Arindam Mukherjee

10 Proven Techniques to Retain your Smart Talents: Creating a workplace culture that empowers employees is essential for leading smart talent. This includes fostering an environment where individuals feel valued and respected. Smart people thrive in cultures that encourage autonomy, allowing them to take ownership of their work. Leaders should delegate responsibilities, provide the necessary resources, and uphold a hands-off approach that grants employees the freedom to experiment and innovate. #talentintellect #talentretention #talentengagement #workplaceculture #futureofleadership #leadershipcoaching https://lnkd.in/g5wQ8Qn3

9

1 ความคิดเห็น

9.     Harnessing the Power of Your EVP and Employer Brand to Attract Top Talent – Talent Selection (not yet posted 2024 09 23)   Incorporating key concepts of your EVP and the Employer Brand into your talent selection ensures successful candidates possess not only high-level proficiency in requisite technical and behavioral competencies, but also whose values and goals fit the culture and vision of your organization. Testing for technical skills is crucial to ensure that candidates possess the necessary expertise for the role. Technical assessments can range from coding tests for IT positions to case studies for consulting roles. They should be designed to measure the skills and knowledge that are essential for success in the position. These assessments help to filter out candidates who may excel in interviews but lack the practical skills required for the job. In-box exercises are an innovative way to simulate real work challenges, allowing candidates to showcase their problem-solving and decision-making skills in a controlled environment. These exercises can be tailored to reflect the specific contexts and challenges of the role, providing a realistic preview of a candidate's performance on the job. By presenting candidates with scenarios that require critical thinking and practical application of their knowledge and competencies, employers can gain insights into how an individual approaches and resolves complex issues. Incorporating behavioral competencies and emotional intelligence assessments into the selection process can be a game-changer for your organization. It ensures that new hires are not only skilled but also align well with the company's values and culture. This holistic approach to recruitment can lead to more cohesive teams and a positive work environment, fostering innovation, collaboration, and resilience in the workplace. Team environment simulations are another effective evaluation tool. These simulations can involve group exercises, role-playing, or collaborative projects that require teamwork and communication. Observing candidates in these settings provides valuable insights into their interpersonal skills, adaptability, and how they might integrate with existing teams. Together, these methods offer a comprehensive view of a candidate's capabilities and potential fit within the organization. They enable you as the employer, to make informed hiring decisions based on a blend of empirical data and behavioral observations. Embedding your organization’s EVP and Employer Brand in the recruitment process, your organization will not only attract top talent but also ensure that successful candidates are aligned with organizational values and are equipped to contribute to long-term success. This strategic approach to talent acquisition is a key factor in building a resilient and dynamic workforce that can drive the organization forward in an ever-evolving business landscape.   Daniels Consulting - When Performance Matters.

2

HRBP is No more, HCBGD is the new norm ----- Dr Sanjeev Dixit, Global HR Leader, Culture & Life Coach The shift from the traditional Human Resources Business Partner (HRBP) model, introduced by David Ulrich in the 1990s, to the Human Capital Business Growth Driver (HCBGD) concept developed by Dr. Sanjeev Dixit reflects a significant evolution in business expectations. The HRBP model positioned HR as a strategic partner, ensuring alignment with business goals, but over time, its role has been critiqued for becoming too passive or merely supportive without directly influencing business outcomes. Dr. Dixit's HCBGD model redefines HR’s role by directly linking human capital strategies to business growth, making the HR function a critical driver of measurable business impact. This model shifts HR’s focus toward: 1. Talent Effectiveness: HR moves from supporting employee management to actively driving talent productivity and engagement, ensuring employees contribute meaningfully to business goals. 2. Change Readiness: HCBGD emphasizes HR’s role in preparing the organization for change, fostering agility, and ensuring leadership readiness to navigate evolving market demands. 3. Ownership-Driven Culture: Unlike the HRBP, which focuses on alignment, HCBGD promotes a culture where every employee takes ownership of their contributions, tying their performance directly to business success. 4. Culture Intelligence (CI): HCBGD integrates CI to develop leaders and stakeholders who understand the cultural nuances that drive high performance, engagement, and retention. This contrasts with HRBP's focus on business strategy support. 5. Profit and Productivity Enhancement: The HCBGD model demands HR actively engage in profit generation by improving per capita cash profit through enhanced productivity, moving beyond HRBP's traditional cost-centered focus. Comparatively, research suggests the limitations of the HRBP model in addressing the rapid changes in business environments. According to Harvard Business Review (HBR), HRBPs often find themselves unable to keep up with the fast-paced demands of businesses due to structural limitations and a focus on operational tasks rather than strategic impact. Studies also indicate that HRBPs can struggle to demonstrate a clear return on investment, leading businesses to seek a more integrated, results-driven approach to HR. In contrast, the HCBGD model aims to break these constraints by placing HR leaders on the same level as CFOs, who are seen as business growth drivers through financial acumen. The CHRO, in this model, is not just a people manager but a key executive responsible for driving profitability through human capital. As businesses move towards a more dynamic, outcome-driven future, the role of HR is shifting from being a partner to being a central force in driving revenue growth, making the HCBGD model a forward-thinking approach to HR management in the modern business landscape. #drsanjeevdixit #HRBP

