗸𝗲𝘁 Outplacement Services Market size was valued at USD 1,733.28 Million in 2022 and is projected to reach USD 3,750.63 Million by 2030, growing at a CAGR of 7.41% from 2023 to 2030. 𝗞𝗲𝘆 𝗗𝗿𝗶𝘃𝗲𝗿𝘀: ※ Corporate Restructuring: Increased instances of mergers, acquisitions, and organizational restructuring drive the demand for outplacement services to support displaced employees and maintain corporate reputation. ※ Employee Well-being: Growing emphasis on employee well-being and corporate social responsibility compels organizations to provide outplacement services, aiding employees in finding new employment opportunities and reducing the negative impact of layoffs. ※ Talent Retention and Employer Branding: Providing outplacement services helps companies maintain a positive relationship with former employees, which can enhance employer branding and aid in future talent attraction and retention efforts. ※ Regulatory Compliance: Adherence to labor laws and regulations in various countries often requires companies to offer support services to laid-off employees, driving the adoption of outplacement services to ensure compliance. 𝗞𝗲𝘆 𝗣𝗹𝗮𝘆𝗲𝗿𝘀: Adecco, Randstad, ManpowerGroup, Hays, VelvetJobs, Frederickson Partners, A Gallagher Company, CareerPro, Chiumento Ltd. 𝗚𝗲𝘁 𝗠𝗼𝗿𝗲 𝗗𝗲𝘁𝗮𝗶𝗹𝘀: https://bit.ly/3KhWIVz #Outplacement #Services #Market #marketforecast #marketresearch #forecast #analysis #growth #keysegments #trends #drivers #restraints #competitive #landscape

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In today's competitive business landscape, a strong workforce is no longer a luxury, it's a necessity. The Chief Human Resources Officer (#CHRO) plays a pivotal role in building and nurturing a team that consistently delivers high performance. Today let's explore key strategies every CHRO should have in their playbook to achieve just that. 1. 𝐁𝐮𝐢𝐥𝐝𝐢𝐧𝐠 𝐭𝐡𝐞 𝐅𝐨𝐮𝐧𝐝𝐚𝐭𝐢𝐨𝐧: 𝐂𝐥𝐚𝐫𝐢𝐭𝐲 𝐚𝐧𝐝 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧 A high-performing workforce thrives on clear expectations. CHROs should ensure well-defined job descriptions that outline roles, responsibilities, and performance metrics. Regular communication is equally crucial. 2. 𝐅𝐨𝐬𝐭𝐞𝐫𝐢𝐧𝐠 𝐚 𝐂𝐮𝐥𝐭𝐮𝐫𝐞 𝐨𝐟 𝐁𝐞𝐥𝐨𝐧𝐠𝐢𝐧𝐠 A positive and inclusive work environment is a breeding ground for top performance. CHROs can champion diversity, equity, and inclusion (#DE&I) initiatives by creating policies that ensure equal opportunities for all. Team-building activities, recognition programs, and social events further strengthen camaraderie and collaboration – essential ingredients for a successful team. 3. 𝐈𝐧𝐯𝐞𝐬𝐭𝐢𝐧𝐠 𝐢𝐧 𝐓𝐚𝐥𝐞𝐧𝐭 𝐃𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭 A high-performing workforce is a continuously learning workforce. CHROs should prioritize employee development by offering training programs, mentoring opportunities, and educational reimbursements. This empowers employees to develop new skills, stay relevant in their fields, and take on greater challenges. 4. 𝐂𝐮𝐥𝐭𝐢𝐯𝐚𝐭𝐢𝐧𝐠 𝐀𝐠𝐢𝐥𝐢𝐭𝐲 𝐚𝐧𝐝 𝐀𝐝𝐚𝐩𝐭𝐚𝐛𝐢𝐥𝐢𝐭𝐲 The business landscape is constantly changing. CHROs need to build a workforce that is agile and adaptable. This requires a focus on transferable skills, cross-functional training, and a culture of continuous learning. By encouraging employees to embrace new ideas and experiment, CHROs can foster innovation and ensure the organization remains competitive in the face of disruption. 5. 𝐌𝐞𝐚𝐬𝐮𝐫𝐢𝐧𝐠 𝐒𝐮𝐜𝐜𝐞𝐬𝐬 𝐚𝐧𝐝 𝐑𝐞𝐟𝐢𝐧𝐢𝐧𝐠 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐞𝐬 Building a high-performing workforce is an ongoing process. CHROs should establish key performance indicators (KPIs) to track progress. These metrics could include employee engagement scores, retention rates, and productivity measures. By regularly evaluating data and refining strategies based on insights, CHROs can ensure their talent management efforts are continuously optimized for success. The CHRO's Playbook is not just a collection of strategies; it's a call to action for HR leaders to become strategic partners in driving organizational success. By implementing these essential strategies, #CHROs can cultivate a high-performing workforce that is engaged, motivated, and empowered to achieve organizational goals. PeopleBlox #CHROstrategies #highperformingworkforce #employeedevelopment #rolereadinessindex #successionplanning #ROI #talentmeasurementsoftware #PeopleBlox

