Chetan Gupta

“𝐖𝐢𝐬𝐝𝐨𝐦 𝐢𝐬 𝐧𝐨𝐭 𝐚 𝐩𝐫𝐨𝐝𝐮𝐜𝐭 𝐨𝐟 𝐬𝐜𝐡𝐨𝐨𝐥𝐢𝐧𝐠 𝐛𝐮𝐭 𝐨𝐟 𝐭𝐡𝐞 𝐥𝐢𝐟𝐞𝐥𝐨𝐧𝐠 𝐚𝐭𝐭𝐞𝐦𝐩𝐭 𝐭𝐨 𝐚𝐜𝐪𝐮𝐢𝐫𝐞 𝐢𝐭.” — Albert Einstein Happy to share my latest learning in 𝑯𝑹 𝑨𝒏𝒂𝒍𝒚𝒕𝒊𝒄𝒔 using Excel Tools. Unique value of the course - Case Study based practical learning for contemporary HR challenges in Performance Management & Performance tracking using KPIs, Attrition Analysis & HR Operations. Key takeaways 📌 HR Metrics selection, visualisation & dashboards 📌 Using the Right HR KPIs for Performance Measurement 📌 Use of Statistics in HR - Co-relation & Regression model for predictive analysis Bonuses in the course - easy way to analyse data using the " Analyse Data function " , Importing of data from PDF & the Web, Introduction to Machine Learning. Thanks Udemy & Start-Tech Academy for a valuable course for HR professionals. #abhay_leads Military Veterans : DGMP, IIM Mumbai Indian Institute of Management Mumbai

٤٠

٧ تعليق

When asked by a pitch panel judge what sets HR STRONG apart from other HR consulting firms, I reflected on our core belief: People must remain at the center 🎯of any transformation. As we navigate the 5th Industrial Revolution 🦾, aimed at conducting business for humanity, HR STRONG aligns with the United Nation’s first four SDGs: 🚫No Poverty 🙅🏽‍♀️Zero Hunger 🏄🏾‍♀️Good Health and Well-Being 🎓Quality Education And what better way to uphold these SDGs than by starting within your own workforce! Our approach is to tap into your Internal Talent Marketplace by: 📚Upskilling & Reskilling 👨‍🏭Creating Clear Career Pathways 🗣️Timely and Transparent Communication 🌎 Designing Meaningful Work 🟰 Employee Retention Let’s discuss how we can build business transformation through your most valuable asset—Your PEOPLE 👷🏽‍♀️👷🏼‍♀️ #HRConsulting #EmployeeFirst #Peoplefirst #5thIndustrialRevolution #SustainableLeadership #FutureOfWork #SDGs #WorkplaceTransformation #wcclive2024! #2024wcclive!

٢٠

٢ تعليق

*The Art of HR Budgeting: Essential Components and Practical Tips* Crafting a robust HR budget entails meticulous planning, resource allocation, and alignment with organizational objectives. In this blog series, we will cover this critical subject into two parts, providing a detailed breakdown. Part One highlights the 'key elements' integral to the HR budget exercise, while Part Two uncovers common pitfalls and areas of caution in the budgeting process. Let's delve into the key components of an #HRbudget exercise: 1.    #Compensation Costs: Perhaps this segment gets the maximum share of the budget and includes salaries, bonuses, benefits, and other forms of remuneration for HR team. 2.    #Recruitment Expenditure: Expenses linked to job advertising, background checks, referral programs, and fees associated with recruitment agencies or job boards. 3.    #TrainingandDevelopment: Allocated funds for skill building initiatives, including training programs, certifications, and succession planning aimed at nurturing talent for future roles. 4.    #EmployeeBenefits: Covering healthcare, wellness programs, employee assistance plans (EAP), and other organizational benefits, including retirement plans. 5.    #EmployeeRelations: Funds for fostering a positive workplace culture through engagement activities, recognition programs and grievance handling initiatives. 6.    #Compliance and #Legal Costs: Provisions for legal consultations, compliance audits, and expenses related to ensuring adherence to regulatory requirements. 7.    #HRTechnology: Allocation for essential HR software systems such as HRIS, ATS, payroll software, and other technological tools. 8.    #HROperations: Provisions for administrative expenses like office supplies, travel and overhead costs essential for the functioning of HR department. 9.    #ConsultingServices: Budget earmarked for engaging external consultants, experts for specialized projects. 10. #StrategicInitiatives: Allocation for long-term HR strategies aligned with organizational goals such as employer branding, Diversity & Inclusion. 11. #ContingencyFund: Reserve set aside to address unforeseen HR expenses or emergencies that may arise. It is important that organizations craft comprehensive HR budgets that not only align to strategic imperatives but also optimize resource utilization. This involves meticulous planning across the budgetary elements and fostering collaboration with stakeholders such as #Finance and #Business #leadership. Regular reviews and adjustments to the budget ensure agility in responding to evolving business needs and ensuring efficient resource allocation. Stay tuned for part two of this series, where we will delve into common challenges and potential errors encountered during the HR budgeting process.   #hr #budgets #hrbudgets #hrcommunity #hrstrategy #hrleadership InvokHR Solutions #hrbp #founders #hrdirectors #hranalytics #hrleaders #hrg   Photo courtesy: Jakub Żerdzicki on Unsplash 

