Dr Hamira Riaz’s Post

🌐✨ Introducing Total People Productivity Pvt. Ltd. (TPP World) ✨🌐 We're thrilled to unveil the essence of our mission and the heartbeat of our organization: Total People Productivity Pvt. Ltd. (TPP World)! 🌟 Who We Are: At TPP World, we transcend traditional business consulting and training. For over 18 years, we've been architects of growth, forging pathways for both businesses and individuals. Our commitment? Elevating people and businesses from ordinary to extraordinary! 🌍 Our Vision: We envision a world where individuals flourish, businesses thrive, and communities prosper. TPP World is more than a consulting firm; it's a movement towards holistic growth and sustainable success. 📈 SK Total People Productivity Model: Central to our approach is the SK Total People Productivity Model © 2019. It's our blueprint for aligning organizational goals with individual growth, creating a synergy that powers progress. 🔍 What Sets Us Apart: 200+ business clients empowered. 50,000 professionals trained for success. 4Hs People Programming: Hand, Heart, Head, and Habit. End-to-end solutions for business growth and individual development. 🤝 Our Founder - Sanjay Kumar: With over 36 years of experience, our founder and CEO, Sanjay Kumar, has been the driving force behind TPP World. An alumnus of Tata Institute of Social Sciences, he initiated TPP focusing on People, Processes, and Profitability. Join the TPP World Community: We invite you to be a part of our journey. Follow our LinkedIn page for insights, updates, and a glimpse into the world of Total People Productivity. Let's connect, collaborate, and catalyze positive change together at https://tppworld.co/! #TotalPeopleProductivity #BusinessGrowth #PeopleDevelopment #HolisticSuccess #TPPWorld #Innovation #Leadership #GrowthMindset

Transforming workplaces through inclusive appraisal systems is essential for building a culture of empowerment and equity. An appraisal system rooted in KRAs (Key Result Areas) and KPIs (Key Performance Indicators) not only drives individual excellence but also ensures optimal human resource utilization and fosters an environment of inclusivity. When designed thoughtfully, KRAs and KPIs: • Set clear expectations, helping employees focus on measurable outcomes. • Encourage continuous improvement through regular feedback. • Celebrate diverse contributions, ensuring that every individual’s strengths are recognized. This isn’t just a theoretical ideal—it’s a proven strategy that drives success for individuals and organizations alike. A perfect example of this is Shri Yogesh Chhabra , Assistant Manager at State Bank of India, who recently received the Certificate of Excellence as a CRM Sampark Utsav Achiever. Yogesh, a person with visual impairment, achieved the remarkable feat of becoming the 3rd Top Performer in Phase 1 of this prestigious event held from 2nd to 13th September 2024. His accomplishment showcases how inclusive appraisal systems, combined with determination and talent, can inspire everyone—able-bodied and differently-abled alike. Yogesh’s success reflects the strength of a workplace that values diverse abilities and recognizes potential fairly. Let’s take this as a call to action for all organizations to ensure their appraisal frameworks are inclusive and empowering. When we celebrate and measure the right things, we unlock the true potential of individuals and the organization as a whole. #Inclusion #KRAs #KPIs #WorkplaceRecognition #PwDs #AppraisalSystem #BankingSector

Joy in the Race for Talents: How OCB Can Win 🚀 Research shows employees who love their jobs are 49% less likely to leave. With OCB principles, we enjoy: 🤝 Stronger Team Cohesion 😊 Improved Client Satisfaction 🚀 Smoother Operations Infitecs has embraced Organizational Citizenship Behavior (OCB) to transform our workplace. We already see positive impacts in the following:  ✅ Conscientiousness & Performance: Staff exceeding expectations  ✅ Stronger Identity: Employees actively advocating for our company  ✅ Selfless Collaboration: Increased support and teamwork  ✅ Reduced Resource Waste: Personal and company resources align  ✅ Interpersonal Harmony: A heightened sense of unity Infitecs Perks: We're Not Just About Work 🎉 Our commitment to joy extends to excellent benefits, fostering a "family" culture: ✔ Coaching & Mentoring ✔ Competitive Pay & Rewards ✔ Supportive Client Relationships ✔ Robust Insurance & Leave Policies ✔ Thoughtful Loyalty & Celebration Gifts Let's Talk! Does your company prioritize employee joy? 🤔 What OCB factors make a difference for you? 💬 #employeeengagement #joyatwork #OCB #talentattraction #Infitecs #leadership

