Uttara Sawant (L.I.O.N)

Here's an insightful podcast, "HR Unplugged - The Mantra for HR Leadership Success" by BetterPlace, featuring our Chief People Officer, Anish Philip. In this discussion with Mohana M D, Chief People Officer at BetterPlace, Anish discusses a wide range of topics related to HR tech, the impact of #GenAI, the growth of the #gig economy, and its effects on traditional job structures. He also talks about leadership styles and highlights the importance of embracing humility in today's constantly evolving workplace. Anish also offers insights into areas such as emotional and mental health in the professional space, and shares a piece of unconventional advice that he received at the start of his career. 🙂 Don't miss out on this interesting conversation! Listen in now! 🔊 #podcast #HR #Movate #leadership

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Dear HR Community. Hearing 8.33% seems unreasonable😐 or not interesting😏 to Few or to the Most. Take a look at Few figures mentioned below this might change perspective of some or even ONE would be a good start... ✌🏼 ***Copied 👇🏽 *** TA teams in India: 🐅 Are you feeling lucky today? Here’s a bunch of jobs to fill. Plenty of talent around. Just get the one we actually interviewed and hired to show up on day 1 and yes, but don't forget to add the description for other countries mentioned below as well 😁 & you can have a placement fee of 8.33%. TA teams in Indonesia: 📢 Plenty of talent available. Find me someone who can fit within the team and the culture we have, with reasonable core skills, and you can have a fee of 20%. TA teams in Australia: 🌏 Talent is getting harder to find. Find me someone who is a good skills match and isn’t 30% over budget, and you can have a placement fee of 15 to 18%. TA teams in Japan: 🗾 Your network is your net worth. Here are more jobs than you can handle. Find me people who fit our culture and are actually willing to accept our offer. Do that and you can have a placement fee of 40%. TA teams in Singapore: 🦁 Don’t give up. Find me someone who doesn’t need a visa, or can pass the COMPAS framework, isn’t asking for more than a 12% bump in salary, has the right skills, is the right culture fit, will work beyond office hours as need be, has two solid references, and doesn’t switch jobs more than once in three years. Do that and you can have a placement fee of 15 to 20%. Before reaching on conclusion Kindly read, here not comparing the countries but the process or TA. You all might not agree with me, but I am grateful that you at least read my post. Please Share your opinions........ #TA #HR #HRcommunity #Talentacquisition #Humanresources

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Rakesh Seth’s Every Manager Should Know HR is a comprehensive guide designed to demystify the fundamentals of human resource management for managers who are not HR specialists. The book emphasizes the role of HR in driving organizational success and demonstrates how managers can integrate HR practices into their day-to-day work. Key Themes and Insights 1. Core HR Principles for Non-HR Managers Seth explains the foundational HR concepts, such as recruitment, training, performance management, and employee engagement, in a simplified manner. The focus is on enabling managers to understand how these principles impact team performance and organizational culture. 2. Link Between HR and Business Strategy The book stresses that HR is not just an administrative function but a strategic one. Seth shows how aligning HR policies with business goals can lead to better productivity, innovation, and competitive advantage. 3. Practical Tools and Techniques Seth includes guidelines for hiring the right talent, conducting performance reviews, and fostering a positive work environment. 4. The Manager’s Role in HR The book reinforces the idea that managing people is a core responsibility of every manager, regardless of their department. Seth provides actionable advice on how to motivate teams, handle conflicts, and ensure employees remain engaged. 5. Adapting to Modern HR Trends Seth addresses contemporary HR challenges, such as managing diversity, adapting to remote work, and leveraging HR technology, making the book relevant for today’s rapidly changing workplace dynamics. Why You Should Read This Book 1. For Non-HR Professionals: This book bridges the knowledge gap for managers who do not have formal HR training but need to manage people effectively. It is perfect for leaders who want to learn HR skills in a straightforward, no-nonsense way. 2. Actionable and Practical: The book is filled with real-world examples, making it not just theoretical but a hands-on guide for managers who want to immediately apply HR practices in their work. 3. Focus on Strategic Impact: By linking HR practices to business outcomes, Seth provides a compelling case for why managers must actively engage in HR to drive organizational success. 4. Relevant to Modern Challenges: The book’s focus on contemporary topics like remote work, technology in HR, and diversity makes it a must-read for managers in today’s evolving workplace. Recommendation I highly recommend Every Manager Should Know HR for managers at all levels who aim to enhance their leadership effectiveness. It is particularly useful for team leaders, department heads, and entrepreneurs who may not have a dedicated HR team but need to understand how to manage people strategically. Reading this book will not only help in fostering a more engaged and productive workforce but also in aligning HR practices with business objectives for long-term success.

