tag:blogger.com,1999:blog-42471793922127180382024-03-16T06:40:22.981+05:30rajguptaRaj Guptahttp://www.blogger.com/profile/01130959606795362984noreply@blogger.comBlogger193125tag:blogger.com,1999:blog-4247179392212718038.post-30190762906871656852020-11-30T21:33:00.016+05:302021-03-21T21:48:13.894+05:30Shape Up or Ship Out! - 7 Key Polarities HR Needs to Manage Amidst Shifting HR Dynamics in the world of IoT, AI & Robotics ...<p></p><span style="font-family: helvetica;"><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEguUTb5VvsGS0lrLL5xEx05-ajyOrWb2HgpNRIVsJQhbOw-KGKMX6zwkMnO_2jcQm0QCmRestSvZIuXVq7DXezA5n2qmBuz9tekYH6MajrWdp9LiQcS8EYlOnDgv3qSXNjsaAX2RsdHHles/s286/1608392602394.png" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="176" data-original-width="286" height="394" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEguUTb5VvsGS0lrLL5xEx05-ajyOrWb2HgpNRIVsJQhbOw-KGKMX6zwkMnO_2jcQm0QCmRestSvZIuXVq7DXezA5n2qmBuz9tekYH6MajrWdp9LiQcS8EYlOnDgv3qSXNjsaAX2RsdHHles/w640-h394/1608392602394.png" width="640" /></a></div><br />While the <b>technological changes</b> were playing themselves out in the Industry 4.0 context, Pandemic has accelerated it. It is no longer a luxury! Day by day massive strides are being made and we are getting ruled by <b>fast-changing technologies, driven by AI, Internet of Things (IoT), Chat Bots, Machine Learning (ML), Robotics etc.</b></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">HR is no exception. <b>Technology is rapidly changing the world of work and making it inevitable for HR to undergo hitherto unimagined transformational change.</b></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Almost the entire spectrum of the transactional spectrum will get digitized and HR folks will need to develop<b> new-age skills.</b> HR Business Partner role will reduce in significance, as the operational work will be done by AI-driven service centres & chatbots. At the same time, demand for Specialist Role will increase many-fold.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">While playing a critical role in helping businesses navigate through the change, HR will also need to ensure the<b> future-proofing </b>of people by imparting requisite skills amongst its workforce.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b>For HR to play a significant role, it needs to transform itself radically. </b>The key conundrum at the forefront of the CHRO's mindset is -</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b>HOW TO RIDE POLARITIES AMIDST TECHNOLOGICAL SHIFTS ?</b></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">[For the uninitiated, Polarity is all about Managing 2 opposites spectrum i.e. At one end you want your LEADER to be FUTURISTIC & VISIONARY and at the other spectrum you want him to deliver on quarterly expectations. Another example is - You want Leaders to be Socially Visible, but not Criticised.</div><div style="text-align: justify;"><b><br /></b></div><div style="text-align: justify;"><b>7 Key polarities that HR Leaders will need to Navigate are as follows - </b></div></span><div><div class="separator" style="clear: both; text-align: justify;"><span style="font-family: helvetica; margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="889" data-original-width="1338" height="426" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiaYMHGijm4G4jB6eDqjAwZVSNPIIWhjIoFpUxFcyAXaAxPMXrUcdPGVbzUJ6vv2qLUSks2fjjU1mM4idiLoCEQIcqJy4d4dxdm61oPIaMDgdv77OWVqCY3WVG-I3L_dW5fRPw4SuEDdXoo/w640-h426/1606745509449.png" width="640" /></span></div><span style="font-family: helvetica;"><div style="text-align: justify;"><b>Human Touch - Managing Lay offs </b></div><div style="text-align: justify;">HR will work on more human engagement perspectives, at the same time deploying these technologies which will render many roles redundant.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b>Human Insights - Big Data Analytics </b></div><div style="text-align: justify;">HR will be called to provide meaningful insights, at the same time feedback driven by Big Data or AI, will be readily available to business managers</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b>Collaboration - Remote Working </b></div><div style="text-align: justify;">HR will be called to ensure collaboration and act as a conscious keeper of sustainability in the society, at the same time business will move into digital or remote ways of working</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b>Trust - Technology Surveillance </b></div><div style="text-align: justify;">HR will drive building more trust between the organisation and employees, at the same time technology will monitor & control every micro movement of employees. Software already available in the market, which deliver such monitoring results.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b>Enhanced Employee Touch - Technology Deployment</b></div><div style="text-align: justify;">HR will need to create appropriate employee touch and 'feel events', as more of AR & VR technology is deployed in employee orientation & learning.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b>Values - Algorithms </b></div><div style="text-align: justify;">Most importantly HR will need to work at creating algorithms for AI & ML, which are entrenched in values of the organization and society we live in.</div><div style="text-align: justify;">Fostering Open & Transparent Dialogue </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">As Organization leverage AI to help identify Leadership talent, HR will foster openness and transparent dialogue about criteria which helped AI to do that.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">[Views expressed are personal]</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">The Article was originally published on <a href="https://www.linkedin.com/pulse/hr-shape-up-ship-out-technology-shifting-way-we-raj-/">LinkedIn</a> and jointly written by Raj Gupta & Atul Chugh.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b>About the Authors -</b></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Raj Gupta, Author of Multiple Books & Award-Winning HR Leader with 25+ Years of Experience</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Atul Chugh - Human Resources Professional with 30 years of rich experience and SME in HR OD Processes and Tools.</div></span></div>Raj Guptahttp://www.blogger.com/profile/01130959606795362984noreply@blogger.com6tag:blogger.com,1999:blog-4247179392212718038.post-53270045098284799162020-09-06T22:19:00.029+05:302020-12-19T22:32:37.493+05:30Demystify Values To Create High Performance Global Work Culture...<div style="text-align: justify;"><span style="font-family: helvetica;"><br /></span></div><span style="font-family: helvetica;"><div style="text-align: justify;"><br /></div></span><div class="separator" style="clear: both; text-align: justify;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhD5C7t31PVy2yXh8cQ_gZbUJEUsPCG6Nk8cXzxWkjSxtK0kCNZy8zj6BZqHAWY4fs89jYQTWk3AoGQsr5lopqK3zMSy7pPsyu_Ua36ukrW1T7rUNF6khJSBkTWWyv2e3DD6LamvoiIYHWV/s990/1599384560815.jpg" style="margin-left: 1em; margin-right: 1em;"><span style="font-family: helvetica;"><img border="0" data-original-height="668" data-original-width="990" height="432" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhD5C7t31PVy2yXh8cQ_gZbUJEUsPCG6Nk8cXzxWkjSxtK0kCNZy8zj6BZqHAWY4fs89jYQTWk3AoGQsr5lopqK3zMSy7pPsyu_Ua36ukrW1T7rUNF6khJSBkTWWyv2e3DD6LamvoiIYHWV/w640-h432/1599384560815.jpg" width="640" /></span></a></div><span style="font-family: helvetica;"><div style="text-align: justify;"><br /></div><div style="text-align: justify;">"Only three things happen naturally in organisations : friction, confusion & underperformance. Everything else requires Leadership" Peter Drucker.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">World has moved from Era of Independence to Era of Dependence and now finally progressing towards Era of Interdependence with WTO and other mutual cooperation frameworks existing among different nations of the world. In today’s fast paced world it is imperative for the organisation's to build a strong mechanisms for demystifying value culture as it shape behaviours, and behaviours shape outcomes. </div><div style="text-align: justify;"><br /></div><h2 style="text-align: center;"><b>What Are Organisational Work Values?</b></h2><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Workplace values are subset of your beliefs and ideas or in other words, the guiding principles that are most important to you about the way that you work. There are 4 key component of Organisational & work values as outlined below :</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">[1] Organisational values comprise core values, which are principles that guide a company's actions and practices. </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">[2] Work values are conceptions of an individual of a desirable work activity.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">[3] Work values are the conceptions of what is 'preferable' from among the alternative modes of conduct or end-states' with respect to one's work. In other words, these are individually held conceptions of what is desirable with respect to the individual's work activity. </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">[4] Work values are expected to be an integral part of the nation's ethos; as such, they need to be internalised by members of the society through socialisation, via various institutional channels, so that they become an aspect of individual personalities. <b>A strong Value culture in organisations builds business advantage that helps generate and maintain top-level performance.</b> This is an obvious, intuitive statement that all business leaders understand and discuss. Yet, <b>while many try to create a high-performing culture, few succeed.</b> Why? Is it really that difficult? Not really. The key to culture is understanding that the Organisations and work values are highly significant in shaping behaviours as the formal mechanisms.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">As per Work Force Study and Wall Street Journal Ranking, The <b>following values</b> are very important for Global Organisations as per their order of preference:</div></span><div><span style="font-family: helvetica;"><div style="text-align: justify;"><ol><li><span style="font-family: helvetica;"><div style="text-align: justify;">Open Communication </div></span></li><li><span style="font-family: helvetica;"><div style="text-align: justify;">Nature of the Work </div></span></li><li><span style="font-family: helvetica;"><div style="text-align: justify;">Control Over work content </div></span></li><li><span style="font-family: helvetica;"><div style="text-align: justify;">Job Security </div></span></li><li><span style="font-family: helvetica;"><div style="text-align: justify;">Stimulating Work </div></span></li><li><span style="font-family: helvetica;"><div style="text-align: justify;">Fringe Benefits</div></span></li><li><span style="font-family: helvetica;"><div style="text-align: justify;">Flexible work Schedule </div></span></li><li><span style="font-family: helvetica;"><div style="text-align: justify;">Advancement opportunity </div></span></li><li><span style="font-family: helvetica;"><div style="text-align: justify;">Salary / Wages </div></span></li><li><span style="font-family: helvetica;"><div style="text-align: justify;">Size of Organization </div></span></li></ol></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Given the importance of getting corporate culture right, many organisations invest heavily in shaping their cultures and enriching various values but how many organisations derive maximum value from this investment? Does the money spent on developing and communicating mission statements and corporate values really change employee behaviour? Or, are there hidden, more powerful forces at work that make this investment ineffective? And if the investment in shaping culture does bring about change, is it promoting behaviours that support performance and strategy delivery, or is it inadvertently encouraging sabotage behaviours?</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Armed with an understanding of how Value Index is formed, the path to aligning culture, strategy and Values becomes clear. Leaders can invest with confidence—demystifying the concept of values and bringing the full weight of their workforce behind improving organisational performance.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">[Views expressed are personal]</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">The Article was originally published on <a href="https://www.linkedin.com/pulse/demystify-values-create-high-performance-global-work-raj-/">LinkedIn</a></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">This article has been written jointly by Raj Gupta & Dr. Arun Sachar, as a part of series of 7 Articles on Organisation Climate in Post COVID Scenario. Refer to Link below for other article from the series. They also collaborated to write the Book Titled - Go & Get Your Success - A Kaleidoscope of Leadership Models that Unshackles Usual Patterns.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b>About the Authors -</b></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Raj Gupta, Author of Multiple Books & Award-Winning HR Leader with 25+ Years of Experience</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Dr. Arun Sachar, An Educationist & Management Consultant with 30 years of experience with Top multinationals and premium academic institutions. Author of Many books & research articles.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">You may also like to browse through the other articles that we have done together.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><ol><li><span style="font-family: helvetica;"><div style="text-align: justify;"><a href="https://www.linkedin.com/pulse/3-golden-cs-hr-future-hrm-post-covid-scenario-raj-/">3 Golden C's of HR - Future of HRM in Post COVID Scenario...</a></div></span></li><li><span style="font-family: helvetica;"><div style="text-align: justify;"><a href="https://www.linkedin.com/pulse/paradigm-shift-workforce-engagement-strategies-5-raj-/">Shifting Workforce Engagement Dynamics - 5 Evolutionary Principles Leaders MUST Follow in Post COVID Scenario...</a></div></span></li><li><span style="font-family: helvetica;"><div style="text-align: justify;"><a href="https://www.linkedin.com/pulse/7-success-factors-how-2-stay-top-amidst-volatility-raj-/">7 Success Factors - How 2 Stay on Top Amidst VOLATILITY AND DISRUPTION</a></div></span></li><li><span style="font-family: helvetica;"><div style="text-align: justify;"><a href="https://www.linkedin.com/pulse/time-crack-open-reframe-rebuild-top-6-factors-climate-raj-/">Time to Crack Open, Reframe & Rebuild The Top 6 Factors Affecting Organisational Culture in Post COVID Scenario...</a></div></span></li><li><span style="font-family: helvetica;"><div style="text-align: justify;"><a href="https://www.linkedin.com/pulse/7-factors-affects-managerial-effectiveness-post-covid-raj-">7 Factors Of Managerial Effectiveness That Drives Growth in Organisations [in Post Covid Scenario</a></div></span></li><li><span style="font-family: helvetica;"><div style="text-align: justify;"><a href="https://www.linkedin.com/pulse/top-5-mistakes-leaders-leads-deterioration-climate-raj-/">Top 5 Mistakes By Leaders That Leads to Deterioration of Organisational climate...</a></div></span></li></ol></div><div style="text-align: justify;"><a href="https://www.linkedin.com/pulse/top-5-mistakes-leaders-leads-deterioration-climate-raj-/"></a></div></span></div>Raj Guptahttp://www.blogger.com/profile/01130959606795362984noreply@blogger.com5tag:blogger.com,1999:blog-4247179392212718038.post-23560367649797670292020-08-30T21:43:00.003+05:302020-12-19T22:33:31.252+05:30Top 5 Mistakes By Leaders That Leads to Deterioration of Organisational climate...<span style="font-family: helvetica;"><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjQJQj-s3EfJC2OGHQhFzFEa64_CKWVTJBLKM5vQ7AJVoD_bONQg937hdYzhKBsKFvcpkRR5qfY5Sw3AZ4pvUFJ2YzYxth8XUDJSlwucgwC55B3CUKCb2pOZCpIxpug7OCpcYl6jf1G3gUL/s735/1598788453006.jpeg" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="688" data-original-width="735" height="600" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjQJQj-s3EfJC2OGHQhFzFEa64_CKWVTJBLKM5vQ7AJVoD_bONQg937hdYzhKBsKFvcpkRR5qfY5Sw3AZ4pvUFJ2YzYxth8XUDJSlwucgwC55B3CUKCb2pOZCpIxpug7OCpcYl6jf1G3gUL/w640-h600/1598788453006.jpeg" width="640" /></a></div><div><span style="font-family: helvetica;"><br /></span></div><div><span style="font-family: helvetica;"><br /></span></div>As per Jim Rohn, “The challenge of leadership is to be strong, but not rude; be kind, but not weak; be bold, but not a bully; be thoughtful, but not lazy; be humble, but not timid; be proud, but not arrogant; have humor, but without folly.”<br /><br />At times we come across leader's who demonstrate following avoidable traits that instead of propelling the organisation forward leads to deterioration of the organisational climate.<br /><br /><br />1. <b>Delegating the right jobs to wrong people </b>- this is pretty common in corporate world. At times roles are given not basis meritocracy but because of association or affiliation. Leaders must avoid falling into this trap.<br /><br /></span>2.<b> Taking Credit of every success and give away the blames to other when things goes wrong.</b> They shout at subordinates in full public view without understanding about their own role. Great leaders learns from mistakes and encourage their teams to do so as well instead of passing on the blame to save their own skin.<span style="font-family: helvetica;"><br /><br />3. <b>Not Hiring A-Players </b>- Great Companies are made by A-Players. A-Players are basically the top10 percent of the talent available. The secret is to hire and retain these individuals. But the research shows that typically very few that is in fractions of A-Players are hired. This may be because of fear of inevitable in the mind of leaders, that their position can be in danger if they hire more A- Players. There is a huge financial and career cost paid by the organization because of this mistake of not hiring sufficient A-Players in the organization. Further when the whole world is thriving on building human capital based assets, where will you land, if you commit such mistakes.<br /><br />4.<b> Not Promoting Talent </b>- In today’s fast paced world, another mistake you commit as a leader, if you don’t promote right talent in your division or organization. Some times leaders or superiors don’t allow highly efficient and intelligent employees to come forward again because of fear of inevitable that this can hamper their progress or can affect their job security. They ignore this fact that highly efficient and intelligent employees are the best bet in the events of crisis because with their ideas and aptitude they may drive organization in to fast paced growth. Here, again it is the organization who suffers because of the leaders actions.