Dr. Ankita Singh

https://2969040.fs1.hubspotusercontent-na1.net/hubfs/2969040/Leena%20AI%20Webinars/0112%20IND%20Interview%20-%20Digital%20Key.mp4

Understanding people, conveying what organizations meant to, and preserving trust became challenging because of the magnified distance between people. Leaders encountered difficulties enabling, mentoring, counseling, and training individuals as the place and way of work changed with zero prep time. There were gaps for apparent reasons. It became critical for managers to understand the significance of having the right employee performance review system as this was one of the primary ways to… Show more

Understanding people, conveying what organizations meant to, and preserving trust became challenging because of the magnified distance between people. Leaders encountered difficulties enabling, mentoring, counseling, and training individuals as the place and way of work changed with zero prep time. There were gaps for apparent reasons. It became critical for managers to understand the significance of having the right employee performance review system as this was one of the primary ways to identify, enable and achieve the desired goal. Not everything around us was going as per the plan, towards the defined goal; there were many factors to relate to and blame for, but what kept the boat sailing was the continuous connection, feedback, support, and realignment. Show less

The way we work has changed forever, and the place of work will continue switching for years to come. Regardless of the changing scenarios now, nobody wants to be 100% WF Home, WH Office, WF Mountains, or WF Anywhere.

Organizations and employees have sensed the freedom to explore numerous options, and they will continue to experiment to attain the most workable mix for themselves. Health and safety will continue to hold the top position in the priority list in the board… Show more

The way we work has changed forever, and the place of work will continue switching for years to come. Regardless of the changing scenarios now, nobody wants to be 100% WF Home, WH Office, WF Mountains, or WF Anywhere.

Organizations and employees have sensed the freedom to explore numerous options, and they will continue to experiment to attain the most workable mix for themselves. Health and safety will continue to hold the top position in the priority list in the board rooms.

Many organizations elected to work from home unendingly as they felt fully equipped after the digital transformation phase, they testified during the COVID-19 scenario. But what happens to sectors where employees are required back in the office or complain about burnouts and stress because of the WFH model?

Many employees crave office camaraderie; acknowledging these concerns and want leaders to have started acting on models that can cater to the said needs; developing strategies to get required people BACK TO Safe, Seamless, secure, and technology-driven OFFICE. Show less

Pandemic compelled individuals to rethink and realign their preferences as it introduced numerous prospects and windows to explore. Unexpectedly, every element of personal and professional life became boundaryless, and individuals didn't shy away from exploring those new spaces. The pros and cons of open, flexible, ever-changing, and boundaryless work, workforce, and workplaces arrived with that.

We are all living with one word, "ADAPT"; that's the only way IN and OUT. We have all… Show more

Pandemic compelled individuals to rethink and realign their preferences as it introduced numerous prospects and windows to explore. Unexpectedly, every element of personal and professional life became boundaryless, and individuals didn't shy away from exploring those new spaces. The pros and cons of open, flexible, ever-changing, and boundaryless work, workforce, and workplaces arrived with that.

We are all living with one word, "ADAPT"; that's the only way IN and OUT. We have all witnessed a drastic transformation in the approach, processes, and strategies in all business enabling functions; hiring is no different! The magic mantra here, too, was ADAPT; organizations kept acknowledging and adapting to the transformations required to stay and excel in the talent game. Companies should continuously implement the same in recruitment to survive, sustain and thrive. "ADAPT" stands for AUTHENTIC, DIFFERENTIATOR, ACCOMODATIVE, PREDICTIVE, and TECHNOLOGY based approach. Elaborating slightly more on these:
Authentic
Differentiate
Accommodative
Predictive
Technology:
We are part of a self-paced era; things around us are dramatically changing in no time. These changes are impacting individuals more than anything else. Trust index has gone up, but the pockets are undefined. Our recruitment strategies must be people-centric, and more than defining the same, we must communicate and showcase it to the people we intend to work with within our system.

We have to be the best to get the best! Show less

Culture is designed and defined differently by each organisation, depending on various factors. It’s essential to keep not only the organisation but also the people prepared for change. An organisation may not win the game over the unexpected but will be adequately positioned to manage and sail through if its culture is on the right track.



In my opinion, any individual or organisation that is planning a cultural transformation has to be thoughtful of the L.E.A.D. factors:… Show more

Culture is designed and defined differently by each organisation, depending on various factors. It’s essential to keep not only the organisation but also the people prepared for change. An organisation may not win the game over the unexpected but will be adequately positioned to manage and sail through if its culture is on the right track.