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The CHRO: A Shifting Landscape!!! Remember the CHRO as a mere administrator, handling payroll and benefits? Those days are long gone! Today, CHROs are strategic business partners, shaping company culture, attracting top talent, and driving innovation. But with rapid technological advancements, changing workforce dynamics, and global economic uncertainties, the role of the CHRO is evolving at a breakneck pace. What do you think are the most pressing challenges facing CHROs today? Is it navigating remote work and hybrid models? Ensuring employee well-being in a volatile job market? Leveraging AI and automation for HR processes? Have you noticed a shift in the CHRO's role within your organization over the past few years? If so, what are the most significant changes you've observed? #HR #Leadership #FutureOfWork #CHRO #IndiaHR #IndianHR #HRIndia #HRProfessionals #HRCommunity #HRManagement #HRTransformation #TalentAcquisition #TalentManagement #EmployeeEngagement #DiversityAndInclusion #WorkforcePlanning #RemoteWork #HybridWork #AIinHR #Automation #DigitalHR #HRTech #HRAnalytics #HRConsulting #HRStrategy Sushant Acharya Rangaiah Naidu Saurabh Bansal Shahazama Mohammad Veena BS Geetha Kandula Here is a interesting read from SpencerStuart:- https://lnkd.in/gQ476dDg

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Embrace Digital Transformation to Upskill Your Workforce #HRLeaders urge L&D teams to adopt #digitaltransformation to #upskill workforces and keep up with rapid digital changes. As digital tech dominates, organizations must provide timely resources to keep employees relevant. L&D teams must transform by developing skills in #analytics, data storytelling, and personalized learning measurement. Tips for L&D teams: Use existing tools. Most platforms offer reporting and analytics, but L&D leaders often lack expertise. Upskill staff, hire data experts, collaborate with departments, or seek external help. Connect with data experts. Set up data governance in L&D. Work with your #ChiefDataOfficer (CDO) or #ChiefInformationOfficer (CIO) for resources and expertise. Share discoveries. Accurate #datavisualizations build trust. Regularly share findings with stakeholders and pin them to dashboards. Embracing digital transformation empowers L&D teams to help organizations thrive in the digital world. Ready to transform your L&D function? Contact us to learn more. https://hubs.ly/Q02YbstM0 ChasmaPlace #HRTech #NowWeDisrupt

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Jump into the future of HR technology with Gaurav Garg and explore how to implement unbiased Employee Recognition Programs in modern workspaces! Watch the video at: https://bit.ly/4blLDhJ Click here to connect: https://benepik.com/ #RecognitionRevolution #Employeesatisfaction #Employeerecognition #Webinar #Constantrecognition #Personalconnections #Technology #Benepik

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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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#Exclusive | Companies generally invest about 16-20 percent of an employee’s annual salary on training during their first year, which is largely lost when a hire fails to meet expectations. Beyond these quantifiable losses, there’s a substantial impact on productivity, as a poor hire can disrupt team dynamics and reduce overall efficiency by up to 30 percent, creating operational bottlenecks and slowing progress. K Narayan | Raymond Limited Ruchira Bhardwaja | kotak life insurance Mahima Agarwal | CJ Darcl Logistics Limited Sandesha Jaitapkar | Artha Group #Salary #EmployeesProductivity #Efficiency