<br /><b><br />5. Not creating environment of Trust and always creating crisis and then solving it</b> - Another common mistake, leaders commit is not creating environment of Trust. If you create this, organizations start functioning in Auto Mode, where even with less supervision and interference, a high growth oriented environment comes in to function. Leaders who are not creating environment of Trust normally try to create crisis environment and last minute jobs to be completed in hurry, try to exercise element of control and interference, with their subordinates.<br /><br />[Views expressed are personal]<br /><br /><br />This article has been written jointly by Raj Gupta & Dr. Arun Sachar, as a part of series of 7 Articles on Organisation Climate in Post COVID Scenario. Refer to Link below for other article from the series. They also collaborated to write the Book Titled - Go & Get Your Success - A Kaleidoscope of Leadership Models that Unshackles Usual Patterns.<br /><br /><b>About the Author -</b><br /><br />Raj Gupta, Author of Multiple Books & Award-Winning HR Leader with 25+ Years of Experience<br /><br />Dr. Arun Sachar, An Educationist & Management Consultant with 30 years of experience with Top multinationals and premium academic institutions. Author of Many books & research articles.</span><div><span style="font-family: helvetica;"><br /></span></div><div><span style="font-family: helvetica;">The article was originally published on <a href="https://www.linkedin.com/pulse/top-5-mistakes-leaders-leads-deterioration-climate-raj-/">LinkedIn</a><br /><br />You may also like to browse through the other articles that we have done together.<br /><br /><a href="https://www.linkedin.com/pulse/3-golden-cs-hr-future-hrm-post-covid-scenario-raj-/">3 Golden C's of HR - Future of HRM in Post COVID Scenario...</a><br /><br /><a href="https://www.linkedin.com/pulse/paradigm-shift-workforce-engagement-strategies-5-raj-/">Shifting Workforce Engagement Dynamics - 5 Evolutionary Principles Leaders MUST Follow in Post COVID Scenario...</a><br /><br /><a href="https://www.linkedin.com/pulse/7-success-factors-how-2-stay-top-amidst-volatility-raj-/">7 Success Factors - How 2 Stay on Top Amidst VOLATILITY AND DISRUPTION</a><br /><br /><a href="https://www.linkedin.com/pulse/time-crack-open-reframe-rebuild-top-6-factors-climate-raj-/">Time to Crack Open, Reframe & Rebuild The Top 6 Factors Affecting Organisational Culture in Post COVID Scenario...</a><br /><br /><a href="https://www.linkedin.com/pulse/7-factors-affects-managerial-effectiveness-post-covid-raj-">7 Factors Of Managerial Effectiveness That Drives Growth in Organisations [in Post Covid Scenario]</a></span></div>Raj Guptahttp://www.blogger.com/profile/01130959606795362984noreply@blogger.com1tag:blogger.com,1999:blog-4247179392212718038.post-64573729909744097832020-08-09T21:43:00.003+05:302020-12-19T21:56:23.213+05:307 Factors Of Managerial Effectiveness That Drives Growth in Organisations [in Post Covid Scenario]<span style="font-family: helvetica;">There are multiple Culture definition that exists aligned to <b>individual organisation construct, underlying beliefs, assumptions, shared values and ways of navigating through organisation interpersonal dynamics.</b><br /><br />Peter Drucker Quote - The Culture Eats Strategy For Breakfast essentially means that it does not matter how strong your strategy is, its execution depends on the engagement, passion of the people who will execute it and if they are not aligned to the core, it will not work.<br /><br /><b>The question that confronts us is</b></span><div><span style="font-family: helvetica;"><br /></span><div style="text-align: center;"><b><span style="font-family: helvetica;">How Effectively Organization Are Coping with Managerial Effectiveness </span></b></div><div style="text-align: center;"><span style="font-family: helvetica;"><b>Challenges </b><b>in Post Covid Scenario?</b></span></div><span style="font-family: helvetica;"><br />We have attempted below <b>7 Important Organisation Climate Factors that Affects People Effectiveness</b> in organisations that we must check on or evaluate : -<br /><br /><br />[1] <b>Support Mechanisms </b>- Check whether support factor is in place or not. Any person, working in any organization already or has joined newly, <b>needs support of the colleagues, superiors and even subordinates.</b> Support includes help of others in case of any difficulty, help by superiors and trust in each other and is highly significant in post covid scenario. <br /><br /><br />[2] <b>Conflict Resolution</b> - In present remote working scenario, Conflict may arise owing to difference in ideas, views or methods of working. They can be minimised, if there is clarity about responsibilities, healthy competition and freedom for giving opinions. Make sure that your conflict resolution strategy is optimum.<br /><br />[3] <b>Leadership and Communication</b>: In present scenario the most relevant definition of Leadership may be defined in terms of <b>loyalty of functions performed by executives as individuals and as a group in organisations, </b>irrespective of the toughest existence of various scenarios. The function of an executive may inspire his subordinates and they may <b>find a role model in superiors</b> and may depend totally on seniors, depending upon their ability as effective leaders also they need to maintain effective communication. <b>'Communication' includes free and frank exchange of ideas in meetings, free opinion for taking decisions, information-sharing by people about policies and programs of the organization. </b>Organizations must check how many <b>role models </b>with effective communication they have in their senior leadership ?<br /><br />[4] <b>Human Relations </b>- Human relations has gained great significance in present changed scenario and refer to the <b>interactions of people employed in any business firm or an individual unit across the world. </b>They includes <b>mutual confidence </b>among members of various departments, confidence in management about welfare and growth, interaction at all levels in the organization. Check your organization for Strong human relations to make it favorable amongst employees. <br /><br />[5]<b> Check your Climate for Standards</b> - Present scenario of Work from home or Trans National Teams working, all these need fixation and follow, some standards at the individual level, in order to achieve the organisational goals and maintain efficiency. These standards may includes more work expectations, pressure to improve performance and beat the competition. Thus, It is <b>essential to have strict compliance with standards </b>or there should be only a permissible limit of variations.<br /><br />[6] <b>Grievance Handling -</b> A <b>grievance is a spoken or written dissatisfaction </b>which is brought to the notice of the management. The Managers should go into details of a grievance and find out the best possible method of settling it. The employees must be encouraged to tell the grievances . If grievances are brought in to light in time and attended to well in time, people feel satisfied with grievance handling procedure and methods.<br /><br />[7] <b>Decision-Making Mechanism </b>- A Manager has to take many decisions, while dealing with the day-to-day matters of an organization. The factor 'decision-making' includes whether <b>views are obtained at different levels of employees before taking important decisions or not; </b>if decisions are taken by management, then implemented properly or not; and whether proper system of keeping information is maintained. Check whether your decision making mechanisms are well in place.<br /><br />[Views expressed are personal]<br /><br /></span><div><span style="font-family: helvetica;"><span color="rgba(0, 0, 0, 0.75)" style="border: 0px; box-sizing: border-box; caret-color: rgba(0, 0, 0, 0.75); font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline; white-space: pre-wrap;">About the Author </span><span color="rgba(0, 0, 0, 0.75)" style="caret-color: rgba(0, 0, 0, 0.75); white-space: pre-wrap;">-</span><br /><br />This article has been written jointly by <b>Raj Gupta </b>& <b>Dr. Arun Sachar,</b> who also collaborated to write the Book Titled - Go & Get Your Success - A Kaleidoscope of Leadership Models that Unshackles Usual Patterns.</span></div><div><span style="font-family: helvetica;"><br /></span></div><div><span style="font-family: helvetica;"><b>Raj Gupta, </b>Author of Multiple Books & Award-Winning HR Leader with 25+ Years of Experience </span></div><div><span style="font-family: helvetica;"><b>Dr. Arun Sachar, </b>An Educationist & Management Consultant with 30 years of experience with Top multinationals and premium academic institutions. Author of Many books & research articles.</span></div><div><span style="font-family: helvetica;"><br /></span></div><div><span style="font-family: helvetica;"><span style="background-color: white; caret-color: rgb(68, 68, 68); color: #444444; font-size: 14px;">The article was originally published on</span><a href="https://www.linkedin.com/pulse/7-factors-affects-managerial-effectiveness-post-covid-raj-/"><span style="color: #4d469c;"><span style="font-size: 14px;"> </span></span>LinkedIn</a></span></div><span style="font-family: helvetica;"><br />You may also like to browse through the other articles that we have done together.<br /><br /><a href="https://www.linkedin.com/pulse/3-golden-cs-hr-future-hrm-post-covid-scenario-raj-/">3 Golden C's of HR - Future of HRM in Post COVID Scenario...</a><br /><br /><a href="https://www.linkedin.com/pulse/paradigm-shift-workforce-engagement-strategies-5-raj-/">Shifting Workforce Engagement Dynamics - 5 Evolutionary Principles Leaders MUST Follow in Post COVID Scenario...</a><br /><br /><a href="https://www.linkedin.com/pulse/7-success-factors-how-2-stay-top-amidst-volatility-raj-/">7 Success Factors - How 2 Stay on Top Amidst VOLATILITY AND DISRUPTION</a><br /><br /><a href="https://www.linkedin.com/pulse/time-crack-open-reframe-rebuild-top-6-factors-climate-raj-/">Time to Crack Open, Reframe & Rebuild The Top 6 Factors Affecting Organisational Culture in Post COVID Scenario...</a></span></div>Raj Guptahttp://www.blogger.com/profile/01130959606795362984noreply@blogger.com0tag:blogger.com,1999:blog-4247179392212718038.post-12871541283375088752020-08-02T21:16:00.001+05:302021-03-21T21:28:45.583+05:30Time to Crack Open, Reframe & Rebuild The Top 6 Factors Affecting Organisational Culture in Post COVID Scenario...<p><span style="font-family: arial;"> <span color="rgba(0, 0, 0, 0.75)" style="white-space: pre-wrap;">"Starbucks was founded around the experience and the environment of their stores. Starbucks was about a space with comfortable chairs, lots of power outlets, tables, and desks at which we could work and the option to spend as much time in their stores as we wanted without any pressure to buy. </span><span color="rgba(0, 0, 0, 0.75)" style="border: 0px; box-sizing: border-box; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline; white-space: pre-wrap;">The coffee was incidental"— Simon Sinek </span></span></p><p><span style="font-family: arial;"><span color="rgba(0, 0, 0, 0.75)" style="white-space: pre-wrap;">We all </span><span color="rgba(0, 0, 0, 0.75)" style="border: 0px; box-sizing: border-box; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline; white-space: pre-wrap;">applaud examples of organization culture </span><span color="rgba(0, 0, 0, 0.75)" style="white-space: pre-wrap;">when we see them however, </span><span color="rgba(0, 0, 0, 0.75)" style="border: 0px; box-sizing: border-box; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline; white-space: pre-wrap;">defining the idea isn’t as obvious & stimulating. </span><span color="rgba(0, 0, 0, 0.75)" style="white-space: pre-wrap;">It is far easier to experience than to describe company culture which is not just a single aspect of the game but the game in itself.</span></span></p><p><span style="font-family: arial;"><span color="rgba(0, 0, 0, 0.75)" style="white-space: pre-wrap;">We normally shy away from discussing things at an organizational or cultural level as we are instead </span><span color="rgba(0, 0, 0, 0.75)" style="border: 0px; box-sizing: border-box; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline; white-space: pre-wrap;">big believers of actionable change </span><span color="rgba(0, 0, 0, 0.75)" style="white-space: pre-wrap;">at various levels. But it is seen in Post COVID Scenario that a large number of organizations across the world are </span><span color="rgba(0, 0, 0, 0.75)" style="border: 0px; box-sizing: border-box; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline; white-space: pre-wrap;">mercifully discussing not only the need for "psychological safety" of people at the workplace</span><span color="rgba(0, 0, 0, 0.75)" style="white-space: pre-wrap;"> but also other topics like </span><span color="rgba(0, 0, 0, 0.75)" style="border: 0px; box-sizing: border-box; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline; white-space: pre-wrap;">‘Resilience’ </span><span color="rgba(0, 0, 0, 0.75)" style="white-space: pre-wrap;">and </span><span color="rgba(0, 0, 0, 0.75)" style="border: 0px; box-sizing: border-box; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline; white-space: pre-wrap;">‘Effective Engagement’. </span><span color="rgba(0, 0, 0, 0.75)" style="white-space: pre-wrap;">Thus giving absolute weightage to Organisational climate that carries great significance in this changed scenario for maximizing utilization of human relations and resources at all levels to drive enhanced productivity and profitability.</span></span></p><p><span color="rgba(0, 0, 0, 0.75)" style="white-space: pre-wrap;"><span style="font-family: arial;">At the root of any organization’s climate is a set of core characteristics that is valued collectively by members of an organization. The climate of an organization can be understood by checking the organizational behavior system around the spectrum of nuggets as outlined below.</span></span></p><p><span color="rgba(0, 0, 0, 0.75)" style="font-weight: 600; white-space: pre-wrap;"><span style="font-family: arial;">It is imperative for Leaders & organisations to check whether these below mentioned 6 elements are in place or not?</span></span></p><p><span style="font-family: arial;"><br /></span></p><p style="text-align: center;"><span style="font-family: arial;"><b>Top 6 Factors Affacting Organisational ClimateAdd </b></span></p><p style="text-align: center;"><span style="font-family: arial;"></span></p><div class="separator" style="clear: both; text-align: center;"><span style="font-family: arial;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg-EGP8BOP1aIuXWBXVeUPBBZB8n5GJVR2iacLHC5PSB4UieUUvFRlwIfeAEveXookWXP8UymX7gSM3fAySZxPn8bQHEAhItVMgt4kKdmW_n0VRF8KmusIxG5FppQ7NgQoH1-23DuUAYKWx/s1335/1596365306769.png" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="889" data-original-width="1335" height="266" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg-EGP8BOP1aIuXWBXVeUPBBZB8n5GJVR2iacLHC5PSB4UieUUvFRlwIfeAEveXookWXP8UymX7gSM3fAySZxPn8bQHEAhItVMgt4kKdmW_n0VRF8KmusIxG5FppQ7NgQoH1-23DuUAYKWx/w400-h266/1596365306769.png" width="400" /></a></span></div><span style="font-family: arial;"><br /></span><p></p><span style="font-family: arial;"><b>Organization Structure</b><br />As Organizational structure is the established pattern of relationships among components or parts of the organization. Thus a thorough check is required about extent of presence or absence of red-tapism and bureaucracy, departmentalism, a delegation of authority, identification of activities, and grouping of activities, .</span><div><span color="rgba(0, 0, 0, 0.9)" style="caret-color: rgba(0, 0, 0, 0.9); font-weight: 600; text-align: center; white-space: pre-wrap;"><span style="font-family: arial;"><br /></span></span></div><div><span style="font-family: arial;"><span color="rgba(0, 0, 0, 0.9)" style="caret-color: rgba(0, 0, 0, 0.9); font-weight: 600; text-align: center; white-space: pre-wrap;">Responsibility Patterns</span><br /><span>Responsibility is defined as the obligation of an individual to perform activities or duties which are assigned to him. Responsibility arises from the superior-subordinate relationship. It includes questions <b>like who is responsible to whom, who set guidelines, and who solves the problems.</b> It is very important to check whether all responsibility patterns are at a place and working effectively.</span></span></div><div><span style="font-family: arial;"><span color="rgba(0, 0, 0, 0.9)" style="caret-color: rgba(0, 0, 0, 0.9); font-weight: 600; text-align: center; white-space: pre-wrap;"><br /></span></span></div><div><span style="font-family: arial;"><span color="rgba(0, 0, 0, 0.9)" style="caret-color: rgba(0, 0, 0, 0.9); font-weight: 600; text-align: center; white-space: pre-wrap;">Reward System</span><br /></span><span style="font-family: arial;">Reward a thing given in recognition of service, effort, or achievement and it puts a <b>psychological pressure on people to improve performance on the job.</b> In the present scenario, where people are already facing a lot of psychological pressures, it becomes imperative that Rewards may be given in a positive way like encouragement, promotion, appreciation, and negative terms like threats and criticism must be avoided.</span></div><div><span style="font-family: arial;"><span color="rgba(0, 0, 0, 0.9)" style="caret-color: rgba(0, 0, 0, 0.9); font-weight: 600; text-align: center; white-space: pre-wrap;"><br /></span></span></div><div><span style="font-family: arial;"><span color="rgba(0, 0, 0, 0.9)" style="caret-color: rgba(0, 0, 0, 0.9); font-weight: 600; text-align: center; white-space: pre-wrap;">Elements of Initiative & Risk</span><br /></span><span style="font-family: arial;">The initiative increases zeal and energy and develops in human beings the habit of taking risks. The factor tells that calculated risk is appreciated in an organization and sometimes big risks have to be taken in case of competition. It is to be seen whether seniors take the chance or juniors are also given the opportunity of taking initiative and risk. In the present scenario, we must encourage balance of elements of initiative and risk amongst our people.</span></div><div><span style="font-family: arial;"><span color="rgba(0, 0, 0, 0.9)" style="caret-color: rgba(0, 0, 0, 0.9); font-weight: 600; text-align: center; white-space: pre-wrap;"><br /></span></span></div><div><span style="font-family: arial;"><span color="rgba(0, 0, 0, 0.9)" style="caret-color: rgba(0, 0, 0, 0.9); font-weight: 600; text-align: center; white-space: pre-wrap;">Warmth</span><br /></span><span style="font-family: arial;">Each individual in the organization is related to others and his functions affect others, too. Warmth is concerned with the human relations in any organization. It is to be observed whether people have knowledge about others, the atmosphere is easy and relaxed, the relationship is warm, friendly, and healthy among seniors and others. Organizations must ensure that elements of Warmth should be at a place.