IIM ROHTAK H U M A N E - R CLUB P re s e n ts
H R BULLETIN VOLUME 31
humane.r@iimrohtak.ac.in
HUMANE-R|VOLUME31
HR BULLETIN
Early-career HR professionals can now upskill with Aon’s Next Generation HR Hub With its Next Generation HR Hub, Aon HR Learning Center’s (AHLC) brings an ecosystem to sharpen role impact, access cutting-edge insights, and showcase skills. The future is as uncertain as it could get. Business models are getting disrupted rapidly. The early-career HR professionals have a lot of challenges on the way forward and there is clearly a skills gap that needs to be bridged. But, if they, along with the business leaders invest in their learning and development now, both the professionals and the businesses will be better equipped to face the unprecedented future of work. But what are the skills they need to build? How can they acquire the relevant knowledge to enable business-relevant people outcomes? How can they play a more strategic role and impact the business bottom line? The expectations from the HR function have clearly evolved over the years. From a cost center to a business partner to an advisory role. An HR perspective has never been more critical to determine the way forward for an organization. To fuel his/her/their perspective today, CHROs are going to need their teams to be equally equipped with the right knowledge, tools, and aptitude to grasp the emerging business challenges and opportunities and recommend suitable, scalable solutions.
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This requires stepping beyond the perceived boundaries of the HR function and addressing business challenges head-on with the required business and people skills. Aon HR Learning Center is here to bridge the skills gap for next-generation HR professionals with its Nect Generation HR Hub.
Aon HR Learning Center’s latest initiative is here to help early-career HR professionals accelerate their learning curve and be more future-ready. With its next-generation HR hub, AHLC brings an ecosystem to sharpen role impact, access cutting-edge insights, and showcase skills. Here are the key features of the Next Generation HR Hub: Functional Learning & Horizontal skills: Learners will be able to enhance role-readiness for Business Partnership, Learning & Development, Talent Acquisition, and Rewards. They will also understand specialized areas such as Analytics, Assessment, and Performance Management. Insight Series: HR professionals and organizations who become part of the hub will get a business outlook impact on HR paradigms and can prepare for disruptions in the employee lifecycle. HR Quotient: Assess yourself or your team on lenses of knowledge, cognition, and personality & get certified scores accessible through secure and verifiable digital platforms. With over 250 hours of self-paced HR content, the learner will decide how and when they want to learn with elearning, recorded virtual sessions, casework, and live webinars. The program is designed for new HR managers, early-career HR generalists, early-career HR specialists, and students pursuing HR. The eligibility criteria are under six years of HR experience as of 1st January 2021. Business existence is gravitating towards agility, speed, and innovation. While broad-based HR education and specific process experience are still useful, deep technical expertise is the need of the hour for high role impact. Talking about the Next Generation HR Hub, Pritish Gandhi, Practice Leader, Aon HR Learning Center says, " While awareness of young HR talent has increased, role readiness is still lagging. By holistically focusing on technical expertise, effective partnership, and business acumen; Aon’s Next Generation Hub will focus on preparing early-career HR professionals for roles of Business Partnering, Learning, Rewards and Talent Acquisition.” With all the critical skills built, the role-readiness enhanced, and better business acumen, the early-career HR professionals will be able to build more effective relationships and create better business impact. They will not only gain leaders' trust but also navigate across contexts and challenges to make a tangible and meaningful impact. The AHLC Next Generation Hub will enable HR managers, students of HR, and all early-career HR professionals to understand business imperatives, connect them with people initiatives, and build a highperformance organization. About AHLC Aon HR Learning Center has been empowering HR professionals across functions and levels that impact business outcomes. Spread across 15 countries in Asia-Pacific, and the Middle East it has so far helped more than 12,000 professionals impact business results. With 22 flagship learning journeys across roles, it has enabled HR capability at over 1500 organizations…
Read more at: https://www.peoplematters.in/article/leadership/earlycareer-hr-professionals-can-now-upskill-with-aons-next-generation-hr-hub28309 3
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Employee engagement through L&D– Strategizing for 2021 & beyond L&D is at the center of employee engagement. It is one of the key drivers of employee engagement. The very fact that organization is providing L&D opportunities to employees itself is a reflection of the fact that organization is willing to invest in employees and their engagement. For businesses to stay relevant and thrive in the coming years, engaging employees has become more critical than ever. The onus is on the L&D function to capture the heart and minds of the employees to nurture talent and build a future-ready workforce to drive business performance. Recently People Matters and Upside LMS hosted a webcast, “Employee Engagement through L&D – Strategizing for 2021 & Beyond,” which addressed key issues and emerging opportunities: • Understanding employee engagement in the new normal • How is learning & development a critical element for employee engagement • How can organizations engage employees through their L&D strategies in 2021 and beyond? The session was led by Amit Gautam, Founder & CEO of Upside LMS, and Sudhir Koka, Senior DirectorLearning & OD, GVK Biosciences. Here are some excerpts from the webcast: Understanding employee engagement in the new normal Sudhir started the discussion by giving an outline of an engaged employee. He shared, earlier when we talked about performance, the conversations used to revolve around how an employee performed, it then moved beyond and included the aspect of employee satisfaction, and later it included the element of employee commitment– Organizations wanted employees who could perform, who is satisfied, and who is also committed. However, in the recent past, organizations have started to talk about employee engagement…
