Podcasts about Mandeep

#HRhelpdesk #IndiaHRGuide #MandeepSingh, In this episode, Mandeep Singh takes on a question every business leader believes they understand, but very few define correctly, what is an appropriate salary? Most organisations rely on salary benchmarking, percentiling, compa ratios and market data to make compensation decisions. Mandeep's point is clear, these tools are necessary, but they are not sufficient. The real issue is not whether you are paying at 60th, 70th or 75th percentile, the real issue is whether your salary actually works for the person, the role and the environment in which they exist. He explains why in today's context, compensation around the 60th percentile is increasingly becoming non-attractive. Organisations may still get people at that level, especially during a trial or early phase, but sustaining motivation and talent quality requires stronger thinking, often moving towards higher percentile positioning once stability is established. The discussion then moves into a far more practical lens, cost of living. Mandeep explains that cost of living is not a generic number. It is different across employee groups, workers, staff, managers, and senior leadership, and organisations must define what kind of lifestyle they want each group to sustain. Salary decisions without this lens are incomplete. The most powerful idea in the episode is what Mandeep defines as the “social line.” Every individual operates within a social environment, peers, batchmates, markets, and expectations attached to their skill and background. If compensation falls below this social line, organisations will struggle to attract and retain the right talent, regardless of what benchmarking reports say. The social line is not a percentile. It is not purely data. It is market sentiment, expectation and lived reality, something your talent acquisition teams understand far better than spreadsheets. This episode reframes salary as a strategic decision, one that sits at with market data, cost of living, social expectations and organisational intent. For leaders who want to attract the right talent and build sustainable teams, this is not a compensation discussion, it is a business decision.

#HRhelpdesk #IndiaHRGuide #MandeepSingh, Retaining people has always been one of the most difficult challenges for organizations, and as Mandeep Singh explains in this episode, it is only becoming more complex with time. The key insight is not that retention concepts have changed, but that their definitions have evolved significantly. Mandeep breaks down how traditional ideas such as job security and employee loyalty no longer operate in the same way. Job security has shifted from a “hire to retire” mindset to a shorter horizon of stability, typically 2 to 3 years of role continuity, skill relevance, and predictable growth. Similarly, loyalty has moved away from unconditional commitment to the organization and is now centred around an individual's own career growth and resume building. Employees today remain with organizations that help them enhance their value in the market. The episode then explores the key factors that practically influence retention, growth through roles and skill enhancement, exposure to projects, geographies and experiences, compensation and benefits positioning, and the often underestimated impact of social recognition across peers, family, and society. Mandeep emphasizes that retention cannot be treated as a knee jerk reaction. It requires a clearly defined strategy, documented and measured over a medium‑term horizon. Without a structured retention plan (which Mandeep refers to as HR stone age), organizations risk operating without clarity, reacting instead of planning. This discussion provides a practical and strategic lens for business leaders and HR practitioners to rethink how retention should be approached in today's evolving workplace.

Mandeep Singh, global head of Technology Research at Bloomberg Intelligence, joins the podcast to provide an update on the growing impact of artificial intelligence and other cutting-edge innovations.----------------------------------------------------------------------------------------------Subscribe Here to the ROI Podcast & other First Trust Market News Website:  First Trust PortfoliosConnect with us on LinkedIn: First Trust LinkedInFollow us on X: First Trust on XSubscribe to the First Trust YouTube ChannelSubscribe to the ROI Podcast YouTube Channel

#HRhelpdesk #IndiaHRGuide #MandeepSingh, In this episode, Mandeep Singh examines the most serious implications of the Information Technology Act for HR practitioners, focusing on penalties, misconduct, and negligence in a digital workplace.He explains how common workplace actions such as accessing a colleague's system without authorisation, deleting organisational data before exit, impersonation through shared credentials, misuse of passwords or digital signatures, and non‑consensual photography during official events can move beyond internal misconduct and become statutory violations under law. Mandeep stresses that HR policies must clearly communicate that certain behaviours are not only violations of company rules but also carry legal consequences. He also addresses privacy‑related issues in digital communication and identity, explaining why preventive policies, training, and enforcement are essential. The episode then explains the legal concept of negligence, distinguishing it from genuine mistakes. Negligence, he clarifies, arises from the absence of systems, controls, and safeguards, and can result in compensation liability. The discussion concludes with a clear message: building a culture of technology compliance, enforcing policies, and ensuring accountability is fundamentally an HR responsibility, not merely an IT function.

#HRhelpdesk #IndiaHRGuide #MandeepSingh, In this episode, Mandeep Singh discusses a simple but powerful HR best practice with significant legal implications: collecting and formally recording an employee's authorised personal email address.He explains why HR teams already maintain personal contact details, including permanent addresses, for situations such as absconding, issuing reminders, serving notices, processing exits, sending full and final settlements, and issuing Form 16. Mandeep highlights the risk of relying on job application email addresses, particularly after employees exit the organisation. The episode introduces the concept of taking a clear declaration from employees specifying the personal email address on which official electronic communication can be sent. Once such an address is declared, any communication sent to it can be treated as duly served, eliminating disputes around notice delivery, acknowledgements, and physical signatures. Mandeep also discusses practical limitations of this approach, explaining why it may not be suitable for certain categories of employees. When implemented correctly, this practice strengthens HR governance, simplifies compliance, and protects organisations during exits, disputes, and disciplinary actions.

