IIM ROHTAK H U M A N E - R CLUB P re s e n ts
H R BULLETIN VOLUME 57
humane.r@iimrohtak.ac.in
HUMANE-R|VOLUME50
HR BULLETIN
Addressing the skill gap for freshers The world around us has changed immensely. What was relevant a decade ago, doesn’t even exist today. Organizations have re-discovered their assets—not ambitious business strategies, but workforce, who power growth and innovative ways of improving the business and strategies. 2020 saw Discovery. That’s the common factor between the above quote & organizations where new roles and careers are being shaped by ‘evergreen skills.’ The traditional ways of hiring and working have been demolished. Instead, the new reality world is more inclined towards multidisciplinary approach, agile & creative mindsets and future leaders who take risks, see failures as a learning opportunity and pull their teams up. Because this is the secret formula to success not just for workforces but organizations too. That’s the discovery! A recent survey by NASSCOM has revealed that more than 50% Indian professionals will have to upskill themselves to match the changing dynamics of the industry. Adaptability, reasoning, critical thinking, agility, risk-taking and strong communication skills are most sought-after, in any fresher or senior professional today. So how does one acquire these skills—are they inborn/ require special training or degrees? Let’s explore.
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HUMANE-R|VOLUME50
The world around us has changed immensely. What was relevant a decade ago, doesn’t even exist today. Organizations have re-discovered their assets—not ambitious business strategies, but workforce, who power growth and innovative ways of improving the business and strategies. Enter the ‘evergreen skills’ as mentioned above. These skills will outlast any change --predicted or unforeseen—and can slip into any role or multiple roles with immense ease. With this new learning, it’s no wonder then, that organizations within Indian and across the world are giving greater emphasis to people development initiatives, upskilling, and honing soft skills and life skills. Why? Because A McKinsey study found that the demand for emotional skills across all industries in the United States will grow by 26% between 2016 and 2030. In my opinion, it will be the same story in India. Every human is blessed with these skills and the time to look within is here. All of us have been blessed with these skills. We just need to hone them. To begin with, set a daily routine and follow it on a very disciplined basis. But make sure that you have a mixed bag—wherein work and fun create a positive setting and give you an extra energy boost. Make a daily priority list and simply follow it. Be mindful of yourself and others around you and maintain a daily journal which assists your self-reflection and gives insights. Don’t forget to have a gratitude list which will ensure that you appreciate the smaller things in life and help you grow as a person. It’s been my experience that every step listed above counts in building a positive persona which is received warmly at the workplace. As a survey conducted by Zety suggests, 57% of top CEOs and recruiters say that teamwork is a vital skill. Similarly, 55% and 46% consider communication and time management to be the next in line of invaluable employable skills. Here are some skills that are in demand today: Be open, adaptive, and resilient: Life is an unpredictable adventure with challenges and rewards. Your attitude in this journey is the critical differentiator that will define your learning, experiences, and career trajectory at the workplace. So, when unforeseen changes happen, are you able to meet these challenges head-on? Can you adapt to the changing/changed environment and be unshakeable no matter how troublesome the pressure? Being flexible and resilient to the hard knocks of life will make you a valuable employee and human being. Role Juggler and People’s Person: The age of just being good with a single role are over. Now, it’s the age of the multi-role-professional and how you behave and deal with your colleagues and peers also matters, big. How good are you at managing emotions and behaviours of yourself and other people? A person with a positive attitude, team spirit, supportive, respectful of other people, a good listener and a good sense of humour is considered a huge plus. Problem solving mindset and communication: When faced with a daunting task or challenge, how do you respond to it? Your outlook and attitude matter here. Do you see this as an obstacle, or do you have a solutions-oriented approach to it? Keep information and communication simple and transparent. You will be always appreciated for a Learning Agility and ability to meet deadlines: The future is about your ability to be agile in picking skills and competencies that are relevant. No formal education set-up can prepare you for an event that cannot even be imagined now. Learn to learn what you need to—whether technical or life skills. Upskilling is a way of life, at workplaces now. And yes, discipline will always count so make sure you stick to all your deadlines by making a schedule. The roles today may not exist a decade from now and we may be looking at a very different scenario. Degrees will continue to have relevance, but the era of a comprehensive professional has already dawned. Organization will continue to invest in people and focus on learning and development. You will learn a lot here of course. But do not forget that the greatest teacher and lifelong mentor will always be--life. Embrace the journey with all its challenges. Fearlessly.
