Most Influential HR Leaders Leading the Corporate World, 2024

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Ph l Br stol

www.ciobusinessworld.com Issue :09 | 2024
How HR Managers can Foster Trust and Collaboration MostInfluential LeadersLeadingthe Corporate World,2024 Architect of Success for Effective Organizations Strategies for HR to Handle Transgressions Effectively
Follow us : www.ciobusinessworld.com Editor in chief Robert Patrick Contents Managing Editor : Smith Collins Design Visualizer : Jack Thomas Arts & Design Director : Adam Jones Associate Designer : Erick Williams Sales Senior Sales Manager : Scott M Marketing Manager : Andrew T Sales Executive : Mark Davis Technical Victor Anderson SME- SMO Research Analyst : Henry Martinez SEO Executive : Daniel Lee Circulation Manager Alexander Nelson

Editorial Note

Influential HR Leaders Paving the Way Forward

rust is something that every Tleaders needs to have on the team he is leading, be it at home, school, or work. Thus HR management is something that emphasizes data-driven decisionmaking, and employee empowerment and organizational transparency. It is their because of their initiatives that have set industry standards in order to foster a positive work environment and promote employee goodbeing.

This influence of HR has played a key role in shaping the organization's culture, focusing on freedom and high performance.

Their work on communicating values is widely studied by organizations all over the world. They are also responsible for recognizing their commitment to diversity, equity, as well as inclusion. These HR champions' initiatives promotes workforce diversity to create a workplace for

everyone. Thus under their leadership company are practicing programs and support well-being.

This HR figure is well-known for the work on HR transformation and effectiveness. The HR leaders have conducted research on HR management, helping others to better understand their role as business partners.

All in all a focus on building human-centered organizations, this HR advocates for workplace trust and belonging. It is their work that helps organizations cultivate culture of compassion and authenticity and thrive personally and professionally. Overall these HR leaders have lest a big impact on their company's and the HR demonstrating the importance of HR leadership in business success and fostering a positive workplace. Thus we've come up with Most Influential HR Leaders leading the corporate world, 2024.

These HR leaders represent the guard of HR management, each leaving a mark on the organizations and the broader field. Right from pioneering innovative approaches to organizational diversity to advocating for human-centered workplaces and HR thinking, have reshaped the way we perceive HR management. Thus by championing principles of inclusion and data-driven decision-making, these leaders have elevated the role of HR across industries. This we continue to navigate the evolving landscape of work, as their insights and legacies serve as a guiding beacons of HR.

The corporate world is shaped by the HR leaders who are HR and driving organizational success. While approaches may vary, these leaders share a common interest, talent, and innovation.

In 2024, the corporate world is being shaped by a cohort of influential HR leaders who are redefining the role of human resources and driving organizational success. While their approaches may vary, these leaders share a common commitment to fostering inclusive cultures, nurturing talent, and driving innovation. Here are some of the Most Influential HR Leaders Leading the Corporate World in 2024. Together these HR leaders are shaping the future of work and championing the well-being and development of employees in the corporate world.

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PhilBristol ER TORY
HowHRManagerscan FosterTrustandCollaboration ARTICLE
C O N T E N T S 10
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StrategiesforHRtoHandle TransgressionsEffectively
CXO Revolutionizing theRecruitment LandscapeDax Bamaniaand TIGIHRsJourney 18
Ulrich 22
Edassari 30 SonicaAron 36 Business Prole
Dave
Prasanth
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Ph l Br stol

Architect of Success

Effective Organizations

C O V E R S T O R Y
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Itiswrongtothinkthis,butlifeistoolong,andthere aretimeswhenyoumaygiveup.Butinthislife journey,PhilBristollearnedpatience–Patiencewith othersandpatiencewithhimself.Ihaveover35yearsof diverseexperiencerangingfromtheUSArmytofocusing onprojectmanagement,strategicplanning,business processimprovement,andleadershipdevelopment.Asa FounderandManagingPrincipal,Philistransformingthe landscapeforsmallandmid-sizedcompaniesat ProjectivitySolutions.

Let'slookatwhatitseemsliketobeinthebusiness landscapeforsolong.

TwistsandTurnsofPhil'sCareer

AftercompletinghisserviceintheUSArmyin1984,Phil Bristoltransitionedintoastrategicsystemsconsultantrole foraninternationalpharmaceuticalcompany.Subsequently, heassumedthepositionofmanagerofmanufacturing systemsbeforeembarkingontheentrepreneurialjourney thatledtotheestablishmentofProjectivitySolutions,Inc. in1990.

ProjectivitySolutionsinitiallycateredtotechnology companiesintheCaliforniaBayArea,providingproject managementsolutionsthateventuallyevolvedinto

comprehensiveprogrammanagementconsultingand trainingservices.Theclienteleprimarilyconsistedof Fortune500companiesuntilastrategicshiftin2004 redirectedthefocustowardssmallerbusinesseswithfewer than500employees.Currently,ProjectivitySolutions servesclientsspanningtheUSA,Europe,andIndia, offeringvariousservices,includingstrategicplanning, businessprocessimprovement,leadershipdevelopment, andorganizationalcultureenhancement.

Phil'sinterestinmanagementwassparkedbythenotable roleplayedbyAdmiralRickoverindevelopingthePolaris nuclearsubmarine.Inthelate1960s,heparticipatedinthe DepartmentofDefense(DOD)ProjectandProgram Managementtrainingprogram.ServingasanAirborneRangerofficerintheUSArmy,withassignmentsincluding the3rdArmoredDivisioninFrankfurtFRG,United NationsCommandinSeoulROK,Test&Evaluation CommandinAberdeen,MD,andHQSeventhArmyin HonoluluHI,Philappliedprojectmanagementtechniques todiverseprojects.

Between1990and1997,Philfurtherhonedhisleadership andprojectmanagementskillsduringhistenureatSyntex Corporation,whereheservedastheinternationalstrategic systemsplanningofficeranddirectorofmanufacturing systems.

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In1997,ProjectivitySolutionswas foundedtoprovideproject managementservicestocustom homebuildersinPaloAlto,CA.The companyinitiallyconcentratedon intricateprojectsforindustrygiants likeHewlett-Packard,Sun Microsystems,NewUnitedMotors (NUMMI),andEddieBauer.Over time,thecompanytransitionedits clientbasefromFortune500 organizationstosmallerfor-profit andnon-profitentitieswith500or feweremployees.Geographically dispersedclientsnowformthecore intheUnitedStates,Europe,and India.

