Shaping young HR leaders
Human resources are the cornerstones of any organization, and ensuring their growth, well-being and development is fundamental to its evolution.
In February 2020, we dreamt that INT. would become a 100 percent remote work company in 5 years. Then, Covid struck and within weeks, things we thought would take five years to achieve were implemented in less than five days.
The modern workforce is much different compared to a decade ago, – and the pandemic has accelerated further change. The benefits of having a team working in hybrid mode cannot be denied, even though teamwork online can present its challenges.
In the last few months, we have all adapted to the ‘new’ normal. Businesses and individuals alike have embraced the change brought about the pandemic in a more positive light
The global pandemic has greatly altered the way we work, for the foreseeable future. While there is a lot of discourse about the “post-pandemic” way forward, the reality is that there is no way for us to know when, or even whether
Diversity, Equity and Inclusion has become a strong purpose for every organization. However, building and strengthening an organization with a sense of diversity, equity and inclusion is embarking on life long journey.
As we are still evolving from an unprecedented global health crisis, rewarding and recognizing employees during this time of commotion is more important than ever.
It is wearisome when an employee resigns. Not only do you need to start the whole process of searching for the right talent, replacing an employee can cost a company up to six to nine months of the employee’s salary.
The pandemic is likely to become an endemic soon, and organizations are mulling different return-to-office models to make it easier for employees to adopt to the new world.
The year 2020 and 2021 have changed the way we work forever. But like most things in life, it’s how we deal with change, and 2022 is certainly the year HR will have to ride the transformation waves that rippled across the past two years.
The business case for DE&I is now well entrenched and most organizations are invested in developing a diverse talent pool and nurturing an inclusive environment.
Managers in an organization play the crucial role of bridging the gap between the top management and frontline employees. They are responsible for translating the strategic vision of the top management into clear, actionable and quantifiable goals to be executed by the frontline employees.