Read more at: https://www.peoplematters.in/blog/skilling/addressing-the-skill-gap-forfreshers-30339
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HUMANE-R|VOLUME50
How sustainable is the hybrid work model in the post-pandemic era? Despite the prolonged period of remote working, organizations feel anxious about implementing the hybrid work model for the long run. As the lockdown curbs begin to ease, organizations are seen exploring ways to promote a safe work environment. The concept of remote working adopted during the lockdown period made it feasible for organizations to continue work operations without hampering employee productivity. Now HR leaders and organizations are keenly looking for innovative models that can be availed in the post-pandemic world to create an efficient and healthy workplace. Given the circumstances, nine out of ten organizations will be combining the concept of remote and on-site working, according to a recent survey. The hybrid work model will have some employees working from home while some working from the office, depending on the nature of the work and responsibilities pyramid. The new work model provides a greater sense of flexibility to the employees while boosting their productivity and enhancing the employee experience. Traditionally, hybrid work models were present in large organizations where field managers were allowed to perform field tasks without being present in the office. However, the resurgence of the pandemic has triggered the need for adopting a new work model that not only benefits the employees but also organizations. As a result, there is a hubbub among corporates to implement a hybrid work model. Employers are reinventing their strategies to ensure a highly productive environment during the period of…
Read more at: https://www.peoplematters.in/blog/life-at-work/howsustainable-is-the-hybrid-work-model-in-the-post-pandemic-era-30315
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HUMANE-R|VOLUME50
How career guidance can improve job prospects for young people? Career guidance can enable individuals in moving from the general understanding about career to a more specific understanding of the practical career options available. Young people are always in search of answers to the questions related to their career and the most common questions they have in their mind is “How to clarify career goals and how to achieve them? Right guidance at the right time cannot only improve the chances of their job prospects but can also help them march ahead in life with clarity. Career guidance can help them in the following ways Before we discuss how career guidance can improve job prospects, let's understand the meaning of career guidance as a process. Career guidance is the process of helping individuals (school or college students or professionals) in identifying suitable occupational or self-development alternatives and in taking career decisions based on the demand and needs of the future of work. Career guidance can enable individuals in moving from the general understanding about career to a more specific understanding of the practical career options available. Transition from school or college to work: One of the fundamental reasons why career guidance is needed is to help in the transition from school or college to work environment, high-quality advice is essential to help young people in making informed decisions about their career and how they can make the transition towards the career direction of their interest.
Read more at: https://www.peoplematters.in/blog/training/how-careerguidance-can-improve-job-prospects-for-young-people-30316
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HUMANE-R|VOLUME50
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HR technology strategy for post-pandemic success The pandemic has brought a significant change in where we work, how we work, what we work on and who we work with. Remote, flexible working is the new norm with an expanded network and a new set of responsibilities on our plate. Not simply a series of unprecedented changes, what we have in front of us is an opportunity to face the challenges head on and attain a new level of success in the post-pandemic era with the right HR technology. At the People Matters TechHR India Conference 2021, Serena Huang, Global Head of People Analytics & HR Technology, Paypal provides insights on the steps that can be taken in creating that strategy well as maximizing the value of HR technology with people analytics. An organisation needs to have clarity on the outcomes they want when investing in HR Tech be it a safe and healthy environment for your employees through solutions such as contact tracing, vaccine management, visitor management; creating a curious and open to learning workspace by using VR; building a connected and engaged workforce by relying on surveys for measuring engagement and definitely laying down the foundation for an organisation purpose that the people could align with and find meaning in; or even creating a seamless cooperation between onsite and remote employees where inclusion takes priority by gathering rapid employee feedback through tech solutions; and finally, faster onboarding through learning solutions and greater accessibility to company data. Employee listening programs are key to measuring the way an organisation and its culture is moving forward and whether it is with the vision that has been outlined. Moreover, inspite of an overall vision, the outcomes that a company prioritizes will pave the path for the right HR Tech strategy.
Read more at: https://www.peoplematters.in/article/hr-technology/hrtechnology-strategy-for-post-pandemic-success-30331
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HUMANE-R|VOLUME50
How People Analytics is changing the HR game In the session WorkTECH Masterclass: People Analytics: The Key to the Next Generation of HR of the TechHR India 2021 Conference, McNulty puts forward the importance of people analytics in talent management today. We are living through a historic disruption in the world of work. None of our ancestors who have been associated with the HR function have witnessed such rapid changes in the professional space, shares Keith McNulty, Global Director of Talent Science and Analytics at McKinsey & Company at People Matters TechHR India 2021 conference. With the evolution of work culture and technological advancements, social contracts between employees and employers have also evolved. Today, the social contract has gone beyond monetary compensation to include employee experience and emotional connection. In case of failure on the part of the employers to stand by the new form of the social contract, employees tend to put down mass resignations, which is a common and new threat to almost all the industries. In order to cope up with this challenge, leveraging data and analytics is highly required to be able to retain the key talents within the organisation. ‘In a balanced situation, where things are stable, you expect individual wealth to track national wealth. During the period of high innovation, it is found that the investors tend to take in a lot of the national wealth while the average workers don’t at all benefit,’ says Keith McNulty. Imperative for HRs to embrace innovation Keith pointed out that according to an analysis carried out by McKinsey, in the coming years, people will no more be laid off with nothing to do but they will shift from one job to another. He stressed that we should expect profound shifts in work. Somewhere between 3-14% of the global working population will make this….
Read more at: https://www.peoplematters.in/article/hr-analytics/how-peopleanalytics-is-changing-the-hr-game-30329
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