SightsIn Plus, April 2023

a www.sightsinplus.com f sightsinplus l company/sightsin t twitter.com/sightsin1 April 2023 VOL 06 I ISSUE 07 I 150 Monthly HR Magazine Shailesh Singla Emerging HR Sumit Sabharwal Technologies Country Head & Senior Director CEO HCM Cloud TeamLease HRtech Oracle India Dave Ulrich Nagina Singh Rajita Singh Rensis Likert Professor at the Ross People Lead Chief People Officer School of BusinessUniversity of Michigan Mondelēz India Kyndryl India and a partner at the RBL Group

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Monthly HR Magazine www.sightsinplus.com f sightsinplus l company/sightsin t twitter.com/sightsin1 Contents Expert View 40 Regular Colommen Shailesh Singla Editor’s Note 04 Country Head & Senior Director HCM Cloud, Oracle India Mail Box 05 Movements06 News08 Social Media 10 Twitter28 Insights In Conversation With Rajita Singh 14 How will Web 3.0 Impact the Future of HR Tech?/Preeti Ahuja 17 12 Insights Importance of EQ While Working With Usha Chirayil Technology Like Director- HR Reflections Info-Systems ChatGPT/ Sandeep Mudaliar 20 Rendezvous With Dave Ulrich 22 Interaction with Nagina Singh 28 Case study 50 Why is the IT And Start-Up Industry Facing an HR Management Challenge Dr Rima Ghose Chowdhury and Huge Attrition?/ Sudhakar Raja 36 EVP and CHRO Datamatics Role of Emerging Technologies in Hiring Skilled Candidates and Developing Talent/ Sujit Karpe/  38 Harnessing Technology in Human Resources/ Rubi Khan 43 The AI Revolution 7 Game-Changing Trends to Watch in 2023 and Beyond/ Mohit Sharma 46 Demystifying Non-Sexual Harassment at Workplace- Need for Specific Laws in India/ Suma R V 48 32 Expert View Bard Vs ChatGPT, Important Facts 52 About Generative AI Chatbot Sumit Sabharwal CEO Ways of Giving Effective Feedback to TeamLease HRtech Multi- Generational Workforce & Build Cohesive Culture/ Shaleen Manik 54 Editor - In - Chief | Romesh Srivastava Published at | D-169/6, Sector-50, Noida-201301 Printed at | Eco Media Design & Photo Head | Vineeta Verma www.sightsinplus.com C- 340, Sector-10, Noida, 201301 [email protected] IT & Digital Head | Amit Dutta [email protected] Mob | 9971404077 Sales & Circulation Head | Kavita Srivastava Mob | 9953894881

Editor’s Note Romesh Srivastava a www.sightsinplus.com Editor- In -Chief f sightsinplus l company/sightsin Greetings! t twitter.com/sightsin1 Emerging technologies are transforming the HR landscape by enabling 4 SightsIn Plus more efficient, data-driven, and personalized approaches to talent management. Artificial intelligence, machine learning, and natural language processing are helping organizations automate mundane HR tasks and improve decision-making. Virtual reality, gamification, and mobile apps are enhancing employee engagement, learning, and development. Chatbots and voice assistants are providing 24/7 employee support and streamlining HR interactions. Blockchain is increasing transparency and security in HR operations. Overall, emerging technologies are enabling HR to become more strategic, agile, and responsive to the changing needs of the workforce, leading to improved employee experiences and organizational outcomes. In this issue, you'll find a variety of articles on Emerging technologies and their best uses in Human Resources. We’re proud to share that Dave Ulrich, Rensis Likert Professor at the Ross School of Business, University of Michigan, and a partner at the RBL Group is part of this edition.   Our team had also the opportunity to interact with Rajita Singh, Chief People Officer, Kyndryl India, and Nagina Singh, People Lead, Mondelez India. They are sharing their thoughts on Emerging Technologies and Gen X respectively. SightsIn Plus is being circulated amongst the top Indian & Global MNCs, big to medium-sized organizations, and increasing its circulation in the fastest mode. This issue would be reaching approximately 1,25,000 readers/professionals. The edition also shares wonderful insights and case studies; “How Datamatics is Leveraging AI to Ensure Customer Success... « by Dr. Rima Ghose Chowdhury, “HR Analytics Can Assist in Smart Deployment of Employees” by Shailesh Singla, “Ways of Giving Effective Feedback to Multi-Generational Workforce & Build Cohesive Culture” By Shaleen Manik, “The Potential of Quantum Technology in HR Tech Space” by Sumit Sabharwal, “The Future of Work with Generative AI and ML” by Usha Chirayil, etc. and some interesting notes through social media are part of the SightsIn Plus, April 2023 edition.  Like every time, we would be happy to hear your views and suggestions. We hereby cordially invite your feedback, insights, updates, and case study- Individual Milestone. Do write to us [email protected] Happy Reading! Romesh Srivastava

Mails of the Month I March Issue 2023 To : [email protected] cc: bcc: Subject : Mails of the Month RENDEZVOUS WITH SHWETA MOHANTY Kameshwari Dutta Glad to know about DE&I practices at SAP in India that the company is committed to promoting equity and inclusion in the workplace. They have various initiatives and programs to foster diversity and create an environment that values differences which include employee resource groups, diversity and inclusion training, and a focus on hiring diverse talent. Interestingly, SAP India also partners with organizations that promote equity and inclusion, such as Pride Circle, Women in Technology, and Disability Rights Advocacy. They aim to create a culture where everyone feels included, respected, and empowered to bring their full selves to work. Interesting Read! CONVERSATION WITH DR. ANKITA SINGH Sangeeta Singh Good to see you Ankita on Cover page, I also feel that embracing equity in the workplace means creating an environment where everyone has access to the same opportunities, regardless of their background or identity. It involves recognizing and addressing systemic biases and working to eliminate them. Employers can promote equity by implementing policies and practices that foster diversity, equity, and inclusion, such as pay equity, anti-discrimination policies, and diversity training. Additionally, creating a culture of belonging where all employees feel valued and included is essential. Embracing equity at work benefits not only employees but also the organization as a whole, leading to increased productivity, creativity, and innovation. DEIBU: CELEBRATING UNIQUENESS IN DIVERSITY & INCLUSION FOR FUTURE OF WORK- JANANI PRAKAASH R. Nathan Yes, I agree. Diversity and inclusion are critical for the future of work. As workplaces become increasingly global and diverse, organizations that embrace diversity and inclusion will be better positioned to attract and retain top talent. Inclusive workplaces foster creativity, innovation, and collaboration, leading to better business outcomes. Additionally, diversity and inclusion are becoming essential for companies’ reputations and social responsibility. Employers can promote diversity and inclusion by creating a culture of respect and understanding, implementing policies that ensure equal opportunities, and providing diversity and inclusion training for employees. The future of work demands that organizations prioritize diversity and inclusion as essential elements of their workplace culture. BEYOND THE JOB TITLE: THE ROLE OF LEADERSHIP IN BUILDING STRONG TEAMS- DEVIKA TANDON Rahul Jain Strong teams are built by strong leaders who have the ability to inspire and motivate their team members towards a common goal. Effective leaders encourage open communication, promote collaboration, and foster a culture of trust and respect. They also provide clear direction, set realistic expectations, and lead by example, creating a positive work environment that enables team members to reach their full potential. g g Send www.sightsinplus.com 5 April 2023

COMPASS GROUP APPOINTS MANIKA AWASTHI AS CHIEF PEOPLE OFFICER Compass Group PLC, Compass Group India has appointed Manika Awasthi as Chief People Officer. Manika has joined Compass Group India from IndiGo (InterGlobe Aviation Ltd) where she was Vice President- Human Resources. In this role, she was HR lead for Airport Operations and Customer Services, CarGo, and Engineering Talent Management Lead. Prior to  IndiGo, Manika was associated with Sapient as Director- People Strategy, she has worked with Sapient for over 13 years at different levels in human resources. She started her career at GE Capital International Services as an Intern. Manika holds MA in Psychology, and Industrial Psychology from Delhi University and also did BA in Psychology (specializing in Organization Behaviour).   ADANI ENTERPRISES APPOINTS SAMIR PRAKASH CHRO Adani Group, Adani Enterprises Limited has appointed Samir Prakash as Chief Human Resources Officer (CHRO). In this role, Samir will be responsible for implementing the HR policy for the organization. Prior to Adani Enterprises Limited, he was associated with Indian Energy Exchange Limited as Senior Vice President – HR & Admin (CHRO). Previously, he was associated with SRK Tele Energy (India) Pvt. Ltd as Head of Talent Strategy & Transformation. In this role, he was responsible for driving the talent transformation & deliver the talent strategy for the organization to achieve its next orbit position. His previous stints include working with leading organizations such as Optimize Consulting, Sopra Steria, Ericsson India, Wimco Limited, and Atul Automotive Safety Glass Industries. THE WALT DISNEY COMPANY APPOINTS SONIA COLEMAN AS CHRO Sonia Coleman has been named Senior Executive Vice President and Chief Human Resources Officer of The Walt Disney Company, effective April 8, it was announced by Robert A. Iger, Chief Executive Officer. As Chief Human Resources Officer, Sonia will report directly to Robert A. Iger and will be responsible for leading Disney’s human resources strategy, global talent acquisition, leadership development, diversity and inclusion, organizational design and cultural development, employee education and development, compensation, and benefits, HR operations and technology, and global security. DIXON TECHNOLOGIES APPOINTS ARJUN SINGH AS CHRO Dixon Technologies appoints Arjun Singh as Chief Human Resources Officer (CHRO). Arjun is an HR professional with over two decades of experience in Human Resources. He has extensive global experience of working in a “Matrix” setup including heading the HR function for Sales, Manufacturing, Supply Chain, and R&D Organisations. Prior to Dixon Technologies, he was associated with CEAT Tyres Limited as Vice President – Corporate Human Resources. In this role, he was heading the Business Partnering for corporate teams of CEAT and Head HR for CEAT Specialty, CEAT Srilanka, and CEAT Bangladesh. His previous stints include working with organizations such as Glenmark Pharmaceuticals, Tata Group, and Tata Communications. 6 SightsIn Plus

UPWORK APPOINTS SUNITA SOLAO AS CHIEF PEOPLE OFFICER Upwork, the world’s work marketplace, announced that Sunita Solao will join the company as chief people officer (CPO), effective May 1, 2023. Sunita brings more than two decades of global experience as a human resources and people executive, leading teams, enabling business growth, and scaling organizations at digitally native brands including Convoy, Airbnb, and eBay. Solao previously served as vice president, people at Convoy reporting to the CEO, and held several HR and people leadership positions at eBay and Airbnb, including head of people for Airbnb’s Homes Business division. ORIENT ELECTRIC APPOINTS RAJAN GUPTA AS MANAGING DIRECTOR AND CEO Orient Electric Limited, part of the diversified USD $2.8 billion, CK Birla Group, announced the appointment of Rajan Gupta as its Managing Director and CEO, effective April 4, 2023 (subject to regulatory approvals). Rajan joins the OEL Board as a full-time Director and will be based in New Delhi. He will provide strategic leadership to Orient Electric, driving significant scale and innovation. Rajan Gupta joins Orient Electric from Hathway Cable and Datacom where he was the MD and CEO, and Chairman of The Board, of GTPL Hathway. YES BANK APPOINTS ARCHANA SHIROOR AS CHRO DESIGNATE Yes Bank has appointed Archana Shiroor as Chief Human Resources Officer (CHRO) designate. In her new role, Shiroor will be responsible for the Human Resources function and will help in driving people strategy at Yes Bank. She will succeed Anurag Adlakha. Anurag Adlakha will be superannuate in June 2023. She is a Human Resources leader with 31 years of experience in the Banking, Financial Services, and Manufacturing sector. Previously, Archana Shiroor was associated with companies including Barclays, Tata Group, and Development Credit Bank (DCB). She graduated with a degree in Psychology and Sociology and earned her Masters’s degree in Human Resources Management from Symbiosis Institute of Business Management, Pune. BADRI SRINIVASAN TO LEAD WIPRO INDIA AND SOUTHEAST ASIA BUSINESSES Wipro Limited announced that Badri Srinivasan will lead the India and Southeast Asia businesses under the company’s APMEA (Asia Pacific, Middle East, India, and Africa) Strategic Market Unit. Badri will be taking over the leadership of these two regions to drive deeper synergies, facilitate sharing of best practices, deliver consistent and exceptional client experiences across the client journey, and scale Wipro’s ability to capitalize on emerging growth opportunities. Badri joined Wipro in January 2022 as the Managing Director for Southeast Asia, where he led the consolidation of strategic transformational engagements with clients while strengthening Wipro’s talent base and brand presence. 7 April 2023 www.sightsinplus.com