</span></div><div><span style="font-family: arial;"><span color="rgba(0, 0, 0, 0.9)" style="caret-color: rgba(0, 0, 0, 0.9); font-weight: 600; text-align: center; white-space: pre-wrap;"><br /></span></span></div><div><span style="font-family: arial;"><span color="rgba(0, 0, 0, 0.9)" style="caret-color: rgba(0, 0, 0, 0.9); font-weight: 600; text-align: center; white-space: pre-wrap;">Office Politics and Lack of Purpose</span><br /></span><span style="font-family: arial;">In the present scenario, If toxic environment clique-behavior, lack of collaboration, and lack of purpose in a group or organization emerge, it will result in sharp drops in performances over a period of time. Thus, special attention is to be paid to avoid office politics and lack of purpose.</span><div><span style="font-family: arial;"><br /></span></div><div><span style="font-family: arial;">This is the time to dig deep and take the opportunity to crack open these heavy themes and elements of organizational climate and work on them now. It has become imperative for organisations to regroup, reframe and rebuild for better future as an organisation is nothing but a combined capacity of its people who create value.</span></div><div><span color="rgba(0, 0, 0, 0.75)" style="white-space: pre-wrap;"><span style="font-family: arial;"><br /></span></span></div><div><p style="border: 0px; box-sizing: border-box; clear: right; counter-reset: list-1 0 list-2 0 list-3 0 list-4 0 list-5 0 list-6 0 list-7 0 list-8 0 list-9 0; cursor: text; float: right; line-height: 3.2rem; margin-bottom: 1em; margin-left: 1em; margin-top: 3.2rem; padding: 0px; vertical-align: baseline;"><span style="font-family: arial;"><img src="https://media-exp1.licdn.com/dms/image/C4D12AQGNh57EvtFTsQ/article-inline_image-shrink_1000_1488/0/1596364581874?e=1613606400&v=beta&t=jnpY0GawuBsEw9LrW_KonrOLFF7M4O4SkF4XjBXsUXA" /><br /><br /></span></p><p style="border: 0px; box-sizing: border-box; clear: right; counter-reset: list-1 0 list-2 0 list-3 0 list-4 0 list-5 0 list-6 0 list-7 0 list-8 0 list-9 0; cursor: text; float: right; line-height: 3.2rem; margin-bottom: 1em; margin-left: 1em; margin-top: 3.2rem; padding: 0px; vertical-align: baseline;"><span style="font-family: arial;"><br /></span></p><span color="rgba(0, 0, 0, 0.75)" style="white-space: pre-wrap;"><span style="font-family: arial;">[Views expressed are personal]</span></span></div><div><span style="font-family: arial;"><span color="rgba(0, 0, 0, 0.75)" style="caret-color: rgba(0, 0, 0, 0.75); white-space: pre-wrap;"><br /></span></span></div><div><span style="font-family: arial;"><span color="rgba(0, 0, 0, 0.75)" style="border: 0px; box-sizing: border-box; caret-color: rgba(0, 0, 0, 0.75); font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline; white-space: pre-wrap;">About the Author </span><span color="rgba(0, 0, 0, 0.75)" style="caret-color: rgba(0, 0, 0, 0.75); white-space: pre-wrap;">-</span><br /><br />This article has been written jointly by <b>Raj Gupta </b>& <b>Dr. Arun Sachar,</b> who also collaborated to write the Book Titled - Go & Get Your Success - A Kaleidoscope of Leadership Models that Unshackles Usual Patterns.</span></div><div><span style="font-family: arial;"><br /></span></div><div><span style="font-family: arial;"><b>Raj Gupta, </b>Author of Multiple Books & Award-Winning HR Leader with 25+ Years of Experience </span></div><div><span style="font-family: arial;"><b>Dr. Arun Sachar, </b>An Educationist & Management Consultant with 30 years of experience with Top multinationals and premium academic institutions. Author of Many books & research articles.</span></div><div><span style="font-family: arial;"><br /></span></div><div><span style="font-family: arial;"><span style="background-color: white; caret-color: rgb(68, 68, 68); color: #444444; font-size: 14px;">The article was originally published on</span><a href="https://www.linkedin.com/pulse/7-success-factors-how-2-stay-top-amidst-volatility-raj-/" style="color: #4d469c; font-size: 14px; text-decoration: none;" target="_blank"> </a><a href="https://www.linkedin.com/pulse/time-crack-open-reframe-rebuild-top-6-factors-climate-raj-/" target="_blank">LinkedIn</a></span></div><div><span style="font-family: arial;"><br /></span></div><div><span style="font-family: arial;">You may also like to browse through the other articles that we have done together.</span></div><div><span style="font-family: arial;"><br /></span><span style="font-family: arial;"><a href="https://www.linkedin.com/pulse/3-golden-cs-hr-future-hrm-post-covid-scenario-raj-/">3 Golden C's of HR - Future of HRM in Post COVID Scenario...</a><br /><br /><a href="https://www.linkedin.com/pulse/paradigm-shift-workforce-engagement-strategies-5-raj-/">Shifting Workforce Engagement Dynamics - 5 Evolutionary Principles Leaders MUST Follow in Post COVID Scenario...</a><br /><br /><a href="https://www.linkedin.com/pulse/7-success-factors-how-2-stay-top-amidst-volatility-raj-/">7 Success Factors - How 2 Stay on Top Amidst VOLATILITY AND DISRUPTION</a></span></div></div>Raj Guptahttp://www.blogger.com/profile/01130959606795362984noreply@blogger.com0tag:blogger.com,1999:blog-4247179392212718038.post-11365593045831884252020-07-19T23:00:00.008+05:302020-12-19T21:41:54.347+05:307 Success Factors - How 2 Stay on Top Amidst VOLATILITY AND DISRUPTION<p style="text-align: justify;"><span style="font-family: arial;"><span color="rgba(0, 0, 0, 0.75)" style="border: 0px; box-sizing: inherit; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"></span></span></p><div class="separator" style="clear: both; text-align: center;"><span style="font-family: arial;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEizbgsC-DePbwmdYiMoqZVJsU8zehK0Y7pKFM_JQQhFhiyNP0kgjRSJ6XwEXi1g-O2QnrOjpkVtNJoeAR_ShZpbtT1ezoYvQWd676wJBo0uRjdzCGThjDRm0nuCCbkrjaUBejxTJOCVh7Ve/s500/0.jpeg" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="300" data-original-width="500" height="384" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEizbgsC-DePbwmdYiMoqZVJsU8zehK0Y7pKFM_JQQhFhiyNP0kgjRSJ6XwEXi1g-O2QnrOjpkVtNJoeAR_ShZpbtT1ezoYvQWd676wJBo0uRjdzCGThjDRm0nuCCbkrjaUBejxTJOCVh7Ve/w640-h384/0.jpeg" width="640" /></a></span></div><span style="font-family: arial;"><br /><div style="text-align: justify;">Success was never permanent, but never more so than today.<span color="rgba(0, 0, 0, 0.75)"> </span><span color="rgba(0, 0, 0, 0.75)">Life has transformed for everybody. People live and work differently than what they were used to. Online platforms have become not only</span><span color="rgba(0, 0, 0, 0.75)"> </span><span color="rgba(0, 0, 0, 0.75)" style="border: 0px; box-sizing: inherit; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">central to work-life</span><span color="rgba(0, 0, 0, 0.75)"> </span><span color="rgba(0, 0, 0, 0.75)">but also to</span><span color="rgba(0, 0, 0, 0.75)"> </span><span color="rgba(0, 0, 0, 0.75)" style="border: 0px; box-sizing: inherit; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">education </span><span color="rgba(0, 0, 0, 0.75)">making students to align themselves with new normal, as is the</span><span color="rgba(0, 0, 0, 0.75)"> </span><span color="rgba(0, 0, 0, 0.75)" style="border: 0px; box-sizing: inherit; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">idea of work from home.</span><span color="rgba(0, 0, 0, 0.75)"> </span><span color="rgba(0, 0, 0, 0.75)" style="border: 0px; box-sizing: inherit; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">The pandemic is restructuring social interactions and metamorphosing social bonds. Businesses are no exception </span><span color="rgba(0, 0, 0, 0.75)">and</span><span color="rgba(0, 0, 0, 0.75)" style="border: 0px; box-sizing: inherit; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"> </span><span color="rgba(0, 0, 0, 0.75)">going</span><span color="rgba(0, 0, 0, 0.75)" style="border: 0px; box-sizing: inherit; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"> </span><span color="rgba(0, 0, 0, 0.75)">cataclysmic shifts.</span></div></span><p></p><p style="text-align: justify;"><span style="font-family: arial;">A latest study by researches quantifies just how quickly high-flying companies fall back into the pack, with some plunging to the depths of their industry sector in record time. <span style="border: 0px; box-sizing: inherit; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">However, with the right mind-set and strategic approaches, the competitive advantage of only few companies persists. </span></span></p><p style="text-align: justify;"><b style="color: rgba(0, 0, 0, 0.75);"><span style="font-family: arial;">A major Question that arises in front of us is</span></b></p><div style="text-align: justify;"><span style="font-family: arial;"><span style="font-weight: 600;">Why only few companies shows right mind-set, Strategic approaches and Competitive advantage?</span></span></div><div style="text-align: justify;"><span style="font-family: arial;"><br /></span></div><div style="text-align: justify;"><span style="font-family: arial;">Terms such as ‘volatility’ and ‘disruption’ are often used to describe a world in which <span style="border: 0px; box-sizing: inherit; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">competitive </span><span style="border: 0px; box-sizing: inherit; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">advantage</span> is increasingly difficult to maintain. The extent of such volatility and disruption is quantified ina <span style="border: 0px; box-sizing: inherit; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Boston Consulting Group</span> study that examined the performance record, relative to their competitors, of<span style="border: 0px; box-sizing: inherit; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"> 20,000 companies</span> over a period of <span style="border: 0px; box-sizing: inherit; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">40 years.</span> The researchers looked specifically at the decay rate of sector leaders - that is, <span style="border: 0px; box-sizing: inherit; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">how quickly top performers lost their advantage over the average performers in their industry.</span></span></div><div style="text-align: justify;"><span style="font-family: arial;"><br /></span></div><div style="text-align: justify;"><span style="font-family: arial;">Let’s take the example of a company whose annual total shareholder return (TSR) reaches a level that is 20% higher than the sector average. However, in the following years, the company’s advantage has a 50% decay rate. In other words, the company watches its advantage decrease by 50% every year: the 20% TSR advantage is cut in half the first year to 10%, cut in half again the following year to 5%, and cut in half to 2.5% the year after that. With a 50% decay rage, </span><span style="border: 0px; box-sizing: inherit; font-family: arial; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">the company’s TSR falls in three years to barely above the average TSR for the sector.</span></div><div style="text-align: justify;"><span style="border: 0px; box-sizing: inherit; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span style="font-family: arial;"><br /></span></span></div><div style="text-align: justify;"><span style="font-family: arial;">Several decades ago, the decay rate for leading performers in a sector (that is, those in the top 20% of the industry) was not as dramatic as 50%. From 1980 to 1985, for example, t<span style="border: 0px; box-sizing: inherit; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">he decay rate for the best performers was approximately 15%, which meant that high performing companies might slowly, over a number of years, lose their advantage over the average performers. </span></span></div><div style="text-align: justify;"><span style="border: 0px; box-sizing: inherit; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span style="font-family: arial;"><br /></span></span></div><div style="text-align: justify;"><span style="font-family: arial;">For the past 15 years, the ability of companies to sustain their performance advance is dramatically different. On average, <span style="border: 0px; box-sizing: inherit; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">top performers have shown a 100% decay rate in TSR. </span>The BCG researchers also confirmed that the shareholder metric, which could be influenced by such factors as <span style="border: 0px; box-sizing: inherit; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">changing shareholder expectations,</span> is not skewing the results. <span style="border: 0px; box-sizing: inherit; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Companies fail to maintain their advantage over the sector average on other metrics such as revenue growth, EBIT margin and return on assets.</span></span></div><div style="text-align: justify;"><span style="border: 0px; box-sizing: inherit; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span style="font-family: arial;"><br /></span></span></div><div style="text-align: justify;"><span style="font-family: arial;">In an age when competitive advantage was built on nearly immovable assets, including size and capital, sector leaders sustained their advantage. <span style="border: 0px; box-sizing: inherit; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">With dynamic<span style="border: 0px; box-sizing: inherit; font-style: italic; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"> </span>competitive factors such as innovation and new technologies making the difference today, no competitive advantage is safe for long.</span></span></div><div style="text-align: justify;"><span style="border: 0px; box-sizing: inherit; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span style="font-family: arial;"><br /></span></span></div><div style="text-align: justify;"><span style="font-family: arial;"><span style="border: 0px; box-sizing: inherit; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">BUSINESS APPLICATION :</span> Of the companies whose performance results over five years (2008-2013) put them in the top quartile of their sector, an astounding 83% would tumble from their perch in the following five years (2014 – 2019), showing a 100% decay rate. However, the remaining 17% would only suffer a meagre 5% decay rate during those same years.</span></div><p style="text-align: center;"><span style="border: 0px; box-sizing: inherit; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span style="border: 0px; box-sizing: inherit; font-style: normal; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span style="font-family: arial;">Given the almost frenetic volatility of the digital age, </span></span></span><span style="font-family: arial; font-weight: 600;">how can some companies maintain such an advantage? </span></p><div style="text-align: justify;"><span style="font-family: arial;">We firmly believe that the companies who <span style="border: 0px; box-sizing: inherit; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">constantly search for new sources of competitive advantage are the only ones who can maintain such an advantage</span> for example : <span style="border: 0px; box-sizing: inherit; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Apple </span>and <span style="border: 0px; box-sizing: inherit; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Google</span>.</span></div><div style="text-align: justify;"><span style="font-family: arial;"><br /></span></div><div style="text-align: justify;"><span style="font-family: arial;">Further companies can defy, <span style="border: 0px; box-sizing: inherit; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">“the gravity of average performance”,</span> by taking care of following factors in account :</span></div><br /><div style="text-align: left;"><span color="rgba(0, 0, 0, 0.9)" style="border: 0px; box-sizing: inherit; caret-color: rgba(0, 0, 0, 0.9); font-style: italic; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; text-align: center; vertical-align: baseline;"><span style="border: 0px; box-sizing: inherit; font-style: normal; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span style="font-family: arial;">Agile & Growth Mindset </span></span></span><span color="rgba(0, 0, 0, 0.9)" style="caret-color: rgba(0, 0, 0, 0.9); font-style: italic;"> <br /></span><span style="font-family: arial; text-align: justify;">No competitive advantage, no matter how strong it may seem, is </span><span style="border: 0px; box-sizing: inherit; font-family: arial; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; text-align: justify; vertical-align: baseline;">immune to sudden industry disruption</span><span style="font-family: arial; text-align: justify;">. Don’t sit back and wait to be knocked down; </span><span style="border: 0px; box-sizing: inherit; font-family: arial; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; text-align: justify; vertical-align: baseline;">pre-emptively </span><span style="font-family: arial; text-align: justify;">look for the next best thing.</span></div><div style="text-align: left;"><span style="font-family: arial; text-align: justify;"><br /></span></div><div style="text-align: left;"><span color="rgba(0, 0, 0, 0.9)" style="caret-color: rgba(0, 0, 0, 0.9); font-family: arial; font-weight: 600; text-align: center;">Watch Out Your Success Metrics <br /></span><span style="font-family: arial; text-align: justify;">Growth and market share figures help for the present but don’t prepare you for the future. A better metric: </span><span style="border: 0px; box-sizing: inherit; font-family: arial; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; text-align: justify; vertical-align: baseline;">how much of current revenues are based on recently developed offerings vs. offerings that were developed further in the past? </span><span style="font-family: arial; text-align: justify;">If the ratio favours recently developed offerings, </span><span style="border: 0px; box-sizing: inherit; font-family: arial; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; text-align: justify; vertical-align: baseline;">the company has a better chance of maintaining its success.</span></div><div style="text-align: justify;"><span color="rgba(0, 0, 0, 0.9)" style="caret-color: rgba(0, 0, 0, 0.9); font-family: arial; font-style: italic; font-weight: 600; text-align: center;"><br /></span></div><div style="text-align: justify;"><span color="rgba(0, 0, 0, 0.9)" style="caret-color: rgba(0, 0, 0, 0.9); font-family: arial; font-weight: 600; text-align: center;">Use Two Sets of Strategies</span></div><div style="text-align: justify;"><span style="font-family: arial;">Strategies focused on the present, such as fine-tuning the delivery of offerings, <span style="border: 0px; box-sizing: inherit; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">should cohabitate with strategies focused on the long term</span>, such as the development of new offerings based on emerging technologies.</span></div><p style="text-align: left;"><span style="border: 0px; box-sizing: inherit; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span style="border: 0px; box-sizing: inherit; font-style: normal; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span style="font-family: arial;">Develop New Organisational Capabilities</span></span></span><br /><span style="font-family: arial; text-align: justify;">Organizational capabilities that support collaboration, diversity and organizational learning are required for the </span><span style="border: 0px; box-sizing: inherit; font-family: arial; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; text-align: justify; vertical-align: baseline;">experimentation and development of innovating offerings</span><span style="font-family: arial; text-align: justify;"> that build future success.