Vijay Kumar

Here is my first podcast with Susheel Gupta TWS Podcast Thank you Susheel Gupta for inviting me to this amazing platform and share my insights over the podcast Key topics discussed ✅ 🔺How can HR leaders leverage AI to create a more inclusive and diverse workplace? AI can help reduce bias in recruitment by using data-driven algorithms for screening candidates based on skills rather than personal characteristics. AI-driven tools can also help identify pay gaps, ensure equal opportunities for promotions, and foster diversity in team compositions. 🔺 In what ways will AI enhance employee well-being and mental health support within organizations? AI tools like chatbots and wellness apps can offer 24/7 mental health support, guiding employees to resources or scheduling time with counselors. AI can also analyze employee sentiment through feedback and engagement surveys, helping HR to intervene early and address stress or burnout. 🔺How can HR professionals use AI to foster continuous learning and development for employees? AI can create personalized learning paths based on employees’ skill sets, career goals, and learning preferences. It can recommend tailored courses, track progress, and offer real-time feedback, ensuring employees continuously upskill and reskill. 🔺 What strategies can HR teams employ to ensure AI tools align with organizational culture and values? HR must ensure transparency in AI usage by clearly communicating how AI tools are used and involving employees in the process. Regular audits and adjustments can be made to ensure AI decisions reflect the company’s culture and values, while also promoting ethical use. 🔺 How will AI help HR professionals in identifying future leaders and talent within the organization? AI can analyze employee performance data, identify patterns of leadership potential, and predict who might succeed in leadership roles. AI tools can also track employee development over time, spotting high-potential employees early in their career. 🔺 What role will HR play in balancing AI-driven efficiency with maintaining a human-centered workplace? HR will play a critical role in ensuring AI augments, not replaces, human interactions. They will need to foster a balance between using AI for efficiency and preserving empathy, emotional intelligence, and personal relationships in decision-making. 🔺How can HR use AI to predict workforce trends and prepare organizations for future changes? By analyzing data from various sources (e.g., industry trends, employee performance, and market dynamics), AI can help HR forecast hiring needs, anticipate skills gaps, and identify future talent requirements, allowing proactive workforce planning. ✅Ethical way of AI usage 🔺 Privacy 🔺 Unbiased approach 🔺 Trust and Transperancy 🔺 Robustness 🔺 transperancy in AI algorithms 🔺 Scalability for future #podcast #ai #technology #transform

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Insights from TalentInTalks: Navigating the Future of Talent Management in the Age of AI - An Industry perspective