23

12 ความคิดเห็น

🌪️ As we navigate the complexities of Gen AI, fluctuating labor markets, and skill shortages, the HR Business Partner role must evolve💡 https://aihr.ac/3VZsFsf ← Prepare for the future with our latest article on the changing skill requirements for HRBPs and the T-Shaped HR Competency Model, defining the HRBP profile of tomorrow 🏆 #HR #HRBP #HumanResources #HRBusinessPartner #FutureOfWork

17

1 ความคิดเห็น

Top 5 predictions for the future of HR in 2025 and beyond! #top5HRpredictions #top5HRtrends #HR2025 #talentintellect

10

Recently, a significant HR-related incident at Ethoz Group in Singapore has drawn widespread attention. The company faced scrutiny over allegations of workplace discrimination, sparking important conversations about the role of HR in fostering inclusive and fair workplaces. My Opinion: 📌This incident underscores the critical need for robust HR policies and proactive management. 📌HR professionals must not only enforce compliance but also lead initiatives that promote diversity, equity, and inclusion. 📌Companies should regularly review their policies and practices to ensure they align with these values and foster a positive workplace culture. 📌Moreover, transparency and accountability are key. 📌Employees must feel safe to voice concerns, and companies must be committed to addressing these issues promptly and effectively. As HR advisors, we have a pivotal role in guiding organizations to not only comply with regulations but to exceed them by creating environments where every employee feels valued and respected. What are your thoughts on this issue? How can we, as HR professionals, drive meaningful change? #HR #WorkplaceDiversity #Inclusion #HRConsulting #SingaporeHR Source : https://lnkd.in/guSPFfSB

18

1 ความคิดเห็น

🚀 𝟱 𝗞𝗲𝘆𝘀 𝘁𝗼 𝗛𝗥𝗕𝗣 𝗦𝘂𝗰𝗰𝗲𝘀𝘀: https://aihr.ac/3BphCRd Struggling with your HRBP model❓You're not alone! Focus on these 5 areas to drive impact: 1️⃣ 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰 𝗔𝗹𝗶𝗴𝗻𝗺𝗲𝗻𝘁 – Tailor the HRBP model to your business needs. 2️⃣ 𝗦𝗸𝗶𝗹𝗹𝘀 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 – Equip HRBPs with business acumen and leadership skills. 3️⃣ 𝗖𝗵𝗮𝗻𝗴𝗲 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁 – Engage stakeholders and foster strong partnerships. 4️⃣ 𝗧𝗲𝗰𝗵 𝗘𝗻𝗮𝗯𝗹𝗲𝗺𝗲𝗻𝘁 – Automate tasks to free up HRBPs for strategic work. 5️⃣ 𝗖𝗼𝗻𝘁𝗶𝗻𝘂𝗼𝘂𝘀 𝗜𝗺𝗽𝗿𝗼𝘃𝗲𝗺𝗲𝗻𝘁 – Track progress and adapt as needed. 💡 Ready to unlock the full potential of your HRBP model? Start now! #HRBP #HR #Leadership #HRBusinessPartner #HumanResources

106

1 ความคิดเห็น

The Malaysian government plans to introduce a Human Resources (HR) Framework by 2024 to enhance compensation, job welfare, and productivity in the country. The framework aims to provide guidelines for organizations to develop fair and competitive remuneration structures, improve employee well-being, and foster a positive work environment. It will focus on attracting and retaining top talent, ensuring pay equity, promoting work-life balance, and enhancing skills development and training opportunities. https://lnkd.in/gHJw-EmA #HumanResourcesFramework #HRFramework

16

HR not ready to use AI - survey HRSINGAPORE is the free Human Resource Network in Singapore and organises HRLAW Seminars and provides HR Consultancy. Visit www.hrsingapore.org #hr #Singapore

Dont miss the engaging Panel Discussion with Adam Basor from Futurehr.ai on how organizations have leveraged on GenAI & strategize their GenAI implementation for effective innovation and efficiency. Get ready for practical use cases you can adopt and implement at your workplace. For more info, check out www.generativeai.asia #emergingtech #genai #ai #digitaltechnoloy #thomvellconference #kualalumpur

