Shaping young HR leaders
There is a quiet revolution happening in Indian households currently. Women are negotiating salaries, running businesses, managing investments, and increasingly asking questions about where their money should go and why.
The Karnataka Budget outlines a welcome and balanced approach to strengthening the state’s healthcare ecosystem, with emphasis on preventive care, infrastructure expansion, and digital transformation.
At WIKA, we follow a structured compensation framework that ensures role-based pay parity, independent of gender. Regular internal audits and market benchmarking help us stay aligned to fair pay practices.
The era of viewing Artificial Intelligence (AI) as an optional add-on or a standalone technology initiative is firmly behind us. In 2026, AI will no longer sit at the periphery of Human Resources, it will become the central nervous system powering people strategy.
A few years ago, technology leadership was defined by stability. Systems needed to run. Networks needed to be secure. If nothing broke, the job was considered done. But in 2026, that definition no longer holds the ground.
For years, People Engagement has been spoken about as a concept, sometimes even reduced to a checklist > events, touchpoints, communities, platforms. My belief is different. People Engagement is not a term. It is a purpose.
Artificial intelligence has evolved from a high-end luxury into an essential daily tool. It empowers people to work faster and smarter by understanding the context of a task rather than just following rigid commands.
India envisions becoming a leader in renewable energy. Accordingly, the policymakers aspire to achieve generation of 500 gigawatts of non-fossil fuel capacity by the year 2030.
In 2025, organizations navigated a perfect mix of change: evolving workforce models, rising employee expectations, rapid digitalization, and a global competition for talent. HR was no longer about policies and paperwork; it became about people understanding them, developing them, and preparing them for what’s next.
In the pursuit of long-term business success, one of the most underestimated risks isn’t capital or technology, it is the talent gap.
In the high-stakes world of insurance sales, early-career learning and structured development are critical to building a resilient and high-performing team. Much like a well-assembled cricket squad, where each player from dependable openers to dynamic middle-order batsmen contributes uniquely to the team’s success, the insurance industry thrives when its salesforce receives the right training and guidance at every stage of their journey.
The HR function has evolved more in the past decade than it did in the two before it. What once revolved around policies, payroll cycles, and compliance now sits at the centre of conversations on growth, capability/capacity, and organisational design.
