Khaji Kushumbayev, Assoc CIPD

Transforming HR with AI: The Future is Here! In today’s fast-evolving world, Artificial Intelligence (AI) isn’t just a trend in HR—it’s a game-changer. AI is reshaping how we find, engage, and retain talent, from predictive hiring models to employee engagement insights. Here’s why AI in HR matters more than ever: Hiring with Precision: With data-driven algorithms, AI can help us match candidates by skills and cultural fit, bringing more depth to our recruitment strategies. Enhancing Retention: AI-powered analytics help us identify factors that impact retention, allowing us to address employee needs and build a thriving workplace proactively. Personalized Employee Experiences: AI enables us to create tailored development paths, providing personalized growth opportunities based on individual strengths and aspirations. Real-Time Insights: From real-time feedback loops to sentiment analysis, AI helps us gauge employee sentiment and engagement at every stage, fostering a culture of continuous improvement. AI cannot replace the human touch however enhances the experience. It can empower HR teams with tools to make more insightful, empathetic, and impactful decisions. #FutureOfWork #HRTransformation #EmployeeEngagement #TalentManagement #PeopleFirst

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What have I Learned and Earned? In my 12 years of amazing life in Oman. 1) Contentment My early days understanding of success was to get settled with 6 or 7 figures income. The more the better🏛 it is, surprisingly as time passed it became more evident that after a level income do not really play the game. The basics are very basic and I have learned it timely 😀 be happy with whatever is available. This does not mean one should not try for betterment. The point to note is that, don't complain instead keep trying and put more efforts to make things better. 2) Patience Often people say I don't get angry so easily but within me I know how frustrating it gets at times. In Oman 🇴🇲 I have learnt how to be patient 🙏 with the things that are beyond control. I practice and follow only one philosophy, do the best what is in your control and leave the rest on GOD. 3) Found lifetime friends Childhood/Schools/Colleges friends are lifetime's buddies ❤️ is all I knew before landing to Oman. I have earned whole new set of life time ⏲️ friends here, not only Indians but local pals. Believe me if you need to put efforts to keep friendship alive then it's not worth the efforts.💡dost banane nahi padte vo apne aap ban jaate hai ( English: you don't make friends it happens automatically) 4) Importance of health I am no different and used to believe that I will never get belly fat🦧 but when you get good food and balanced work life it's kind of byproduct 😇 (just kidding) I have realised health is my personal business and it's my responsibility to keep myself healthy. No matter how busy I get in life I must continue to spend sometime for my workout. Keep smiling, life is too short to complain. Cheers #happiness #life #contentment #Oman #india #friends #health #Patience #smile

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A dream that today came true for me. writing my own book based on live experiance & the resources that helped me gain those experiances was something that I always dreamed about and last year, through many turbulences in my life , I started to write these two books and finally recieved the publication authorization by the Ministry of Culture & also the pre-publication index authorization from the national library. 1. Leading by Choice 2. Organization Transformation, the power of change management I must confess that it really wasn't easy, took many nights, weekends & holidays focusing only on this objective however, today this dream became a reality. both books are now available as eBook (electronic Book) on www.mybooket.com for the public. more information is available on my Instagram page: aliliaghat.official A journey to remember. PS, I am in the process of finalizing a book translation related to HR with the target audience for Managing Directors, people managers & specially the new generation of HR experts.

