Uday S

Please click this link andregister: https://lnkd.in/gscapwBM to join the webinar! This 3 Episode Webinar Series delves into how one could build a Winning Workplace! 18th May - Deep Dive into Attrition Management. 24th May - Managing Leave and Attendance for Employee Productivity 29th - Correlation between Capability, Engagement & Productivity.

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All Manufacturing Heads / Plant Heads / CHRO / HR Heads we can add value to your Organization by building people capability at the plant level especially of Blue Collared workers to help you enhance productivity on the Shop Floor. Our Emotional Intelligence Workshop titled 'Lakshya" for Blue Collared Workers conducted in vernacular language shall help in enhancing motivation and productivity through mindset change resulting in faster conflict resolution, problem solving, decision making, reduced stress, lower attrition and better team work. The "Lakshya" Workshop shall help in driving high performance culture at the Plant Level. We also help Building Leadership capability at the Plant Level which is so crucial in Operations. We focus on "Servant Leadership" empowering the Team Members through effective Delegation. Thus depending on what are your key challenges we could propose a solution accordingly. We shall be glad to make a Presentation on how we can add value. You may reach me on 9331743365 for Presentation and further details. #CEO #MD #ManufacturingHead #ProductionHead #PlantHead #VicePresident #GeneralManager #CHRO #HRHead #IRHead #LearningandDevelopmentHead #Productivity #Highperformanceworkculture

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What an opportunity to be in the circle of such leaders! Not only are they changing the way we see Modern India, their experience and knowledge gave me an insight into understanding the mindset required to be leading the People Function (the most valuable resource) of leading organizations ✨

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Recruitment is a crucial process involving identifying, assessing, and acquiring new employees. Successful recruitment requires adaptability, experience, and the ability to understand barriers and economic factors that can impact delivery. #Recruitment #Hiring #HR Contact K L Recruitment Solutions for Successful Recruitment Support https://lnkd.in/gzw9tJf

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How many reportees can one effectively manage? Balancing efficiency and effectiveness hinges on the optimal span of control—the number of employees reporting directly to a manager. While traditional models limited managers to 6-10 direct reports, today's leaner organizations often see managers supervising 15-20+ employees, averaging 19. Factors like workforce mobility, advanced communication technologies, and flatter structures enable this shift, challenging Lyndall Urwick's classic theory of an 8-report maximum. Experts now recommend capping spans at 15-20 to ensure effective coaching and oversight, with the ideal typically around 10 or fewer direct reports. Tailoring this span to your specific business needs is crucial for maximizing productivity. Before expanding a manager’s span, audit actual bandwidth and streamline workflows to prevent overtaxing. What has been your organization's ideal span of control? Share your real-world best practices! #organizationdesign #manager

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I’m really excited to invite you to the 13th SHRM India Annual Conference! We’re bringing together top HR & business leaders to share insights on navigating workplace challenges, driving empathy, and fostering transparency. It’s a unique opportunity to learn, explore innovative technologies, and gain strategies to transform our organizations. Don’t miss out! #HRLeadership #EmpathyInWorkplace #WorkplaceTransformation

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Attending yesterday's NHRD chapter meet was a beautiful reunion of 'blast from the past' meets 'current day implications for HR practitioners'! There were SO many relatable and valuable nuggets of wisdom, historical references, evolutionary tales and present day implications addressed in the session. Thank you NHRD Chennai Chapter and Vinita Sidhartha for an evening well spent! As an adult who grew up playing traditional games a lot myself, the meet struck a few landings that I'd like to share: 1. The move over the years from unstructured play to structured play - from playing on the streets, with family, etc. to going to classes for every identified talent, and not having much familial interactions, thereby minimizing social engagement due to evolved times. 2. How traditional games transcend across generations and communication barriers thereby facilitating cognitive development, motor skills, the building of relationships, learning of social skills, coping mechanisms to deal with stress, etc. 3. How each traditional game has an essence and purpose to it, the learnings from which can be applied to modern day life and business in terms of strategy, skills and survival. 4. The concept of common and shared experiences we create through social interaction and how playing games contributes to shared experiences that help us develop effective relationships. It was fun to derive learnings from traditional games like the pambaram, gilli danda, pittu, 5 stones, aadu puliyaattam, chathurangam, thaayam, paramapadham, panch kone, chaupad and pallanguzhi among the many games that were discussed. I for one can connect the dots of the learnings from the games I'd played growing up and I truly hope the current and upcoming generations can continue to uphold traditional games for the fun of it and benefit from the plethora of learnings that can be gleaned from them! What traditional games have you played growing up? Drop a comment below!

