SHRM

Welcome to another episode of SHRM Global Radio. You've probably heard a lot of this lately, but— you know that shift in workplaces where we say work is no longer defined by static job titles; it is a mosaic of skills, tasks, and ever-changing needs? We have a catchy name for that now: "work pixelation."  It is the move from fixed roles to dynamic, modular work units that adjust as circumstances change. Many global organizations are already testing this approach to create a more responsive and agile workforce. If you are an HR leader, understanding these changes is crucial to shaping the future of your team. That's all true, of course, but you're probably thinking… wait, did you say pixelation? 

Welcome to our segment on workplace innovation!  Today, we're diving into a hot topic that's making waves in the competitive job market: benefits customization. Organizations are getting creative with their strategies to attract and retain top talent. So, what exactly is benefits customization, and why is it so powerful?  Traditional, one-size-fits-all benefits packages are no longer sufficient in a workforce that spans multiple generations, cultural backgrounds, and life circumstances. What works for one employee might not work for another. That's where personalized benefits come in. Imagine this—you're an employee juggling work and caring for an elderly parent.  Wouldn't it be a game-changer if your company offered elder care support? By offering personalized benefits—such as elder care support, pet leave, and flexible schedules—companies can enhance employee satisfaction, loyalty, and overall productivity.

Picture this: an employee working seamlessly from a café in Lisbon or a beachfront coworking space in Bali, all while remaining fully compliant with your company's policies and local laws. This isn't a make-believe scenario anymore—it's the future of work. You heard that right. Companies around the globe are rewriting the rules to embrace digital nomadism, using it as a tool to attract top talent, foster employee satisfaction, and expand their operational reach. But with great opportunity comes great...complexity. So, how do HR professionals navigate the legal, logistical, and cultural challenges of this global phenomenon? Today, we'll discuss why digital nomad policies are so popular today, its challenges and how HR departments can work around this to drive success.

In today's fast-paced business world, organizations face a challenge: ensuring their workforce is in sync with ever-evolving market demands and groundbreaking technological advancements. Enter Strategic Workforce Planning, or SWP—your ticket to conquering talent shortages and crafting a dynamic team ready to tackle the future head-on! So, why is Strategic Workforce Planning a game changer? Gone are the days when workforce planning was merely about filling positions or predicting short-term needs. SWP has evolved into a strategic powerhouse, directly linking talent management to the core objectives of the business. As companies embrace digital transformation, globalization, and the aim to build diverse teams, SWP has emerged as a dynamic tool for thriving in today's unpredictable market.

Hello and welcome to SHRM Global Radio! We're in December 2024, 2025 is around the corner, and we're thinking about how we can make the next year a great year at the workplace. Today, we're diving into a topic that's more relevant than ever—how to create a work environment where everyone, regardless of their age or background, feels valued and engaged. Today's workplaces are more diverse than ever before, bringing together people from different generations, each with their own stories, strengths, and perspectives. And honestly, that's pretty exciting! But it can also mean that we, as leaders, need to be more mindful about how we connect with our teams. It's about embracing all that diversity to build stronger, more cohesive teams.

Welcome to SHRM Global Radio, where we tackle the complex challenges leaders face in today's ever-changing workplace, and today, we're addressing one of the toughest, yet most critical, aspects of leadership: conducting layoffs with empathy. In uncertain economic times, layoffs are sometimes unavoidable. But how you handle them matters profoundly—not only to the employees who are let go but to the rest of your workforce, your brand, and your bottom line.  In this episode, we'll explore the best practices for navigating layoffs in a way that maintains dignity, respect, and a sense of humanity throughout the process.

Whether you're new to ERGs or looking to refine your approach, we're going to break down what makes them truly effective and how they can support your organization's broader D&I goals.  We'll talk about establishing, sustaining, and growing ERGs so that they're not just a checkmark but a meaningful part of your company culture.