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Many performance management systems fall short of effectively conveying the organization's objectives and management expectations, resulting in confusion and a lack of goal alignment among employees. Prajjo's patented PMS solution (SGR) enables the HR department to achieve 95% accuracy in goal cascading. This empowers employees to zero in on Key Result Areas (KRAs) directly linked to the organization's profitability, growth, effectiveness, and efficiency. With the SGR module, the HR department can accurately quantify its impact on business revenue and profits. Let's elevate HR to a profit-contributing and strategic function. #pms #strategichr #kra #hris #hrms #performancemanagementsystem #hrchallenges #employeescontribution #productivity #profit #growth #hranalytics Rajesh Tripathi Sushant Chaudhary Vineet Dangri Savan Gajjar 🇮🇳 Pavithran Manukonda ⭐Gaurav Kushwaha Gairik Dutta PrajjoHR - Kenbox Technologies

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The role of a CHRO extends far beyond traditional HR responsibilities. In today's dynamic business landscape, CHROs serve as strategic partners who align talent strategies with organisational goals while fostering a culture of innovation and adaptability. As businesses face increasing complexity, the CHRO's ability to shape a unified yet flexible workforce has become a cornerstone of success.   In the latest People and Performance article, Senior Editor Bridgette Heller speaks with Lan Gao, Senior Vice President, Human Resources and CHRO at Lenovo, about her approach to driving HR excellence in one of the world's largest tech companies.   Here are five key factors highlighted in the article that define a successful CHRO: ✅ Strategic Business Alignment ✅ Agility and Innovation ✅ Global Consistency with Local Adaptability ✅ Leadership Development and Critical Thinking ✅ Board-Level Influence   Read the full article here to learn more about Gao Lan's leadership approach: https://lnkd.in/emT5ygmJ   As part of the Criticaleye global Community, we support CPOs in their quest for excellence, providing insights and connections that empower effective leadership. Contact us to learn more about elevating your leadership journey: https://lnkd.in/eiA9zCBT    #HRLeadership #CHRO #BusinessStrategy #Culture #TalentDevelopment

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Unlocking Organisational Excellence :- The Power of Culture Training In today’s fast paced and competitive business landscape, the true differentiator for organisational success lies in its culture. Driving culture not only attracts and retains the top talent but also drives innovation, productivity and customer satisfaction. However, building and sustaining a positive culture requires intentional effort and continuous development. Culture is the heartbeat of an organisation driving its values, behaviours and overall success. An inclusive and supportive culture empowers employees to bring its best selves to work every day. It is like a life, blood shaping everything from employee behaviour to business outcomes. Few Companies renowned for their few strong organisational culture:- GOOGLE:- Google fosters a culture of innovation, encouraging employees to spend 20% of their time on projects, they are passionate about,maintains an open communication Channel . SALESFORCE:- Salesforce emphasises its” Ohana” (family) culture, promoting a sense of community and belonging among employees. NETFLIX:- Netflix empowers employees with significant autonomy, promotes a culture of openness and honesty and encourages feedback. ZAPPOS : Zappos offers exceptional customer service and invest in employee happiness with extensive training programs and team building activities. PATAGONIA:- Patagonia’s culture is heavily centered on environmental activism, sustainability, encourages employees to spend time outdoors, follows transparency in business practice. HUBSPOT:- HubSpot emphasizes on continuous improvement and offers numerous opportunities for professional development and continuous learning where all employees feel valued and empowered. These companies exemplify how a strong, positive culture can drive business, success, attract and retain top talent and foster an environment where employees are motivated and engaged. By prioritizing culture, these organizations have created workplaces that not only achieve outstanding business results but also promotes employee well-being and satisfaction. Do you also feel the same and wish to create one such culture for your company? Do connect for more information.

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Stop guessing about your workforce. #hr Analytics tools reveal hidden talent, predict turnover risk & help you build an #EVP that attracts & retains top performers. Follow UnusualHR for more such insights!! #HRInsights #EmployeeEngagement

