SHRM: Recent Episodes
Timbre Media
SHRM has been the voice of all things work. And now it will come with an actual voice.
SHRM Radio is a collaboration between SHRM India and Timbre Media, which has pioneered internal podcasting for India Inc.
Through SHRM Radio, we would like to touch the lives of people and communities with useful and insightful content that is insightful and relevant.
SHRM India will be working in tandem with Timbre Media to bring out this podcast every Wednesday at 10 AM IST.
Imagine this: it’s Friday evening, and most people have already left for the weekend. But on the fourteenth floor, a small group is still deep in conversation: the CEO, CFO, legal team, and a couple of bankers. A merger is being planned, but the HR isn’t in the room.
HR finds out on Monday. Although HR was not asked, they were informed that they have ninety days to complete the merger, during which someone must address the duplicate roles, compensation structures, communication plan, and the impact on company culture.
Imagine this. It’s a Tuesday afternoon, and an HR Business Partner is sitting across from a department head, doing something that happens in organisations every year, usually around quarter 3 or quarter 4, filling out the 9-box.
Nine square grid with performance on one axis and potential on the other, and within the next forty-five minutes, they will quietly decide who is seen as a star, who is considered solid, and who becomes a question mark, often without the knowledge of the people being discussed.
And if you ask HR professionals who have sat through enough of these conversations, many of them will admit there is always a moment where the exercise begins to feel uncomfortably familiar, where the same quiet question comes up year after year, but nobody in the room is fully willing to ask it out loud.
It’s a Monday morning. You log in and see nearly 175 new job applications waiting in your inbox. At first glance, everything looks normal. The resumes are polished. The language is strong. The candidates seem qualified. But as you keep reviewing, a pattern starts to emerge. The phrasing feels similar. The structure repeats. Something feels off.
A Gartner survey shows that nearly 4 in 10 candidates are already using AI in their applications, with more than half relying on it to generate resumes and CVs. And it doesn’t stop at written applications. AI is now being used to submit applications at scale, fabricate credentials, and even simulate candidates in interviews.
The question is no longer whether AI is changing hiring. It’s whether hiring teams can still trust what they’re seeing.
When Change Becomes Overwhelming
You have been working at a company for seven years. It’s 10 a.m. You sit down at your desk when you receive an email notification. You open it and see that the company’s dress code has been changed from smart casual to formals. This is the fifth time the dress code has changed in the past two years. This is not just about policy changes, but about how constant change begins to erode the culture of an organisation.
According to McKinsey, the average employee now experiences around ten planned change programs a year, a fivefold increase compared to ten years ago. This pattern is seen across organizations, from frontline workers to senior managers, affecting their energy levels and contributing to burnout and exhaustion.
AI in the Workplace: A New Kind of Workforce
It’s a Wednesday morning. You are an HR representative tasked with hiring five sales representatives for your firm. You have to interview 27 candidates for the role in a single day. But it’s nothing to worry about, as you have an AI system working alongside you.
In many organisations, AI is beginning to function like a parallel workforce, taking on defined roles and acting as a decision-maker within the organisational structure. It is actively making decisions during the hiring process, and its approval is required by upper management to finalise selections. This is not just happening in your firm, but is becoming increasingly common across large organisations.
As organisations integrate AI into critical decision-making processes rather than using it for minor assistance, it raises an important question: are organisations truly prepared to manage systems that now hold decision-making authority?
Hey usually an event. A team lunch, a fun Friday, or the classic ice breaker where we learn surprising facts about colleagues. These moments are fun, but let us be honest, a pizza party cannot fix confusing processes or meetings that should have been emails. Real engagement is shaped less by occasional events and more by how work actually happens every day.
Events are not the problem. They can bring people together and create shared memories. The real challenge is that many organizations expect events to do the heavy lifting of building culture, motivation, collaboration, and engagement.
But the truth is much simpler. People experience work mostly through their daily workflows, not through occasional celebrations. The meetings they attend, the way decisions are made, how feedback is shared, and how teams collaborate shape their experience far more than any single event.
Hello and welcome to SHRM Global Radio. I’m Neerja, and today we’re talking about a topic that many high‑performance workplaces are guilty of…well, I don’t want to say ignoring, but some do kick the can down the road, until they cannot anymore: human sustainability.
How do we keep the bar high without burning people out? How do we build cultures where ambition and wellbeing strengthen each other instead of canceling each other out? Walk with me on today’s episode as we unpack what human sustainability really looks like in practice, and why it might just be your organization’s biggest competitive advantage.
If high-performance cultures had a personality, they would be the overachiever in every meeting. First to arrive, last to leave, color-coded dashboards ready, metrics memorized, and always asking, “How can we do better next quarter?”
Welcome to SHRM Global Radio, I’m your host Neerja, and today we’re diving into one of the most talked about, surveyed, analyzed, and occasionally misunderstood, words in the workplace - employee engagement.
Employee engagement is that magical metric that shows up in board decks and makes leaders lean forward and say, “Why did we drop three points in Q3?” The one that somehow turns into an employee problem when scores dip.
But here is the reality - engagement is not something employees are solely responsible for generating between meetings. Engagement is a leadership outcome.
When employees are engaged, productivity goes up. Loyalty strengthens. Profitability improves. Turnover and absenteeism decrease. Engaged employees show up, contribute to ideas and collaborate effectively. They care about customer experience. They influence the success of the organization.
So, if engagement has that much impact, we have to ask the obvious question - who shapes it?
Welcome to SHRM Global Radio, and today we’re diving into one of the biggest disruptions in the modern labor story: the rise of choice-based employment and the rewriting of the employee contract.
Yes, you heard that right. The world of work has officially walked up to the traditional job, patted it gently on the shoulder, and said, “It’s not you… It’s us. Actually, no, it is you.”
For decades, the full-time job has been treated like that most reliable of household appliances: the fridge. Dependable, always there, humming in the background, storing our leftovers and career hopes.
But lately, workers are discovering they might not want the fridge. Maybe they want a mini-fridge… or a cooler… or five small snack-sized fridges they can move around the house. And suddenly, the idea of one employer for life doesn’t feel like a given. It feels like an option. One option among many.
Welcome to SHRM Global Radio, the podcast where we share insights and analyses on how work, workers, and workplaces are evolving worldwide. Today we’re talking about one of the most misunderstood tribes in modern business - managers.