Welcome to SHRM Global Radio! Today, we're navigating the intricate landscape of VUCA—an acronym that stands for Volatile, Uncertain, Complex, and Ambiguous. This concept extends beyond mere corporate jargon; it serves as a vital framework for understanding the chaos that defines our modern reality. With global markets fluctuating, technologies evolving at an unprecedented pace, and societal norms shifting, VUCA encapsulates the core challenges leaders encounter today. This episode will delve into what VUCA truly means and why leaders must grasp this concept. We will also explore practical strategies for effective leadership in such an unpredictable environment. From adapting to rapid changes to making strategic decisions amidst uncertainty, you'll gain actionable insights designed to transform your leadership approach So, prepare yourself as we dive into the VUCA world and uncover how to thrive amidst its turbulence. Let's get started! 

Welcome to SHRM Global Radio! Today, we're diving into a topic that's revolutionizing the workplace as we know it: Employee Experience Platforms, or EXPs for short.  These platforms are not just your run-of-the-mill office tools; they are the game-changers that can transform your job from merely tolerable to genuinely enjoyable. From the moment you introduce yourself on a Zoom call during onboarding, to the day you celebrate that career milestone you've been striving for, EXPs are there to guide and support you every step of the way. They ensure you're not just surviving at work, but truly thriving. In this episode, we'll explore how these digital powerhouses utilize advanced personalization and cutting-edge analytics to keep employees engaged, balanced, and on the path to professional growth. 

Employee disengagement can hinder productivity and exacerbate issues like absenteeism, impeding your organization's ability to thrive in a dynamic, competitive market. Proactive, forward-thinking companies have begun exploring new approaches to expand their level of employee engagement.  One strategy that has gained significant traction is gamification. The gamification market expanded at a rate of 27.4% between 2020 and 2025. 

HR operating models serve as the blueprint for HR service delivery, enabling organizations to optimize resources, enhance efficiency, and foster a culture of continuous improvement. The concept of HR operating models has undergone a remarkable transformation over the years. Initially, HR functions were primarily focused on administrative tasks, such as payroll processing and record-keeping.  Over time, as organizations recognized the strategic importance of human capital, HR's role expanded to encompass talent acquisition, employee development, and fostering a positive workplace culture.

In today's rapidly changing business landscape, the ability to make quick yet effective decisions is more valuable than ever before, especially within Human Resources. This necessity has given rise to a concept known as decision agility, a capacity that is fast becoming a cornerstone of strategic HR management.  Decision agility is not just about speed; it's about marrying velocity with precision to navigate through complex personnel challenges and opportunities. Its importance in the HR domain cannot be overstated, as it directly impacts organizational flexibility, employee satisfaction, and the overall success of business strategies.

Strategic human capital management (HCM) is a vital component of any successful business. It involves aligning the organization's human resources with its overall strategic goals and objectives. By effectively managing talent and focusing on human capital, companies can gain a competitive edge in the market. Strategic HCM goes beyond traditional HR practices and takes a more holistic approach to talent management, recognizing that people are the most valuable asset of any organization.

Climate change is no longer a distant future problem; it is a pressing issue affecting the environment, and therefore human lives, in significant ways. We don't have to go very long before the next unusual weather event makes it to the news.  So, while I'd gladly forsake my neighbour's cat, and all of his nine lives, to the weather gods for some snow in India as this year's summer threatens to melt the earth with weeks of sweltering, unforgiving heat that's far worse than previous years, my entirely self-serving thought helps bring into focus the issue: climate change is taking a toll and the results of such alterations in climate may be closer to us, and more immediate than many naysayers would like to admit.  No surprise then that climate change can affect our work too, and at a scale that impacts large swathes of populations. As business organizations and workplaces face the impacts of climate change, human resource professionals have a unique opportunity to play a strategic role in driving climate change adaptation and sustainability practices. 

In today's fast-paced work environment, meetings have become an integral part of organizational dynamics. They serve as a platform for collaboration, decision-making, and information sharing.  However, recent research has highlighted the negative impact of excessive meetings on employee well-being and productivity. This phenomenon, known as the Meeting Load Paradox, underscores the need for organizations to strike a balance between the benefits and burdens of work meetings.  In this podcast, we'll explore the causes and consequences of this thing known as the Meeting Load Paradox and discuss strategies for managing meetings effectively while prioritizing employee well-being. 

The rise of generative AI, also known as GAI, is poised to revolutionize the way we work, and the HR function is no exception. From recruiting to performance management, GAI has the potential to reshape various aspects of HR operations.  While there may be concerns about job displacement, the reality is that AI can enhance and elevate the role of HR professionals, allowing them to focus on more strategic and value-added work.