Utilizingassessmentstoevaluate organizationalcomplexity, ProjectivitySolutionsassistsCEOs inobjectivelyidentifyingstrengths andchallengesthatimpactcustomer experienceandservicequality.This approachfostersacommonlanguage andknowledgebaseamongthe leadershipteamandemployees, seamlesslyintegratingelementsof

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culture,peoplerelationships,work processes,projectmanagement,and strategicplans.

NavigatingOrganizational ExcellencethroughPassion-Driven Leadership

UnderPhil'svisionaryleadership, ProjectivitySolutionsoperatesatthe intersectionofpassion-driven leadershipandcutting-edge organizationalstrategies.Witha missiontoaccelerateorganizational performance,thecompanyutilizes overacenturyofscientificresearchto objectivelygatherdataandeliminate obstacles.Theteam,guidedbyaset ofcorevalues,consistentlyleadsthe wayinseekingexcellence,doing what'sright,takingresponsibility,and caringforeachother.His commitmenttocreatingahigh-trust environmentandfosteringacultureof continuousimprovementpositionsis thefoundationforProjectivity Solutionsasatotalsolutionprovider dedicatedtobuildingpeople, relationships,andatrust-based,highperformingculture.

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BuildingSuccessthroughDiversity

Withadeliberateandinnovativeapproach,Projectivity Solutions,ledbyPhil,hascraftedageographically distributedteamthatthrivesondiversityandskillvariety TheharmoniousbalancebetweenWHATandHOW managementprinciplesformthebedrockoftheirdynamic andresponsiveorganizationalstructure.Thewell-defined ProjectivityEnterpriseProgramencompassescrucial componentslikestrategy,culture,infrastructure,and leadership,supportedbykeyprocessessuchasbusiness development,interdepartmentalplanning,organizational structure,masterprocesses,andkeyperformance indicators.

Navigatingchallengesposedbydifferenttimezonesand diversegeographiccultures,theteamatProjectivity Solutionshastransformedtheseobstaclesintostrengths. Leveragingthediversityinnaturalcommunication behaviorsidentifiedthroughDISCassessments,the organizationhasfosteredacultureofresilienceand adaptability

Thesuccessoftheirdistributedorganizationliesin establishingmutualtrust-basedrelationships.Through interactivecommunicationskills,sharedbehavior-based corevalues,andregularperformanceconversations, Projectivityensuresacohesiveteamthatconsistently demonstratestheseprinciplesinclientinteractions.

Experientialskillstrainingfurtherreinforcestheseessential behaviors,solidifyingProjectivitySolutions'commitment tocustomerexperienceexcellencewithintime,scope,and costconstraints.

VisionforSmallBusinessEmpowerment

Withasteadfastcommitmenttoreshapingthefateofsmall businesses,ProjectivitySolutions,underPhilBristol's leadership,strivestocurbthestaggeringmortalityrates. Followingstrategicrefinementsinserviceofferingsand marketinginthepastyear,theorganizationisgearedfora transformative2024.Focusedonenhancingthestrategic planningprocess,ProjectivitySolutionsisactively collaboratingwithEuropeanpartnerstoassesscritical organizationaldimensions.Theaimisnotonlyto understandstrengthsandchallengescomprehensivelybut alsotocraftarealisticactionplan.Inessence,Projectivity Solutionsemergesasabeaconofhope,dedicatedto empoweringsmall-to-mid-sizecompaniesforsustained success.

InsightsonLeadershipandProjectManagement

Drawingonover35yearsofexperience,PhilBristol impartsinvaluableinsightsintoeffectiveleadershipand projectmanagement.Afirmbelieverinthepowerof patience,heunderscoreshisroleindealingwithothersand oneself.Bristolemphasizestheharmoniousblendofa

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business'sWHATandHOWaspects,likeningahighperformingteamtoaworld-classorchestra.Inthis orchestration,thebusinessleaderisthemaestro,guiding diversetalentsakintoinstruments.Heaccentuatesthe significanceofhiringtherighttalentandestablishinga vibrantorganizationalculturethroughvision,mission,and corevalues.Likeorchestrasheetmusic,documented processesandtrainingallowtheteamtochannelfocusinto superiorclientservicedelivery.Guidedbyameticulous engagementmethod,Bristolensuresconsistentresultsin internalandclient-facingprojects,showcasingamastery honedthroughyearsofexperience.

ProjectivitySolutionsasanExcellenceAccelerator

ProjectivitySolutionssetsthestagefortransformative changebydefiningHR'sroleasanexcellenceaccelerator. PrioritizingHRprocessdocumentationandseamless integrationintooperationsanddevelopment,thefocus shiftsfromthedesktothefield.Engagingwithteamleaders andstaffontheirturf,pertinentquestionsareposed, unveilinginsightsintowhatworks,whatdoesn't,andhow HRinteractionscanbeenhanced.Thesecondpriority involvesdeepdivingintooperationsandmarketing processes,fosteringabilingualunderstandingtoeffectively communicatewiththesekeydepartments.Throughtangible

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actions,ProjectivitySolutions showcasesthatHRisastalwart supporterdedicatedtopropelling staffdevelopmentandoperational success.

FromServiceProcessesto StrategicHR

Intherealmofsmalltomid-sized companies,ProjectivitySolutions diligentlyaidsinconstructingservice processesandfosteringanoutward mindsetwithinHRteams. Throughoutyearsofdedicated service,theProjectivitySolutions teamhascontinuallyhonedits serviceofferingsandrefined relationshipskills.Forbudding entrepreneursventuringintotheHR sector,theadvicefromPhilisclear: cultivateyourcoreHRcompetencies personallyandseekcollaborations withindividualspossessing complementaryskills.

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IntherealmofRecruitment,Staffing,and HR,the nameDaxBamaniashinesbrightasavisionaryleader drivingchange.Hisjourney,alongside TIGI HR Solutions,hasredefinedtheindustry,creatingwavesof innovationandempowerment.Let'sdelveintotheir remarkablestoryoftransformation.

AVisionaryLeader:DaxBamania'sExtraordinary Journey

MeetDaxBamania,adynamicyoungleaderwhohas accomplishedextraordinaryfeatsbeforetheageof30. RecognizedasaBestSellingAuthor,TopInfluential BusinessLeaderby CIO Look,andEmerging TechnologicalRevolutionaryLeaderbyTheEnterprise World,Dax'saccoladesareatestamenttohisunwavering commitment.Borntoamiddle-classfamily,heunderstands thepowerofsmallinnovationsindrivingsubstantial personal,professional,andbusinessdevelopment.

