Sanjeev Kumar Pathania

Are you aware of how proactive leadership has a transformative impact on HR functions? Proactive leadership in HR isn't just about managing people—it's about anticipating change, driving innovation, and creating a workplace where talent thrives. When leaders take the initiative, they shape the future, aligning business strategy with human potential for long-term success. In the below carousel, we have covered: 1️⃣ What are the key elements of proactive leadership that help HR function? 2️⃣ How does Proactive Leadership in HR start conversations? 3️⃣ What are the HR Elements affected by Proactive Leadership? Proactive Leadership turns HR into a forward-thinking force, ready to tackle future challenges. It optimizes HR functions by improving recruitment and retention of employees while boosting employee engagement that drives diversity and inclusion. Let's discuss your thoughts in the comments! Follow Kamal Vatnani for being a top 1% HR leader, and remember to click the 🔔 icon to get notified about my upcoming posts.

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Cultural considerations during the run-up to an #IPO and beyond are not just for HR people to consider - this should be on every executive's radar. The Circle by Founders Circle Capital pulled together a great panel covering some of the critical things leaders must think about to thoughtfully bring their employees along, and summarized in a brief article. We would love to hear some of your tips—what did we miss? #innovation #management #technology #humanresources #entrepreneurship #venturecapital #growthhacking #growthmindset #future

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Embracing biases to lead inclusively - What steps should the HR take? I believe in today's diverse workplaces, the journey towards inclusivity begins with self-awareness, especially when it comes to recognizing our own biases as HR leaders.  For leaders, this journey often unfolds across four stages namely tolerance, acceptance, value, and celebration. Let’s understand these in further detail. 1️) Tolerance: Recognizing biases is undoubtedly the first step in the process. Tolerance, while necessary, it’s only a surface-level commitment. It’s important that leaders engage in self-reflective practices, like diversity training or bias assessments, so that their teams know that they value growth and inclusion. 2) Acceptance: Moving from tolerance to acceptance requires empathy and cultural intelligence. Leaders who seek to understand their team's diverse backgrounds win big in this regard. I recommend walking the talk so that safe spaces be created for diverse ideas and voices. 3) Value: I’ll say valuing diversity transforms acceptance into active appreciation. Leaders in this stage must see diversity as a strength and actively encourage different perspectives. This shift boosts employee engagement and makes way for innovative problem-solving. 4️) Celebration: Inclusive leaders ultimately celebrate diversity, embedding it into their team’s culture.. Leaders who celebrate inclusion take to mentorship, policies, and open discussions to create thriving cultures, where every voice matters. True leadership is a journey that requires constant self-reflection. Leaders who are willing to acknowledge their biases and continuously evolve shall end up creating inclusive environments. Where do you see yourself in this journey of inclusive leadership? #embracebias #selfawarenessjourney #seniorhrleader #inclusiveleadership

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Happy to be part of this shared learning opportunity. It enhances personal development and contributes to the collective success of a group or community. Looking forward. Thank you Vignan Online Shared learning is important for several reasons: - Diverse Perspectives: It allows individuals to gain insights from others’ experiences and viewpoints, which can lead to a deeper understanding of a subject or issue. - Collaboration: Shared learning encourages collaboration, fostering teamwork and building relationships. This can create a strong sense of community and support, which can enhance the learning experience. - Enhanced Retention: Discussing and teaching others what you’ve learned can reinforce your own understanding and improve information retention. - Skill Development: Engaging in shared learning often helps develop critical skills such as communication, problem-solving, and critical thinking. - Encouragement of Innovation: When people share ideas openly, it can lead to creative solutions and new approaches to challenges, driving innovation. - Resource Sharing: It allows participants to pool resources, knowledge, and skills, making learning more efficient and effective. - Greater Engagement: Learning in a shared environment can be more engaging and motivating, as participants can interact and collaborate rather than study in isolation. - Supportive Learning Environment: It can create a supportive atmosphere where individuals feel comfortable asking questions, sharing struggles, and celebrating successes.