#HRhelpdesk #IndiaHRGuide #MandeepSingh, In this episode, Mandeep Singh explains how the Information Technology Act recognises digital records as legally valid, and why HR practitioners must clearly understand the difference between a digital record and an original digital record. He clarifies that while screenshots, scanned documents, or photographs are all digital records, they are not treated as original digital records when original proof is required. An original digital record must be issued digitally in its original form and be capable of demonstrating authenticity. Using simple, practical examples, Mandeep explains when scanned copies may be acceptable and when they are not, and why HR teams cannot treat screenshots or scans as substitutes for originals in every situation. The discussion makes it clear that the requirement is not about format preference, but about evidentiary value. From an HR perspective, the episode highlights why document handling practices for employee certificates, records, and digital files must reflect this distinction. Understanding what qualifies as an original digital record helps HR practitioners avoid weakening their documentation through casual shortcuts and ensures compliance with how the law treats digital records.

Dr. Mandeep Rai has visited over 150 countries and is the author of ‘The Values Compass', exploring what drives human behaviour across cultures. She is a global authority on values, working with companies, institutions, and individuals around the world.In this episode, Mandeep reveals how values shape every decision we make and offers practical insights for leaders seeking to build more authentic, purposeful organisations. Learn how understanding and living by your core values can transform leadership effectiveness and create deeper connections within teams, while navigating the challenges of global leadership in an increasingly complex world.Learn more about Sporting Edge's Winning Mindset for Leaders Programme here Winning Mindset for Leaders Programme - Sporting EdgeLinks mentioned in the episode:The Values Compass by Dr Mandeep RaiDr Mandeep Rai's WebsiteConnect with JeremyContact hello@sportingedge.com LinkedIn https://www.linkedin.com/in/jeremysnape/ Website https://www.sportingedge.com/

#HRhelpdesk #IndiaHRGuide #MandeepSingh, In this episode, Mandeep Singh examines how the Information Technology Act applies to everyday HR practices, beginning with digital signatures and secure systems. He starts by explaining what a digital signature actually is under the IT Act, and why scanned signatures, typed names, or casual electronic acknowledgements do not qualify as legally valid digital signatures. Using employment documentation as an example, Mandeep explains the difference between offer acceptance and appointment letters, clarifying why appointment letters require stronger evidence and why digitally signed documents are treated as original records that cannot be altered after signing. The discussion then moves into the concept of reasonable security practices and secure systems. Mandeep explains why organisations have a duty to put safeguards in place, and why cybersecurity is not only about technology but also about how employees access systems, use credentials, and follow policies. The episode highlights HR's role in governing employee conduct, access controls, training, and enforcement, and explains that due diligence under the IT Act means being able to demonstrate that systems and safeguards were actually in place, not merely written into policy.

#HRhelpdesk #IndiaHRGuide #MandeepSingh, This episode focuses on how the Information Technology Act defines everyday digital tools that HR practitioners use but rarely view through a legal lens. Mandeep Singh begins with the concept of the “addressee” and explains why the distinction between the “To” field and “CC” field in emails matters under law. Emails, he explains, are not merely communication tools but electronic records, and clarity on intended recipients strengthens an organisation's ability to rely on those records. The discussion then examines what qualifies as a “communication device” under the IT Act, covering phones, messaging applications, and other tools capable of transmitting text, audio, video, or data. Mandeep goes on to unpack how the Act defines a computer, computer system, and computer network, and why HR platforms such as HR portals, VPNs, shared drives, and biometric systems fall squarely within these definitions. The episode further introduces the concept of a “computer resource”, explaining that software, databases, networks, and stored information are all protected resources under the Act. Together, these definitions help HR professionals understand the legal scope of the digital systems they already manage, forming the foundation for compliant HR policies, controls, and workplace practices.

#HRhelpdesk #IndiaHRGuide #MandeepSingh, In this episode, Mandeep Singh sets the foundation for understanding why the Information Technology Act is not only an IT or cybersecurity topic, but also a core Human Resources responsibility. He explains how today's workplace is fundamentally digital, built around emails, messaging platforms, HRMS, biometric attendance systems, surveillance tools, and electronic employee records. While these systems are often designed, implemented, and maintained by technology teams, Mandeep explains that their day‑to‑day use directly governs employee behaviour, conduct, discipline, and accountability. He highlights that most digital workplace systems primarily manage employees rather than customers, which naturally brings the HR function into the centre of technology governance. The discussion focuses on why HR policies, misconduct frameworks, standard operating procedures, and training programmes must reflect how these technologies are actually used by employees. The episode makes it clear that unless HR actively embeds technology governance into HR systems and practices, organisations risk inconsistency, behavioural gaps, and weak accountability in a digital workplace.