Dax'scrowningachievementishisbestsellingbook, "ProductivityPromoter,"whichdrewpraisefromShriVijay Rupani,theHonorableFormerChiefMinisterofGujarat. Hisethoscentersonthepotencyofskillsandrelentless personalgrowth,epitomizedinhisownwords:"Skillswork forthosewhoworkforit."Dax'svisionaryleadership drivespositivechangeandinspirescountlessothersto unlocktheirpotential.

TIGI HR Solutions:ElevatingRecruitmentExcellence

TIGI HR isaleadingrecruitmentcompanyinIndia,witha missiontocreatemaximumemploymentopportunities. Theircoreservices—LeaderSearch,MasterSearch,and DedicatedSearch—excelinidentifyingandsecuringtoptiertalentfororganizations.IntroducingAccuRecruit, AccuVerify,andAccuData, TIGI HR offerscutting-edge solutionsforstreamlinedhiringprocesses.

Thecommitmenttoexcellencehasgarnered TIGI HR titles like"MostTrusted&MostPreferredRecruitmentCompany

inIndia"and"TheBestofRecommended HR Consultants for2020."Embracingtechnologicaladvancements, TIGI HR remainsattheforefrontofthe HR landscape, continuouslyadaptingtoindustrytrends.

Setting TIGI HRApart:UniqueFeaturesand Differentiation

DaxBamaniaunderscorestheUniqueSellingPoints (USPs)thatdifferentiate TIGI HR:

1.OwnJobPortal:Aninteractiveand SEO-friendly platformconnectsemployersandjobseekersorganically.

2.TMS -TIGI ManagementSystem:Thiscutting-edge systemstreamlinestherecruitmentprocess,fromtracking todatamanagement.

3.TLMS -TIGI LearningManagementSystem:A dedicatedlearningsystemempowerstheteamwithup-todateindustryknowledge.

4.ExtensiveNetwork: TIGI HR'svastnetworkensures thedeliveryofqualityservices.

5.ExpertinSocialMediaandInternetRecruiting: Leveragingthepowerofdigitalplatformstofind exceptionaltalent.

Thesefeaturesdefine TIGI HR'sbrandidentityand underscoretheircommitmenttostayingaheadinthe industry

ChallengesasSteppingStones:DrivingSuccess

DaxBamania'sjourneyispunctuatedbychallengesturned intoopportunities:

1.TechnologyAdoption:Introducingnewtechnology demandspatienceandasharedvision.

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2.AdequateFunding:Securingfundingisvital;platforms offeringupfrontpaymentofinvoiceswereinstrumental.

3.CreatingMarketDifferentiation:Innovativestrategies andtechnologieshelpedcarveoutauniqueniche.

4.StayingUp-to-Date:Continuouslearningand embracingchangeareessential.

Challengesarecatalystsforgrowthandinnovation,a principleDaxembodies.

AFutureofGrowth:ObjectivesandCommitment

DaxBamania'sfutureobjectivesfor TIGI HR include expandingreachthroughadditionalfranchises,becominga top20recruitmentconsultancy,andintensifyingtheirfocus onautomation.Thesegoalsreflecttheircommitmentto growth,innovation,andimpactfulchange.

TacklingtheGenderPayGap:ACommitmenttoEquality

DaxBamaniaacknowledgesthegenderpaygap's significanceandofferssolutions:

1.Transparency:Disclosingpayscalesfostersfairness.

2.EqualPayforEqualWork:Compensationbasedon objectivefactors,notgender

3.AddressingBias:Awarenessprogramscombat unconsciousbias.

4.CareerAdvancement:Equalopportunitiesforcareer growth.

5.RegularPayAudits:Identifyingandrectifying discrepancies.

6.AdvocacyandCollaboration:Stakeholders collaboratingforchange.

Bridgingthegapdrivesorganizationalsuccessandfostersa moreequitablefuture.

TheRoadAhead:PersonalandProfessionalVision

DaxBamaniaenvisionsexpanding TIGI HR'spresence, becomingatopconsultancy,andleveragingautomation. Theseobjectivesreflecttheirdedicationtogrowthand innovation.

TIGI HR'sVisionandMission:CreatingOpportunities

FoundedbyDaxBamaniaandKashyapDave, TIGI HR's visionistobridgethegapbetweentrustedemployersand talentedindividuals.Upholdingtrust,integrity,andethical practices,theyempowerindividualsandorganizationsto achievetheiraspirations.

InthetapestryofRecruitment,Staffing,and HR,Dax Bamaniaand TIGI HR standasbeaconsofinnovation, empowerment,andprogress.Theirjourneyexemplifieshow dedication,innovation,andcommitmentcanreshape

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22

Dave Ulrich Dave Ulrich

DaveUlrichistheRensisLikertProfessoratthe

RossSchoolofBusiness,UniversityofMichigan andapartnerattheRBLGroup ( )aconsultingfirmfocusedonhelping http://www.rbl.net) organizationsandleadersdelivervalue. Hehaspublished over200articlesandbookchaptersandover30books.He editedHumanResourceManagement1990-1999,servedon editorialboardof4otherjournalsandontheBoardof DirectorsforHermanMiller(16years),hasspokentolarge audiencesin90countries;performedworkshopsforover halfoftheFortune200;coachedsuccessfulbusiness leaders,andisaDistinguishedFellowintheNational AcademyofHumanResources.Heisknownfor continuallylearning,turningcomplexideasintosimple solutions,andcreatingrealvaluetothoseheworkswithas hedefineshumancapabilityasthenextagendaforpeople andorganization.

Organization. Withco-authors,hehasinfluencedthinking aboutmodernorganizations(ReinventingtheOrganization) byempiricallyshowinghoworganizationdelivers4times businessresultsovertalent(VictoryThroughOrganization), definedorganizationsasbundlesofcapabilities (OrganizationCapability)andworkedtodelineate capabilitiesoftalentmanagement(WhyofWork;Talent Accelerator),culturechange(GEWorkout),learning (LearningOrganizationCapability),andcollaboration (BoundarylessOrganization).