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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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Interview with Dr. Sandeep K Krishnan, CEO & Partner at People Business, on the Impact and Best Practices of #ExecutiveCoaching 𝟏. 𝐇𝐨𝐰 𝐢𝐬 𝐄𝐱𝐞𝐜𝐮𝐭𝐢𝐯𝐞 𝐂𝐨𝐚𝐜ℎ𝐢𝐧𝐠 𝐞𝐦𝐩𝐨𝐰𝐞𝐫𝐢𝐧𝐠 𝐥𝐞𝐚𝐝𝐞𝐫𝐬 𝐢𝐧 𝐭𝐨𝐝𝐚𝐲'𝐬 𝐝𝐲𝐧𝐚𝐦𝐢𝐜 𝐥𝐚𝐧𝐝𝐬𝐜𝐚𝐩𝐞? Dr. Sandeep K Krishnan: In recent years, the demand for executive coaching has surged as leaders grapple with navigating the volatile, uncertain, complex, and ambiguous (VUCA) world. Leadership expectations are constantly evolving, necessitating a continuous process of growth and adaptation. Whether it's preparing for higher roles, optimizing performance in current positions, or addressing specific behavioral challenges, executive coaching serves as a catalyst for transformation. Leaders emerge more strategic, adept at managing stakeholders and teams, and equipped to overcome inherent dysfunctionalities in their behaviors. 𝟐. 𝐖𝐡𝐚𝐭 𝐜𝐫𝐢𝐭𝐞𝐫𝐢𝐚 𝐬𝐡𝐨𝐮𝐥𝐝 𝐨𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧𝐬 𝐜𝐨𝐧𝐬𝐢𝐝𝐞𝐫 𝐰𝐡𝐞𝐧 𝐬𝐞𝐥𝐞𝐜𝐭𝐢𝐧𝐠 𝐚𝐧 𝐞𝐟𝐟𝐞𝐜𝐭𝐢𝐯𝐞 𝐜𝐨𝐚𝐜𝐡? Dr. Sandeep K Krishnan: Selecting the right coach is paramount for a successful coaching journey. While past experience and track record are crucial indicators, equally important is the chemistry between the coach and the leader. A positive, engaging relationship fosters trust and facilitates open dialogue, essential for meaningful progress. 𝟑. 𝐖𝐡𝐚𝐭 𝐤𝐞𝐲 𝐞𝐥𝐞𝐦𝐞𝐧𝐭𝐬 𝐜𝐨𝐧𝐭𝐫𝐢𝐛𝐮𝐭𝐞 𝐭𝐨 𝐚 𝐬𝐮𝐜𝐜𝐞𝐬𝐬𝐟𝐮𝐥 𝐜𝐨𝐚𝐜𝐡𝐢𝐧𝐠 𝐞𝐧𝐠𝐚𝐠𝐞𝐦𝐞𝐧𝐭? Dr. Sandeep K Krishnan: From our extensive experience, we've identified four critical elements that drive the success of coaching engagements: Clear Communication and Buy-in: Ensuring alignment between the coach and the executive, with transparent communication and mutual commitment. Chemistry and Rapport: Establishing a strong connection and rapport between the coach and the leader, fostering a conducive environment for growth. Utilization of Relevant Tools and Assessments: Leveraging psychometrics, 360-degree feedback, and other assessment tools to provide valuable insights and facilitate targeted development. Executive's Effort and Commitment: The executive's dedication to applying learning, engaging in self-reflection, and actively working towards behavioral change is fundamental to the process. 𝟒. 𝐇𝐨𝐰 𝐜𝐚𝐧 𝐨𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧𝐬 𝐦𝐞𝐚𝐬𝐮𝐫𝐞 𝐭ℎ𝐞 𝐞𝐟𝐟𝐞𝐜𝐭𝐢𝐯𝐞𝐧𝐞𝐬𝐬 𝐨𝐟 𝐞𝐱𝐞𝐜𝐮𝐭𝐢𝐯𝐞 𝐜𝐨𝐚𝐜ℎ𝐢𝐧𝐠? Dr. Sandeep K Krishnan: Measuring the impact of executive coaching requires a multifaceted approach. While the executive's self-assessment is invaluable, it could be supplemented by objective observations from the coach and feedback from supervisors or peers (even a post 360-degree feedback can help). #coaching #leadershipdevelopment #change #360degreefeedback Mervyn Raphael Abhishek Kumar (AB) Rahul Mahajan Nitin Gumber Prarthana Alley Sujata Kapoor Vinish Soman Suraj Jaganathan More details : https://lnkd.in/eH3vZFZz

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Are you wondering what drives your top performers to stay with you longer? 🌟 Unlock the secrets to employee motivation and retention with expert insights from CA S Srinivasa Raghavan. Discover strategies that foster loyalty, boost engagement, and keep your best talent committed to your vision. Empower your team, and watch your business thrive with higher profitability and sustained growth. Let’s discuss how you can build a loyal, motivated workforce! 📞 (+91) 9790982371 📧 [email protected] #EmployeeRetention #TopPerformers #HappyMentor #BusinessGrowth #MotivatedWorkforce #LeadershipInsights #BusinessSuccess

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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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Are your recruitment strategies aligned with what drives Indian job seekers? 🚀 Join us on 26th September 2024 for a LinkedIn Live session where we explore research comparing the Indian job market with global trends. Learn how factors like commute and gender differences in qualification thresholds are unique to India and why it matters for your hiring process 📊 Save your spot now! Rohan Sylvester Ranjana Pillai Rittik Mondal