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Empowering Global Talent: Sharing insights on strategic HR practices and fostering a culture of excellence during our overseas employee. Training on Customer Centric Product Development with cost effectiveness. #POSCO #GlobalHR #EmployeeDevelopment #TrainingAndDevelopment" https://lnkd.in/dup9Rjeu

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𝐒𝐃𝐋 𝐞𝐱𝐩𝐞𝐫𝐭𝐥𝐲 𝐝𝐫𝐢𝐯𝐞𝐬 𝐯𝐚𝐥𝐮𝐞, 𝐠𝐫𝐨𝐰𝐭𝐡, 𝐚𝐧𝐝 𝐜𝐨𝐦𝐩𝐥𝐢𝐚𝐧𝐜𝐞 𝐰𝐢𝐭𝐡 𝐭𝐚𝐢𝐥𝐨𝐫𝐞𝐝 𝐓𝐚𝐥𝐞𝐧𝐭 𝐃𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭 & 𝐀𝐬𝐩𝐢𝐫𝐚𝐭𝐢𝐨𝐧𝐚𝐥 𝐂𝐮𝐥𝐭𝐮𝐫𝐞 𝐬𝐨𝐥𝐮𝐭𝐢𝐨𝐧𝐬. We empower teams to elevate performance while aligning with key governance needs. Get in touch with us! 📧 #TalentDevelopment #SDL #GrowthMindset #Governance #CultureShift #LeadershipExcellence #CorporateGrowth

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One emerging trend in talent management is the focus on “Skills-Based Hiring.” It shifts the emphasis from traditional qualifications to specific skills and competencies, thereby enabling organisations to find talent with the precise capabilities they need. Skills-based hiring allows organizations to tap into a broader talent pool, including candidates without conventional degrees but with relevant expertise and practical knowledge. By prioritizing skills over formal education, companies are building agile teams better prepared for the rapid changes in today’s work landscape.

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In the journey of leadership, amidst the myriad qualities, there is one which stands out- 'the ability to ignite and nurture an inspiring vision.' 1. Most times this shapes the course of history, brings positive reforms and transforms aspirations into reality. 2. I feel- this also distinguishes extraordinary leaders from the rest. Who comes to our mind when we speak of such leaders? Nelson Mandela, Rosa Parks, Maya Angelou, Mother Theresa, Mahatma Gandhi, Barak Obama, Steve Jobs, Malaya Yousafzai, Martin Luther king, Abdul Kalam Azad, Kiran Bedi, Elon Musk, Oprah Winfrey... this list may be endless but the quality is one- an Inspiring vision!! 3. Leaders who go down in history are not those who use their authority/ power for personal gains or drive a biased perspective. 4. They are the ones who give us hope of a better inclusive #futuristic progressive tomorrow and encourage us to dream our biggest dreams. 5. They have the ability to transcend the present, guide positive action, and rally people towards a collective purpose. This very inspiration is what we refer to as 'finding purpose and meaning in everyday work.' 6. Finally... 'Inspiration' has the ability to transform a dull everyday to a daylight of fulfilment, joy and excitement. "None ever accomplished anything by virtue of a perspective, without the power of a collective voice." Hence, let me know your thoughts so we can build on this... #Leadership #Futuristic #Inspiration

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What you stand for, is how you stand out!   Jyoti Prakash Mallick from my team often asks these questions at work – What do you stand for? How do you stand out? I have been too, and he has various ways of exploring this with us, multiple times in the year 😊. The post today is about my reflections on these questions and thus the importance of building a strong value system, as a young professional. Unfortunately, we live in a world of cheat-codes for quick success. I see a lot of young, smart talent worrying about seeking and feeding themselves on levers like recognition, brand building and visibility at younger age. It is rare to find someone who is seeking real critique on their work with a mindset to develop. It is rare to find young leaders care about developing their teams over worrying to make themselves look good. We all know what is takes to build physical strength by strengthening our core – the more you work on it, the more it strengthens. Pertinent it is, that the true test of this strength becomes evident in mid-age and is crucial for maintaining stability and health as you age.  It is actually the same at work too! Developing functional depth through high quality work rooted in long-term and strong value-based professional behaviors, is the preparation that will distinguish you and provide the resilience needed at higher levels of responsibility.  It starts from you :) Just answer the first question and you reach the second automatically! The reverse, is unfortunately not true and potentially harmful ☺️. So, what do you stand for? P.S. We are striving to build the GPL HR team on these principles. It is a long journey, but I am grateful to my team who brings in the intent, candor and courage to keep at it; everyday!

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🌿 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

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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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