Sanjeev Kumar Pathania

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.

5

In today’s competitive talent landscape, an impactful total rewards strategy is more than just a compensation plan—it’s a tool to engage, inspire, and retain top performers. A strategy aligned with market trends and employee expectations can transform your workplace into a hub of innovation and success. 🚀 At Briminc Saarthi Consulting Group, we specialize in redesigning total rewards strategies that create value for your employees and your business. Here’s how we make it happen: 📊 Market Benchmarking: Using data-driven insights, we help you craft rewards that are fair, competitive, and aligned with industry standards, ensuring you remain a preferred employer. 💡 Tailored Benefits: We understand that one size doesn’t fit all. Our innovative and customized solutions are designed to address the diverse needs of your workforce, making your rewards strategy more meaningful. 🌍 Global Customization: Whether it’s aligning with regional norms or addressing generational preferences, we create strategies that resonate with every part of your organization. 🔄 Dynamic Adaptation: Markets change, and so do expectations. We provide ongoing reviews and updates to ensure your rewards strategy evolves with the times. With Briminc Saarthi Consulting Group, you can attract, retain, and motivate your employees while staying ahead in the competitive talent race. Let us help you design a rewards strategy that not only drives business goals but also empowers your team to thrive. 💼✨ #BrimincSaarthi #TotalRewards #HRStrategy #EmployeeEngagement

3

Performance management can be a tricky terrain 😵. HR leaders struggle to translate individual performance into tangible business value. With multiple goal frameworks, confusion around appraisal frequencies, and techniques like 9boxing, behaviorally anchored rating scales, and continuous feedback, HR leaders have their hands full. We're simplifying these complexities in our upcoming masterclass featuring Vikas Yadav Function Leader – Talent Management, PeopleStrong, in conversation with Amit Thapliyal, SVP, PeopleStrong. But before we dive in, we want to hear from you. ❓Ask us anything❓ – tactical, operational, or strategic – about performance management.  Your questions, our expertise. The selected ones will be spotlighted in our upcoming Masterclass and on social media 🚀 Send us your questions here: https://lnkd.in/grcYTAtK

72

In Part Five of 'Survival of the Fittest,' Amrop Partners explore the evolving role of the CHRO as a strategist, business partner and essential ally to the CEO. With growing responsibilities in shaping a compelling vision and vibrant culture, the CHRO's future looks promising 🌟, yet progress is uneven. Discover the latest insights on the evolution and future of the CHRO in our full article 📈 #BusinessLeadership #CHRO #ExecutiveSearch #Amrop #Csuite

5

“𝐀𝐬 𝐜𝐮𝐥𝐭𝐮𝐫𝐞 𝐛𝐞𝐜𝐨𝐦𝐞𝐬 𝐩𝐚𝐫𝐚𝐦𝐨𝐮𝐧𝐭, 𝐩𝐞𝐨𝐩𝐥𝐞 𝐰𝐢𝐥𝐥 𝐧𝐞𝐞𝐝 𝐭𝐨 𝐛𝐞 𝐫𝐞𝐩𝐮𝐫𝐩𝐨𝐬𝐞𝐝.” This powerful insight from Vikram Tandon, in conversation with Vijayakumar Rajagopal PCC, ACTC Systemic Coach at the Coaching Culture Circle Conference '24, sets the stage for a deep exploration of “𝘛𝘩𝘦 𝘈𝘯𝘢𝘵𝘰𝘮𝘺 𝘰𝘧 𝘢𝘯 𝘏𝘙 𝘓𝘦𝘢𝘥𝘦𝘳: 𝘌𝘴𝘴𝘦𝘯𝘵𝘪𝘢𝘭 𝘚𝘬𝘪𝘭𝘭𝘴, 𝘚𝘵𝘳𝘢𝘵𝘦𝘨𝘪𝘤 𝘝𝘪𝘴𝘪𝘰𝘯, 𝘢𝘯𝘥 𝘵𝘩𝘦 𝘌𝘷𝘰𝘭𝘷𝘪𝘯𝘨 𝘙𝘰𝘭𝘦 𝘰𝘧 𝘈𝘐 𝘪𝘯 𝘚𝘩𝘢𝘱𝘪𝘯𝘨 𝘖𝘳𝘨𝘢𝘯𝘪𝘻𝘢𝘵𝘪𝘰𝘯𝘢𝘭 𝘊𝘶𝘭𝘵𝘶𝘳𝘦.”  As AI continues to reshape the workplace, it’s crucial for HR leaders to not only embrace these technologies but also rethink how roles adapt and evolve. 𝐈𝐧 𝐭𝐡𝐢𝐬 𝐬𝐞𝐬𝐬𝐢𝐨𝐧, 𝐲𝐨𝐮’𝐥𝐥 𝐝𝐢𝐬𝐜𝐨𝐯𝐞𝐫: - Key competencies for navigating today’s tech-driven landscape. - Cultivating a mindset that anticipates change and drives innovation. - Enhancing workplace dynamics to foster psychological safety, fairness, and transparency. 𝐊𝐞𝐲 𝐈𝐧𝐬𝐢𝐠𝐡𝐭: It’s not just about adopting new technologies; it’s about leveraging them to enrich the human experience within organizations. Ready to transform your organization’s culture in an AI-driven world? Watch the full session for actionable insights! 👉 𝐂𝐥𝐢𝐜𝐤 𝐡𝐞𝐫𝐞: https://lnkd.in/gxU_iAPR #uExcelerate #HRLeadership #AIinHR #OrganizationalCulture #FutureOfWork #CoachingCulture #CCC2024