Excited to Announce My Collaboration with High Level Think (HLT | https://lnkd.in/g5qvHUUp) and Ras Contractor! I’m excited to share that I’ve joined forces with my longtime friend and former The University of British Columbia classmate, Ras Contractor, to lead business development for HLT. Together, we’re helping organizations enhance team performance, address burnout, and achieve sustainable growth through tailored programs that deliver real, measurable results. When Ras and I reconnected recently, he shared the transformative approach behind HLT. It immediately resonated with me—I couldn’t help but think how valuable something like this would have been to the teams and organizations I worked with to further unlock potential and enhance performance. Here’s what HLT does: 🔹 We foster accountability, improve efficiency, and create environments where teams thrive. 🔹 Clients have experienced, on average, 500% ROI, 40% annual revenue growth, and 100% employee engagement after installing HLT programs. As we embark on this journey, we’d love to connect with anyone interested in learning more about HLT. Whether you’re looking to support your team or optimize your organization’s performance, let’s set up a 30-minute call to explore how we can help. Bonus for Your Time: You’ll receive a thank-you package full of value, including an outline of our program tailored to your company. If you or someone in your network could benefit from this, feel free to reach out—or tag them here! Here’s to building stronger, more resilient organizations together. 💼💡 #Leadership #TeamPerformance #BurnoutPrevention #SustainableGrowth #HLT

Eight global future of work trends continued; here's the final two: 7.  Don't shelve DEI, embed it. DEI fatigue setting in? Here's why true inclusion is the future of work: 👉 Limited progress from siloed efforts: Focusing on DEI as a separate initiative holds it back. 👉 DEI is the key, not the add-on: It's not about checking a box, it's actually about achieving high performance. In 2024/2025, we'll see a shift towards: ✅ Integrated DEI: DEI principles woven into every aspect of business, from strategy to culture. ✅ Shared ownership: Leaders taking accountability for DEI alongside dedicated DEI teams. ✅ Culture of inclusion: Building a workplace where everyone feels valued and can thrive. DEI isn't a fad, it's a necessity. It should form the foundation for a stronger, more successful future, but - and here's the caveat - in order to make it truly successful, it needs to be soundly MERIT based. 8.  Forget the career ladder, welcome to the career jungle gym! The traditional career path of the Boomer generation is (largely) dead. People are taking breaks, shifting careers, and working well past retirement. Here's what this means: 👉 Flexible work arrangements: Organisations are offering job-sharing, gig work, and reduced hours to meet employee needs. 👉 Expertise over Experience: Skills matter more than the number of years on the job. Don't underestimate what skills bring to the table! 👉 Lifelong Learning: Continuous learning is key. Embrace opportunities to develop new skills and stay relevant. What can companies do? ✅ Offer "returnships" and options like mid-career leave programs. ✅ Break the mold and hire for talent, not tenure. ✅ Facilitate knowledge transfer through role rotations and shadowing. ✅ Invest in cross-training to build a more adaptable workforce. The future of work is all about flexibility and adaptability. Embrace the change and thrive in the career jungle gym 💪 #futureofwork #careeradvice #workforcetransformation

How are you educating your employees and leaders about Neurodiversity? I did a poll a couple of weeks ago on LinkedIn asking when ND people are likely to disclose their neurodivergence at work. Admittedly it was a limited bank of questions, and not statistically valid, but regardless it gave some insight into when ND folk are likely to disclose their Neurotype and 42% of respondents said after the probation period. That feels consistent with DXC's (2024) survey results revealing that 61% of employees feel uncomfortable disclosing their neurodivergence at work for fear of negatively impacting their career. 2 key insights from the survey, that I just want to pick up on: ⬇ ➡ What was lovely to see was that 91% of respondents felt that organisations should do more to support ND employees. ➡ Even more compelling in this survey, was that only 41% of respondents felt that they knew how to support their ND colleagues. ❓ HR Leaders and CEO's, how are you educating your leaders and employees on neurodiversity? How are you creating brain-friendly cultures to support all minds to thrive? GET IN TOUCH to talk about how I can help you and your organisation be more neuro-inclusive. Link to my Education Solutions: https://lnkd.in/g9_sCqw6 Link to DXC Survey summary here: https://lnkd.in/gVcYFmcF #adhd #neurodiversity #neurodivergence #leadership #wellbeing #thriving

