Siddhartha Moondra

Navigating Workplace Harassment: Awareness and Carefulness for Female Employees Sexual harassment in the workplace is a troubling issue that affects countless women around the world, including in Indian corporates. While legal frameworks like the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013 (POSH Act) exist to protect employees, it is crucial for female employees to be aware of their rights and to take proactive steps to protect themselves. This blog aims to raise awareness and provide guidance on how female employees can navigate and safeguard themselves in the workplace. Real-Life Scenario: A Case Study Meet Asha, a senior software developer at a leading IT firm in Pune. Asha had worked at the company for four years and was known for her dedication and professionalism. However, her situation changed drastically when the company owner, Mr. Kapoor, began making inappropriate comments and advances. The harassment escalated to physical molestation, with Mr. Kapoor touching Asha inappropriately. Asha felt trapped, fearing retaliation and doubting whether her complaint would be taken seriously without hard evidence. Awareness: Know Your Rights You can familiarize yourself with the POSH Act: The POSH Act requires that you form an Internal Complaints Committee (ICC) in companies with more than 10 employees. This committee is responsible for addressing complaints of sexual harassment. Understand the provisions of the POSH Act, your rights under the law, and the procedures for reporting harassment. Know the Reporting Channels: Identify the designated points of contact for reporting harassment within your organization. This could be a member of the ICC, the HR department, or an external helpline. Carefulness: Proactive Steps for Safety Seek Support from Colleagues: Confide in trusted colleagues or friends within the workplace. Having a support system can provide emotional strength and corroborate your experiences if needed. Set Boundaries: Be clear and assertive in setting personal boundaries. If someone’s behaviour makes you uncomfortable, communicate your discomfort directly and firmly. Avoid Isolated Situations: As much as possible, avoid being alone with individuals who make you uncomfortable, especially in isolated settings like after-hours meetings or social gatherings outside of work. Educate Yourself and Others: Participate in training sessions on workplace harassment and encourage your peers to do the same. Knowledge empowers you to recognize and respond to inappropriate behaviour effectively. Together, we can build workplaces where respect and safety are paramount. If you have faced a similar situation or have insights on how to handle it, please share your experiences. #WorkplaceSafety #SexualHarassment #Empowerment #POSHAct #WorkplaceCulture #Accountability #Support Let's create safer workplaces, one step at a time. 🌟

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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

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An Inspirational Tale of Perunthalaivar Kamarajar: A Beacon of Leadership As we navigate through our professional and personal journeys, it's imperative to draw inspiration from leaders who have made a lasting impact on society. One such leader is Perunthalaivar Kamarajar, whose life and work continue to inspire generations. Kamarajar, known as the “Kingmaker” and the architect of Tamil Nadu’s development, rose from humble beginnings. Born into a poor family, he faced numerous challenges, yet his determination and vision led him to become one of India's most revered leaders. His dedication to education was unparalleled. Kamarajar understood that the key to uplifting society lay in empowering the youth through education. He revolutionized the education system by introducing the mid-day meal scheme, which not only increased school enrollment but also addressed malnutrition among children. His efforts ensured that even the most underprivileged children had access to quality education. His leadership was characterized by simplicity, integrity, and a deep sense of service. Kamarajar’s contributions extended beyond education; he was instrumental in developing infrastructure, improving agriculture, and promoting industrial growth in Tamil Nadu. His selfless service and visionary policies laid the foundation for the state’s progress, making it a model for others to follow. Kamarajar's life teaches us the importance of resilience, empathy, and commitment to the greater good. His story is a reminder that true leadership is not about power or position, but about making a difference in the lives of others. As we strive to achieve our goals, let us remember the values that Kamarajar stood for and strive to emulate his dedication to service and excellence. We are incredibly thankful to have had such a leader, whose legacy continues to inspire us to build a better future for the generations to come. #Leadership #Kingmaker #Agriculture #Infrastructure #PerunthalaivarKamarajar #resilience #simplicity #integrity #QualityEducation

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Is your ATS falling short of delivering top talent? You're not alone. At Protingent India RPO, we've seen how leading companies are solving this problem with smart RPO strategies. What Top Companies Are Doing Differently?  - Prioritizing human touch alongside technology   - Tailoring ATS to industry-specific needs   - Enhancing candidate engagement with personalized outreach   - Leveraging AI for better screening, not just automation   - Integrating ATS data with real-time market insights   - Streamlining processes with proactive recruitment  If your ATS isn't delivering, it's time to rethink your approach. At Protingent India RPO, we help you combine the best of tech and human expertise to ensure you're always ahead in the talent game. Protingent India LLP #RPO Protingent #HR #TalentSourcing #StaffingSolutions Linkedin HR Human Resources