News BUSINESS LEADERS OVERESTIMATE PREPAREDNESS FOR DISRUPTION: SURVEY PwC’s bi-annual Global Crisis and is essential for today’s organisations. It is no Resilience Survey reveal organizations longer sufficient for organisations to work in and business leaders overestimate their silos as they address today’s complex and resilience despite operating in an age of interconnected risks. Businesses are actively disruption. When asked where resilience falls on moving to an integrated approach to resilience, the list of corporate priorities, nine in ten (89%) centrally governing and aligning multiple respondents said resilience is one of their most resilience capabilities around protecting what important strategic organisational priorities – matters most and embedding the programme indicating organisations are creating a resilience into operations and the corporate culture. revolution. After a tumultuous start to the • Leadership: Thriving in permacrisis decade, it is unsurprising that nine out of ten requires an executive leader and upskilled (91%) organisations report that they have teams. A successful resilience strategy and experienced at least one disruption other than programme needs: (1) executive sponsorship the Covid-19 pandemic. from the C-suite, (2) a programme leader On average, organisations experienced with clear responsibility, and (3) a skilled three-and-half disruptions in the last two team to do the day-to-day work. years. Three-quarters (76%) said their most • Programme Approach: Building serious disruption had a medium-to-high operational resilience around what matters impact on operations – disrupting critical most. Organisations must build operational business processes and services and causing resilience (OpRes) and ensure that enterprise downstream financial and reputational issues. planning and preparation are part of a broader The top five reported disruptions include the continuous cycle. As more businesses integrate global Covid-19 pandemic, employee retention their resilience programmes, many are adopting and recruitment, supply chain, technology the core principles of an OpRes approach, disruption or failure, and cyber-attack. focusing on protecting what matters most and Excluding the pandemic, supply chain prioritising investment based on what’s critical disruptions had the greatest impact on to their organisation and stakeholders. This organisations – monetary or otherwise – and allows organisations to manage risks with high they have doubled since 2019, according reliability and to drive efficiency. to the report. More than half (60%) of Those who have moved to an integrated resilience organisations whose most serious disruption programme are significantly further ahead in was supply chain related, were most concerned many of the core elements of OpRes, including about experiencing a similar disruption again. risk and threat assessment processes, exercising While 70% of business leaders express confidence and testing, and service and process dependency in their ability to recover from various disruptions, mapping, enabling companies to build a robust the survey data shows that many organisations corporate immune system where an organisation lack the foundational elements of resilience can adapt, flex, and move forward stronger. they need to be successful. This confidence The research of PwC’s 2023 Global Crisis and gap puts organisations at risk of being exposed Resilience Survey: Between September and – particularly when the disruption spotlight is November 2022, 1,812 business leaders across solely on them – as opposed to broader global many business sectors representing 42 countries or sector challenges. The survey data revealed and various industries shared their observations.  three significant trends driving, what PwC has It is PwC’s third study analysing corporate crisis called, a resilience revolution: and resilience data. Respondents: 41% identified as • Integration: An integrated resilience programme C-Suite while 58% identified as non-C-Suite. g g 8 SightsIn Plus

GOOGLE & AMAZON OFFERING UPTO 1 YEAR SALARY TO LEAVE VOLUNTARILY According to the reports The company is also offering is laying off people still in of the Business severance packages to their probationary periods. Standard, Both the tech employees to leave the Additionally, the company companies Google & company. is offering proposals for Amazon have recently Additionally, the companies voluntary departures.  announced the sack of thousands are in discussion in France In Luxembourg, the company of employees. However, the and Germany. Google is is providing a month’s salary companies are offering salaries currently in negotiations with per year of service along so they leave voluntarily. works councils to speak with with extra pay determined by Google the management to discuss national laws.  Speaking about the workforce issues. However, geographical bifurcations in the US the company can Dunzo to Layoff 30% of in Europe mass layoffs are cut hundreds of jobs but they employees not possible due to labor can’t cut thousands of jobs. An Indian company that protections. Prior to the Amazon delivers groceries and layoffs, it is required for Amazon is also reportedly essentials, fruits and consultations with employee trying to push some senior vegetables, meat, pet interest groups.   managers with 5-8 years supplies, food, and medicines In Paris, the company has of experience to resign by in major cities, Dunzo has around 1,600 employees. offering a one-year pay announced that it will cut its The works council is in talks package and granting.  workforce by 30%. with the company over the Apart from this, Amazon This will be resulting in following points:- has tried to get some senior almost 300 layoffs. According • How many employees are managers to resign. The to reports, Kabeer Biswas, included in the voluntary company is also providing the Dunzo Founder, and CEO collective departure plan? following benefits: have informed the employees • What types will be included • One year’s pay. in a town-hall meeting about in a voluntary collective • The company has granted the latest round of layoffs. departure plan?  The company has secured It was even earlier reported leave to departing funding of $75 million that 250 Google employees employees so they can grant through convertible notes. in Zurich walked out of their shares over a pre-decided Earlier, In January, the offices in protest and solidarity tenure and be paid out as company had sacked 3 with those laid off by the bonuses. percent of its workforce due to company worldwide.  In German, the company cost-cutting measures. The walkout at Google Zurich So far in 2023, there is a protest against these have been 757 layoffs mass layoffs and a show of at tech companies solidarity with colleagues with 222,805 people whose employment has impacted (2,297 people already been terminated.  per day). In 2022, there In France, Google is in were 1,535 layoffs at tech discussion with the employees companies 241,176 were for voluntary departures. people impacted. gg 9 April 2023 www.sightsinplus.com

Social Media HOW CHATGPT WILL IMPACT HR machine learning technology. Its DEPARTMENTS AND ROLES ability to generate human-like text with remarkable accuracy By@Dan Schawbel the impact of ChatGPT is and consistency has wide- The popular artificial growing rapidly and can’t be ranging implications for many intelligence chatbot, ignored. I believe it will impact professions like HR. ChatGPT reached 100 every single industry, company, By using ChatGPT, HR can department, and job in one improve employee productivity million users in just two months way or another moving forward. while reducing costs. According of launching as professionals Nearly one-third of U.S. white- to a study conducted by use it regularly to help them collar workers have already Deloitte, companies that accomplish their jobs. The used or integrated it into their use AI-powered systems, potential for ChatGPT to impact everyday work. ChatGPT is including ChatGPT, can see how we work and live is so big a language model developed an improvement in employee that Microsoft invested $10 by OpenAI that uses advanced productivity by up to 40%. billion in ChatGPT’s parent artificial intelligence and ChatGPT's ability to provide company OpenAI and has machine learning techniques to instant support and information already integrated it into Bing, generate human-like text. It was can help employees complete their search engine. And, in trained on a large corpus of text tasks more efficiently, freeing response, there are already a lot data, allowing it to understand up time for more strategic and of competitors, including Google and respond to a wide range value-adding activities. ChatGPT Bard. Between of questions and prompts. can help HR departments save Buzzfeed replacing 12% of its ChatGPT matters because it money by automating repetitive workforce with it, and judges represents a major step forward and time-consuming tasks, such using it to make court decisions, in the development of AI and as answering common questions from employees. A study by WHEN REALLY TOUGH DAY… NOTHING to overcoming a challenging day SEEMED TO GO RIGHT is to acknowledge your feelings. Instead of pushing them aside or By@Dr. Pradyumna Pandey: the challenges. Nevertheless, trying to ignore them, accept that “Today was a really tough each individual is responsible for it’s okay to feel down. It’s a day at work..... nothing finding their own motivation and natural part of the human seemed to go right.” Yes, inspiration. While external factors experience. Once you such as encouragement from acknowledge your feelings, you some days are really hard, and others, a positive work can start to work on finding ways we all know that every day is not environment, or recognition for to overcome them. One way to a golden day at the office. On one’s accomplishments can find motivation on a tough day at those days, we really struggle to certainly help, motivation and the office is to break down your focus on the routine work, and inspiration ultimately come from goals into smaller, more there are times when we feel low, within. Source the real happiness achievable tasks. When you feel unmotivated, and disheartened. and the motivation for you, and overwhelmed, it can be difficult It’s important to acknowledge on those tough days, an inch of to know where to start. By and accept that there will be motivation and inspiration can breaking down your goals into tough days, but it’s equally help you get through it. smaller tasks, you can focus on important to find ways to How do you overcome such making progress one step at a overcome them and sail through moments or days? The first step time. Remember that you don’t have to go through tough days alone. Ask 10 SightsIn Plus

Accenture estimates that Guaranteed Fair Treatment organizations could save up to 60% on operational costs Guaranteed Fair Treatment to exist in organizations. Most of by using AI-powered systems is an HR program or policy them are spread across continents like ChatGPT. ChatGPT can that ensures that all and thus it is very important be integrated into chatbots, employees of an organization are to maintain racial harmony by virtual assistants, and given fair and equal treatment. treating racial issues justly. customer service platforms to These policies are expected to be Sexual Harassment Issues: This provide instant, personalized well documented and highly is perhaps the most sensitive support to employees. Its publicized so that employees are controversy that an organization ability to understand natural aware of specific actions that have can face and can tarnish the language and respond to a to be taken in times of need. Areas reputetion of an organization wide range of questions makes that are mostly in need of beyond repair if not handled it well-suited for tasks such guaranteed fair treatment: carefully and fairly as answering frequently asked Addressing Grievances: Employee Training: All Employees questions, providing product Grievances that are not are entitled to similar training recommendations, and addressed properly often lead to opportunities given that they have resolving employee issues. long standing feud. This causes the potential to help the company’s In today’s article, I'll strain in employer-employee objective with the learning. examine several HR-specific relationship and also damages Allocation of training programs, applications of ChatGPT, while the organizations reputation. thus, should be done with fairness explaining all the downsides Thus It is very important to Employee Appraisal: There are and issues that you need to be follow a fair and just treatment always grievances regarding aware of as you explore, test for grievance resolution. appraisal methods and allotted and implement it as part of Succession Planning: This is an rankings. To steer free of any your role and department. g g area that is extremely controversial controversies regarding this it is for help and support when you and any decision is thoroughly important to make the process need it. Reach out to your scrutinized. So to avoid any transparent and fair. peers and your reporting unpleasant situation and maintaining Complaint Process: Employee manager for support and the image of the company, it is complaints against the higher encouragement. Sometimes, very important to keep succession authority must be dealt with just talking to someone who planning processes. fairly and made sure that the understands what you’re going Employment, Employment employee is not faced with the through can make all the especially refusal of employment authority’s personal grudge. difference. It always gives you can lead to disputes. To Importance of Guaranteed Fair a bird’s-eye view. Being happy avoid such situations every Treatment policy: at work place is not just about employment acceptance or • Increases mutual respect and avoiding the difficult days; it is rejection process must be well also about knowing and justified and scrutinized. trust among employer and learning how to deal with such Gender Diversity: In today’s employee situations so that you can world there are no jobs which • Encourages ethical behaviour increase your happiness at are only suitable for men or for in organization work with a variety of everyday women. Sever disputes ca raise • Employee loyalty increases strategies. Take a look at if gender issues in organizations • Organization citizenship yourself, develop your skills are not handled fairly. increases and interests, and find Racial Diversity: In a world that Fair treatment leads to lesser something that you can enjoy is becoming smaller every day, controversies and organization doing every day. g g geographical boundaries a ceasing is faced with lesser legal complications g g 11 April 2023 www.sightsinplus.com