</span></p><p style="text-align: left;"><span style="border: 0px; box-sizing: inherit; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span style="border: 0px; box-sizing: inherit; font-style: normal; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span style="font-family: arial;">Shorten Product Life Cycle<br /></span></span></span><span style="font-family: arial;">As the product life cycle duration has been shortened in the digital age thus <span style="border: 0px; box-sizing: inherit; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Pace is the most important P for organizations apart from Other P’s like Product, Place, Price and Promotion. </span></span></p><p style="text-align: left;"><span style="border: 0px; box-sizing: inherit; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span style="border: 0px; box-sizing: inherit; font-style: normal; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span style="font-family: arial;">Opt for Planned Change than Forced Change<br /></span></span></span><span style="font-family: arial;">Companies should anticipate about the changing business environment and accordingly keeping in mind the future needs must opt for planned change rather than sitting idle and waiting for changing business environment to largely impact them and then go for forced change. Education Industry is one such example which is undergoing forced change - a monumental shift in conventional Education, re-examining the architecture & eco-system of education where EdTech is taking a centre stage and revolutionising the whole learning landscape.</span></p><p style="text-align: left;"><span style="font-family: arial;"><span style="border: 0px; box-sizing: inherit; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span style="border: 0px; box-sizing: inherit; font-style: normal; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Be Smart About Your Exit Strategy<br /></span></span></span><span style="font-family: arial;">It is imperative for businesses to pay renewed attention on their businesses / Offerings exit strategies. There is no point throwing good money after bad.</span></p><p style="text-align: left;"><span color="rgba(0, 0, 0, 0.75)" style="font-family: arial; text-align: justify;">[Views expressed are personal]</span></p><div style="text-align: left;"><span style="font-family: arial; text-align: left;">This article has been </span><span style="border: 0px; box-sizing: inherit; font-family: arial; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; text-align: left; vertical-align: baseline;">written jointly by Raj Gupta & Dr. Arun Sachar, </span><span style="font-family: arial; text-align: left;">who also collaborated to write the Book Titled - </span><span style="border: 0px; box-sizing: inherit; font-family: arial; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; text-align: left; vertical-align: baseline;">Go & Get Your Success - A Kaleidoscope of Leadership Models that Unshackles Usual Patterns.</span></div><div style="text-align: left;"><span color="rgba(0, 0, 0, 0.75)" style="font-family: arial; font-weight: 600; text-align: justify;"><br /></span></div><div style="text-align: left;"><span color="rgba(0, 0, 0, 0.75)" style="font-family: arial; font-weight: 600; text-align: justify;">About the Author -</span></div><div class="slate-resizable-image-embed slate-image-embed__resize-right" style="border: 0px; box-sizing: inherit; clear: both; color: rgba(0, 0, 0, 0.75); float: right; line-height: 3.2rem; margin: 0px 0px 0px 32px; max-width: 432px; padding: 0px; position: relative; text-align: justify; vertical-align: baseline;"></div><div><span style="font-family: arial;"><span style="border: 0px; box-sizing: inherit; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Raj Gupta, </span>Author of Multiple Books & Award-Winning HR Leader with 25+ Years of Experience<br /></span><span style="font-family: arial;"><span style="border: 0px; box-sizing: inherit; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Dr. Arun Sacher, </span>An Educationist & Management Consultant with 30 years of experience with Top multinationals and premium academic institutions. Author of Many books & research articles.</span></div><div><span style="font-family: arial;"><br /></span></div><div><span style="font-family: arial;">The article was originally published on<a href="https://www.linkedin.com/pulse/7-success-factors-how-2-stay-top-amidst-volatility-raj-/" target="_blank"> LinkedIn. </a></span></div><br class="Apple-interchange-newline" />Raj Guptahttp://www.blogger.com/profile/01130959606795362984noreply@blogger.com0tag:blogger.com,1999:blog-4247179392212718038.post-74898252242472677282020-07-12T18:00:00.002+05:302020-10-09T19:25:22.922+05:30Shifting Workforce Engagement Dynamics - 5 Evolutionary Principles Leaders MUST Follow in Post COVID Scenario...<div dir="ltr" style="text-align: left;" trbidi="on">
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<span face="Arial, Helvetica, sans-serif">While the industry was grappling and coming to terms with technological disruptions revolutionising the global economic firmament and planning their strategies to leapfrog, the pandemic has created a unique challenge that is unpredictable and the highly complex, accelerating pace of shift and taking it to a new stratosphere.</span></div>
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<span face="Arial, Helvetica, sans-serif"><span face="Arial, Helvetica, sans-serif">Time has come for Leadership to rethink their workforce engagement strategies. It is incumbent on Leadership to re-assess existing workforce engagement paradigms in the midst of mammoth shift in business landscape in post COVID Scenario. Workplaces existed to drive collaboration, camaraderie & engagement. Now the challenge is to replicate the similar experience in the virtual world.</span></span></div><div style="text-align: justify;"><br /><div style="text-align: center;">
<span face="Arial, Helvetica, sans-serif"><b>Challenges & Emerging New Rules...</b></span></div><div style="text-align: center;"><span face="Arial, Helvetica, sans-serif"><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhF3e2-0M4qCsYn1yWi7B7f33z9ARLYUD8g3vCCgSeMdEKgxXs5L13u3IT6RTIvqE4Im3edPKfr8dLj7PrSwT8GNZbPs774dhMe84zawdcBhE-NmpXErtxo3jS6U0oE9FJvWexBbi_Pe1gr/s1336/0-2.png" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="889" data-original-width="1336" height="426" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhF3e2-0M4qCsYn1yWi7B7f33z9ARLYUD8g3vCCgSeMdEKgxXs5L13u3IT6RTIvqE4Im3edPKfr8dLj7PrSwT8GNZbPs774dhMe84zawdcBhE-NmpXErtxo3jS6U0oE9FJvWexBbi_Pe1gr/w640-h426/0-2.png" width="640" /></a></div><br /><b><br /></b></span></div>
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<span face="Arial, Helvetica, sans-serif"><b>Challenge 1 </b></span></div>
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<span face="Arial, Helvetica, sans-serif"><b>[Remote Work]</b></span></div>
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<span face="Arial, Helvetica, sans-serif">Decentralized teams face a number of challenges that can have damaging consequences if unaddressed - but they can be overcome.</span></div>
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<span face="Arial, Helvetica, sans-serif"><span face="Arial, Helvetica, sans-serif">Rule 1- Remote work, once a rare and innovative strategy reserved for tech companies, is no longer a fringe business practice. The IWG 2019 Global Work-Place Survey found that 3 out of 4 workers around the globe consider flexible working to be “the new normal.” This was before the coronavirus pandemic spurred even more organizations to implement remote work policies. The remote work model offers many obvious advantages, from lower overhead and flexible schedules to reductions in employee commuting and an increase in productivity along with low attrition rates.</span></span></div><div style="text-align: justify;"><br /><div style="text-align: center;">
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<b><span face="Arial, Helvetica, sans-serif">[Low-Bandwidth Communication]</span></b></div></div><div>
<span face="Arial, Helvetica, sans-serif"><span face="Arial, Helvetica, sans-serif"><br />Face-to-face communication is considered high bandwidth because you can transmit and receive the greatest amount of information in a given time period. This is possible thanks to all the nonverbal cues and supplementary information those cues convey in a conversation. High-bandwidth communication results in more work getting done. For example, one HBR study found that a face to face request is 34 times more successful than an email. One of the biggest downsides of remote work, then, is the loss of face-to-face communication as companies turn more heavily toward low-bandwidth communication methods like email and chat. <br /><br />Although written communication can accomplish a lot, it falls short compared with the information exchange and personal connection of face-to-face conversations. Additionally, it is asynchronous, meaning conversations aren’t necessarily happening in real-time. The real-time benefits of face-to-face interaction are lost in the delayed replies and other interruptions sprinkled in between.<br /><br />Rule 2 : To compensate, video meetings have become the standard alternative for business communication.</span></span><br />
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<b><span face="Arial, Helvetica, sans-serif">Challenge 3</span></b></div>
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<b><span face="Arial, Helvetica, sans-serif">[Unproductive Meetings]</span></b></div>
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<span face="Arial, Helvetica, sans-serif">One common mistake leaders make when trying to increase face-to-face communication among remote team members is overcompensating by scheduling more meetings. In fact, a study from OWL labs found that remote workers attend more meetings per week overall, with 14% of remote workers dedicating time to more than 10 meetings per week.</span></div>
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<span face="Arial, Helvetica, sans-serif">While meetings can bring a team together for knowledge sharing and decision-making, if the only purpose of a meeting is to clock some face-to-face time, it’s probably not worth doing it. Unnecessary meetings are frustrating and costly. Employee time is an organizations most valuable resource, yet 71% of senior managers report that meetings are unproductive and inefficient, and subpar meetings cost billions of dollars in annual losses.</span></div>
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<span face="Arial, Helvetica, sans-serif">Rule 3: To stem the tide of remote work meetings, try adopting catchphrases like “No meetings without an agenda,” “No unnecessary meetings,” or, an old favorite, “Could this meeting have been an email?” Leaders can also limit the number of internal meeting hours allotted per week, which makes meeting time more valuable and worth conserving. Attendees will likely be more engaged, alert, and motivated to use their precious time wisely. </span></div>
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<b><span face="Arial, Helvetica, sans-serif">Challenge 4</span></b></div>
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<b><span>[Loss of Passive Knowledge Sharing]</span></b></div>
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<span face="Arial, Helvetica, sans-serif">Finally, remote work generally threatens the informal information sharing and open communication lines facilitated by shared physical spaces. Informal information sharing like this is tricky, but not impossible, to replicate remotely. Set aside the perception that informal conversations are tangential, nonessential, or unrelated to the organization’s goals.</span></div>
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<span face="Arial, Helvetica, sans-serif">Rule 4 - Teams can also benefit from virtual gatherings and chats with no formal conversational structure or agenda. Think “watercooler chat room,” where team members can engage in non-work-related conversation as they would at the office. These unstructured conversations can reveal experiences and ideas that otherwise would have remained unexpressed — and keep team members connected on a personal level. There is great value in knowing how team members think, what they’re working on, and what their challenges are.</span><br />
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5 Evolutionary Principles Every </div>
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Leader Must Remember</div><div style="text-align: center;"><br /></div><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiweenkIZ6gqU2PqV9oGF59IDDy0lomqn026aLDJbdQVhkGU_1GMkV3__v56hOqOoyPthjajTsUcE3AcR8q77Q7quB0r4VGuYEPBQIzewgh82StCaTYyFtr1hYgZ8Puhlb_ZfjNMaAfDfdy/s1334/0-3.png" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="889" data-original-width="1334" height="426" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiweenkIZ6gqU2PqV9oGF59IDDy0lomqn026aLDJbdQVhkGU_1GMkV3__v56hOqOoyPthjajTsUcE3AcR8q77Q7quB0r4VGuYEPBQIzewgh82StCaTYyFtr1hYgZ8Puhlb_ZfjNMaAfDfdy/w640-h426/0-3.png" width="640" /></a></div><div style="text-align: center;"><br /></div></b></span>
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<span face=""arial" , "helvetica" , sans-serif"><span face="Arial, Helvetica, sans-serif"><b>Maintain Transparent & Consistent Communication.</b></span></span></div>
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<span face="Arial, Helvetica, sans-serif">When employees work from home, they can feel disconnected from their organisations. It has been determined that most effective communication has 5 characteristics: It’s frequent, transparent, part of a two-way dialogue, easy to navigate, and consistent. These communication principles are useful in general, but they’re crucial when a company’s workforce is distributed.</span></div>
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<b>Mental Health</b></div>
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<span face="Arial, Helvetica, sans-serif">In the midst of a global pandemic, it’s not surprising that many employees pointed to company-sponsored COVID-19 tests, masks, and flu vaccines as positive actions. Large number of employees praised the steps to foster mental wellness and help them combat social isolation. </span></div>
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<span face="Arial, Helvetica, sans-serif">Social isolation among remote workers is not a new challenge — in fact, 6 of every 10 remote workers reported that they felt isolated before COVID-19 — but the pandemic has helped bring the issue into focus. The most effective step to battle isolation is regular check-ins by managers to see how their employees are doing personally and professionally.<span face="Arial, Helvetica, sans-serif"><span>
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<b><span face="Arial, Helvetica, sans-serif">Help Distributed Employees Stay </span></b></div>
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<span face="Arial, Helvetica, sans-serif"><span face="Arial, Helvetica, sans-serif">Remote work can boost productivity, particularly on stand-alone tasks that require minimal coordination with colleagues. When employees need to collaborate with other teams, however, working from home may decrease productivity. One effective short-term step is for leaders to acknowledge that productivity may dip during the lockdown and to let employees know that it is acceptable. <br /><br />Frequent, short meetings can boost productivity. Employees might grumble about meetings under normal circumstances, but many COVID-19 Pulse of HR respondents said that daily team huddles helped them remain focused and engaged while working remotely. Structured mechanisms to share best practices and tips on remote work were also popular. <br /><br />Executives and board members at one company used their twice-per-week all-hands meetings to share examples of what was working (and not working) while remote, and another company collected and relayed employees’ success stories on its intranet.</span><span face="Arial, Helvetica, sans-serif"><span>
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<b>Manage the Paradox of Remote </b></div>
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<b><span face="Arial, Helvetica, sans-serif">Work-Life Balance.</span></b></div>
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When it comes to work-life balance, remote work poses a paradox. On the one hand, working from home cuts down on commuting and allows people to adjust their schedules and spend more time with their families. On the other hand, remote work can leave employees feeling like they must be available 24-7 and work more hours, and it can blur the boundary between their professional and personal lives. </div>
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Various Research has consistently shown that remote workers log more hours than their onsite counterparts. A Gallup poll conducted before the COVID-19 outbreak found that U.S. employees worked an extra hour per day when working remotely, but a study by NordVPN found that remote workers have been logged on for two to three more hours per day during the quarantine than they were before the lockdown. When remote work is mandatory and children’s schools and daycare facilities are closed, it is, of course, even harder to maintain the boundary between work and professional life. </div>
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The most popular way to help employees manage work-life balance is making allowances for them to adjust their schedules to accommodate personal obligations.</div>
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<b>Don’t Lose Sight of Your Strategic Priorities</b></div>
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<span face="Arial, Helvetica, sans-serif">Before the COVID-19 outbreak, more than 70% of S&P 500 companies published strategic priorities - forward-looking objectives that focus an organisation’s attention on the handful of choices that matters most to success in the future. Common strategic priorities included improving products and services, accelerating innovation, making operations more efficient, developing talent, and executing a digital transformation, among others. </span></div>
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<span face="Arial, Helvetica, sans-serif">It’s understandable that a once-in-a-lifetime crisis would distract leaders from their existing priorities, but it’s also a mistake. In many cases, strategic objectives set before COVID-19 will remain as important or even more critical in the future. The shift to remote work, however, creates new challenges to achieving these objectives. Gaining market share is hard under the best of circumstances, let alone when market demand is collapsing. </span></div>