٣٠

٣ تعليق

Acknowledging the significance of #Organizationaldevelopment over past few years, it has been established as a crucial pillar contributing to the development of all aspects within an organization. As a vital component of #HR, each dimension holds intrinsic value, with the OD division playing a pivotal role in enhancing the impact of these dimensions. #adaptibility #change #development #growth #strategy #initiatives #design #planning #OD #projects #HR

٥

HR plays a comprehensive and strategic role in shaping the culture and performance of an organization. By aligning HR strategies with organizational goals, managing talent effectively, fostering a positive culture, and utilizing data-driven insights, HR ensures that the organization not only meets its objectives but also thrives in a competitive landscape. The effectiveness of HR in these areas directly influences the overall success and sustainability of the organization. #HR #StrategicHR #HRCareers

١٢

٢ تعليق

HR Functions of Tomorrow 1. *Strategic Business Partnering*: Aligning HR strategies with business objectives, driving organizational performance, and enabling growth. 2. *Talent Management & Development*: Attracting, retaining, and developing top talent, fostering a culture of continuous learning and upskilling. 3. *Digital Transformation & Innovation*: Leveraging technology to enhance HR processes, employee experience, and organizational efficiency. 4. *Diversity, Equity, & Inclusion (DEI)*: Fostering a culture of inclusivity, promoting diversity, and ensuring equity in all aspects of the organization. 5. *Employee Experience & Wellbeing*: Prioritizing employee engagement, wellbeing, and holistic support to create a positive work environment and drive organizational success. By focusing on these areas, HR Leaders of Tomorrow can drive business outcomes, enhance employee experience, and build a sustainable and resilient organization.

١

Just finished the course “Generative AI in HR”  #artificialintelligenceforbusiness #humanresources.

٥

AI is no longer just a 'good-to-have' skill, it's a 'must-have' for future-proofing your career. In today's rapidly changing landscape, staying relevant is the new challenge. Lifelong learning is our best strategy to thrive in this dynamic environment. Embracing continuous education, especially in AI, ensures that our expertise remains robust and responsive to the demands of the future. AI literacy is becoming essential across various industries, not just for tech professionals. Stay ahead of the curve by investing in your AI knowledge. #LifelongLearning #AI #FutureSkills #CareerDevelopment

٣٤

Navigating Dilemmas as an HR Executive: In the ever-evolving landscape of human resources, HR executives often face dilemma situations that require delicate decision-making. Here’s how we may approach these challenges on a case to case basis: 1. Assess the Situation Objectively: Gather all relevant facts and perspectives. Ensure that you have a clear and unbiased understanding of the situation. 2. Prioritize Transparency and Communication: Keep open lines of communication with all stakeholders. Transparency helps in building trust and ensures that everyone is on the same page. 3. Evaluate the Impact: Consider the short-term and long-term consequences of your decision on employees and the organization. Aim for solutions that align with the company’s values and culture. 4. Seek Input and Collaborate: Don’t hesitate to consult with colleagues, mentors, or a diverse group of employees. Collaborative decision-making can lead to more balanced and fair outcomes. 5. Adhere to Ethical Standards: Maintain integrity and fairness. Ensure that your decisions comply with legal requirements and ethical standards. 6. Document the Process: Keep detailed records of the decision-making process. Documentation helps in reviewing the decision if needed and provides a reference for future situations. 7. Follow Up and Reflect: After making a decision, monitor its impact and gather feedback. Reflect on the outcome to learn and improve your approach for future dilemmas. By balancing empathy with pragmatism, HR executives can navigate dilemmas effectively, ensuring fair and positive outcomes for both employees and the organization. #HR #Leadership #DecisionMaking #EmployeeRelations #EthicsInHR

٢٤

The right technology to manage your employees is crucial but can also be expensive. It’s best to choose solutions suitable to your current situation and be ready to jump when you hit certain milestones. As you assess your human resources infrastructure and compare it to your plans, aim to anticipate each tipping point and determine what must be in place to implement a migration in coordination with other aspects of the business. Discover the HR solutions your company needs with my resource: https://lnkd.in/eH3pgA2K #HumanResources #Technology #Infrastructure

٦

Great insights shared by Alexandros Katigoudis on the role of AI in HR! It's clear that leveraging AI to personalize employee experiences, provide real-time feedback, and enhance recruitment processes can significantly improve engagement and retention. The statistics provided show how impactful these technologies can be. What do you think? Share your thoughts and comments!