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This article narrates how Growth Mindset Leadership has guided the organization through unprecedented challenges, propel forward thinking, alternative thinking and create people centricity. #growthmindset

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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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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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Glovve..a digital ecosystem... a revolutionary approach..... blending technology with the emotional and psychological aspects of relocating. Moving is often stressful, exciting, bittersweet, or overwhelming, and an app designed to help people navigate these feelings could create a sense of community, provide support, and offer personalized services to ease the transition. #movingapp #relocations #removals #bestrelocationcompany #packersandmovers #techrelocations

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As the Indian and global markets face challenges due to elections and geopolitical conflicts, some corporate leaders are quick to blame external factors for their poor performance. Interestingly, these same leaders were quick to take credit for their leadership when external factors were favorable. True leadership means taking responsibility for both the highs and lows, and actively seeking solutions to overcome challenges. Instead of making excuses, leaders should focus on strategizing and leading their teams through difficult times. #Leadership #Accountability #Adaptability #Business #Economy #GlobalMarkets

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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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Saurabh Deep Singla's insights into the synergy between talent acquisition and employer branding are spot on. At EvueMe, we recognize the importance of these elements and have integrated AI to enhance the recruitment process, ensuring that companies like upGrad can identify and attract top talent efficiently. The emphasis on adaptability, digital fluency, and fostering a culture of continuous learning resonates with our approach at EvueMe. Our AI-driven solutions are designed to support organizations in creating a seamless and effective hiring process, aligning with their strategic goals. 𝘞𝘩𝘢𝘵 𝘢𝘳𝘦 𝘴𝘰𝘮𝘦 𝘰𝘧 𝘺𝘰𝘶𝘳 𝘳𝘦𝘤𝘳𝘶𝘪𝘵𝘮𝘦𝘯𝘵 𝘱𝘢𝘪𝘯𝘴? 𝘋𝘔 𝘵𝘰 𝘥𝘪𝘴𝘤𝘶𝘴𝘴 𝘩𝘰𝘸 𝘈𝘐 𝘤𝘢𝘯 𝘩𝘦𝘭𝘱 𝘺𝘰𝘶 𝘴𝘰𝘭𝘷𝘦 𝘵𝘩𝘦𝘮. #TalentAcquisition #EmployerBranding #AI #RecruitmentInnovation #EvueMe

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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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A rather nice thing happened to me last Friday. As we were winding up after completing an employee engagement festive quiz for a corporate client in Kolkata, a senior participant came up to me and said, "Souvik, I really enjoy your quizzes. You ask questions from things that are known to us, yet often unknown to us in some way. I always felt that quizzes were difficult and questions were asked on nerdy subjects, but your quizzes have changed my perceptions. This is the third year you hosted this quiz for us and I have liked them every year. Also, I like the way you encourage the teams to attempt your questions and you look genuinely happy when someone gets it right. Hope to participate in your quiz next year too." Thank you Sir for your nice compliments and I also hope to see you next year. You made my day! As a quizmaster, I have always believed that most questions in a quiz, if not all, should be from topics which majority of the participants have heard of. And, this is something I try to incorporate in every quiz I do. Also, I am REALLY happy when my questions get answered as a correct answer always shows a connect among participants, audience and quizmaster. Thank you Sir for your kind words, they will serve as encouragement for my future quizzes. #Quiz #Quizmaster #TriviaTales #employeeengagement #funatwork #corporatequiz