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<span face="Arial, Helvetica, sans-serif">Leaders must figure out how to build and sustain a healthy corporate culture when most employees are working from home. </span></div>
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<span face="Arial, Helvetica, sans-serif">Remote work is here to stay and will bring new challenges and opportunities. Organizations and leaders around the world are experimenting with novel management practices to manage the transition to a more distributed workforce. We are still in the early days, and it’s not yet clear which of these approaches will endure.</span></div>
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<span face=""arial" , "helvetica" , sans-serif"><span face="Arial, Helvetica, sans-serif"><span>This article has been written in collaboration with <b>Dr. Arun Sacher,</b> my co-author of Book Titled - Go & Get Your Success - A Kaleidoscope of Leadership Models that Unshackles Usual </span><span>Patterns.</span></span></span></div>
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<span face="Arial, Helvetica, sans-serif"><span face=""arial" , "helvetica" , sans-serif"><br /></span>[Views expressed are personal]</span></span><span face="Arial, Helvetica, sans-serif"><span style="font-family: inherit;"><br /></span>
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<span face="Arial, Helvetica, sans-serif"><b>About the Author -</b></span></div>
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<a href="https://media-exp1.licdn.com/dms/image/C4D12AQGUV8IUCIS2kw/article-inline_image-shrink_1000_1488/0?e=1600300800&v=beta&t=YmGiplZPFrninJ_uKzKACIIkuQ7DN_JKCyRHVO2n4Dw" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><span face="Arial, Helvetica, sans-serif"><img border="0" src="https://media-exp1.licdn.com/dms/image/C4D12AQGUV8IUCIS2kw/article-inline_image-shrink_1000_1488/0?e=1600300800&v=beta&t=YmGiplZPFrninJ_uKzKACIIkuQ7DN_JKCyRHVO2n4Dw" /></span></a><span face="Arial, Helvetica, sans-serif"></span><br />
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<span face="Arial, Helvetica, sans-serif"><b>Raj Gupta,</b> Author of Multiple Books & Award-Winning HR Leader with 25+ Years of Experience</span></div></div><div><span face="Arial, Helvetica, sans-serif">
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<span face="Arial, Helvetica, sans-serif"><b>Dr. Arun Sacher</b>, An Educationist with 30 years of experience with Top multinationals and premium academic institutions</span><span face="Arial, Helvetica, sans-serif">.</span></div><div style="text-align: justify;"><span face="Arial, Helvetica, sans-serif"><br /></span></div><div style="text-align: justify;"><span face="Arial, Helvetica, sans-serif"><i>The article was originally published on<a href="https://www.linkedin.com/pulse/paradigm-shift-workforce-engagement-strategies-5-raj-/" target="_blank"> LinkedIn.</a></i></span></div>
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Raj Guptahttp://www.blogger.com/profile/01130959606795362984noreply@blogger.com4tag:blogger.com,1999:blog-4247179392212718038.post-30292536753106636202020-07-05T21:21:00.006+05:302020-10-09T19:32:03.602+05:303 Golden C's of HR - Future of HRM in Post COVID Scenario...<div dir="ltr" style="text-align: left;" trbidi="on">
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<span style="font-family: arial;"><span face="Arial, Helvetica, sans-serif">When the SARS virus hit China in early 2000, a small e-commerce company called ‘Alibaba’ came into existence. It is now firmly established as a leading retailer in Asia. The </span><span face="Arial, Helvetica, sans-serif" style="border: 0px; box-sizing: border-box; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">most innovative ideas and solutions sometimes take birth in times of crisis </span><span face="Arial, Helvetica, sans-serif">or when we face great constraints. The current </span><span face="Arial, Helvetica, sans-serif" style="border: 0px; box-sizing: border-box; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">pandemic has crippled the way businesses operate</span><span face="Arial, Helvetica, sans-serif"> and has forced people to think of new ideas and bring fresh perspectives on the table.</span></span></div>
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<span style="font-family: arial;"><span face="Arial, Helvetica, sans-serif">In Present times the Key Questions in front of HR are:</span><br /><br /><span face="Arial, Helvetica, sans-serif">1] How can <span style="border: 0px; box-sizing: border-box; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">HR professionals contribute to the highest value</span>?</span></span></div>
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2] How can they <span style="border: 0px; box-sizing: border-box; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">create and deliver people strategies</span> that upkeep the achievement of <span style="border: 0px; box-sizing: border-box; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">business strategy</span>?</div>
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3] How can they turn <span style="border: 0px; box-sizing: border-box; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">people management into a differentiating advantage</span>, a core competence that drives superior performance?</div>
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4] How can <span style="border: 0px; box-sizing: border-box; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">work from home (WFH) be equally effective </span>as regular work from the office?</div>
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<span style="font-family: arial;"><span face="Arial, Helvetica, sans-serif">5] How can HR move from being seen as just an implementer of decisions already taken by business leaders to be a <span style="border: 0px; box-sizing: border-box; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">source of capability and competence that enables ever more ambitious strategies to be accomplished?</span></span><br /><br /><span face="Arial, Helvetica, sans-serif">Current crisis has also laid down the need for pre-requisite of thorough </span><span face="Arial, Helvetica, sans-serif" style="border: 0px; box-sizing: border-box; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">expert education</span><span face="Arial, Helvetica, sans-serif"> and background for HR professionals that can prepare them to be </span><span face="Arial, Helvetica, sans-serif" style="border: 0px; box-sizing: border-box; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">analytical and strategic, ready to face challenges, thoughtful communicators, skilled negotiators, savvy business professionals, astute Change Agents, and Expert HR generalist or Specialist</span><span face="Arial, Helvetica, sans-serif">.</span></span></div>
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<span style="font-family: arial;"><br /><span face="Arial, Helvetica, sans-serif">Human Resource Professionals today are supposed to manage </span><span face="Arial, Helvetica, sans-serif" style="border: 0px; box-sizing: border-box; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">business interruption, Re-invent Work From Home strategies, Redesign jobs to suit the need of the present environment and manage productivity</span><span face="Arial, Helvetica, sans-serif">. They are also supposed to manage </span><span face="Arial, Helvetica, sans-serif" style="border: 0px; box-sizing: border-box; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">New age performance management system, New Career models, and a new model of leadership</span><span face="Arial, Helvetica, sans-serif">.</span></span></div>
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<span style="font-family: arial;"><br /><span face="Arial, Helvetica, sans-serif" style="text-align: justify;">As the </span><span face="Arial, Helvetica, sans-serif" style="border: 0px; box-sizing: border-box; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; text-align: justify; vertical-align: baseline;">transactional spectrum of HR is largely getting outsourced</span><span face="Arial, Helvetica, sans-serif" style="text-align: justify;">, the role of HR can be broadly defined in </span><span face="Arial, Helvetica, sans-serif" style="border: 0px; box-sizing: border-box; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; text-align: justify; vertical-align: baseline;">3 categories. </span></span></div><div><span><span face="Arial, Helvetica, sans-serif" style="border: 0px; box-sizing: border-box; font-family: arial; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; text-align: justify; vertical-align: baseline;"><br /></span></span></div><div><span style="font-family: arial;"><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgTrNW3FRbtkEiNIQE92J8hRDbfquF6qme-U_iNWBa7i010I9rF44Q3SezUuAlPzt_UKXO4IMhHfyEqhyphenhyphenKpCjjQi3ceUnFT0rfHYvm-TES5frvh7iP8J-HytubzZiIBz_gvuRk6p10U6gun/s708/0.png" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="120" data-original-width="708" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgTrNW3FRbtkEiNIQE92J8hRDbfquF6qme-U_iNWBa7i010I9rF44Q3SezUuAlPzt_UKXO4IMhHfyEqhyphenhyphenKpCjjQi3ceUnFT0rfHYvm-TES5frvh7iP8J-HytubzZiIBz_gvuRk6p10U6gun/s320/0.png" width="320" /></a></div><br /><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhdUJPnhtuzcSRMnajia3LMFkg26WhgFdP-P9NpSn6fXT0y-WUxs-emYHHM22uBv-ghlTKf5mC7zY2ASAsLEnkpqG2ff5EYbUv1OwosDNxtBXCDh_s6jCghgEzHr2GERrjvc4s5DzT75Adl/s1334/0-1.png" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="893" data-original-width="1334" height="429" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhdUJPnhtuzcSRMnajia3LMFkg26WhgFdP-P9NpSn6fXT0y-WUxs-emYHHM22uBv-ghlTKf5mC7zY2ASAsLEnkpqG2ff5EYbUv1OwosDNxtBXCDh_s6jCghgEzHr2GERrjvc4s5DzT75Adl/w640-h429/0-1.png" width="640" /></a></div><br /><span face="Arial, Helvetica, sans-serif" style="border: 0px; box-sizing: border-box; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; text-align: justify; vertical-align: baseline;"><br /></span></span></div>
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<span style="font-family: arial;"><li style="border: 0px; box-sizing: border-box; display: inline-block; list-style-type: inherit; margin: 0px 4px; padding: 0px; vertical-align: baseline;"><button aria-label="Resize to the entire window" class="slate-image-embed-button slate-image-embed-button__resize-bleed artdeco-button artdeco-button--circle artdeco-button--muted" data-slate-ignore="true" style="align-items: center; background-color: rgba(0, 0, 0, 0.6); background-image: none; border-bottom-left-radius: 49.5%; border-bottom-right-radius: 49.5%; border-top-left-radius: 49.5%; border-top-right-radius: 49.5%; border: none; color: white; cursor: pointer; display: inline-flex; font-weight: 600; height: 4rem; justify-content: center; line-height: 2rem; max-width: 480px; min-height: 3.2rem; min-width: auto; overflow: hidden; padding: 0px; touch-action: manipulation; transition-duration: 167ms; transition-property: background-color, box-shadow, color; transition-timing-function: cubic-bezier(0.4, 0, 0.2, 1); vertical-align: middle; width: 4rem;"><span face="Arial, Helvetica, sans-serif"><span class="publishing-icon publishing-icon__content-full-bleed-icon" style="background-color: transparent; background-image: url("https://static-exp1.licdn.com/sc/h/2jobjk82ghan8jqqvy4ueu9jc"); background-position: 0px -96px; background-repeat: no-repeat no-repeat; border: 0px; box-sizing: border-box; display: inline-block; height: 24px; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline; width: 24px;"></span></span></button></li>
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<span style="font-family: arial;"><li style="border: 0px; box-sizing: border-box; display: inline-block; list-style-type: inherit; margin: 0px 4px; padding: 0px; vertical-align: baseline;"><button aria-label="Align to the right" class="slate-image-embed-button slate-image-embed-button__resize-right artdeco-button artdeco-button--circle artdeco-button--muted" data-slate-ignore="true" style="align-items: center; background-color: rgba(0, 0, 0, 0.6); background-image: none; border-bottom-left-radius: 49.5%; border-bottom-right-radius: 49.5%; border-top-left-radius: 49.5%; border-top-right-radius: 49.5%; border: none; color: white; cursor: pointer; display: inline-flex; font-weight: 600; height: 4rem; justify-content: center; line-height: 2rem; max-width: 480px; min-height: 3.2rem; min-width: auto; overflow: hidden; padding: 0px; touch-action: manipulation; transition-duration: 167ms; transition-property: background-color, box-shadow, color; transition-timing-function: cubic-bezier(0.4, 0, 0.2, 1); vertical-align: middle; width: 4rem;"><span face="Arial, Helvetica, sans-serif"><span class="publishing-icon publishing-icon__content-right-align-icon" style="background-color: transparent; background-image: url("https://static-exp1.licdn.com/sc/h/2jobjk82ghan8jqqvy4ueu9jc"); background-position: 0px -168px; background-repeat: no-repeat no-repeat; border: 0px; box-sizing: border-box; display: inline-block; height: 24px; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline; width: 24px;"></span></span></button></li>
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<button aria-label="Add a link to the embedded image" class="slate-image-embed__link-button artdeco-button artdeco-button--circle" data-slate-ignore="true" style="align-items: center; background-color: rgba(0, 0, 0, 0.7); background-image: none; border-bottom-left-radius: 49.5%; border-bottom-right-radius: 49.5%; border-top-left-radius: 49.5%; border-top-right-radius: 49.5%; border: none; color: white; cursor: pointer; display: inline-flex; font-weight: 600; height: 4rem; justify-content: center; line-height: 2rem; max-width: 480px; min-height: 3.2rem; min-width: auto; opacity: 0; overflow: hidden; padding: 0px; position: absolute; right: 0px; top: 0px; touch-action: manipulation; vertical-align: middle; width: 4rem; z-index: 0;"><span class="publishing-icon publishing-icon__link-icon--inverse" style="background-color: transparent; background-image: url("https://static-exp1.licdn.com/sc/h/2jobjk82ghan8jqqvy4ueu9jc"); background-position: 0px -342px; background-repeat: no-repeat no-repeat; border: 0px; box-sizing: border-box; display: inline-block; height: 24px; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline; width: 24px;"></span></button><button aria-label="Add alt text to image" class="slate-image-embed__desc-button artdeco-button artdeco-button--muted artdeco-button--1 align-items-center" data-slate-ignore="true" style="align-items: center; background-color: rgba(0, 0, 0, 0.6); background-image: none; border-bottom-left-radius: 2px; border-bottom-right-radius: 2px; border-top-left-radius: 2px; border-top-right-radius: 2px; border: none; color: white; cursor: pointer; display: inline-flex; font-weight: 600; height: 24px; justify-content: center; line-height: 2rem; max-width: 480px; min-height: 2.4rem; min-width: 6.4rem; overflow: hidden; padding: 0px 8px; position: absolute; right: 8px; top: 8px; touch-action: manipulation; transition-duration: 167ms; transition-property: background-color, box-shadow, color; transition-timing-function: cubic-bezier(0.4, 0, 0.2, 1); vertical-align: middle;"><span class="publishing-icon publishing-icon__pencil-icon--small mr1" style="background-color: transparent; background-image: url("https://static-exp1.licdn.com/sc/h/2jobjk82ghan8jqqvy4ueu9jc"); background-position: 0px -366px; background-repeat: no-repeat no-repeat; border: 0px; box-sizing: border-box; display: inline-block; height: 16px; margin-bottom: 0px; margin-left: 0px; margin-right: 4px !important; margin-top: 0px; margin: 0px 4px 0px 0px; outline: 0px; padding: 0px; vertical-align: baseline; width: 16px;"></span></button><button aria-label="Add alt text to image" class="slate-image-embed__desc-button artdeco-button artdeco-button--muted artdeco-button--1 align-items-center" data-slate-ignore="true" style="align-items: center; background-color: rgba(0, 0, 0, 0.6); background-image: none; border-bottom-left-radius: 2px; border-bottom-right-radius: 2px; border-top-left-radius: 2px; border-top-right-radius: 2px; border: none; color: white; cursor: pointer; display: inline-flex; font-weight: 600; height: 24px; justify-content: center; line-height: 2rem; max-width: 480px; min-height: 2.4rem; min-width: 6.4rem; overflow: hidden; padding: 0px 8px; position: absolute; right: 8px; top: 8px; touch-action: manipulation; transition-duration: 167ms; transition-property: background-color, box-shadow, color; transition-timing-function: cubic-bezier(0.4, 0, 0.2, 1); vertical-align: middle;"><span style="background-color: transparent; border: 0px; box-sizing: border-box; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span face="Arial, Helvetica, sans-serif" style="font-family: arial; font-size: small;">Add alt text</span></span></button><h2 style="text-align: center;"><span face="Arial, Helvetica, sans-serif"><span style="border: 0px; box-sizing: border-box; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span style="border: 0px; box-sizing: border-box; font-family: arial; font-size: small; font-style: normal; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">CONSULTANT</span></span></span></h2>
<span face="Arial, Helvetica, sans-serif" style="font-family: arial;"><div style="text-align: justify;">
As a consultant, HR will play a multifaceted role - develop contextual strategic people intervention, facilitate skill development amongst managerial teams to solve complex human differences, improve business performance through enhanced employee morale, help Managers in managing change and at the same time, consulting them on how to become people leaders who <span style="border: 0px; box-sizing: border-box; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">command respect, not because of their position but a disposition, thereby, </span>enhancing overall organization profile. Business Acumen, Ability to anticipate trends, Change Management, Research orientation are the few skills that will play a critical role in making HR Consultant a success.</div>
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<span face="Arial, Helvetica, sans-serif"><span style="font-family: arial; font-size: small; font-weight: 600;">CONSCIOUS KEEPER</span></span></h2>
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As a Conscious Keeper, HR will celebrate <span style="border: 0px; box-sizing: border-box; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">vision, mission and value and ensure that same is weaved into organization culture</span>. The employee will <span style="border: 0px; box-sizing: border-box; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">imbibe these in their code of conduct across the level.</span> While working across the level, HR will also need to ensure that they do not <span style="border: 0px; box-sizing: border-box; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">hesitate in being conscience keeper of the leadership team who may have their line of sight on short term performance metrics</span> keeping in view ever-evolving business landscape amidst gigantic technological shifts. <span style="border: 0px; box-sizing: border-box; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">H</span><span style="border: 0px; box-sizing: border-box; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">R will help Leadership to navigate through the change while remaining a torchbearer of value system in the organization ensuring that behaviuors of its leaders never transgress the bounds of decency irrespective of their hierarchical positioning.</span></div>
