Ask most organisations why they can't find the right people, and they'll point to the market, the skills gap, or a broken pipeline. Ask Yashwant Bhaid, and he'll point somewhere far more uncomfortable, the boardroom. For Bhaid, the talent problem is not a recruitment problem. It is a leadership...
Author - Yashwant Bhaid
is Founder Director of RubHRix People Consulting, a Mumbai-based boutique strategic HR consulting firm. Yashwant is also a certified Independent Director from IOD and the Ministry of Corporate Affairs. He has worked as President HR and CHRO with a reputed Organization before launching its consulting venture.
The major shift is the adoption of the latest tools, techniques and technologies, including AI and ML, being the latest addition.
Remote is by very nature remote and hence cannot be the in-person experience. Monitoring and measuring remote work is the biggest challenge due to which assigning benefits to it is also challenging.
How can HR sensitize all line managers to look at every team interaction as an opportunity to create positive employee experience is the key.
Let us look at relevant policies as to how best to modify them and protect the interests and natural rights of employees and the long-term interest of the Organisation. The very approach an organisation wish to take towards office romance cannot be restrictive.
Organisations have to manage the change process step by step. Abrupt changes will invite resistance. To start from the leadership is the best approach.
Reaching to customers is primarily dependent on digital media. Readiness of organizations and its employees on digital savviness may differ in degree of readiness.
At individual level the behavioural and leadership competencies which emerged are - collaboration, teamwork, technology savvy, risk taking ability, decision making, clarity with conviction and ability to get along with the situation and people, negotiation skills, analytical ability and problem...