Greg Brady talked to Mandeep Lali, TTC CEO, about last week's subway closures, improving transit, and more Learn more about your ad choices. Visit megaphone.fm/adchoices

#HRhelpdesk #IndiaHRGuide #MandeepSingh, Who is actually responsible when employee data leaks, the IT team, the organisation, or the HR practitioner? And are everyday HR habits quietly creating serious DPDP compliance risks? In this episode, Mandeep Singh shifts the discussion from definitions and intent to the deepest and most operational layer of the Digital Personal Data Protection Act: data security and personal accountability. He introduces the idea of data nominations, drawing parallels with gratuity and insurance nominations, and explains why individuals should be encouraged to nominate people who can exercise data rights on their behalf in cases of death or incapacity. Personal data, he stresses, is an asset, like money, insurance, or intellectual property and deserves the same level of foresight and protection. The episode then addresses a common misconception: that data security is only the responsibility of technology teams. Mandeep explains that while systems and safeguards exist, responsibility ultimately sits with the data fiduciary and practically with HR practitioners who handle personal data every day. From locking computers and password‑protecting salary files to avoiding careless emails, printer leftovers, and unsecured scans, he shows how routine HR actions can create or prevent data breaches.He explains that negligence can expose organisations to severe penalties and personal accountability. The episode closes with a clear message: HR cannot use personal data for every purpose, only for employment purposes or with consent and what data is collected must match how it is used.

Greg Brady talked to Mandeep Lali, TTC CEO, about last week's subway closures, improving transit, and more Learn more about your ad choices. Visit megaphone.fm/adchoices

#HRhelpdesk #IndiaHRGuide #MandeepSingh, What happens when an employee asks, “What personal data do you have about me and why?” Who in the organisation is actually responsible for answering that? And when someone withdraws consent, are HR systems ready to stop using the data immediately? In this episode, Mandeep Singh takes the DPDP discussion deeper by focusing on data governance, consent management, and the right to erase personal data. He explains the concept of significant data fiduciaries and why organisations need clearly identified responsibility for managing personal data. From an HR perspective, he highlights the importance of nominating HR team members as data officers for internal employees, creating a clear point of contact for all personal data related queries. Mandeep explains why organisations must know exactly what personal data they hold, the purpose for which it is used, the time period for which it is retained, and whether consent is required. He walks through how consent must be recorded, how withdrawal must be tracked, and why data use must stop the moment consent is withdrawn. The episode also explains the practical meaning of data erasure. Using recruitment examples, Mandeep clarifies when organisations can retain candidate data for employment purposes and when deletion becomes mandatory, with confirmation back to the individual. Finally, the discussion addresses the heightened sensitivity around children's personal data. Mandeep explains why extra care, parental consent, and legal guidance are essential whenever organisations engage with or collect personal data relating to children.

#HRhelpdesk #IndiaHRGuide #MandeepSingh, Once we understand what personal data is, the next critical question is simple: when is an organisation actually allowed to use it? Does every use of employee or candidate data qualify automatically or does the law draw a clear line? In this episode, Mandeep Singh explains the core context of the Digital Personal Data Protection Act by focusing on one central idea: personal data can only be collected, processed, or retained for legitimate use or with explicit consent. He clarifies that employment purpose is a subset of legitimate use, but not everything HR does automatically falls under it. The discussion walks through what employment purpose really means: entering into an employment relationship, sustaining it through the employee lifecycle, meeting statutory and contractual obligations, and managing employment‑related risk. Using practical HR examples, Mandeep explains why data such as date of birth is legitimately collected to verify age or statutory thresholds, but how using the same data for activities like birthday greetings does not qualify as employment purpose and therefore requires consent. He highlights how small, routine HR actions often cross this boundary without being noticed. A key illustration in this episode is recruitment. Mandeep explains how resumes flow across multiple email IDs inside organisations, often far beyond employment decision‑makers, creating situations where personal data cannot be fully controlled, deleted, or safeguarded. The episode shows how DPDP principles directly impact everyday HR practices, especially how organisations collect, share, retain, and protect personal data.

#HRhelpdesk #IndiaHRGuide #MandeepSingh, What does digital personal data really mean for HR? Is this only an IT or legal responsibility, or does it fundamentally sit with the HR practitioner? And in the day‑to‑day employer employee relationship, who actually owns personal data, who processes it, and who is accountable for getting it right? In this episode, Mandeep Singh explains digital human resources through the lens of the Digital Personal Data Protection Act. Rather than focusing on HR tech tools, the discussion centres on the systems, processes, and technologies that directly influence everyday HR actions. The episode makes it clear why HR practitioners are deeply involved in personal data management, not just as transmitters of information, but also as creators and safe custodians of employee data. Mandeep walks through why employer, employee relationships are built on continuous exchanges of personal data, maintained and generated by the organisation through HR. He explains how even when HR or IT policies exist, implementation responsibility largely sits with HR practitioners. The discussion focuses specifically on digital personal data and what the DPDP Act expects HR to deliver, without going section by section into the law. The episode introduces key definitions, data principal, data fiduciary, and data processor, and explains how these apply in an HR context. It also clarifies what constitutes personal data, including how individuals can be identified even without direct reference to their name. This conversation is designed to help HR practitioners understand what they must practically deliver under the DPDP Act.

#HRhelpdesk #IndiaHRGuide #MandeepSingh, in this final episode of the HR Technology & People Systems series, Mandeep Singh brings the discussion together by focusing on the skills required to successfully lead this role. Drawing on observations from the past few years of seeing this role emerge, he explains why this is a uniquely hybrid position that demands strength in both HR leadership and HR solutions architecture. Mandeep details what it means to be an HR expert in this context—covering senior‑level decision accountability, experience across multiple HR Centres of Excellence, and the ability to anticipate the real impact of HR decisions. He also explains the technical expectations of an HR solutions architect, including the ability to design workflows, customise platforms, work with low‑code and no‑code tools, design AI agents, and test systems for bias, predictability, and credibility. A key theme of the episode is why HR technology and AI adoption must follow a structured, long‑term approach rather than trial‑and‑error implementation. Mandeep closes by explaining why failure in AI‑driven HR systems carries far greater organisational risk than earlier HRMS failures, making this role critical for achieving sustainable business value from HR technology investments.