Leadership. Withcolleagues,hehasalsoarticulatedthe basicsofeffectiveleadership(LeadershipCodeandResults BasedLeadership),connectedleadershipwithcustomers (LeadershipBrand),shownhowleadershipdeliversmarket value(WhytheBottomLineIsn't),shapesinvestor expectationswithanabilitytomeasureleadership (LeadershipCapitalIndex),andsynthesizedwaystoensure thatleadershipaspirationsturnintoactions(Leadership Sustainability).

Human Resources. Heandhiscolleagueshaveshapedthe HRprofessionandhehasbeencalledthe“fatherofmodern HR”and“HRthoughtleaderofthedecade”byfocusingon HRoutcomes,governance,competencies,andpractices (HRChampions;HRValueAdded;HRTransformation;HR Competencies;HROutsideIn). Hespearheadeda“gift” bookonthefutureofHR(TheRiseofHR)distributedto over1,500,000HRprofessionals),inwhich70thought leadersfreelysharedtheirinsights.

Hepostsarticles(over200)andnewsletter

(https://lnkd.in/gbRqJHkW)onLinkedinweekly.

Honorsinclude:

2024

*#2globalHRinfluenceroutof50byPeopleBox

https://lnkd.in/dhCmuYKb

*#10USAmostimportantpeopleinmanagementby AcademicInfluence

https://academicinfluence.com/people?ranking=usa&discipl ine=management#search-results

Othernotables(#1EdwardDeming,#4JeffPfeffer,#5 WarrenBennis,#7PeterDrucker#11JayGalbraith)

2023 *PatronoftheDaveUlrichHRExcellenceAward sponsoredbyIndianInstituteofSocialWelfare(IISWBM)

*Listedasoneofthetop100inspirationalgloballeadersby https://globalleaderstoday.online/global-100-inspirationalleaders-2023/

*#5(outof200)thoughtleaderinleadershipby LeadersHum

*#12of20ofleadershipthoughtleadersbyThinkers360

2022: *Ranked#1(of50)HRleadersshapingthefuture ofworkbyLeadersHum

*LinkedIn“Influencer”(LinkedIn'stop500thoughtleaders, experts,innovators,andthinkers)

*Oneoftop10voicesonculturebyLinkedin

*ListedinWho'sWhointheFutureofWorkbyanalytica

*Oneoftop30PeopleAnalyticsleadersbyPerceptyx

*#6(outof200)thoughtleaderinleadershipby LeadersHum

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2021: *LifetimeAchievementAwardfromInstituteof ManagementStudies

*#3(outof200)thoughtleaderin2021byPeopleHum

*“MostInfluentialGlobalHRLeader,2021”sponsoredby PeopleFirstandHRDForum

*“HonoraryMember”ofIFTDO(500,000person training/developmentorganization)

2020: *DistinguishedFellow(oneof15total),National AcademyofHumanResources

*MichaelR.LoseyExcellenceinHumanResource ResearchAwardbySHRM

*HonoraryDoctoratefromUtahValleyUniversity

*InitiatedtheDaveUlrichImpactAwardbytheAcademy ofManagementtohonorcontributioninHR

2019: *Namedoneofthe100topinfluencersinHR(in leadership&developmentcategory)

*Namedoneofthetop20influentialHRleaders

*Ranked#1thoughtleaderinHRbyHRDConnect

2018: *Namedoneofthe20mostinfluentialbusiness professorsintheworldbytop-business-degree(#13)

2017: *NamedtotheThinkers50“HallofFame”,a recognitionoflifetimeachievementininfluencing management

*CharteredFellowoftheHumanResourcesInstituteof NewZealand

2016: Presidentiallecture“indefenseoforganization” forUtahValleyUniversity

2015: *Namedthemost“influentialHRthinkerofthe decade”

*ListedinThinkers50asmanagementthoughtleader

*CommencementSpeakerSouthernVirginiaUniversity

2014: *Ranked#1speakerinManagement/Businessby Speaking.com

*Commencementspeaker,UniversityofMichiganRoss SchoolofBusiness

2013: *LifetimeLeadershipAwardfromtheLeadership ForumatSilverBay

*ListedinThinkers50asamanagementthoughtleader

2012: LifetimeAchievementAwardfromHRMagazine forbeingthe“fatherofmodernhumanresources”

2011: *Ranked#1mostinfluentialinternationalthought leaderinHRbyHRMagazine

*ListedinThinkers50asamanagementthoughtleader

*RankedinTop100ThoughtLeadersinTrustworthy LeadershipBehavior

2010: *NobelsColloquiaPrizeforLeadershipon BusinessandEconomicThinking

*LifetimeFellowshipinAustraliaHumanResources Institute(AHRI)

*Ranked#1mostinfluentialinternationalthoughtleaderin HRbyHRMagazine

*KirkEnglehardtExemplaryBusinessEthicsAwardfrom UtahValleyUniversity

*WhyofWork(co-authoredwithWendyUlrich)was#1 bestsellerforWallStreetJournalandUSAToday

2009: *ListedinThinkers50asamanagementthought leader

*Ranked#1mostinfluentialpersoninHRbyHRMagazine

2008: *Ranked#1mostinfluentialpersoninHRbyHR Magazine

2007: *LifetimeAchievementAwardfromAmerican SocietyofTrainingandDevelopment(ASTD)

*HonoraryDoctoratefromUniversityofAbertey,at DundeeScotland

2006: *Ranked#1mostinfluentialpersoninHRbyHR MagazineinvotebyinfluentialHRthinkers

*DyerDistinguishedAlumniAwardfromBrighamYoung University,MarriottSchoolofManagement

2005: *Ranked#2managementgurubyExecutive Excellence

*NamedbyFastCompanyasoneofthe10mostinnovative andcreativethinkersof2005

2002-2005 President,CanadaMontrealMission, ChurchofJesusChristofLatter-daySaints

2001: Ranked#1managementeducatorandguruby BusinessWeek

2000: *LifetimeachievementawardfromWorld FederationofPersonnelManagement

*ListedinForbesasoneofthe"world'stopfive"business coaches

1998: *SocietyforHumanResourceManagementaward forProfessionalExcellenceforlifetimecontributions

*Lifetimeachievement(PRO)awardfromInternational AssociationofCorporateandProfessionalRecruitment,and EmploymentManagementAssociation

1997: *WarnerW.StockbergerLifetimeAchievement AwardfromInternationalPersonnelManagement Association

DaveandWendyliveinAlpine,Utah,have3childrenand 10grandchildren.

e-mail: dou@umich.edu

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How HR Managers can Foster Trust and Collaboration

Today'srapidlyevolvingbusinessisovertookby remoteworkanddigitalinteractionsthatare increasinglyataprevalentrate.Thusbuildinga cultureoftrustandcollaborationnotjust enhancesengagementbutdrivesinnovationand organizationalsuccess.Andthatiswhatwe'll exploreinthisarticle–theeffectivestrategiesthat HRmanagersemploytogeneratetrustand collaborationwithinteams.

