IIM ROHTAK H U M A N E - R CLUB P re s e n ts
H R BULLETIN VOLUME 65
humane.r@iimrohtak.ac.in
HUMANE-R|VOLUME65
HR BULLETIN
What’s in the dynamics of Learning & Development for organizations today Any employer interested in creating an engaged, empowered, and skilled workforce knows that investing in learning & development is a priority and not an option. They say, ‘Change is the Only Constant’, likewise, in the process of Development, Learning is the only Constant. Having said that, the pace at which outlets of Learning & Development have been advancing, the possibility of transforming the sea of opportunities into categorized talent pools, has become evident.Therefore, connoting that the only way to develop is through learning is justified all by itself. The transformation of the traditional culture of working from physical offices to remote working here is and can be considered as the most relatable anecdote in this case. Surprisingly, the workforce geared up very well to adapt to the new normal, indicating that the development of a stronger mindset is subject to the fact of being apt on learning. However, during the process employees sometimes tend to fall prey to holding out for foreseeing or becoming the “perfect” resource thereby making the mistake of thinking that the “top gun” employees in the respective field are necessarily the best to look up to. Usually, it is a misguided effort.
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It is during such times wherein the organizations should step in and look out for a tangible or intangible solution. Amidst the reoccurrence of such an event, the custom of fixating on talent can be parked aside and the focus can be driven towards investing in the Learning & Development of their employees; Skilling & Re-skilling. Learning and development is not an option in 2021, in fact the new work era calls for a new work culture and redesigning the old playbook to make it palatable for today’s learner. Learning & Development has been at the forefront and center of addressing some of the key challenges surrounding higher performance, leadership skills, uncertainty, and teamwork. COVID-19 accentuated this need further. Around 20% of the skills that the workforce possesses today will be relevant in the next 3 years and 1/3rd of the same cluster would have learned something new that didn’t exist perpetually. Is this a blessing? Yes, for the organizations who take into account investing in skilling and reskilling their workforce. It’s also been observed 78% of people experience minimal training impact. This is scary enough to keep CEOs awake at night. Any employer interested in creating an engaged, empowered, and skilled workforce knows that investing in learning & development is a priority and not an option. Like how a win is backed by a sack of fallouts & failures, expecting challenges in the way forward for investing in the concept of skilling & re-skilling is certain in organizations. A way to overcome a challenge as such in the work fronts for Learning & Development is combining the emphasis on technology with the need to humanize it; marrying digital fluency with personalization because we have been witnessing a massive rise and demand for on-demand learning. The new organizational learning landscape has likewise hurled the test of consolidating remote work, diversity, equity, and inclusion while accepting new plans and standards, styles, and advancements. Innovative learning patterns have arisen, which have altered how individuals learn and create at work. Fast Learning New-age learners are looking for crisp, bite-sized, and contextual content Long term learning In contrast, learners are also in the search of long-term learning. To exemplify, beginners often look for (Massive Online Open Courses), deeper learning experiences, and the broadening of their learning base A New Landscape of learning In the new landscape of learning, while coaches and mentors play a big role, it's the learners and their medium of learning which is significant to understand. The role of the learners is massive. Learners are now eager to not only co-create content but also to choose and control what they want to learn. Experiencing technology is the flavor of these times. Skill enhancement Skilling and reskilling have taken center stage and we have seen the massive rise of learning outfits that have mushroomed in 2020-21 supporting the very demand Upgrading digital tools: Now that the world of work has completely changed and the hybrid work model is now a reality, organizations need to re-look at their digital learning strategies. Returning to a pre-pandemic work-life will definitely take more time, but that does not stop us from understanding and building a varied ecosystem where learners work remotely. With the latest technology and digital tools at our disposal, investment in Learning & Development is definite in supporting the growth of employees' on professional fronts, no matter wherever they operate. It is for the recruiters to consider that while screening for the right fit for their or any organization, rather than settling on the context of “Does the candidate already know how to do what is required?”, looking out on the lines of “Can the Candidate learn about what is required for this job” would speed up the process and broaden the recruitment horizons…
Read more at: https://www.peoplematters.in/article/trainingdevelopment/whats-in-the-dynamics-of-learning-development-for-organizationstoday-31108
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Neeyamo launches an All-Women Global Development Centre in Nagpur, plans to hire 500 women The new All-Women Global Development Centre in Nagpur will offer high-end technology roles for women at entry, mid and senior levels. Neeyamo, a technology-driven global payroll and HR solutions has launched an all-women global development centre at Nagpur. The centre has alreade hired 100 employees and is expected to onboard 500 more women by April 2022. The initative is part of Neeyamo's ‘Naari Sakthi’ program. The centre will enable women professionals to explore high-end technology roles at entry, mid and senior levels. The Nagpur centre has been designed as to service Neeyamo’s Fortune 500 payroll clients in the Asia-Pacific & MEA region. It will have a team of technology experts, payroll specialists, implementation experts, and customer support executives supporting these customers. Speaking about the initiative, Rangarajan Seshadri, CEO, Neeyamo said, "This programme was established to improve the lives of our current female employees and to provide new opportunities for women in the workplace. In this second decade of our operations, we are looking to create job opportunities in tier-two cities because we believe in the immense potential that we see in these markets. Guardian Minister Adv. Yashomati Thakur, Maharashtra Government's Women and Child Development Minister, said, “It is commendable to see organisations like theirs take steps to empower women and enhance their abilities. I congratulate them on their initiative and wish them all the best." Rangarajan believes that the Nagpur centre would play an instrumental role in Neeyamo's growth.