Expert View Shailesh Singla HR Analytics Can Assist in Smart Deployment of Employees HR leads from the front for every organizational change and tactical development, and precise insights can help HR leaders in making data-oriented decisions. CHROs also need data about employees to create programs like diversity, equity, inclusion, mentorship, succession planning, and internal mobility. Through graphical workforce data, HR leaders can expedite workforce planning, manage workforce, and navigate hiring with HR analytics. Analytics solutions Shailesh Singla Let’s look at How HR analytics usually can help in helps with people and business improving the decision Country Head & Senior Director strategies - support, which can further HCM Cloud enable organizations in Oracle India Workforce is Critical for collecting data and information Generating People Insights to create an integrated and HR leads from the front for centralized environment. To every organizational change and improve organization’s tactical development, and precise workforce and additionally insights can help HR leaders in enrich the data collected, HR making data-oriented decisions. teams can use emerging CHROs also need data about technologies like Artificial employees to create programs Intelligence (AI) and Machine like diversity, equity, inclusion, Learning, contributing to mentorship, succession planning, business achievements. CHROs and internal mobility. Through can also make HR analytics a graphical workforce data, HR required activity as part of leaders can expedite workforce day-to-day operational practices. planning, manage workforce, The information can assist in and navigate hiring with HR taking appropriate steps, analytics. They can understand adopting industry best practices, employee profiles across and making the company more geographies, productivity, and flexible and resilient to future performance with HR analytics. disruptions. Furthermore, predictive models 12 SightsIn Plus

may identify future trends and of digitization of traditional The organisation noticed use them to steer personnel HR Systems, TATA Realty and two key alterations shortly acquisition and retention Infrastructure amalgamated with after installing HCM Cloud strategies, allowing businesses to TATA Housing Development modules. First, HR productivity achieve their goals. Company in 2018, as part of increased as a result of the team’s the parent company’s larger reduced transactional workload. Simplifying the Hiring and endeavour to combine related Second, managers now have Retention Process businesses. Their processes more convenient access to the Record of high and low were based on a traditional important information they performers is generally on-premises technology system require to make personnel maintained by HR analytics and spreadsheets at the time. decisions. Managers can view an solutions which also provide Plus, they aimed to modernise employee’s wage information, a talent prediction model and their HR systems following the work history, and other pertinent tracks workforce insights. Using merger and the outbreak of the information in one convenient these indications to augment pandemic to facilitate remote location. Hence making it easier people management efforts work, eliminate duplicate for the organization to adapt with the power of AI, Digital operations, improve the to new business practices and Assistants, or RPA-enabled employee experience, and boost requirements. chatbots, CHROs can approach productivity. talent planning with a more Leverage Cloud for People nimble and strategic perspective. Implementing a Strategy Tasks such as answering FAQs For employees who want a during the application process new HR system is self-service system and HR and assessing candidates based administrators who need to on pre-defined criteria can be extremely essential analyze insights to develop data- automated with digital assistants. driven initiatives, having steady, This task automation would help for business dependable, and secure access HR team be more productive, to data is critical. For instance, allowing them to spend more development and HCM Analytics solutions offer time simplifying and expediting pre-built analyses to make it the onboarding process for new expansion to ensure quick and easy to extract the employees, improving their answers HR leaders need across employee experience from the agile support, the business with voice-driven start. predictive analytics, whether scalability, and seeking to improve recruiting, Workforce Efficiency Can be retention, or talent forecasting. Increased by Adopting New better employee Systems gg Implementing a new HR experience. system is extremely essential www.sightsinplus.com for business development and expansion to ensure agile support, scalability, and better employee experience. Workers should have easy access to user-friendly navigation, simplified process flows, and ease of use that allows them to be efficient for easy adoption. To further examine the impact 13 April 2023

Interview Rajita Singh In Conversation RWithajita Singh Chief People Officer Kyndryl India E xclusive On Emerging Technologies 14 SightsIn Plus

By- Romesh Srivastava Rajita Singh is the Chief People Officer for Kyndryl India, and she leads the HR function for the company in India in this role. She is a seasoned HR leader, experienced in leading large-scale transformations with business outcomes. Prior to this appointment, she led the HR organization at Broadridge Financial Solutions India where she played an integral part in the company’s growth story. Rajita built the company’s brand as an employer of choice with best- in-class retention and engagement, and she has a proven record of influence on culture, associates, and leaders – helping them become a Great Place to Work in India. She is the youngest Convenor of the CII HR-IR Panel for the State. She also serves on the committee of the NASSCOM Regional Council and NASSCOM HR & D&I Council. Outside the workplace, she is a car racing champion, a classical trained Bharatnatyam dancer, and a certified counsellor for the underprivileged. She meditates daily, enjoys doodling, and likes to continually read up on recently published research. Q. How do you see the latest requirements. experience. As CPO, it is quite changing face AI will help improve the crucial to stay abreast of these of Human Resources recruitment process by reducing emerging technologies and with emerging technologies? bias, identifying high-potential understand how they can be employees, and creating leveraged to drive business A. Emerging technologies an immersive onboarding outcomes. Additionally, it would like AI, Cloud, and be important to ensure that any Automation are creating Artificial implementation of emerging new opportunities for HR Intelligence technologies aligns with the professionals. Organizations (AI) is already organization’s values and culture are implementing automation transforming the and that employees are trained tools to streamline routine workplace, and and supported in their use. tasks such as payroll, benefits its impact is only administration, recruitment, going to grow in Q. How do you see the etc., and adopting AI solutions the coming years. future of Artificial for enhanced decision-making, Intelligence; how will it employee retention, and change the World of Work? upskilling/ development of employees. AI can also be used to A. Artificial Intelligence (AI) train employees and help them is already transforming upskill and reskill based on the the workplace, and its impact 15 April 2023 www.sightsinplus.com

Interview Rajita Singh is only going to grow in the boost employee engagement, • Focusing on upskilling and coming years. It will continue to identify improvement areas reskilling: automate routine tasks, freeing and enhance skills modules and up the critical workforce to focus training experience. Technology HR leaders must prioritize on more complex and strategic has the power to change entire upskilling and reskilling work, leading to increased industries and business models employees to ensure that efficiency in the workplace. but at the end of the day, it’s they have the skills and only a tool that will always knowledge needed to thrive AI-based tools will enable need human involvement and in an increasingly technology- organizations to personalize oversight. driven workplace. They work for individual employees must invest in training and based on their preferences and Q. How should HR development programs capabilities. This will lead to leaders focus on human that enable employees to more engaged and motivated values along with technology stay ahead of technological employees, as well as improved advancement? advancements and adapt to performance. AI-based tools can new roles and responsibilities. enable employees to collaborate A. Leaders need to take more effectively across different a human-centered By focusing on human values teams, departments, and approach to technology alongside technological locations which will lead to implementation, by considering advancement, HR leaders can innovative outcomes through how technology can best serve help create a workplace that is more efficient and effective the needs of employees and the both technologically advanced teamwork. organization as a whole. and people-centered, where employees feel valued, supported, It has the potential to change • Fostering a culture of trust: and empowered to drive progress entire decision-making processes HR leaders should work to and be the face of change. based on in-depth analysis of data – and do it so effectively create a culture of trust and Q. Any final words? that we will feel like superheroes transparency around the use using futuristic tech! of technology. The important A. Overall, the future of aspect here is to be open and AI is not a threat, it’s Q. Generative AI which honest about how technology an opportunity, just the way has been a game is being used, and involve surviving is never an objective, changer in AI technology. employees in the decision- transformation is. It is time How do you see its relevance making processes around to get geared for significant in Human Resources? technology adoption. changes to the world of work. However, it’s important for A. Generative AI is a very • Ensuring diversity, equity, organizations to use AI in a new technology and its and inclusion: responsible and ethical manner, impact and influence are yet and to ensure zero bias. This will to be completely ascertained. It is our responsibility to result in enhanced productivity However, it has immense ensure that technology is and enable promising potential once incorporated designed and implemented outcomes across industries and into an organization’s data in a way that is inclusive of departments. Organizations strategy. all employees, regardless of must embrace these AI-based Cognitive bots can be used their background, abilities, tools and train their employees in multiple areas such as the or experiences. Hence, alongside them to enable recruitment and onboarding considering the potential improved delivery when it process to provide a more biases and unintended comes to client requirements. engaging and interactive consequences of technology experience for candidates. It can and taking steps to mitigate gg these risks becomes crucial for 16 SightsIn Plus HR heads. Thank You, Rajita!

Insights Preeti Ahuja How will Web 3.0 Preeti Ahuja Impact the Future of HR Leader HR Tech?AtlasCopco About the Author Web3 is the latest stage in this evolution, bringing new changes into the ways it’s used and Preeti is an enthusiastic, interacted with. Essentially, it is a decentralized results-driven senior HR online ecosystem and database that runs on leader, business transformation blockchain. Blockchain is the cornerstone that agent, and trusted advisor with enables a slew of decentralization in Web 3.0, 17 years of global, multiple improving authenticity and transparency. industry experience in Human Resources, Prior to joining Atlas Change is continual in make use of the massive volumes Copco, she has been associated today’s business of data being produced and with companies like; Peak AI, environment. Companies captured by devices in the Alfa Laval, Lear Automotive, are deploying at scale new Internet of Things (IoT). Emerson, VMware, and Larsen technologies—especially those called “exponential” because Businesses are also using & Toubro. their impact scales so quickly—to these technologies— especially 17 April 2023 www.sightsinplus.com

