WorldatWork India’s Post

𝐌𝐚𝐫𝐤 𝐲𝐨𝐮𝐫 𝐜𝐚𝐥𝐞𝐧𝐝𝐚𝐫 𝐟𝐨𝐫 𝐉𝐮𝐥𝐲 𝟐𝟓, 𝟐𝟎𝟐𝟒, 𝐟𝐫𝐨𝐦 𝟒-𝟓 𝐏𝐌 𝐈𝐒𝐓! 𝐖𝐞’𝐫𝐞 𝐛𝐫𝐢𝐧𝐠𝐢𝐧𝐠 𝐲𝐨𝐮 𝐚 𝐋𝐈𝐕𝐄 𝐝𝐢𝐠𝐢𝐭𝐚𝐥 𝐞𝐯𝐞𝐧𝐭 𝐭𝐡𝐚𝐭 𝐰𝐢𝐥𝐥 𝐫𝐞𝐯𝐨𝐥𝐮𝐭𝐢𝐨𝐧𝐢𝐳𝐞 𝐲𝐨𝐮𝐫 𝐚𝐩𝐩𝐫𝐨𝐚𝐜𝐡 𝐭𝐨 𝐓𝐨𝐭𝐚𝐥 𝐑𝐞𝐰𝐚𝐫𝐝𝐬. Dive into emerging trends, compliance essentials and career-boosting insights from GRP® certified panelists. Position yourself ahead of the curve and elevate your expertise in this dynamic field of Global Remuneration. 𝑾𝒉𝒂𝒕 𝒀𝒐𝒖'𝒍𝒍 𝑮𝒂𝒊𝒏: 𝐅𝐮𝐭𝐮𝐫𝐞 𝐓𝐫𝐞𝐧𝐝𝐬: Stay ahead with the latest insights on the future of Total Rewards. 𝐈𝐧𝐝𝐢𝐚'𝐬 𝐆𝐫𝐨𝐰𝐭𝐡: Understand the pivotal role of Total Rewards in India's story of economic expansion. 𝐆𝐨𝐯𝐞𝐫𝐧𝐚𝐧𝐜𝐞: Learn about ESG and SEBI directives impacting Total Rewards and Compensation & Benefits. 𝐂𝐚𝐫𝐞𝐞𝐫 𝐀𝐝𝐯𝐚𝐧𝐜𝐞𝐦𝐞𝐧𝐭: Discover how GRP® certification can significantly enhance your career trajectory. 𝑹𝒆𝒈𝒊𝒔𝒕𝒆𝒓 𝑵𝒐𝒘 and prepare to make a significant advancement in your career! https://lnkd.in/dh4APMTw #WorldatWork #WorldatWorkIndia #TotalRewards #GRPcertification #CareerAdvancement #HRProfessionals #ProfessionalDevelopment #WorkplaceTrends #DigitalEvent #RegisterNow #CareerGrowth #GoGlobalwithGRP

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 organisations worldwide confront growing skills gaps and labour shortages, the urgency for taking a skills first approach to prepare workers for the jobs of tomorrow has never been more critical. This challenge presents unparalleled opportunities for reinvention and sustainable growth. Join PwC Peter Brown MBE for his next LinkedIn when he will be joined by Harriet Newlyn and Miral Mir to talk about #hiring strategies to empower workers with #skills for the jobs of the future.

We are delighted to share the remarkable progress made by Mr. S.C. Gupta, through our LMI program. The program not only inspired innovative ideas but also facilitated their transformation into actionable goals, driving significant savings and operational improvements. Learn more about the LMI program today Visit: https://lmi-india.in #LMIIndia #hrmanagers #developmentprogram #professionaldevelopment #hrstrategy #WorkplaceCulture, #HumanResources, #TalentManagement, #OrganizationalDevelopment #testimonial #clientfeedback

Empowering People: Investing In Career Health For Innovation & Growth copy What does career health mean to us? Jennifer Tan from OCBC talks about empowering every single person to believe that they are cared for in terms of their opportunities for skills and growth; in Power Panel on "Empowering People: Investing In Career Health For Innovation & Growth" #HRTech #TechHRSG #InspirationtoAction #innovation #FutureOfWork