6

Dont miss the engaging Panel Discussion with Adam Basor from Futurehr.ai on how organizations have leveraged on GenAI & strategize their GenAI implementation for effective innovation and efficiency. Get ready for practical use cases you can adopt and implement at your workplace. For more info, check out www.generativeai.asia #emergingtech #genai #ai #digitaltechnoloy #thomvellconference #kualalumpur

2

Medical Leave Travel Rules for HR in Singapore Can employees travel overseas while on medical leave in Singapore? This question often arises in HR discussions, and understanding the best practices and potential challenges is crucial for compliance and employee relations. 1. **Understanding Medical Leave Regulations**: In Singapore, employees are entitled to medical leave when they are unwell, as per the Employment Act. This leave is meant for recovery and should ideally be spent resting and seeking treatment. 2. **Travel During Medical Leave**: While no explicit laws prohibit travel during medical leave, HR must consider the implications. If an employee chooses to travel, it may raise questions about the legitimacy of their medical condition. Transparency is key. 3. **Communication is Key**: HR should encourage open communication with employees about their health status. If an employee wishes to travel, discussing their recovery plan and any potential impact on their well-being is essential. 4. **Documentation and Proof**: HR should request proper documentation from employees who intend to travel. This could include medical certificates or notes from healthcare providers to ensure compliance with company policies. 5. **Challenges in Enforcement**: Enforcing travel restrictions can be challenging. HR should focus on fostering a culture of trust while also implementing policies that protect the company from potential abuse of leave. 6. **Balancing Employee Wellness and Company Interests**: Ultimately, HR’s role is to balance the health and well-being of employees with the organization's interests. Consider developing clear guidelines and policies regarding travel during medical leave to avoid misunderstandings. By navigating these complexities with empathy and clear policies, HR can maintain a fair and supportive workplace while ensuring compliance with Singapore’s labour regulations. #HRBestPractices #MedicalLeave #EmployeeWellness #SingaporeHR" Enhance your HR Competencies with HRSINGAPORE's HR Certification, HRLAW Seminars, HR Training courses, and HR Consultancy Services. Visit www.hrsingapore.org

2

2 ความคิดเห็น

A holistic step change in how to approach talent management and talent acquisition is likely needed by many organizations in Japan. Starting with management’s philosophy about organization and human capital development, down through to skill development of practitioners of talent management and talent acquisition, a large shift in People capabilities is critical for many organizations to remain competitive. In addition, the tooling available domestically in Japan to support strategic talent operations is oftentimes simply inadequate with extremely rigid workflows, complex UXs and limited integrations. ZooKeep is working hard to deliver holistic People and Platform solutions to enable transformation of talent acquisition capabilities of companies in Japan and the ASEAN. Please reach out to us if you’d like to learn more about what we are doing today and our vision for a more capable and competitive talent function of the future for companies operating in this region! #talent #changemanagement #DX

40

1 ความคิดเห็น

🌟 RPO Success Stories: How are Companies Thriving? 🌟 Ready to scale your hiring game? 🤔 Discover how businesses are accelerating growth with Recruitment Process Outsourcing! 🚀 What’s stopping you from unlocking your talent potential? 🔑 #RPO #RecruitmentOutsourcing #TalentStrategy #BusinessGrowth

3

I am excited to attend the World HR Congress 2024 in Singapore from May 14-16! The event promises to reshape the future of Human Resources, taking us on a transformative journey. https://lnkd.in/g36PeR34 As an anchor for a panel discussion, I am thrilled to share my thoughts and gain an elevated understanding of emergent ideas that empower me with the knowledge and tools needed for success in our dynamic and ever-evolving professional landscape! During the discussion, I will explore how the acceleration of growth presents unique challenges and opportunities for new ventures and large established companies, each requiring a tailored approach to navigate effectively. For startups, the primary focus often revolves around rapid market penetration. However, this accelerated approach can lead to challenges such as scalability issues, maintaining product quality, and building a sustainable revenue model. Startups must strike a delicate balance between speed and stability, leveraging their agility to pivot when necessary while laying the groundwork for long-term success. In contrast, large established companies face different considerations when pursuing accelerated growth. Successfully navigating accelerated growth requires large companies to foster a culture of innovation, streamline decision-making processes, and remain agile in response to market dynamics. Regardless of size or stage of development, sustainable business practices are essential for long-term success. By integrating profit, purpose, and proficiency into their business strategy, companies can achieve sustainable growth that benefits both the bottom line and society. entomo Smarten Spaces

50

1 ความคิดเห็น