The Agile HR – Redefining People Management for a Dynamic Workforce is an apt title for the present issue. Dynamism and agility go together and only agile organizations can succeed in their people management practices and serve their organizations better in the competitive labour market Over the past several decades, the role of HR and HR practitioners has evolved from simple recordkeeping and compliance to a proactive and agile business partner
The twenty-first-century workforce also exhibits different values and profiles. They are more tech-savvy and adept at the use of technology. They are also very well-informed about the various social issues
Director’s Message
related to gender and other forms of diversity, equal opportunity, human rights, animal rights, transparency in employee dealing, work-life balance, and sustainability, among others Social media and the speed at which information travels with modern technology have only assisted in their “knowledge stock” and dissemination of such knowledge among their peer groups In addition to their vast knowledge, they are equally concerned with these issues and look at their organizations as problem-solvers.
Thus, the role of HR is not simply restricted to traditional compliance or record-keeping activities or even strategic roles but has expanded to being boundary scanners, proactive actors, and change agents in organizations HR’s agility to keep pace with the dynamism is critical for people management This issue addresses some of these timely topics with thought leaders and students of HR
Wishing you the best, Prof Nagarajan Ramamoorthy
Message from our Mentor
It is a matter of immense pride for me to introduce the ninth edition of Ekagra, a thoughtful initiative by HRithvi-HR Club of IIM Amritsar. This edition’s theme “Agile HR – Redefining People Management for a Dynamic Workplace”, is perhaps appropriate at this time when we are ushering in the new year 2025 with renewed vigour and a spirit of enthusiasm. As organizations face unprecedented challenges in the fastevolving business and technology landscape, it’s imperative upon HR professionals to redefine the people management metrics to build innovative and future ready workplace.
Today’s HR professionals need to have an employee centric mindset by being proactive in identifying future workplace disruptions and building flexible policies They are expected to leverage the power of predictive analytics to understand employee needs and preferences and thereby enhance decision-making HR also needs to empower leaders to adapt to challenges through coaching, growth mindset training, and scenario planning.
For increasing the agility in the workforce, they need to incorporate micro-learning platforms and customized career paths to address individual employee growth aspirations
The articles featured in this magazine encapsulate a broad spectrum of ideas that resonate deeply with the needs of contemporary HR practices. From rethinking recruitment strategies for a rapidly evolving workforce to adapting performance reviews to align with shifting business priorities, each piece offers actionable insights grounded in the realities of today’s business environment.
Additionally, topics like trust-building, innovation, and technology-driven solutions for remote and hybrid teams underscore the importance of humancentric yet tech-savvy HR approaches which are needed given the evolving talent and technology trends. The articles include expert opinions from industry stalwarts and budding HR leaders, which offer varied perspectives and gives the reader a wide range of strategies being adopted by organizations.
The magazine also ventures into practical and personal dimensions of HR, such as how to excel in HR interviews, and the thoughtful exploration of personalized learning for professional growth These contributions not only guide aspiring professionals but also reflect the evolving aspirations of a new generation of HR leaders
The much-needed emphasis on the onboarding practices showcase a forward-thinking mindset necessary to thrive in today’s dynamic workplace.
I extend my heartfelt gratitude to all the contributors of the magazine for their timeless support and their own purposeful endeavours to support the HR community across the globe
Heartfelt congratulations to the entire HRithvi student team for their sheer hard work and imagination into developing a rich periodical for the HR fraternity.
It is my belief that this magazine will inspire students, industry professionals, and academic stakeholders to embrace the transformative power of Agile HR practices
Also, here’s wishing all our readers a very happy and productive new year. Let this year be a testament to the vision and commitment of the HR enthusiasts in fostering a community of thought leaders and changemakers.
Wishing you an enriching read!