#HRhelpdesk #IndiaHRGuide #MandeepSingh with over 25 years of HR experience, Mandeep Singh explains what organisations should realistically expect from an HR Technology & People Systems leadership role. In this episode, he walks through the practical responsibilities of this role, focusing on how it drives organisations through their HR technology and AI journey in a structured, long‑term manner. Mandeep explains why HR technology adoption cannot be treated as a short‑term experiment, and why organisations must carefully select, commit to, and evolve HR systems over multiple years. He highlights the role's responsibility for aligning HR processes, systems, data, AI, and employee experience—ensuring they work together rather than in silos. A key focus of the discussion is the distinction between initiating HR technology change and sustaining it over time through governance, compliance, and ethical oversight. The episode also underscores why this responsibility cannot sit casually with HR operations or the CHRO alone, but requires a dedicated Centre of Excellence leader who owns accountability for AI ethics, governance, privacy, data protection, and regulatory compliance across all HR systems.

#HRhelpdesk #IndiaHRGuide #MandeepSingh with over 25 years of HR experience, Mandeep Singh explains why HR Technology & People Systems is emerging as a critical new leadership role and Centre of Excellence for organisations navigating AI, automation, and rapidly changing HR systems. In this episode, he traces the evolution of HR centres of excellence—from recruitment and compensation to organisation effectiveness—and explains why a dedicated HR technology leadership role is now essential for organisational survival. Mandeep highlights the growing need for clear accountability as AI and automation increasingly influence people decisions, stressing that human judgment, ethics, and decision logic must be deliberately designed, not automatically assumed. He explains why AI‑driven outcomes should never be treated as autopilot decisions, and why organisations must be able to clearly explain how and why technology arrives at specific people outcomes. This episode sets the foundation for understanding HR technology not as a tool or IT function, but as a leadership responsibility that owns how people decisions are designed, governed, and controlled.

Whole-body health starts in the mouth.In this episode of Wholistic Living, I sit down with holistic dentist Dr. Mandeep Johal to uncover how the mouth, tongue, and airway shape far more than just your smile. We dive deep into the overlooked connection between tongue posture, facial development, breathing, and sleep-disordered breathing... and why so many children and adults today struggle with issues like mouth breathing, crowded teeth, poor sleep, bedwetting and chronic fatigue.Dr. Johal explains how tongue and lip ties, improper oral posture, and underdeveloped jaws can change the structure of the face and impact the airway, often setting the stage for long-term health problems. We also explore how modern trends like lip filler and nose surgeries may actually be compensating for deeper developmental issues that begin in childhood.In this episode we discuss:• Tongue ties and lip ties and how they affect breathing and development• The role of myofunctional therapy in correcting oral posture• Why facial structure is changing in modern populations• The connection between jaw development and sleep-disordered breathing• Mouth breathing and its impact on long-term health• Why many people end up needing braces, fillers, or nasal surgery• How early intervention can change facial growth and airway health•And so much more!If you struggle with poor sleep, chronic fatigue, mouth breathing, TMJ issues, or crowded teeth, this episode may completely change how you think about your health. Join the 60 Day Gut Reset & Start When You're ready with $200 OFF! https://checkout.teachable.com/secure/1716725/checkout/order_4mzzdrn3?coupon_code=SECRETOFFERWant to work with me? email me to health@holisticspring.comConnect with Dr. Johal and get a FREE consultation for yourself or your child - https://drmandeepjohal.com/Follow Dr. Johal on instagram: https://www.instagram.com/drmandeepjohal/Equip Foods Grass-fed beef protein - Code: MARLA

#HRhelpdesk #IndiaHRGuide #MandeepSingh, with 25 years of HR expertise, Mandeep brings the series to a close by explaining how statutory formulas translate compensation concepts into actual payouts, with a special focus on the significant shift around maternity benefits under the new labour codes. He walks through key formulas used in payroll, covering ESIC, Provident Fund, gratuity, leave encashment, loss of pay, overtime, notice pay, and statutory bonus, clearly distinguishing where the law mandates wage based calculations and where organizations rely on HR best practice using total remuneration. A critical highlight of this episode is maternity benefit, where Mandeep explains how the new wage definition implies that maternity pay may be calculated on wages (50% of total remuneration) rather than full pay, unlike historical practice. He carefully positions this as an interpretation based on current statutory material, noting the absence of explicit contrary guidance. The episode also explains why gratuity uniquely follows a 26 day month, while most other calculations use 30 days, and stresses the importance of consistency, transparency, and clearly documented policies so employees understand exactly how their pay is calculated.Link to download report: https://www.hrhelpdesk.in/reports-and-studies/

