#MeToo? Better Late than Never!

The topic was “Sexual Harassment & Consent”.
The recent happenings made it more feminine. Hence the female lot majored the show. But there were a few men who considered it as Unisex. Hats off to you MEN.
Now, what’s sexual harassment? To give more clarity, we were given an activity.
Need to close our eyes & think of the happiest moment (sexual in nature) in one’s life. Now find a buddy seated next to you & share that experience. I had a glance at my peers & could see serious discussions with a psychotic smile on their faces. My buddy was my good friend Ms. Sreelekha of Amphenol FCI. We were chatting instead. Now you need to share how you felt while sharing that beautiful experience.
Then on one corner, a male participant complained, “I discussed everything with him but he never shared anything with me.” Hearing that all had face aches.
NIPM Infopark Group and NASSCOM POSH Session 2018
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We got the real feel when they mentioned, “if you find it difficult in sharing your beautiful sexual experiences, how hard it will be to share your sexual experiences that haunt you.”
Even though this is a familiar term, we could feel the pain then on. Monolita & Saj gave an amazing start continued by Shyama explaining the legal side of it.
NIPM Infopark Group and NASSCOM POSH Session 2018
To cut the story short….major focus was given to sexual harassment at the workplace & the importance of having POSH policies, legislation & redress process pertaining to POSH. It was a really good learning experience. Moreover, simple acts we need to follow were given due attention in the session.
NIPM Infopark Group and NASSCOM POSH Session 2018
Packed with activities, sharing, fun & awareness, it was a 100% interactive session for which the speakers had to borrow some more time from the organizers to solve the participants’ queries.
Great job, ROV & thanks much to NASSCOM & NIPM Infopark group for the wonderful show.
NIPM Infopark Group and NASSCOM POSH Session 2018
The above article was written by Kshama Sandeep, Director-Recruitment, Glowmind Recruitment Consultants, who was an attendee in the POSH workshop organised by NIPM Infopark Group and NASSCOM Kochi. The accounts are on personal capacity.

The Agony and Ecstasy of Working as HR Professionals in Organisations Today

‘You should not stop being people’s advocate! The day you end being one is the day the HR dies’.

These words which I happened to randomly listen to while working at Oracle as an Engineer, later became the cornerstone of my HR career. While I believe that any job has its own merits and fashions, there are certain jobs that have the capability to make impacts of higher gravities. HR is one, nevertheless, it goes a thankless job in some organisations.

HR, like any other job, is like a two-sided coin. You will have happy days; and then there will be days that give you a headache. Interestingly, the primitives on which the functions of an HR are based invariably embrace the ‘headaches’. What’s fun if things go as in the books; HRs come into play when things are not in line or if there’s no line at all. Thus, the headaches become opportunities. We cannot really see these as binaries—either yes or no—but grey. Let’s have a closer look:

Leaders with People Mindset

HR team’s vision will only be successful when your company has a management that believes in people. Forget your company’s revenue, business strategy and everything else; it’s the faith of the management in the people business and their mindset of treating people as the largest investment that drives the success of any HR team.

Starting from the CEO, every C-level and VPs should have a clear understanding and buy-in to the policies that the HR team parks on. This is the biggest factor of all which decide if an HR’s life is hell or heaven. This article on HBR says that during 2008 recession, only a  third of HR departments were consulted when layoffs happened, pointing to lesser influence HRs had in strategic business/people decisions—this is fast changing now.

It’s imperative for the modern day HR to work closely with the line managers as well, to make sure that the ‘people mindset’ envisaged at the top level trickled down appropriately at the length and breadth of the organisation. The organisation’s profitability comes only through the growth; and growth comes only through its employees and culture—not the C-officers alone! HR is certainly a partner in strategy execution, and hence they should have business acumen and understanding as well as the people mindset. 33% of execs believe that there’s ineffective HR leadership that drives their organisation to the unsolicited directions as per this HBR report. This can be tricky and painful for some of us, but definitely the need of the hour; it has always been, but clearer in the recent years.


Data and Opportunities for Analytics

With the advance of technology, data has come to play a major role for the HR as well. This has helped establish data-driven strategies. Since most HR operations have gone digital, HR gets instant access to the data and can run an analysis on it to reach faster and effective conclusions. Analytics has resulted in the greater impact of HR activities starting with talent acquisition through engagement to exit.

Changing Workforce

Gen X is fast coming to the top of the ladders, and most ‘workforce’ now comprises of Gen Y and Z. The millennials tend to pose and trigger a change in the way most HR teams function. The factors that excited Gen X may no longer be valid/needed for the Gen Y/Z. This needs a larger discussion in all organisations, where HR takes the lead role.