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Have you ever wondered how HR mentoring can transform your start-up from good to great? At Advaya HR Solutions, we specialize in guiding start-ups through crucial HR strategies to ensure long-term success. Understanding the Start-Up Ecosystem Navigating the dynamic start-up landscape requires agility and expertise. Advaya HR Solutions brings valuable insights to help you avoid pitfalls and seize growth opportunities. We assist in: - Gaining industry insights to stay ahead of trends. - Ensuring compliance with labor laws. - Attracting and retaining top talent with competitive strategies. Building a Strong Company Culture A robust company culture is the cornerstone of success. We help you define and nurture your core values, vision, and mission, integrating them deeply into your organization. Our services include: -Creating inclusive policies reflecting your values. - Developing programs to foster diversity. - Conducting workshops to instill desired cultural traits. Promoting Employee Engagement Engaged employees are key to high morale and productivity. Advaya HR Solutions implements engagement strategies focusing on recognition, professional development, and feedback. We provide: - Recognition programs to celebrate achievements. - Professional development opportunities to encourage growth. - Regular feedback sessions to provide constructive insights.  Let’s Connect Have you experienced the impact of effective HR strategies in your start-up? Share your stories and insights in the comments below. At Advaya HR Solutions, we’re here to help your start-up thrive. Let’s build a strong, engaged, and successful community together!

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🔭 Navigating Employee Resistance to AI? What Leaders Need to Know Employee resistance to AI is common 🤔. A PwC survey found 67% of employees worry AI will make them irrelevant 😟. This fear can stall your digital transformation unless addressed head-on 🚧. The solution? Engage your workforce early 🔄. Provide transparency, offer training, and show them how AI enhances their roles 📈. Make AI a tool for empowerment, and your team will embrace the change 🤝. ➡️ Need help navigating resistance to AI? Contact [email protected] for people-first solutions. #AI #HR #ChangeManagement #Leadership #EmployeeEngagement #DigitalTransformation #AIAdoption #PeopleFirst

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Sexual harassment at workplace in India - 2013 Act It's been over a decade since the inception of this law. One would think it's common knowledge by now, yet basic questions still arise, which both amuses and confuses me. Seizing the chance to shed light on it, we've penned down an article. Dive into it to grasp the significance of the PoSH law, crucial for everyone engaged in any form of work or business, no matter how big or small. Neglecting it is simply not an option! Kelp (formerly KelpHR) https://lnkd.in/g_mUEmWE

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Insightful article, though quite detailed. A must-read for HR professionals and managers at all levels. https://lnkd.in/gU-xHFkM

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An Intresting read: Here are my few picks from this - Reassess executive compensation design based on behavioral economics and psychology of incentives. - Address executives' risk aversion and high time discounting in compensation plans. - Emphasize intrinsic motivation and non-monetary incentives. - Consider fairness perceptions relative to peers in compensation packages. - Ensure executives invest bonuses in company shares for alignment with shareholders. - Use generous salaries and annual cash bonuses strategically to incentivize desired actions and behaviors.