11

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.

29

4 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

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

Elevate your talent acquisition strategy with this quality of hire cheat sheet. 🚀 Discover principles, metrics, and tools to implement quality of hire in your organization. How do you track quality of hire?

2

Reflecting on the learnings from my FT Board Director Programme and my own experience in HR with departing leaders and personal transitions, I was struck by the HBR article on CEO succession. It underscores the necessity of a proactive and strategic approach to ensure not only operational continuity but also the emotional well-being of the outgoing CEO. The article emphasizes starting succession planning early, developing internal candidates, and thoughtfully onboarding the successor. However, it also highlights the often overlooked psychological and emotional crossroads faced by departing CEOs. Strong relationships between the CEO and the board can significantly smooth these transitions. Open and honest conversations, grounded in trust, are crucial for aligning visions and ensuring a seamless handover. Understanding the emotional dynamics involved can set a positive tone for the entire organization, promoting stability and continued success. For boards and future leaders, it’s not just about who will lead next, but how we support those who led before. This human-centric approach to succession planning is essential for sustaining organizational growth and resilience. #Leadership #CEOSuccession #HR #FTNonExecDiploma #ExecutiveTransition #BoardRelations #LeadershipDevelopment

13

🌿 On this Gandhi Jayanti, let’s reflect on the timeless wisdom of Mahatma Gandhi and its relevance to the HR world. 🌿 “Be the change you wish to see in the world.” As HR leaders, we have the power to create cultures of empathy, inclusivity, and respect. Here are key Gandhian principles we can embody: 🌱 Truth & Transparency 🔺 Build trust through honest communication. 🌱 Non-violence 🔺 Foster a safe and positive workplace. 🌱 Self-discipline 🔺 Lead with integrity and accountability. 🌱 Equality 🔺 Embrace diversity and create equal opportunities for all. 🌱 Empathy 🔺 Listen, understand, and support employees genuinely. 🌱 Service 🔺 Put people first, prioritize growth and well-being. 🌱 Patience & Persistence 🔺 Drive long-term change through steady efforts. 🌱 Simplicity 🔺 Focus on what truly matters and lead with humility. Change begins with us—let’s lead by example and create the future we envision. ✨ Let’s lead by example and be the catalysts for positive change. ✨ #GandhiJayanti #Leadership #HRTransformation #BeTheChange #Inclusion #Diversity #Empathy

