Human Resource

Progressive organizations that are seeking a profound competitive edge in the digital world have been increasingly focusing on the need for HR agility. However, there is lurking concern that HR agility is endangered to become a trending buzzword in corporate conversations. HR agility is basically the ability of the HR function to react instantly and adequately to the evolving employee expectation, business conditions and workplace disturbances. Therefore, HRs are expected to elevate their functions to a level where they can keep pace with the evolving demand. Today’s business processes have a more stable environment. The objective is to drive efficiency, consistency and risk reduction through tight procedures and controls. It is with the emergence of global competition, changing customer demand, political turmoil, supplier upheavals and economic troughs that the stability is getting replaced with permanent volatility. Gone are the days when the pre-structured polici

Human resource is the people science and the most complex as it’s is dealing with the most uncertain creatures i.e. we the humans. Still, this function of HR that is responsible for reward and recognition for other departments is still not getting the due recognition for itself! “Why the Indian HR Ecosystem lags behind the HR ecosystems of developed countries?" Let's try understanding the reason ….. The impacts of globalization in the industry is continuously evolving and consequently pushing all work functions to become in-line. Whereas the primary functions like sales and tech are the first one to get aligned, it poses a lot of challenges for secondary functions like HR to match up the same. Sadly, in accordance to a study, 51% of companies are linking business impact to HR programs. In addition, 60% believe in holding HR accountable for not just talent, but also business outcomes. This indicates that almost half of the HR industry is still in the support/a

EV’s in India have opened ample business opportunities for automobile companies within the country & across the globe. Many resourceful developments in the Industry have taken place giving positive signs to the rise of Electric Vehicles. So, given the insights of the trending market, does India plan to have all-electric vehicles by 2030? This target seems way too ambitious. The EV Industry has just taken birth in India, to raise or develop the newborn industry. The critical resources like high investments, state policies and incentives will have to take a great role for the nation to compete globally and such resources would be the key factors. As per Dr Pawan Goenka, MD of Mahindra & Mahindra, “In terms of EV Connectivity, Norway has 22%, China has 2%, India has only 0.2% for us to talk about full connectivity by 2030 is perhaps too ambitious but 20% by 2030 is the realistic target”. However, in order to achieve these figures, the Indian Automobile Indust

Progressive organisations that are seeking a profound competitive edge in the digital world have been increasingly focusing on the need for HR agility. However, there is lurking concern that HR agility is endangered to become a trending buzzword in corporate conversations. HR agility is basically the ability of the HR function to react instantly and adequately to the evolving employee expectation, business conditions and workplace disturbances. Therefore, HRs are expected to elevate their functions to a level where they can keep pace with the evolving demand. Today’s business processes have a more stable environment. The objective is to drive efficiency, consistency and risk reduction through tight procedures and controls. It is with the emergence of global competition, changing customer demand, political turmoil, supplier upheavals and economic troughs that the stability is getting replaced with permanent volatility. Gone are the days when the pre-structured polici

Akeela having completed her executive MBA in marketing from a top b-school has recently joined a tech startup in Bangalore. During the interviews, she was trying to gauge the culture of the company however with limited time available in the office space and lack of inputs available on the internet about the startup company, she couldn't find much information and reviews. Shortly after joining, she realised that her boss, an ex-star rated employee of a big 4 firm, has been extremely loud and foul mouth. While Akeela was on the learning curve in the very first week of joining, she found her boss to have humiliated her in public twice for not knowing a few data analytics processes. This was an extremely unsettling feeling for Akeela. Soon she found from her colleagues that there has been a high drop out in the past because of the bad behaviour with the employees. And in the very first month of her joining, she started regretting her decision of joining a startup. In the pres

As we are moving in the digital era, the term 'Man-made consciousness (AI)' is a part of our day by day discussions. We hear all kind of things about machine learning having a worldwide effect by streamlining and simplifying the procedure we perform to complete a task in a more productive and less tedious way. What is Artificial Intelligence?  We heard a lot of AI or technological advancements, but what exactly these terms are? In straightforward terms, Artificial Intelligence (AI) is the capacity of a machine (or a mix of various machines) to settle on wise choices (like what people can take) in view of the accessible dataset. The process of self-learning by machines is otherwise called machine learning. How Artificial Intelligence is affecting the logistics industry? • The estimation of the Indian  logistics industry  is relied upon to increment from US$160 Bn to US$215 Bn in the following two years. • Indian organizations are quickly coordinating AI with th

“With rapid movement at the top management, now headhunters are geared up for a better display."  The role of leaders at the C-Suite level is evidently crucial, hence any transition taking place at this level will affect the whole organization. On the other hand, these movements have emerged as a good business proposition for the headhunters. With the increasing pace of transitions, the headhunters have become even more active and are trying to get hold of the segment by showcasing themselves in the best possible manner to the prospective clients. But what led to these sudden transitions at the C-suite level? The current volatile economic scenario and the greater competition among corporates have made board members/promoters more aggressive in their approach to sustaining growth. This leads to the higher expectation of board from top management to deliver faster results which is a herculean task considering all practical feasibility. Also, sometimes people ap