Insights Preeti Ahuja artificial intelligence (AI) workplace now, innovative skills and experience. Blockchain and automation—to build frameworks, data-driven can ensure that only these are new business platforms models, and adapting to shared with the businesses and restructure the flow of modern technology will help through the creation of a unique work across their extended steer engaging and progressive digital ID that the employee ecosystems. Artificial employee experiences. can provide to anyone they do intelligence, machine learning, The world of HR is constantly business with. On the other web 3.0, advanced analytics, and evolving, and the development hand, the data-driven insights cloud-based HR platforms are of Web 3.0 is set to bring about available this way would help to fundamentally redefining our significant changes to the way hire managers to filter the most world. HR is managed and executed. suitable candidates with more   ease. Technological advancements Payroll such as Metaverse, artificial Blockchain can improve payroll Bonuses and Expenses are intelligence, and cloud databases processes by adding automation, Reimbursed are rapidly shaping an ever- speed, transparency, and A Web 3.0 based on blockchain evolving blueprint of how we security. On top of that, it could will also revolutionize the conduct business in the future, be the answer to the problems way bonuses and rewards are regardless of whether you’re of cross-border payments for endowed. Using blockchain, a multinational company or a workers who reside outside the Web 3.0 will enable the creation newly formed startup. From countries in which they work of unique digital assets that virtual reality to blockchain, occasional jobs (gigs). Blockchain cannot be duplicated. This 5G, and Web 3.0, technological payroll systems would overcome offers exclusive value on this advancements have greatly the obstacles of exchange rates asset. Similar to non-monetary facilitated many businesses in and local banking regulations incentives such as ESOPs and running their tasks smoothly and allow these workers to get stock options, issuing crypto and performing better than ever paid quickly. tokens and digital assets are before. beginning to be accepted as   Data Privacy compensation instruments. Web3 is the latest stage in Businesses or clients don’t need And unlike stocks requiring this evolution, bringing new to store employees’ details such employees to undergo a vesting changes into the ways it’s used as location, gender, age, or race, and interacted with. Essentially, but only what is relevant — their it is a decentralized online ecosystem and database that The world of runs on blockchain. Blockchain is the cornerstone that enables a HR is constantly slew of decentralization in Web 3.0, improving authenticity and evolving, and the transparency. The influence of technology development of on HR is going to play a significant role in the upcoming Web 3.0 is set years. The HR industry will witness technology bridging to bring about the gap between employers and employees, aligning the significant changes workforce, and making it robust and sound. And to create to the way HR a collaborative and better is managed and 18 SightsIn Plus executed.

period before selling their enable governmental and be managed by both parties. shares, these digital assets can be educational institutions to It would enable individuals easily liquified. register credentials into a to gain genuine value in blockchain. This will enable the employment market by Job Qualifications And anyone with access to the providing employers with access Background Checks blockchain to read the data with to their skills and experience. Digital identity on the the most updated information. Moreover, with developments blockchain could help HR It is possible to use blockchain in AI and analytics, this departments greatly in to make the employment single ledger that stores all background checks and relationship verifiably more employment data will enable verification of job qualifications. efficient on both sides. An companies to connect with Blockchain provides trust in educational, skill, training, and individuals for appropriate roles. the accuracy and authenticity of performance record based on Another impact of Web 3.0 the information, which would blockchain technology can on the Future of Work is the eliminate the waste of resources. automation of tactical and This would also help job Digital identity on the repetitive tasks. With the applicants who would no longer blockchain could help integration of AI, robotics and need to fill out countless forms HR departments greatly other automated systems will or worry about other candidates in background checks be able to perform menial and getting an unfair advantage by and verification of job repetitive activity, freeing up lying on resumes. qualifications. Blockchain human workers to focus on provides trust in the more creative and strategic Improve the Authenticity of accuracy and authenticity work, a boon for efficiency and Hiring Processes of the information, productivity. Blockchain technology enhances which would eliminate In this new era of advanced cybersecurity and prevents fraud the waste of resources. technologies and innovations, in candidate assessment and companies have to constantly identification. Moreover, since adapt to the changing needs – the candidate information in the plan, create strategies, invest, blockchain cannot be duplicated, and maintain their day-to-day its widespread adoption will operations. Above all, companies are now more aware of their 19 April 2023 workforce requirements as a whole and understand that holistic support is necessary to create a thriving work environment. Achieving this is easier said than done, but with cloud-based and AI tech tools, HR managers can create a workplace where employees feel productive and personally satisfied. However, like any journey, these technologies and smart solutions offer a glimpse into the future. The most interesting things will be the specific developments that we will see along the journey. gg www.sightsinplus.com

Insights Sandeep Mudaliar Importance of EQ While Working With Technology Like Sandeep Mudaliar ChatGPTVice President & Head- HR Analytix Solutions Pvt Ltd Hubert Rampersad- “As artificial intelligence and digital transformation are the next waves of innovation to enable us to work better, smarter and faster, it's important to focus on personal innovation to keep us with AI and DT, because machines and robots can’t replace human intelligence, thinking, creativity, and empathy.” About the Author An HR strategist, transformation leader, and HR tech evangelist, Sandeep Mudaliar heads corporate Human Resources at Analytix Business Solutions (India) Pvt. Ltd. He works closely with the CEO, the President, and the Country Head, and other business heads to design and lead employee engagement initiatives, talent development, and retention strategies. With over 20 years of experience across multiple facets of Human Capital Management, Sandeep provides leadership support to HR process transformation projects, digitization of HR, HR analytics- driven decision-making, and employee skill development. 20 SightsIn Plus

In the age of AI/ Generative AI jeopardise his/her/their career ChatGPT/Bard, we are and may take time to adapt to competing with technologies like the changing nature of the game. machines literally. ChatGPT is a big deal. The tool seems pretty ChatGPT will Employees when asked to knowledgeable in areas where continuously upgrade their skills there are good training data for definitely have an due to tech disruptions may it to learn from. It’s not smart face burnout or loss of interest enough to replace all humans impact and might situation. This may disturb them yet, but it can be creative, and its as their peer collogues may be answers can sound downright steal some jobs. more receptive to new trainings authoritative.  With a whopping and skilling initiatives. We, 175 billion parameters, GPT-3 is However, for the humans, are always prone to one of the largest and most make mistakes. But the USP of powerful language-processing AI vast majority, it being a human is that we also models to date. What makes have the capability to learn from ChatGPT/BARD so impressive can help enhance our own mistakes. is its ability to produce human- like responses, thanks in no small our work if we As Hubert Rampersad said, “As part to the vast amounts of data artificial intelligence and digital it is trained on.  embrace and use it transformation are the next waves of innovation to enable Generative AI technologies like as the powerful tool us to work better, smarter and ChatGPT will definitely have faster, it’s important to focus an impact and might steal some it is meant to be. on personal innovation to keep jobs. However, for the vast us with AI and DT, because majority, it can help enhance From companies’ perspective, machines and robots can’t our work if we embrace and organisations will soon have replace human intelligence, use it as the powerful tool it to solve critical organisation thinking, creativity, and is meant to be. A software behavioral problems like loss empathy”, I suggest my fellow engineer can use it to generate of human values and strong colleagues from the industry that mundane parts of code. A team dynamics that people it is important for humans to student can use it to generate would develop over a period cooperate and learn each day. ideas for a school essay and put of time. Organisations may them together. A consultant have a problem with haves Understanding behaviour, can generate possible solutions and have-nots based on tech motivation and personal for a client’s problem and skills.  Balancing both is aspirations would continue then use his or her experience going to be a critical task as to drive human involvement and expertise to offer a better organisations in critical times while AI tools simplify basic answer. Graphic designers and require the soft skills to deal data-driven administrative artists can use it for art ideas with conscientiously. As AI tools tasks. ChatGPT will have to and work on the ones they don’t have the capability to compete with human beings like. Thus, people who learn discern between the qualities of who are creative, unique, genius how to use ChatGPT and other different information they may brilliant and smart (who have generative models will have an pick the most popular one which high emotional intelligence, and advantage over those who do may not be the best suited for social intelligence). AI tools give not, much like engineers using that particular event. you the best equal to its most scientific calculators or most intelligent human contributor of us using computers do over Implications that Employees and all the data available.  people who do not. Have While Adopting AI Tools Like ChatGPT/ Bard gg 21 April 2023 Every employee in an www.sightsinplus.com organisation goes through life- changing events in his or her personal and professional life that is beyond anyone’s control. For example, in a soccer team, a star player goes through a bad phase where he or she is unable to score a single goal in a series of matches. That can’t just

Interview Dave Ulrich Rendezvous DWithave Ulrich Rensis Likert Professor at the Ross School of BusinessUniversity of Michigan and a partner at the RBL Group E xclusive On Recession & Layoffs 22 SightsIn Plus

By- Romesh Srivastava Dave is a university professor, author, speaker, management coach, and management consultant. He is the Rensis Likert professor of business at the Ross School of Business, University of Michigan, and co-founder of The RBL Group. Dave has published over 200 articles and book chapters and over 30 books on organization, talent, leadership, and HR. He edited Human Resource. Management 1990-1999, served on editorial board of 4 Journals, on the Board of Directors for Herman Miller, and Board of Trustees at Southern Virginia University, and is a Fellow in the National Academy of Human Resources. He is sharing with us his perspectives on how HR adds value to the business… Dave Ulrich has been ranked the #1 Management Educator & Guru by Business Week selected by Fast Company as one of the 10 most innovative and creative leaders is one of 21 people in the Thinker’s Fifty Hall of Fame, and named the most influential thinker in HR of the decade by HR magazine. Q. Currently around Trees and shrubs need to be standard. For example, instead 538,000 layoffs across pruned to grow. Similar growth of cutting 10 percent across all 760 companies are can come from managing departments, one department announced globally. Is it people well even in difficult may need a 20 percent cut, recession looming up, how circumstances.  Managing while another may only need 2 do you see the scenario as HR downsizing due to recessions percent. Strategic reinvention thought leader? should be strategic and not during recession may also be an opportunity for accessing A. As today’s global A firm moving to a more employee skills based on future economy leans to digital strategy may need to business requirements.  recession, many organizations discover skills required to do face cost pressures and so. As we face ever-changing A firm moving to a more digital respond by lowering labor and uncertain business strategy may need to discover cost with whatever term: contexts, a recession may be skills required to do so.  As layoff, downsize, rightsize, an opportunity to create we face ever-changing and reduction in force, cutback, a mindset of continual uncertain business contexts, a or furlough. An economic renewal of employee skills recession may be an opportunity downturn may be an and of commitment to to create a mindset of continual opportunity to make lingering employee performance. renewal of employee skills and and difficult strategic and of commitment to employee staffing decisions. performance. 23 April 2023 www.sightsinplus.com

Interview Dave Ulrich Q. How do you see the employee value proposition Q. How the organizations impact of these layoffs that works for each individual. and HR leaders can on surviving employees and This personalized deal comes redesign the compensation what is your advice for them? from conversations about what structures to avoid mass the employer expects and the layoffs? A. Many companies employee offers. Also, help those have extensive who stay navigate uncertainty by A. Reducing labor costs services for those who are sharing information and future does not just mean let go. But paying attention employment plans. downsizing. A recession may to those who stay is also, if be an opportunity to signal not more, important. Share A major employee commitment to employees a commitment to them by trend today is to by taking a short-term pay letting them know they are personalize work. cut (often senior leaders take valued by involving them This means engaging a higher cut), working ten in strategic realignment and with those who stay days and being paid for nine, work redesign. Some may face to find a personalized encouraging early retirement, a survivor syndrome where employee value managing a buffer or contract they feel guilt or shame about proposition that workforce, job sharing, having a job when their cohorts works for each reducing overtime, allowing do not. Have open discussions individual. furloughs for education to explore those feelings. or personal development, exploring job transfers, A major employee trend today and including employees is to personalize work. This in discussions on managing means engaging with those costs. who stay to find a personalized 24 SightsIn Plus