Here'showHRManagerscanFosterTrustand Collaboration

UnderstandingtheImportanceofTrustand Collaboration:Trustlaysthefoundationofa successfulteam,includingintheworkplace. Whenemployeestrusttheircolleagues,theyfeel moreempoweredtoshareideas,takingrisks,and collaborateefficiently.Herecollaborationenables teamstoleveragediverseperspectivestoachieve commongoals.

StrategiesforFosteringTrustand Collaboration

1.LeadbyExample:HRmustshow trustworthinessandcollaborationintheiractions andinteractions.Thusbymodelingtheir behaviors,theysetthetonefortheentire company.

2.ClearCommunication:Transparencyis crucialforbuildingtrust.HRmanagershere shouldensurethatinformationflowsfreelyacross allthelevelsoforganization,thuskeeping employeesinformedaboutdecisions,changes, anddevelopments.

3.EmpowermentandAutonomy:Providingthe employeeswithautonomywithdecision-making authoritybuildsasenseoftrustandownership. TheHRmanagersshouldempowerteamstotake initiative,makedecisions,andcontributeto projects.

4.PromoteDiversityandInclusion:Embrace thediversityandfosteraninclusiveworkplace cultureiskeytobuildtrustandcollaboration.HR managershereshouldimplementpoliciesthat promotesdiversity,makingsurethatall employeesfeelvalued.

5.EncourageTeamBuildingActivities: Organizingofteambuildingaswellas collaborativeactivitieshelpsemployeesbuild relationships,developtrust,andenhance communicationskills.TheHRmanagershere shouldfacilitateopportunitiesfortheteam memberstoworktogetheroutsidetheirusual tasks.

6.ProvideTrainingandDevelopment: Investingintraininganddevelopmentprograms notjustboostsemployees'skillsbutfostersa cultureofcollaborationandcontinuouslearning. HRhereshouldprovideopportunitiesfor professionalgrowthandskillenhancements.

7.RecognizeandRewardCollaboration: Rewardingcollaborativeeffortsreinforcesdesired behaviorsandinspiresemployeestowork towardssharedobjectives.TheHRmanagershere shouldimplementprogramsthatcelebrate teamworkandcollaboration.

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8.EstablishFeedbackChannels:Constant feedbackisimportantinordertobuildtrustand improvingcollaboration.TheHRmanagers shouldbeabletocreateopenchannelsfor feedbackandshouldcreateaplatformfor constructivecommunicationbetweenmembers, leaders,stakeholders.

9.ResolveConflictsPromptly:Hereaddressing conflictsinatimelyandeffectivemanneris importantformaintainingtrustwithinteams.HR managersfacilitatesconstructivedialogueto resolveconflictsandpromoteunderstanding.

10.CelebrateSuccessesTogether: Celebrating milestonesfostersasenseofbondingamongteam

members.HRmanagershereshouldcelebrates bothindividualandcollectivesuccesses, reinforcingtheimportanceofcollaboration.

Conclusion

Fosteringtrustandcollaborationiscrucialfor creatingapositiveandproductivework environment.HRmanagershereplayacrucial roleinimplementingthesequalities,andcreating opportunitiesforcollaborationandgrowth.Thus byimplementingthesestrategies,HRmanagers canreallybuildacultureoftrustthatdrives successenablingorganizationstothriveintoday's dynamicbusinesslandscape.

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B U S I N E S S P R O F I L E 30

Prasanth Edassari

Navigating

HR Leadership in the Shipping & Logistics Industry

Whateveryou'regoodat,shareitwithothers.To conveythismessage,PrasanthEdassariuse thephrase“Profitsthroughpeoplepower,”this emphasizesthefundamentalimportanceofeffectivepeople management.PrasanthistheGlobalChiefHuman ResourcesOfficeratHouseofShippingcommunicatesthe valueofinvestinginhumancapitaltoachievesustainable growth.

Tooverlookthiscriticalaspectofbusinessstrategy,weat CIOBusinessWorldconductedaninterviewwithPrasanth toknowmoreabouthischallengesandachievementsover theyears.

Belowarethehighlightsoftheinterview:

Brieflydescribeyourprofessionaljourneyupuntilnow.

AsanMBAgraduateinHRfromOxfordBrookes UniversityintheUK,IbeganmycareerintheUnitedArab Emirates(UAE)withintheInsuranceandMarineoilfield sector,whereIworkedinadministrationandcustomer serviceforapproximatelyfiveyears.Whileworkingin theseroles,Idevelopedastronginterestinpeople managementanditsimpactonorganizationalsuccess.To pursuemypassionforHR,Imadethedecisiontoresign frommypositionandrelocatetotheUKtopursuemyHR qualification.

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FollowingthecompletionofmyHRdegree,Iworkedfor severalUK-basedcompanies,includingEHS,E&Y,and Adecco.In2003,IreturnedtotheUAE,whereIbeganmy careerinHRandprogressedthroughtheranksinvarious industries,includingHVAC,manufacturing,electronics, andconsultancy.Currently,IserveastheGlobalChief HumanResourcesOfficeratHouseofShipping,abusiness consultancyandadvisoryservicescompanythatcatersto organizationsintheshippingandlogisticsindustry,whereI helpmanageastaffofover2,000shippingandlogistics professionalsfrom50differentnationalities,with operationsspanning20countriesandofficesonevery continent.

Whatchallengesdidyoufacealongtheway?

AsaseniorHRleader,Ihaveencounterednumerous challengesovertheyears,includingtheeconomic fluctuationsthatarebeyondourcontrol,aswellasthe unprecedentedimpactoftheCovid-19pandemic.However, myprimarychallengehasbeentopersuadeother stakeholdersofthecrucialrolethatpeopleplayindriving businesssuccess.Toconveythismessage,Ioftenusethe phrase"PROFITSTHROUGHPEOPLEPOWER,"which emphasizesthefundamentalimportanceofeffectivepeople management.