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Ever wondered what makes the HR engine run? 🚀 From strategists to problem-solvers, here's a breakdown of HR roles and how they shape your workplace! 🌟 𝟭. 𝗖𝗵𝗶𝗲𝗳 𝗛𝘂𝗺𝗮𝗻 𝗥𝗲𝘀𝗼𝘂𝗿𝗰𝗲𝘀 𝗢𝗳𝗳𝗶𝗰𝗲𝗿 (𝗖𝗛𝗥𝗢): The CHRO oversees all HR functions, advising top management on talent management, organizational culture, and workforce planning. 𝟮. 𝗩𝗶𝗰𝗲 𝗣𝗿𝗲𝘀𝗶𝗱𝗲𝗻𝘁 𝗼𝗳 𝗛𝘂𝗺𝗮𝗻 𝗥𝗲𝘀𝗼𝘂𝗿𝗰𝗲𝘀: Reporting to the CEO or CHRO, they lead HR strategies including recruitment, compensation, benefits, and employee relations. 𝟯. 𝗗𝗶𝗿𝗲𝗰𝘁𝗼𝗿 𝗼𝗳 𝗛𝘂𝗺𝗮𝗻 𝗥𝗲𝘀𝗼𝘂𝗿𝗰𝗲𝘀: They manage HR teams, ensuring effective execution of HR initiatives within departments or business units. 𝟰. 𝗛𝗥 𝗠𝗮𝗻𝗮𝗴𝗲𝗿: Responsible for day-to-day HR operations, including recruitment, employee relations, and compliance with employment laws. 𝟱. 𝗛𝗥 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗣𝗮𝗿𝘁𝗻𝗲𝗿: Collaborates with business leaders to align HR initiatives with organizational goals, focusing on workforce planning and talent development. 𝟲. 𝗛𝗥 𝗚𝗲𝗻𝗲𝗿𝗮𝗹𝗶𝘀𝘁: Handles diverse HR tasks such as recruitment, onboarding, performance management, and HR administration. 𝟳. 𝗛𝗥 𝗦𝗽𝗲𝗰𝗶𝗮𝗹𝗶𝘀𝘁: Provides expertise in specific HR areas like compensation, benefits, training, or employee relations. 𝟴. 𝗛𝗥 𝗖𝗼𝗼𝗿𝗱𝗶𝗻𝗮𝘁𝗼𝗿: Offers administrative support by scheduling interviews, maintaining records, and coordinating HR activities. 𝟵. 𝗛𝗥 𝗔𝗱𝗺𝗶𝗻𝗶𝘀𝘁𝗿𝗮𝘁𝗼𝗿: Manages clerical tasks such as data entry, filing, and responding to HR inquiries. 𝟭𝟬. 𝗛𝗥 𝗔𝘀𝘀𝗶𝘀𝘁𝗮𝗻𝘁: Provides entry-level support with tasks like organizing files, scheduling meetings, and assisting in basic HR processes. This hierarchy reflects a progression from roles with broad strategic responsibilities at the top to positions primarily focused on administrative tasks and support functions at the bottom #HR #HRGeneralist #HRmanager #CHRO #Linkedin

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Let’s Talk Personality! In today’s fast-paced world, hiring isn’t just about skills—it’s about finding the right fit for a dynamic, adaptable team. Personality types, like those in this chart, give us insights into how candidates think, work, and collaborate. Here’s why it matters: 1- Better Team Balance: Knowing if someone is more of a planner (J) or a go-with-the-flow type (P) helps create teams that just click. 2- Future-Ready Skills: Some thrive on concrete details (S), others on big ideas (N). Both are essential in a world where innovation meets real-world impact. 3- Adaptable Work Styles: Introverts (I) and extroverts (E) each bring something unique to hybrid and remote work setups. Recruiting with personality in mind means building teams that are not only skilled but future-proof. #FutureOfHiring #PersonalityTypes #AllGenerations #TeamFit #Adaptability #RecruitmentTrends #TalentAcquisition #TalentManagement

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I came across an article from Gartner talking how the link between HR strategy and business strategy, it is essential to align the two to achieve organizational success. Here are some of the key points: 1. Alignment: The HR strategy should be closely aligned with the overall business strategy. This means that HR initiatives, policies, and practices should support and contribute to the achievement of the organization's goals and objectives. 2. Understanding business objectives: HR professionals need to have a clear understanding of the business strategy, including its goals, direction, and key drivers. This understanding helps HR develop strategies that address the specific needs of the organization. 3. Workforce planning: HR should involve effectively in workforce planning to ensure that the organization has the right talent, skills, and competencies needed to execute the business strategy. This includes analyzing current and future workforce needs, identifying skill gaps, and implementing recruitment, training, and development programs accordingly. 4. Talent management: HR strategy should focus on attracting, developing, and retaining top talent that aligns with the business strategy. This involves designing recruitment and selection processes that assess candidates against the desired competencies, implementing performance management systems, providing career development opportunities, and creating a positive work environment. 5. Change management: HRBP’s plays a crucial role in managing organizational change initiatives. HR should develop strategies to support employees through transitions, communicate changes effectively, and ensure that the workforce is prepared and equipped to adapt to new business strategies. 6. Metrics and evaluation: HR strategy should include key metrics and evaluation mechanisms to measure its impact on the organization's performance. By tracking relevant HR metrics, such as employee turnover, productivity, and engagement, HR can assess the effectiveness of its strategies and make adjustments as needed. Overall, the alignment between HR strategy and business strategy is crucial for maximizing organizational performance, driving growth, and achieving strategic objectives. By integrating HR considerations into the broader business strategy, organizations can optimize their workforce and create a competitive advantage in the market. #hr #business #organization #Strategy