Q. How do you see Chat Overview of Seven Lessons for Managing People in Recession GPT and the future of jobs impacted?  Are Lessons Continue to do Adapted Today companies stated replacing 1. Seize Use crises as opportunities workers with ChatGPT? to reinvent strategy and Create a mindset of constant opportunity access new skills reinvention A. Companies have learned that when removing 2. Share Find other ways to reduce Work with an ecosystem of a percent of the workforce, a experiences labor costs besides layoffs partners to share jobs and similar percent of the work mobility needs to be removed. One 3. Over Share information on company cut 25 percent of the communicate why, what, and how labor Use technology to connect workforce but kept the same reduction will happen with people; show empathy work, which meant that those 4. Be bold to demonstrate compassion who stayed were obligated to Move quickly and go deeper work 25 percent more to keep 5. Attend to those Be personally accessible and their jobs thus burdening those who leave Have a fair and transparent transparent; share intent on who stayed.  process; offer support social media 6. Attend to those services Acknowledge mobility; be Engage those who stay by who stay open to rehiring those who removing bureaucratic or low- Engage those who stay leave value-added work (often in 7. Redesign work reports, approvals, meetings, Remove bureaucratic and Personalize work and reduce policies, and practices).  low-value-added work uncertainty OpenAI and other technology innovations may help remove Use technology (AI, machine administrative routine work and learning, robots, automation) help employees focus on value to do worktasks creating work. Thank You, Dave! Q. Any final comments? A. We often learn how to deal with the four seasons by adapting what we learned from the past to the present (winter clothes, spring cleaning, summer vacation, fall harvest). Economic or business cycles also exist with predictable stages: expansion, peak, contraction, and recession. Lessons from previous cycles can be adapted to the current stage.  Lessons from the past can be applied to the present.   Here is overview of some of those lessons: 25 April 2023 www.sightsinplus.com

Bill Gates @BillGates “The internet is becoming the town square for the global village of tomorrow.” Cathy Engelbert @CathyEngelbert “AI and machine learning have the potential to revolutionize the way we measure and manage employee performance, making it more data- driven and objective.” Aditya Puri @a_puri “ChatGPT has the potential to revolutionize the way we approach employee engagement and communication in India.” 26 SightsIn Plus

Monthly HR Magazine Mervyn Dinnen @MervynDinnen “As AI and machine learning become more integrated into HR processes, it is important to remember that these technologies are not a replacement for human judgment and intuition.” Sangeeta Gupta @sangeetagupta29 “ChatGPT can help HR teams in India to improve the accuracy and consistency of their processes, leading to better outcomes for employees and the organization.” 27 April 2023 Rajesh Gopinathan @Rajesh_Gopinathan “ChatGPT can help HR teams in India to automate routine tasks, freeing up time and resources to focus on strategic initiatives and employee engagement.” www.sightsinplus.com

Interview Nagina Singh Interaction with Nagina Singh People Lead Mondelēz India E xclusive On Gen Z at Workplace 28 SightsIn Plus

By- Romesh Srivastava Nagina is the People Lead for Mondelēz India. She is a member of the AMEA HR Leadership Team and the India Country Leadership Team. In her current role at Mondelēz, Nagina is responsible for supporting the business’s strategic priorities and growth plans. Prior to joining Mondelēz, Nagina was the Head of Human Resources of DBS Tech India (Tech division of DBS Bank) and has over two decades of experience across FMCG, BFSI, Pharmaceutical, Manufacturing and start-up sectors. Her expertise lies across all verticals of the People function including, Employee Relations, Organizational effectiveness & Change management, Operating Model transformation and M&A. During her stint with DBS Nagina was also the HR Business partner for DBS bank India and the erstwhile Lakshmi Vilas Bank before taking the technology center assignment. She spearheaded the amalgamation of Lakshmi Vilas bank with DBS Bank India and led an elaborate team of HR professionals including business partners as well as COEs. Over the years, she has also worked as an HR lead for Hero Housing Finance, Bharti AXA Life & General Insurance and Abbott India limited. Additionally, Nagina has also spent 11 years at PepsiCo across generalist and specialist HR roles in India and Australia. Q. According to studies, value on purpose and social with unprecedented access to Gen Z is the most responsibility in their work. If information and technology, disengaged group in the they perceive their work to be Gen Z prioritizes flexibility and workplace, with more overall lacking meaning or misaligned autonomy in their work, often stress, and work-related with their values, they may opting for non-traditional work burnout than other cohorts, quickly become disengaged. arrangements, such as remote what is your experience? Additionally, having grown up work or flexible schedules. As HR leaders, it is important A. The challenges faced by Managing and engaging to recognize these unique Gen Z employees are not Gen-Z employees with characteristics of Gen Z and unique to any organization. This the right approach can be adapt our approach to engage generation, having evolved in a a rewarding experience. and retain this generation in the fast-paced, technology-driven At Mondelez India, we workplace. This may include world, has become accustomed recognize the unique offering more flexibility in work to instant feedback and constant characteristics of this group arrangements, emphasizing the stimulation. Consequently, and have developed a purpose and impact of our work, they may encounter difficulties comprehensive approach and providing opportunities in adapting to the slower pace to support and action for diverse experiences and and hierarchical structure the same. continuous learning and of traditional workplaces. development. By understanding Moreover, Gen Z places a high and addressing these needs, we 29 April 2023 www.sightsinplus.com

Interview Nagina Singh can create a more fulfilling work comfortable with technology. their organizations to be more environment for Gen Z and all They are driving the adoption future ready by creating reverse generations in our workforce. of new technologies at a much mentoring opportunities faster pace in the workplace through this generation. Q. Gen Z is truly a such as collaboration tools, video While we’ve already been powerful group of conferencing, and cloud-based building on these factors youth and young adults, how applications overtime at Mondelez, however they are shaping the future Prioritizing Purpose: Gen Z our efforts in this space are only way of working? is highly focused on finding multiplying and we are taking meaning and purpose in their each day to be a day of learning A. We, at Mondelez India, work. They are more likely to in order for us to curate a more truly believe that having seek out jobs that prioritize future ready organization. a multi-gen workforce is the social impact and sustainability inescapable reality of the modern instead of just compensation Q. How do you manage workplace. This powerful group Driving a sustainable mindset: and engage Gen-Z of young workers has already This is a generation that cares employees at the workplace? had a significant impact on the deeply about making a positive way we work and one can no impact on the world, and they A. Managing and engaging longer follow a one-size-fits-all are increasingly looking for Gen-Z employees with approach with a generation that employers who share those the right approach can be a demands experiences that are values. rewarding experience. unique and relevant for every Valuing diversity and At Mondelez India, we recognize individual’s growth trajectory inclusion: Being the most the unique characteristics of in the ecosystem. Here are a few diverse generation in history, this group and have developed ways in which they are shaping they are pushing for more a comprehensive approach to the future of work: inclusive workplaces and support and action the same. are more likely to seek out Emphasizing flexibility: They employers who prioritize and By valuing agility over value flexibility and work-life promote a healthy DE&I agenda perfection, we encourage balance more than previous employees to fail fast and learn generations. As a result, they are As Gen Z insists on having pushing for more flexible work these experiences in quickly. We provide them arrangements, such as remote their workplace, with opportunities work, flexible hours, and job we think these for training and sharing. are great development to help Embracing technology: It is opportunities them achieve their the first generation to grow up for the long-term career in a world of smartphones and workplaces goals. social media, and they are highly to shape Gen Z values flexibility We, at Mondelez India, truly believe that having a multi-gen workforce is the inescapable reality of the modern workplace. 30 SightsIn Plus

in their work arrangements As an employer of sophisticated and intelligent, including where, when, and how enabling HR teams to make they work. Keeping this in mind choice, we believe more informed decisions based we have developed a hybrid on real-time data. For example, working model and flexible that the evolving predictive analytics can help HR working hours to optimize teams to identify and address productivity and collaboration. technology trends potential workforce issues We believe that the leaders before they become problems. today need to be well-versed in the HR tech space The use of chatbots and virtual with data and digital skills to assistants can also help to better understand the needs and have the potential to automate routine tasks, freeing preferences of their workforce, up HR professionals to focus especially the Gen Z population. transform the way on more strategic initiatives. Hence, we are strongly pivoting The use of digital platforms & making investments in we manage our Gen for employee engagement establishing data as the basis for and communication can aid all decision making for these Z workforce. creation of a more connected digital natives. and collaborative workforce. In response, our business However, it is important to note We continuously innovate & has committed to several that while technology can be a keep pushing the envelope to investments in user-friendly powerful tool, it should never maintain a best-in-class branding applications designed to digitize replace the human touch in HR. strategy for the younger experiences and streamline As leaders we should always workforce. For example – last processes, providing seamless strive to strike the right balance year we went live with AR- access to services at their between technology and human VR headsets as a part of our fingertips. The primary objective interaction, leveraging the onboarding journey to help new of these initiatives is to provide latter to enhance the employee joiners experience the MDLZ a highly satisfactory experience experience rather than replacing offices remotely through virtual for our Gen Z colleagues while it. reality. Needless to say, our simultaneously optimizing incoming Gen Z hires were the efficiency of our internal Q. Any concluding enthralled by this unique & operations. remarks? creative onboarding experience. In terms of career development, Overall, MDLZ’s engagement A. Speaking of the future we encourage Gen Z employees survey analysis, which includes ways of working, to seek out critical and diverse a separate cut to hear the voice today, leaders need to be experiences across teams of Gen Z, demonstrates the agile, empathetic, and should and functions. The company company’s commitment to be willing to change their supports and enables employees understanding and effectively leadership style to meet the with aspirations to explore managing this workforce. unique needs of each cohort and experiment in their career including the Gen Z workforce. trajectories through its Career Q. Most Gen-Z aspire to By providing frequent feedback, Framework and Match & Grow work with cutting- offering opportunities for internal marketplace. edge technology, how do you growth, embracing technology, It is imperative to recognize that see the evolving technology and encouraging collaboration, our Gen Z colleagues closely trends in HR Tech Space? you can create a positive work resemble our Gen Z consumer environment that engages and pool, and as such, expect A. As an employer of motivates Gen-Z employees. consumer-grade experiences choice, we believe that cater to their convenience. that the evolving technology gg trends in the HR tech space 31 April 2023 have the potential to transform Thank You, Nagina! the way we manage our Gen Z workforce. With the rise of www.sightsinplus.com artificial intelligence, machine learning, and data analytics, HR Tech is becoming more