In my opinion, any individual or organisation that is planning a cultural transformation has to be thoughtful of the L.E.A.D. factors: Learning from the past, Enabling the organisation and people, Adapting as and when needed, and Demonstrating authenticity. Culture, per se, is the weakest yet strongest pillar of any organisation Defining a path for cultural transformation is the most daunting task for any business enabler. Transformation must be considered a continuous process that will change, adapt, and evolve over time based on needs. Things take time, and transformation will probably take longer than expected. I am using the acronym CULTURE to highlight the factors that organisations should consider while drafting their strategies. Show less

Change! It has been a challenging journey to reach a level where you can stop for a moment and say, "Yes, this is what I wanted to achieve." Everything around us is changing at a pace that's unmanageable and uncontrollable. The only way to sail through this is to stay flexible. Change as many times as needed. Staying relevant is more important than anything else.

Stay authentic and nimble, never compare yourself to others, never underestimate your capabilities,
invest well and stay relevant.

Following the "5 As" model will always help organizations keep the People first culture. ASK, ANALYZE, ADJUST, ALIGN and ACT.

The key is staying relevant and following the 'Of the people, for the people and by the people" approach. Don't shy away from saying, "We need you, and we are proud of you," as, in return, you will get a loyal, engaged performer who is thrilled to be a part of your family.

The more leaders recognize the power of creating people-centric organizations, the… Show more

Following the "5 As" model will always help organizations keep the People first culture. ASK, ANALYZE, ADJUST, ALIGN and ACT.

The key is staying relevant and following the 'Of the people, for the people and by the people" approach. Don't shy away from saying, "We need you, and we are proud of you," as, in return, you will get a loyal, engaged performer who is thrilled to be a part of your family.

The more leaders recognize the power of creating people-centric organizations, the more powerful the organization becomes.

A great culture is a space created by organizations where each individual can proudly say, "It's my space, and it's beautiful!" Show less

The Journey so far has been full of challenges but fascinating at the same time. There was enormous experiential learning at every phase and aspect of my life. Objections and struggles have made me strong, and support from people and consciousness has shown me the path. I see myself as a person who is always enthusiastic about learning and exploring more—a person who wants to give back to society and live a meaningful life. I don't want to miss living a bit; I wish to make life beautiful for my… Show more

The Journey so far has been full of challenges but fascinating at the same time. There was enormous experiential learning at every phase and aspect of my life. Objections and struggles have made me strong, and support from people and consciousness has shown me the path. I see myself as a person who is always enthusiastic about learning and exploring more—a person who wants to give back to society and live a meaningful life. I don't want to miss living a bit; I wish to make life beautiful for my daughter, parents, and others in my life. I am a passionate individual working hard to find a feasible blend of personal and professional life. There won't be the BEST TIME EVER, and that's why I believe in making every day beautiful by living to the fullest and make it the BEST TODAY. Show less

Doubt is a killer. You just have to know who you are and what you stand for. One of the most courageous things you can do is identify yourself, know who you are, what you believe in and where you want to go.

By Default, things happen; by design, we make things happen.
The outbreak of this pandemic has taken a massive toll on everyone's life. Organizations have learned from this crisis that all they have is PEOPLE; it's essential to understand and improve employee wellness at all scales. The covid-19 crisis pushed us to accept that well-being of employees is far important than the numbers. The strategic priority list saw the shift like never before, moving employee safety and well-being as number… Show more

By Default, things happen; by design, we make things happen.
The outbreak of this pandemic has taken a massive toll on everyone's life. Organizations have learned from this crisis that all they have is PEOPLE; it's essential to understand and improve employee wellness at all scales. The covid-19 crisis pushed us to accept that well-being of employees is far important than the numbers. The strategic priority list saw the shift like never before, moving employee safety and well-being as number 1. Creating a culture that encourages wellness plans has become the need of the hour. If people are well taken care of, they will ensure organizations' priorities and processes are in place. It took a pandemic to make us realize what we are missing, but the lesson is learned by all forever. In the coming and later years, the organization will win the game if they continue to place personalized WELLNESS Strategy in their priority list WELL. No “ONE-SIZE-FITS-ALL” approach will do any magic. Stay emotional, digital and personal! Healthy people mean healthy business.

Invest well in your people; for them to invest back in you! Show less

Back to the office? Says who? Employers don't want to take any chance or risk because of the probability of a third wave of the pandemic and increased exposure to illnesses. On the other hand, employees have sensed the freedom to work from anywhere at their own pace; they will find valid reasons to justify WFH. Hence, for now, the most opted option is to let employees decide for themselves.

According to the Flexjobs' 10th Annual Survey, only 3% want to return to entirely in-person work,… Show more

Back to the office? Says who? Employers don't want to take any chance or risk because of the probability of a third wave of the pandemic and increased exposure to illnesses. On the other hand, employees have sensed the freedom to work from anywhere at their own pace; they will find valid reasons to justify WFH. Hence, for now, the most opted option is to let employees decide for themselves.

