Shaping young HR leaders
As India today strives to accomplish various developmental targets and become a developed nation by 2047, it requires a workforce that exhibits exceptional qualities, including a high level of experience … Read More
In today’s fast-changing business environment, Learning and Development (L&D) has evolved from being a support function to becoming a strategic pillar for enterprise success.
In an era marked by rapid transformations and shifting business dynamics, organizations are being called to redefine their core identity.
Walk into any workplace today and you’ll notice something interesting: people from different generations working side by side. Baby Boomers, Gen X, Millennials, and Gen Z each bring their own rhythm and way of thinking.
Over the past few years, a new wave of employees, popularly referred to as Gen-Z, has been steadily entering the workforce.
After two decades in HR, I have learned this: age diversity isn’t a problem to solve. It’s a constraint to design for. Today, interns in their early 20s work alongside leaders with three decades behind them.
Imagine a chessboard where every piece looks and moves like a pawn. No queens to command, no bishops cutting across diagonals, no knights leaping unexpectedly, no rooks anchoring defence.
Renewable energy is more than simply a business; it plays a crucial role in the global fight against climate change. In this profession, people with abilities are invaluable, though their contributions may sometimes be eclipsed by the focus on technology and capital.
Rehiring can be an effective strategic step towards building diverse leadership and harness underutilised experience. There is, however, a need to look a long-term collaboration between the private sector and the government to bring the required change
A couple of years ago, when Leena Nair was still the CHRO for Unilever, they tested a four-day week in New Zealand while running “U-Work” in the UK.
In today’s fast-paced and ever-evolving professional landscape, work stress has become a growing concern for employees across the globe.
In today’s dynamic world, the role of the Chief Human Resources Officer (CHRO) is evolving at an unprecedented pace. We are no longer just managing policies, processes and procedures; instead, we are shaping the way organizations operate, innovate, and grow.