#HRhelpdesk #IndiaHRGuide #MandeepSingh, with 25 years of HR expertise, Mandeep turns attention to one of the most sensitive and highly regulated areas of payroll, wage or pay deductions. Building on the earlier discussions on wages and pay cycles, he explains that while organizations have discretion over how much they pay, they do not have unlimited freedom when it comes to deductions. Mandeep clarifies that deductions are tightly governed by statutory principles and must follow defined systems and processes. He explains what deductions are clearly permitted, including salary or other advances, statutory deductions and taxes, leave without pay, and employee benefit contributions such as insurance or pension schemes, provided there is specific, prior employee authorization. He highlights that even charitable or social contributions require explicit consent, detailing amount, duration, and purpose. The episode also addresses penalties, explaining that deductions for penalties are allowed only through a defined process and within legal limits. A critical safeguard discussed is the 50% cap, ensuring that total deductions cannot exceed half of an employee's earnings. The episode concludes by emphasizing the accountability of HR and payroll teams in ensuring every deduction complies with statutory guidelines, not just payroll arithmetic.Link to download report: https://www.hrhelpdesk.in/reports-and-studies/

#HRhelpdesk #IndiaHRGuide #MandeepSingh, with 25 years of HR expertise, Mandeep moves from defining wages to explaining the statutory and practical rules around paying wages. He clarifies the legal requirement that wages must be paid within seven days of the end of the wage period, while emphasizing that organizations are free to decide what their wage period is, whether calendar month or any other cycle. Mandeep strongly recommends aligning the wage period with the calendar month, explaining how this simplifies statutory bonus calculations, accounting year alignment, tax treatment, and HR administration. He highlights why misalignment between attendance periods and wage periods can create compliance risks, especially when statutory deductions and contributions are involved. The episode also reinforces the long standing requirement of issuing a payslip before wage payment. Finally, Mandeep explains why electronic wage payment is the most credible and transparent method, placing the burden of proof clearly on the employer in case of disputes. By linking statutory intent with HR best practice, this episode helps organizations design wage payment systems that are both compliant and defensible under law.Link to download report: https://www.hrhelpdesk.in/reports-and-studies/

#HRhelpdesk #IndiaHRGuide #MandeepSingh, with 25 years of HR expertise, Mandeep takes the discussion into one of the most transformational changes introduced by the new labour codes, the statutory definition of Wages. Building on the earlier explanation of total remuneration, he explains why the law deliberately avoids the term “salary” and instead anchors all calculations to a single, standard definition of wage across all labour codes. Mandeep breaks down wage as a subset of total remuneration, consisting only of basic pay, dearness allowance (where applicable), and retaining allowance. He explains each component, including how retaining allowance is interpreted from historical Supreme Court judgments and why it applies mainly to seasonal employment. He then clearly identifies what must be excluded from wages, such as incentives, variable pay, HRA, overtime, and employer statutory contributions. A key focus of the episode is the 50% rule, explaining how organizations must ensure that wages form at least 50% of total remuneration through a statutory add back mechanism. The episode concludes by highlighting why wage definition is central to calculating gratuity, leave encashment, bonus, and long term compliance under the new labour code framework.Link to download report: https://www.hrhelpdesk.in/reports-and-studies/

#HRhelpdesk #IndiaHRGuide #MandeepSingh, with 25 years of HR expertise, Mandeep explains how organizations in India should understand and define CTC (Cost to Company) in the context of statutory requirements and recent labour code changes. He begins by clarifying what “statutory” really means in compensation design, principles derived from law that organizations must follow to remain compliant. Mandeep places CTC at the centre of compensation strategy, explaining why it acts as an umbrella term for communication with employees, finance teams, and leadership, even though it is not defined by law. He then lays out generally accepted principles for what should form part of CTC, covering fixed pay, variable pay, statutory bonuses, allowances, employer statutory contributions, gratuity provisions, and employee benefits. Importantly, he draws a clear boundary between employee-related costs and business process expenses, explaining why items like HRMS licenses, office rent, and infrastructure should never be included in CTC. The episode concludes by emphasizing the need for organizations to adopt a clear, consistent CTC definition across HR, finance, and budgeting.Link to download report: https://www.hrhelpdesk.in/reports-and-studies/

#HRhelpdesk #IndiaHRGuide #MandeepSingh, with 25 years of HR expertise, Mandeep builds on the compensation framework by explaining the second critical legal concept, Total Remuneration. He clarifies that unlike CTC, total remuneration is explicitly defined in law and forms the statutory base for several downstream calculations. Mandeep explains that total remuneration includes all amounts paid directly to an employee or on behalf of the employee as part of the employment arrangement, such as salary and employer paid benefits like housing. He then draws a sharp legal distinction between guaranteed earnings and non guaranteed or performance linked pay, explaining why only amounts that an employee has a right to earn are included. Fixed salary and guaranteed bonuses are covered, while discretionary or performance based incentives are excluded. He also explains how joining bonuses and notice pay buyouts are treated, and when they form part of total remuneration. The episode concludes by stressing why correctly defining total remuneration is essential, as it becomes the foundation for compensation philosophy, statutory formulas, and legal compliance in the new labour code regime.Link to download report: https://www.hrhelpdesk.in/reports-and-studies/

#HRhelpdesk #IndiaHRGuide #MandeepSingh, with 25 years of HR expertise, Mandeep examines how organizations in India should think about defining the retirement age for employees. He begins by clarifying that there is no central or state law that mandates a retirement age for the private sector, leaving the decision entirely to organizations. He then draws inferences from public institutions, explaining how the central government generally follows 60 years, with variations for armed forces, doctors, professors, and judiciary members. Mandeep highlights indirect legal indicators such as the Provident Fund withdrawal age of 58 and the Income Tax Act's classification of senior citizens at 60. He also references regulatory benchmarks from RBI and SEBI that indicate upper age limits in specific roles. Finally, he discusses global practices, emerging corporate trends, and the growing consideration of extending retirement up to 65 through policy choices, extensions, or fixed term contracts.

