IIM ROHTAK H U M A N E - R CLUB P re s e n ts
H R BULLETIN VOLUME 25
humane.r@iimrohtak.ac.in
HUMANE-R|VOLUME25
HR BULLETIN
Crisis leading to increased resilience and flexibility quotient in leadership hiring: Survey According to the survey, in functions like Finance, HR, Sales & Marketing, etc, 64% of leaders are inclined to hire from different industries to access the huge pool of available talent. It was also found that 40% of surveyed leaders were more flexible and willing to explore multiple sectors. During the complex and unpredictable environment in 2020, human resources and talent acquisition leaders have been on the frontlines of an organization’s response. The Covid-19 pandemic has served to highlight the crucial ‘human’ elements of leadership, namely emotional intelligence, trust and social relationships. These leaders are helping to reshape their companies’ work models through the new parameters of remote work, virtual hiring, onboarding, engagement and digital touchpoints with all stakeholders. The pandemic environment in 2020 brought HR leaders to the limelight to help organizations navigate through the crisis. HR and Talent Acquisition leaders are playing a key role in helping organizations develop resilience and facilitate renewal. Many are taking this opportunity to become bold influencers by remodelling organizational policies, practices and leadership behaviours. We also notice a proactive mindset to explore, experiment and revisit previous assumptions in leadership hiring and talent management areas.
2
HUMANE-R|VOLUME25
To gauge related trends and how India’s HR/TA leaders are responding to this expanded role, Stanton Chase India team conducted a survey, titled ‘India Market Study on Leadership Hiring and Talent Management Trends’, which polled a variety of respondents across sectors. The survey results show that HR leaders are faced with big decisions across the board that can ultimately have a significant impact on their organizations. Be it through utilizing the benefits of the Industrial Revolution 4.0 in digitalizing processes, technologies, and analytics or focusing on the evolution of the human engagement, going forward, companies must choose a new set of priorities that reflect the evolved landscape.
The pandemic has increased resilience and flexibility quotient in terms of leadership hiring. Organizations are becoming more flexible to hiring leaders from across sectors with change and crisis management experiences. In functions like Finance, HR, Sales & Marketing, etc, 64% of leaders are inclined to hire from different industries to access the huge pool of available talent. Leaders are adapting to the new environment and open to working in other industries. It was found that 40% of surveyed leaders were more flexible and willing to explore multiple sectors.
Despite the huge turbulence in corporate business environment globally, Indian corporations showed a stable or positive shift in hiring trends. According to the survey findings, 48% of the HR & TA leaders observed no change in leadership hiring trends while 38% observed an increase in the leadership hiring towards India from other overseas locations. Most respondents in this study rated highly their organization’s response to the crisis and praised their resilient infrastructure. Many are revisiting leadership priorities going forward and placing a renewed importance on digitalization. They cited a range of trends with positive upsides for Indian organizations, such as the return of Indian expats from abroad, increasing role of global in-house centres across the country, increased emphasis on succession planning, internal hiring, talent mobility and leadership skills for the volatile, uncertain, complex, ambiguous (VUCA) environments. Companies that are rated most highly are those that have robust succession planning process, prioritizing diversity hiring and seeking to streamline their hiring, onboarding processes, and leadership competencies to adapt to rapidly changing environments. Several priorities clearly emerge for HR & talent acquisition leaders for the coming year. These include evolving leadership and talent management practices, increasing the focus on a differentiated organizational culture, an increased innovation mindset and becoming bold influencers across the organization. To find the best leaders out there today, organizations need to be more flexible in their approach and scope of search. This translates into a willingness to look beyond the parameters of a given..
Read more at: Crisis leading to increased resilience and flexibility quotient in leadership hiring: Survey, HR News, ETHRWorld (indiatimes.com)
3
HUMANE-R|VOLUME25
Paras Healthcare appoints new Group Head – Human Resources Dr. Shashank Teotia brings with him a vast experience of 17 years in human resources with specialization in organizational transformation & restructuring, culture building, organizational development, automation & HRIS. Paras Healthcare, one of the leading healthcare providers of the country has announced the appointment of Dr. Shashank Teotia as the Group of Head of Human Resources. With his vast experience of 17 years primarily in human resources, Dr. Shashank will aim to maximize the value of the organization’s human resource department and bring in new ideas and innovations to ensure efficient business operation. On his appointment, Dr. Shankar Narang, Group COO, Paras Healthcare said “We are happy to welcome Dr Shashank Teotia to our family. Nowadays, outside managing transactional operations, HR needs to understand what their business needs are and become familiar with their employees down to the finest detail, so they can provide their organizations with high-value solutions. The role of human resources is not only being able to understand the external threats and drivers but translate those into strategies to mitigate risk and leverage opportunities. With Dr. Teotia's extensive experience and achievements, we plan to introduce process efficiencies and embrace a culture where innovation and ideation takes the center stage.” Prior to this role, Dr. Shashank Teotia worked with prestigious organizations like LEAD School, Max Life Insurance, IBIBO & Mother Dairy to name a few. He has been instrumental in leading talent and organization strategy across various organizations helping them to deliver their vision. Teotia has completed his Doctorate in Philosophy from FMS, Delhi and MBA (PGDM) from Symbiosis University. He also pursued Masters in Labour Law & Labour Welfare & Development from Symbiosis Law College. His expertise lies in organizational transformation & restructuring..