According to the Flexjobs' 10th Annual Survey, only 3% want to return to entirely in-person work, with 58% wanting a fully remote job, while 39% prefer a hybrid arrangement. The same survey highlighted that 58% would look for a new job if asked to return to office.

The work-from-home concept became necessary with the coronavirus pandemic in March 2020, which changed the dynamics of all life perspectives and introduced "RE" and "THE NEW/NEXT NORMAL" as the relatable buzz words. To get aligned to the NEW NORMAL, organizations had to re-imagine, re-align, re-strategize, and re-do in almost all established phases. The uncertain situation led companies to explore and develop short-term plans as the road ahead looked too tangled to untangle. Show less

Gig work will transpire as the new substantial, preferred, and explored workforce. There is already a
Visible shift from the conventional 9-to-5 job to the “SUIT YOUR SCHEDULE” model. The future is about RELEVANCE: WHO CAN DO WHAT, not about where we work from or for whom else we work for. Strategies, now or later, will be formalized, molded, bent, and adjusted to define the guidelines to protect the NEW BOUNDARYLESS work, workplace, and workforce in the most
Anticipated shift: THE GIG… Show more

Gig work will transpire as the new substantial, preferred, and explored workforce. There is already a
Visible shift from the conventional 9-to-5 job to the “SUIT YOUR SCHEDULE” model. The future is about RELEVANCE: WHO CAN DO WHAT, not about where we work from or for whom else we work for. Strategies, now or later, will be formalized, molded, bent, and adjusted to define the guidelines to protect the NEW BOUNDARYLESS work, workplace, and workforce in the most
Anticipated shift: THE GIG SHIFT. Show less

"We must keep things alive within & never miss a chance to explore."

WE LEARNED TO UNLEARN & RELEARN, in no time!

Undauntedly, PLACE AND THE MODUS OPERANDI changed for everyone. Unanticipatedly, only terms that remained quintessential were: VIRTUAL, ONLINE, WFH, TECHNOLOGY, CARE, EMPATHY, WELLNESS, and SAFETY. Organizations were worried; the impact was such that management had to move PEOPLE over NUMBERS in their priority list.

According to Darwinian Evolution Theory, ONLY THE FITTEST WILL SURVIVE. With fittest, we mean, systems have to be AGILE:… Show more

WE LEARNED TO UNLEARN & RELEARN, in no time!

Undauntedly, PLACE AND THE MODUS OPERANDI changed for everyone. Unanticipatedly, only terms that remained quintessential were: VIRTUAL, ONLINE, WFH, TECHNOLOGY, CARE, EMPATHY, WELLNESS, and SAFETY. Organizations were worried; the impact was such that management had to move PEOPLE over NUMBERS in their priority list.

According to Darwinian Evolution Theory, ONLY THE FITTEST WILL SURVIVE. With fittest, we mean, systems have to be AGILE: flexible, adaptable, and adjustable. No defined contingency plans will help organizations deal with the unexpected. There is a massive responsibility for HR to drive and thrive in this crisis. A holistic approach has been adopted to CONNECT THE DOTS WELL; to LEAD BUSINESS & PEOPLE TOGETHER!

“The hardest challenge being an HR is that sometimes you have to be the LAWYER, the JUDGE, and the HANGMAN.”–Hassan Choughari

HAPPY ETHICAL ROLE PLAYING! Show less

The acronym adopted above is SUSTAIN, and if we take care of these essential perspectives, we would be prepared to make the transformational journey more productive. Like Tom Rath said, "Even if people just change two or three things that they are able to sustain over time, it makes quite a difference eventually. Stay there!

Change is vital, and no matter how great we are today, we have to stay open to the change and adapt to the situation as and when needed. Organizations should define… Show more

The acronym adopted above is SUSTAIN, and if we take care of these essential perspectives, we would be prepared to make the transformational journey more productive. Like Tom Rath said, "Even if people just change two or three things that they are able to sustain over time, it makes quite a difference eventually. Stay there!

Change is vital, and no matter how great we are today, we have to stay open to the change and adapt to the situation as and when needed. Organizations should define the path depending on where they are today, where they wish to reach, how and most importantly, why!

Changing gears is essential, but it depends on where you are driving and how slow or fast you should be going.

As C.S. Lewis rightly stated that "You can't go back and change the beginning, but you can start where you are and change the ending."