#HRhelpdesk #IndiaHRGuide #MandeepSingh, with 25 years of HR expertise, Mandeep explains the practical aspects of hiring non Indian citizens to work in India. He begins by outlining the two primary engagement models, local hire and secondment. He then clarifies how each operates from an employment standpoint. He explains that while salary and benefit structures may differ, statutory social security obligations remain largely the same for both, including provident fund and gratuity, with ESIC excluded. Mandeep highlights the role of Social Security Agreements, noting that employees from countries with such agreements may be exempt from contributing to India's provident fund, though gratuity continues to apply. He also distinguishes Overseas Citizens of India from other foreign nationals, explaining why OCI holders are easier to employ. Finally, he discusses the complexities of taxation for expatriates and emphasizes the importance of involving international tax experts to ensure compliance and smooth benefit administration.

#HRhelpdesk #IndiaHRGuide #MandeepSingh, with 25 years of HR expertise, Mandeep simplifies the core formulas every HR professional must understand under the new labour codes. He begins by clarifying the definition of wage, the entire fixed portion of the gross salary, excluding allowances and explains why this clarity is essential before applying any HR formula. He highlights how the concept of a “month” differs across calculations, with gratuity using a 26 day month while most other computations follow 30 or 31 days depending on organizational practice. Mandeep breaks down the gratuity formula, bonus calculation on wage up to statutory ceilings, and the correct approach to overtime, recommending gross salary as the best practice. He also explains how leave encashment, notice recovery, PF, and ESIC rely on consistent interpretation of wage and statutory limits. This concise walkthrough helps HR teams standardize payroll practices and eliminate long standing calculation confusions.

#HRhelpdesk #IndiaHRGuide #MandeepSingh, with 25 years of HR expertise, Mandeep explains what the new national budget means for HR practitioners in India. He outlines five key areas that directly impact HR decisions, starting with major changes in contract labour taxation, where TDS on vendor payments will now drop to just 1–2%, simplifying business operations. He highlights the government's strong push toward using AI for job‑matching, training‑need identification, and resume screening, urging HR teams to prepare for this industry wide shift. Mandeep emphasizes the renewed focus on providing real employment opportunities to people with special abilities, moving beyond policy to actual implementation. He also discusses upcoming tax benefits for medical reimbursements and insurance reimbursements effective April 2026, particularly helpful for MSMEs. Finally, he explains the budget's intent to attract foreign talent and how this creates a dual responsibility for HR, evolving policies to welcome global talent while strengthening internal capability development within the country.

#HRhelpdesk #IndiaHRGuide #MandeepSingh, with 25 years of HR expertise, Mandeep Singh breaks down the rising trend of Quiet Quitting and its progression into Silent Resignation. He explains how employees may continue meeting job expectations, yet withdraw their discretionary effort, creativity, and problem‑solving—silently reducing organizational productivity. Mandeep highlights why this behaviour emerges, how it impacts delivery velocity, and why managers—not HR—play the most crucial role in reversing it. He emphasizes the need for strong communication systems, data‑driven insights, and empowered supervisors to identify early signals and re‑engage employees before silent resignation becomes inevitable.

#HRhelpdesk #IndiaHRGuide #MandeepSingh, with 25 years of HR expertise, Mandeep Singh demystifies the rising debate around moonlighting and dual employment in India. He explains the difference between the two—how moonlighting operates as a commercial, task‑based engagement, while dual employment remains legally restricted under Indian labour laws. Mandeep highlights why the real organisational concern is knowledge usage, not time or physical effort, and how global HR trends increasingly view moonlighting as a powerful learning and development lever. He urges organizations to build structured L&D philosophies that safely enable external learning without compromising proprietary knowledge.

Mandeep Singh, the inventor of the bumbrella - an umbrella just for your bum, joins Tiernan this week to answer a question about ketchup. WE NEED YOUR QUESTIONS, JOKES AND NONSENSE TOO. SEND THEM IN TO: podcast@comedyclub4kids.co.uk GROWN UPS: IF YOU CAN BUY US A COFFEE PLEASE DO SO HERE: https://ko-fi.com/comedyclub4kids Website: www.comedyclub4kids.co.uk Bluesky: comedyclub4kids.bsky.social Facebook: facebook.com/ComedyClub4Kids Hosted by Tiernan Douieb. Music by Paddy Gervers. Design by John Beck. See omnystudio.com/listener for privacy information.

#HRhelpdesk #IndiaHRGuide #MandeepSingh, Interviewing is often assumed to be easy, but it's a specialised skill that requires training. In this episode, Mandeep Singh explains how managers can conduct effective interviews even without formal preparation. The goal of any interview is threefold: verify the authenticity of the candidate's credentials, assess their ability to deliver on job requirements, and understand their motives for joining your organisation. Clarity on these aspects helps avoid mismatched expectations and costly hiring mistakes. Mandeep shares practical approaches, whether competency-based, fact-driven, or predictive questioning to gauge fit and performance potential. He also emphasises probing deeper into a candidate's philosophy on jobs, career shifts, and long-term goals to uncover alignment with organisational values. This episode is a must-listen for leaders and managers who want to make informed hiring decisions without relying solely on HR expertise.