Despiteholdinghigh-levelpositions,somesenior stakeholdersmayoverlookthiscriticalaspectofbusiness strategy Assuch,itisessentialtocontinuallyeducateand communicatethevalueofinvestinginhumancapitalto achievesustainablegrowthandlong-termsuccess.

Whatsignificantimpacthaveyoubroughttoyour industry?

Shipping&logisticsindustryhasalwaysbeenknowntobe a24/7industryaswhilewesleepthereareshipssailing acrossoceansandthechallengeisouremployeesalways needtobeoncallwhetherit'saweekendorapublic holidayandevenwhentheyareonholidays. AsanHR professionalwetrytobringinasmuchofafriendlyculture intheorganisationandmoreflexibilitywhenitcomesto work,includingworkfromhomeandhybridworking policies,extendedholidays,employeewellness initiatives/allowances,topclassmedicalinsuranceetc. We makesureweworkhardandplayhardtoo.

Tellusaboutyourcompanyanditsfoundationpillar.

HouseofShippingisaleadingproviderofbusiness

consultancyandadvisoryservicestoclientsintheshipping andlogisticsindustry.Ourconsultancyservicescovera widerangeofareas,includingLegalServices,Human Resources,FinanceandTax,IT,Strategy,andMarketing. Whetheraclientislookingtoestablishapresenceinthe shipping,maritime,andlogisticssectororlookingto expandtheirexistingoperations,ourteamofconsultantsis availabletoprovidecustomizedsolutionstailoredtomeet theirspecificneeds.

Inadditiontoourcoreconsultancyservices,wealsooffera rangeofvalue-addedservicesthataredesignedtohelpour clientsmaximizetheirsuccess.Fromongoingsupportand trainingtoinnovativetechnologiesandtools,weare committedtoprovidingourclientswitheverythingthey needtoachievetheirgoals.AlsoHouseofShippingGreat placetoworkin2023.

Howdoesyourcompanypromoteworkforceflexibility, andwhatisyourroleinit?

AsaseniorHRleader,werecognizedtheneedforour industrytoremainproductiveevenamidstthechallenges posedbytheCovid-19pandemic,whichincludedworking remotely-aparticularlydifficultfeatinourindustry.To addressthis,weimplementedpoliciessuchashybridand remoteworkingtoenableouremployeestoadapttothis newscenariowhilestillmaintainingtheirproductivity levels.

Weunderstandtheimportanceofprovidingouremployees withtheflexibilityandsupporttheyneedtonavigatethese unprecedentedtimes.Ourapproachhasbeentostrikea balancebetweenensuringbusinesscontinuityand safeguardingthehealthandwell-beingofouremployees. Webelievethatbyinvestinginouremployees'welfareand embracingnewwaysofworking,wecanemergestronger fromthiscrisis.

Whatisyourtakeontechnology'simportance,andhow areyouleveragingit?

AsaseniorHRleader,Ifirmlybelievethattechnology playsacriticalroleinmanagingpeopleeffectivelyacross allHRfunctions,fromrecruitmentandemployeerelations toperformancemanagementandtalentdevelopment.By leveragingtechnology,wegainvaluableanalyticalinsights thathelpusmakeinformeddecisionsanddrivepositive outcomesforouremployeesandtheorganizationasa whole.

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TosupportourHRinitiatives,wehaveimplemented comprehensiveHRsoftwareasoneofmainplatforms, whichhasproventobeavaluabletoolinstreamliningour HRprocessesandimprovingefficiency Additionally,we haveadoptedUdemyasourlearningplatformtocultivatea cultureofcontinuouslearninganddevelopmentwithinour organization.

Toattracttoptalent,weutilizeLinkedInextensively, leveragingitsvastnetworktoconnectwithpotential candidatesandshowcaseourbrandasanemployerof choice.Furthermore,weinvesttimeinmarketingour employerbrandacrossvarioussocialmediaplatforms, recognizingtheimportanceofbuildingastrongonline presencetoattractandretaintalentintoday'sdigitalage.

Whatwillbethenextsignificantchangeinyour industry,andhowareyoupreparingforit?

AsaseniorHRleader,Ibelievethatourindustryispoised forsignificantchangeinthenearfuture,particularlyin areassuchasenvironmentalsustainabilityanddigitization. Fromashippingperspective,theadoptionof environmentallyfriendlyfuelsanddigitalfreight forwardingwilllikelybekeydriversofinnovationand growth.

Toprepareforthesechanges,wehavealreadybegun implementingtechnologyandlearningprogramstosupport ourHRinitiatives.Werecognizetheimportanceofbeing proactiveinaddressingtheseemergingtrendsandadapting tonewwaysofworking.Byembracingdigital

transformation,weaimtodriveefficienciesandimprove ourabilitytodelivervaluetoouremployeesandcustomers alike.

Whatareyourgoalsintheupcomingfuture?

Myvisionistobeknownasthemostworkfriendly shipping&logisticsorganisationandourmostrecent employeeengagementsurveybyCultureAmpindicated thisapproachwithascoreof85%engagement,whichwas 5%higherthanthetop25globalshipping&logistics companiesandwewillstrivetobebetteronthisjourney

Whatadvicewouldyouliketogivethenextgeneration ofaspiringbusinessleaders?

AsaseniorHRleader,Icannotoveremphasizethe significanceofpeoplemanagement,empathy,and emotionalintelligenceindrivingbusinessgrowthand achievinglong-termsuccess.Istronglyadviseleadersto prioritizethesecriticalelements,evenastheystriveto increaserevenuesandprofits.

Leaderswhoprioritizetheiremployees'well-beingand professionaldevelopmentaremorelikelytocreatea workforcethatispassionate,engaged,andcommittedto deliveringexceptionalcustomerexperiences.Bytaking careofyourpeople,youcreateaculturethatfostersloyalty, collaboration,andinnovation,whichinturndrivesbusiness success.Inshort,investinginyouremployeesisinvesting inthefutureofyourorganization.

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Marching Sheep

B U S I N E S S P R O F I L E
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Sonica Aron

Elevating Organizations through curated HR Solutions and Excellence

Inaworldwherepeoplearetheheartofany organization,MarchingSheepstandsasabeaconof insightandinnovation.Theever-evolvinglandscapeof HR isdesignedtoseamlesslyalignwiththebusiness essenceandambitions.Inthisrealm,SonicaAronstaysat theforefrontofindustrytrendsandbestpractices.What trulysetsherapartisit'snotaboutvolume,it'saboutdepth.