Read more at: https://www.peoplematters.in/news/recruitment/neeyamolaunches-an-all-women-global-development-centre-in-nagpur-plans-to-hire-500women-31100
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Ready to redefine the future of HR? Focus on 3Rs – Rethinking, Reskilling and Resilience Remote work, shifting roles, competing home and work obligations, and a hyper-focus on workplace health and safety have all forced businesses to rethink everything. The pandemic has fundamentally upended the nature of work as we know it. The workplace had already been changing for a few years, but the recent crisis threw expectations off a cliff. Business leaders, especially HR professionals can no longer talk about the future of work as though change is on the horizon. The future of work is here now. However, many organizations are struggling to keep up. Remote work, shifting roles, competing home and work obligations, and a hyper-focus on workplace health and safety have all forced businesses to rethink everything. What are the priorities? How can teams accomplish more with less? How does HR strike a balance between productivity and employee well-being? In a nutshell, how do organizations conduct business as usual in unusual circumstances? As HR leaders reorient business processes to a true people-first paradigm, three guiding themes have emerged: the need for empathy, resilience, and empowerment. Taken together, these themes can help guide HR leaders through changing times. Rethinking reskilling— investing in critical skills versus critical roles Keeping workers relevant by renewing their skills has long been a given, but it may no longer be sufficient in the future. Few organizations are proficient at predicting what the market will require months, let alone years in advance; reskilling workers to fill new roles will always be a game of catch-up. Organizations should shift their focus from individual roles to organizational-wide skills to better prepare for the unexpected. Human resources can help to facilitate this shift by encouraging employees to think outside of their roles and traditional career paths…
Read more at: https://www.peoplematters.in/article/strategic-hr/ready-toredefine-the-future-of-hr-focus-on-3rs-rethinking-reskilling-and-resilience-31041
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Delhi Police gets a HR division as part of major revamp Special CP (headquarters and general administration) S Sundari Nanda has been posted as special CP/human resource division. As part of a major revamping exercise undertaken by police commissioner Rakesh Asthana on Saturday, Delhi Police has got a human resource division. The said division will handle units like personnel management, training and welfare. Special CP (headquarters and general administration) S Sundari Nanda has been posted as special CP/human resource division. Meanwhile, the anti-terror unit (special cell), too, is set for an overhaul with four new DCP-rank officers and new verticals, with an eye on evolving threat perceptions and changing security situation in the region. Other changes include the following- Special CP, women safety, Nuzhat Hassan, will now work as special CP, vigilance and public transport safety division; appointment of veteran sleuth K P S Malhotra, who has probed highprofile cases in crime branch, as DCP (cyber division) in special cell; and appointment of Muktesh Chander as special commissioner of technology and project implementation division. He will also hold additional charge of community policing and the media cell division. The special cell is being strengthened by more officers. The new mandates will be established keeping in mind the threat perception and security ambit. The units will be augmented with new technologies and human resources, as per a senior officer.
Read more at: https://www.peoplematters.in/news/strategic-hr/delhi-policegets-a-hr-division-as-part-of-major-revamp-31043
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Technology is transforming talent management. Are you in on it? Intuitively, talent managers and leaders are increasingly adopting technologies like Artificial Intelligence (AI), Machine Learning (ML), Data Analytics and Cloud in their talent management ecosystem to tackle this change in the environment effectively and make it more agile. The Covid-19 pandemic has radically transformed the workplaces of today, bringing about a paradigm shift in the talent management approach of companies worldwide. As remote working becomes the new normal, it is imperative for employers to embrace modern tools and technologies to ensure a seamless workforce experience amidst these unusual times and beyond. Add to this the influx of Gen Z employees into the workforce. They demand nothing less than always-on, always-connected, seamless experiences across the talent development value chain. Intuitively, talent managers and leaders are increasingly adopting technologies like Artificial Intelligence (AI), Machine Learning (ML), Data Analytics and Cloud in their talent management ecosystem to tackle this change in the environment effectively and make it more agile. Talent Recruitment & Onboarding One of the foremost benefits of technology adoption in HR and talent processes is enabling talent managers to attract the right people with the right skills to their organization. Assessing and acquiring new candidates virtually, which might have seemed like a tough job a few years ago, is now a reality, thanks to the rapidly advancing era that we are a part of. Insightful data generated through deep analytics aids employers in assessing the candidates’ profiles efficiently, enabling them to take quick, better decisions. Assessment also takes place through tools such as online tests, demonstration videos, which further allows employers to provide timely feedback to applicants…
Read more at: https://www.peoplematters.in/article/talentmanagement/technology-is-transforming-talent-management-are-you-in-on-it31035
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