In today's competitive business landscape, HR departments play a critical role in driving organizational growth and success. To effectively navigate this dynamic environment, it is essential for HR professionals to implement strategic tools and approaches that optimize growth.  One such powerful strategy is intention-driven benchmarking. By leveraging reliable data sources, HR departments can gain valuable insights into industry best practices and set meaningful benchmarks for their own organization.

In the post-pandemic world, the traditional office setup is undergoing a significant transformation. Gone are the days of rigid cubicles and strict 9-to-5 schedules.  With the advent of technology and changing employee expectations, the workplace is becoming more flexible and dynamic. The desire to foster an environment that encourages creativity, collaboration, and productivity is what is driving this shift.  As a result, an increasing number of organisations are embracing the concept of an off-site vibe in their office spaces.

In today's rapidly changing world, sustainability has become an imperative for organisations across industries. As businesses strive to create a better future for the planet and society, HR leaders have emerged as crucial partners in driving sustainability strategies within their organizations.  The concept of "green HR" has gained prominence, focusing on HR policies and practices that contribute to the protection and preservation of natural resources. So, what is HR's role in sustainability? And what are the initiatives that HR can undertake to build a sustainable workforce? 

Explore the critical topic of workplace mental health stigma – debunking myths, unraveling its impact, and uncovering strategies for cultivating a stigma-free workplace that enhances well-being and productivity.  Discover the path to a healthier, happier work environment in this insightful podcast.

In the realm of business, change is the only constant. The rapidly evolving market trends, technological advancements, and customer expectations demand businesses to stay on their toes. This is where the concept of organizational plasticity comes into play. This term - organizational plasticity - refers to the adaptability and flexibility of an organization in response to changes in its environment. Can an organization modify its structure and operations to meet challenges and seize the opportunities presented by these changes?

With the rapid evolution of the workforce landscape, organizations are leaning towards modern approaches to secure their position in a competitive market. One such approach that is rapidly gaining momentum is Talent Intelligence.  This strategy, driven by Artificial Intelligence (AI), provides companies with an unprecedented understanding of their talent pool, aiding them in making informed decisions throughout the employee lifecycle.

The landscape of Human Resources is undergoing a significant transformation. Driven by the rapid advancements in technology and the increasing complexity of business operations, HR departments worldwide are turning to algorithmic solutions to streamline their processes and maximize efficiency. This revolutionary approach, known as Algorithmic HR, will redefine the way organizations manage their workforce. 

In today's rapidly evolving job market, traditional hard skills like technical ability and data analysis are no longer enough to ensure a successful career. Employers are increasingly prioritizing human skills, which are also known as soft skills, as the key to building effective teams and driving business success.  Simply put, human skills are the personal attributes and social competencies that enable individuals to effectively interact with others in a professional environment. Some examples of human skills include communication, collaboration, leadership, customer service, and attention to detail. 

Purpose-driven work and workplaces are becoming increasingly important in today's world, where people seek more fulfilment and meaning in their lives, including their work.  As outdated employee value propositions are cast aside, we see a new belief system taking hold: GenZ employees want to work in jobs, and workplaces, that align with their personal values, passions, and beliefs, in a way that leaves a lasting positive impact on society and the world.

Businesses are faced with a rapidly changing workforce landscape in 2023.  Trends such as diversity, longevity, and scarcity are becoming more prominent, and companies that fail to adapt risk falling behind.  However, those who embrace these trends can gain a competitive edge in the market. Diversity in the workplace has been shown to increase creativity, innovation, and productivity.  Longevity means that older workers are staying in the workforce longer, bringing valuable experience and skills. And the scarcity of skilled workers means that companies must focus on retention and upskilling their current employees. 

As the world continues to adapt to the changes brought about by the pandemic, hybrid work has emerged as a popular model for organizations looking to balance the benefits of remote work with the advantages of in-person collaboration.  Hybrid work involves a combination of remote and in-office work, which presents unique challenges for maintaining employee visibility.  Now, for those unfamiliar with the term, it might seem like yet another confusing new phrase, but it's really just what it sounds like the visibility of an employee in the workplace.  That said, we live in a time of flux. So, the definition of employee visibility continues to evolve and be redefined, thanks to remote and hybrid workplace models – by that, I mean in terms of employees being recognized and feeling included in relevant organizational initiatives and decisions.