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The Power of Continuous Learning in a Fast-Paced World! In today’s dynamic work environment, continuous training and development aren’t just beneficial—they’re crucial for sustained growth and adaptability. At PABC L&D, we are dedicated to designing and delivering impactful programs that empower our teams to keep pace with evolving industry standards and skills requirements. October was a particularly active month for our team, as we rolled out a carefully crafted training plan focused on key areas like Compliance and Information Security. These sessions were essential in equipping our colleagues with the knowledge and tools to navigate critical areas confidently and responsibly. Our commitment to skill enhancement means we’re not only building a knowledgeable workforce but also nurturing a culture of continuous growth. Looking ahead, we’re excited to keep raising the bar with future training sessions that inspire, educate, and uplift our entire organization. Let’s keep learning and growing together! 🌟 #LearningAndDevelopment #ContinuousImprovement #PABC

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"Finishing a project vs completing a project - what's the difference? As professionals, we've all been there - rushing to meet a deadline, tying up loose ends, and breathing a sigh of relief when it's all done. But have you ever stopped to think about the subtle yet significant difference between finishing and completing a project? Finishing a project is like crossing the finish line - you've made it to the end, exhausted but exhilarated. You've met the deadline, delivered the output, and can finally take a well-deserved break. But, let's be honest, sometimes we're just relieved to have made it through without too many bruises. But completing a project is like savoring the journey - you've not only reached the destination but have also reflected on the journey, learned from the experience, and integrated the insights into your growth. You've taken the time to: 1.Reflect on what went well and what didn't. 2.Document lessons learned and best practices. 3.Celebrate team wins and recognize individual contributions. 4.identify areas for personal and professional growth. 5.Share knowledge and insights with others. 6.Set new goals and aspirations, inspired by the experience In a world where speed and efficiency are valued, let's not forget the importance of reflection and growth. Let's strive to not just finish projects but complete them - with intention, purpose, and a commitment to continuous learning. By doing so, we'll not only deliver high-quality results but also become better versions of ourselves. We'll develop a growth mindset, foster a culture of continuous improvement, and inspire others to do the same. So, let's make a conscious choice to complete projects, not just finish them. Let's embrace the journey, learn from it, and grow together. #projectmanagement #leadership #personal growth #reflection #continuouslearning #growthmindset"

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Unveiling the HR Talent Management Model In today’s dynamic work environment, managing talent effectively is the cornerstone of organizational success. This visual framework highlights the key stages of the talent management cycle: 1️⃣ Acquisition: Attracting top talent through employer branding strategies. 2️⃣ Activation: Ensuring seamless onboarding and providing value to new hires. 3️⃣ Retention: Keeping employees engaged and fostering loyalty. 4️⃣ Revenue: Maximizing the potential of talent through development and performance management. 5️⃣ Referral: Leveraging employees as ambassadors to attract new talent. The Goal: A continuous process that leads to organizational **success**, driven by strategic talent management. Which stage do you think organizations should focus on most for long-term growth? Share your thoughts below! #HRManagement #TalentStrategy #EmployerBranding #EmployeeEngagement Source AIHR

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Psychometric testing in HRM refers to the use of standardized psychological assessments to measure various attributes such as cognitive abilities, personality traits, values, and skills of potential or existing employees. These tests are designed to provide objective data that can help in making informed decisions during the recruitment, selection, training, and development processes within organizations. By utilizing psychometric tests, HR professionals can gain insights into a candidate's suitability for a particular role, their strengths and areas for development, as well as their compatibility with the organization's culture and values. These assessments can also assist in identifying high-potential employees, creating personalized development plans, and enhancing team dynamics. Overall, psychometric testing plays a crucial role in predicting job performance, reducing bias in recruitment processes, and ensuring that employees are placed in roles where they can thrive and contribute effectively. As the LinkedIn Post Creation Strategist, you could create a post highlighting the importance of using psychometric testing in HRM to drive informed talent decisions, enhance employee development, and improve overall organizational performance. Here's a draft for a LinkedIn post on this topic: Post Concept: 🔍 Unlocking Talent Potential: The Power of Psychometric Testing in HRM 🔍 In today's competitive business landscape, finding the right talent is key to organizational success. Enter psychometric testing - a valuable tool in HRM that goes beyond resumes and interviews to uncover the hidden potential of candidates and employees. By leveraging psychometric assessments, HR professionals can gain valuable insights into candidates' cognitive abilities, personality traits, and behavioral tendencies, enabling them to make more informed hiring decisions and create high-performing teams. These tests not only help in identifying the right fit for a role but also play a crucial role in employee development, team dynamics, and overall organizational success. From predicting job performance to enhancing leadership development, psychometric testing provides a scientific approach to talent management. Embrace the power of psychometric testing in HRM to unlock talent potential, foster employee growth, and drive organizational excellence. Are you ready to elevate your talent strategy? #HRM #TalentManagement #PsychometricTesting #EmployeeDevelopment #OrganizationalSuccess