Warm regards,
Dr. Vartika Dutta
1
RETHINKING RECRUITMENT FOR A RAPIDLY EVOLVING WORKFORCE
-Mr. Nitin Khindria , CHRO, Omega Seiki Mobility
3. -Mr. Suresh Bose, Consultant, Aurum 5.
ADAPTING PERFORMANCE REVIEWS TO EVOLVING BUSINESS PRIORITIES
CAREER PAGE
USEFUL TIPS FROM A SEASONED HR PROFESSIONAL FOR CRACKING THE HR ROUND -Mr. Sanmitra Mallick, Deputy VP HR, Kotak Life
EMPOWERING REMOTE AND HYBRID TEAMS THROUGH TECHNOLOGY
17. -Dr. Chhavi Sharma, Assistant Professor IIM Amritsar
MOVIE & BOOK REVIEW
9. -Mr. Akshit Mishra, MBA10 IIM Amritsar
BUILDING TRUST: ENCOURAGING OPEN COMMUNICATION AND INNOVATION
19.
CASE IN POINT
18 ABOUT OUR EVENTS
20 HRITHVI TEAM
YUKTI - THE HR CONCLAVE OF IIM AMRITSAR
21.
Unilever's Agile HR Revolution CROSSWOHRD
23
22. LIFE AT IIM AMRITSAR
Rethinking Recruitment for a Rapidly Evolving Workforce
Mr Nitin
Khindria
This is imperative to meet business dynamics to sustain our threshold in the competitive market scenario and uplift our business needs. Furthermore, it is crucial to always keep our organization’s objectives and goals in sync with the industry dynamics. We must be prepared to address employee expectations, market movements, and technology advancements. Currently, organizations are facing unprecedented challenges in attracting and retaining the talent, but by succeeding organization philosophy and core values, we can somehow effectively navigate these challenges
Over the decades, there have been ongoing discussion about meeting the ever-changing expectations of the workforce including the reconsider and revamp recruitment strategies In my experience, as businesses continue to evolve, it is imperative that all aspects related to business also evolve; and else we risk falling behind and losing our competitive edge in the market.
The market is consistently in a state of flux, with three main dimensions: Growth, Degrowth and Stagnation
Whether operating on a local area, state, regional, national or global level, it is essential to have well
CHRO,
- OMEGA SEIKI MOBILITY
thought out strategies supported by decisive actions and the ability to adapt and respond to those actions in a responsible approach In today’s business dynamics this adaptability is vital for maintaining a competitive advantage and ensuring long-term success.
Remember, for businesses to flourish, it is essential that they are making money not burning money. To ensure the success of a business, following prerequisites are must for me: U
7. Employ individuals at appropriate cost while clearly outlining their deliverables 8. Strive to provide remarkable experiences of all stakeholders Organizations must implement a strategic approach that combines recruitment, learning & development and retention initiatives.
Actions to address the need of talent and dynamic workforce
Robust recruitment processes to target high-potential candidates with the necessary skills and abilities to thrive in respective industry. This may involve various sourcing channels like job portals, LinkedIn, college meets, exhibitions, conferences, and employee referrals
Focus on continuous learning and development programs for ensuring reskilling / upskilling, technology adoption and keep them engaged 2. Offering the opportunity for growth and advancement within the company to retain the talent and maintain competitive edge in the market 3.
Ultimately, fostering a culture of inclusivity, innovation and collaboration is essential to building a strong and skilled workforce capable of maintaining a competitive edge in today's rapidly evolving business landscape, and driving sustainable business growth.