Mandeep Lotta is a Kenyan-born poet and author who overcame physical impairment and blindness to share a message of compassion and human connection through his poetry collections Magic mines: The Treasure of Love. His work explores how love is often misunderstood and commodified, reminding readers to slow down, understand one another, and let love grow naturally. Through his personal story of resilience, he shows how disability does not define one's capacity to inspire and create meaning.In this episode of Marketer of the Day, Mandeep discusses how life experiences, pain, and perseverance shape his poetry and worldview. He shares insights on the misconceptions people have about relationships, the importance of openness and communication, and how ambition fuels purpose even through hardship. His journey encourages listeners to embrace their vulnerabilities, own their stories, and find fulfillment through empathy and creativity. Quotes: “Love grows when you give it time and space to breathe.” “I own my blindness. It's not a weakness; it's my identity.” “Life is the vehicle. Ambition is the fuel.” “When you open up, you give others permission to do the same.” Resources: Get "Magic Mines: The Treasure of Love" on Amazon

The best advice comes from experience, and this podcast is a perfect example. With over 30 years in bodybuilding, Mandeep, a certified physiotherapist, personal trainer, and nutrition coach, delivers a masterclass you don't want to miss. A must-listen! Full podcastImportant links:⁠⁠⁠⁠⁠⁠⁠Ryan Fernando App⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Diet plan ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Blood test ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Cancer screening ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠All tests ⁠⁠⁠⁠⁠⁠⁠Socials:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Link tree⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Website⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠YouTube⁠⁠⁠⁠⁠⁠Products: ⁠⁠⁠⁠⁠⁠⁠1Chaze marine collagen ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Collagen cranberry flavor ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠1Chaze ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Wheatless book ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Eating Secrets of Champions⁠⁠Find Mandeep here: Instagram YouTubeTime Stamps: 00:00 – Trailer00:56 – Introduction 2:43 – Fitness journey03:46 – Physiotherapy & recovery05:29 – Mind-muscle connection06:55 – Fitness myths09:37 – Gynecomastia & steroids20:20 – Importance of nutrition21:12 – Role of genetic testing23:00 – Bodybuilding basics24:40 – Weightlifting for women25:27 – Allergic to whey?25:50 – Nutrition tips for teens27:21 – Creatine cautions28:20 – Most useless supplement28:56 – Protein & constipation29:54 – Muscle maintenance & joint care33:28 – Advice for women35:55 – Choosing the right trainer38:10 – Muscle adaptation42:25 – Testosterone therapy48:18 – Bigger penis myths51:40 – Testosterone in women53:46 – Anti-ageing tips55:40 – Dr. Mandeep's inspiration58:47 – Outro

Greg Brady and the panel of: Steve Paikin, Author and Broadcaster, host of The Paikin Podcast, Chloe Brown, policy analyst and former Toronto mayoral candidate, Discuss: 1 - TTC Chair defends World Series transit service as ‘strong' but says communication was a problem: Were either of you left stranded on the weekend? I don't have a lot of faith in the TTC but I do believe in Mandeep, maybe it's the accent, am I alone in thinking this won't happen again and things will get better? 2 - Champagne promises a budget with something for all Canadians — even the opposition: What would you like to see in the budget? 3 - A huge statement by Wab Kinew - Manitoba Premier. My premise - I like when the lines blur in politics and we just know it, and SAY IT, a good idea is a good idea. He also name-checks Doug Ford, Danielle Smith, Pierre Poilievre! Like…..is this not the guy the NDP should be begging and pleading with to be their federal Leader? Think they asked and he declined? 4 - Interest level in who becomes Mayor of NYC. No matter what, even as a kid, I think most people watching TV or reading news have always known who the NYC mayor is - more than any other city…. Learn more about your ad choices. Visit megaphone.fm/adchoices

Mandeep Dhaliwal, Director of the HIV and Health Group at the United Nations Development Programme (UNDP) joins host Janelle Wrigley to discuss how legal frameworks and governance shape health outcomes worldwide. Drawing on more than 25 years at the intersection of health policy and human rights, Mandeep explains the UNDP's mission and her experiences showing that leadership and participation from affected communities must be at the center of effective public health policy. Mandeep and Janelle explore how punitive laws around HIV drive-up infections, deaths, and costs. They discuss how countries can engage in reform, such as Zimbabwe's repeal of HIV criminalization after a UNDP‑supported legal environment assessment, and they examine access‑to‑medicines barriers tied to patents and trade agreements. Mandeep suggests practical ways communities and legal professionals can advance change in this critical area.

Mandeep Dhaliwal, Director of the HIV and Health Group at the United Nations Development Programme (UNDP) joins host Janelle Wrigley to discuss how legal frameworks and governance shape health outcomes worldwide. Drawing on more than 25 years at the intersection of health policy and human rights, Mandeep explains the UNDP's mission and her experiences showing that leadership and participation from affected communities must be at the center of effective public health policy. Mandeep and Janelle explore how punitive laws around HIV drive-up infections, deaths, and costs. They discuss how countries can engage in reform, such as Zimbabwe's repeal of HIV criminalization after a UNDP‑supported legal environment assessment, and they examine access‑to‑medicines barriers tied to patents and trade agreements. Mandeep suggests practical ways communities and legal professionals can advance change in this critical area.