NOW is the time; start well and continue well! Show less

I believe it took some time, but HR today is very different. HR is not confined to a definition anymore. The team is more prepared to take up a holistic role; it's not a within-a-wall profile anymore. The purpose is the start; Business purpose, people purpose, and the overall one; connecting them to define a common purpose is not an easy task, but HR today is doing that conscientiously. They know that they are not accountable for people alone but have a more extensive and meaningful role to… Show more

I believe it took some time, but HR today is very different. HR is not confined to a definition anymore. The team is more prepared to take up a holistic role; it's not a within-a-wall profile anymore. The purpose is the start; Business purpose, people purpose, and the overall one; connecting them to define a common purpose is not an easy task, but HR today is doing that conscientiously. They know that they are not accountable for people alone but have a more extensive and meaningful role to play and that acceptance brings in passion. The urge to contribute and add value keeps HR passionately involved in defining and making things happen. Now, look at covid-19, not just the game's rules, but the entire game changed, leaving us with just one option- Change.
There is no perfect solution, strategy, policy, or approach; the scenario will keep changing, and we have witnessed some of it already. Look at the organizations today, they are not just surviving today but also getting future-ready, and that's what perseverance is. Teams will reach there anyhow, they will do it no matter whatever it takes, and they won't give up! Time has already tested and defined new HR- purposeful, passionate, and perseverant. The team is now more prepared, process & emotion-driven, and highly people-centric. They are enabling business by empowering people. Show less

Motherhood doesn't require marriage, Professional success doesn't mean trading a fulfilling Personal life and Making time for your hobbies doesn't come at the cost of giving time to your career.

Education has always been the core and foundation of any role or profile, and technology has empowered and enabled Organizations and people both to an unimaginable level- a supreme level. A path that can be self-created, adapted, and achieved to design a better today and tomorrow.

EdTech can do magic but not alone. Company culture has to support the need and initiative. In addition to the organization’s culture, there could be other challenges like financial constraints, non-acceptance… Show more

Education has always been the core and foundation of any role or profile, and technology has empowered and enabled Organizations and people both to an unimaginable level- a supreme level. A path that can be self-created, adapted, and achieved to design a better today and tomorrow.

EdTech can do magic but not alone. Company culture has to support the need and initiative. In addition to the organization’s culture, there could be other challenges like financial constraints, non-acceptance to adaptation, lack of technical know-how, shallow learning models, and scattered strategies. To achieve the desired goal, organizations will have to go beyond the conventional approach and enable learning through technology, and that’s doable, but are we giving enough space and time to our existing employees to invest sufficiently in learning. That’s a bigger question to ask and address. If we can integrate learning and work well, EdTech can serve as a game-changer. As Laver Burton rightly said, “If we marry educational technology with quality, enriching content, that’s a circle of win.”

The current stage is conceivably the most compelling and disruptive stage of EdTech. It will play a crucial part in bridging the supply gap and redesign the future of learning. EdTech, moving forward, will only get bigger and better.

It has become more than essential for organizations to upskill the workforce to win the game in most uncertain times, and to achieve that, technology should be the carrier.

Today, we don’t need EdTech; we have to live EdTech. Embrace it well. Show less

Customer first or employee first? It is tough to get the right answer, not because the question is debatable but because it’s often misinterpreted. Both customer and employee have their own relevant and prime place, and organisations should manage both with the utmost consideration. Compromise on any will not only shake the foundation but also break the entire business.



Many organisations have never ignored their customers’ needs, but for decades, employee experience (EX) was… Show more

Customer first or employee first? It is tough to get the right answer, not because the question is debatable but because it’s often misinterpreted. Both customer and employee have their own relevant and prime place, and organisations should manage both with the utmost consideration. Compromise on any will not only shake the foundation but also break the entire business.



Many organisations have never ignored their customers’ needs, but for decades, employee experience (EX) was not a priority for most. I would not say that leaders missed it because, in a way, it didn’t exist at all. Organisations have been misinterpreting EX for ages. It’s a myth that EX is a program. It encompasses the entire journey of an employee, including pre-hiring engagement, post-exit connections, and everything else in between. All employee-related interactions and processes are sub-parts of EX. Its scope is far broader than our conventional definition. Show less

Employee experience has substantially become the most assuring competitive advantage
that organizations can and should create more than ever. EE is a reason that you give your
employees to choose your organization and stay with you. It is a collaborative process that
connects employees to the employer through communication, intent, and actions. To create
a place where EMPLOYEES want to exist, not have to, the leaders should consider the below
factors mentioned
Shared… Show more

Employee experience has substantially become the most assuring competitive advantage
that organizations can and should create more than ever. EE is a reason that you give your
employees to choose your organization and stay with you. It is a collaborative process that
connects employees to the employer through communication, intent, and actions. To create
a place where EMPLOYEES want to exist, not have to, the leaders should consider the below
factors mentioned
Shared responsibility
It's not a replacement
Art and science:
Design over default
Stay authentic
A lifetime project
Experiment:
Personalize
Create a mix (culture), not confusion
Accept that Virtual is new REAL
Take feedback

Employee experience remains the most critical aspect to manage, and organizations must manage need & change continuously. Without a robust change strategy, even the most advanced digital experience will not see success. A fast adapting digital employee experience strategy should always have a basic yet strong foundation: it should be SIMPLE, PERSONALIZED, MOBILE, REAL-TIME, AGILE, DYNAMIC, INTUITIVE, HOLISTIC & REAL.
NOTHING EVER BECOMES REAL TILL IT IS EXPERIENCED – John Keats Show less

Some people are naturally more empathetic than others, but the good news is that empathy is a learnable trait, and with the proper focus, creating a great organization with compassionate culture won't remain a dream forever. Leaders should make a conscious investment to achieve the desired level of camaraderie; as Indra Nooyi rightly said, "If you want to improve the organization, you have to improve yourself, and the organization gets pulled up with you."

