Shaping young HR leaders
As the long-awaited Labour Codes officially come into effect, HR professionals across industries are preparing for one of the most significant transitions in employment law in decades. Designed to consolidate … Read More
The fear of artificial intelligence (AI) replacing human jobs has dominated headlines across industries for years. In construction, one of the world’s largest and most labour-intensive sectors—this fear feels particularly acute.
New York head-quartered Humanscale, the global leader in workplace ergonomics, announces the India launch of ‘Humanscale Consulting’ now providing Ergonomics Consulting Services to customers in India through its Authorised Distribution Partner, S Cube Ergonomics Pvt Ltd (S Cube).
On World Youth Skills Day, Pidilite Industries Limited, a leading manufacturer of adhesives, sealants, construction chemicals, and art materials, reaffirmed its commitment to empowering India’s youth through vocational training and digital innovation.
My idea of India is that India will have the largest workforce in the world by 2027. The people who can drive change are already here.
There is high demand and higher supply, yet the two don’t meet for the Indian tech industry. Last year, TCS reported 80,000 vacancies, but the majority of the 1.5 lakh engineering graduates who pass out annually did not suit the job.
With the Union Budget 2025-2026, the Government has taken strides towards realizing the Viksit Bharat vision by 2047.
The major take home message of the budget just announced by the Finance Minister is that it is a middle class friendly budget.
The Union Budget 2025 reinforces India’s commitment to inclusive development, economic acceleration, and technological advancement.
During a quarterly town hall at Findability Sciences, Sandhya, a data analyst from Sambhajinagar, Maharashtra, received a surprise shoutout.
In a dusty classroom in rural Maharashtra, a young boy stared at his father’s accounting textbook, his name printed in mock balance sheets of imaginary companies.
Historically, an HR profile was considered a core people profile rather than a business profile. People mainly would tag a CEO to business, a CFO to financial stability, and a CHRO to employee management without creating an essential link between the three.
