Business manager talked to HR veteran Dr. T.V. Rao to understand the impact of pandemic on HR profession and how they should act to demonstrate true spirit of function. Here are excerpts of conversation: Read More..
Cover Story - HR 360° Best Once of Covid Time
HR once again got the challenge to prove its worth by creating a mindset change across the organisation. A major intervention in tackling such situations is to promote people centric culture. Read More..
The concept of next-gen leadership is perhaps more important to sustain organization beyond the success of today. Today and future leadership is all about sensing change, developing learning agility, navigate uncertainties, innovate, keeping connected, engaged and stay ahead of the curve. Read More..
Openness, curiosity and an attitude to unlearning and re-learning will be key. The HR leader will have to be role model, and also support and guide the rest of the organisation and leadership in these areas. Read More..
There is a need to identify and hit the ground running with the top 3 strategic priorities for your organization and trickle it down to business functions and departments. Read More..
L&D needs to train its leaders to first understand context, communicate context, then deliver directions or content. More often than this becomes a blind spot for many leaders who themselves are working against time to meet their business imperatives. Read More..
Performance Management : To bolster performance management, focus on short term assessment parameters
The traditional measurements may not work, especially since the business landscape has led the organisations be in a constant state of beta. Read More..
Work culture linked to work output is the need of any successful economy. Output minus culture can never be a sustainable model. The strength of WFH lies in its Flexibility + Cost + Convenience. Read More..
The single biggest challenge remains to establish metrics for measurement of delivery and impact of initiatives. Too often, HR leaders think of initiatives still in terms of good for people but that by itself is not enough. Read More..
HR will not simply be able to maintain the status-quo. Instead, it should carefully question the processes underlying the current Work and Organisation Structure. Read More..
Performance management cannot be viewed as a bi-yearly or an annual activity rather it should be an aggregation of different activities put together to form a promising performance management process. Read More..
Empathy is not a fixed trait. It can be learned. If given enough time and support, leaders can develop and enhance their empathy skills through coaching, training, or developmental opportunities and initiatives. Read More..
Mental health in the workplace is everyone business. Employees, managers, and leaders all have a role to play. Read More..
Every crisis brings opportunity. It has given opportunity to HR/IR Managers to quickly respond with renewed energy and focus to facilitate the transformational change, more business focused and work as Employee Care Facilitator. Read More..