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The rise of the 'workation' has sparked a thought-provoking conversation on how HR can navigate the blending of professional and personal boundaries. This innovative trend, encapsulating the fusion of work and vacation, presents a myriad of potential wellbeing and legal implications that demand our attention. Is it a novel approach to fostering flexibility and creativity, or does it bring forth risks that need to be carefully managed? As remote working becomes increasingly prevalent, the concept of 'workation' has gained momentum, offering individuals the opportunity to work from a holiday destination without depleting their annual leave. The allure of balancing professional commitments with a change of scenery has been embraced, but it also raises questions about maintaining work-life boundaries and ensuring employee wellbeing during these blended experiences. With the shift from traditional work-life balance to a more integrated approach, known as work-life blending, it's evident that this trend resonates with a desire for greater flexibility and the fusion of work and personal pursuits. The evolving preferences of younger employees, who value the ability to intertwine work with leisure, highlight the need for adaptable policies that accommodate these changing dynamics. Employers are presented with the challenge of supporting their workforce in maintaining wellbeing while working from diverse locations. This includes establishing clear guidelines for maintaining work hours, cultivating trust while empowering employees to manage their time effectively, and mitigating the risk of burnout and diminished productivity within this paradigm. Amidst the appeal of the 'workation', it is imperative to address the legal and safety implications that accompany this trend. From tax and immigration considerations to mitigating potential discrimination risks and ensuring a safe work environment, HR leaders must proactively navigate these complexities to support their workforce effectively. #Workation #RemoteWork #HRStrategies #WorkLifeBlending #EmployeeWellbeing #HR #Recruitment

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🚀 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

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❓How are CHROs driving growth in the Middle East amidst skill shortages and budget constraints❓ ❓ What are CEOs current and future expectations from CHROS in building a high growth business ❓ Join Vipul Mathur, as he explores these critical challenges along with the emerging priorities for HR leaders in the MENA region. This session, happening at the HRSE KSA, Saudi Arabia’s most awaited HR Summit & Expo, offers actionable insights and data-driven strategies to empower HR professionals in taking their business to the next level. Got any HR related queries? Book a meeting here👇 https://lnkd.in/gedcRWrD #HRLeadership #MENA #PeopleStrong #WorkforceResilience #HRStrategy

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Unlocking Global Opportunities: The Role of Recruitment Agencies 🌍 1. Global Reach: Recruitment agencies operate on a worldwide scale, tapping into networks and resources to source talent and fill positions across borders. 2. Diverse Opportunities:In India, recruitment agencies cater to a wide range of industries, from IT and healthcare to finance and manufacturing, offering diverse career opportunities for professionals. 3. Cross-Border Placements: Outside India, these agencies facilitate cross-border placements, connecting skilled professionals with international opportunities and fostering cultural exchange. 4. Career Growth:Working in a recruitment agency provides a dynamic environment for career advancement, with opportunities to develop valuable skills in networking, communication, and talent assessment. 5. Impactful Role: As intermediaries between employers and job seekers, recruitment professionals play a pivotal role in shaping the future of employment, helping individuals secure life-changing opportunities and companies find the right talent. 6. Rewarding Environment: Recruitment agencies offer competitive salaries, incentives, and a supportive work culture, making it an attractive career choice for those passionate about connecting people with opportunities. 7. Continuous Learning:The fast-paced nature of the recruitment industry ensures that professionals are constantly learning and adapting to new trends, technologies, and market dynamics, keeping their skills sharp and relevant. #Recruitment #CareerOpportunities #GlobalTalent #CareerGrowth #OpportunityKnocks #ProfessionalNetworking #JobPlacement #EmploymentOpportunities