Adapting Performance Reviews to Evolving Business Priorities
Agile HR is a human resources (HR) strategy that helps organizations adapt to change by using flexible practices and structures. It is redefining People Management for a Dynamic Workplace. The importance is to welcome newcomers warmly and create the environment of happy workplace by constantly engaging and encouraging them People are the prime movers, flexible to achieve Organization Objectives. Every employee starts the day with a sense of purpose and end of the day with a sense of accomplishment Every employee must achieve higher standards in Result, Team Work, Strategic, Collaboration and Influence and Potentially hold curiosity, insight, determination and engagement
Every leader to be fair and promote meritocracy & inspire confidence in future, never criticize person and mitigate mistake. Be FIRM but FAIR, TOUGH but TENDER, Value Fault less execution, Intervention are simple & System driven, show focus on RESULTS Managers must recognize employees and emphasize quality and improvement as top priorities. Create an exciting work and the opportunity to grow and develop
A process for evaluating and documenting how well an employee is carrying out their job. What do you call it?
Suresh Bose
Recruitment and Selection
Based on the Man vs Machine or Manpower Planning & Budget, the key is to clearly identify the core skill sets and competencies for the workforce selection While we have the core selection method of selection such as pre-qualification, degree & standards Important is Embracing agile HR method in recruitment in allowing organizations to adapt swiftly to changing talent needs and ensure a smoother integration of skilled individuals who can thrive in
dynamic work environments. Every department must be flexible to give their best talent to others and encourage Job rotation.
Campus to Industry Performance Management
The transition is make or break and so all care is to be given by Organization right from selection, such as literature, video, fliers and material that are milestones with Vision & Objectives of the Industry that will help.
The transition from academic world to the business one involves adapting to a completely different environment, culture, and set of expectations. What is the popular term?
Identify STAR Performers & Talent Development
Once in two years high performance employees go through certain simulation test and get identified as STAR performers to take up unsolicited elevated role Agile HR focuses on employee engagement, career development, and recognizing individual contributions It can lead to higher employee satisfaction and retention.
Agile HR encourages cross-collaboration between teams to deliver value to stakeholders It also encourages employee to take ownership of their development and career progression Agile HR encourages multi-skilled, self-organizing teams that can make quick decisions
Employee should act like owner’s & take risk, they take more challenges and put in their score card, what they want to achieve in next six months and work on long term vision that they are going to achieve next 1-3 years Every employee is attached to internal and external coach/mentor.
One of the most important agile Performance Management features is goal-setting Every employee of the organisation must identify five core goals and two enabling goal that match with organizational objectives. The employee should quantitatively self-assess on a monthly basis and review the same with the manger on quarterly basis All five core goals to be achieved before Q3 to demonstrate result. Agile HR relies on regular feedback loops to address employee concerns
Conclusion
Agile HR is a progressive new approach which provides an innovative system for organizations who want to ensure their HR operations remain up-to-date and meet the advances of modern working. It helps create an environment for employees that focuses on innovation & technology, encourages collaboration and promotes self-direction
Useful tips from a seasoned HR Professional for Cracking the HR round
Mr Sanmitra Mallick
When it comes to interviews, there’s a common misconception among candidates: that the HR round requires drastically different preparation compared to technical rounds. However, this isn't entirely true. Both the hiring manager and the HR interviewer share a common objective: to evaluate whether a candidate can successfully fulfill the job role and responsibilities. They do this by simulating “on-the-job” scenarios through their questions.
This process revolves around assessing two critical aspects: Person-Job Fit and PersonOrganization Fit. Ideally, the hiring manager focuses on the former Person-Job Fit evaluates whether the candidate possesses the technical knowledge, skills, and expertise required to deliver on the role's functional responsibilities, as outlined in the job description (JD).
The HR round primarily assesses the latter, Person-Organization Fit, which encompasses multiple dimensions It examines whether the candidate’s core values align with the organization’s values, their motivation to join, and whether their personality traits will help them thrive in the company’s culture and working style. This step is crucial in understanding whether the candidate, when faced with challenges on the job, will persevere or opt to quit
Preparing for the HR Round
To excel in the HR round, the first and most important step is self-awareness Candidates often overcomplicate interview preparation, believing it requires adopting a persona or rehearsing extensively crafted answers. In reality, the process is far simpler, it’s about being your true self. Start by asking yourself: Who am I? Identify the key milestones that shaped your successes in school, college, and work From this, list the core values you consistently displayed during these phases like integrity, respect, honesty, and empowerment. For each value, think of a real-life example For instance, imagine you were tasked with a challenging project during an internship that required a technical skill you didn’t initially possess. If you quickly learned the skill through online tutorials and guidance from senior colleagues, and successfully delivered the project on time, this demonstrates values like ownership, learning agility, and achievement orientation. The key here is authenticity When you truly understand your values and strengths, you naturally project confidence and sincerity qualities that interviewers highly value.