Withapassionfornurturingtalent,Sonicaisnavigatingthe delicatebalancebetweenindividualaspirationsand collectivegoals.Thisallowedusat CIO BusinessWorld tointerview,SonicaArontoknowhowsheisredefining thelandscapeoforganizationalgrowth.

Belowarethehighlightsoftheinterview:

Briefouraudienceaboutyourjourneyasabusiness leaderuntilyourcurrentpositionatyourcompany. Whatchallengeshaveyouhadtoovercometoreach whereyouaretoday?

SonicaAronistheFounderand CEO ofMarchingSheep,a globallyrecognized HR consultingfirmspecializingin OD consulting,DiversityEquityandInclusioninterventions and Bespokecapabilitybuilding.

An XLRI post-graduate,Sonicahasbeenan HR professionalwithmorethan2decadesofexperience.She has worked with companies like Pepsico, Vodafone, RocheDiagnostics and ICI paints.Whileworkingat PepsiCo,Sonicawasexposedtodiverserolesand geographies.Sheworkedinsalesandsales HR.She workedinafactory.Shealsoworkedinacityaswellasin remoteareas.Thisexperiencehelpedherrealizehow diversepeopleviewedwomenworkforce,workedwith,and dealtwiththem. Sonicawasheadingthe HR functionfor PhilipsConsumerLifestylebusinessin2012,whenshe decidedtotakeabreakfromthecorporateworldand foundedMarchingSheepinFebruary2013,withan intentiontorolloutinterventionsthattrulymadea differencetoorganisationsandpeople'slivesandcareers anddriverespectandequalityforall.

Amotheroftwo,SonicaconsidersMarchingSheepher thirdchild,andisextremelypassionateaboutwhatthey deliverasateam.ThevaluesatMarchingSheepare Integrityineverythingtheydo,Clientorientation, Responsiveness,Attentiontodetail.Herconstantreminder totheteamisthatwhenshewasontheothersideofthe table,shewasalwaysworriedabouttheimpactof interventions.SoatMarchingSheep,foreveryassignment,

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therearestringentmeasuresonoutcomesanddeliverables. Itwasabumpyridetoreachwherethefirmistoday.While Sonicaunderstoodhercraftwell,whichwas HR,sheknew littleaboutrunningherownbusiness.Fromunderstanding thedifferenttaxestolegalobligationsofrunningabusiness, togettingherfirstclient,tolearninghowtomarket MarchingSheep,makingthefirstwebsite,toattractingthe righttalentdespitebeingbootstrapped.Thereweremany obstaclesalongtheway,fromdemonetization,or implementationofnewtaxregimeandcompanylaws,and morerecentlyCovidpandemic,whichdidseedryingupof revenuesforshortspells.Butitneverdampenedthefirein herbellyorthesteaminherteam,drivenbythepassionof trulymakingadifferenceonground.

Sonicafacedaspectrumofchallenges,frombreaking genderstereotypestosteppingintoleadershiprolesin diverselocations.Sheovercamethesechallengeswith determination,leveragingherexperiencestocreatea dynamicandinclusiveworkenvironmentatMarching Sheep.Thesechallengeshavenotonlyshapedherasa businessleaderbuthavealsocontributedtothevaluesand ethosthatdefineherfirmtoday.

Tellussomethingmoreaboutyourcompanyandits missionandvision.

Webelieveindoingmeaningfulworkthattouchesand impactslivesoftheworkforce,andinturnbuildsagile, responsiveandgreatorganisations.Wewillcontinueto researchandevolveourofferings.Wewishtoenable organisationsbybuildingcapabilitywithinandhence offeringmorecertificationprograms.

Integrityisthecorevalueofourorganization.Wework closelywiththeclientteamtoarriveatthescopeofthe project,deliverablesandmilestones.

Weasateamalsokeepupgradingourselvesonnew technologyandconceptstobeabletodeliverhighimpact interventionsforourclients.Everyassignmenthasmultiple consultantsengaged,sothatballsdon'tgetdropped,and collectiveexpertiseisutilized.

Wedonotpushofftheshelfsolutionsbutengagein consultativeproblemsolvingwithclients,curate customisedinterventionsanddeliver ROI drivenprograms.

Itisourpurpose-makingadifferencetoorganisationsand peoples'livesandcareersthatismostimportant.Our

vision,mission,valuesallflowfromthere.Soinadditionto ourbusinessactivities,weengageinalotofawareness campaigns.Campaignsaroundimportanceofemotional wellbeing,orimportanceofbuildingpsychologicalsafety inteams,orwhyInternationalWomen'sdayisnotjusta daybutneedstobeseenasaculminationofeverythingwe dothroughtheyeartodriveinclusion.Webelievein drivingcollectivelearningandsocietalchangewith continuedconversationsthroughplatforms.

Whataretheproducts/servicesthecompanyfocuseson? Howareyourservicesdifferentfromthoseinthe market?

The4mainservicesare:

1.Diversity&InclusionStrategiesandinterventions

Wetrulybelievethatinclusiveorganisationsaremore productiveandweenableourclientorganisationstoarrive attheirdiversitycharterandstrategy,executableplansand alsopartnerwiththeexecution.

2.Bespokelearninginterventions

Organisationsneedtheir HR strategy,processandpolicies toenableemployeestodeliverofthebusinessstrategyand goals.Weworkcloselywithclientorganisationsto streamlinethe HR strategy,policiesandpractices,drive communicationandsocialisation,internalcapabilityto enablethesame.

3.LeadershipandTalentDevelopment

Asthesocio-economicfabricisevolving,thecompetencies needetosucceedatworkareevolving.Weworkwith clientstoenableindividualcontributors,managersand leaderstosucceedbybuildingtherightcompetencies.

4.Health&WellnessPortfolio

Wellnesstoday,includesemotional,mentalandphysical wellbeing.Whilepoliciesandinsurancescantakecareof thephysicalaspect,therestillneedstoawarenessandlife skillbuildingarounddealingwithissueslikeanxiety,stress, burnout.Withprogramscuratedafterresearchandwiththe helpofclinicalpsychologists,weenableindividualsto becomeemotionallyresilientandhencemoreproductive, personallyandprofessionally

Howdoyoubuildandmanageamotivatedandeffective team?