</span><h2 style="text-align: center;">
<span face="Arial, Helvetica, sans-serif"><span style="border: 0px; box-sizing: border-box; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span style="border: 0px; box-sizing: border-box; font-family: arial; font-size: small; font-style: normal; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">CUSTODIAN</span></span></span></h2>
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<span style="font-family: arial;"><span face="Arial, Helvetica, sans-serif">As a custodian, HR will not only ensure <span style="border: 0px; box-sizing: border-box; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><b>compliance with global regulations</b></span> that govern employment relationships worldwide to avoid any potential harm to <span style="border: 0px; box-sizing: border-box; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><b>organization reputation</b> </span>but also act as a custodian of <span style="border: 0px; box-sizing: border-box; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><b>"people experiences"</b></span> as progressive organizations are quickly shifting away from the idea of <span style="border: 0px; box-sizing: border-box; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><b>"people as assets"</b> </span>to <span style="border: 0px; box-sizing: border-box; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">"people as the fuel"</span> driving organisational growth.</span><br /></span></div>
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<span face="Arial, Helvetica, sans-serif"><span style="border: 0px; box-sizing: border-box; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">About the Authors --</span></span><br /></span><div style="text-align: left;"><span style="font-family: arial;"><br /></span></div><div><span style="font-family: arial;"><span style="border: 0px; box-sizing: border-box; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Raj Gupta,</span><span style="font-weight: 600;"> </span>Author of Multiple Books & Award-Winning HR Leader with 25+ Years of Experience<br /></span></div>
<span style="font-family: arial;"><span><span face="Arial, Helvetica, sans-serif" style="border: 0px; box-sizing: border-box; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><div style="text-align: justify;">
<span style="border: 0px; box-sizing: border-box; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Dr. Arun Sacher, </span>An Educationist with 30 years of experience with Top multinationals and premium academic institutions.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">The article was originally published on <a href="https://www.linkedin.com/pulse/3-golden-cs-hr-future-hrm-post-covid-scenario-raj-/" target="_blank">LinkedIn</a></div>
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Raj Guptahttp://www.blogger.com/profile/01130959606795362984noreply@blogger.com3tag:blogger.com,1999:blog-4247179392212718038.post-52495250002900280632020-02-23T13:35:00.003+05:302020-02-23T13:36:56.506+05:30101 Most Fabulous HR Tech Leaders Award - I owe it to my career influencers!<div dir="ltr" style="text-align: left;" trbidi="on">
<span style="background-color: white; color: #333333; font-family: "arial" , "helvetica" , sans-serif; font-size: 14px;">"Feeling gratitude and not expressing it is like wrapping a present and not giving it" - William Arthur Ward</span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><span class="lt-line-clamp__line" style="background-position: 0px 0px; border: 0px; box-sizing: inherit; margin: 0px; outline: 0px; padding: 0px; text-align: center; vertical-align: baseline;"><br /></span></span><span style="font-family: "arial" , "helvetica" , sans-serif;"><span class="lt-line-clamp__line" style="background-position: 0px 0px; border: 0px; box-sizing: inherit; margin: 0px; outline: 0px; padding: 0px; text-align: center; vertical-align: baseline;">Having received "<span style="color: blue;">Global HR Excellence “Exemplary Leader Award” </span></span></span><span class="lt-line-clamp__line" style="background-position: 0px 0px; border: 0px; box-sizing: inherit; margin: 0px; outline: 0px; padding: 0px; text-align: center; vertical-align: baseline;">at the </span><span style="background-color: white; text-align: center;"></span><span style="background-color: white; text-align: center;"></span><span class="lt-line-clamp__line lt-line-clamp__line--last" style="background-position: 0px 0px; border: 0px; box-sizing: inherit; margin: 0px; outline: 0px; padding: 0px; text-align: center; vertical-align: baseline;">Asia Pacific HRM Congress’ 2010, </span><span class="lt-line-clamp__line" style="background-position: 0px 0px; border: 0px; box-sizing: inherit; margin: 0px; outline: 0px; padding: 0px; text-align: center; vertical-align: baseline;">bestowed with <span style="color: blue;">"100 HR Super Achievers"</span> in India by WHRD Congress 2018, </span><span style="color: blue; text-align: center;">'Top HR Influencer & Author" </span><span style="text-align: center;">by IHRC in 2019 </span><span class="lt-line-clamp__line" style="background-position: 0px 0px; border: 0px; box-sizing: inherit; margin: 0px; outline: 0px; padding: 0px; text-align: center; vertical-align: baseline;">for contribution in HR Arena,</span><span class="lt-line-clamp__line lt-line-clamp__line--last" style="background-position: 0px 0px; border: 0px; box-sizing: inherit; margin: 0px; outline: 0px; padding: 0px; text-align: center; vertical-align: baseline;"> it feels amazing to be now counted amongst<span style="color: blue;"> </span></span><span style="color: blue;">"101 Most Fabulous HR Tech Leaders" </span>bestowed by World HRD Congress in association with ET Now on 15th Feb-2020 at Hotel Taj Land End Bandra, Mumbai in a ceremony where more than 1000 delegates from 130+ Countries participated.</span><br />
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgp5P14fof6-anjR3kaAYirQ7iaEJf9HXASy9yGbAeChVqLpPx2MvN7ZTcb6C2O2kcVgWofg0522mYj1JTFl3TTHrHvKW_GvNxJ31LIFO0-V1CL3h2Di6TUBQWdJyvgDNXa4-Xp4xy4Ktgw/s1600/Screenshot_20200223-124438__01.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><img border="0" data-original-height="1581" data-original-width="734" height="640" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgp5P14fof6-anjR3kaAYirQ7iaEJf9HXASy9yGbAeChVqLpPx2MvN7ZTcb6C2O2kcVgWofg0522mYj1JTFl3TTHrHvKW_GvNxJ31LIFO0-V1CL3h2Di6TUBQWdJyvgDNXa4-Xp4xy4Ktgw/s640/Screenshot_20200223-124438__01.jpg" width="296" /></span></a></div>
<span style="font-family: "arial" , "helvetica" , sans-serif;">Getting Industry recognition is not only a privilege, however, also an opportunity to express gratitude to various leaders, colleagues and friends who have contributed immensely in unlocking your potential and shaping your career. </span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Here is the <b>list </b>of my Leaders without whom I won't be there where I am today! </span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><b><span style="font-size: large;">I can't thank them enough ever! </span></b>Making an effort to pay forward by sharing my learnings & </span>nurturing talent...</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;"><b>Vineet Sharma </b>for instilling confidence in me, showing me through his deeds what Leadership is all about which helped me not only build a solid career foundation, however, also helped in my becoming a fine human being. </span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span><span style="font-family: "arial" , "helvetica" , sans-serif;"><b>Lex Hoekstra </b>taught me what it means when we say "Respect for Individual" and how tough guys get going when it get tough.</span></span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span><span style="font-family: "arial" , "helvetica" , sans-serif;"><b>Joan Amble </b>taught me art of appreciation, coaching & guiding people to achieve their potential. </span></span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span><span style="font-family: "arial" , "helvetica" , sans-serif;"><b>Srikant Karra </b>for giving me my first break in HR post ops stint and helped me excel in the art of HR transactional spectrum which was a pre-requisite to build a solid HR foundation.</span></span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span><span style="font-family: "arial" , "helvetica" , sans-serif;"><b>Atul Chugh </b>emphasis and push on developing team members <b>"Lift them and they will lift you"</b>, was crucial in helping me develop career facilitation & coaching skills.</span></span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span><span style="font-family: "arial" , "helvetica" , sans-serif;"><b>Saurabh Govil </b>for giving me a chance to work in HRBP role & showing confidence that a successful HR shared services Employee can be a fine Mainstream HR too!</span></span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span><span style="font-family: "arial" , "helvetica" , sans-serif;"><b>Rohit Bhayana </b>for kicking me hard to develop Business Acumen, Change Management and cultural transformation skills.</span></span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span><span style="font-family: "arial" , "helvetica" , sans-serif;"><b>Biplab Adhya </b>for Perceived Connotation - Always see it from other point of view. Best of intention can go wrong if you don't. </span></span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span><span style="font-family: "arial" , "helvetica" , sans-serif;"><b>Pratap G </b>for Executive Suaveness, HR strategy, different strokes for different folks and Empowerment</span></span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span><span style="font-family: "arial" , "helvetica" , sans-serif;"><b>Piyush Mehta </b>for relationship building and how to navigate through organizational interpersonal dynamics.</span></span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span><span style="font-family: "arial" , "helvetica" , sans-serif;"><b>Vivek Gour </b>for guiding me in his own inimitable style at crucial career juncture and telling me the skills that I need to build to rub shoulder with big daddies and also highlighting potential risks.</span></span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span><span style="font-family: "arial" , "helvetica" , sans-serif;"><b>Ashish Khera </b>: Operational Excellence & bias for action.</span></span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span><span style="font-family: "arial" , "helvetica" , sans-serif;"><b>Sriharsha Achar </b>for empowerment and creating engaging and happy workplaces.</span></span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span><span style="font-family: "arial" , "helvetica" , sans-serif;"><b>Nipun Bhatia </b>for pushing me to go beyond normal work approaches and build industry connect & credentials. </span></span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span><span style="font-family: "arial" , "helvetica" , sans-serif;"><b>Ranjan Bandyopadhyay </b>for helping me evolve and add significantly to my experiential learning's and providing guidance and support at every critical juncture while exposing me to different facets of HR with scale and complexities including cultural sensitivity exposure through an international stint.</span></span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span><span style="font-family: "arial" , "helvetica" , sans-serif;"><b>Nupur Mallick</b> helped me learn how to adapt to shifting dynamics, significance of working on unconscious bias while giving me an opportunity to interface with <b>Lynda Gratton </b>who really made me sit up and think about future of HR & HR practices. </span></span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;"><b><span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="text-align: center;">Pramod Bhasin, Tiger" NV Tyagarajan, Afzal Modak, Abidali Neemuchwala, Dinanath Kholkar, VK Raman, </span>N Sarma, Milind Dhuru, Bawa Grover, Anupam Singhal, Eleni Nicholas</span><span style="font-family: "arial" , "helvetica" , sans-serif;"> </span></b><span style="font-family: "arial" , "helvetica" , sans-serif;">are some of Leaders that I have looked up to who has directly / indirectly helped in shaping my thought leadership.</span></span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span><span style="font-family: "arial" , "helvetica" , sans-serif;">There are people in our HR Industry who have implicit influence on me since my young age include <b><span style="text-align: center;">Dr Aquil Busrai, </span><span style="background-color: white;">Santrupt Misra,</span> R Gopalakrishnan, Bimal Rath, Anand Pillai, Dr. G P Rao, Varadarajan S, Prabir Jha </b></span><span style="font-family: "arial" , "helvetica" , sans-serif;">and </span><b style="font-family: Arial, Helvetica, sans-serif;">Marshall Goldsmith </b><span style="font-family: "arial" , "helvetica" , sans-serif;">- a chance 1 on 1 meeting many years back due to flight delay helped build lot of perspective. </span><span style="font-family: "arial" , "helvetica" , sans-serif;"> </span></span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span><span style="font-family: "arial" , "helvetica" , sans-serif;">Also thanks to <b>Talees Rizvi, Sundeep Chandra, Ester Martinez and RL Bhatia </b>and many others in industry & Academia <b>f</b>or helping me add to my experiential learning's through multiple industry interface. </span></span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;"><span class="distance-badge separator" style="background-position: 0px 0px; border: 0px; box-sizing: inherit; font-family: "arial" , "helvetica" , sans-serif; line-height: 24px; margin: 0px; outline: 0px; padding: 0px; position: relative; vertical-align: baseline;"></span></span></div>
<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span><span style="font-family: "arial" , "helvetica" , sans-serif;">Thank you everyone and I express my gratitude to all of you for directly / indirectly shaping me through my career journey so far! </span></span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">In Gratitude, Raj </span></div>
Raj Guptahttp://www.blogger.com/profile/01130959606795362984noreply@blogger.com43tag:blogger.com,1999:blog-4247179392212718038.post-83382987316341121772019-09-21T13:29:00.000+05:302019-09-22T13:47:01.650+05:30Article on Leadership published in All Things Talent Magazine <div dir="ltr" style="text-align: left;" trbidi="on">
<span style="font-family: "arial" , "helvetica" , sans-serif; font-size: large;">One of my article on Leadership got published in iimjobs.com AllThingsTalent September 2019 magazine. </span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif; font-size: large;">Here is the link </span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif; font-size: large;"><a href="https://allthingstalent.org/2019/09/16/leader-a-or-leader-b-choose-your-option/" target="_blank">https://allthingstalent.org/2019/09/16/leader-a-or-leader-b-choose-your-option/</a><br /><br />To receive a free copy of the #magazine, please share your details here <a href="https://docs.google.com/forms/d/e/1FAIpQLSc_qhsO-vUpPwpTnieHf0AOkQm4inyTL4K2GuC7EQb3G7Nbpg/viewform">https://docs.google.com/forms/d/e/1FAIpQLSc_qhsO-vUpPwpTnieHf0AOkQm4inyTL4K2GuC7EQb3G7Nbpg/viewform</a></span><br />
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Raj Guptahttp://www.blogger.com/profile/01130959606795362984noreply@blogger.com26tag:blogger.com,1999:blog-4247179392212718038.post-55523259236090937242019-09-15T13:53:00.000+05:302019-09-22T13:55:08.146+05:30Article on Managing Dysfunctional Workplace Challenges Published in HCM Magazine <div dir="ltr" style="text-align: left;" trbidi="on">
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<span style="font-family: "arial" , "helvetica" , sans-serif; font-size: large;">Glad to share that recently one of my article got published in HCM Magazine September 2019 issue which is widely circulated in APAC and Middle East.</span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif; font-size: large;">Here is the Link - </span></div>
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<a href="https://www.hr.com/en/magazines/hcm_excellence_apac_middle_east/september_2019_hcm_apac_middle_east/managing-dysfunctional-workplace-challenges_k055sy9v.html?utm_source=email&utm_campaign=essentials-hcm(apac%26me)excellence&utm_content=managingdysfunctionalworkplacechallenges-email&uid=1568195649176" target="_blank"><span style="font-family: "arial" , "helvetica" , sans-serif; font-size: large;">Managing Dysfunctional Workplace Challenges</span></a></div>
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Raj Guptahttp://www.blogger.com/profile/01130959606795362984noreply@blogger.com0tag:blogger.com,1999:blog-4247179392212718038.post-57485075366570418762019-09-14T13:58:00.000+05:302019-09-22T14:02:32.562+05:30Boardroom Priorities : HR Perspective - HR Symposia 2019 <div dir="ltr" style="text-align: left;" trbidi="on">
