- India has over 1.25 billion people, out of which 50% are under the age of 25, which can be classified as Generation Y (Gen Y) who are open-minded, flexible, innovative and competitive and are challenged by lack of clear boundaries. Work environment and work profile happens to be one of the key factors that attract them most to an employer.
- In view of demography changing increasingly in favour of youth, the conference proposes to discuss the current and the most innovative practices in HR in India such as use of Social Media in recruitment, training, HR analytics, use of HRIS (Human Resource Information System) for ensuring employees’ welfare programme, the issue of Retention of Employees, and the issue of Succession in HR.
New Delhi, October 2, 2015 : LAL BAHADUR SHASTRI INSTITUTE OF MANAGEMENT (LBSIM) releases its preliminary finding as a background note to the national conference on the latest innovative HR practices in India titled `Transformation of Business: Innovative Practices in HR to be held at its Dwarka, New Delhi campus on the 26 th September 2015. The conference, to be inaugurated by Mr. T. K. Srirang, the HR Head of ICICI Bank as the chief guest, is divided into 3 sessions, and it will host 12 eminent domain experts listed below as speakers.
LBSIM’s Director, Dr Arya Kumar cites that “India has over 1.25 billion people, out of which 50% are under the age of 25, which can be classified as Generation Y (Gen Y). In 2020, it is expected that the average age of India will be 29 years, compared to 37 for China and the U.S, 45 for West Europe and 48 for Japan, thereby making India the youngest nation in the world. This is something that would provide greatest opportunity for India’s growth in the coming decades as also the greatest challenge HR professionals to manage future talented and knowledgeable work force.
Generation Y in India is achievement oriented and motivated by type of work and packages more than brand names. A new culture is emanating whereby they have even started preferring to join Start-up, medium and small industries or even creating their ventures sooner or later. They are open-minded, flexible, innovative and competitive and are challenged by lack of clear boundaries. Work environment and work profile happens to be one of the key factors that attract them most to an employer.
There is a need for HR to understand how generations can impact HR processes and workplace at large, prepare employees to appreciate generational differences, and develop them to effectively manage Gen Y to boost the effectiveness and productivity of the organization.
The greatest challenge that lies ahead for practicing managers is to understand and deal with issues, problems and opportunities that arise out of Gen Y’s career expectations on one hand and how to channelize their talent and innovative potential to coming out with unique and different solutions that provides 5-10 times of greater VALUE PROPOSITION to meet customer needs at the same price. “
In view of the backdrop of the demography change in favour of youth stated above, the conference will have deliberations on the current and the most innovative practices in HR in India such as use of Social Media in recruitment, training, HR analytics, use of HRIS (Human Resource Information System) , Retention of Employees, and Succession planning issues in HR.
Use of Social Media in HR: The conference proposes to examine how social media is playing a major role in recruitment, training, KRA evaluation, and HR analytics in big companies. Web crawling, web blotting, web spidering are common practices in recruitment process today.
Citing the searchenginejournal.com, February 2012, LBSIM states that ‘ 80 percent of companies use social media – Linkedin, YouTube, Facebook, and Google+ majorly – for recruitment… and 95 percent of them use LinkedIn . ’
On the same page, Dr. Rashmi Sharma, the convener of the conference states that “ Innovations in HR is new and upcoming booming concept in HR. Over the time we have observed that social media is playing a major role in recruitment and networking, while digital media is used for induction, training and development programmes.” She cites Burson-Marsteller study (February 15, 2011) that concludes, 84 percent of the Fortune Global 100 companies use at least one social media platform, so we can see how social media is changing the way business is done in current times “
Use of Human Resource Information System (HRIS): LBSIM research brings out that the Enterprise Resource Planning (ERP) has succeeded in ensuring transparency and accessibility in seeking employers’ welfare programme by making data base access online. Employees, wherever ERP is adopted, is able to know about their benefits & services entitlement, Key Result Areas (KRAs), and career development opportunities because such information is easily accessible and readily available.
The challenge of ‘Employees’ Retention’ and ‘Employees Succession’: In view of the diverse background of employees today – in terms of gender (transgender including), culture, language, food habit, dress pattern, leisure choices – LBSIM’s findings argue that it is great challenge to ensure high rate of retention of employees. Various innovative HR practices such as bundling career advancement courses, addressing the unique individual specific talent, time and space-flexi work place and conditions, especially for women employees, are being followed in forward looking organizations.
Employees’ Succession Planning, holds LBSIM, is yet another HR challenge and organizations are prompting and persuading employees to spot talent and do their hand-holding so smooth succession. Some other organization would not extend promotion or relieving from a post, until this exercise is completed.
The conference will be divided into two major sessions followed by 12 sub themes which were-
Session 1: Leveraging HR for Business Value Creation
1. Strategic Leadership
2. Talent management strategies
3. Managing workforce and culture diversity
4. Organizational change (Mergers and Acquisitions)
5. Employee welfare, Benefits and Services.
Session 2: Harnessing the Innovative HR practices
1. Ideation
2. Knowledge creation and dissemination
3. Role of social media
4. HRIS
5. HR analytics
6. Digital HR practices
7. Learning Organization
Speakers:
The eminent speakers include: Ms. Manisha Pande(Global Transfer Pricing Leader, GE Oil & Gas),Mr. Rohit Jhamb (Talent Acquisition Leader – Aon Hewitt), Mr. Kapil Sharma (Global Head – Sales & Client Management, Collabera) Mr. G. Jawahar (Additional GM-HR, Power Finance Corp. Ltd.), Lt. Col. Virendra Singh Yadav (Head Learning & Development – Human Capital, Janalakshmi Financial Services), Mr. Rakesh Tripathi(VP, HR, GHCL Ltd., ), Mr. Kamal Singh (Dir. Gen. – NHRD Network) and to name a few
Corporate Comm India (CCI Newswire)