Case study Dr Rima Ghose Chowdhury HOW DATAMATICS IS LEVERAGING AI TO ENSURE CUSTOMER SUCCESS... AI is poised to be a game-changer when it comes to workflow problems. The next few years should see software that automates certain employee lifecycle processes that include hiring processes like interview scheduling, employee performance reviews, employee onboarding, answering basic HR questions, and handling operational requirements. Artificial Intelligence Dr Rima Ghose and behaviors. The same (AI) is poised to disrupt Chowdhury machine learning computer our world. With algorithms that “learn and intelligent machines enabling EVP and CHRO recommend” by analyzing high-level cognitive processes like Datamatics choices of where to shop or thinking, perceiving, learning, what to eat, now “learn and problem-solving, and decision- recommend” when it comes making, coupled with advances in to employee training. In fact, data collection and aggregation, these systems will continue to analytics, and computer parse and analyze as more and processing power, AI presents more employee interactions opportunities to complement and occur, and be able to tweak supplement human intelligence training programs accordingly, and enrich the way people live making training more efficient, and work. India, being the fastest- and training outcomes more growing economy with the effective. second largest population in the world, has a significant stake in Workflow Automation the AI revolution. AI is poised to be a game- When it comes to HR, AI has changer when it comes to the potential for an enormous workflow problems. The impact. next few years should see software that automates certain Learning Personalisation employee lifecycle processes Learning styles of people can be that include hiring processes like quite unique, and with diverse interview scheduling, employee generations in the workforce, performance reviews, employee embracing modern training onboarding, answering basic practices, AI is helping to HR questions, and handling personalize corporate learning, operational requirements. by capturing meaningful employee data relating to a wide Talent Acquisition range of learning experiences This is one of the functions 32 SightsIn Plus

where we will see the impact preference or suitability of communication. The goal is of AI relatively faster. Running CVs for the specific post. to capture such sentiments, queries on resumes during bulk   classify, perform root hiring, matching resumes to job • Datamatics has been causes, and create a plan for descriptions, and presenting a involved in managing improvement. Such a system quick snapshot of the resume… human resource can be extended to employee all of these will create a lot of requirements of large emails as well to look for process efficiency. The software ocean engineering projects specific patterns of concern. driving natural language (deep sea exploration, oil Internally, climate survey processes and predictive rigging platforms, etc). Key exercise uses this tool to language analysis will help speed elements of the Project Plan analyze employee sentiment. up recruitment by allowing the for engineering activities,   TA team to weed out irrelevant machines, and operational • Other areas include resumes faster, and with fewer requirements, timelines employee turnover mistakes. were extracted and the right prediction with artificial resources (from HR records) neural networks, HR Prediction Models were mobilised based on the sentiment analysis with text Predicting future turnover rates, best match and availability. mining, Employee self- reduced (or increased) employee The goal was to achieve service with interactive voice engagement levels, concerns optimum performance for response – Chat Bots for about internal employee a specific project – right FAQs. communications, project resource mobilisation,   completion problems, and any finding out redundant skills, There are also success stories other unexpected hidden issues skills in high demand and in multiple industry domains. that would usually take years to short supply, Cross skilling. • Enhancing customer surface, can be brought up at the   experience for banks - Auto- decision-making level, by AI. • Email Analytics: Datamatics analysis and auto-routing This can certainly lead to cost has developed and deployed of service request emails to savings and overall enhancement a customer feedback analysis concerned departments for of organizational efficiencies. system, where the system quick response.   reads all emails to look for Some HR areas where appreciation, concerns, • Document management Datamatics has a strong AI or complaints in their for banks - Auto-analysis of footprint: large documents coming in a Datamatics has queue to classify and retrieve • Datamatics has done an AI- developed and key information for easy driven CV search to pick up deployed a customer access and searchability. the top 10 matches, based feedback analysis on the requirements for a system, where • Customisable platform for specific post advertised by the system reads ESG ratings and analytics a bank. The bank receives all emails to look - Users can see all relevant thousands of CVs in for appreciation, ESG data on a specific response to specific posts concerns, or company at the click of a advertised. The AI-enabled complaints in their button. system takes inputs for communication. required features in text • Optimising Sales for form for a post and then consumer products objectively/semantically companies - Implemented searches them in the CVs TruAI to show the price to rank them in order of variation and analyze the 33 April 2023 www.sightsinplus.com

Expert View Dr Rima Ghose Chowdhury future price trends on • Viewership predictions and reconciled using powerful different brands. segmentation for a leading and automated Big data broadcasting company - algorithms. • Developing efficient self- Customer demographic, learning fraud detection statement, and channel play- • Optimize business tool - Implemented TruAI out data were integrated and operations by Identifying Pattern that identified high- anomalies in highly skewed risk accounts and placed Developing efficient data - Implemented TruAI them on a watch list to selflearning fraud to help collect, prepare, monitor their transactions. detection tool - and manage data in an The tool periodically scans Implemented TruAI efficient manner and derive  for anomalies in the data Pattern that identified anomalies and actionable and identifies transaction highrisk accounts insights from the data. patterns that are potentially and placed them on a fraudulent. watch list to monitor • Applicant verification their transactions. The process for Loan approval/ • Accelerate customer tool periodically scans rejection has become a conversion for travel for anomalies in the tedious data-intensive and tourism companies - data and identifies process. me - RPA-based Implemented TruAI to help transaction patterns automatic data scraping collect, prepare, and manage that are potentially from the data sources data in an efficient manner fraudulent. that include both named and derive conversion sources like Dow Jones patterns and actionable and unnamed external insights from the data. web sources (from search engines) – AI helped save 34 SightsIn Plus the scraped data, extract text using techniques like Topic Modeling and Named Entity extraction to name a few, make a semantic analysis of the keywords to be searched for in addition to the lexicon analysis to ensure the search results are more deterministic and accurate, prepare an automated report of the credit worthiness of the loan application based on the data analysis. So, no manual intervention is needed. The pace of progress has been incredibly rapid, and to stay ahead of the curve, organisations would have to adapt fast. Change is, ultimately, the only constant. gg

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Insights Sudhakar Raja Why is the IT And Start- Up Industry Facing an HR Management Challenge and Huge Attrition? Sudhakar Raja Founder and CEO TRST Score About the Author Have you also noticed to the poaching of employees, that the IT and startup and when this happens often, it Sudhakar Raja - Founder and industry is facing a major results in a high attrition rate. CEO - TRST Score HR tech HR management challenge? The Another reason is a lack of work- high rate of attrition is becoming life balance. With the industry’s startup. TRST Score is a venture a big problem for the industry. It demanding work culture, by Fiducia Score Private Limited, seems like talented employees are employees often end up working an Angel Funded Company. It was always on the move, looking for long hours and burning out. And better opportunities elsewhere. let’s face it, no one wants to work created to be like a Credit Score With so many companies out at a place that doesn’t allow them except it is a rating of employees there vying for the same talent to have a life outside of work. pool, it’s hard for employees not Career growth opportunities trust. to get swayed by better offers. also play a significant role in Are the employees right in doing this issue. Employees feel that 36 SightsIn Plus this? What are some factors that there are limited opportunities push them to do this? for career advancement within Let’s discuss some of the major their company, leading them to factors causing these problems. seek employment elsewhere. In One of the biggest reasons is some cases, employees feel that intense competition. Companies their compensation and benefits are constantly trying to outdo do not reflect their contributions each other and attract the best or the market value of their talent in the market. This leads skills, leading them to look

for greener pastures. Finally, that the values and ethics that are sustainable method to grow one’s culture and values are important currently lacking in the ecosystem career. for employee retention. One can be brought about and deter Companies should provide would think that companies acts like Accepting Offers and employees with opportunities that prioritize employee well- Not Joining, Absconding, Fraud, for career growth and skill being, career growth, and work- connivance etc. Organizations development. This can include life balance tend to be more also find it difficult to embed their access to online courses, successful at retaining employees values in consultants, gig workers mentoring programs, and than those that don’t. Yes, it and other part-time workers opportunities for cross-functional plays a role in 40% of cases but considering the nature and training. unfortunately, that is not the case duration of their employment. Finally, prioritize employee in 60% of the cases which is why This is where a platform like well-being. Providing access to HR is challenged. What is the TRST Score can create a single mental health support, wellness magic sauce, other than salary, standard across the organisation programs, and work-life balance that can retain an employee? for how issues of ethics are dealt initiatives can help reduce stress The issue of HR is further with. levels and promote a healthier complicated by working from The problem of peer pressure work environment. Employee home; they are unable to create is a strong issue for employees. assistance programs that offer a company culture or define Mentorship programs and one confidential counselling services, values/ethos. Peer pressure, on ones with senior leaders support for substance abuse or friends and family members to discuss their career and addiction, and financial advice influence and complicate the development in not just the can also benefit employees. issues even further. context of performance but also Wellness programs that offer So, what can companies do to career and future planning is access to fitness classes, healthy address these issues? Well, there necessary for employees to be food options, and wellness are several strategies that can able to see the path that is ahead coaching can also be a great help. of them and appreciate the addition. Work-life balance Firstly, companies should journey that they need to take as initiatives can include flexible prioritize developing and part of their growth. They must work arrangements, such as implementing an employee be guided to realise that wildly remote work options or flexible retention strategy. This strategy jumping from one organisation to working hours. Employees must should focus on providing another may lead to short-term also use these facilities correctly employees with opportunities for growth in income, but it is not a and not overextend themselves career growth and development, by moonlighting in a manner that regular feedback and recognition, Make employees ruins their productivity. work-life balance, and fair feel valued In conclusion, the IT and compensation and benefits and create the startup industry is facing an HR packages. In short, make space for them management challenge and high employees feel valued and create to express their attrition rates. But companies the space for them to express feedback so that can address this issue by their feedback so that they can be they can be implementing employee retention addressed in a timely manner. addressed in a strategies, investing in training Transparency is also important. timely manner. and development, promoting Platform like TRST Score transparency, and prioritizing helps bring accountability from employee well-being. By creating the employee. Just like credit a workplace that attracts and scores made sure that people retains top talent, companies can became responsible with their drive business success and growth credit behaviour by acting as a in the long term. deterrent, TRST Score can ensure gg 37 April 2023 www.sightsinplus.com

Expert View Sujit Karpe Role of Emerging Technologies in Hiring Skilled Candidates and Developing Talent This is where emerging technologies such as cloud-based AI and machine- learning powered talent assessment platforms have come across as major boosters for enterprises. According to a report from PwC, more than half of companies have expedited their AI integration during the pandemic, and the pace will further increase as more benefits in the form of business growth and competitive edge manifest. For most organizations Sujit Karpe HR personnel will also be able in the digital era, finding to lift employee experience the right talent is often Co- Founder & CTO through such tools, and the even more challenging than iMocha day is not far when AI-driven getting new customers. The automated hiring and talent pandemic has made things even assessment tools will become the more complex as there are standard and not an exception. changes in expectations from the Whether you wish to hire employees and employers alike. new talent, undertake campus While candidates give greater recruitment drives, carry out weightage to factors like EVPs, performance appraisals or plan diversity and inclusion, and their skill development strategies, hiring experiences, companies technology will help in achieving are increasingly focusing on the goals. There are various ways skill-driven hiring for future. in which emerging technologies are set to transform recruitment This is where emerging processes. technologies such as cloud- based AI and machine-learning AI-Powered Recruitment powered talent assessment Tools – Artificial intelligence platforms have come across as (AI) is now being increasingly major boosters for enterprises. used to automate and streamline According to a report from PwC, end-to-end recruitment more than half of companies processes. Top of the line AI have expedited their AI recruitment tools can help in integration during the pandemic, screening resumes, conducting and the pace will further increase analysis of candidate data, and as more benefits in the form of identification of top talent. One business growth and competitive can conduct asynchronous initial edge manifest. interviews, and tests for skill 38 SightsIn Plus

proficiency, English language Apart from hiring new talent Mobile Learning – There are knowledge and even behaviorto from campuses or from the several smartphone apps that can determine whether a candidate existing talent market, the tech- provide high-quality learning is the best fit for the company. driven skill assessment tools are opportunities ranging from This kind of extensive evaluation also extremely valuable when basic modules and certifications through automated tools can it comes to nurturing talent. to expert level graduation and significantly reduce the effort Here are sometechnologies post-graduation courses. Mobile of recruiters and speed up the being used by leading talent learning is ideal for those who hiring processes by more than assessment platforms to achieve are on the move or wish to learn 60%. this goal. from anywhere, anytime. Video Interview Tools – Virtual Reality (VR) – VR Data Analytics – Through Even when the pandemic is a highly impactful way of advanced data analytics tools, disrupted regular office work, training employees in several companies can identify talent the talent acquisition processes industries. By creating a gaps and individual performance continued, and video interview realistic and immersive virtual as well as areas for improvement. tools emerged as key enablers environment, companies can Data analytics can facilitate for recruiters all over the enable their employees to learn individualized learning and world. They conducted virtual and hone their skills in a safe and sharpening of skills that can interviews and remotely controlled environment. VR’s benefit the personnel in their hired talent. Even now when best use is in recruitment for current roles as well as in offices have reopened, video industries like healthcare, heavy becoming future ready. interview tools give flexibility manufacturing, aviation, and to schedule discussions as per defense etc. Conclusion the convenience of candidates Emerging technologies especially and hiring managers. This saves Augmented Reality (AR) – the integration of AR, VR, AI, data time and effort. Recruiters can Comparatively newer to VR, AR analytics and video communication replay and conveniently analyse tools are now being increasingly into holistic talent assessment a candidate’s body language, used to train the employees. platforms is revamping the future responses and behaviour during AR technology brings digital of hiring globally. Companies the interview to make a well- elements into real-world that quickly adopt advanced informed decision. settings, enabling learners to get tech-driven hiring will not only instant access to information be able to find new talent faster Gamification of Recruitment and real-time guidance. It is a and at lower costs, but will also – Gamification is an interactive wonder technology for sectors boost employee performance and technique that is rapidly gaining like construction, fashion, retail, productivity in the times ahead! popularity in tech hiring cycles. and logistics etc. Companies use game-like gg elements to create challenges and candidates are required www.sightsinplus.com to use their analytical and problem-solving skills as well as coding expertise to overcome them. Through gamification, employers can accurately assess the skills and traits of the candidates in an engaging and relaxing manner, and determine whether the person is ideal for the specific role or not. 39 April 2023

