Counter-offers might feel like quick wins, but they're often cultural losses. A counter-offer masks deeper issues: unfair compensation practices, stagnant career growth, lack of engagement, or a broken trust between employee and employer. It's a temporary bandage on a wound that requires real...
ARTICLES
Real progress demands that organisations confront biases at their roots. Leadership and HR must ensure communication equality by urging open but respectful speech for every employee, regardless of gender.
Industrial Relations
ER Excellence, IR Innovation: How India is Becoming the Fastest-Growing $5 Trillion Powerhouse
The question of whether ER or IR should take precedence is moot. Both are indispensable in the context of the current Indian economy. ER ensures that the human element is not lost in the pursuit of economic growth, while IR provides the structural foundation for equitable and harmonious labour...
Labour Law
Navigating the Digital Personal Data Protection Act, 2023: An Overview for Indian Employers
Indian employers at present to continue to comply with the SPDI regime while preparing for a transition to the DPDP framework. By implementing clear internal policies, ensuring lawful processing, enabling employee rights, and building strong governance systems, employers can foster a culture of...
The preponderance of Probability is an interesting legal principle that all top management personnel and the legal and HR Fraternity must understand. Although, the principle is strongly applicable in civil and taxation cases. The author has focused on labour jurisprudence and its implications in...
An employee who has separated from the establishment after completing continuous service of 4 years with an additional 240 days in the 5th year will be entitled to gratuity. The deeming provision can be made applicable even though the employee has not had continuous service for one year. It is...
When a culture is built with authenticity, trust, and transparency, it becomes the heartbeat of an organization. The culture we build today will not just be the blueprint for great companies, but will serve as the foundation for great legacies.
Leaders need to ask questions, listen deeply, and act thoughtfully. One-on-ones should not just be about deliverables but about well-being.
Successful business evolution is not just about new structures- it's about shifting mindsets, habits, and values to build a future-ready organisation. Ultimately, a "culture first" approach builds a resilient and adaptable organisation that is better equipped to navigate challenges, capitalize on...
The biggest misconception about Company Culture is that it gets organically created, it's how it works for that business or industry and that nothing can be done about it.
