We are looking for India's Top 50 HROs. Submit your application today. Enter Now!

Latest Articles

upcomingline
 Five reasons to create a compelling Personal Brand

Five reasons to create a compelling Personal Brand...

calender Mar 31, 2021

We are all well aware of the appraisal calibrations where a decision to promote a person is based on...

 Three Things to do Before You Begin Your Personal Branding Journey

Three Things to do Before You Begin Your Personal ...

calender Mar 31, 2021

Building a compelling personal brand is not just good for you but it’s great for business, for...

 Deepika Padukone and How to Position Yourself

Deepika Padukone and How to Position Yourself...

calender Mar 25, 2021

Amongst the raft of celebrities that are showing their love of ripped jeans, Deepika is a notable ab...

 What colour is your collar?

What colour is your collar?...

calender Mar 24, 2021

For as long as we can remember, we had workers classified broadly into “white collar” or...


Latest Trending Articles

upcomingline
 Leadership Insights: Priyanka Anand, Vice President and Head of Human Resources, Ericsson India Global Services

Leadership Insights: Priyanka Anand, Vice Presiden...

calender Jan 10, 2018

  Leaders play a key role in shaping the future of any organization especially w.r.t. their hu...

Talent Management Insights: Interview With Anu Sharma, Founder, The HR Practice

 Talent Management Insights: Interview With Anu Sharma, Founder, The HR Practice

Being member of  the Advisory Council of the India CHRO Forum  powered by Sodexo India and led by Paul Writer we have featured a short interview with Anu Sharma, Founder, The HR Practice.

 

3 ways by which organizations can focus on talent development? 

  • Achieve more customised learning by handing over the control of self development to the employee.   
  • Establish Talent Partnerships beyond the boundaries of the organization 
  • Focus on strengthening pipeline of “talent pools” / Specialist skill buildup rather than specific positions /roles

 

Your advise to manage talent crunch?

  •  Discover the success factors in your organization; focus investments in building for those specific attributes
  • "Organiztional Learning” to be active element of knowledge base 
  • Invest in Employer Brand

 

Example or your advise  to organizations to structure benefits to motivate their employees? 

The Benefit menu should be evolving and anchored in the demographic profile of your Talent - needs change with different stages of life and the Benefits menu should reflect that. Flexibility and yet covering essential bases like healthcare is a good philosophy for benefits structuring.  The interest today is beyond monetary benefits, to touching beliefs of the talent pool by including Volunteering time off, sustainability initiatives, expereince sabbaticals etc