Ok, first off, let’s grant managers one thing: they pull off a fine balancing act every day against heavy odds but are expected to pretend it was smooth sailing all along. Not unlike a duck that appears to float serenely on water when, in fact, it is paddling away under the surface. That’s right, I compared managers to ducks. But I mean well, I promise.
Managers, especially middle managers, live between strategy and execution, between leadership vision and frontline chaos. In a world that is reimagining the workplace and the people who run it, managerial roles are being stretched, rewired, and, in some cases, reinvented entirely.
Welcome to SHRM Global Radio, the podcast where today’s workforce challenges meet tomorrow’s strategic thinking. and in this episode, we’re turning our focus to a skill that is quietly reshaping hiring decisions, performance reviews, learning agendas, and leadership pipelines across the globe: AI literacy. Not in the abstract, not someday, but now.
In organisations everywhere - from healthcare to hospitality, manufacturing to media – employees, and indeed entire teams, are being asked to not just adopt AI tools, but to understand them, critique them, and collaborate with them. And HR departments aren’t mere spectators in this shift, they’re at the centre of these experiments and deployments. As AI becomes embedded in job roles, workflows, and enterprise systems, a new mandate is emerging: to ensure employees at every level are equipped to partner with AI responsibly and effectively.
Today, we're discussing a significant evolution in our profession: the CHRO as a business strategist. Because CHROs are not just leading people teams, they're actively contributing to growth, transformation, and enterprise value.
For a long time, the C-suite felt pretty established: CEO, CFO, COO, maybe a CMO. HR was seen as an essential support function - the guardians of compliance and organisers of company events. We’ve all had a family friend or two in HR who recommended “life-changing” books that were your introduction to non-fiction – 7 Habits by Stephen Covey or The Goal by Eliyahu Goldratt. But that has changed.
Talent isn't just ‘HR's concern’ anymore- it's a key competitive factor. Companies recognise that even the best strategy won't succeed without the right people in the right roles. The Chief Human Resources Officer has now stepped into a more central position, not just as a people leader but as an important pillar of business success.
Hi, and welcome back to SHRM Global Radio! I didn't really give much thought before today, but that word - Global - has become so laden with meaning of late – both good and bad, for and against.
For so long, it felt like the world was just getting smaller, right? Borders blurring, policies aligning. We built incredible talent pipelines, leveraging efficiency. It was almost like a perfectly curated LinkedIn feed of global talent, but without the endless humble brags and pseudo-profundity. Nowadays, you might’ve noticed, something has shifted. Geopolitical tensions, shaky supply chains that make you question basic economics, nationalistic policies, and a fresh focus on local resilience are driving ‘de-globalization.’
This isn't about shutting ourselves off; it's a strategic reset - a more fragmented, localized approach to global business. And guess who's right at the heart of navigating this new reality, often with little more than a strong coffee, and a prayer- if you’re so inclined? Us merry folks in HR, that’s who. It feels like HR is heading towards uncharted waters again. We're looking at HR’s Role in Geo-Workforce Strategy: How we influence where and how companies build teams across borders in a de-globalizing world.
Welcome to SHRM Global radio. In this podcast series, we discuss workplace and workforce trends that are shaping the future, and we also examine the zeitgeist to understand what makes the HR world go round.
But there is a catch, a gap even - the silent ones may, and often do, go unnoticed. Or worse, remain unheralded. So, are we getting a truly holistic picture of the HR landscape?
In most workplaces today, success is associated with visibility, or at least, has a volume setting. The louder you are, the more likely you are to be noticed. The ones who speak up in meetings, lead presentations, or are active on social platforms tend to be noticed, and rewarded.
Hello and welcome to SHRM Global Radio, where we unpack the trends, ideas and stories shaping how we work, lead and grow.Today’s episode focuses on a theme that’s becoming central to how modern organisations grow and thrive.
People. Potential. And performance.
We’re exploring a topic that sits right at the intersection of all three: Reimagining value creation with empowered talent.
In a world where disruption is the norm and new technology arrives faster than we can adapt to the last one, one thing remains clear- it is people who create lasting value.
So, the real question is how do we unlock that value?
Let me ask you this: What if the next big leap in your organisation’s growth doesn’t come from strategy or scale, but from how you support your managers?
Because in 2025, leadership isn’t just about driving results. It’s about building resilience, trust, and a culture where people can do their best work, especially in uncertain times.
Welcome to SHRM Global Radio. In this episode, we’re exploring how the role of leaders is being redefined, and how HR is stepping up to shape the managers of tomorrow. From human-centric design to AI-driven learning, this is leadership, evolved.
Welcome to another episode of SHRM Global Radio. You've probably heard a lot of this lately, but— you know that shift in workplaces where we say work is no longer defined by static job titles; it is a mosaic of skills, tasks, and ever-changing needs? We have a catchy name for that now: "work pixelation."
It is the move from fixed roles to dynamic, modular work units that adjust as circumstances change. Many global organizations are already testing this approach to create a more responsive and agile workforce. If you are an HR leader, understanding these changes is crucial to shaping the future of your team. That's all true, of course, but you're probably thinking… wait, did you say pixelation?
Welcome to our segment on workplace innovation!
Today, we're diving into a hot topic that's making waves in the competitive job market: benefits customization. Organizations are getting creative with their strategies to attract and retain top talent. So, what exactly is benefits customization, and why is it so powerful?
Traditional, one-size-fits-all benefits packages are no longer sufficient in a workforce that spans multiple generations, cultural backgrounds, and life circumstances. What works for one employee might not work for another. That's where personalized benefits come in. Imagine this—you're an employee juggling work and caring for an elderly parent.
Wouldn't it be a game-changer if your company offered elder care support? By offering personalized benefits—such as elder care support, pet leave, and flexible schedules—companies can enhance employee satisfaction, loyalty, and overall productivity.
Picture this: an employee working seamlessly from a café in Lisbon or a beachfront coworking space in Bali, all while remaining fully compliant with your company’s policies and local laws.
This isn’t a make-believe scenario anymore—it’s the future of work. You heard that right. Companies around the globe are rewriting the rules to embrace digital nomadism, using it as a tool to attract top talent, foster employee satisfaction, and expand their operational reach. But with great opportunity comes great...complexity.
So, how do HR professionals navigate the legal, logistical, and cultural challenges of this global phenomenon? Today, we’ll discuss why digital nomad policies are so popular today, its challenges and how HR departments can work around this to drive success.
