Rojalin Dash’s Post

In today’s tech-driven world, HR professionals are no longer gatekeepers - they’re strategic partners driving organizational success. In an interaction with Ms. Akanksha Thapliyal of All Things Talent, Vijayakumar Dilli, our VP of People & Culture, explores the importance of evolution through skill enhancement, embracing technology, and aligning closely with leaders and organizational goals. Vijay has been featured on the cover page of the All Things Talent magazine, August edition! Download a copy of the magazine here to read the article. https://lnkd.in/g-eZmGDE #bounteousxaccolite #leadership #hr #tech

Is your high-potential talent ready to step up, or are they stuck in the pipeline? Discover two game-changing shifts that can transform your talent strategy and prepare emerging leaders to make a lasting impact. Read more in this HR Daily Advisor article: https://bit.ly/3XYPc9A #StrategyMadePersonal #TalentManagement #LeadershipDevelopment #HighPotentialTalent #FutureLeaders #EmployeeEngagemen

Great article about the benefits of thinking differently when it comes to nurturing high-potential talent within your organisation

Is your high-potential talent ready to step up, or are they stuck in the pipeline? Discover two game-changing shifts that can transform your talent strategy and prepare emerging leaders to make a lasting impact. Read more in this HR Daily Advisor article: https://bit.ly/3XYPc9A #StrategyMadePersonal #TalentManagement #LeadershipDevelopment #HighPotentialTalent #FutureLeaders #EmployeeEngagemen

Is your high-potential talent ready to step up, or are they stuck in the pipeline? Discover two game-changing shifts that can transform your talent strategy and prepare emerging leaders to make a lasting impact. Read more in this HR Daily Advisor article: https://bit.ly/3XYPc9A #StrategyMadePersonal #TalentManagement #LeadershipDevelopment #HighPotentialTalent #FutureLeaders #EmployeeEngagemen

As the role of HR undergoes constant transformation, staying abreast of the latest insights, strategies, and best practices is vital for driving organizational success. Explore our handpicked selection of Instagram accounts essential for HR leaders in 2024. With a focus on providing invaluable insights and inspiration, these profiles will help you stay at the forefront of HR innovation. Keep your finger on the pulse and become key partners, driving positive change and success within your organization. https://bit.ly/4eQ2Xhq... #LeadershipSkills #EmployeeExperience #HRTrends

Unlock potential, lead with purpose! Great leaders help individuals see and reach possibilities they never thought were achievable. Leadership in HR involves empowering employees with the tools, guidance, and encouragement they need to grow. As HR professionals, how do you identify and nurture hidden potential in your workforce? Share your strategies and challenges. Let’s discuss how leadership shapes employee growth! 🚀 #HRTuned #HRTuned_Quotes #EmployeeEngagement #LeadershipQuotes #HRTech #WorkplaceCulture #TalentManagement #HRInsights #usahr #USA #usa #hrinsights_usa

💡 HR is not just a department; it’s a mindset. We’re here to enable growth, drive strategy, and foster meaningful connections—not just to handle paperwork or fix every issue. True HR value comes when we work as strategic partners, helping organizations build a culture where people and business thrive together. 👉 Let’s reframe the narrative: HR isn’t about “solving problems.” It’s about empowering people and systems to solve them together. What’s one thing you believe HR should focus on to create lasting impact? #HumanResources #Leadership #CompanyCulture #HRStrategy

Companies with diverse leadership teams are 33% more likely to outperform competitors in profitability! Embrace diversity and inclusion for a strategic advantage that drives innovation and better decision-making. Let us help you harness the power of diversity to propel your organization to new heights. Get in touch with us today to learn how we can support your journey towards success! 🌟💼 #RiseAboveCoaching #JourneyToSuccess #HRTransformation #HumanPotential #OrganizationalSuccess #TailoredCoaching #SubscribeNow #EmpowerPotential #TransformativeJourney #HR

When Shalini Sukumar from PGC reached out, I could not but jump at the opportunity to learn and share about the impact #AI is likely to have on #Talent and Careers. I had tremendous fun and learnt a ton from the conversation with Aprajita Sud, Shailesh Banaeet, Rupankar Chakrabarti, Carmistha Mitra, Aparna C, expertly moderated by Anand Bhaskar, especially as we shared notes about where we think AI is and what the Talent Landscape in the age of Augmented Work feels like. Ofcourse, the key question remains: who is doing the 'augmenting': the human or the AI? And that, I suspect, is a question the answer to which is likely to be very different as time progresses. The humanist in me wants to believe that even as we imminently birth the most powerful species we have ever dealt with- the collective product of our most advanced technologies- we will need to adopt a radical new mindset: one of 'interspecies collaboration', on a scale never before witnesses. This, to me, rests on three principles: i) understanding this new species' 'anatomy' and 'metabolism': from model construction to its neural architecture; ii) understanding its 'environment': from sources and types of data, with all their biases, to control parameters; and iii) anchoring upfront in human institutions like codes of ethics, education systems, law and corporate governance our own responses to their (anticipated) behavior- including the risks of adverse action as AI gets more & more independent. The only sure-fire way to do this is if this understanding is sufficiently well-distributed and deep: that is, enough people understand it well enough to guardrail augmented work with appropriate risk measures: from de-biasing AI models to bounding AI agency. At the workplace, that means designing and hiring for jobs that demand (at least for now) a sufficiently grounded domain understanding of AI, and (in short order), in addition to this, a wide-enough understanding of general AI that cuts across the business or at least domain-adjacent functions. Like the Data Revolution that preceded it, the AI Revolution will demand workers are conversant with the most frequently used AI models, know how to de-risk them and exert appropriate governance over generated outcomes. A manager doing 10 performance reviews might be able to hit a 'Gen AI' button to get a draft of the growth measures they might suggest- thus vastly expanding their field of view- but they still ought to pair this initial recommendation and synthesis with their own judgment about which geographies the model is biased towards, what measures they are more experienced with and what measures might work better based on workloads, team dynamics, personalities and organizational culture among other factors. It's unlikely AI will ever be nerfed to become just another 'tool' instead of the incipient cognitive 'species' it is- the incentives are simply stacked too high against this. Realizing this difference might make all the difference.