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My Top three personal takeaways are: 1. Bigger Picture: I learned how our work in the India office ties into the global goals. #biggerimpact 2. Collaboration is Key: Building relationships, open communication, connect beyond boundaries and teamwork can help us tackle challenges more effectively. #OneTeamOneGoalOneHR 3. Investing in Our People: Nurturing our talent is crucial. Get a mentor/ Sponsor and support our team grow. #UnlockPotential

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We need a Radical shift from Process thinking to Human Centric Workplace design!! Sustained org and employee performance is now dependent on 6 pillars :- - Human / Work / Life / Feeling Centric EVP. - Engagement as precursor of Performance - Focus on Well Being. - Embed Systemic DEI. - Hire, Nurture and retain Human Leaders. Remove emotional barriers such as Toxic leadership, even if they appear to perform well. - Design a new human centric workplace allowing autonomy, authenticity and empathy. - Upskill and build AI Human Partnership. I am amazed that even big and innovative tech companies are talking about 'going back'!! There is a problem with the wording itself. Current need is to move forward, which means we need to assimilate our learnings and experiment new workplace products and designs for the future. Question is ' Are we Bold enough ' ? ' Do we have the requisite futuristic capable HR & Talent Leaders ' ? ' Do we have appetite to hire and nurture such leaders ' ?

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Few things that strike out clearly in today’s complex world: 1. It is increasingly important that we take care of our people and strike a right balance between business and workforce. 2. People need to take the center stage and not AI. While we build for tomorrow let’s not forget that we need to focus equally on today. Key takeaways from #rethinkHRconclave It was a great experience to hear the industry experts talk about various topics such as leadership and change management, navigate digital transformation in modern workplace, leveraging technology for inclusive leadership and lot more at #hrconclave2024 I was also lucky to catch up with my fellow colleagues who are working in different industries and network with them.

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Age is just a number. It's time to value all ages for their unique strengths!  Our Ageism Report reveals how to bridge generations and so much more. Download now. https://lnkd.in/gadaCGPJ Randstad India #randstad #randstadindia #partnerfortalent #ageism

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🚀 Embark on a journey into the future of work, where HR pioneers the path to organizational excellence through data-driven insights and talent optimization! #FutuHRise #FutureOfWork #HRDisruption #HRPeopleStrategy

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"Notice Period : Sense or Non Sense by Keka HR" with Luminaries Parismita Goswami Yogesh Luthra Vivek Thukral Pranav Prasoon Vivek Rao ☑️ Barun Mallick 🚀 #HRkatalyst3.0 Exploring the relevance of notice periods in today's fast-paced work environment and their impact on both employers and employees is a compelling topic. During the session, the panelists addressed several questions: 1)  How have changing work dynamics, such as the rise of remote work and the gig economy, influenced the relevance of traditional notice periods? 2) What are the advantages and disadvantages of eliminating notice periods altogether in favour of more flexible exit strategies for employees and employers? This is a very hot and controversial topic for HR professionals. On one hand, there is the challenge of having a disengaged employee for 90 days, and on the other, the issue of waiting for new resources to join and take over responsibilities. #keka #hrkatalyst3 #hrkatalyst #HRKatalyst #Webinar #hr #hrcommunity #hradvice #hrbp #hrci #hrconsultant #hrcareers #hrgeneralist #hrinnovation #hrbusinesspartner #hrd #hrm #hrconsulting #hris #hrexecutive #linkedin #hrinsights #hr #jobs #career #conclave

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When we work with multiple global partners, Emeritus believes that HR leaders are pivotal in equipping organisations for AI, from fostering continuous learning to managing change and innovation. I spoke to People Matters on the critical role #HR leaders play in building an AI ready workforce #AI #EdTech #StartUp Here’s the article. Pls share your views and comments:

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Join me today for The Economic Times and SHL's webinar on 'Skill-Driven Success: Can you future-proof your workforce by harnessing Internal Talent?' from 3:00-4:30 PM! I'll be exploring methods to cultivate and utilize internal talent within this swiftly evolving skill landscape, including the integration of AI skills. I will be joined by some esteemed colleagues from the industry. Don’t miss out on these great insights and tips for getting your team future-ready! #TalentManagement #FutureOfWork #SkillDevelopment #InternalTalent

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Excited to share my recent conversation on AI's impact in HR! 🎙️ I had the pleasure of joining Madhusudan Nayak, CEO of Worxmate - OKR Software, on their podcast to discuss how AI is revolutionizing talent management and performance. In this podcast, we explore: -How AI is streamlining recruitment and OKR processes -Freeing up HR for more strategic initiatives -Using AI-driven insights to boost performance Curious about the future of HR tech? Tune in to hear my thoughts on navigating this AI-driven landscape. Watch the full episode here: https://lnkd.in/dHaA83dV #AI #HumanResources #FutureOfWork #PerformanceManagement #TalentAcquisition #ZaraHattKe #Podcast

