KIIT-DU Organizes 3rd Edition of KoloKwi – HR Resolution for New Year 2021

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KIIT Deemed to be University, in collaboration with Kontempore, organized the 3rd edition of KoloKwi – A Global Deliberation Initiative with the theme ‘HR Resolution for New Year 2021’ on 15th January 2021. Kontempore has been the knowledge partner for such initiatives.

The international speakers Mr. Arindam Mukherjee, Global Head of Human Resources – DKSH (from Thailand); Ms. Sonali Kumar, APAC Head of Talent & Head of HR – Zurich Insurance Company Ltd (from Hong Kong); Mr. Chang LIU, Group Director of COE Total Rewards & Performance & HRSSC & HRIS – Julive (from China); and Mr. Appandairajan Krishnakumar, Head of Talent, Asia Pacific – MasterCard (Singapore) shared valuable insights on the theme. Dr. Sanjay Muthal, CEO – Kontempore was the moderator of the session

Some of the important points discussed:

1. Pandemic made us individual contributors. How are HR leaders going to deal with when employees come back to the workplace?

“Redesigning workplace, collaboration and community events can help a lot in achieving the old days.” – Ms. Sonali Kumar.

“Safety material for employees, backup plan for other pandemic and entertaining activities will do the work” – Mr. Chang LIU.

“Safety, reimaging workforce, driving innovation, building multi-read companies, knowing about evolving jobs, building resilience within culture and investing in people managers will bring back people on the previous track.” – Mr. Appandairajan Krishnakumar.

“Cultural triggers, preparing workforce for uncertainties, mental health, growth mentality, bonding, bridging, linking, collaboration and building competencies are the torch bearers.” –Mr. Arindam Mukherjee.

2. How to align gig workforce with cultural pillars?

By creating the same onboarding, training process and learning techniques like LinkedIn learning for gig workforce, we can align them with the prevailing cultural pillars. They have to follow the same performance management system also.” –Ms. Sonali Kumar.

“It can be done by providing flexibility, tracking activities, keeping a record on KPI and KRA, designing employees’ modules, objective for employees, result for companies development, safe environment, same resources.” – Mr. Chang LIU.

3. How to embed employee experience in large MNCs?

HR has to play a pivotal role in becoming an active listener. It can do so by providing real time insights to easily actionable interventions and by becoming a key driver by partnering with various functions.” – Mr. Appandairajan Krishnakumar.

4. Employee development becomes a part of one’s own choice.

“Companies are implementing 70:20:10 principles where 70% learning happens on the job, 20% happens by mentoring and 10% is classroom teaching. On job learning is important. Applying one size doesn’t fit all. There is a need to balance things as we move forward. –Mr. Arindam Mukherjee.

“Most of the development happens on the job. Four scale evaluators for managers which include performance, development, engagement and trust are working well for employees. Encouraging teams, networking of curiosity ambassadors are also becoming helpful.” – Ms. Sonali Kumar.

5. Whole architecture is going to change because of remote work

“Digital identity, decency, bringing in changes, developing young leadership, financial stability, developing leadership, girls for technology programs and employee engagement will bring in change in the whole architecture.”– Mr. Appandairajan Krishnakumar.

6. Three HR trends.

“Digitization, focus on the role of managers and flexible working.”- Ms. Sonali Kumar.

“Wellbeing of employees, utilization of technology for cost optimization, development and shift in cultural organization.” – Mr. Arindam Mukherjee.

“Mental health, employees experience, upskilling and re-skilling” – Mr. Appandairajan Krishnakumar.

“Self-actualization, flexibility, evolving policies” – Mr. Chang LIU.

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