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<span style="font-family: "arial" , "helvetica" , sans-serif; font-size: large;">It was a privilege to take part as Panelist </span><span style="font-family: "arial" , "helvetica" , sans-serif; font-size: large;">and deliberate on the Topic - Boardroom Priorities : </span><span style="font-family: "arial" , "helvetica" , sans-serif; font-size: large;">HR</span><span style="font-family: "arial" , "helvetica" , sans-serif; font-size: large;"> Perspective at HR Symposia 2019 organised on 14th September by </span><span style="font-family: "arial" , "helvetica" , sans-serif; font-size: large;">Delhi School of Economics</span><span style="font-family: "arial" , "helvetica" , sans-serif; font-size: large;"> at North Campus, </span><span style="font-family: "arial" , "helvetica" , sans-serif; font-size: large;">Delhi University</span><span style="font-family: "arial" , "helvetica" , sans-serif; font-size: large;">.</span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif; font-size: large;"><span class="ember-view" style="border: 0px; box-sizing: inherit; line-height: inherit !important; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span style="border: 0px; box-sizing: inherit; line-height: inherit !important; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span style="color: rgba(0 , 0 , 0 , 0.901961); white-space: pre-wrap;">Listening to the views of fellow </span></span></span><span class="ember-view" style="border: 0px; box-sizing: inherit; line-height: inherit !important; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span class="hashtag-a11y ember-view" dir="ltr" id="ember2044" style="border: 0px; box-sizing: inherit; line-height: inherit !important; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span class="hashtag-a11y__name" style="border: 0px; box-sizing: inherit; line-height: inherit !important; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Panelists</span></span><span style="border: 0px; box-sizing: inherit; color: rgba(0 , 0 , 0 , 0.901961); line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline; white-space: pre-wrap;"> including </span></span><a class="tap-target feed-shared-text-view__mention ember-view" href="https://www.linkedin.com/in/ACoAAATUYqUBffCvcQi8Ve7LYfCxGBF_zdracI8/" id="ember2048" style="border: 0px; box-sizing: inherit; color: #0073b1; font-weight: 600; line-height: inherit !important; margin: 0px; padding: 0px; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;" target="_self">Vasudhara Srivastava</a><button aria-expanded="false" aria-label="See more about Vasudhara Srivastava" class="entity-hovercard__a11y-trigger" data-entity-hovercard-id="urn:li:fs_miniProfile:ACoAAATUYqUBffCvcQi8Ve7LYfCxGBF_zdracI8" data-entity-hovercard-trigger="click" style="background-image: none; border: none; 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border: none; box-sizing: inherit; cursor: pointer; flex-shrink: 0; height: 1px; line-height: inherit !important; opacity: 0; overflow: hidden; padding: 0px; white-space: pre-wrap; width: 1px;"></button><span class="ember-view" id="ember2068" style="border: 0px; box-sizing: inherit; color: rgba(0 , 0 , 0 , 0.901961); line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline; white-space: pre-wrap;"> </span><a class="tap-target feed-shared-text-view__mention ember-view" href="https://www.linkedin.com/in/ACoAAAE6abwB7pCRHkhvcjuOlcuj_rug-eHu6Tw/" id="ember2072" style="border: 0px; box-sizing: inherit; color: #0073b1; font-weight: 600; line-height: inherit !important; margin: 0px; padding: 0px; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;" target="_self">ASHUTOSH SHARMA 🇮🇳</a><button aria-expanded="false" aria-label="See more about ASHUTOSH SHARMA 🇮🇳" class="entity-hovercard__a11y-trigger" data-entity-hovercard-id="urn:li:fs_miniProfile:ACoAAAE6abwB7pCRHkhvcjuOlcuj_rug-eHu6Tw" data-entity-hovercard-trigger="click" style="background-image: none; 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border: none; box-sizing: inherit; cursor: pointer; flex-shrink: 0; height: 1px; line-height: inherit !important; opacity: 0; overflow: hidden; padding: 0px; white-space: pre-wrap; width: 1px;"></button><span class="ember-view" id="ember2084" style="border: 0px; box-sizing: inherit; color: rgba(0 , 0 , 0 , 0.901961); line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline; white-space: pre-wrap;"><span style="border: 0px; box-sizing: inherit; line-height: inherit !important; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"> and interaction with </span></span><span class="hashtag-a11y ember-view" dir="ltr" id="ember2088" style="border: 0px; box-sizing: inherit; color: rgba(0 , 0 , 0 , 0.901961); line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline; white-space: pre-wrap;"><span class="hashtag-a11y__name" style="border: 0px; box-sizing: inherit; line-height: inherit !important; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">future</span></span><span style="border: 0px; box-sizing: inherit; color: rgba(0 , 0 , 0 , 0.901961); line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline; white-space: pre-wrap;"> Leaders of </span><span class="hashtag-a11y ember-view" dir="ltr" id="ember2092" style="border: 0px; box-sizing: inherit; color: rgba(0 , 0 , 0 , 0.901961); line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline; white-space: pre-wrap;"><span class="hashtag-a11y__name" style="border: 0px; box-sizing: inherit; line-height: inherit !important; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">India</span></span><span style="border: 0px; box-sizing: inherit; color: rgba(0 , 0 , 0 , 0.901961); line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline; white-space: pre-wrap;"> was indeed enriching! </span></span></div>
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Kudos to the organising team for orchestrating the whole event flawlessly!</div>
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Raj Guptahttp://www.blogger.com/profile/01130959606795362984noreply@blogger.com0tag:blogger.com,1999:blog-4247179392212718038.post-77753645619010852452019-09-03T13:42:00.000+05:302019-09-22T13:55:24.745+05:30“Going from Good to Great: What Makes for Competitive advantage in tomorrow’s Business World?<div dir="ltr" style="text-align: left;" trbidi="on">
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<span style="box-sizing: inherit; line-height: inherit;"><span style="font-family: "arial" , "helvetica" , sans-serif; font-size: large;">It was indeed a privilege to be part of Panel discussion on “Going from Good to Great: What Makes for Competitive advantage in tomorrow’s Business World? A look at the role inter-personal and soft skills play in the emerging world of work “ organized by Deakin University, Australia in association with the Australia, New Zealand & India Business Association (ANZIBA) at the Australian High Commission, New Delhi on Tuesday, 3rd September 2019. </span></span></div>
<span style="box-sizing: inherit; line-height: inherit;"><span style="font-family: "arial" , "helvetica" , sans-serif; font-size: large;"><span class="ember-view" id="ember3013" style="border: 0px; box-sizing: inherit; color: rgba(0 , 0 , 0 , 0.901961); line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline; white-space: pre-wrap;"><span style="border: 0px; box-sizing: inherit; line-height: inherit !important; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span style="white-space: pre-wrap;"><span style="color: rgba(0 , 0 , 0 , 0.901961);">
</span>Interfacing with fellow Panelist including<span style="color: rgba(0 , 0 , 0 , 0.901961);"> </span></span></span></span></span></span><span style="font-family: "arial" , "helvetica" , sans-serif; font-size: large;"><a class="tap-target feed-shared-text-view__mention ember-view" href="https://www.linkedin.com/in/ACoAAA5LGxwBJZcqS69A4PoY8thevq08-52iXTM/" id="ember3029" style="border: 0px; box-sizing: inherit; color: #0073b1; font-weight: 600; line-height: inherit !important; margin: 0px; padding: 0px; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;" target="_self">Glenn Campbell</a><button aria-expanded="false" aria-label="See more about Glenn Campbell" class="entity-hovercard__a11y-trigger" data-entity-hovercard-id="urn:li:fs_miniProfile:ACoAAA5LGxwBJZcqS69A4PoY8thevq08-52iXTM" data-entity-hovercard-trigger="click" style="background-image: none; border: none; box-sizing: inherit; cursor: pointer; flex-shrink: 0; height: 1px; line-height: inherit !important; opacity: 0; overflow: hidden; padding: 0px; white-space: pre-wrap; width: 1px;"></button><span class="ember-view" id="ember3033" style="border: 0px; box-sizing: inherit; color: rgba(0 , 0 , 0 , 0.901961); line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline; white-space: pre-wrap;"> </span><a class="tap-target feed-shared-text-view__mention ember-view" href="https://www.linkedin.com/in/ACoAAAfgrW8BqATiEAzLaZ1QNyc7KOkAiVCilbA/" id="ember3037" style="border: 0px; box-sizing: inherit; color: #0073b1; font-weight: 600; line-height: inherit !important; margin: 0px; padding: 0px; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;" target="_self">Iain Martin</a><button aria-expanded="false" aria-label="See more about Iain Martin" class="entity-hovercard__a11y-trigger" data-entity-hovercard-id="urn:li:fs_miniProfile:ACoAAAfgrW8BqATiEAzLaZ1QNyc7KOkAiVCilbA" data-entity-hovercard-trigger="click" style="background-image: none; border: none; box-sizing: inherit; cursor: pointer; flex-shrink: 0; height: 1px; line-height: inherit !important; opacity: 0; overflow: hidden; padding: 0px; white-space: pre-wrap; width: 1px;"></button><span class="ember-view" id="ember3041" style="border: 0px; box-sizing: inherit; color: rgba(0 , 0 , 0 , 0.901961); line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline; white-space: pre-wrap;"> </span><a class="tap-target feed-shared-text-view__mention ember-view" href="https://www.linkedin.com/in/ACoAAAKvNHUBKsSx2C0iJ5rhY1v19rRC8kqkjms/" id="ember3045" style="border: 0px; box-sizing: inherit; color: #0073b1; font-weight: 600; line-height: inherit !important; margin: 0px; padding: 0px; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;" target="_self">Sam Freeman</a><button aria-expanded="false" aria-label="See more about Sam Freeman" class="entity-hovercard__a11y-trigger" data-entity-hovercard-id="urn:li:fs_miniProfile:ACoAAAKvNHUBKsSx2C0iJ5rhY1v19rRC8kqkjms" data-entity-hovercard-trigger="click" style="background-image: none; border: none; box-sizing: inherit; cursor: pointer; flex-shrink: 0; height: 1px; line-height: inherit !important; opacity: 0; overflow: hidden; padding: 0px; white-space: pre-wrap; width: 1px;"></button><span class="ember-view" id="ember3049" style="border: 0px; box-sizing: inherit; color: rgba(0 , 0 , 0 , 0.901961); line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline; white-space: pre-wrap;"> </span><a class="tap-target feed-shared-text-view__mention ember-view" href="https://www.linkedin.com/in/ACoAAAC8UCABCPXef9Apd3YdYNbRwuSo5Zn8Mj8/" id="ember3053" style="border: 0px; box-sizing: inherit; color: #0073b1; font-weight: 600; line-height: inherit !important; margin: 0px; padding: 0px; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;" target="_self">Anand R</a><button aria-expanded="false" aria-label="See more about Anand R" class="entity-hovercard__a11y-trigger" data-entity-hovercard-id="urn:li:fs_miniProfile:ACoAAAC8UCABCPXef9Apd3YdYNbRwuSo5Zn8Mj8" data-entity-hovercard-trigger="click" style="background-image: none; border: none; box-sizing: inherit; cursor: pointer; flex-shrink: 0; height: 1px; line-height: inherit !important; opacity: 0; overflow: hidden; padding: 0px; white-space: pre-wrap; width: 1px;"></button><span class="ember-view" id="ember3057" style="border: 0px; box-sizing: inherit; color: rgba(0 , 0 , 0 , 0.901961); line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline; white-space: pre-wrap;"> </span><span class="ember-view" style="border: 0px; box-sizing: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline; white-space: pre-wrap;">was indeed enriching. </span><span class="ember-view" style="border: 0px; box-sizing: inherit; color: rgba(0 , 0 , 0 , 0.901961); line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline; white-space: pre-wrap;">
</span><a class="tap-target feed-shared-text-view__mention ember-view" href="https://www.linkedin.com/in/ACoAAAMIoN8BTJAHFh0mdzjPCDCIj1yDI_sT6aQ/" id="ember3061" style="border: 0px; box-sizing: inherit; color: #0073b1; font-weight: 600; line-height: inherit !important; margin: 0px; padding: 0px; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;" target="_self">Lyndal Corbett</a><button aria-expanded="false" aria-label="See more about Lyndal Corbett" class="entity-hovercard__a11y-trigger" data-entity-hovercard-id="urn:li:fs_miniProfile:ACoAAAMIoN8BTJAHFh0mdzjPCDCIj1yDI_sT6aQ" data-entity-hovercard-trigger="click" style="background-image: none; border: none; box-sizing: inherit; cursor: pointer; flex-shrink: 0; height: 1px; line-height: inherit !important; opacity: 0; overflow: hidden; padding: 0px; white-space: pre-wrap; width: 1px;"></button><span class="ember-view" id="ember3065" style="border: 0px; box-sizing: inherit; color: rgba(0 , 0 , 0 , 0.901961); line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline; white-space: pre-wrap;"> </span><a class="tap-target feed-shared-text-view__mention ember-view" href="https://www.linkedin.com/in/ACoAABq7sU8BpAPKJhBa5hQ8rnHjQ3va21W23AY/" id="ember3069" style="border: 0px; box-sizing: inherit; color: #0073b1; font-weight: 600; line-height: inherit !important; margin: 0px; padding: 0px; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;" target="_self">vikram gera</a><button aria-expanded="false" aria-label="See more about vikram gera" class="entity-hovercard__a11y-trigger" data-entity-hovercard-id="urn:li:fs_miniProfile:ACoAABq7sU8BpAPKJhBa5hQ8rnHjQ3va21W23AY" data-entity-hovercard-trigger="click" style="background-image: none; border: none; box-sizing: inherit; cursor: pointer; flex-shrink: 0; height: 1px; line-height: inherit !important; opacity: 0; overflow: hidden; padding: 0px; white-space: pre-wrap; width: 1px;"></button><span class="ember-view" id="ember3073" style="border: 0px; box-sizing: inherit; color: rgba(0 , 0 , 0 , 0.901961); line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline; white-space: pre-wrap;"> </span><a class="tap-target feed-shared-text-view__mention ember-view" href="https://www.linkedin.com/in/ACoAAAP_pIsBVjgCJDvloRIHZzR1TixmODYKX3I/" id="ember3077" style="border: 0px; box-sizing: inherit; color: #0073b1; font-weight: 600; line-height: inherit !important; margin: 0px; padding: 0px; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;" target="_self">Ravneet Pahwa</a><button aria-expanded="false" aria-label="See more about Ravneet Pahwa" class="entity-hovercard__a11y-trigger" data-entity-hovercard-id="urn:li:fs_miniProfile:ACoAAAP_pIsBVjgCJDvloRIHZzR1TixmODYKX3I" data-entity-hovercard-trigger="click" style="background-image: none; border: none; box-sizing: inherit; cursor: pointer; flex-shrink: 0; height: 1px; line-height: inherit !important; opacity: 0; overflow: hidden; padding: 0px; white-space: pre-wrap; width: 1px;"></button><span class="ember-view" id="ember3081" style="border: 0px; box-sizing: inherit; color: rgba(0 , 0 , 0 , 0.901961); line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline; white-space: pre-wrap;"> </span><a class="tap-target feed-shared-text-view__mention ember-view" href="https://www.linkedin.com/in/ACoAAAPDqbYBo6Gz1QpLIhm-P1fwScf6r2C58pc/" id="ember3085" style="border: 0px; box-sizing: inherit; color: #0073b1; font-weight: 600; line-height: inherit !important; margin: 0px; padding: 0px; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;" target="_self">Geeta Mittal</a><button aria-expanded="false" aria-label="See more about Geeta Mittal" class="entity-hovercard__a11y-trigger" data-entity-hovercard-id="urn:li:fs_miniProfile:ACoAAAPDqbYBo6Gz1QpLIhm-P1fwScf6r2C58pc" data-entity-hovercard-trigger="click" style="background-image: none; border: none; box-sizing: inherit; cursor: pointer; flex-shrink: 0; height: 1px; line-height: inherit !important; opacity: 0; overflow: hidden; padding: 0px; white-space: pre-wrap; width: 1px;"></button><span class="ember-view" id="ember3089" style="border: 0px; box-sizing: inherit; color: rgba(0 , 0 , 0 , 0.901961); line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline; white-space: pre-wrap;"> </span><span class="ember-view" style="border: 0px; box-sizing: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline; white-space: pre-wrap;">It was indeed nice catching up with you for a brief chat amongst others. </span></span><br />
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Raj Guptahttp://www.blogger.com/profile/01130959606795362984noreply@blogger.com0tag:blogger.com,1999:blog-4247179392212718038.post-44512484780699867302019-08-31T13:36:00.000+05:302019-09-22T13:37:02.075+05:30<div dir="ltr" style="text-align: left;" trbidi="on">
<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">It was indeed a privilege to moderate a Panel discussion on "Decision Making Using HR Analytics" organised by HR Success Talk at Gurgaon on Saturday, 31st August 2019. </span><div>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">Meeting with fellow Panelists <a href="https://www.linkedin.com/in/ACoAAAEGCUcBR_WNSVe9_AoVzyo6qd7vDM8bJtE/">Nikita Zutshi</a> <a href="https://www.linkedin.com/in/ACoAAAMBcoIBMZ6oRIWgE9_Ha-l2isUPIP6Rmp4/">Manjari Misra</a> <a href="https://www.linkedin.com/in/ACoAAADK4EEB_27Oujzydp0nncRWc4PRYHrmaFc/">Ashish Kumar</a> <a href="https://www.linkedin.com/in/ACoAAAJiOxABT19n33lnpKsiA1vIM0VUfteihvk/">Sangita Garg</a> and other fellow HR colleagues from the Industry including <a href="https://www.linkedin.com/in/ACoAAAHmpiwBDdUWWKVLAhoDFmo4ZArAz4bhke0/">Govind Negi</a> <a href="https://www.linkedin.com/in/ACoAAABRUz8BXUBcnoWWZBub88DmAnpTTLosUxU/">Rajiv Naithani</a> <a href="https://www.linkedin.com/in/ACoAAAEf2csBpcjVf4uteQY36sEEbJKM-x9MHAg/">Khalid Raza</a> <a href="https://www.linkedin.com/in/ACoAAAA5JgUBkqsWt3y_pD2a-isguGH2xQLaTbI/">Mahim Mongia</a> <a href="https://www.linkedin.com/in/ACoAAAAXz0QB86H3nKyxpRzsmIduuAz1X26Ap_Q/">Saloni Kaul</a> was indeed enriching. </span></div>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">Hats off 👏👏 to <a href="https://www.linkedin.com/in/ACoAAAHmpiwBDdUWWKVLAhoDFmo4ZArAz4bhke0/">Govind Negi</a> <a href="https://www.linkedin.com/in/ACoAACmc-A0B3FFjV33CtVQuyZwUpy9G8jWMy-g/">Deepti Koranne</a> and team for par excellence orchestration of the entire event.</span></div>
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Raj Guptahttp://www.blogger.com/profile/01130959606795362984noreply@blogger.com0tag:blogger.com,1999:blog-4247179392212718038.post-70764588845256444602019-08-30T15:58:00.000+05:302019-09-22T13:38:44.302+05:30Interface with Future Leaders at 'Harmony 2019" Finance & HR Conclave <div dir="ltr" style="text-align: left;" trbidi="on">
<span style="font-size: large;">It was indeed a privilege to interact with future leaders of India at Finance and HR Conclave "Harmony 2019" held on 30th August' 2019 at Fore School of Management, New Delhi. </span><br />
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<span style="font-size: large;">The interface with fellow Panelists was also indeed enriching!</span></div>
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Raj Guptahttp://www.blogger.com/profile/01130959606795362984noreply@blogger.com9tag:blogger.com,1999:blog-4247179392212718038.post-16152418676695320302019-08-25T19:38:00.000+05:302019-09-01T19:58:24.376+05:30Interface with Future HR Leaders at IMI - Guest Lecture <div dir="ltr" style="text-align: left;" trbidi="on">
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<span style="font-family: "arial" , "helvetica" , sans-serif; font-size: large;">It was indeed great to have an interaction with young MBA Students from International Management Institute - IMI aspiring to become future HR Leaders on Thursday, 22nd August, 2019 at their New Delhi Campus. </span></div>
<span style="font-family: "arial" , "helvetica" , sans-serif; font-size: large;"><br />The deliberations and questions included Future of HR, Culture, Diversity and Inclusion, HR Tech, Retention Best Practices, Tenets of Success, Role of AI in HR amongst others. </span><br />
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Raj Guptahttp://www.blogger.com/profile/01130959606795362984noreply@blogger.com0tag:blogger.com,1999:blog-4247179392212718038.post-86592643910894547972019-08-18T19:50:00.000+05:302019-09-01T19:54:56.673+05:30Changing HR Trends in the Modern World - IIM, Gyanodaya 2.0 HR Conclave<div dir="ltr" style="text-align: left;" trbidi="on">
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<span style="font-size: large;">It was indeed awesome to take part as a Panelist in Indian Institute of Management (IIM) Bodh Gaya "Gyanodaya 2.0 HR Conclave" on 11-12 August, 2019 where Leaders from the various Industries deliberated on Changing HR Trends in the Modern World. </span></div>