5

Amit, 𝘄𝗲 𝗻𝗲𝗲𝗱 𝗮 𝗹𝗲𝗮𝗱𝗲𝗿 who doesn’t just 𝗲𝘅𝗰𝗲𝗹 𝗶𝗻 𝗤𝘂𝗮𝗹𝗶𝘁𝘆 𝗘𝗻𝗴𝗶𝗻𝗲𝗲𝗿𝗶𝗻𝗴 but also 𝗲𝗺𝗽𝗼𝘄𝗲𝗿𝘀 𝘁𝗵𝗲 𝘁𝗲𝗮𝗺, 𝘀𝗲𝘁𝘀 𝗮 𝗵𝗶𝗴𝗵 𝘀𝘁𝗮𝗻𝗱𝗮𝗿𝗱, and 𝗹𝗲𝗮𝗱𝘀 𝘄𝗶𝘁𝗵 𝗽𝗮𝘀𝘀𝗶𝗼𝗻. Someone who’s ready to 𝗲𝗹𝗲𝘃𝗮𝘁𝗲 𝗼𝘂𝗿 𝗽𝗿𝗮𝗰𝘁𝗶𝗰𝗲 to the next level! 𝗠𝗲: Absolutely, Arul! So, we’re looking for a 𝗗𝗶𝗿𝗲𝗰𝘁𝗼𝗿 𝗼𝗳 𝗤𝘂𝗮𝗹𝗶𝘁𝘆 𝗘𝗻𝗴𝗶𝗻𝗲𝗲𝗿𝗶𝗻𝗴, right? Someone with the 𝘃𝗶𝘀𝗶𝗼𝗻 and 𝗱𝗿𝗶𝘃𝗲 to grow the practice and deliver excellence across the board? 𝗔𝗿𝘂𝗹: Exactly! They’ll be working closely with me as part of the 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝘁𝗲𝗮𝗺, shaping our strategies and making a real impact. They need to bring 𝟭𝟴+ 𝗬𝗲𝗮𝗿𝘀 𝗼𝗳 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲 and a passion for next-gen quality practices. 𝗠𝗲: Sounds like a fantastic opportunity! And we’re open to remote candidates in India, right? 𝗔𝗿𝘂𝗹: Yes, 𝗿𝗲𝗺𝗼𝘁𝗲 𝗶𝘀 𝗽𝗲𝗿𝗳𝗲𝗰𝘁. We need someone who’s 𝗮𝗴𝗶𝗹𝗲, 𝗽𝗿𝗼𝗮𝗰𝘁𝗶𝘃𝗲, and ready to take on complex challenges in a global setting. 𝗠𝗲: Perfect! Let’s get the word out. 📣 If you’re a Quality Engineering expert and want to lead high-impact projects while working with top-notch talent, this is your chance! 🌟 🔹 Location: #India – #Remote 🔹 Experience: 18+ Years 🔹 Reports to: VP and Global Head of Quality Engineering 👉 Apply Now: https://lnkd.in/gaJ36rMY For any queries, feel free to connect with Dinesh Kumar at [email protected]. Let’s build something amazing together! 🚀 #lifeatnarwal #greatplacetowork #qualityengineering #leadership #ai #ml #devops #automation #data #bfsi #digitaltransformation #rpa #tosca #process #metrics #governance #tooling #testdatamanagement #performancetesting #securitytesting #accessibilitytesting #testenvironmentmanagement #reporting #remote #indiajobs #hyderabadjobs #punejobs #bangalorejobs #bangalorejobs #chennaijobs #engineeringjobs #techjobs #worklifebalance #flexibility #workfromhome #careers #opportunities #growth #cluture #recognition #empowerment

74

19 Comments

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

3

Struggling with a complex payroll for your sports brand? Birdie HR’s centralized payroll system simplifies everything—from scheduling to compliance—so you can easily manage both seasonal and full-time employees. With accurate, on-time payments and reduced administrative burden, Birdie HR lets you focus on the game, not the paperwork. Score a win for your team with streamlined payroll solutions! Get started with Birdie HR today! #BirdieHR #outdoors #hrsupport #nature #recreation #humanresources #managers #management #finance #PayrollManagement #compliance

1

Today’s Sunday Soch is…. If two equally difficult paths, choose the one more painful in the short term. Choose the path that leaves you more equanimous in the long term - Naval Ravikant #sundaysoch #peopleandculture #learninganddevelopment #thoughtleadership #hrconsultancy #mindfulness #thoughtoftheday #hrcoach #storytelling #utbt #culturefirst #knowyourself #traveldiary #wellness #pathfinder #trailblazer

37

2 Comments

Building a robust talent pipeline is a pressing concern for leaders today. The crux of the matter lies in developing the right talent at the right time and equipping them with the right capabilities to meet changing needs. Here are three insightful strategies: 1. Assess present and future business capacity and capabilities: Start by visualizing the end goal. What is your business outcome for the next 12-36 months? Gauge the current capacity and capability of your team. Then, identify what future requirements look like. 2. Personalize development solutions: Each employee is unique - in skills, background, and career aspirations. With remote and flexible work arrangements, individual schedules vary widely. The key takeaway is that one size does not fit all when it comes to people development. 3. Let data tell the story: Data analytics is an important driver for decision-making. Leaders can use data to identify trends, monitor progress, and make informed decisions about talent development. With the right data, leaders can adapt their talent development strategies in real time to align with the changing needs of the business. Read about these strategies in more detail here: https://lnkd.in/giJG36fS #Leadership #TalentDevelopment #BusinessGrowth

1

Building a robust talent pipeline is a pressing concern for leaders today. The crux of the matter lies in developing the right talent at the right time and equipping them with the right capabilities to meet changing needs. Here are three insightful strategies: 1. Assess present and future business capacity and capabilities: Start by visualizing the end goal. What is your business outcome for the next 12-36 months? Gauge the current capacity and capability of your team. Then, identify what future requirements look like. 2. Personalize development solutions: Each employee is unique - in skills, background, and career aspirations. With remote and flexible work arrangements, individual schedules vary widely. The key takeaway is that one size does not fit all when it comes to people development. 3. Let data tell the story: Data analytics is an important driver for decision-making. Leaders can use data to identify trends, monitor progress, and make informed decisions about talent development. With the right data, leaders can adapt their talent development strategies in real time to align with the changing needs of the business. Read about these strategies in more detail here: https://lnkd.in/giJG36fS #Leadership #TalentDevelopment #BusinessGrowth

2