In today's fast-paced business world, organizations face a challenge: ensuring their workforce is in sync with ever-evolving market demands and groundbreaking technological advancements. Enter Strategic Workforce Planning, or SWP—your ticket to conquering talent shortages and crafting a dynamic team ready to tackle the future head-on!
So, why is Strategic Workforce Planning a game changer? Gone are the days when workforce planning was merely about filling positions or predicting short-term needs. SWP has evolved into a strategic powerhouse, directly linking talent management to the core objectives of the business. As companies embrace digital transformation, globalization, and the aim to build diverse teams, SWP has emerged as a dynamic tool for thriving in today's unpredictable market.
Hello and welcome to SHRM Global Radio! We’re in December 2024, 2025 is around the corner, and we’re thinking about how we can make the next year a great year at the workplace. Today, we’re diving into a topic that’s more relevant than ever—how to create a work environment where everyone, regardless of their age or background, feels valued and engaged.
Today’s workplaces are more diverse than ever before, bringing together people from different generations, each with their own stories, strengths, and perspectives. And honestly, that’s pretty exciting! But it can also mean that we, as leaders, need to be more mindful about how we connect with our teams. It’s about embracing all that diversity to build stronger, more cohesive teams.
Welcome to SHRM Global Radio, where we tackle the complex challenges leaders face in today’s ever-changing workplace, and today, we’re addressing one of the toughest, yet most critical, aspects of leadership: conducting layoffs with empathy.
In uncertain economic times, layoffs are sometimes unavoidable. But how you handle them matters profoundly—not only to the employees who are let go but to the rest of your workforce, your brand, and your bottom line.
In this episode, we’ll explore the best practices for navigating layoffs in a way that maintains dignity, respect, and a sense of humanity throughout the process.
Whether you’re new to ERGs or looking to refine your approach, we’re going to break down what makes them truly effective and how they can support your organization’s broader D&I goals.
We’ll talk about establishing, sustaining, and growing ERGs so that they’re not just a checkmark but a meaningful part of your company culture.
Welcome to SHRM Global Radio! Today, we're navigating the intricate landscape of VUCA—an acronym that stands for Volatile, Uncertain, Complex, and Ambiguous. This concept extends beyond mere corporate jargon; it serves as a vital framework for understanding the chaos that defines our modern reality. With global markets fluctuating, technologies evolving at an unprecedented pace, and societal norms shifting, VUCA encapsulates the core challenges leaders encounter today.
This episode will delve into what VUCA truly means and why leaders must grasp this concept. We will also explore practical strategies for effective leadership in such an unpredictable environment. From adapting to rapid changes to making strategic decisions amidst uncertainty, you'll gain actionable insights designed to transform your leadership approach So, prepare yourself as we dive into the VUCA world and uncover how to thrive amidst its turbulence. Let's get started!
Welcome to SHRM Global Radio! Today, we're diving into a topic that's revolutionizing the workplace as we know it: Employee Experience Platforms, or EXPs for short.
These platforms are not just your run-of-the-mill office tools; they are the game-changers that can transform your job from merely tolerable to genuinely enjoyable. From the moment you introduce yourself on a Zoom call during onboarding, to the day you celebrate that career milestone you've been striving for, EXPs are there to guide and support you every step of the way. They ensure you're not just surviving at work, but truly thriving.
In this episode, we'll explore how these digital powerhouses utilize advanced personalization and cutting-edge analytics to keep employees engaged, balanced, and on the path to professional growth.
Employee disengagement can hinder productivity and exacerbate issues like absenteeism, impeding your organization's ability to thrive in a dynamic, competitive market. Proactive, forward-thinking companies have begun exploring new approaches to expand their level of employee engagement.
One strategy that has gained significant traction is gamification. The gamification market expanded at a rate of 27.4% between 2020 and 2025.
HR operating models serve as the blueprint for HR service delivery, enabling organizations to optimize resources, enhance efficiency, and foster a culture of continuous improvement. The concept of HR operating models has undergone a remarkable transformation over the years. Initially, HR functions were primarily focused on administrative tasks, such as payroll processing and record-keeping.
Over time, as organizations recognized the strategic importance of human capital, HR's role expanded to encompass talent acquisition, employee development, and fostering a positive workplace culture.
In today’s rapidly changing business landscape, the ability to make quick yet effective decisions is more valuable than ever before, especially within Human Resources. This necessity has given rise to a concept known as decision agility, a capacity that is fast becoming a cornerstone of strategic HR management.
Decision agility is not just about speed; it’s about marrying velocity with precision to navigate through complex personnel challenges and opportunities. Its importance in the HR domain cannot be overstated, as it directly impacts organizational flexibility, employee satisfaction, and the overall success of business strategies.
Strategic human capital management (HCM) is a vital component of any successful business. It involves aligning the organization's human resources with its overall strategic goals and objectives. By effectively managing talent and focusing on human capital, companies can gain a competitive edge in the market. Strategic HCM goes beyond traditional HR practices and takes a more holistic approach to talent management, recognizing that people are the most valuable asset of any organization.
Climate change is no longer a distant future problem; it is a pressing issue affecting the environment, and therefore human lives, in significant ways. We don’t have to go very long before the next unusual weather event makes it to the news.
So, while I’d gladly forsake my neighbour’s cat, and all of his nine lives, to the weather gods for some snow in India as this year’s summer threatens to melt the earth with weeks of sweltering, unforgiving heat that’s far worse than previous years, my entirely self-serving thought helps bring into focus the issue: climate change is taking a toll and the results of such alterations in climate may be closer to us, and more immediate than many naysayers would like to admit.
No surprise then that climate change can affect our work too, and at a scale that impacts large swathes of populations. As business organizations and workplaces face the impacts of climate change, human resource professionals have a unique opportunity to play a strategic role in driving climate change adaptation and sustainability practices.
In today's fast-paced work environment, meetings have become an integral part of organizational dynamics. They serve as a platform for collaboration, decision-making, and information sharing.
However, recent research has highlighted the negative impact of excessive meetings on employee well-being and productivity. This phenomenon, known as the Meeting Load Paradox, underscores the need for organizations to strike a balance between the benefits and burdens of work meetings.
In this podcast, we’ll explore the causes and consequences of this thing known as the Meeting Load Paradox and discuss strategies for managing meetings effectively while prioritizing employee well-being.