Understanding the Organization
The next step is to research the organization thoroughly Learn about their business model, products, and services, as well as their growth trajectory Pay special attention to the organization’s mission, vision, and values. While these statements might seem superficial, they are the foundation of the company’s culture and operational philosophy
Additionally, stay updated on the organization’s recent developments by reading news articles, blogs, or interviews with its leaders These resources provide valuable insights into the company’s goals and challenges, helping you articulate how you can contribute to its success
Finally, broaden your preparation by understanding the industry landscape. Research the macroeconomic trends affecting the industry, the organization’s key competitors, and its market position This knowledge not only demonstrates your diligence but also positions you as a candidate who understands the bigger picture
Understanding the Industry Confidence Through Preparation
While there’s no guaranteed formula for acing an interview, the secret lies in simplicity. Prepare thoughtfully, understand yourself and align them with the organization’s ethos. By doing this, you’ll set the stage for long-term career success.
Remember, an interview is not about impressing with perfection it’s about presenting yourself with authenticity and conviction.
And who better to be than yourself?
Navigating HR Challenges in the QSR Industry
Mr Aman Mahajan
In today’s fast-paced and ever-evolving business landscape, organizations are under constant pressure to adapt, innovate, and deliver exceptional results. The key to achieving these goals lies in how well they manage their most valuable asset people. Agile HR is a transformative approach that empowers organizations to navigate complexities by embracing flexibility, fostering collaboration, and driving continuous improvement Through this article, the focus is upon how Agile HR principles can redefine people management, particularly in industries like Quick Service Restaurants (QSR), where adaptability and consistency are critical for success
The Quick Service Restaurant (QSR) industry faces unique challenges that demand innovative HR solutions Key issues include:
1. Geographical Spread and Multi-location Operations: Managing dispersed teams across regions presents complexities in communication, standardization, and consistency.
2. High Attrition Rates and Skill Gaps: The industry sees frequent turnover, coupled with challenges in sourcing and developing skilled labor.
3. Execution and Standardization: Delivering consistent customer experiences requires rigorous processes and well-trained teams.
Subway’s Transformational Journey
At Subway, we are embracing transformation to tackle these challenges and set new benchmarks in the QSR industry Our current priorities include:
1. Rapid Expansion: With plans to having massive openings in a single quarter, we are scaling operations while maintaining quality and consistency
2. Building a Customer-Centric Culture: By putting people first, we aim to create an environment where employees are empowered to deliver exceptional service
3. Simplicity in Performance Reviews: Defined common goals with clear alignment of outcomes from the CEO of the company to Sandwich Artist [frontline team members], ensuring the whole team works together toward shared objectives
The Agile HR Approach: What We’re Doing
To thrive in a dynamic environment, we are implementing the following strategies:
1 Unified Goals: Simplifying performance management with a shared focus across all levels of the organization promotes accountability and teamwork.
2. Ownership and Accountability: Encouraging employees to take ownership of business outcomes fosters a sense of responsibility and drive.
3. Focus on Quality Inputs: Emphasizing the importance of high-quality inputs ensures consistency in execution and service delivery Flexibility underpins our formula for success
whether in systems, processes, or people practices We recognize that adaptability is key to staying ahead in a fast-changing world
Embracing Failure as a Learning Opportunity
At Subway, we believe that failure is not the end but a stepping-stone to growth By fostering a culture where failure is seen as an opportunity, we empower our teams to innovate and succeed.