Insights Usha Chirayil Usha Chirayil The Future of Work with Director- HR Generative Reflections Info- AI and ML Systems About the Author Like many discussions around the impact of technology on the future of work, a short- Usha Chirayil is a HR leader sighted conclusion could be that AI and ML and Coach with over 24 years of are ‘going to make human workers redundant!’ diverse experience in organizations However, a realistic view indicates that certain ‘lower order jobs’ that are repetitive in nature including GE, Bosch, IBM, might become redundant. However, jobs that KPMG, and Samsung. In her require higher-order skills cannot be replaced current assignment, she leads the or made obsolete in the short term. People function at Reflections Info- Systems. She believes that strong Artificial Intelligence is intelligent beings.” “AI” describes people practices can drive business “the ability of a digital advancements in computing, results and believes that coaching, computer or computer- systems, and technology in which diversity, and talent engagement controlled robot to perform tasks computer programs can perform can make a marked difference. commonly associated with tasks that require ‘human 40 SightsIn Plus

intelligence’ including diverse use cases. This will create technology: Automation learning from past processes.” new job opportunities in diverse will free up much more space fields related to AI and data by freeing up creativity Machine Learning is a subset science. and critical thinking in of AI that enables machines the workplace as the more to learn from data without being While there was a lot of mundane tasks are automated explicitly programmed.  AI and excitement with the launch of by machines. AI-based bots or ML are expected to transform Chat Gpt which even passed a assistants will handle a lot of the job market by automating medical exam in the US, there the repetitive tasks, allowing repetitive tasks and augmenting was also an observation that it workers to enjoy more free human capabilities.  ‘did not display empathy’. So, time to concentrate on more while it can make an accurate creative functions.  Like many discussions around diagnosis, it cannot replace a the impact of technology on the doctor! ● Robotic Process future of work, a short-sighted Automation (RPA) is conclusion could be that AI and The Future Workplace Will be simplifying data retrieval, ML are ‘going to make human Impacted by processing, and many workers redundant!’ However, other mundane, repetitive a realistic view indicates that ● The sheer range of tasks. AI is significantly certain ‘lower order jobs’ that applications of AI & ML to improving RPA by making are repetitive in nature might a diverse set of tasks: Each it “intelligent” through the become redundant. However, industry and sector are addition of ML-powered jobs that require higher-order going to be affected in a features such as deep learning, skills cannot be replaced or made completely different way. natural language processing obsolete in the short term. Most employees working in (NLP), and optical character industries where the potential recognition (OCR). However, As the days pass, we see a for automating tasks is human critical thinking is a longer list of jobs that AI can higher will need to acquire critical component of many take over – medical diagnosis, new competencies to help jobs that cannot be replaced composing music, automotive them check the myriad ways design, etc. Yet there are still in which to apply the new   very complex jobs that need a technology to their area of Data is becoming the driving lot more intelligence than has so work. force behind most business far been learned by the bots. The decisions, especially when AI sheer volume of data sets that ● The need for upskilling will be able to consume data that need to be crunched - implies far team members to prevent should therefore be harvested superior computing technology obsoletion: Employees will and harnessed in the appropriate that typically implies exorbitant become much less specialized way. AI will collect immense costs for superior processing and much more flexible as amounts of data from connected which might be higher than the the old “specialized skill set” devices on its own, but humans cost of hiring a human being to gradually becomes obsolete. need to decipher and interpret do the task! Most employees will have a this data, and, more importantly, higher average education, but establish a safe and inclusive While the trend towards more importantly, everyone environment that safeguards automation will continue and will be required to possess everyone's privacy and cultural impact innovation in diverse some degree of data literacy. differences. industries –this would also   increase the requirement for   ● A need to humanize skilled technologists who know ● A need for greater how to apply advanced tools to interactions in the face creativity to keep pace of increased automation 41 April 2023 with the advancement in that might tend to www.sightsinplus.com

Insights Usha Chirayil make all interactions Impact on the HR Function make the process more reliable ‘mechanical’- Machines It is exciting to see the immense and accurate. might make workplaces more possibilities to utilize AI and ML hectic. People could adopt a in the HR function itself. Machine learning will streamline mechanical approach – not the process, reduce errors and having the patience to wait Vast amounts of information on improve results. when the pace of work is all aspects of employee activity quick as attention spans are will be analyzed and processed While the human element is short and people expect by MI to present usable still required to get a feel for quicker response time. AI will reports, which will identify the candidate, machine learning make all response and reaction important trends, threats, and will provide accurate and times shorter. This has the opportunities. usable analytics to improve the potential to make workplaces effectiveness of recruitment. It more hectic unless we exercise Glassdoor and LinkedIn have will also help to eliminate human a degree of moderation. effectively used machine bias and other human elements learning to narrow searches that could be hindering the In fact, most intelligent AI is still and seek out suitable candidates process. in its development phase, and based on advanced intelligent will require a lot of human help algorithms. This could help Spotify and Netflix utilize to become “mature.” A lot of new transform recruitment efforts. machine learning to present jobs will be created for AI trainers content based on your previous who will have to assist machines FedEx used machine learning activity, providing curated while they perform their duties. products developed by Google suggestions such as “Made “Intelligent automation” requires to analyze the characteristics for You” playlists on Spotify cooperative environments of potential applicants to show and “Recommended for You” where employees and AI work them positions that are a good movies and TV shows on Netflix. together to achieve a given goal match to their skills, experience, Similarly, machine learning much more efficiently. Whilst and personality. can surface content and curate artificial intelligence will be more recommendations, such as news, productive than human workers Properly applied machine search results, and documents, for repetitive tasks, humans will learning technologies can based on previous user activity always outperform machines save time through the use of which can help save employee in jobs requiring relationship- predictive analytics to reduce time and enhance overall building and imagination. time wasted in recruiting and workplace productivity. 42 SightsIn Plus As machine learning gains a deeper understanding of an organization and has absorbed all relevant information, it will be able to Identify knowledge gaps; fine-tune and personalize training; become a resource for information and questions related to company policies, benefits, and company procedures. It might even be able to help performance reviews and guide and enhance employee growth and development! gg

Insights Rubi Khan Harnessing Technology in Human Resources Rubi Khan AGM-OD, Talent, and Diversity HPCL Mittal Energy Limited About the Author Technological advancement in HR is a breakthrough in several aspects. First, it can Rubi Khan Ph.D. is currently improve the employee life cycle within an working with HPCL Mittal organization to a different level. Organizations adopting technology in various phases of the Energy Limited as AGM-OD, employee life cycle have created a differentiating Talent, and Diversity. She is value for employees. a seasoned HR professional I have attended multiple technology tools help HR leaders with an experience of 17 years conferences and heard to streamline tasks and manage in OD, Learning, Talent, and about Artificial new and ongoing responsibilities Diversity. Her key strengths Intelligence, Metaverse and more efficiently. are Curating Learning many latest trends in technology. Frameworks, Designing In the same survey, half of the and Facilitating Leadership Large language models like respondents reported that HR Interventions, Enabling Talent Open AI Chat GPT have become technology has helped improve the most discussed topic. operational efficiency and Readiness/Succession Planning According to the 2022 Paychex simplified payroll and benefits and working on Sustainable Pulse of HR Survey, HR management. Diversity Practices. www.sightsinplus.com 43 April 2023

Insights Rubi Khan Technological advancement in Recruit programs. Apart from face-to- HR is a breakthrough in several Organizations are leveraging face intervention, organizations aspects. First, it can improve Artificial Intelligence-based are making learning accessible the employee life cycle within tools to screen resumes, save through the company’s mobile an organization to a different time and improve accuracy. app. They focus on bite-sized level. Organizations adopting Tools are helping in uncovering modules and emphasize the technology in various phases hidden patterns in the profile learning themes emerging from of the employee life cycle have of the candidate. The AI tools the need analysis. created a differentiating value help assess organization and role for employees. fitment. Talent development and succession have taken the form Chatbots, virtual reality and During these times of working of a talent marketplace. An assistants are leveraged by from home and anywhere, individual can look at various organizations differently in all organizations leverage internal roles and skills required critical phases of the employee automated video interviews as well as projects available life cycle- attracting, recruiting, involving candidates interviewed within the organization to take developing, engaging and through artificial intelligence, an opportunity of working retaining. which requires them to record on stretched assignments. themselves on an interview The talent marketplace is an Attract platform, answering questions open market to look at skills Gone are the days when under time pressure. The AI taxonomy and focus on one’s employees had to position developer platform submits skills as per the destination role. themselves and create a value the interview and analyses proposition through their candidates’ visual (smiles) and Engage profile, interactions, and verbal (e.g., tone of voice) Employee engagement requires conversations. These days nuances as a next step. Finally, high touchpoints. Apart from organizations have to equally the platform processes a report multiple initiatives by HR every create brand equity and value with an interpretation of the month, it is essential to create an to attract the multigeneration candidate’s performance.  eco-system where information is workforce. Organizations are accessible and readily available. investing in employer branding Develop Several organizations have and building a strong employee Development within chatbots for employees where value proposition. organizations has become they can get their queries learner-focused. Every resolved and get answers to They position themselves as individual is looking at their all their questions. The tools desirable employer showcasing individual learning needs, and used for employee engagement their culture, people practices and organizations must cater to those surveys have evolved, and the policies. They create world-class unique needs through curated insights and results are highly websites and attractive brand narratives and are socially active on Glassdoor, Ambition box and LinkedIn. In this era of the talent war, every organization wants to be the talent magnet attracting and hiring the best talent on board. Hence, organizations must be digitally progressive and advanced in creating, building and sustaining their brand equity among potential talent. 44 SightsIn Plus