٣

Unlocking Excellence: Effective Strategies for Collecting Feedback and Evaluating Performance in HR In the dynamic world of Human Resources, the ability to collect constructive feedback and accurately evaluate performance is essential for fostering a thriving workplace. Both these elements are crucial for organizational growth, employee satisfaction, and continuous improvement. Here’s how HR professionals can effectively gather feedback and assess performance to drive success: 1. Establish a Feedback Culture Creating an environment where feedback is a regular, welcomed part of the work culture is the foundation for effective performance evaluation. Strategies: Open Communication: Encourage open and honest dialogue at all levels of the organization. Ensure that employees feel safe to share their thoughts without fear of retaliation. Training: Provide training for managers and employees on how to give and receive constructive feedback effectively. Regular Check-Ins: Implement regular one-on-one meetings between employees and managers to discuss performance, goals, and feedback. 2. Utilize Diverse Feedback Channels Leveraging multiple feedback channels ensures a comprehensive understanding of employee performance and workplace dynamics. Strategies: 360-Degree Feedback: Gather feedback from multiple sources, including peers, subordinates, and supervisors, to gain a well-rounded perspective. Employee Surveys: Use anonymous surveys to collect candid feedback on various aspects of the workplace, including leadership, culture, and job satisfaction. Suggestion Boxes: Provide physical or digital suggestion boxes to capture ongoing employee insights and ideas. 3. Implement Advanced Performance Evaluation Tools Modern technology offers a range of tools that can streamline the feedback and evaluation process, making it more accurate and insightful. Strategies: Performance Management Software: Invest in robust software that can track employee goals, progress, and feedback over time. Analytics: Use data analytics to identify performance trends and areas needing improvement. This helps in making informed decisions. Self-Assessment Tools: Encourage employees to reflect on their own performance through structured self-assessments, fostering self-awareness and personal growth. 4. Foster Continuous Feedback Loops Feedback should not be a once-a-year event. Continuous feedback loops ensure ongoing development and timely course corrections. Strategies: Real-Time Feedback: Encourage managers to provide immediate feedback following significant projects or milestones. Development Plans: Collaborate with employees to create personalized development plans based on feedback and performance evaluations. Feedback Training: Regularly train employees on the importance of feedback and how to effectively integrate it into daily workflows.

١

5 Myths and Misconceptions about the HR Practice. It was #InternationalHRDay on Monday, and it was a good time to reflect on our journeys and how much we've grown! As someone who spent 4 years pursuing HR, and having met HR Enthusiasts trying to transition, I have seen the gaps between what people believe HR is about, and what HR actually IS in practice. So If you are reading this and nursing the desire to Launch or Pivot into HR, let's talk about these 5 HR Myths. 📍1. HR is for People who love People. Not bad, but know that people will not neccesary love you back and will show you "premium shege" 😁 Would you still love them? Also, loving People is not enough. You must love PROBLEMS as well, because you will face all kinds. People problems, business problems, technical problems, leadership problems, they are endless. You must wake up daily with your problem solving skills on hand, ready to THINK on your feet, and be the CALM in chaos. 📍2. HR is a thankless job. Is it really? Let's look at this - If I don't know what you've done for me, how do I thank you? Before you say you don't get your flowers, how are you showing up? are you visible ? How do you make your good initiatives seen & felt within your organization? Doing the job is one thing, making IMPACT is another. 📍3. Anybody can do HR. Let us rephrase. Anybody can cross into HR, but NOT anybody can do HR. If you lack Empathy, EI, business acumen, GRIT, passion, resilience, Functional HR Competencies and the actual knowledge of the job, you cannot practice HR effectively. Might I add that HR is not the dumping ground for people who don't know what else to do🙏🏿 📍4. HR's job is to serve the interests of the people: First, I say all the time, that in an ideal organisation, there are no opposing interests. All parties should be focused on the same goal - "Building a succesful & sustainable organisation with happy People and happy Customers" Second, HR is a Staff like you. If the owners of the business are Toxic with poor people values, even HR will bear the brunt of it. Whilst we stand as an advocate for the people and look out for their wellbeing, we can only pray that we work with Leaders who also buy into our efforts to build great workplaces, otherwise HR will also be on a Job hunt with you😁 HR Professionals resign for their mental health too! Please know this🙏🏿 📍5. HR is the company police, responsible for discipline. No. Line Managers are responsible to monitor, guide, correct & instill discipline. HR is there to guide Mgrs as custodians of policy and mediate where there are disagreements. So also Attrition is not an "HR only" KPI. If I source a good Talent, you are responsible to manage, motivate, build & COACH that Talent to Success! Still want to cross into HR? Do these 4 things👍 - Sign up for a Clarity Call - Join my HR Community - Follow HR TALENT HUB NG - Register for my #TotalRewardsMasterclass Links in the comments. Omotola DA💎 #TheTalentBuilder