Subway’s Agile HR practices ensure we remain responsive to both employee and customer needs. By nurturing a people-first culture, we aim to drive transformational growth, setting new standards in the QSR industry and beyond
(We have created a word search for you, scan the QR for testing your QSR Knowledge)
Mr Akshit Mishra
Today's fast and unpredictable business world necessitates the need to become agile to survive in a business climate. Agile HR is, therefore an essential methodology that embodies flexibility, cooperation, and continuous improvement by which the organization achieves high-level performance to survive within a very fluid environment The crux of Agile HR is one profound principle: building trust so as to enhance open communication with innovations.
Building Trust: Encouraging Open Communication and Innovation
Trust: The Foundation of Organization Success.
"Trust is like the air we breathe when it's present, nobody really notices
STUDENT, MBA-10, IIM AMRITSAR
es " ett
ce t is , as it is referred to. Ideas are flowed in without any fear of judgment or repercussions Take Google, for instance. The company's famous "Project Aristotle" concluded that the most important thing in building successful teams is psychological safety when employees are able to feel secure enough to take risks. Trust gives people permission to get involved, collaborate, and contribute innovative solutions that power the organization.
Did you know that Google’s “Project Aristotle” found trust and psychological safety more important than talent for high-performing teams.
However, trust does not develop overnight; it grows from day to day by consistent action and behavior It is developed through the transparent, reliable, and fair leader. As employees see these traits, they are motivated to emulate them, making the culture a place where trust is not just a value but an experience lived. "None of us is as smart as all of us " This is a Japanese proverb that sums up the collective intelligence that can be seen flourishing only in an environment open for free communication. Organizations where their employees are encouraged to air opinions and views facilitate fertile grounds for creativity and growth. An open communication helps to develop problemsolving skills. Teams who communicate candidly can identify problems early and overcome them before they turn into huge dilemmas Collaboration is also developed because a valued member of the team, being
Creating a Culture of Trust and Innovation.
strategic initiatives. This is how organizations can bring those values into practice:
As Richard Branson once said, "Clients do not come first. Employees come first. If you care for your employees, they will take care of the clients”. This approach to organizations based on trust and open communication will easily shift in relation to the winds of change and catch new opportunities. It will empower its employees to take ownership and cooperate in a collaborative manner in ways they innovate without fear Agile HR ensures these values are enshrined in the organizational DNA, hence creating a resilient future-reading workforce
Onboarding 2.0: A FeedbackDriven A
Imagine joining a new organization, full of excitement and trepidation Questions linger: Will I fit in? How will I navigate the unknown waters of this new workplace? That is where onboarding comes in- the crucial bridge between recruitment and retention It transforms a stranger into a teammate and sets the stage for long-term engagement In today's fast-paced world, onboarding is no longer a simple paperwork handoff or a brief orientation. It has evolved into a comprehensive process, driven by technology and creativity, aimed at integrating employees into the company culture and ensuring they feel welcome and empowered. Let's dive into the onboarding process and its current trends Onboarding is the process of introducing new hires to the organization's culture, values, tools, and workflows An effective onboarding journey spans three phases:
Pre-boarding
Before day one, pre-boarding sets the tone. This includes sending welcome emails, sharing a schedule for the first week, and introducing team members virtually Think of it as a sneak peek into the company's world
Example: Suppose Rituraj has just join edtech startup A few days before her first day, she receives an email from her manager with a welcome video, a company handbook and an introduction to her mentor.
Mr Sachin Bara
When Rituraj steps into the office, she already feels like part of the team.
Day-One Orientation
First impressions are everything. Onboarding is the period in which the new employee gets to know the workplace, policies, and key stakeholders A good welcome event, such as a team breakfast, will set the tone.
Zappos: New hires are engaged in games, interactive sessions, and emphasis on core values, making the onboarding experience memorable and engaging in.