Mandeep Lotta is a blind poet with a purpose. As the author of his book series, "Magic Mines: The Treasure of Love" Volumes 1 and 2" shares his perspective on life and love.

Global head of technology for Wedbush Securities, Dan Ives and senior tech analyst for Bloomberg Intelligence, Mandeep Singh discuss Nvidia earnings following a breakdown of the fourth quarter showing the company beating estimates. They are joined by Bloomberg's Tom Keene and Paul Sweeney.See omnystudio.com/listener for privacy information.

Who runs the world? Girls! Mandeep Rai drops in to the London studio to share with ShaoLan how women are shaping the world as we know it and how that was not always the case. ✨ BIG NEWS ✨ Our brand new Talk Chineasy App, is now live on the App Store! Free to download and perfect for building your speaking confidence from Day 1. portaly.cc/chineasy Visit our website for more info about the app.

Send us a textJoin us on a fascinating exploration with Mandeep Maini, a pioneer in artificial intelligence with over two decades of expertise. Discover how her journey from studying television's educational impact led her to become an AI aficionado, transforming the way industries like manufacturing and healthcare operate. Mandeep shares insider insights into the early days of AI, when the field was dominated by academics and niche players, and discusses how game-changers like ChatGPT have democratized AI, making it accessible to all. We shine a spotlight on the evolution of large language models and their potential to redefine business productivity, underscoring the power of real-world use cases.Uncover the complexities of integrating agentic AI into enterprises, where human oversight plays a crucial role in balancing innovation with risk management. From overcoming trust issues and bias to ensuring comprehensive data access, Mandip draws parallels to the internet era's gradual acceptance, hinting at a similar trajectory for agentic AI. Our conversation takes you into the realm of healthcare, where AI promises to revolutionize access and efficiency amid clinician shortages and long wait times. With a hopeful nod to the future, we encourage organizations to embrace these technological advancements, poised to redefine not just industries, but our everyday lives. This episode is a thought-provoking blend of history, innovation, and the boundless potential of AI.Thanks for tuning in to this episode of Follow The Brand! We hope you enjoyed learning about the latest marketing trends and strategies in Personal Branding, Business and Career Development, Financial Empowerment, Technology Innovation, and Executive Presence. To keep up with the latest insights and updates from us, be sure to follow us at 5starbdm.com. See you next time on Follow The Brand!

Mandeep Singh, Global Head of Technology Research at Bloomberg Intelligence, joins the podcast to explore how massive investments in artificial intelligence made over the past few years could drive future innovations and profits. From humanoid robots to self-driving vehicles, Mandeep shares his expert analysis on the potential impact of these technologies in the years to come.----------------------------------------------------------------------------------------------Subscribe Here to the ROI Podcast & other First Trust Market News Website: First Trust PortfoliosConnect with us on LinkedIn: First Trust LinkedInFollow us on X: First Trust on XSubscribe to the First Trust YouTube ChannelSubscribe to the ROI Podcast YouTube Channel

Bloomberg Intelligence's Mandeep Singh explains DeepSeek's focus on hardware efficiency, and competition with other LLM's. He speaks with Bloomberg's Tom Keene and Paul Sweeney.See omnystudio.com/listener for privacy information.

'We all have had a very different journey and therefore have different wounds or scars and different needs and abilities and strengths and weaknesses.' This week, Mandeep Rai, the author of The Values Compass: What 101 Countries Teach Us About Purpose, Life and Leadership, tells us about cultural humility and what is necessary to listen to and understand others. She shares the considerations that individuals and institutions must make to hold space for others, and the many lessons she has learned traveling around the world.  Dr. Mandeep Rai is a global authority on values, working with companies, institutions, and individuals worldwide. She has traveled to more than 150 countries and reported as a journalist for the BBC World Service and Reuters. Mandeep studied philosophy, politics, and economics (PPE), has an MSc in International Development from the London School of Economics, and completed an MBA at London Business School. She also holds a PhD in global values. Host: Katie Koestner Editor: Evan Mader Producers: Emily Wang and Catrina Aglubat

Mandeep engages with Dr. Sewak Singh to uncover the implications of the ongoing renovations led by SGPC, Nishkam Sewa Society, and Karsewa. While the project aims to enhance the site's aesthetic appeal, many argue that it threatens the integrity of this historic and sacred location. This News/Article Sacred Geography of Anandpur Vs Beautification Project of 1999: Talk with Dr. Sewak Singh (Part 1) appeared first on Sikh Siyasat News.

Mandeep Rai, the CEO of Creative Visions Global, is someone who likes to wear a smile! She joins ShaoLan in the London studio to talk about smiling and how to say the word in Chinese (which works best when you are smiling). ShaoLan teaches all kinds of different ways to describe smiling, smirking, laughing and joking in Chinese. ✨ BIG NEWS ✨ Our brand new Talk Chineasy App, is now live on the App Store! Free to download and perfect for building your speaking confidence from Day 1. portaly.cc/chineasy Visit our website for more info about the app.

What things are possible? ShaoLan quizzes Mandeep on her views and shows how the newly learned Chinese word ”possible” can be applied in many real life situations.

Do you prefer to work by yourself or have meetings with other people? Mandeep Rai drops into the studio in London to learn how to say ”have a meeting” in Chinese. Listen and grasp which contexts to use the phrase in.