The stress of the pandemic took a toll on employee health around the world, and that stress hit HR departments and personnel perhaps twice as hard. From coordinating large-scale digitalization and ensuring the well-being of colleagues to being the bearers of bad news for employees who were laid off, HR staff have had to manage several workplace transformations.  We've all used and heard the term "unprecedented" to the point of annoyance now, but it really is the truth of the last 2-3 years that HR personnel have had to demonstrate unusual resilience during an unprecedented time. Those wins may have come at some cost, though: the travails of the recent past have, cumulatively, led to burnout among HR folks.

Artificial Intelligence (AI) is a powerful tool for HR departments. It enables organizations to draw insights from large amounts of data, offering more precise and accurate analyses. It can also be used to automate tasks such as screening resumes and candidate evaluations. This can speed up the hiring process and reduce costs. Additionally, AI can be used to customize onboarding processes, develop more useful training strategies, and improve employee retention. It can also be useful in analyze employee performance, identifying areas of improvement, and helping Human Resource departments make better decisions for the growth of the company, thereby ensuring it becomes more efficient and stays ahead of the competition.

When we think of a workplace, what does it usually conjure up? Probably images of cubicles and long rows of desks, right? These days, especially in the wake of the pandemic, people are wary of offices and workplaces that can be impersonal and tedious. There's an all-encompassing fatigue with selfishness and indifference that pervades most public spaces.  A workplace perceived as cold and unfeeling is now viewed unfavorably, and Gen Z, more than any other, is skeptical about jobs that require them to “just hunker down and work.”    Optimism is the mantra in 2022, and it will continue to be so in 2023, and beyond. An important research study by Forbes indicated that optimistic people are “103% more inspired to give their best effort at work.” There are many ways you can create an optimistic workplace, from having fun activities to creating a supportive culture. These tips will help you create a more positive environment for your team and increase productivity as well.

‍Diverse perspectives and opinions can be very valuable in a workplace. People from different backgrounds, experiences, and viewpoints bring different points of view that can help organizations become more inclusive. However, they also present challenges because it takes time to get used to new ways of thinking and interacting.  A culture that welcomes diverse ideas and challenges individual preconceptions is what we have in mind when we picture an inclusive workplace. It's a place where employees feel comfortable bringing up issues that might not seem important at first glance.  When you integrate different perspectives in an organization, you create a culture of collective intelligence that leads to better decisions and outcomes for everyone involved. 

‍The rapid digital transformation of modern organizations means that the definition of a traditional workplace is quickly morphing into a hybrid office environment. This shift entails incorporating new technologies, team-based operating models, and collaborative workspaces with the aim of improving how employees work, collaborate, and communicate. Here are a few steps you can take to help your staff adapt smoothly to this change and succeed in a hybrid workplace.

Emotional intelligence is one of the most important skills in modern workplaces. It first went mainstream in the mid-1990s, when Daniel Goleman's book Emotional Intelligence became a bestseller. Goleman defines emotional intelligence, also known as EI or EQ, as “a person's ability to manage his feelings so that those feelings are expressed appropriately and effectively.” It is another kind of brain power, which, rather than helping solve puzzles, helps us regulate our emotions and understand others. Goleman claims that emotional intelligence is the largest single predictor of success in the workplace.

A Comfort Zone is one of those things we never really know we have when we're actually in it. Most of us are too busy rushing from task to task, doing our jobs, or fixing loose ends to notice that we fall into a habit more rapidly than expected.  Before we know it, our consistent routine becomes a comfort zone, and we remain stuck in it long after the routine has outlived its utility. It's only when some type of jolt happens, or a catastrophe strikes, that we realize we had stayed within our comfort zones for too long, avoiding or shrinking from exciting opportunities and challenges that showed up.  Preempting such outcomes in the workplace is one of the top priorities of senior management, team leads, and managers. Let's look at a few simple and effective changes that managers can make to help employees perform outside their comfort zones. 