Did you know diversity leads to innovation? A Deloitte study found that diversity of thinking 💡produces creativity and enhances innovation by 20%! We know how important it is for you and your company to drive the conversation around diversity, equity, inclusion, and belonging (DEIB). If you want to better understand where your organization is on its DEI journey, complete our self-paced Readiness Assessment at https://lnkd.in/eYeyGGeS. #HR #HumanResources #DI #DEI #DEIB #ISO #OrganizationalCertification

Thoroughly enjoyed and learned from moderating a very insightful discussion on skilling with an esteemed group of leaders. Some key takeaways: - For real ROI, organisations need to make skilling micro detailed & granular to their specific contexts - Leaders within organisations need to start acting on available information today, so as manage this organizational change in a gradual and effective manner - Need to adopt a pull strategy towards skilling, as opposed to a push-based one - Need for creative partnerships and collaborations across organisations and industries to truly institutionalise skilling - Ongoing skilling is the only way to thrive in a dynamically changing business environment #BCG #skilling #organizationaltransformation #futurereadyworkforce #ETNow

Great analysis from Vivid Resourcing. High turnover in staff is an issue that - in my view - cannot be solved especially in big companies. All the problems described below are valid. Engineers will always want more pay, will always want a better balance, will always want to work on interesting and exiting stuff. Engineers, especially industry stars cannot be kept in one place. So what do you do when the ineviatble happens and you bleed out talent from you team? What do you do when you cannot deliver anymore? I am curious to see everyone’s comments.

🌟 Embracing Diversity and Inclusion: A Strategic Imperative 🌟 The latest survey from the Association of Chartered Certified Accountants (ACCA) sheds light on a critical aspect of modern workplaces: the pivotal role of diversity and inclusion (EDI) in attracting top talent. According to the survey, a staggering 73% of finance professionals worldwide consider EDI culture as a decisive factor when choosing their next employer. This statistic underscores a profound shift in employee priorities, where the ethos of inclusion is no longer a mere checkbox but a non-negotiable criterion. While 58% of respondents acknowledge their organizations as inclusive, there's a resounding call for improvement. A significant 41% believe that their employers could do more to foster comprehensive EDI practices. The emphasis on singular facets of diversity, such as gender, at the expense of others, underscores the need for a holistic approach to inclusion. Amidst the backdrop of talent scarcity in the financial sector, the findings offer a silver lining for employers. As Jillian Couse, Head of ACCA North America, aptly puts it, organizations adept in fostering inclusive environments stand to gain a competitive edge in the talent marketplace. So, what's the roadmap for improvement? 1. Ending Biased Practices: Bid adieu to nepotism and favoritism, and prioritize skills and merit over affinities. 2. Combatting Microaggressions: Equip managers with tools to recognize and address microaggressions and unconscious biases, fostering a culture of respect and understanding. 3. Cultivating Inclusive Leadership: Leaders must walk the talk, demonstrating unwavering commitment to EDI through both words and actions. 4. Creating Inclusive Leadership Pipelines: Set goals for inclusive representation at leadership levels and actively recruit and develop members of underrepresented groups into leadership pipelines. In essence, the journey towards robust EDI practices requires collective effort and unwavering commitment. Let's seize this opportunity to create workplaces where diversity thrives, and inclusion reigns supreme. Together, we can build a future where every voice is heard and every talent is valued. Full article:https://lnkd.in/gtmQA3dp #DiversityandInclusion #EDI #InclusiveLeadership #WorkplaceCulture #TalentAttraction #ACCAInsights Your thoughts? How are you fostering diversity and inclusion in your organization? Let's spark a conversation! 🌟

"The push to change the #employeeexperience in manufacturing jobs — especially those on the front line — means expanding #totalrewards and other initiatives that support #wellbeing and purpose in the workplace while providing #upskilling and training that can promote upward career mobility." Read more in PwC's Next in Industrial Products 2024. https://pwc.to/48r1biR #IndustrialProducts #Manufacturing #workforcetransformation