Onboarding encompasses role-specific training, setting clear expectations, and assigning a mentor for guidance Regular check-ins help address concerns.
Google's onboarding program, known as the "Noogler" pairs new hires with experienced "Googlers," to ensure continuous support and alignment with its innovative culture. Onboarding has undergone a significant transformation in today's dynamic work environment Here is a snapshot:
Digital-First Onboarding
The shift to remote and hybrid work models has made virtual onboarding the norm Tools like Slack, Zoom, and Trello are widely used to connect new hires with teams and manage onboarding workflows. Virtual reality (VR) and gamification are also being explored to create immersive onboarding experiences.
Example: Accenture makes use of VR to provide its staff with a tour around the office and to be interacting with colleagues in that location to feel a sense of belonging even in remote areas
Integration and Training: Personalized Experiences
The one-size-fits-all approach to onboarding is being replaced by one-size-fits- none by understanding individual roles and preferences and creating personalized experiences
Example: Netflix personalizes onboarding by sending employees a preloaded laptop, curated content about the company culture,
and a list of relevant projects they’ll work on. This helps new hires hit the ground running
Focus on Culture and Belonging
Onboarding isn’t just about training; it’s about creating a sense of connection. Organizations are emphasizing cultural immersion and fostering a feeling of community to build long-term loyalty
Example: Airbnb's onboarding program, "Ground Control," is a week-long experience in which new hires participate in workshops, storytelling sessions, and activities that celebrate diversity and inclusion
Continuous Feedback and Improvement
Modern onboarding processes are iterative Organizations collect feedback from new hires to know the pain points and further improve the experience for new recruits
Example: At Facebook (Meta), feedback is collected at several points of the onboarding process. That feedback is then used to refine processes, making sure they meet employees' expectations and organizational goals.
It is not about the processes; it's about meaningful experiences.
Here are some unusual things that separate the best onboarding experiences from the others:
Address new hires' emotions with empathy
Share company stories to build connections
Provide personalized welcome kits. Assign peers to offer guidance and support.
Personalized Learning for Professional Growth
Ms Muskan Batham
STUDENT - SIBM PUNE
Agile HR: Adapting to Thrive
In today's workplace things change more rapidly than ever, and this calls for adaptation In the case of HR professionals, it requires redefining and restructuring the ways and means to manage and develop talents. Agile HR emphasizes flexibility and speed, in this way, the HR managers would be able to meet the demands of their organizations better. This approach focuses on the 'Just in Time' technique wherein solutions can be shaped and adapted according to the current scenario. It enables organizations to structure their approach accordingly and, hence more responsive.
In that framework, personalized learning takes a forefront position, giving a perfectly customized approach toward professionalization in line with the best interests of the individual and in tandem with organizational objectives as well.
The Power of Personalized Learning
Personalized learning is not the traditional training program because it adjusts development tracks to the specific skills, career objectives, and learning preferences of employees. With this, employees are motivated and engaged into continuous growth and adaptability. Personal development that comes in line with business need is a win-win
arrangement for both the individual as well as the organization concerned, ensuring employees upskilled and perform effectively for delivering organizational success.
How Is Agile HR Redefining Personalized Learning?
Agile HR offers room for flexibility in learning: The trainings are directly aimed at business needs and coupled with realtime feedback on all the gaps The Pulse Surveys provide direct views of performance and employee satisfaction. Time management and even leadership can be promptly worked on by providing a directed workshop or course Thus, continuous tailored learning will create a growth-oriented environment, a better culture to follow, and ensure organizational success
Advantages of Personalized Learning for Growth
1. Boost learner engagement
Personalized learning enhances engagement since development programs are tailored around individual goals, hence aligning the employees to a growth investment. It also encourages the employees to deliver effectively as this is the most significant step in attaining a future-ready workforce
2. Increase Retention
More and more employees tend to remain in organizations that have invested in their growth
Personalized learning creates a culture of care and opportunity, an important insight for aspiring HR professionals.