Relating and connecting with… Show more

Some people are naturally more empathetic than others, but the good news is that empathy is a learnable trait, and with the proper focus, creating a great organization with compassionate culture won't remain a dream forever. Leaders should make a conscious investment to achieve the desired level of camaraderie; as Indra Nooyi rightly said, "If you want to improve the organization, you have to improve yourself, and the organization gets pulled up with you."

Relating and connecting with people is more important than anything, as they are the key drivers. Leaders need to learn to lead the way well by understanding and enabling them to define a win-win journey for all.

It's not just a role-play; it is the play! Play with a purpose, treat with empathy Show less

Background check is now hygiene. All the fraud menaces can get restrained, if not eliminated, using a structured background verification process. Time has dramatically changed at a light striking speed, and organizations should take a mighty shift to adapt to the need of the hour. Incorporation and deliberation of digital processes and documents, online screening tools, collaborative approach for social media, and cross-company verifications, audits, and reliance on authentic external agencies,… Show more

Background check is now hygiene. All the fraud menaces can get restrained, if not eliminated, using a structured background verification process. Time has dramatically changed at a light striking speed, and organizations should take a mighty shift to adapt to the need of the hour. Incorporation and deliberation of digital processes and documents, online screening tools, collaborative approach for social media, and cross-company verifications, audits, and reliance on authentic external agencies, should be thoughtfully introduced in the core process to minimize the risk of having discrepant selves in the system.

The unprecedented circumstances have reframed all the definitions linked to the way of work, workforce, and place of work. The changes are so dramatic and scattered that no single theorem can get organizations the best solution. A more personalized, flexible, nimble, and digital verification system is a necessity of today. A significant shift from the conventional method is the demand to meet the need of the diverse world and to sustain gloriously.

As Albert Einstein said, “Whoever is careless with the truth in small matters cannot be trusted with important matters.” To have a reliable team in place, one should have a reliable system placed. Show less

Working on employee engagement, experience, and culture to increase employee commitment and productivity is an ongoing activity and will require an insane amount of groundwork. Looking at the uncertainties and the pace at which elements are changing and getting redefined, it's more than essential to be equipped adequately with the help of tech solutions; to keep up with speed, sustain and stay the game. Imagine managing real-time data, working from anywhere, hybrid model, personalizing employee… Show more

Working on employee engagement, experience, and culture to increase employee commitment and productivity is an ongoing activity and will require an insane amount of groundwork. Looking at the uncertainties and the pace at which elements are changing and getting redefined, it's more than essential to be equipped adequately with the help of tech solutions; to keep up with speed, sustain and stay the game. Imagine managing real-time data, working from anywhere, hybrid model, personalizing employee experience, being far yet being together, or just ensuring the business continues even when the offices close down without technology. Just unattainable!
We shouldn't shy away from accepting that ONLINE solutions took care of our LINES OF BUSINESS when needed. And we should empower our organization, leaders, and employees to create the magic called personalized Tech-human experience.
Tech is the future of work and everything else. ENABLE YOUR EMPLOYEE TO ACHIEVE! Show less

Remember that internal talent mobility and external talent acquisition are essentially two sides of the same coin.” — Josh Bersin

Technology, hybrid work models, the gig economy, and internal talent mobility have seen humongous rank-raise and uncovered a pre-eminent place in the leadership to-do/focus list. Organisations that prioritise these four pillars and their employees’ holistic wellbeing will be better positioned to survive, sustain, and thrive during and after the… Show more

Remember that internal talent mobility and external talent acquisition are essentially two sides of the same coin.” — Josh Bersin

Technology, hybrid work models, the gig economy, and internal talent mobility have seen humongous rank-raise and uncovered a pre-eminent place in the leadership to-do/focus list. Organisations that prioritise these four pillars and their employees’ holistic wellbeing will be better positioned to survive, sustain, and thrive during and after the pandemic.



The global labour market and recruitment landscape are rapidly evolving due to the pandemic and subsequent economic downturn. There appears to be no strategic stopping point in the need for change and continuous adaptation. Organisations that restructured and redefined their hiring strategies in 2020 are now back at level one as a result of the second wave of COVID-19.