The rise of generative AI, also known as GAI, is poised to revolutionize the way we work, and the HR function is no exception. From recruiting to performance management, GAI has the potential to reshape various aspects of HR operations.
While there may be concerns about job displacement, the reality is that AI can enhance and elevate the role of HR professionals, allowing them to focus on more strategic and value-added work.
In today's competitive business landscape, HR departments play a critical role in driving organizational growth and success. To effectively navigate this dynamic environment, it is essential for HR professionals to implement strategic tools and approaches that optimize growth.
One such powerful strategy is intention-driven benchmarking. By leveraging reliable data sources, HR departments can gain valuable insights into industry best practices and set meaningful benchmarks for their own organization.
In the post-pandemic world, the traditional office setup is undergoing a significant transformation. Gone are the days of rigid cubicles and strict 9-to-5 schedules.
With the advent of technology and changing employee expectations, the workplace is becoming more flexible and dynamic. The desire to foster an environment that encourages creativity, collaboration, and productivity is what is driving this shift.
As a result, an increasing number of organisations are embracing the concept of an off-site vibe in their office spaces.
In today's rapidly changing world, sustainability has become an imperative for organisations across industries. As businesses strive to create a better future for the planet and society, HR leaders have emerged as crucial partners in driving sustainability strategies within their organizations.
The concept of "green HR" has gained prominence, focusing on HR policies and practices that contribute to the protection and preservation of natural resources. So, what is HR's role in sustainability? And what are the initiatives that HR can undertake to build a sustainable workforce?
Explore the critical topic of workplace mental health stigma – debunking myths, unraveling its impact, and uncovering strategies for cultivating a stigma-free workplace that enhances well-being and productivity.
Discover the path to a healthier, happier work environment in this insightful podcast.
In the realm of business, change is the only constant. The rapidly evolving market trends, technological advancements, and customer expectations demand businesses to stay on their toes. This is where the concept of organizational plasticity comes into play. This term - organizational plasticity - refers to the adaptability and flexibility of an organization in response to changes in its environment. Can an organization modify its structure and operations to meet challenges and seize the opportunities presented by these changes?
With the rapid evolution of the workforce landscape, organizations are leaning towards modern approaches to secure their position in a competitive market. One such approach that is rapidly gaining momentum is Talent Intelligence.
This strategy, driven by Artificial Intelligence (AI), provides companies with an unprecedented understanding of their talent pool, aiding them in making informed decisions throughout the employee lifecycle.
The landscape of Human Resources is undergoing a significant transformation. Driven by the rapid advancements in technology and the increasing complexity of business operations, HR departments worldwide are turning to algorithmic solutions to streamline their processes and maximize efficiency. This revolutionary approach, known as Algorithmic HR, will redefine the way organizations manage their workforce.
In today's rapidly evolving job market, traditional hard skills like technical ability and data analysis are no longer enough to ensure a successful career. Employers are increasingly prioritizing human skills, which are also known as soft skills, as the key to building effective teams and driving business success.
Simply put, human skills are the personal attributes and social competencies that enable individuals to effectively interact with others in a professional environment. Some examples of human skills include communication, collaboration, leadership, customer service, and attention to detail.
Purpose-driven work and workplaces are becoming increasingly important in today's world, where people seek more fulfilment and meaning in their lives, including their work.
As outdated employee value propositions are cast aside, we see a new belief system taking hold: GenZ employees want to work in jobs, and workplaces, that align with their personal values, passions, and beliefs, in a way that leaves a lasting positive impact on society and the world.
Businesses are faced with a rapidly changing workforce landscape in 2023.
Trends such as diversity, longevity, and scarcity are becoming more prominent, and companies that fail to adapt risk falling behind.
However, those who embrace these trends can gain a competitive edge in the market. Diversity in the workplace has been shown to increase creativity, innovation, and productivity.
Longevity means that older workers are staying in the workforce longer, bringing valuable experience and skills. And the scarcity of skilled workers means that companies must focus on retention and upskilling their current employees.
As the world continues to adapt to the changes brought about by the pandemic, hybrid work has emerged as a popular model for organizations looking to balance the benefits of remote work with the advantages of in-person collaboration.
Hybrid work involves a combination of remote and in-office work, which presents unique challenges for maintaining employee visibility.
Now, for those unfamiliar with the term, it might seem like yet another confusing new phrase, but it’s really just what it sounds like the visibility of an employee in the workplace.
That said, we live in a time of flux. So, the definition of employee visibility continues to evolve and be redefined, thanks to remote and hybrid workplace models – by that, I mean in terms of employees being recognized and feeling included in relevant organizational initiatives and decisions.
The stress of the pandemic took a toll on employee health around the world, and that stress hit HR departments and personnel perhaps twice as hard. From coordinating large-scale digitalization and ensuring the well-being of colleagues to being the bearers of bad news for employees who were laid off, HR staff have had to manage several workplace transformations.
We’ve all used and heard the term "unprecedented" to the point of annoyance now, but it really is the truth of the last 2-3 years that HR personnel have had to demonstrate unusual resilience during an unprecedented time. Those wins may have come at some cost, though: the travails of the recent past have, cumulatively, led to burnout among HR folks.
Artificial Intelligence (AI) is a powerful tool for HR departments. It enables organizations to draw insights from large amounts of data, offering more precise and accurate analyses. It can also be used to automate tasks such as screening resumes and candidate evaluations. This can speed up the hiring process and reduce costs. Additionally, AI can be used to customize onboarding processes, develop more useful training strategies, and improve employee retention. It can also be useful in analyze employee performance, identifying areas of improvement, and helping Human Resource departments make better decisions for the growth of the company, thereby ensuring it becomes more efficient and stays ahead of the competition.
When we think of a workplace, what does it usually conjure up? Probably images of cubicles and long rows of desks, right? These days, especially in the wake of the pandemic, people are wary of offices and workplaces that can be impersonal and tedious. There’s an all-encompassing fatigue with selfishness and indifference that pervades most public spaces.
A workplace perceived as cold and unfeeling is now viewed unfavorably, and Gen Z, more than any other, is skeptical about jobs that require them to “just hunker down and work.”
Optimism is the mantra in 2022, and it will continue to be so in 2023, and beyond. An important research study by Forbes indicated that optimistic people are “103% more inspired to give their best effort at work.”There are many ways you can create an optimistic workplace, from having fun activities to creating a supportive culture. These tips will help you create a more positive environment for your team and increase productivity as well.