comprehensive. These tools advance digitization, it is on the shoulders of HR. have also made organizations essential to check in on Bringing learning software, very independent, as managers the digital mindset of the performance assessment can access and disseminate the people. Technology is not tools, hiring digitization, and report among the team. about shifting from manual engagement tools become a to automated or complex responsibility and ownership According to Gartner, the to simple but also about of HR. Later, driving these number of companies investing significant mindset shifts. The processes through digital in AI increased by 270% mindset shift can only occur if tools also becomes the onus between 2015 & 2019. As a technology brings simplicity, of the HR team. Launching result, the global AI market will solves business problems, and a learning app is a subset be valued at over $ 136 billion enhances the overall employee of building a learning in 2022 and is estimated to grow experience. culture. HR and the entire by 38% in 2023. By 2030, it will organization, especially the reach $ 1.81 trillion.  2. Business Leader Driving leaders and managers, must Technology Adoption- A significantly contribute to While technology is becoming leader and business function strengthening the learning a catalyst in HR, what can head should lead technology culture. Even if we have the organizations do to harness in an organization. They best performance evaluation and optimize any form of are the people who are tool, leaders and managers digitization? Like any other close to reality and have need to give regular feedback change, technology brings proximity towards the and leverage the instrument change within the organization. ground challenges, and once in providing regular Hence, a few pivots to be they become the driver of feedback and progress of thoughtful of while bringing any adopting technology, the the team; otherwise, the technological disruptions are- trust and conviction of people effort of bringing digital strengthen. Organizations transformation goes futile. 1. Context of the Organization- should create a sense of Metaverse, virtual tours, urgency and cascade it Organizations must have clarity AI etc., are the buzzwords. further with the help of high- on what to measure and what Several technologically potential managers. Managers they measure while building a advanced organizations have are the key people in building digital workplace. Technology either initiated or adopted and enhancing the culture enables and facilitates decision- these tools. However, before of digital transformation. making. It does not replace any digital disruption, it is Several organizations involve human decisions. While looking essential to look at the need, business leaders through road at data and analyzing it, it's requirements and maturity of shows, town halls, projects crucial to ask the right questions, the people and culture of the and live demonstrations of such as who will leave and when? organization. Organizations digitization tools among Where are our capabilities should take a step back and employees on learning, compared to competitors, reflect on the technology performance assessment and and what skills and talent are market. Technology is the development. It is inevitable needed? Such questions allow us means to solve business for an organization to be to make informed decisions. problems and enable HR agile and bring systemic initiatives and processes. digitization rather than doing Every organization should avoid Organizational maturity this in a silo. getting into fear of missing out also had to be considered and adopting digitization as per while experimenting and 3. HR is a Partner and Not an their need and the organization's launching technology. While Owner- While bringing HR life stage. organizations are keen to transformation, a lot comes gg 45 April 2023 www.sightsinplus.com

Insights Mohit Sharma 7Mohit Sharma The AI Revolution Game- Changing Trends to Head of Analytics Watch in PBA Group - Robotics & Automation 2023 and Beyond Unleashing the Potential of Intelligent Transformation The use of AI-powered tools in hiring and recruitment has been increasing over the years, and it's not difficult to see why. From analyzing resumes to conducting interviews, AI can help HR teams find the best candidates quickly and efficiently. About the Author Artificial Intelligence per a survey by Gartner, over (AI) has been a buzzword 75% of enterprise applications Mohit Sharma, a seasoned Head for years now, but as we will incorporate AI by 2025. of Analytics with over 15 years move into 2023, it's becoming We can expect to see even more of leadership experience driving more than just a concept. AI is widespread adoption of AI rapidly evolving and across industries in 2023. growth and profitability using data transforming every industry,   and analytics. Mohit's expertise from healthcare to retail, and As AI technologies become more driving innovation at an prominent, there is increasing includes machine learning, artificial unprecedented pace. Here are scrutiny of their impact on society. intelligence, data engineering, seven AI trends that are set to In a survey by the Pew Research dominate in 2023. Center, 58% of experts said they cloud computing, and automation.   believe that the ethical challenges He has a successful track record Firstly, AI adoption has seen an posed by AI will continue to of leading analytic projects that incredible growth of 270% over grow. Hence, there will be a the past four years, and it shows greater focus on the ethical and improve marketing performance and no signs of slowing down. As transparent use of AI in 2023. drive maximum impact. Mohit has demonstrated his expertise in data analytics and digital strategy. 46 SightsIn Plus

One of the most exciting AI- with employers using AI to in 2023. According to a powered trends is the rise of improve the hiring process, and report by Tractica, the global virtual assistants. The global we can expect to see even more market for healthcare AI is market for AI-powered virtual use of AI-powered tools in the expected to reach $34 billion assistants is expected to reach hiring process in 2023. by 2025. AI can help improve $15.8 billion by 2024, and   patient outcomes, streamline it's not hard to see why. In the Another exciting trend is administrative tasks, and even workplace, AI-powered virtual AI-powered training and assist with drug discovery. assistants can help employees development. The global market The use of AI-powered tools manage their tasks, schedule for AI in employee training is in the healthcare industry has meetings, and even provide expected to reach $4.2 billion enormous potential to improve personalized insights and by 2026. AI-powered tools people's lives, and we can expect recommendations. This can help can analyze data on employee to see even more adoption in improve productivity and reduce performance to identify areas 2023. stress for improvement and suggest     personalized training plans. This Finally, AI-driven The use of AI-powered tools in can help employees develop personalization is becoming hiring and recruitment has been new skills and improve their job increasingly important for increasing over the years, and performance, leading to better companies looking to stay it's not difficult to see why. From outcomes for both employees competitive. According to a analyzing resumes to conducting and organizations. survey by Accenture, 91% of interviews, AI can help HR   consumers are more likely to teams find the best candidates The healthcare industry has shop with brands that provide quickly and efficiently. A survey been making significant strides personalized recommendations. by Talent Board found that 53% in adopting AI-powered AI can help companies deliver of job candidates are comfortable tools, and it›s set to continue more relevant and engaging experiences to their customers, 47 April 2023 from personalized product recommendations to tailored marketing messages. We can expect to see even more AI- powered personalization in the marketplace in 2023.   In conclusion, AI is set to have a transformative impact on the world in 2023 and beyond. From virtual assistants to personalized experiences, the potential of AI is enormous. However, it's important to ensure that these technologies are developed and used ethically and transparently to avoid potential harm. With the right approach, AI has the potential to drive innovation, increase efficiency, and improve the lives of people around the world. gg www.sightsinplus.com

Insights Suma R V Suma R V Demystifying Non- Sexual Harassment at Partner Workplace- Need for King Stubb & Kasiva, Specific Laws in India Advocates & Attorneys About the Author ‘Bullying’, ‘gaslighting’, What is Considered as Non- ‘mobbing’, ‘name- Sexual Harassment? Suma R V, Partner, King Stubb calling’, ‘mistreatment’, In India, the sexual harassment & Kasiva, Advocates & Attorneys. ‘microaggression’, and so on -are of women at workplaces is often heard at workplaces and prohibited and laws protect She focuses primarily on labour complained about by the women from harassment that and employment matters. She employees. In India, like in other is sexual in nature. Indian laws jurisdictions, the employees are also prohibit discrimination advises domestic and international increasingly vocal about the in employment and try to clients on labour and employment disgraceful behaviour and ensure fair work environment, issues arising out of their day-to- conduct of their managers and based on gender, and protect colleagues, and the way it the rights of transgenders, day operations in India. impacted their work and mental specially-abled persons, and health. Unfortunately, the issue HIV-positive individuals in 48 SightsIn Plus has not gathered significant various employments. However, attention in India; and India is these measures are not sufficient yet to discuss and frame laws to define various forms of prohibiting workplace non-sexual harassment at harassment that is non-sexual in workplaces. nature. In a case, the Andhra Pradesh

High Court 1 tried to define against the company and other required to be met in such ‘workplace harassment’ and said employees by invoking penal cases.  Nevertheless, in many that it is a type of unwelcomed law provisions for defamation, companies, HR policies and action towards an employee by causing hurt and so on. guidelines have been playing a the employer or anybody on his However, where an employee major role in defining acceptable behalf that leads to difficulty in filed a case against his supervisor and non-acceptable behaviours performing assigned tasks or and inquiry officer for cheating, at work, the process of redressal causes the employee to feel that dishonesty and criminal breach of employee grievances, and he/she is working in a hostile of trust, the Calcutta High disciplining the perpetrator.   environment. The court said that Court2 held that a person may such harassment may be based be aggrieved at his emotional Conclusion: on factors such as race, gender, level by the behaviour or Although HR policies have culture, age, sexual orientation, conduct of any other person, been playing a significant role or religious preference. but that does not mean that in defining the limitations of an In this case, the court held that every such behaviour or conduct employee’s behaviour; in the non-sanction of leave under would amount to be culpable absence of specific laws defining justified circumstances is not or criminal. The court quashed and regulating different forms harassment at work. However, the criminal case against the of non-sexual harassment at the narrative of workplace supervisor and inquiry officer.   workplaces, the chances of harassment, may not be In the absence of specific complaints of employees being sufficient to cover cases where laws regulating ‘non-sexual unrecognized, unheard, and the perpetrator is not acting at harassment’ or its forms, the unremedied are high. Hence, it the behest of the employer. complaints of such harassment is necessary that India lays down are often unrecognized, unheard regulations for the prevention, Remedies Available Under and unremedied at workplaces. prohibition, and redressal of Existing Laws And an aggrieved person may non-sexual harassment in the The Indian Constitution fail in getting remedies under workplace; and all disgraceful confers the right of every civil or criminal law considering acts at workplaces are strictly citizen of India to practice any the preponderance of the restricted to ensure mental profession or to carry on any evidence or standard of proof and physical well-being of the occupation, trade or business, employees. subject to restrictions that may 2 CRR 239 of 2022 be imposed by the government.  gg As such it is an obligation of the employer to provide a conducive www.sightsinplus.com work environment for all his employees. An aggrieved employee may approach the competent court of law for remedies such as damages for the injury or damage suffered by him. If the conduct amounts to an unfair labour practice, the aggrieved workman can seek remedies under the applicable labour laws.    In some cases, the employees may also file criminal complaints 1 L. Nagaraju Vs. Respondent: Syndicate Bank and Ors.; 49 April 2023

Expert View Sumit Sabharwal The Potential of Quantum Technology in HR Tech Space In recent years, the use of Sumit Sabharwal technology can be leveraged technology in Human in various resource intensive Resources has brought CEO HR tech applications like the tremendous efficiency in every TeamLease HRtech development of VR resources, HR process. From engaging the data analytics, employee candidate on the pre-hire stage to are faster, more powerful, and engagement with real-time and post-retire settlements, HR more efficient. One of its key personalized communication, technology has revolutionized the features is its ability to process workforce requirement prediction way HR professionals work. vast amounts of information and planning, etc. Let’s discuss However, as technology evolves simultaneously, something that them in more detail. to handle HR operations in more is not possible with traditional and more intricate manners, the computing. Development of VR Resources need for computational power Training and development will keep on increasing along So how can the potential of is crucial for the success of with it. The sheer amount of data quantum technology be harnessed employees in an organization. that HR professionals now have by HR technology to support But, the effectiveness of the to manage, analyze, and interpret its fast paced growth? Quantum training completely depends requires significant on its quality. Adding virtual computational resources, and the reality to the training program expansion of artificial intelligence can help companies deliver a and machine learning will further highly immersive, engaging, and escalate the situation. Without sophisticated experience to an sufficient processing power, HR organization’s employees. HR can professionals may find it difficult also utilize VR for other activities to leverage the full potential of like recruitment, onboarding, HR technology, which could managing remote employees, ultimately hinder their ability to etc. But, VR has mostly been an effectively manage and develop untapped area in HR because their workforce. its development is challenging, expensive, and time consuming. Quantum technology can be the Quantum computing can help solution to the rising demand with the faster deployment for processing power. Quantum of VR resources for employee technology is a branch of physics training programs. It can even that deals with the behavior of optimize resource development matter and energy at the atomic cost if the technology becomes and subatomic level. It uses the less expensive. HCM platforms principles of quantum mechanics would be able to offer VR- to create new technologies that enabled self service modules to 50 SightsIn Plus