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Zomato Spices Up Hiring with a Bold Chief of Staff Opportunity Zomato , known for its disruptive approach, is turned heads with its unconventional Chief of Staff position. This isn't your typical corporate role; it's a high-growth, high-impact opportunity designed to attract those with fire in their belly and a hunger to learn. Having worked on CXO, expert and specialist hirings, it definitely caught my attention. Almost 18000 applications in 24hours! The unconventional JD reflects the culture and beliefs of the organisation in every single word penned down by Deepinder Goyal 1.Bold and Unconventional:Zomato is looking for someone with a "learning mindset" willing to invest ₹20 lakhs in their development, donated to Feeding India also ensuring that their skin is in the game. While he clarified in his recent post on the True intent. 2. Fast-Paced Learning and Accelerated Growth: The emphasis on intense learning and development aligns with their culture of continuous improvement and pushing boundaries.This reflects Zomato's value of meritocracy and rapid development. 3. Meritocratic and Performance-Driven: The posting explicitly seeks candidates with specific traits like hunger, common sense, and a learning mindset, indicating a focus on individual merit and potential over traditional qualifications. 4. Social Impact and Responsibility: Zomato's commitment to social impact is evident through initiatives like Feeding India. Integrating a philanthropic aspect into the hiring process further reinforces this value. 5. Transparency and Directness: The job posting is remarkably transparent, outlining both the challenges and potential rewards without sugarcoating the demanding nature of the role. This innovative job posting not only redefines recruitment but also prioritizes personal development over conventional perks. When @Shagun suri from the People Team said 'What I love about Zomato is- ‘The People’- full of energy, positivity, ambitions and smiles, and ‘The Culture’- where there is freedom to create a way of working' This is what she meant... 🤔 Zomato's way of finding the one with True Hunger! Video - Glimpse of Zomato Career Page... Every word reflected in the job description #Zomato #InnovativeHiring #FeedingIndia #CareerGrowth #TrueHunger #Learningorganisation Zomato India Blinkit Hyperpure by Zomato Zomato's Hyperpure Zomato Care Feeding India LinkedIn News India

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Lessons Learnt 25.10.2024 #Rebuilding #relationships after a #conflict at workplace requires effort, commitment, and a willingness to move forward. Few tips 1.Immediate steps Cool down and reflect Acknowledge emotions and concerns Agree to resolve the issue 2.Reconciliation Phase. Meet to discuss the conflict Active listening and empathy Identify root causes and the causes for misunderstandings. Apologize sincerely (if necessary). Focus on solutions not the problems. 3.Rebuilding Trust Follow through on commitments. Demonstrate consistent behavior. Communicate openly and transparently. Show appreciation and gratitude. Foster a positive work environment. 4.Long-Term Relationship Building. Schedule regular Meetings Collaborate on and work together. Develop a growth mindset together and Encourage open feedback. 5.Key Strategies to adopt Practice forgiveness and letting go. Focus on the issue, not the person. Use "I" statements instead of "you" statements. Seek common ground and shared interests. Demonstrate positive behavior. Challenge: Rebuilding trust Solution: Consistent behavior, transparency, and follow-through. Challenge: Communication breakdown Solution: Active listening, clear communication, and regular check-ins. Challenge: Residual emotions. Solution: Acknowledge and validate feelings, focus on shared goals. *Benefits of Rebuilding Relationships* What We get is. Improved productivity and collaboration. Enhanced teamwork and morale. Increased job satisfaction and engagement. Better conflict resolution skills. Stronger, more resilient relationships. Remember, rebuilding relationships after conflict takes time, effort, and commitment. Focus on shared goals, practice empathy, and lead by example. Happy Working. Great day Friend

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As my friends return to work from Eid and the multiple New Year celebrations in India, I am thrilled to share some exciting updates. Over the last three months, we have been diligently working on the most significant update to #WeSoarGPT (our generative-AI powered HR Super App) to date! We are proud to introduce #SkillHorizon, our advanced skill ontology framework (a comprehensive skill classification system) that now underpins hyper-personalized learning paths, career lattices, talent management, recruitment, and performance management. In today's rapidly evolving work environment, skills have become the new currency of the corporate world. Recognizing and nurturing this valuable asset is crucial for any organization aiming to thrive in the digital age. With #SkillHorizon, we empower organizations to leverage these skills effectively, ensuring that every employee can contribute to their fullest potential. Skills are not just about job competence; they are a strategic asset that drives innovation, adaptability, and competitive advantage. As markets continue to shift and new technologies emerge, the ability to quickly acquire and deploy the right skills will define the winners in the global economy. That’s why we at WeSoar.ai believe in not just managing but championing skills as the foundation of organizational success and employee fulfillment. As a super-app, WeSoarGPT opens up a world of opportunities benefitting from unified data and seamless onboarding. For instance, once our AI identifies the skill match during the CV matching process, it automatically generates a tailored Day 1 development plan for the new hire. Moreover, we link skills directly to performance objectives, providing employees with precise insights into the skills they need to develop to achieve their goals—moving away from the one-size-fits-all approach of traditional development plans. If you have been considering transitioning to a skills-based organization but are wary of juggling multiple point solutions, WeSoarGPT now ticks all the boxes. We are eager to assist you in future-proofing your workforce. Let's connect and start this transformative journey together. #HRTech #FutureOfWork #SkillsDevelopment Shadi Khanbani Ava From WeSoar Anna Whitehead Prakash Khandelwal Anil Bhaskaran @Bernd van Linder Mark Zanelli David Suarez Boon Chong Na Ali Fenwick, Ph.D. Debabrat (Debu) Mishra Fred Carstens Roberto Croci Ray Everett Stanley Hibbert Hasan Ba-Mehrez Ashok Gopal Nathalie Atallah Lina Ramadan, PHR