3. Preparing for the Future
Personalized learning equips the employees with desired skills, thus helping in organizations to remain competitive with high dynamism in the environment
Why Personalized Learning Matters for Future Leaders?
The end capability is that personalized learning teaches professionals in HR, marketing, finance, operations, or IT how to deliver customized development plans Stronger teams, aligning personal growth with the achievement of organizational goals, make future leaders build more transformative change and close gaps toward an individual's and a company's success.
Personalized learning is revolutionizing professional development By applying this principle, HR leaders can craft learning experiences that enhance individual growth while driving organizational success. In today’s evolving workplace, adopting personalized learning is essential for redefining people management and preparing for the future. It is about time for HR professionals to embrace this approach and redefine people management in tomorrow's dynamic workplace.
Alumni Voices
Empowering Remote and Hybrid Teams Through Technology
Mr Shivaji Kulkarni
-EMBABATCH01,2020-2022
SENIORENGINEER, BOSCH
The world of corporate work is quite dynamic nowadays and technology is at the forefront driving the transformation The term Hybrid Teams Technology looks futuristic but at times intimidating Hybrid Work technology is the fuel for workplace agility This will not only bring an innovative work model but also offers great flexibility in creating a happier environment with more productivity.
Employees on one hand, get a greater job satisfaction with an improved work-life balance This is mainly because the Hybrid Technology reduces the stress and pain of daily commute to work places which is a very important factor in major software cities like Bangalore, Chennai, Hyderabad, Delhi etc
Managers, on the other hand, can leverage this space effectively in bridging the gaps of inefficiencies This facilitates communication and collaboration that drives building a dynamic workplace with greater cost savings
As the Hybrid Technology is becoming a new normal, companies need to equip themselves with right tools to drive the team Tools like Instant Messaging tools like Microsoft Teams etc that will not only allow team members for a seamless information share but also stay connected in real-time Video conferencing tools like Google Meet, Zoom, and Microsoft Teams etc Foster a culture of face-to-face dialogue and remain connected.
Did you know that pets are becoming the unofficial mascots of hybrid teams, boosting morale during video calls?
Cloud based Collaboration tools like Google Workspace, Google Drive, Asana etc. help team members’ work together on data irrespective of location. In addition, the following enhanced tools are the need of the hour to track and manage the hybrid work model since at the end of the day; it’s the ontime delivery and data security that matters along with employee flexibility and their well-being.
1. Project Management tools like Trello, Jira with various features help teams plan, track, and manage tasks, ensuring deadlines are met and responsibilities are clear
2 Automation tools for task assignment for a reduced burden on monotonous job.
3. Analytics Platforms like Tableau, Power BI, and Google Analytics help teams assess performance, measure KPIs, and make datadriven decisions to improve efficiency
4 Performance Management Software Platforms like 15Five or Lattice enable organizations to set goals, track progress, and conduct regular feedback sessions for continuous performance improvement
5 Virtual Private Networks (VPNs), Cloud Security, Multi factor Authentication ensuring safe access to corporate resources from remote locations and reduced cyber threats
Did you know that Trello and Slack were initially internal tools before becoming global platforms used by millions?
Conclusion
Technology is the backbone of empowering remote and hybrid teams. As organizations continue to adapt to the future of work, investing in the right technology will be essential to optimizing team dynamics and maintaining high levels of performance and satisfaction
Movie & Book Review
As a professor in Information systems, exploring business analytics has been a great learning experience. It is outstanding how, through analytics, institutions and organizations can innovate, evolve, and establish informed choices I enjoy learning and teaching this discipline enabling my students with the current state of art of the latest emerging topics in this field
The Four Agreements -Don Miguel Ruiz
If I had to name one single book that had inspired me, it has to be The Four Agreements by Don Miguel Ruiz This book has been a significant influence on me. Its principles-be impeccable with your word, do not take things personally, do not make assumptions, and always try your best are in line with the values that are required today's constantly changing and evolving transitional world.