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Unable to find the Executive Recruitment Trends? We have got the list! 🙌🏻 Continue reading :- https://lnkd.in/dqMyzrsV #AideWiser #ExecutiveRecruitment #Trends #Trending #Recruitmentupdates

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Here is the feedback from one of the participants of our recent webinar on Competency Assessment Secrets. Discover expert insights and transform your approach to assessments. Stay tuned for future sessions! #CompetencyAssessment #TrainingExcellence #AbleVentures #hrtraining #Organisationdevelopment #assesor #talentacquisition #learninganddevelopment

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Building bridges and attracting top talent! This group at the TA Leadership Roundtable discussed #strategies for #employerbranding, navigating the Indian market, and engaging Gen Z employees. #TalentAcquisitionRoundtable2024 #GCCs #YoungGCCs #GCCLeaders #TALeaders #Globaltalent #Talentacquisition #Recruitment #Talentacquisitionstrategies #Corporateevents #Bengaluru #TADialogues #PeepalConsulting TA Dialogues Peepal Consulting

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GCCs need talent with global capability as well. Curatal is the answer Curatal can help get a GCC staffed with top talent in the shortest possible. Curatal’s pre-interviewed candidates have been evaluated by SMEs who have the relevant domain knowledge and technical expertise. With 6000+ interviewing experts and the capability to evaluate 600+ skills, talent acquisition will be the last thing for you to worry about. Find out more about Curatal and GCC staffing here. Avail of our special offer : Pay for 100 downloads and get 100 free. This is a limited-time opportunity to change the way your hire software engineers. Don't miss out—secure top talent efficiently and effectively with Curatal today! Login your interest : https://lnkd.in/g_WFdHFG Aditya Shevante Anand Badre Shantanu Dubey Gunjar Fuley Manjunath R Raghavendra Rao Pavan Bhosale Bhanu Patnaik Sushmita Ghosh Kumar Pandurangan Pradeep Menon Girish Murnal #HumanResources #HR #Recruitment #TalentAcquisition #Hiring #HRManagement #PeopleManagement #EmployeeEngagement #WorkplaceCulture #CareerDevelopment #HRTech #EngineeringManagement #TechRecruiting #InterviewTips #Leadership #DiversityAndInclusion #EmployeeRetention #PerformanceManagement #WorkforcePlanning #InNews #Update #News #TheHindu

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🚀 Unveiling key insights from the People Matters State of the HR Industry 2024—SHRPA 2024, a groundbreaking study shaping the future of business and talent management across Asia Pacific and the Middle East! 🌏 The SHRPA report highlights critical talent shifts, emerging gaps, and tech investment trends that HR leaders need to navigate over the next 12-18 months. With 89% citing employee productivity and 88% building leadership as top priorities, it's clear: managing talent challenges is crucial for business success. Armed with these insights, let’s leap forward and shape the future of HR! 🌟 Download Now - https://lnkd.in/gnhr8xsC #SHRPA #NewGrowthAgenda #HR #Research #IndustryInsights #StrategicDecisions #FutureOfWork #TechHRPulseIndonesia #TalentManagement

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In India, the transition from Human Resources (HR) leaders to CEOs has been observed in various industries, reflecting a global trend where professionals with HR backgrounds are increasingly considered for top leadership positions. Here are a few examples of HR leaders who have transitioned to CEO roles in India: Rajan Anandan: Rajan Anandan served as the Managing Director of Google India before transitioning to become the CEO of Wadhwani Foundation, a non-profit organization focused on accelerating job creation and economic growth in India. C.P. Gurnani: C.P. Gurnani, CEO and Managing Director of Tech Mahindra, began his career in sales and marketing before moving into HR roles. He played a key role in transforming Tech Mahindra into one of India's leading IT services companies. Arvind Uppal: Arvind Uppal, former CEO of Whirlpool India, started his career in HR and later held various leadership positions in sales and marketing before becoming CEO. Under his leadership, Whirlpool India expanded its market presence and launched several innovative products. R. Suresh: R. Suresh, former CEO of Stanton Chase India, is another example of an HR leader who transitioned to CEO roles. He has extensive experience in HR consulting and executive search and has held leadership positions in various organizations. These examples demonstrate that the transition from HR leadership to CEO roles is not limited to specific industries but can occur across different sectors in India as well. It underscores the importance of leadership skills, strategic vision, and a deep understanding of organizational dynamics, which HR professionals often possess, in driving business success at the highest levels. Let me know in the comments, which kind of transition will create a huge impact in achieving organizational goals and employee productivity.

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