Diverse perspectives and opinions can be very valuable in a workplace. People from different backgrounds, experiences, and viewpoints bring different points of view that can help organizations become more inclusive. However, they also present challenges because it takes time to get used to new ways of thinking and interacting.
A culture that welcomes diverse ideas and challenges individual preconceptions is what we have in mind when we picture an inclusive workplace. It's a place where employees feel comfortable bringing up issues that might not seem important at first glance.
When you integrate different perspectives in an organization, you create a culture of collective intelligence that leads to better decisions and outcomes for everyone involved.
The rapid digital transformation of modern organizations means that the definition of a traditional workplace is quickly morphing into a hybrid office environment. This shift entails incorporating new technologies, team-based operating models, and collaborative workspaces with the aim of improving how employees work, collaborate, and communicate. Here are a few steps you can take to help your staff adapt smoothly to this change and succeed in a hybrid workplace.
Emotional intelligence is one of the most important skills in modern workplaces. It first went mainstream in the mid-1990s, when Daniel Goleman’s book Emotional Intelligence became a bestseller. Goleman defines emotional intelligence, also known as EI or EQ, as “a person's ability to manage his feelings so that those feelings are expressed appropriately and effectively.” It is another kind of brain power, which, rather than helping solve puzzles, helps us regulate our emotions and understand others. Goleman claims that emotional intelligence is the largest single predictor of success in the workplace.
A Comfort Zone is one of those things we never really know we have when we’re actually in it. Most of us are too busy rushing from task to task, doing our jobs, or fixing loose ends to notice that we fall into a habit more rapidly than expected.
Before we know it, our consistent routine becomes a comfort zone, and we remain stuck in it long after the routine has outlived its utility. It’s only when some type of jolt happens, or a catastrophe strikes, that we realize we had stayed within our comfort zones for too long, avoiding or shrinking from exciting opportunities and challenges that showed up.
Preempting such outcomes in the workplace is one of the top priorities of senior management, team leads, and managers. Let’s look at a few simple and effective changes that managers can make to help employees perform outside their comfort zones.
We’ve been facing some rough weather economically for a while now. The pandemic led to layoffs, or retrenchments as some parts of part of the world call it, resignations in large numbers, and companies that struggled with remote work or saw a drop in revenues downsized dramatically.
It has led to a persistent doubt in everyone’s mind: is my job safe? Will I be fired? Or should I just quit and move on? Many of us have faced such a situation or seen people close to us struggle with it. Even in more conventional scenarios, is it better to wait to be asked to leave, or just go ahead and quit?
This is a sensitive subject, of course, and not an easy question to answer. There are two schools of thought on this subject, which, for various reasons, make fairly convincing arguments.
Conflict. Hearing this word in a professional context gives us pause, doesn’t it? None of us wants unpleasantness at work, and yet we have all been guilty, at one point or another, of avoiding confrontations or stressful interactions in order to steer clear of conflict. But that is precisely the reason we must address the subject. The conflict between colleagues can lead to massive loss of time & energy, lead to individual (or even team-wide) procrastination, damage work culture, negatively affect results, and even spiral into outright bitter litigation and lifelong enmities.
We won’t get into too many platitudes about peace and conflict resolution in this podcast. Well, maybe just one: Former US President Ronald Reagan once said, "Peace is not the absence of conflict, it is the ability to handle conflict by peaceful means." That gentleman did know a thing or two about conflict resolution in the political sphere, but he may have been onto something more all-encompassing there. The ability to handle conflict is a hard-won skill and must be wielded firmly yet with subtlety and deftness. In this podcast, we’ll look at 3 ways you can do that at your workplace, and the benefits that accrue from such choices.
Performance management, simply put, is the tool used by an organization’s management to ensure that tasks given to employees are completed efficiently. It helps managers evaluate and monitor performance. Periodically reviewing employees’ performances, and seeing their direct and indirect effects on the workplace is good for both companies and employees. While the companies get to ensure that their goals are being achieved, employees experience personal progress during their time in that company. There are several factors that need to be taken into consideration to ensure this mutual growth.
Over the past year, one thing we learned is that remote work works. But what comes next? As every business plots their return to the office, there are now multiple options for where and how a workforce can operate: fully remote, fully in-person, more flexible hybrid formats with a few days in and a day remote, or even allowing work hours outside of the traditional 9-to-5.
In the course of upgrading technology, organizations have explored the relationship between people and technology at work – its impact on trust, relationships, and the mental health of employees.
But what about how technology impacts our futures?
Our success?
And how will it help us navigate the new world of work that has been turned upside down?
The past year changed everything. Organizations and employees alike were forced to adapt to situations out of our control, finding ways to stay afloat, retain jobs, and keep the loneliness of social distancing at bay. This podcast explores aspects of how, as we move towards a post-pandemic era, employees worldwide are hungry to regain control of their careers.
Recruiting, retaining, and growing the right talent are crucial aspects of success.
In this podcast, we look at the steps a company can take that enhances the culture of your workplaces, and make you stand out in a competitive market while sustaining high levels of productivity. These changes will help build a strong talent base and create a winning strategy for your organization.
Every once in a while, when we face serious problems, we all wish we had some superpowers. Maybe fly away to a far-off planet to destress, or just turn invisible. But the closest we humans come to possessing superpowers in our mundane world are the super successful CEOs, billionaires, top-rung politicians, and the like.
We often hear people refer to such individuals as born leaders, but are all successful leaders born with an innate ability to lead?
Or are some people more inclined towards leadership, while others have to work harder to become adept at it?
Truth is, no radioactive spider can give you the superpower of leadership.
In our reality, true leaders are forged by experiences, failures, and hard-fought successes.
In this podcast, we look at some of the “superpowers” that define a successful leader in the 21st century.
HR departments provide crucial guidance that ensure high morale, productivity, and the creation of fulfilling workplace environments.
But who advises the advisors? The best people to advise HR professionals are the experts who have seen and done it all.
In this podcast, we present the most popular, as well as practical, wisdom shared by experienced HR professionals.
These 10 tips might just improve your results dramatically in 2022!
Career development is an essential component of success these days. Companies are willing to expend resources to develop employees’ skills, which will eventually benefit their bottom line while providing satisfactory career growth for the individuals.