Although it is imperative to employ foreign talent, many businesses overlook and underestimate their most promising in-house talent pool, resulting in an instinctive miss on the untapped talent available within their own walls. There is no single equation that can define the % of internal talent mobility vs. external talent acquisition. The mix will differ for each organisation; the strategy formulation has to be as per the nature and need of the business. Show less

A work-from-anywhere community opens doors that were previously inaccessible to many people. It opens up new possibilities for both companies and individuals, which one should not ignore. Remote work has been on an upward trend, with no endpoint in the predicted future.

According to the Vox report, 70% of the workforce could be working from home by the year 2025. Necessity is the trigger for any invention, as they say, and the rapid adoption of collaborative technology has… Show more

A work-from-anywhere community opens doors that were previously inaccessible to many people. It opens up new possibilities for both companies and individuals, which one should not ignore. Remote work has been on an upward trend, with no endpoint in the predicted future.

According to the Vox report, 70% of the workforce could be working from home by the year 2025. Necessity is the trigger for any invention, as they say, and the rapid adoption of collaborative technology has demonstrated that remote work is a feasible option for organizations and will remain the same for years to come. There is no one-size-fits-all solution. Organizations must explore all the possibilities and create the best mix (Hybrid could be a solution) for their team.

For now, as long as we "get our work done," it doesn't matter where we are. More or less, everybody is swearing on the permanence of this new paradigm. Remote work is here, and it's here to stay in a gigantic way.

Has the code been decoded? Not really! The need is to review, redefine continuously and restart as and when needed. Keep accepting, adopting, and embracing! Show less

In order to build a rewarding employee experience, you need to understand what matters most to your people”, stated Julie Bevacqua, President, Rise People. Also Seth Godin, the renowned American author once expressed his thought about human resources (HR) leadership stating “Leadership is the art of giving people a platform for spreading ideas that work”. There is one thing common in both of the aforementioned quotes. Both simply signifies that HR leaders play a vital role in organizational… Show more

In order to build a rewarding employee experience, you need to understand what matters most to your people”, stated Julie Bevacqua, President, Rise People. Also Seth Godin, the renowned American author once expressed his thought about human resources (HR) leadership stating “Leadership is the art of giving people a platform for spreading ideas that work”. There is one thing common in both of the aforementioned quotes. Both simply signifies that HR leaders play a vital role in organizational transformation while acting as a key link between management and the employee workforce. Apart from that it also signifies that without leadership, all other business elements will lie dormant. Some may contend that such quotations look good only on papers, but only a true leader understands the actual meaning and implements the value of the aforementioned quotes. Show less

When it comes to digital skills, even the slightest improvements in company culture can make a big difference in staff growth and creative production. By tapping into those broader abilities, managers open up more possibilities for success through innovation and suffice that growing need for meaning to themselves and the entire organization. While there will always be sufficient ways to hire and build digital talent for organizations, research says the loyal index improves by 65% if we invest… Show more

When it comes to digital skills, even the slightest improvements in company culture can make a big difference in staff growth and creative production. By tapping into those broader abilities, managers open up more possibilities for success through innovation and suffice that growing need for meaning to themselves and the entire organization. While there will always be sufficient ways to hire and build digital talent for organizations, research says the loyal index improves by 65% if we invest in
the talent we already have within our walls.

The purpose of an organizations to enable ordinary people to do extraordinary things.” -Peter Drucker Show less

"It is essential to understand that leadership is the most essential and crucial part of management. Leadership and management operate hand in hand"

Empathy is a precursor to trust. It serves as a key door to increase engagement, collaboration, and
productivity.
As an HR, or a leader, a strong talent mobility strategy is essentially required to continually expand the
employee’s skills and experiences. Additionally, the leaders should be helping them move fluidly
throughout the organization while aligning their career growth, passions, and skills with the objectives
of the organization is also essential. Also, this helps in… Show more

Empathy is a precursor to trust. It serves as a key door to increase engagement, collaboration, and
productivity.
As an HR, or a leader, a strong talent mobility strategy is essentially required to continually expand the
employee’s skills and experiences. Additionally, the leaders should be helping them move fluidly
throughout the organization while aligning their career growth, passions, and skills with the objectives
of the organization is also essential. Also, this helps in improving the culture of continual learning to
maintain a growth mindset for driving exponential results to all the stakeholders of the organization. Show less

Either organization makes this shift soon, or they disappear sooner.
NEW NORMAL is NEW to everyone, be patient, and accommodating. Recruitment will always remain challenging, exciting, and worth exploring. To stay competitive and win the war of talent in this new remote era, keep rebuilding your recruitment strategy - stay intuitive, empathetic, and technology-driven. STAY RELEVANT!