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"HR has a seat in the boardroom." Here's why: Finance needs HR for: - Budget planning - ROI on employee programs - Cost-saving benefits strategies Operations relies on HR for: - Workforce planning - Training-driven process improvement - Employee productivity metrics Marketing collaborates with HR on: - Employer branding - Internal communication campaigns - Employee advocacy programs Sales partners with HR for: - Team structure and incentives - Performance metrics - Product knowledge training Tech looks to HR for: - HR tech stack recommendations - Workforce data analytics - Digital upskilling initiatives Legal depends on HR for: - Labor law compliance - Employment risk management - Policy development Customer Service needs HR for: - Customer-centric culture building - Service quality training - Employee engagement strategies HR isn't just pushing papers. They're pushing your business forward by bringing people-focused insights to EVERY decision. So next time you're in the boardroom... Make sure HR has a seat at the table.

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A team that includes members from diverse backgrounds and experiences is a true treasure of knowledge, as each experience adds depth and a new perspective to every project we work on. When we share ideas and learn from each other’s experiences, we gain a deeper understanding and achieve better results. The real loser is the one who clings to outdated methods and neglects to evolve— the train will pass you by if you maintain this mindset. Don’t repeat the same experience every year, and compare yourself to where you stand in the job market 🚀⭐️

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Good cheat sheet!

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The effects of kindness are not always instantaneous, but the long terms benefit are incalculable. Being thoughtful and considerate to others costs you nothing. A kind comment, a thank you, a smile, a small act of kindness is one of the most powerful and least costly gestures in the world and yet can mean the world to an individual human being, and in the moment, they may need it more than you could imagine. Additionally, by being kind you inadvertently help yourself, by increasing your personal self-esteem and improving your own mood, plus kindness is contagious which if done at work leads to a culture of generosity and therefore improved productivity and lower sickness and turnover rates. This is a good thing to remember and a good thing to spread, so, be kind whenever you can.  

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OD & Strategy… Some of the best combinations of my Career 💯👌🏽…

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As HR professionals, making informed decisions is critical to organizational success. Decision Matrix: is a simple yet powerful tool to help evaluate various options based on key criteria, ensuring more structured and objective decision-making. ∆∆How It Works: 1. List Your Options: Identify the solutions or choices you’re considering. 2. Define Criteria: Determine what factors are most important, such as cost, employee satisfaction, or implementation time. 3. Weigh Criteria: Assign importance to each factor. For instance, employee satisfaction may hold more weight than cost. 4. Score Each Option: Rate how well each option meets the criteria. 5. Calculate the Total: Multiply each score by its respective weight and sum the totals. The highest score usually indicates the best option. ∆∆Why Use It? - Clarity: Breaks down complex decisions into manageable steps. - Objectivity: Focuses on data-driven criteria to reduce bias. - Transparency: Involves stakeholders and provides clear reasoning behind decisions. #HR #DecisionMaking #HumanResources #WorkplaceEfficiency #HRStrategy

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18% participants opted for "A" and "A" (Risk Transfer) is the right answer Why A is the right answer - because, after hedging, the finance manager has transferred the risk of currency fluctuations on the financial institutions, who has provided him the hedging. Thank you Amir Baig; AJIT SINGH SOROT; Sailendra Dwibedi; Hemant Dwivedi; Dr.Kumud Nath Jha MA Economics.MBA Marketing Ph.D in Economics; Phaniraj H.S.Shoaib Mujawar; Manikandan Karmegam; Thanesh Anthony Thurainayagam (BSc. in QS, PGD in QS, Dip. in Civil Eng.); Prasad S Patil (CISCC); Irfan Ahmed PMP®,ERM-CPD®, MIMechE®; Sarvesh Shreskar, PMP®; Rohit Kumar; VJBS GUPTA; Shyamsunder Ramakrishnan; JOHN N V; Eklavya saxena; Animesh Parhi; Bharat Nayyar - for your participation and interests ------------------------------------------------------------------------------------ POLL You are procuring certain materials, as required to manufacture your products in India, from the vendors based in EUROPE, where the PO Price is in EURO. Accordingly, Your finance manager decided to hedge the currency to manage the risk of currency fluctuations. This risk management approach of Contractor could be better called A. Risk Transfer B. Risk Prevention C. Risk Mitigation D. Risk Acceptance This risk management approach of Contractor could be better called A 18% B 21% C 50% D 12% 34 votes • 3d left 3 days left  • 

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A knowledge platform can effectively nurture the next generation, equipping them with the skills and knowledge they need to succeed in an ever-evolving world. #MbankUAE #DigitalBank #BankOnUs #ITQAN #ITQANTrainingProgram #LearningAndDevelopment

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