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I was privileged to be featured along with foremost HR Gurus like Dave Ulrich to write about how AI is impacting Performance Management in this issue of SightsIn Plus 🚀 Transforming Performance Management: The AI Edge 🚀 Is AI an ally at workplace or too new and too general / broad to be of real value? I believe it has magic .. Dive into my latest article and I would love to know your views! 📈 With AI, we’re not just crunching numbers; we’re crafting stories. Stories that reveal the hidden potential within data, guiding us to unlock productivity and foster growth. 🤖 Imagine a system that’s not just smart but also intuitive—offering personalized insights and proactive solutions for every unique career path. 🔍 Stats reveal that companies integrating AI into KPIs witness a 300% jump in financial outcomes. And guess what? Over 60% of leaders affirm AI’s role in boosting efficiency. 👥 It’s not about replacing the human element; it’s about enhancing it. AI equips us to make decisions that are fair, informed, and inclusive. 💡 So, what’s your take on AI in performance management? Are you ready to embrace this change? Share your thoughts below and let’s discuss! Check out the full article for a deep dive into AI’s transformative role in our work lives. Together, let’s navigate the future of work with AI as our compass! #AI #PerformanceManagement #HumanResources #Innovation #FutureofWork

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Weekend spent well to brainstorm and discuss how far we have since Pandemic with Senior HR Leaders, L&D Professionals and veterans of Academia. Thanks to ISBR Business School for hosting today’s discussion leaders boasting 2-3 decades of experience, we delved into the evolving landscape of hybrid work models where we shared our inputs in “𝗔𝗱𝗮𝗽𝘁𝗶𝗻𝗴 𝗖𝗼𝗺𝗽𝗮𝗻𝘆 𝗖𝘂𝗹𝘁𝘂𝗿𝗲 𝘁𝗼 𝗛𝘆𝗯𝗿𝗶𝗱 𝗪𝗼𝗿𝗸 𝗠𝗼𝗱𝗲𝗹𝘀." The numbers shall tell you a compelling story how far we have come:- ▶️ 𝗧𝗵𝗲 𝗦𝗵𝗶𝗳𝘁 𝘁𝗼 𝗛𝘆𝗯𝗿𝗶𝗱 𝗪𝗼𝗿𝗸: Before the pandemic, only 15-20% of companies in India had remote work policies. Post-COVID, this figure surged to 80-85%, with 63% of Indian companies planning a permanent shift to hybrid models as a sustainable strategy. ▶️ 𝗖𝗼𝘀𝘁 𝗘𝗳𝗳𝗶𝗰𝗶𝗲𝗻𝗰𝘆: Companies saw a 20-30% reduction in overhead costs, particularly in real estate, travel, and utilities, contributing to revenue stability. The Indian IT services sector, for instance, reported a 2.3% growth in FY2021, with TCS and Infosys leading the charge with revenue growth of 4.6% and 5%, respectively. ▶️ 𝗖𝗹𝗼𝘂𝗱 𝗔𝗱𝗼𝗽𝘁𝗶𝗼𝗻: Cloud spending in India grew by 34% year-over-year in 2021, with investments in cloud infrastructure expected to reach $10.8 billion by 2025. This surge underscores the critical role of cloud services in supporting remote work. ▶️ 𝗣𝗿𝗼𝗳𝗶𝘁 𝗠𝗮𝗿𝗴𝗶𝗻𝘀: Companies that effectively transitioned to hybrid models reported an increase in profit margins by 5-10%, driven by cost savings and enhanced productivity. ▶️ 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗣𝗿𝗼𝗱𝘂𝗰𝘁𝗶𝘃𝗶𝘁𝘆: Productivity in hybrid work models increased by 15-20% compared to pre-COVID levels, thanks to flexible work hours and reduced commute times. ▶️ 𝗦𝘂𝘀𝘁𝗮𝗶𝗻𝗮𝗯𝗶𝗹𝗶𝘁𝘆: The hybrid model is poised as a long-term sustainable strategy, with the potential to reduce carbon footprints by cutting down on daily commutes. A permanent shift could reduce emissions by 10-15% in urban areas. A big thank you to the ISBR team - Dr. Manish Kothari, Founder and MD of ISBR for joining the conversation. Thanks to Dean Dr Ramanujum, Professor Amit, our student host Grishma and veteran HR leaders like Dr. M N Ramanujan, Mr. Pankaj Sharma, Mohammed Ismail Irshad and the other dignitaries who have shared their invaluable insights. As we continue to navigate this new normal, it's clear that the hybrid work model is not just a temporary fix, but a viable and sustainable future for businesses worldwide. #HybridWork #Leadership #Sustainability #DigitalTransformation #FutureOfWork #HRLeadership #HumanResources #ChangeManagement #StrategicHR #CloudAdoption SRKay Consulting Group

