‘Team’ – a term that has existed, for sure, before dictionaries came into existence but whose importance grew exponentially in the last 40 years. Sometime around the late 20th century, this term found its way into the organization war rooms. Writers such as Belbin, Woodcock, Margerison and McCann, Davis, Parker, and Spencer and Pruss focused on team roles and how these affected team performance
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As the wave of globalization sweeps across organizations, there is convergence of workforce from diverse countries, cultures, values, age and gender compelling organizations to change not only their policies and practices but also their core framework and culture in order to create conducive environment for all. More and more organizations are concentrating their efforts towards Diversity, not because it is a “fad” or a “buzzword”, but because it is the need of the day.Workplace diversity can foster agility, adaptability, sustainability, creativity and innovation which are a must in today’s VUCA (Volatile, Uncertain, Complex and Ambiguous) world for organizations to succeed and remain viable.
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Reskill to stay relevant. Technology has disrupted the traditional business environment and is changing the discourse of business methods today. It’s impacting the business processes and skill sets to the extent that many of them are becoming outdated or defunct. In fact, it has compelled business leaders to rethink the overall business strategy. Undoubtedly, the timely intervention of technology in business has augmented the overall efficiency and output and many Indian companies have been able to integrate this transformation in the lifeblood of their businesses. In these dynamic scenarios, employees, especially managers and mid-managers, have to update their skill sets to remain relevant, and manage and lead these transformations.
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India adds nearly one crore new workers into the existing workforce, annually -- roughly equivalent to the total population of Czech Republic or Portugal. However, India created just 2.31 lakh jobs in 2016
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With price control over cardiac stents and generic prescription proposal, medical device makers and pharmaceutical giants are expected to hand over pink slips to their employees
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Discriminating women at workplace has never changed. But now what can organizations do to retain women in their work force is the main question.
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Meet Paul Dupuis, new chief executive officer of Randstad India. He took over the company from Murthi. K Uppalari, CEO & MD of Randstad from past 4 years. Dupuis has served the industry for 24 years and worked in Asia, Japan and Korea. He shows distinctive leadership qualities in recruitment and business development. Talking to the BW people's Himani Chandna, Dupuis said he wants to take Randstad from peer place staffing to a professional services and total HR solutions partner. Edited Excerpts
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Amid fears of massive job cuts in the IT sector, Tata Motors added another layer of turbulence in the job market. The company, in May, has slashed its managerial workforce by up to 1,500 people as part of an organisational restructuring exercise.
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Pilot cum politician, Rajiv Pratap Rudy is excited to see the countries such as Afghanistan, Malawi, Bangladesh and Bhutan which are absolutely keen to learn from India’s experiences of skill training. Rudy, union minister of state (independent charge) for Skill Development and Entrepreneurship (MSDE), who had already served as a minister in the Vajpayee government, believes there is a very stable government at the centre, which has given certain directions that are visible. In conversation with BW Businessworld’s Suman K. Jha and Himani Chandna, Rudy says that more and more women candidates are coming forward to learn skills. Edited excerpts:
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Meet the chief human resource officer of world’s largest human resource (HR) managers’ lobby. He is Jeff Pon, chief human resource and strategy officer of United States based association, Society for Human Resource Management (SHRM). In a casual chat with Himani Chandna of BW People, Pon said with Donald Trump’s tightening of hiring of foreigners, many more protectionist measures are expected to come up across countries. Hence, the need of the hour is to build talent pipeline locally.
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