Read more at: https://www.peoplematters.in/article/trainingdevelopment/employee-engagement-through-ld-strategizing-for-2021beyond-28308 4
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Prioritize skilling, bridge the digital divide: Expectations from the Union Budget 2021 What are some of the expectations of corporates and startups from the Union Budget 2021 when it comes to skilling, regulating gig economy, and making Indian talent employment ready? Read on to know more. The Budget session of the Parliament is all set to commence with the presentation of the Economic Survey of India on January 29. The Chief Economic Advisor Krishnamurthy Subramanian will present the Economic Survey 2020-21 on Friday. The survey will provide a glance at how Indian economy has progressed in the last 12 months. Though there are no specific demands, there are certain issues that HR leaders want to address in the Budget. Like every year, skilling and employment generation have turned out to be the key expectations from the Budget for 2021-22. However, this year talent leaders also expect Union Budget 2021-22 to revive women-led businesses and skilling programs for women. Edtech pining on formal recognition and tax sops from the Budget
Nilesh Gaikwad - Country Manager at EDHEC Business School shared, “The education sector is optimistic of Budget 2021. Among other things, this year’s budget will set the pace for implementing National Education Policy 2020. Upgradation of India’s education infrastructure will be high on cards. Government could set aside grants for fueling research-based degree programmes and specialized laboratories across institutions in tier-2 & tier-3 cities.” He further added that hHaving proved their worth in gold during lockdown, Edtech will be hoping to get a formal recognition and tax sops from the Budget. In addition to the current schemes like free mid-day meals etc., the government should collaborate with telecom companies to offer subsidized data plans to under-privileged students taking online classes. Easy availability of funds and higher tax exemption on education loans will strengthen parents’ resolve to register their wards for higher education. In many ways,..
Read more at: https://www.peoplematters.in/article/skilling/prioritize-skillingbridge-the-digital-divide-expectations-from-the-union-budget-2021-28296
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The impending tech-onslaught on skilled human resources The need of the hour for policymakers is to emphasize immediate formal skill training while also undertaking systemic changes in Education sector.. Being a country of 1.3 billion with a median age of about 29, India is demographically poised to meet the talent needs of the global economy. However certain factors restrain the ability of India to exploit the competitive edge. Firstly, a number of emerging technologies and increased mechanization threatens to make demographic advantage a demographic nightmare. Secondly, India struggles with unemployable pass outs churned by educational institutes while corporates struggle for talent. As per India Skills report released by AICTE, the percentage availability of employable talent in India has seen progressive growth from 37.22% in 2015 to about 47.38% in 2019. Despite steady improvement, India languishes out there among the worst nations with such dismal figures. The New Educational Policy is a significant one in a bid to fundamentally alter the talent market in the long term. The flaws in Indian Education system were always well known but a major reform has eluded the sector even as private enterprises filled the gap by providing skill development courses. Despite private educational institutes and vocational training centres filling the gap, an abysmally low number of workforce undergo formal training. Consequently, a number of corporates invest heavily in training programs. With developments in technology, it’s not just blue collared workers whose livelihoods are under threat. Most of the white collar jobs have a technological element right from clerical jobs in banks and financial institutions to Production incharge of a manufacturing shop floor. However despite the sustained efforts by government and private enterprises to improve the quality of human resources in India, the long term positive impact is under a cloud of emerging technologies which can undo the Government and corporate efforts in this direction. Ever since the dawn of the era of mechanization, blue collared workers and labourers had borne the brunt..
Read more at: https://www.peoplematters.in/article/hr-technology/theimpending-tech-onslaught-on-skilled-human-resources-28290
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How to map skill development needs across functions The need of the hour is to build ‘talent marketplaces’ that actively address both sides of the workforce supply and demand equation Business success, today, more often than not is a direct outcome of an organization’s ability to unlock human potential to define and deliver new outcomes. The fluid and uncertain outlook for businesses is here to stay, and navigating these uncertainties demands focused attention on the core driver of performance i.e. people. Strategic skill development for organizational success is closely linked to employee development at an individual, team and organizational level. The ‘new normal’ gave rise to new business needs, which in turn demanded new-age skills – from remote team management, personal time management amidst blurring work-life priorities, agility and resilience. The rise of remote working makes it imperative for employees to go above and beyond to perform their jobs well. Training needs identification & training need analysis has been a core process in driving organizational learning, but with the current landscape, there’s a need to reboot the process in view of the agile business shifts. Skills mapping is a systematic approach to measuring, identifying and developing valuable skills within an organization. Today, the core objective of skills-mapping is to cultivate the skills for future readiness and success. The skill mapping process 1. Build a competency framework: Understanding what skills high performers apply on-the-job and to what degree, is imperative to understanding the skill gap. A competency framework with varied proficiency..
Read more at: https://www.peoplematters.in/article/talent-management/how-tomap-skill-development-needs-across-functions-28279
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