Joy in the Race for Talents: How OCB Can Win 🚀 One of Boston Consulting Group (BCG)'s "Imagine This..." podcast episodes (link 👇) paints a stark picture of the 2030 labour market: more jobs than people. It's time for leaders to rethink how they attract and retain talent. The answer may lie in an underutilized strategy: fostering joy in the workplace. The Customer Service Model for Employees: ➡ Treat employees like customers: Deep research, segmentation, personalization, and design thinking will focus on employee needs. 🔎 ➡ Joy isn't one-size-fits-all: Joy can mean learning and recognition early in a career and flexibility or deeper mentorship later on. 🌟 ➡ Motivation and support tailored to individual needs. 💪 ➡ Work that feels meaningful and sparks a sense of fulfilment. ✨ ➡ A workplace culture that fosters connection and belonging. 🤝 OCB: The Secret Sauce Infitecs has embraced Organizational Citizenship Behavior (OCB) to transform our workplace. We already see positive impacts in the following:  ✅ Conscientiousness & Performance: Staff exceeding expectations  ✅ Stronger Identity: Employees actively advocating for our company  ✅ Selfless Collaboration: Increased support and teamwork  ✅ Reduced Resource Waste: Personal and company resources align  ✅ Interpersonal Harmony: A heightened sense of unity A Joy-Centered Workplace Isn't Just 'Nice', It's Smart 💡 Research shows employees who love their jobs are 49% less likely to leave. With OCB principles, we also enjoy: 🤝 Stronger Team Cohesion 😊 Improved Client Satisfaction 🚀 Smoother Operations Infitecs Perks: We're Not Just About Work 🎉 Our commitment to joy extends to excellent benefits, fostering a "family" culture: ✔ Coaching & Mentoring ✔ Competitive Pay & Rewards ✔ Supportive Client Relationships ✔ Robust Insurance & Leave Policies ✔ Thoughtful Loyalty & Celebration Gifts Let's Talk! Does your company prioritize employee joy? 🤔 What OCB factors make a difference for you? 💬 #employeeengagement #joyatwork #OCB #talentattraction #Infitecs #leadership

At AMC Services - Fractional People & Culture, we're dedicated to addressing the skills gap and fostering growth within organizations. Recent insights from McKinsey & Company highlight the urgent need to prepare individuals for promising careers—a challenge affecting industries nationwide. Did you know? Nearly 40% of American employers struggle to find skilled workers for entry-level roles, leading to economic and social repercussions. 🎯Canada is right on target 🎯 Our approach, inspired by McKinsey's research, focuses on five key principles: 1️⃣ Identifying departments with talent shortages and high growth potential. 2️⃣ Facilitating collaboration among leading employers to tackle talent gaps. 3️⃣ Delivering measurable ROI to employers and workers through outcome-driven programs. 4️⃣ Providing tailored, demand-driven training methods aligned with industry needs. 5️⃣ Coordinating workforce development efforts centrally for maximum impact and efficiency. Partner with AMC Services - Fractional People & Culture for customized, project-based solutions tailored to your needs. Our flexible approach allows you to access expert guidance without long-term commitments. Empower your workforce, drive success, and shape the future of work. Reach out today to learn more! AMC Services - Fractional People & Culture #WorkforceDevelopment #SkillsGap #AMCServices #FutureOfWork https://lnkd.in/gzKPaxqd

Beyond Balance Sheets: The Untold Value of People Capital ☝🏼 From stepping into the interview room at SCMHRD for my MBA to the present day and beyond, my unwavering belief has been that people are the heartbeat of any organization. They aren't any resource but represent valuable capital. When nurtured effectively, they yield returns surpassing any marketing expenditure. This belief forms the cornerstone of my professional philosophy, highlighting the indispensable role of people in organizational success. Reflecting on my journey from academics at SCMHRD to experiences with iconic organizations like TATA and Reliance, this conviction has only deepened. 1. The Capital that Transcends Balance Sheets: People are not merely entries on a balance sheet; they are the driving force that propels an organization forward. Managing this people capital with care is not just a strategic imperative but a moral responsibility. It goes beyond profit margins; it's about fostering an environment where individuals flourish, contribute meaningfully, and find fulfillment in their professional journeys. 2. A Multifold Return on Investment: In the intricate dance of organizational dynamics, I have come to realize that the returns from investing in people are multifold. It's more than skill sets; it's about unlocking potential, fostering innovation, and creating a workplace culture that attracts and retains top talent. 3. Delicate Balancing Act of Retention & Attraction: Retaining and attracting top talent is an art and science. It's about providing an ecosystem where individuals not only contribute to the organization but also feel valued and inspired to stay and grow. Acknowledging this delicate balancing act, organizations can position themselves as magnets for talent, ensuring a continuous influx of fresh perspectives and expertise. As I navigate the ever-evolving landscape of business, I am reminded that organizational success is not merely a destination but an ongoing journey. It's a journey fueled by the belief that people are the true capital, and their collective energy, passion, and dedication are the forces that propel organizations to new heights. #LifeatRCPL #reliance #relianceindustrieslimited #humancapital #humanresource #scmhrdxp #humancapitalmanagement

As DEI risks becoming a source of polarisation, I'm delighted to announce MindGym's partnership with the CIPD to address the tough questions like: ▪ Does #DEI have a purpose beyond improving company performance? ▪ Whom should companies be trying to represent? ▪ Can you have too many ERGs? And if so what can you do about it? ▪ How much value do days/weeks/months to celebrate characteristics still add? ▪ Is it time to ditch the DEI vernacular (e.g. #bias, #privilege, #intersectionality) and replace it with everyday terms that your grandmother/son/ cousin who isn't part of the corporate world, would recognise (e.g. headwinds and tailwinds)? We're starting with a CHRO roundtable on Monday. More of what we're currently doing won't get us where we want. Let's rethink the future together 💡