Will conclude by stating what John Dykstra said:

"If you understand how the real world feels… Show more

Either organization makes this shift soon, or they disappear sooner.
NEW NORMAL is NEW to everyone, be patient, and accommodating. Recruitment will always remain challenging, exciting, and worth exploring. To stay competitive and win the war of talent in this new remote era, keep rebuilding your recruitment strategy - stay intuitive, empathetic, and technology-driven. STAY RELEVANT!

Will conclude by stating what John Dykstra said:

"If you understand how the real world feels and looks and sounds, it is much easier to create a virtual version of the real world." Show less

Without technology, humanity has no future, but we have to be careful that we don't become so mechanized that we lose our human feelings.” – Dalai Lama

2020 is much more technology-driven than forecasted. There has been a noticeable and significant shift in how things used to be, thanks to the world of automation & digitalization. Having said that, organizations should also ensure that there is no disconnect between employees and organizations due to greater advancement in their HR… Show more

Without technology, humanity has no future, but we have to be careful that we don't become so mechanized that we lose our human feelings.” – Dalai Lama

2020 is much more technology-driven than forecasted. There has been a noticeable and significant shift in how things used to be, thanks to the world of automation & digitalization. Having said that, organizations should also ensure that there is no disconnect between employees and organizations due to greater advancement in their HR transformation journey. HR is the custodian of culture and human connect, should operate with the right balance of technology and human touch. Show less

No one saw the recession coming- Gordon Ramsay
Very apt to understand that nobody is or can be actually fully ready as we don’t see it coming. This is where and why HR has been more predictive, intuitive and prepared to meet the need of time. It’s wise to PREPARE for worst and sail through difficult times really well than REPAIR after you are already hit by a wave of recession and it’s too late to maintain a break-even.

“Unsurprisingly, like any other function, HR too gets greatly… Show more

No one saw the recession coming- Gordon Ramsay
Very apt to understand that nobody is or can be actually fully ready as we don’t see it coming. This is where and why HR has been more predictive, intuitive and prepared to meet the need of time. It’s wise to PREPARE for worst and sail through difficult times really well than REPAIR after you are already hit by a wave of recession and it’s too late to maintain a break-even.

“Unsurprisingly, like any other function, HR too gets greatly affected by the recession. Mostly organizations freeze or reduce HR budget in various areas like training, employee engagement.” Show less

2020 will be more technology driven than forecasted. There has been a noticeable and significant shift in how things used to be thanks to the world of automation & digitalization. Having said that, organizations should also ensure that there is no disconnect between employees and organizations due to greater advancement in their HR transformation journey. HR is the custodian of culture and human connect, should operate with the right balance of technology and human touch.

In today's digitally transforming era where businesses are striving towards growth; organizations are constantly facing challenges to keep-up with the increasingly complex and unpredictable scenarios. Markets are now volatile, competitors from all across the world are exploiting opportunities more quickly than ever and customer expectations are constantly rising and shifting. With innovations happening at an accelerating pace, surely the path to growth is not straightforward. Companies today… Show more

In today's digitally transforming era where businesses are striving towards growth; organizations are constantly facing challenges to keep-up with the increasingly complex and unpredictable scenarios. Markets are now volatile, competitors from all across the world are exploiting opportunities more quickly than ever and customer expectations are constantly rising and shifting. With innovations happening at an accelerating pace, surely the path to growth is not straightforward. Companies today are functioning in highly volatile, uncertain, complex and ambiguous world, also known as a `VUCA' environment. VUCA as a term was coined by the U.S. Army in the Cold War era and since then it has been applied to businesses, particularly with regards to understanding their drastically changing business models. Show less

It is a digital world. We may feel that most of the top-rated parameters are subjective but with the help of digital and mobile tools organizations can design and deliver a great employee experience. Employee Experience is all about optimizing each stage of the employee life cycle and ensuring it’s aligned with the organization’s vision, purpose, and culture. With relevant digital solutions, organizations can use human behavior insights to bring out the best in people, team, and culture. Any… Show more

It is a digital world. We may feel that most of the top-rated parameters are subjective but with the help of digital and mobile tools organizations can design and deliver a great employee experience. Employee Experience is all about optimizing each stage of the employee life cycle and ensuring it’s aligned with the organization’s vision, purpose, and culture. With relevant digital solutions, organizations can use human behavior insights to bring out the best in people, team, and culture. Any dip in performance or engagement level, rise in attrition numbers, more absenteeism, fewer participation in training, these are few of those clear indications that something has to be reviewed and addressed. Fortunately, there are apps for almost every worry! Blink, Energage, Honestly, Inpulse, Teamphoria are just few of many options available alone for EE.