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Positive tension between CEOs and CFOs often results in smarter business decisions and well-balanced growth plans. Click here to read "The Power of Constructive Tension: The Value of Positive Conflict in the CEO-CFO Partnership" ➡️ https://lnkd.in/dakj3NMf #ceo #cfo #csuiteleaders #csuiteimpact #csuiteconversations

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I’m thrilled to be a part of the Global Inclusion Summit & Awards 2024, happening on the 23rd of August at the Radisson Blu Plaza, Delhi. This event brings together some of the most distinguished leaders and visionaries to discuss and drive the critical agenda of inclusion in the workplace. Why This Matters: In today’s rapidly changing global landscape, fostering an inclusive mindset isn’t just a moral imperative—it’s a strategic necessity. Research consistently shows that organizations with diverse teams are more innovative, better at problem-solving, and outperform their peers financially. Yet, despite these benefits, many organizations still struggle to create truly inclusive environments where every individual feels valued and empowered. Key Themes at the Summit: • The Ripple Effect: How embracing gender diversity impacts innovation and success. • Beyond Words: The power of inclusive body language in communication. • Building Engines of Inclusive Economy: The path to a financially and economically prosperous future. • Overcoming Age Bias: Strategies for fostering multigenerational inclusion in the workplace. • Gender Equality for All: Understanding and overcoming biases, and the role of men as allies. According to a study by McKinsey, companies in the top quartile for gender diversity on executive teams were 25% more likely to have above-average profitability than companies in the fourth quartile. Moreover, companies with more diverse teams have a 19% higher revenue due to innovation. These statistics underscore the importance of the themes that will be explored during the summit. As we delve into these topics, we look forward to engaging with thought leaders and practitioners who are making significant strides in building inclusive and diverse workplaces. It’s through such collaborative efforts that we can drive real change and build organizations where everyone, regardless of their background, can thrive. Let’s come together to celebrate diversity and embrace inclusion. The journey towards inclusive excellence continues! #Inclusion #Diversity #Leadership #GlobalInclusionSummit #WorkplaceInclusion #Innovation #GenderEquality #FutureOfWork Manoj Kohli Sri Anish Sanjeev Bikhchandani Ashish Vidyarthi Kanchan Chehal Zainab Patel Monika Halan Harjeet Joshi Dr Chandra Mauli Dwivedi Smriti Handa Sukhjit S Pasricha Prasanth Nair Manmohan S. Kalsy Vijay Sinha RAJESHWARI Narendran Sonal Kapur Sinha Dr. Saugata Mitra Shalini Arora Kochhar TV Rao Ranjan Kumar Mohapatra Alka Mittal Dwarakanath Patnam Pankaj Bansal (पंकज बंसल) Rajlakshmi Saikia Smriti Handa Bhavna Batra (She/Her) Amulya Sah Richa Bansal Gaurav Saini Raghunandan K S Zainab Patel Monika Halan Rtn Alpa Shah Prasanth Nair Talees Rizvi Dr. Sunil Singh #Inclusion #DEI #Values #PWD #Leadership #Compassion #Consciousness

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Interesting article on the new HR roles surfacing in organisations and are we ready for them? I still remember speaking to 'Personnel Managers' which was a relatively new role in the 1990's and 2000's and then moving to Human Resources (and thank for to those who think I could not have been working then 😀). Is this just natural progression? I believe so. The world is constantly changing around us and with us. There is also a lot more empathy today in many ways. For me I like change and embrace it. Call it a way of keeping me on my toes. One thing for sure is that any new role will no doubt impact the #skills and #talent needed for the right person (not the job). For that I believe Eightfold has a unique proposition! Happy mid week! #change #hr #personnel #skills #talent #eightfold

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Empathy-belongingness-AI SHRM India #SHRMTECH24 BYOAI risks, responsible AI Principles...Monalisa Sengupta Empowering, Enabling employees to meet career aspirations, democratizing talent marketplace.... @SanjeevJain Google 3 things organizations need to define- permissions, usage policy, model specs Sachin Gaur very meaningful discussion 👍

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