Humility.Asaleader,Ifindthatmybiggeststrengthismy teamandtheconnectionIsharewiththem.Iamtransparent

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withthemaboutmyweaknessesandopenlyseekfeedback andworkonit.Iamaccessibletomyteam,forboth professionalandpersonalconcerns24*7andIknowthat theywoulddothesameforme.Thishonestybuildstrust andsupportamongus.

AtMarchingSheep,wehaveaplantomakeourteam strongandmotivated.Weknowthatasuccessfulteamis whatdrivesusforward.Wefollowstrategiesthatkeepus motivatedandhelpusworkwelltogether.

Iletmyteammemberstakechargeoftheirowntasks.This helpsthemmakegooddecisionsandfeelresponsible.We talkalot,andI'malwaysavailabletolisten.Wealsolearn newthingsallthetimetostayup-to-date.

Saying"thankyou"andgivinghelpfuladviceisimportant. Thishelpsusgrowanddobetter.Wealsoworkasateam, sharingideasandcomingupwithnewones.

Wesetcleargoalsandmakesureeveryoneknowswhatto do.Wealsotakecareofourwork-lifebalancetostay motivatedandnotgettootired.Celebratingsmallandbig winskeepsusexcitedaboutourwork.

Ithinkit'simportanttohelpeachothergrow.That'swhywe guideandsupporteachother Andwedon'tforgettoenjoy oursuccesstoo.

Astheleader,Ishowhowtoactbystayingtruetoour values.Thishelpseveryoneintheteamfollowthesame pathtosuccess.

Wheredoyouenvisionyourselftobeinthelongrun, andwhatareyourfuturegoalsforyourcompany?

Inthelongrun,weenvisionMarchingSheeptobecomea globalleaderinprovidinginnovativeandimpactful solutionsinDiversityandInclusionandBespokelearning interventions.Ourgoalistoexpandourreachand influence,partneringwithorganizationsacrossvarious industriestodrivepositivechange.Weaimtoberecognized notonlyforourcommitmenttocreatingtangible differencesinpeople'slivesandcareersbutalsoforour contributiontopromotingrespectandequalityonabroader scale.Aswemoveforward,weaspiretocontinuedesigning tailoredinterventionsthataddressevolvingbusinessand individualneeds,ensuringthatourclientsachievesustained growthandsuccess.

Describeindetailthevaluesandtheworkculturethat drivesyourorganization.

Weareextremelypassionateaboutbuildinganinclusive world.Soinadditiontoourworkwithourclients,wedoa lotofnon-commercialworktobringawarenessandequity atthesocietallevel.WeworkcloselywithBravesouls foundation,an NGO workingtowardsrehabilitationofacid attacksurvivors.Werecentlyworkedtowardsraisingfunds forasurvivor'ssurgery.Additionallywehaveassociated withTweetfoundation,another NGO thateducates,skills andgroomstransgenderpersons.

Despitenotbeingintosearchandrecruitment,wewill supportTweetFoundationbyconnectingTransgender candidatestoappropriateopeningswithourclients.This willbeanothernoncommercialinitiative.Weorganize severalfiresidechatsandpaneldiscussionstoincrease awarenessaboutdifferentdisabilities,reasonable accommodation,infrastructure,mindsetchallengesthat needtobeaddressed

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Strategies for HR to Handle Transgressions Effectively

ThedynamiclandscapeofHR management,isallabouthandling transgressionsinordertomaintaina healthyworkenvironmentandupholding organizationalvalues.Ifitsmisconduct,policy violations,orissuesintheworkplace,HR professionalshereplayacrucialrolein addressingissueswithtactandintegrity.Thatis what,we'llexploreinthisarticle,thekey strategiesthatHRcanimplementtonavigate

effectivelywhilepromotingfairnessand organizationalharmony.

Herearethekeystrategiestofollow:

1.EstablishClearPoliciesandProcedures

ThefoundationalstrategiesforHRistoestablish clearpoliciesandproceduresoutliningbehavior, performanceexpectations,anddisciplinary measures.Thusbymakingsurethatemployees

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areawareoftherulesofmisconduct,HRsets expectationsandprovideframeworkfor addressingtransgressionsfairly.

2.FosterOpenCommunicationChannels

Communicationiscrucialinaddressingissues constructively.HereHRshouldpromoteopen communicationchannelswherepeoplefeel comfortablereportingconcernswithoutfearof retaliation.Thuspromotingacultureof transparencythatenablesHRtoaddressissues.

3.ConductFairandImpartialInvestigations

Theallegationsofmisconduct,HRmusthavea thoroughinvestigationstocollectfacts,evidence, anddeterminerightcoursesofaction.Itisthus importantforHR'stomaintainobjectivityand ensureconfidentialitythroughoutinvestigation processtowithstandintegrity

4.ImplementProgressiveDiscipline

HRshouldreckonimplementingprogressive disciplinetechniquesthataimstoprovidechance

forimprovement.Itisthisstylethatinvolvesa seriesofactionsescalatinginseveritylike warnings,probationaryperiods,andtermination. Theimportanceofprogressivedisciplineallows peopletounderstandconsequencesandprovides opportunitiesforrehabilitation.

5.OfferTrainingandDevelopment

Precautioniskeyhereinhandlingissuesinthe workplace,hereHRscanaddressissuesby offeringtraininganddevelopmentinitiatives. Thusinvestinginemployeedevelopmentnotjust promotescompliancebutfostersacultureof continuousimprovement.

6.PromoteMediationandConflictResolution

Therearecaseswherepersonalissuescan contributetotransgression,HRcanfacilitate mediationtofacilitateconstructivedialogue. Havingamediationamongthepartieshelpsto expressconcerns,andexploresolutions, promotingharmonyandrestoringworking relationships.

7.MonitorandEvaluateEffectiveness

Constantmonitoringisessentialtoassessthe effectivenessofHRinhandlingissuesand promotingapositiveworkenvironment.Itisthus thedutyofaHRtoregularlyreviewpolicies, procedures,andoutcomes,andadjuststrategiesto addressongoingchallenges.

Conclusion

Efficientlyhandlingissuesintheworkplaceisa traitthatrequiresHRtoemploywitha combinationofstrategies.Thusbyestablishing clearpolicies,opencommunication,and implementingprogressivediscipline,offers traininganddevelopment,andmonitor effectiveness.HRherecangothroughthiswith integrity,upholdingvalues,andultimately professionalismintheworkplace.

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