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Recently, while having a quick chat with my CEO Vibhav Agarwal, he mentioned this book - The Courage to Be Disliked by Fumitake Koga and Ichiro Kishimi prompting me to revisit it and wow—what an eye-opener, again! Revisiting this at this stage of my life has given me a deeper understanding of the concepts of personal freedom and relational dynamics. Reflecting on this thought-provoking book, here are my key takeaways: • Self-Acceptance Over Approval: It challenges the need for external validation, encouraging self-acceptance and personal growth. • ⁠Courage to Be Unpopular: True freedom lies in the courage to stand by our values, even if it means facing criticism. • ⁠The Power of Perception: Adlerian philosophy teaches us that changing our perspective can transform our lives. • ⁠Building Authentic Relationships: Focus on genuine connections rather than societal expectations. #PersonalGrowth #MindsetShift #BookReview #CourageToBeDisliked #AdlerianPsychology #SelfAcceptance #Leadership

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It is alarming that in South Asia including India 29% of the employees feel lonely compared to 20% globally according to the latest Gallup Workplace report. Men feel more lonelier compared to women. Loneliness leads to disengagement, presenteeism, absenteeism and loss of productivity. How can employers address this? - Study has shown that meaningful work decreases loneliness as they get immersed in work. It is important for every individual to feel that they are contributing to the organizations goals and the work is meaningful. -Managers and leaders should create a culture of teamwork and connectedness where the teamwork is rewarded rather than individual excellence. If the culture only appreciates individual excellence and creates an atmosphere of competition then employees can become lonely. -Employee engagement has to be holistically looked at connecting their meaningful work, wellbeing, timely meaningful recognition, team bonding, leadership and culture. It cannot be just about surveys, offsites and once in a while team bonding activities. #loneliness #mentalwellbeing #meaningfulwork #recognition #culture #leadership #humanresources

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I recently had the opportunity to engage in a thought-provoking table talk organised by ETHRWorld and Darwinbox on skill-based talent management, and it was a transformative experience. The session shed light on how organisations are evolving from traditional role-based structures to more agile, skill-focused models, ensuring that talent is effectively matched with organizational needs. One of the key insights I gained was the critical role of skill mapping within a skill-based organisation. By identifying and cataloging the specific skills that drive success, companies can deploy talent more flexibly and strategically. For instance, rather than being confined by job titles, employees can contribute to various projects based on their skill sets, leading to more dynamic and innovative outcomes. This approach not only enhances efficiency but also empowers employees to pursue skills that align with their career aspirations and the organization's evolving needs. Moreover, the discussion emphasised the importance of continuous learning. In a skill-based organisation, fostering a culture of ongoing development is essential. This involves providing employees with the tools and resources they need to acquire new skills, stay ahead of industry trends, and adapt to changing market demands. By doing so, companies can maintain a competitive edge while keeping their workforce engaged and motivated. Darwinbox is playing a crucial role in this space by offering a comprehensive platform that supports the transition to skill-based talent management. Their technology enables organisations to effectively map skills, track employee development, and match talent with opportunities in real-time. With Darwinbox, companies can easily identify skill gaps, promote continuous learning, and create a more agile and responsive workforce. Their platform not only streamlines talent management processes but also empowers employees to take charge of their growth and career development. Overall, the table talk highlighted the immense potential of skill-based talent management and how platforms like Darwinbox are driving this transformation. By focusing on skills rather than just roles, organisations can unlock new levels of productivity, innovation, and employee satisfaction.

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