We've been facing some rough weather economically for a while now. The pandemic led to layoffs, or retrenchments as some parts of part of the world call it, resignations in large numbers, and companies that struggled with remote work or saw a drop in revenues downsized dramatically. It has led to a persistent doubt in everyone's mind: is my job safe? Will I be fired? Or should I just quit and move on? Many of us have faced such a situation or seen people close to us struggle with it.  Even in more conventional scenarios, is it better to wait to be asked to leave, or just go ahead and quit? This is a sensitive subject, of course, and not an easy question to answer. There are two schools of thought on this subject, which, for various reasons, make fairly convincing arguments. 

Conflict. Hearing this word in a professional context gives us pause, doesn't it? None of us wants unpleasantness at work, and yet we have all been guilty, at one point or another, of avoiding confrontations or stressful interactions in order to steer clear of conflict. But that is precisely the reason we must address the subject. The conflict between colleagues can lead to massive loss of time & energy, lead to individual (or even team-wide) procrastination, damage work culture, negatively affect results, and even spiral into outright bitter litigation and lifelong enmities.  We won't get into too many platitudes about peace and conflict resolution in this podcast. Well, maybe just one: Former US President Ronald Reagan once said, "Peace is not the absence of conflict, it is the ability to handle conflict by peaceful means." That gentleman did know a thing or two about conflict resolution in the political sphere, but he may have been onto something more all-encompassing there. The ability to handle conflict is a hard-won skill and must be wielded firmly yet with subtlety and deftness. In this podcast, we'll look at 3 ways you can do that at your workplace, and the benefits that accrue from such choices. 

Performance management, simply put, is the tool used by an organization's management to ensure that tasks given to employees are completed efficiently. It helps managers evaluate and monitor performance. Periodically reviewing employees' performances, and seeing their direct and indirect effects on the workplace is good for both companies and employees. While the companies get to ensure that their goals are being achieved, employees experience personal progress during their time in that company. There are several factors that need to be taken into consideration to ensure this mutual growth.

Over the past year, one thing we learned is that remote work works. But what comes next?  As every business plots their return to the office, there are now multiple options for where and how a workforce can operate: fully remote, fully in-person, more flexible hybrid formats with a few days in and a day remote, or even allowing work hours outside of the traditional 9-to-5.

In the course of upgrading technology, organizations have explored the relationship between people and technology at work – its impact on trust, relationships, and the mental health of employees.  But what about how technology impacts our futures?  Our success?  And how will it help us navigate the new world of work that has been turned upside down?  The past year changed everything. Organizations and employees alike were forced to adapt to situations out of our control, finding ways to stay afloat, retain jobs, and keep the loneliness of social distancing at bay. This podcast explores aspects of how, as we move towards a post-pandemic era, employees worldwide are hungry to regain control of their careers.

Recruiting, retaining, and growing the right talent are crucial aspects of success.  In this podcast, we look at the steps a company can take that enhances the culture of your workplaces, and make you stand out in a competitive market while sustaining high levels of productivity. These changes will help build a strong talent base and create a winning strategy for your organization. 

Every once in a while, when we face serious problems, we all wish we had some superpowers. Maybe fly away to a far-off planet to destress, or just turn invisible. But the closest we humans come to possessing superpowers in our mundane world are the super successful CEOs, billionaires, top-rung politicians, and the like.  We often hear people refer to such individuals as born leaders, but are all successful leaders born with an innate ability to lead?  Or are some people more inclined towards leadership, while others have to work harder to become adept at it?  Truth is, no radioactive spider can give you the superpower of leadership.  In our reality, true leaders are forged by experiences, failures, and hard-fought successes.  In this podcast, we look at some of the “superpowers” that define a successful leader in the 21st century.

HR departments provide crucial guidance that ensure high morale, productivity, and the creation of fulfilling workplace environments.  But who advises the advisors? The best people to advise HR professionals are the experts who have seen and done it all.  In this podcast, we present the most popular, as well as practical, wisdom shared by experienced HR professionals.  These 10 tips might just improve your results dramatically in 2022! 