And we now have data to back this up: statistics indicate companies that invest in developing employees & talents are, on average, doing better than companies that do not. No wonder then that developing an individual's talent and knowledge in a positive direction is becoming a staple of the mutually beneficial arrangement that marks a rewarding corporate career.
Over time, the field of Human Resources has advanced considerably, even morphing into an all-encompassing field during times like the current pandemic. It is crucial that HR professionals constantly educate themselves - work on self-improvement within the organization and with fellow employees.
In this podcast, we’re looking at the significant ways an HR professional can get started on the path of career development. But what really constitutes “career development”? From setting career objectives to identifying gaps, from educational opportunities and seminars to developing crucial skills like adaptability and networking, a successful career involves imbibing several new learnings and applying them effectively.
The Covid-19 pandemic has had a massive impact on the very core of all industries everywhere - the people. It has forced a massive rethink, and in many cases - a reset, on human resources, recruitment, and talent management. In this podcast, we examine the 3 most significant developments in talent management over the last 18 months, ones that will determine how future workplaces look - Hybrid work policies, work-from-home, and digitalization.
With the growing transparency and influence of millennials, employees expect the work environment to be productive, engaging, and enjoyable.
It is time to address a holistic approach to the employee experience and engagement, bringing all the workforce, HR, and management practices that impact people on the job.
On Point: * How do Health and Wellbeing impact Productivity and Efficiency? * Are organizations investing enough in Holistic wellbeing practices for their employees? * Why is it critical for organizations to invest in a Chief Wellness Officer (CWO) role? * What would the Ideal role of a CWO encompass? * What are some common gaps that organizations make in driving the well-being of employees?
In order to manage the fallout of the Covid-19 pandemic, businesses and organizations have diversified their operations. With work-from-home/remote work finding increasing acceptance among a significant percentage of employers as well as employees, the use of virtual onboarding in the induction of new employees takes on greater importance.
Research shows that onboarding is crucial for longer tenures in organizations. Some studies claim that 1-in-5 new employees leave within just 45 days of joining! Therefore, onboarding and continued engagement are closely tied to employee retention and satisfaction.
Other studies indicate that a great onboarding experience resulted in 69 percent of employees staying with a company for more than three years, and being 50 percent more productive.
For more than half of the employees surveyed, structured onboarding programs positively impact the time spent in a company.
In this podcast, we share 10 tips that will help make your company’s virtual onboarding process a rewarding experience for both employer and employee.
Winning the Start-Up Game – A leaf from the diary of a young CEO
In this brand new episode of SHRM Radio, our host Archana Jerath talks with Kushal Nahata CEO & Co-Founder, FarEye; about Winning the Start-Up Game – A leaf from the diary of a young CEO.
A dynamic leader, Kushal drives the culture of ‘customer-first' at FarEye which enables the team to deliver value to FarEye’s 150+ clients globally.
He is an effervescent thinker who is passionate about enabling the digital transformation in the logistics industry and making it customer-centric. He is constantly working towards empowering companies to champion operational efficiency and customer experience.
Today’s SHRM Radio episode talks all about evolving workforce management need in organizations given the new normal where the work, worker, and workplaces are continually changing.
It also talks about implications for HR teams and organizations in the space of workforce management.
How did the CITI bank deal with the challenges faced during the transition from office to home?
What is their new COVID distress incentive for employees?
What does the future look like for the BFSI industry?
Know all this & more on our Brand New Episode of SHRM Radio on 23rd December.
Tune in.
In this era of global interconnectedness, it is essential to build messaging and strategy into a social engagement infrastructure that is meaningful, effective, relevant, and ongoing.
We speak with Ranjan Mohapatra, Director (HR), Indian Oil Corporation Limited, about the routes to unite environmental and social impact while generating employability while also touching upon the importance of skill-building.
Tune into #SHRMRadio for the insightful episode.
Our ideas of what a good leader are changing as rapidly as the times are. In this episode of SHRM Radio, we examine that very question: if you want to rise to the upper echelons of management, is it better to be a generalist or a specialist?
You also hear of so many shapes of leaders - T, M, I, pi! Is it possible to change from one to another? Or is it too late? These are some questions we will address on the time-tested debate about generalization and specialization.
Join us on #SHRMRadio to hear them share their industry experiences, interesting anecdotes, and find an answer to this age-old question.
What would intelligent organizations of the future look like?
What is the ideal design?
What are the implications of newer models on the org structure?
Let's hear it all from our expert, Ritvik Bhawan Senior Principal in Accenture’s Strategy and Consulting Group in our latest SHRM Radio Episode on Intelligent Organizations of the Future.
The Indian CHRO – How to build the Talent Pool According to the latest study by Spencer Stuart only 9% CHROs of the 160 companies that were analyzed served on a board of directors. That number seems to be at odds with the importance of the HR function in a post Pandemic world. That should get reflected in a higher number of organizations putting the employee's voice in the boardroom. Contrary to the popular perception that HR has more women leaders than other organizational functions, only 31% of the 160 companies studied have a woman CHRO. In this episode, Neha and Abhijit discuss the findings of this study and explore what may be different ways to have more effective CHROs and enhance that representation in the boardroom. Learn about the three organizations that have come to be known as “Academy Companies for HR” and understand what makes them so. What can be an easy way to build business acumen in the workforce?
The episode is known for offering creative and yet practical solutions to workplace issues that everyone is talking about.
Read more here https://www.spencerstuart.com/research-and-insight/india-chro-route-to-the-top
While ‘pandemic’ and ‘quarantine’ became the most commonly used words in 2020, another buzzword making the rounds has been ‘pivot’. Most businesses have pivoted in 2020 – which simply means have found alternative ways to stay afloat and also build resilience in the process.
While the core business strategy for some businesses may have changed, organizational functions have also pivoted into newer models.
Learning and Development quickly pivoted to taking their offerings virtual, Finance eased the paperwork by moving transactions online, onboarding and orientation moved virtual, other functions explored options of outsourcing and reskilling their workforce.
In this episode Neha and Abhijit discuss pivot options for Talent Acquisition, when there is a hiring freeze amidst mass layoffs and job losses, what can Recruiters do to keep the ship sailing? Tune in to find out!
Can Informal learning be the next frontier for Organizational Learning and Development? What started as a video sharing app for teens in China in 2016 quickly got reimagined as TikTok in 2017. In two years it grew to dominate 150 countries and have 75 languages to engage the users. By 2020 April, the app had hooked not just the Gen Z and Millennials but also their parents. The result was 2 billion TikTok downloads by April 2020. In this episode of Unabashed, Neha and Abhijit discuss whether there is something that might change the way we view learning in the corporate world.