Starting from how your recruit talent to keeping them engaged should change due to this workforce change. Your ‘food coupons’ or ‘telephone reimbursement’ may not be an attractive benefit as it used to be. Your vacation plans, office timings, attire requirements and health initiatives may need a thorough change keeping in mind the interest of the new workforce. This is one place where HR gets into agonies or ecstasies. This also points to changing your HR practices and policies to accommodate the new-styled workforce who love things to happen faster and easier.

Pay Gaps and Diversity

Gone are those days HR recruited the ‘protagonists’ alone. Ideologies and societal factors keep changing, and Diversity & Inclusion (D&I) has become another opportunity for HR. While this is seen as an ecstasy from a philosophical standpoint, various reports suggest that the pay gaps and men:women employee ratios are still really bad in numbers. The report from WeForum suggests that in 82 out of 142 countries, pay gaps based on gender is still increasing. This is alarming, and agonising for the HRs, for they have been trying to establish a reverse scenario through D&I and localisation initiatives.

KPMG reports that HRs around the world struggle to keep in line with the global workforce, which turns out to be an agony for the HR fraternity, yet. With globalisation, teams become more and more integrated and agile, which HRs must run fast to cope with. Increasing number of remote, and arguably virtual, employees demand that the HRs tighten their belts.

Attraction, Training and Retention

Organisations today want not job-seekers, but talents. For example, in IT, with the massive ‘attack’ of automation over the services sector has diminished the glitter of the old glossy, silky texture of the industry to a great extent. Companies today want to find talents (“attraction”) rather than applicants finding them for jobs (“acquisition”). The onus is on the HR team.

The new organisation have a diverse workforce that constantly looks for enhancing their skill set. The old school training curriculum is undergoing a thorough revamp, which is, yet again, equally agonizing and ecstatic for HRs. Starting from the training modes—virtual to gamification to anytime anywhere learning platforms—to the training content, organisations are thoroughly revamping their L&D strategies with the Gen Z in mind.

Another area of concern for the HR is retention. It’s way beyond creating a good brand; stories float about youngsters rejecting offers from big brands to choose what they want to do in small companies. Retention plans of the new age is another agony for HRs, planning of which needs a thorough analysis of their workforce as well as the industry trends. People don’t just stay back for money.

HR Tech: the future

As it goes without saying, HR Tech is already here. Yesteryears’ Personnel Manager changed to HR, and then got transformed into People Enablers over a period of time. The new role of HRs will be that of technology and business leaders enabling people functions with the help of cutting edge tech. Coming of tech into HR will certainly reduce the job opportunities of the existing HR workforce, but wait! It’s a two-sided coin again. While this is seen as an ‘oh-my-god-am-I-gonna-lose-it’ scenario, why don’t we look at the brighter side of it? It gives us room for learning technology and pouring it into what we have been doing, thereby making a yet greater, happier, better workplace! Ain’t it ecstatic?!

Disclaimer: Any of the discussions above does not reflect the views of author’s present or previous employers. Views are all personal. Originally posted by Arunanand T A on his blog peoplefirst.in

Welcome to NIPM Kerala

The Kerala Chapter of NIPM, with more than 1200 Individual Members and 47 Institutional Members on rolls is one of the most vibrant Chapters of the www.nipm.in – NIPM Kerala Chapter has been regularly organising Workshops & Learning Programs as part of its core objectives towards enhancing capabilities of the HR fraternity.

Following are some of the popular activities:

  1. HR Con Kerala – a biennial HR Conclave 
  2. Annual Legal Update – Flagship annual workshop providing relevant employment law related updates.
  3. Chapter Level Business Quiz for Management students
  4. HRM Skills Workshops for practicing professionals – HR & Non HR
  5. Labour Law skills workshops for practicing professionals – HR & Non HR
  6. Enhanced Employability Certification programs for job seekers and for final year Students at various B-Schools – on periodic as well as upon request by institutes.
  7. Young Managers’ Contest on “Innovative Employee Engagement Practices” for Practicing HR professionals etc.
  8. Quarterly Magazine – Kerala Personnel to share knowledge snippets relevant to members.
  9. Annual gathering of members and family – which occurs after the Annual General meeting.

The chapter had initiated blogging some time back and the Old blog posts can be found on www.nipmkerala.wordpress.com.

The chapter is glad to present this platform to promote unique thoughts and approaches from HR practitioners and business professionals.

Professionals desiring to be featured on this blog may send in their requests via EC members to kc@nipmkerala.org

The chapter can be reached on the internet from the following Social channels:

Facebook – https://www.facebook.com/nipmkerala/ 

Twitter – https://twitter.com/nipmkerala 

Linkedin – https://www.linkedin.com/company/nipmkeralachapter/

Instagram – https://www.instagram.com/nipmkerala

Website – www.nipmkerala.org