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<span style="font-size: large;"><br />Interfacing with fellow Panelists and other colleagues from HR Fraternity was indeed enriching. It was also wonderful to learn and interact with future leaders of India. </span></div>
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<span style="font-size: large;"><br />Congratulations 👏👏 to Cultural Committee for orchestrating an unforgettable evening!</span></div>
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Raj Guptahttp://www.blogger.com/profile/01130959606795362984noreply@blogger.com1tag:blogger.com,1999:blog-4247179392212718038.post-25939895033855784762019-08-08T19:47:00.001+05:302019-08-08T19:47:30.442+05:30My First Fiction Book- "Workplace Romance & It's Perils"<div dir="ltr" style="text-align: left;" trbidi="on">
<span style="font-size: large;">"Fiction is the truth inside the lie". Stephen King<br /><br />I am glad to share about the latest book that I have published in collaboration with Monika Marwah titled <a href="https://www.amazon.com/gp/product/B07VLFLDKZ?pf_rd_p=2d1ab404-3b11-4c97-b3db-48081e145e35&pf_rd_r=51CX3VAY7MNQZR7VPVB6">Workplace Romance & It's Perils</a>.</span><div>
<a href="https://media.licdn.com/dms/image/C5112AQHDcWNEdjV17A/article-inline_image-shrink_400_744/0?e=1570665600&v=beta&t=ucser5DmiMTHnWS3C1tSED5uSjzvvbfBOGlLIs8bF-A" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><span style="font-size: large;"><img border="0" height="400" src="https://media.licdn.com/dms/image/C5112AQHDcWNEdjV17A/article-inline_image-shrink_400_744/0?e=1570665600&v=beta&t=ucser5DmiMTHnWS3C1tSED5uSjzvvbfBOGlLIs8bF-A" width="250" /></span></a><span style="font-size: large;"><br />Kiara, a small town girl wanted to test her skills by coming out of the comfort zone to build her own identity and to create a niche for her own self in the Corporate world. During her journey, she added many feathers of success but have to let go on many beautiful moments. Was it worth it?<br /><br />This book in a nutshell, touches upon —<br /><br />1) Myriad web of relationships that exists in the corporate world<br /><br />2) Shifting socio economic scenario amidst generational shifts<br /><br />3) Diversity & Inclusion, LGBTQ, Sexual Harassment and Mental Health issues and what it means for organization, employees and society at large.<br /><br />Kindle / print version is available largely across the world on <a href="https://www.amazon.com/gp/product/B07VLFLDKZ?pf_rd_p=2d1ab404-3b11-4c97-b3db-48081e145e35&pf_rd_r=51CX3VAY7MNQZR7VPVB6">Amazon.com</a>. </span></div>
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<span style="font-size: large;">Print version in India is available on Pothi.com. To buy, please<a href="https://pothi.com/pothi/book/raj-gupta-workplace-romance-its-perils"> click here</a></span></div>
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Raj Guptahttp://www.blogger.com/profile/01130959606795362984noreply@blogger.com2tag:blogger.com,1999:blog-4247179392212718038.post-38535378654628446072019-08-04T20:17:00.000+05:302019-09-01T20:29:51.241+05:30People Matters Tech HR 2019 TalentSnack Series - Spotlight on Performance Management <div dir="ltr" style="text-align: left;" trbidi="on">
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<span style="font-family: "arial" , "helvetica" , sans-serif; font-size: large;"><span class="ember-view" id="ember4667" style="border: 0px; box-sizing: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline; white-space: pre-wrap;">It was such an honour to hear from legends including </span>Leena Nair<button aria-expanded="false" aria-label="See more about Leena Nair" class="entity-hovercard__a11y-trigger" data-entity-hovercard-id="urn:li:fs_miniProfile:ACoAAAkLKrAB3pDJUVhVUJcpIkIbBNhRXfUBljk" data-entity-hovercard-trigger="click" style="background-image: none; border: none; box-sizing: inherit; cursor: pointer; flex-shrink: 0; height: 1px; line-height: inherit !important; opacity: 0; overflow: hidden; padding: 0px; white-space: pre-wrap; width: 1px;"></button><span class="ember-view" id="ember4675" style="border: 0px; box-sizing: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline; white-space: pre-wrap;"><span class="hashtag-a11y ember-view" dir="ltr" id="ember4679" style="border: 0px; box-sizing: inherit; line-height: inherit !important; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span class="hashtag-a11y__name" style="border: 0px; box-sizing: inherit; line-height: inherit !important; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">, Anil Kumble</span></span><span style="border: 0px; box-sizing: inherit; line-height: inherit !important; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"> and </span></span><span class="hashtag-a11y ember-view" dir="ltr" id="ember4683" style="border: 0px; box-sizing: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline; white-space: pre-wrap;"><span class="hashtag-a11y__name" style="border: 0px; box-sizing: inherit; line-height: inherit !important; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Piyush Pandey</span></span><span style="border: 0px; box-sizing: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline; white-space: pre-wrap;"> amongst other speakers at </span><span class="hashtag-a11y ember-view" dir="ltr" id="ember4687" style="border: 0px; box-sizing: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline; white-space: pre-wrap;"><span class="hashtag-a11y__name" style="border: 0px; box-sizing: inherit; line-height: inherit !important; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">PeopleMatters</span></span><span style="border: 0px; box-sizing: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline; white-space: pre-wrap;"> </span><span class="hashtag-a11y ember-view" dir="ltr" id="ember4691" style="border: 0px; box-sizing: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline; white-space: pre-wrap;"><span class="hashtag-a11y__name" style="border: 0px; box-sizing: inherit; line-height: inherit !important; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">TechHR 2019 Conference held at Leela Ambience, Gurugram on 1-2 August 2019</span></span><span style="border: 0px; box-sizing: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline; white-space: pre-wrap;">. It is rare to have 3 legend from different walks of </span><span class="hashtag-a11y ember-view" dir="ltr" id="ember4695" style="border: 0px; box-sizing: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline; white-space: pre-wrap;"><span class="hashtag-a11y__name" style="border: 0px; box-sizing: inherit; line-height: inherit !important; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">life</span></span><span style="border: 0px; box-sizing: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline; white-space: pre-wrap;"> in the same frame! </span></span> </div>
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<span style="font-family: "arial" , "helvetica" , sans-serif; font-size: large;">It was also a privilege to share my thoughts at People Matters Tech HR 2019 TalentSnack Series - Spotlight on Performance Management at the same Conference.</span></div>
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Raj Guptahttp://www.blogger.com/profile/01130959606795362984noreply@blogger.com0tag:blogger.com,1999:blog-4247179392212718038.post-25972827416315277422019-05-05T20:03:00.000+05:302019-05-19T20:04:07.845+05:30Leadership in Digital Age <div dir="ltr" style="text-align: left;" trbidi="on">
<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">It was indeed a privilege to participate in a panel discussion on "Leadership in Digital Age" during BMW Bird Automotive Go Karting Corporate Championship in Gurugram on Saturday, 4th May 2019 organised by Live Connection Exchange . </span><div>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">Listening to fellow HR and other colleagues was indeed enriching. </span></div>
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Raj Guptahttp://www.blogger.com/profile/01130959606795362984noreply@blogger.com1tag:blogger.com,1999:blog-4247179392212718038.post-45763231422377084222019-04-28T19:56:00.000+05:302019-05-19T20:05:57.934+05:30International Conference on Sustainable Management Practices in VUCA World<div dir="ltr" style="text-align: left;" trbidi="on">
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<span style="font-size: large;">It was enriching to participate as a Panel Member in <b>"International Conference on "Sustainable Management Practices in VUCA World"</b> jointly hosted by Sushant School of Business, Ansal University, India & Warwick University, UK on 25th April'2019 at their Gurugram, India Campus. </span></div>
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Raj Guptahttp://www.blogger.com/profile/01130959606795362984noreply@blogger.com0tag:blogger.com,1999:blog-4247179392212718038.post-12203130919798437922019-03-22T21:47:00.000+05:302019-03-22T22:05:33.357+05:30Transformation of Workplace and Redefining the Talent Agenda<div dir="ltr" style="text-align: left;" trbidi="on">
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<span style="font-size: large;">It was indeed a privilege to participate as as Guest of Honor in the 6th National Seminar organised by <a href="https://www.linkedin.com/company/13341942/">KCMT, Bareilly </a> on <b>"Transformation of Workplace and Redefining the Talent Agenda" </b>on Saturday, 16th March'2019 at their University Campus. </span><br />
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<span style="font-size: large;">The interface with future Leaders, KCMT Faculty, and with fellow industry colleagues including Subhankar Ghose and Mr Ajay Bhat added significantly to my experiential learning. </span></div>
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<span style="font-size: large;">The deliberation on various topics with Shri Giridhar Gopal, Dr. Amresh Kumar <a href="https://www.linkedin.com/in/ACoAAAwsGO8BIS0dg8mL2SHoYDwEXBQ_8OEJeQc/">Dr Vinay Khandelwal</a> and Dr. Prabodh Gour was indeed enriching! </span><br />
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Raj Guptahttp://www.blogger.com/profile/01130959606795362984noreply@blogger.com0tag:blogger.com,1999:blog-4247179392212718038.post-20651181659082231562019-02-24T22:30:00.002+05:302019-02-24T22:30:44.737+05:30Leading Transformation - The Competencies Leaders Develop for New Age Organization<div dir="ltr" style="text-align: left;" trbidi="on">
<span class="ember-view" id="ember7033" style="background: 0px 0px rgb(255, 255, 255); border: 0px; box-sizing: inherit; color: rgba(0, 0, 0, 0.75); font-family: -apple-system, system-ui, system-ui, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline; white-space: pre-wrap;"><span style="background: 0px 0px; border: 0px; box-sizing: inherit; line-height: inherit !important; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">It was indeed a privilege to participate as a Panelist in a National </span><a class="hashtag-link ember-view" data-control-name="update_hashtag" href="https://www.linkedin.com/feed/hashtag/?keywords=%23Seminar" id="ember7036" style="background: 0px 0px transparent; border: 0px; box-sizing: inherit; font-weight: 600; line-height: inherit !important; margin: 0px; padding: 0px; text-decoration-line: none; touch-action: manipulation; vertical-align: baseline;" target="_self"><span class="hashtag-a11y ember-view" dir="ltr" id="ember7037" style="background: 0px 0px; border: 0px; box-sizing: inherit; line-height: inherit !important; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span class="visually-hidden" style="background: 0px 0px; border: 0px; box-sizing: inherit; clip: rect(0px, 0px, 0px, 0px); display: block; height: 1px; line-height: inherit !important; margin: -1px; outline: 0px; overflow: hidden; padding: 0px; position: absolute; user-select: none; vertical-align: baseline; white-space: nowrap; width: 1px;">hashtag</span><span aria-hidden="true" style="background: 0px 0px; border: 0px; box-sizing: inherit; line-height: inherit !important; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">#</span><span class="hashtag-a11y__name" style="background: 0px 0px; border: 0px; box-sizing: inherit; line-height: inherit !important; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Seminar</span></span></a><span style="background: 0px 0px; border: 0px; box-sizing: inherit; line-height: inherit !important; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"> organised by IMS Ghaziabad on "Leading Transformation - The Competencies Leaders Develop for New Age Organization" on Saturday, 9th February'2019 at their University Campus.</span></span><br />
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<span class="ember-view" style="background: 0px 0px rgb(255, 255, 255); border: 0px; box-sizing: inherit; color: rgba(0, 0, 0, 0.75); font-family: -apple-system, system-ui, system-ui, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline; white-space: pre-wrap;"><span style="background: 0px 0px; border: 0px; box-sizing: inherit; line-height: inherit !important; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span class="ember-view" id="ember7033" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: 0px 0px; background-repeat: initial; background-size: initial; border: 0px; box-sizing: inherit; line-height: inherit !important; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span style="background: 0px 0px; border: 0px; box-sizing: inherit; line-height: inherit !important; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">The interface with future Leaders, IMS Faculty, deliberation by fellow panelists including </span></span><a class="tap-target feed-shared-text-view__mention ember-view" href="https://www.linkedin.com/in/ACoAAACWQ80Bu2m9fy67I2OyPTZwTa-X8FWxYC8/" id="ember7041" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: 0px 0px; background-repeat: initial; background-size: initial; border: 0px; box-sizing: inherit; font-weight: 600; line-height: inherit !important; margin: 0px; padding: 0px; text-decoration-line: none; touch-action: manipulation; vertical-align: baseline;" target="_self"><span data-entity-hovercard-id="urn:li:fs_miniProfile:ACoAAACWQ80Bu2m9fy67I2OyPTZwTa-X8FWxYC8" style="background: 0px 0px; border: 0px; box-sizing: inherit; line-height: inherit !important; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Dr Archana Tyagi, ACC(ICF)</span></a><span class="ember-view" id="ember7045" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: 0px 0px; background-repeat: initial; background-size: initial; border: 0px; box-sizing: inherit; line-height: inherit !important; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span style="background: 0px 0px; border: 0px; box-sizing: inherit; line-height: inherit !important; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"> was indeed enriching! </span></span>
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Raj Guptahttp://www.blogger.com/profile/01130959606795362984noreply@blogger.com6tag:blogger.com,1999:blog-4247179392212718038.post-44977839492245952272019-02-11T21:14:00.001+05:302019-02-11T21:21:39.193+05:30Technological Innovations in L&D for Organizational Excellence<div dir="ltr" style="text-align: left;" trbidi="on">
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<span style="font-size: large;">It was indeed a privilege to be invited to be part of the Panel discussion in Northern Regional Conference on <b>Smart Learning for Sustainable Entrepreneurship : Transformation and Growth</b> organized by I<b>ndian Society for Training & Development </b>(ISTD) Delhi Chapter on Saturday, February 9 at Hotel The Park, Sansad Marg, New Delhi.</span></div>
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<span style="font-size: large;">Our panel was chaired by Dr. Karthikeyan Ranganathan, National President, ISTD deliberating on <b>"Technological Innovations in L&D for Organizational Excellence".</b></span></div>
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The deliberation amongst stalwarts and interface with conference participants has indeed added significantly to my experiential learning. </div>
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During the conference, I touched upon, on shift in workplace dynamics amidst changing technological and business landscape where SMAC, acronym for Social, Mobile, Analytics, & Clouds alongside Artificial Intelligence (AI), Robotic process automation, Machine Learning, Deep Learning, Virtual Reality, Chatbots is taking a centre stage and has made <b>learning industry rethink its strategies. </b></div>
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I also touched upon briefly on key trends including Gamification, Augmented Reality, Mobile Learning, significance of personalization and customization. </div>
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The workforce dynamic are evolving keeping in view Gen Z, (also called Digital Natives) the generation born after millennial who is rapidly entering the workforce and in the next few years they would make bulk of working population. </div>
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Raj Guptahttp://www.blogger.com/profile/01130959606795362984noreply@blogger.com12tag:blogger.com,1999:blog-4247179392212718038.post-80219354735099948282019-02-04T23:37:00.001+05:302019-02-04T23:39:57.706+05:30"How Technology is Transforming HR" - AEG HR Conclave<div dir="ltr" style="text-align: left;" trbidi="on">
<span style="font-family: Arial, Helvetica, sans-serif;">It was indeed a privilege to moderate the discussion on "How Technology is Transforming HR" in the Asian Education Group HR Conclave, orchestrated with an objective to bring industry stalwarts, academicians & budding future HR managers on a single platform of knowledge creation & sharing, powered by Sightsinplus on Saturday, 2nd February'2019.</span><div>
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<span style="font-family: Arial, Helvetica, sans-serif;">Interfacing with fellow Panelists including Varun Dixit, Srinivas Reddy, Shrimi Saha and Vikas Vb.Lal was indeed a terrific learning experience. </span></div>
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<span style="font-family: Arial, Helvetica, sans-serif;">It was indeed awesome to meet Mr. Sandeep Marwah and hear his thoughts and first hand witness his infectious energy to make the difference to not only education sector but society at large! </span><div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhSHVmLpW2RzALqzXvMR17BEc0w4KpBz-qPIv0ewTG8VdFG_iUMEKZrax8e2j95YBwD4tB5Ny4YcbFYRjNAb0OBR4KjDs9DdDq3RWET4esqby9rHSJ59a98rhXlYgF9-vEprraH_shlmoT4/s1600/0.png" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="1080" data-original-width="1080" height="640" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhSHVmLpW2RzALqzXvMR17BEc0w4KpBz-qPIv0ewTG8VdFG_iUMEKZrax8e2j95YBwD4tB5Ny4YcbFYRjNAb0OBR4KjDs9DdDq3RWET4esqby9rHSJ59a98rhXlYgF9-vEprraH_shlmoT4/s640/0.png" width="640" /></a></div>
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Raj Guptahttp://www.blogger.com/profile/01130959606795362984noreply@blogger.com1