When did you last watch someone bang down the door to enlist themselves in a mandatory training program for compliance? But there are examples of large corporates who have challenged this assumption. Is informal learning the under-leveraged learning opportunity? What needs to work before self-directed learning goes mainstream.
Try out some of these ideas to encourage informal learning in your business. Check out this article on how to take your learning strategy to the digital world https://www.shrm.org/resourcesandtools/hr-topics/technology/pages/kick-start-your-digital-hr-strategy-mobile-learning.aspx
https://abhijitbhaduri.com/2016/05/22/25-ideas-for-informal-learning/
Kautilya’s Arthashastra has relevant lessons for life and management even today. While its historicity may often be a subject of discussion, its relevance is rarely a matter of debate.
On this podcast, we will explore a few “common sense” ideas Chanakya laid down for us centuries ago.
Tune in for a radio interview with Mr. Sreekanth K Arimanithaya and learn how industries can transform their strategies to keep themselves ahead of the accelerated pace of change, post the COVID Crisis.
Can Informal learning be the next frontier for Organizational Learning and Development? What started as a video sharing app for teens in China in 2016 quickly got reimagined as TikTok in 2017. In two years it grew to dominate 150 countries and have 75 languages to engage the users. By 2020 April, the app had hooked not just the Gen Z and Millennials but also their parents. The result was 2 billion TikTok downloads by April 2020. In this episode of Unabashed, Neha and Abhijit discuss whether there is something that might change the way we view learning in the corporate world.
When did you last watch someone bang down the door to enlist themselves in a mandatory training program for compliance?
But there are examples of large corporates who have challenged this assumption.
Is informal learning the under-leveraged learning opportunity?
What needs to work before self-directed learning goes mainstream.
Try out some of these ideas to encourage informal learning in your business. Check out this article on how to take your learning strategy to the digital world
https://www.shrm.org/resourcesandtools/hr-topics/technology/pages/kick-start-your-digital-hr-strategy-mobile-learning.aspx
https://abhijitbhaduri.com/2016/05/22/25-ideas-for-informal-learning/
Should you benchmark an organization’s culture? Can the best practices of one company be replicated in another?
The book that triggered this conversation is 'No Rules Rules' written by Reed Hastings and Erin Meyer. Reed Hastings is the founder and CEO of Netflix. Netflix is famous for its unlimited vacation policy and no policy on business expenses.
Do creative organizations needs a different culture to thrive.
Would practices like Talent Density and Radical candor work in India? In this episode, Neha Pant and Abhijit Bhaduri (@abhijitbhaduri) discuss if the culture of an organization can be benchmarked.
Here is a quick summary of the book here https://bit.ly/32zUUSz
The other books mentioned are Work Rules by Laszlo Bock and Reinventing Organisations by Frederick Laloux (Watch him here https://youtu.be/GxGGkrtKZaA).
The episode describes the role of the leader in shaping culture through their talent strategy.
Tell us what you think by emailing us at shrmindia@shrm.org
One of the biggest barriers to equality and inclusion is the entry point –
when we are recruiting talent into the organization.
Due to the hiring bias, we fail to onboard a diversity of talent.
This episode of SHRM Radio is all about breaking the shackles of the hiring bias,
with our guest – Deepak Joseph, Head of Marketing, Indeed India
New business models create new roles in organizations. Sometimes an unusual designation maybe just an early warning for the changes that are coming to your own job. Take the members of HR teams in Organizations for example.
Are they Human Resources professionals?
Or workplace experience designers or talent ninjas or learning experience facilitators?
What could be the future of designations in Marketing or Finance or Supply Chain or Logistics or PR... If Drone delivery becomes the new normal, should we expect to see Drone Fleet Managers or Drone Designers or Drone Warehouse in-charge?
The possibilities are exciting. In this episode, Neha Pant (Senior Knowledge Advisor, SHRM India) and Abhijit Bhaduri (Leadership Coach & Author) have a candid conversation about scenarios shaping the work, workforce, and the workplace of the new future.
https://shrm.org/shrm-india/Pages/EVF_Virtual.aspx
The Dawn of the #RemoteWorkforce!
SHRM on AIR’s special episode on managing employee wellbeing features, Ketan Krishna & motivational speaker Gautam Ghosh with our host - Archana Jerath where they talk about the challenges of working remotely and managing employee wellbeing at the workplace.
Let’s know it all in this exclusive episode, in partnership with Rentomojo.
Listen to episode #SHRMonAir
Do register for the upcoming SHRMI webcast in partnership with Rentomojo on the Rise of Remote Working:
https://us02web.zoom.us/webinar/register/WN_f6T8t3GlS6OgJYfdETUp3Q
How does Oil & Natural Gas Corporation Limited, ensures diversity & inclusion in the workplace?
What are the practices adopted by ONGC to make diverse groups feel included?
Will ONGC be a game-changer in getting more female leaders on board?
Let's know it all from our esteemed guest, Ms. Alka Mittal on the next episode of SHRM Radio.
UNABASHED CONVERSATIONS on Rethinking Generational Labels.
In this episode, Neha Pant (Senior Knowledge Advisor, SHRM India) and Abhijit Bhaduri (Coach, Talent Management Advisor, and Author) have a candid conversation about all the different generational labels, their relevance in Corporate India, and the next big idea of looking at this aspect of diversity from a different lens.
"Dispelling stereotypes, biases, and Prejudices at work'
In this episode of SHRM Radio’s special focus series on Together Forward at Work features, Amita Kharadkar (Vice-President at a large MNC bank, Role Model) and we talk about Humanising workplaces and moving beyond D&I to creating Belongingness for all communities at the workplace.
Does remote work turn employees into virtual gig workers?
In the wake of the pandemic, as work and talent become location free,
the core of work experience would change.
We have all become digital nomads where the employer’s workplace has become invisible.
In this episode, Neha Pant (Senior Knowledge Advisor, SHRM India) and Abhijit Bhaduri (Leadership Coach & Author) have a candid conversation about all the different terms we associate with independent workers and the evolving organizational landscape for the workforce in the future.
Although thousands of years old, the Bhagavad Gita is a timeless text that offers relevant messages to organizations and people alike about what the right thing to do is.
Several of the tenets expounded in the Gita appeal to a secular sensibility, and it is these that we will talk about in this episode.