Dr Chhavi Sharma
ASSISTANTPROFESSOR, IIMAMRITSAR
3 Idiots -Rajkumar Hirani
The movie 3 Idiots inspired me earlier as a student, now it acts as reminder being a Professor Its mantra, Kaabil banne ke liye padho (Study to become capable, success/achievement will follow) reflects on my approach to pedagogics I ensure that the students I teach, are able to actually learn rather than having a monomaniac focus of success. Ken Robinson rightly said that as educators, we are not responsible for being mere lecture instructors or exam administrators; at times, we need to be coaches and motivators impacting students' lives constructively !!
Unilever's Agile HR Revolution
CASE IN POINT
When Unilever, a worldwide consumer goods company, applied agile HR practices, it brought the organization’s agile recruitment practices to improve the efficiency of recruitment and employee engagement. Such practices came from realizing the need to modernize the organization's inheritance processes by embracing Artificial intelligence tools and agile workflows into hiring to meet new realities of work.
Implementation: Artificial Intelligence-driven assessments to screen individuals against predefined parameters such as skills, competencies, and cultural fit replaced tedious manual screening The HR processes were also integrated into sprints of agile methods with iterative prototyping of employee engagement interventions.
Outcome: Such innovations reduced turnaround time for hiring activities by 25 percent, greatly improving the efficiency and quality of new hires. The improved evaluations enhanced the application processes of new employees Agile sprints encouraged and facilitated the change capacity of the HR function to quickly tackle the dynamic workforce strategies
Adoption of Agile HR practices helped Unilever to create serene operations and helped it to establish itself as a leading contender among future-oriented employers, attracting and retaining great talent in the current workforce
About our events
HR FUSION 2.0
November 2024’s HR Fusion included an HR quiz, concept-driven HR Bingo, and buzzer-based HR Jeopardy, testing participants’ theoretical knowledge, strategic thinking, and real-world HR expertise.
February 2024’s Excelhrate challenged participants to solve HR problems with data analytics, driving innovation to enhance workforce performance and organizational effectiveness
EKAGRA 8.0
August 2024’s Ekagra explored “Mastering Employee Retention: Strategies to Minimize Attrition and Maximize Stability” featuring articles and insights from industry leaders, professors, peers and alumni.
HR Monopoly
An interactive platform challenging participants to solve HR scenarios, ethical dilemmas, and strategic decisions, fostering collaboration, innovation, teamwork, and leadership in a competitive environment stainable solutions to enhance workforce performance and organizational effectiveness.
Yukti - The HR Conclave of IIM Amritsar
In August 2024, Yukti 8 0 the Annual HR Conclave of IIM Amritsar brought together industry veterans and budding managers to explore HR’s evolving landscape. One of the themes was Strategic Talent Navigation: Thriving in the Digital Epoch. This theme delved into mastering talent management amidst digital transformation.
Experts shared insights on agile strategies to navigate disruptions, foster innovation, and ensure resilience in an ever-changing business environment. The second theme was Empowering Leadership through Continuous Learning, which emphasized HR’s role in fostering leadership through learning and development.
HRithvi Team
Senior Coordinators
Prof. Vartika Dutta Faculty Mentor
CrosswoHRd
Down:
1. A schedule that allows flexibility for personal needs
2. Connection to an organization or its goals
3.Support for an employee's mental health
4. The decision of an employee to leave
5.Fair treatment at the workplace
Across:
6. Efforts to create a fair and inclusive workplace
7. Periodic increase in salary
8.Tools for predicting employee behavior
9. Encouragement for employees to develop new skills
10. A structured set of rules and practices in a workplace
AT IIM AMRITSAR
Success today requires agility and drive to constantly rethink, reinvigorate, react and reinvent.