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Fair Compensation Fosters Engagement Thanks Featured for publishing my views on this age old yet relevant topic. Of the various expectations that an employee has from career, pay (remuneration) is the most quantifiable, and it has to be commensurate with his/her expectations from the job based on various parameters, including the requirement to sustain personal financial requirements as well as aspirations. Based on where the employee is in the value chain of a profession, salary can be a means of livelihood, wealth creation, or defining a standard of living, etc., and its weightage in the overall scheme of expectations may vary. Maslow's hierarchy of needs has rightly placed salary at the bottom of the pyramid, as a hygiene requirement which, on a standalone basis, may not motivate but, if not up to expectation, will definitely disengage and cause grievance. Having said that, salary is defined by the market dynamics of the industry and/or geography of the employee, and unless there is evident fairness in remuneration, that breeds a sense of being exploited and thus creates discontent. I have seen cases where employees who lose a job for whatever reason take up a new assignment at a salary cut but keep on being discontent with a feeling of exploitation and treat the employer as taken undue advantage of their situation. It is paramount, therefore, for every employer to pay just and fair remuneration based on the skill, experience, and overall value add that the employee brings to the business, and NOT with a mindset to reduce cost. In other words, job satisfaction, career progression, non-financial benefits, recognition, etc., will accentuate employee engagement only after there is fair compensation and not in lieu of it. Its imperative for employers to treat Employee remuneration as an investment & not as a cost. #fairplay #motivation #engagement #Compensationstrategy #hierarchyofneeds Pravi HR Advisory

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While this article talks about repetitive tech jobs, the same applies to HR.  There are many elements to HR that will see AI take over. Thus there is a big need for all #HR folks to acknowledge and be prepared for this. As we talk to HR candidates many of them still want to choose HR #operations, HR #compliances, #HRBP and mass #recruiting roles. While some of these which require human interaction will remain many of these will get automated but the awareness for many still hasn’t come. As we talk to #MBA freshers in HR it’s even worse as most of them still prefer to choose non-target oriented HR roles. Really wish more is done in this space for HR #professionals to raise awareness

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Not all managers are equipped to truly lead, and this gap in training becomes glaring, especially in multinational corporations operating in a diverse country like India. In India, the title "Manager" too often translates to "Boss," with a rigid, top-down authority structure that can lead to micromanagement. For example, something as simple as taking a sick day often turns into a distrustful exchange - managers demanding medical proof, controlling every leave request, all of which signals a lack of trust and empathy. This reflects a broader issue where employees feel managed, not supported. Ego often creeps into the power dynamics, further complicating the delicate balance of leadership. The everyday, low-level issues, like unnecessary scrutiny over minor details, are hard to resolve when they stem from this ingrained hierarchy. And this is exactly where the focus should be: on developing "People Leaders" who are not just skilled individual contributors but can also empathize with and uplift their teams. Leadership is about more than just numbers or transitions; it’s about the people behind them. Promoting someone into a leadership role simply because they excelled in their individual performance or are favored by higher-ups is dangerous. It skips over the essential qualities needed for managing others, empathy, understanding, and the ability to nurture growth. When these qualities are missing, we see the painful consequences. The recent tragic loss of a young life highlights how devastating poor management can be. It’s heartbreaking to think that somewhere along the way, empathy has lost its place in leadership. Many employees endure toxic environments, feeling trapped under ungrateful, ill-equipped managers. They can’t speak up, either for fear of financial insecurity or because they believe there's no way out. These are not isolated cases; this is a systemic issue. And while quick fixes like stress management programs or employee surveys might help, they are band-aids on a deeper wound. The solution isn’t about treating symptoms but tackling the root cause. Trust your employees. Give them the autonomy to make decisions and find their path in a way that aligns with the organization. Hold managers accountable for the well-being of their teams. Continuously train and evaluate them, not just on performance metrics but on how well they foster a healthy, supportive work culture. It’s beyond tragic that it took the loss of a promising young life to bring this conversation to the forefront. We owe it to everyone who’s silently struggling to create better workplaces and better leaders. #pune #leaders #managers #wellbeing #support #Indianews #Linkedin #India #Worklifebalance #managingwork #punenews

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🔍 𝐌𝐮𝐬𝐭-𝐑𝐞𝐚𝐝 𝐇𝐑 𝐈𝐧𝐬𝐢𝐠𝐡𝐭! In this HR Brew article, Karan shares expert advice on navigating talent retention and communication during mergers and acquisitions. Uncover essential strategies to manage employee expectations, minimize anxiety, and maintain engagement amid organizational upheavals: #HRStrategy #TalentRetention #MergersAndAcquisitions #EmployeeEngagement #Leadership #ChangeManagement

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