From battleground to the boardroom, the relevance of the Gita transcends time and space, and provides us a clearer lens through which to examine our work, life, and the duties we are bound to perform.
Does your Boss Influence your Career?
Good bosses make us realize our true potential, bad ones put us in self-doubt and leave us hating the job. Bosses can make all the difference yet most organizations assume that managing people is something everyone 'just learns'.
"There is no relationship in the workplace more powerful than the one between people managers and employees," said SHRM CEO Johnny C. Taylor, Jr.
There are 3 situations where having a skilled boss can make a difference.
One of them is about your ability to deliver "bad news" - without blaming it on someone else. So what are the other two scenarios?
In the opening episode of UNABASHED, Neha Pant (Senior Knowledge Advisor, SHRM India) and Abhijit Bhaduri (Coach, Talent Management Advisor, and Author) have a candid conversation about what makes one boss better than the rest.
It is a difficult topic on which all of us have opinions.
This is an unabashed conversation you cannot miss! Use #unabashed on social media if you want to connect.
Learn more https://www.shrm.org/hr-today/news/hr-magazine/summer2019/pages/building-a-better-boss.aspx
For the coming few weeks SHRM Radio with feature leaders and individuals from different walks of life to support - Together Forward @Work.
We kick start this special Series with a Very Special Guest –
Anuranjita Kumar who is Chairperson Women in Tech and Partner at IndusCap Ventures.
Lessons Learnt from COVID:
A case study by GAIL, featuring Sh. P. K. Gupta, Director (HR), GAIL.
People often believe that since the PSU sector has a job guarantee, it’s difficult to motivate employees for such challenging times.
However, PSU’s like GAIL have often proven it wrong by been market leaders in their sector and also servicing through difficult times.
Joining a new organization is like joining a new school
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you don't know anyone,
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you don't know where things are and how things work,
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you want to be well-prepared but
you also don't want to come off as too eager.
Joining a new business is a very tricky business indeed.
It is no different for the employer - they want to put their best foot forward in welcoming the new entrants putting their first foot forward, they want to showcase the organization in the best light possible, they want to let the new employees know about the rules of the organization while also fostering the new joiners creativity and independent thinking.
Making this a smooth journey for both parties is a challenge HR and internal communications teams face across the world. However, it needn't be arduous, and it certainly doesn't need to be boring.
On this episode of SHRM radio, we would like to explore ways in which different companies across India Inc have made this transition period informative yet not intimidating."
Episode 15 of SHRM Radio will feature a comprehensive discussion on how organizations can innovatively use the unforeseen circumstances of 2020 to improve their business, with our host Emily Dickens – Corporate Secretary & Chief of Staff - SHRM.
How important is your presence on social media?
How can it help in influencing people about a brand, services, product, or an individual?
Explore the art of social media influencing our exclusive radio interview with Abhijit Bhaduri.
How are communication, information, and decisions expected to disseminate in future organizations?
Know it all from our special guest, Anupam Prakash (The Guidant Group) in this week’s episode.
On this episode of SHRM Radio, Dr. Rakesh Sharma discusses the importance of internal communications in general, and their significance during times of change and crisis in specific.
Adopting internal podcasting has been a win-win for some organisations in India, and Rakesh discusses just that with Neha Kothari of Infosys, Bijoy Venugopal of Flipkart, and Chaitanya Gowande of BPCL as IC teams across the country find newer and more innovative ways to establish virtual togetherness in these times of social distancing
Do you think the virtual work format has democratized the idea generation?
Do you think it has enabled more contributions from the junior employees?
Be a part of more such relevant conversations during our radio interview,
on Rebooting Corporate Culture, with Manu Narang (CHRO, Sony Network)
Workplace biases restrict the growth of both the organization and its employees.
There must be a keen focus on building diverse & inclusive workplaces.
Hear this episode of SHRM Radio with our expert, Dr. Saundarya Rajesh, Founder – President – Avtar Group, D&I Solutions firm on how to adopt diversity & inclusion at the workplace.
Our mind is powerful, if we align it, we can thrive even in an adverse situation.
Learn the art of staying positive even in times like these, from the expert himself – Sanjeev Sahgal (Head HR Strategy and Agile HR, The World Bank)
Don't forget to tune in.
The percentage of women in the workplace, in India still remains low.
How can we curb this gap? How can we encourage organizations to build a diverse workplace?
Know it all and more from Apurva Purohit, President, Jagran Prakashan Limited in this SHRM Radio Episode.
The 7th episode of SHRM Radio we will talk about the drastic changes work,
worker and the workplace have undergone due to COVID19,
with Pratik Kumar (CEO Wipro Infrastructure Engineering)
In this episode, neuroscientist-turned-media person Dr. Rakesh Sharma talks about music and productivity at work.
Using scientific studies from over two decades, Rakesh lays out the case for music improving concentration, attention, and creativity.
He also talks to Seetal Iyer, Co-founder and Head of Content at Timbre Media about the additional benefits of music at the workplace."
While we say necessity is the mother of invention, this pandemic is compelling us to be creative!
Why are fear and creativity so uniquely juxtaposed in the current environment?
In this episode of SHRM Radio, Anil Sachdev, Founder & Chairman of SOIL shares some great insights.
Listen to a brand new episode of SHRM Radio – All Things Work on how to lead teams to success during uncertainty for People Managers & HR Professionals.
This Episode features Raj Raghavan, Senior Vice President & Head of HR at Indigo.
Subscribe to SHRM Radio today!
Listen to the candid chat on adopting the new normal during these trying times.
Know how everyone is moving towards a new conscious shift! Be there.
This Episode of SHRM Radio features Arjun Singh, Managing Director Asia, Yodlee.
Subscribe to SHRM Radio!
*What is Talent Quotient?
How do you measure your organization's Talent Quotient?
The Second Episode of SHRM Radio featuring Yashwant Mahadik – a seasoned Global HR Professional, philanthropist, Global Ambassador for SONY, Social Media Influencer, and expert; talks just about that!*
Subscribe to SHRM Radio!
Listen to the first SHRM Radio episode, where Archana Jerath (SHRM) in conversation with Piyush Mehta (CHRO, Genpact) discusses the future Post–COVID: Understanding the next Normal.
The unprecedented radical changes that we have witnessed due to the COVID outbreak are expected to change things forever and what impact they will have on the way we work.