Read more at: News: Paras Healthcare appoints new Group Head – Human Resources — People Matters
4
HUMANE-R|VOLUME25
Mahindra Group commits to skilling 1 million youth and providing 100,000 jobs On the occasion of its 75th year milestone, the Mahindra Group has committed to skilling one million under-resourced youth and providing 100,000 jobs to this segment of the population by 2025. Celebrating 75 glorious years of remarkable work and contribution, the Mahindra Group continues to inspire. The Group has committed to skilling one million under-resourced youth and providing 100,000 jobs to this segment of the population by 2025, on the occasion of its 75th year milestone. Over the last 15 years, Mahindra’s skilling initiatives have included Mahindra Pride Schools & Classrooms, SMART ACADEMY, SMART Plus, and Surya Mitra. Over the last 15 years, Mahindra’s skilling initiatives have included Mahindra Pride Schools & Classrooms, SMART ACADEMY, SMART Plus, and Surya Mitra. “Together these initiatives have skilled over 500,000 youth with Mahindra Pride School having created 100,000 jobs in this time period. The organization has committed to skilling another 500,000 youth in the next five years.” At a recent event, Mahindra Group’s Chairman, Anand Mahindra launched a coffee table book by the name ‘The Job Factory’ that beautifully captures the inspiring stories of 75 young alumni of Mahindra Pride School. With an aim to spread awareness about skilling for employability, a digital film #SkillHaiTohFutureHai was launched on social media recently. In 2005 on its 60th anniversary, the Mahindra Group had taken a pole position towards affirmative action in youth skilling in presence of Hon. Former President of India Dr. Abdul Kalam, and announced the setting up of two Mahindra Pride Schools (MPS) as part of its CSR initiatives. MPS has been spread across..
Read more at : News: Mahindra Group commits to skilling 1 million youth and providing 100,000 jobs — People Matters
5
HUMANE-R|VOLUME25
Tata Steel leads the way for LGBT+ inclusion India Workplace Equality Index (IWEI) has recognized Tata Steel, among other organizations, as a Top Employer for LGBT+ inclusion. IWEI Top Employers is the definitive list showcasing the best employers in India for lesbian, gay, bi, and trans employees. “Tata Steel is one of 18 organizations featured in IWEI’s Silver category.” Commenting on the achievement, Atrayee S Sanyal, Vice President (Designate), Human Resource Management, Tata Steel, said: “At Tata Steel, we believe a diverse and inclusive environment enables employees to express themselves openly thereby adding to the perspectives and collective wisdom of the organization. In our experience, workplace diversity not only attracts the best talent, widens the talent pool but also adds to the organizational culture and business results.” Sanyal added, “We are proud to feature among the IWEI 2020 Top Employers for LGBT+ inclusion. This recognition reaffirms our commitment to foster a culture of allyship to actively promote LGBTQ+ empowerment and build a benchmark workplace.” In line with the company’s vision of enabling workplace for all diverse groups, in May 2018 Tata Steel launched WINGS, a LGBTQ+ employee resource group, and in 2019, the company rolled out a new HR policy that enables colleagues from the LGBTQ+ community to avail all HR benefits permissible under the law for their partners (people of same-sex living together) like coverage for child care leave, new born parent leave, medical benefits, joint house points, employee assistance programmes, domestic travel policy, health check-ups, transfer and relocation benefits, honeymoon package and more, reinforcing the culture of inclusion. Tata Steel’s vision is to be a truly world-class organization that respects the uniqueness of individuals to create a diverse and inclusive atmosphere. The company’s diversity and inclusion charter started taking concrete shape in 2015, with the launch of ‘MOSAIC’, a diversity group. Focusing on five key pillars: Sensitization, Infrastructure, Recruitment, Retention & Development and Celebrations, MOSAIC facilitates a diversity..
Read more at: News: Tata Steel leads the way for LGBT+ inclusion — People Matters
6
HUMANE-R|VOLUME25
40% Indian professionals expect jobs to increase in 2021: LinkedIn As per the key survey and platform data released by LinkedIn, 9 in 10 will spend equal or more time working during the year-end holiday season, compared to last year. As 2020 comes to a close, LinkedIn, the world's largest online professional network, released key survey and platform data highlighting the sentiment of the Indian workforce. LinkedIn year-end data shows that despite experiencing radical changes in the ‘way we work’, India has remained cautiously optimistic and resilient in the face of uncertainty, and overall confidence scores remained steady between +50 and +57 from April to November. Findings show that 2 in 5 (40%) Indian professionals expect an increase in the number of new jobs (up from 19% in April), and 1 in 2 (53%) expect their companies to do better in the next 6 months, going into 2021.
In 2020, online learning and digital skills took centre stage and Indian professionals pivoted to upskill themselves and stay productive. LinkedIn data states that the average number of monthly learning hours on LinkedIn Learning increased 3X from April to December 2020, compared to pre-Covid months of January and February. 3 in 5 (57%) professionals say they will increase their time spent in online learning going forward, as per LinkedIn’s year-end findings. However, working in isolation and navigating a tough job market over the past few months has adversely affected India’s emotional well-being and financial outlook. As of November 2020, 4 in 5 (78%) unemployed professionals feel stressed, and only 1 in 3 (32%) Indians expect their incomes to increase, heading into the New Year. This holiday season, 3 in 5 (61%) Indian professionals say they will take less time off, while about 9 in 10 (87%) say they will spend equal or more time working at their primary jobs this year-end..
Read more at: News: 40% Indian professionals expect jobs to increase in 2021: LinkedIn — People Matters
7