Career development is an essential component of success these days. Companies are willing to expend resources to develop employees' skills, which will eventually benefit their bottom line while providing satisfactory career growth for the individuals.  And we now have data to back this up: statistics indicate companies that invest in developing employees & talents are, on average, doing better than companies that do not. No wonder then that developing an individual's talent and knowledge in a positive direction is becoming a staple of the mutually beneficial arrangement that marks a rewarding corporate career. Over time, the field of Human Resources has advanced considerably, even morphing into an all-encompassing field during times like the current pandemic. It is crucial that HR professionals constantly educate themselves - work on self-improvement within the organization and with fellow employees. In this podcast, we're looking at the significant ways an HR professional can get started on the path of career development. But what really constitutes “career development”? From setting career objectives to identifying gaps, from educational opportunities and seminars to developing crucial skills like adaptability and networking, a successful career involves imbibing several new learnings and applying them effectively.

The Covid-19 pandemic has had a massive impact on the very core of all industries everywhere - the people. It has forced a massive rethink, and in many cases - a reset, on human resources, recruitment, and talent management. In this podcast, we examine the 3 most significant developments in talent management over the last 18 months, ones that will determine how future workplaces look - Hybrid work policies, work-from-home, and digitalization. 

With the growing transparency and influence of millennials, employees expect the work environment to be productive, engaging, and enjoyable.  It is time to address a holistic approach to the employee experience and engagement, bringing all the workforce, HR, and management practices that impact people on the job. On Point: How do Health and Wellbeing impact Productivity and Efficiency? Are organizations investing enough in Holistic wellbeing practices for their employees? Why is it critical for organizations to invest in a Chief Wellness Officer (CWO) role? What would the Ideal role of a CWO encompass? What are some common gaps that organizations make in driving the well-being of employees?

In order to manage the fallout of the Covid-19 pandemic, businesses and organizations have diversified their operations. With work-from-home/remote work finding increasing acceptance among a significant percentage of employers as well as employees, the use of virtual onboarding in the induction of new employees takes on greater importance.   Research shows that onboarding is crucial for longer tenures in organizations. Some studies claim that 1-in-5 new employees leave within just 45 days of joining! Therefore, onboarding and continued engagement are closely tied to employee retention and satisfaction.  Other studies indicate that a great onboarding experience resulted in 69 percent of employees staying with a company for more than three years, and being 50 percent more productive.  For more than half of the employees surveyed, structured onboarding programs positively impact the time spent in a company.  In this podcast, we share 10 tips that will help make your company's virtual onboarding process a rewarding experience for both employer and employee. 

Winning the Start-Up Game – A leaf from the diary of a young CEO In this brand new episode of SHRM Radio, our host Archana Jerath talks with Kushal Nahata CEO & Co-Founder, FarEye; about Winning the Start-Up Game – A leaf from the diary of a young CEO. A dynamic leader, Kushal drives the culture of ‘customer-first' at FarEye which enables the team to deliver value to FarEye's 150+ clients globally.  He is an effervescent thinker who is passionate about enabling the digital transformation in the logistics industry and making it customer-centric. He is constantly working towards empowering companies to champion operational efficiency and customer experience.

Today's SHRM Radio episode talks all about evolving workforce management need in organizations given the new normal where the work, worker, and workplaces are continually changing.  It also talks about implications for HR teams and organizations in the space of workforce management.

How did the CITI bank deal with the challenges faced during the transition from office to home?  What is their new COVID distress incentive for employees?  What does the future look like for the BFSI industry?  Know all this & more on our Brand New Episode of SHRM Radio on 23rd December.  Tune in.

In this era of global interconnectedness, it is essential to build messaging and strategy into a social engagement infrastructure that is meaningful, effective, relevant, and ongoing. We speak with Ranjan Mohapatra, Director (HR), Indian Oil Corporation Limited, about the routes to unite environmental and social impact while generating employability while also touching upon the importance of skill-building.  Tune into #SHRMRadio for the insightful episode.

Our ideas of what a good leader are changing as rapidly as the times are. In this episode of SHRM Radio, we examine that very question: if you want to rise to the upper echelons of management, is it better to be a generalist or a specialist?  You also hear of so many shapes of leaders - T, M, I, pi! Is it possible to change from one to another? Or is it too late? These are some questions we will address on the time-tested debate about generalization and specialization. Join us on #SHRMRadio to hear them share their industry experiences, interesting anecdotes, and find an answer to this age-old question.