But the key to EE isn’t just an app or any other fast digital platform. 67% of employees still feel that EE is more effective when the human touch is involved. The magic still lies in the balance. Organizations should know how to balance the human touch, and technology is Employee Experience. Low Human touch & high tech, High human touch & low tech, High human touch & High tech. Whatever is the best-suited combination depending on the need and nature of the business, one should always consider 7 ESSENTIALS OF EMPLOYEE EXPERIENCE (7Es of EE) strategy: Ethical, Effective, Engaging, Encouraging, Emerging, Empowering, Evolving & Enabling.

Employee experience remains the most critical aspect to manage, and organizations must manage need & change continuously. Without a robust change strategy, even the most advanced digital experience will not see success. A fast adapting digital employee experience strategy should always have a basic yet strong foundation: it should be SIMPLE, PERSONALIZED, MOBILE, REAL-TIME, AGILE, DYNAMIC, INTUITIVE, HOLISTIC & REAL.

NOTHING EVER BECOMES REAL TILL IT IS EXPERIENCED – John Keats Show less

There has been a massive transition in HR in last few decades There we have seen HR shifting from transactional HR to strategic HR. According to me, technology has helped HR in taking that leap forward. It has further embraced, enabled & enhanced human interaction and engagement. Technology has not replaced human touch but it has created the space that allowed HR to move away from systems and sheets and invest in employees and bigger organizational goals.

It is very important to know… Show more

There has been a massive transition in HR in last few decades There we have seen HR shifting from transactional HR to strategic HR. According to me, technology has helped HR in taking that leap forward. It has further embraced, enabled & enhanced human interaction and engagement. Technology has not replaced human touch but it has created the space that allowed HR to move away from systems and sheets and invest in employees and bigger organizational goals.

It is very important to know potentials and limitations of both human touch and technology and find the right and required mix. They need to co-exist and complement each other to accomplish defined strategic vision.

Employees still strive for human interaction. After all, we are social creatures. Workforce management needs attributes like empathy, customization, understanding, adaptation, flexibility, creative problem solving, and ability to build trust and for now humans can exhibit these attributes & qualities NOT MACHINES. Show less

There has been a massive transition in HR in last few decades where we have seen HR shifting from transactional HR to strategic HR. According to me, technology has helped HR in taking that leap forward. It has further embraced, enabled & enhanced human interaction and engagement. Technology has not replaced human touch but it has created the space that allowed HR to move away from systems and sheets and invest in employees and bigger organizational goals.

It is very important to know… Show more

There has been a massive transition in HR in last few decades where we have seen HR shifting from transactional HR to strategic HR. According to me, technology has helped HR in taking that leap forward. It has further embraced, enabled & enhanced human interaction and engagement. Technology has not replaced human touch but it has created the space that allowed HR to move away from systems and sheets and invest in employees and bigger organizational goals.

It is very important to know potentials and limitations of both human touch and technology and find the right and required mix. They need to co-exist and complement each other to accomplish defined strategic vision.

Employees still strive for human interaction. After all, we are social creatures. Workforce management needs attributes like empathy, customization, understanding, adaptation, flexibility, creative problem solving, and abil­ity to build trust and for now humans can exhibit these attributes & qualities NOT MACHINES. Show less

In today’s digitally transforming era where businesses are striving towards growth, organizations are constantly facing challenges to keep up with the complexity of recruiting and increased focus on top talent to achieve strategic growth. Markets are now volatile, competitors from all across the world are exploiting opportunities more quickly than ever and customer expectations are constantly rising and shifting. With innovations happening at an accelerating pace, surely the path to growth is… Show more

In today’s digitally transforming era where businesses are striving towards growth, organizations are constantly facing challenges to keep up with the complexity of recruiting and increased focus on top talent to achieve strategic growth. Markets are now volatile, competitors from all across the world are exploiting opportunities more quickly than ever and customer expectations are constantly rising and shifting. With innovations happening at an accelerating pace, surely the path to growth is not straightforward. We come over a lot of people who are truly befuddled about the subject. It's not by any means amazing when you consider all the blended messages and off base data about RPO out there. Show less

“If you are always trying to be normal, you will never know how amazing you can be.”- Maya Angelou
Technological innovation is the solution to motivate employees and retain talent in today’s scenario. From process improvement to employee experience, from communication to collaboration, from hiring to retention, technology not only helps employees to automate routine work & enhance productivity but also in being happy through better engagement

It has become a mandate for companies to… Show more

“If you are always trying to be normal, you will never know how amazing you can be.”- Maya Angelou
Technological innovation is the solution to motivate employees and retain talent in today’s scenario. From process improvement to employee experience, from communication to collaboration, from hiring to retention, technology not only helps employees to automate routine work & enhance productivity but also in being happy through better engagement

It has become a mandate for companies to embrace technology and adopt it as an integral part of their workplace and workforce strategy as technology has become an inseparable element of the modern workplace.

Show less