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Attention all HR leaders! Have you been instrumental in spearheading HR transformation within your organization? Are you dedicated to driving business value through innovative HR practices? If so, we have exciting news for you! The highly anticipated Exclusive Coffee Table Book, showcasing India’s Most Agile HR Leaders 2024 | 4th Annual Edition is coming soon! In today's rapidly evolving business landscape, the role of HR has never been more critical. HR leaders are at the forefront of driving organizational change, fostering inclusive workplaces, and ensuring that businesses remain competitive and resilient. This prestigious publication will celebrate and recognize the incredible contributions of HR leaders who have demonstrated unparalleled agility and leadership in their field. Watch this space for nomination details and other exciting updates. To learn more or to express your interest, please write to us at [email protected]. RethinkHR, Sapphire Human Capital #IndiasMostAgileHRLeaders #CoffeeTableBook #SCRethinkHR #screthinkhr2024 #SCRethinkHRMumbai #HRLeadership #HRTransformation #AgileHR #PeopleOperations #BusinessValue #LeadershipRecognition #HRInnovation #HRLeaders2024 #IndiaHRLeaders #SapphireConnect #HRCommunity #HRExcellence #HRInsights #FutureOfWork #HRSuccess #HRInfluence

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Companies that take pride in effective Grievance Handling 1. _Tata Consultancy Services_ (Multinational): - Grievance: Employee faced discrimination and harassment from a manager. - Resolution: TCS investigated and took prompt action, including counseling and disciplinary measures against the manager. 2. _Hindustan Unilever_ (Multinational): - Grievance: Employee reported unfair treatment and bias in performance evaluation. - Resolution: HUL conducted a thorough review, addressed the bias, and provided additional training to the supervisor. 3. - Infosys* (Private Sector): - Grievance: Employees faced technical issues with their laptop, impacting work performance. - Resolution: Infosys promptly replaced the laptop and provided technical support to ensure minimal disruption. 4. _ICICI Bank_ (Private Sector): - Grievance: Employee reported a colleague's inappropriate behavior. - Resolution: ICICI Bank investigated and took appropriate disciplinary action, ensuring a safe and respectful work environment. 5. _Microsoft_ (Multinational): - Grievance: Employee faced challenges with work-life balance due to excessive workload. - Resolution: Microsoft worked with the employee to redistribute tasks, provide additional support, and implement flexible work arrangements. 6. _Aditya Birla Group_ (Private Sector): - Grievance: Employee reported a concern about unethical business practices. - Resolution: Aditya Birla Group investigated and addressed the issue, reinforcing their commitment to ethical business practices. These companies prioritize grievance handling, ensuring fair resolution and maintaining a positive work environment.

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Linked in should atleast bifurcate organisations in A, B and below categories so that employees can choose accordingly.... eg: 'A' grade employer would mean Work life balance , Diversity inclusivity included, has an ESG mandate and employee engagement at its topmost. B grade would mean some criteria not met Below that would mean none met ...just work / slog , take pay n leave. analytics are only for those who are applying to a certain organisation..

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Alok Sheopurkar, PCC presented a case study on Human Capital Management at the Mumbai HR Summit 2024 held on May 25, 2024, in Mumbai. He gave glimpses of CSR initiatives and how they add value to people and businesses. #MHRS2024, #Mumbai, #HR, #Summit, #HCM, #FutureHCM, #people #HRLeader, #CHRO, #HRDirector, #CLO, #CXO, #Human, #Capital, #Casestudy, Arun Chitlangia, Gautam Chatterji

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𝐃𝐞𝐛𝐮𝐧𝐤𝐢𝐧𝐠 𝐇𝐑 𝐌𝐲𝐭𝐡𝐬: 𝐇𝐑 𝐂𝐚𝐧'𝐭 𝐃𝐫𝐢𝐯𝐞 𝐁𝐮𝐬𝐢𝐧𝐞𝐬𝐬 𝐆𝐫𝐨𝐰𝐭𝐡 💰 Many companies and business leaders I have come across think HR is just a cost centre. Any time HR goes to them, it is about spending time and increasing costs. Whereas in reality, there are different lenses to look at this. 🕵‍♀️ CHROs are asking for resources to drive the business. As they say, you get what you pay for. An investment into the best minds is to invest in the best customer experiences. 🧠 Today’s HR is not just about managing costs; it’s about aligning people strategies with business goals to drive revenue growth. When HR focuses on optimizing talent, developing leadership, and fostering a culture of innovation, it directly contributes to the bottom line. It’s about maximizing the ROI on human capital—arguably one of the most valuable assets a company has. 🎯 HR isn't just a cost centre. It is an investment into your engine. 🚀

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