٦١

٥ تعليق

I wanted to take a moment to share some insights and key takeaways from the recent HRLC conference held in Riyadh on April 30th, 2024. The conference was an enriching experience, providing a platform for HR professionals & Senior Practioners like us to come together, exchange ideas, and gain valuable insights into the latest trends and best practices in the field. Here are some of the highlights and key learnings from the event: #EmergingTechnologiesinHR: One of the prominent themes discussed at the conference was the role of emerging technologies such as AI, machine learning, and data analytics in transforming HR practices. The sessions shed light on how these technologies can streamline recruitment processes, enhance employee engagement, and drive strategic decision-making. #EmployeeWellbeingandMentalHealth: Another significant topic of discussion was the importance of prioritizing employee well-being and mental health in the workplace. The conference sessions emphasized the need for organizations to create a supportive and inclusive environment that promotes mental wellness and work-life balance. Diversity, Equity, emerged as a key priority for HR leaders, with sessions focusing on strategies for fostering diversity, equity, and inclusion in the workplace. The discussions highlighted the business benefits of embracing diversity and outlined practical steps for building a more inclusive culture. #LeadershipDevelopment: The conference also explored various aspects of leadership development, including the role of HR in nurturing future leaders and fostering a culture of continuous learning and development. Attendees gained insights into effective leadership strategies and techniques for driving organizational success. Overall, the conference provided a valuable opportunity for networking, learning, and professional development. I believe that implementing the insights gained from the event will help all to enhance HR practices and contribute to the success of our organization. I look forward to discussing these learnings further and exploring how we can integrate them into our HR strategy. Please feel free to reach out if you have any questions or would like to discuss any specific topics in more detail. #bcatalyst HR Leaders Conference bader Alajlan

١

١ تعليق واحد

let’s shine a spotlight today on the valuable role of HR in organization growth, development and effectiveness. How is HR shaping the new future as it unfolds in these dynamic times? https://lnkd.in/gr_F6-yQ #internationalHRday #economictimes #unfoldconsulting

١

Which of the following is NOT a simulation-based training format? Understanding different training delivery methods is crucial for HR professionals. Share your answer and insights below. We’ll reveal the correct answer and discuss the reasoning tomorrow at 3 PM EST. #HRTraining #ProfessionalDevelopment #HRQuiz #DistinctiveHR

٤

١٤ تعليق

🌟 Leading edge HR teams are pivotal to helping organizations achieve their mission and win in the marketplace. This comprehensive HR Management & Governance Framework from McLean & Company, shared by David McLean, provides a detailed overview of the key areas that contribute to effective HR strategy, operations, and infrastructure. The framework covers various essential components such as: 📈 HR Strategy: Aligning HR goals with the overall business strategy. 🌍 Inclusive Practices: Implementing diversity, equity, and inclusion strategies to foster a supportive workplace culture. 💰 Total Compensation: Developing competitive compensation and benefits packages. 🏆 Performance Management: Setting goals, providing coaching, and conducting performance appraisals. 👥 Talent Management: Planning workforce needs, assessing talent, and ensuring succession planning. 🔍 Talent Acquisition: Sourcing and onboarding top talent to meet organizational needs. 📚 Learning & Development: Investing in employee development through management and leadership training. 🛠️ HR Operations & Infrastructure: Establishing robust HR structures, policies, and compliance measures. By addressing these key areas, HR teams can create a supportive and high-performing environment that drives organizational success. Credit: David McLean #HRManagement #HRStrategy #InclusivePractices #TalentManagement #PerformanceManagement #HRGovernance #WorkplaceCulture #EmployeeEngagement

٧٤

٢ تعليق

Professional applications of the Enneagram in team-building, performance improvement, and sales training for organizations; professional development for coaches, consultants, HR and OD professionals; personal development for individuals. #enneagram #awarenesstoaction #Enneagramprograms #enneagramforbusiness #personalitiesatwork #enneagramcertification

٤

The correct focus for today's strategic HR Managers is indeed on enhancing the organization's price/earnings ratio. This approach not only supports HR’s alignment with critical business strategies but also showcases HR's pivotal role in influencing overarching corporate goals. Thank you for participating in this week's question. Let’s continue to explore how strategic HR can drive real business value. Join us tomorrow for another enriching practice question. 🌟💡 #HumanResources #BusinessImpact #StrategicHR #DistinctiveHR

٧