learning and development Archives | POST A RESUME HR Consultancy

Happy 3rd Work Anniversary, Sangeeta Verma! Cheers to your amazing milestone!

Vipul Mali — Mon, 19 May 2025 01:20:09 +0000

Happy 3rd Work Anniversary, Sangeeta Verma!

Congratulations on completing three successful years at Post A Resume!
Your dedication, perseverance, and contributions have been truly inspiring.

Wishing you many more years of success, growth, and accomplishments ahead.
Here’s to continuing the journey with the same passion and excellence!

Cheers to your amazing milestone!

Check out and drop your wishes in the comments below:

YouTube: Click Here

#WorkAnniversary #TeamSuccess #EmployeeAppreciation #CareerMilestone #PostAResume

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Importance of Cover Letter >>> Sample Cover Letters

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The post Happy 3rd Work Anniversary, Sangeeta Verma! Cheers to your amazing milestone! appeared first on POST A RESUME HR Consultancy.

Expert Talk Ep. 140 with Bhautik Kumar on Culture: A Catalyst to Company Growth

Vipul Mali — Wed, 23 Oct 2024 11:21:57 +0000

How can a strong company culture drive exponential growth?
Ready to master communication skills and boost your team’s performance?
Is your company culture holding you back or pushing you forward?
Struggling with time management in sales?

I’m excited to invite you to an engaging Live Session on Culture: A Catalyst to Company Growth.

We’re featuring Bhautik Kumar, a Communication Coach who’s been making waves by helping IT professionals, founders, and CEOs sharpen their communication skills.

Date & Time: Friday, 25th October at 8 PM IST

Join us on LinkedIn – https://www.linkedin.com/events/7254409756776259584

This is a golden opportunity to get insights tailored to your specific needs.

Join us on YouTube – https://youtube.com/live/9-EYrH2s3Mw

Whether you’re an IT professional, a CEO, or just someone who’s interested in improving communication, this session is going to provide tons of value.

#VipulTheWonderful #ExpertTalks #CompanyCulture #CommunicationSkills #GrowthHacks #LeadershipDevelopment

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Like and comment on this post with your remark and inputs. Share it with your Friends and Family and follow me @Vipul M. Mali for #jobsearch, #careerguidance and #talentacquisition related content.
————————————————————————————————-

Know More About Our Resume Writing Services.

Top Resume Writing Tips for Maximum Impact > Free Sample Resumes

Importance of Cover Letter >>> Sample Cover Letters

Know More About Our Resume Writing Services.

Top Resume Writing Tips for Maximum Impact > Free Sample Resumes

Importance of Cover Letter >>> Sample Cover Letters

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The post Expert Talk Ep. 140 with Bhautik Kumar on Culture: A Catalyst to Company Growth appeared first on POST A RESUME HR Consultancy.

Creating a Workplace Environment for Gen-Z Employees: Insights from Dr. Rini Bahal

Vipul Mali — Sun, 18 Aug 2024 20:12:06 +0000

In this discussion, Dr. Rini Bahal shares her expertise on how organizations can foster an appealing workplace environment for the Gen-Z workforce. This generation, known for their adaptability to technology and desire for meaningful work, has distinct preferences that influence their employment decisions. In this blog post, we will explore three key insights from Dr. Bahal’s expert talk, each outlining how companies can better engage and support their Gen-Z employees.

Flexibility and Task Orientation

One of the most significant aspects of attracting Gen-Z employees is the emphasis on flexibility. Unlike previous generations that focused more on time-bound work, Gen-Z individuals thrive in environments that prioritize task orientation over strict schedules. Dr. Bahal emphasizes that providing flexible working conditions—such as remote work options and flexible hours—can significantly boost productivity and job satisfaction among Gen-Z employees. By allowing them to manage their time effectively and focus on completing tasks, organizations can create a more appealing workplace that aligns with Gen-Z’s work-life balance preferences.

Leveraging Technology and Gamification

Dr. Bahal highlights the importance of technology in engaging Gen-Z employees, who have grown up in a digital landscape. Organizations are encouraged to utilize social media platforms and digital tools to foster connectivity among employees, regardless of physical locations. Additionally, implementing gamification in learning and development programs resonates well with this generation. Gamification involves incorporating game-like elements in non-game contexts to enhance motivation and engagement in learning. By using these innovative approaches, companies can significantly improve their ability to train and retain Gen-Z talent.

Cultivating a Sense of Purpose

Another vital insight from Dr. Bahal’s talk is that Gen-Z employees seek meaningful work that aligns with their values. Organizations are encouraged to establish clear mission and vision statements that resonate with social causes or philanthropic efforts. Engaging Gen-Z employees in decision-making processes and fostering a sense of purpose in their roles can lead to higher levels of commitment and loyalty. This generation is more likely to thrive in environments where they feel they are making a difference and contributing to something larger than themselves.

In conclusion, organizations must adapt to the unique needs and preferences of Gen-Z employees to succeed in the modern workforce. Emphasizing flexibility, leveraging technology for engagement, and cultivating a purposeful work environment can significantly enhance employee satisfaction and retention. As businesses evolve, embracing these strategies will not only attract Gen-Z talent but also secure their ongoing commitment to the organization.

Encouraging companies to innovate in these areas will foster a new generation of employees who are motivated, engaged, and ready to contribute to a dynamic workplace.

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Like and comment on this post with your remark and inputs. Share it with your Friends and Family and follow me @Vipul M. Mali for #jobsearch, #careerguidance and #talentacquisition related content.
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The post Creating a Workplace Environment for Gen-Z Employees: Insights from Dr. Rini Bahal appeared first on POST A RESUME HR Consultancy.

HR’s role in building the future skills needed for tomorrow’s workforce

Vipul Mali — Fri, 19 Feb 2021 10:46:12 +0000

Much has been written about the gaping holes in the skill sets of workforces as we prepare for the future of work. The good news is that experts believe it’s not as bad as we might think.

Common across most of the research around the future of work, and the skills required to carry out that work, is a lack of confidence that employees will be able to acquire those skills easily and quickly.

Therefore, the problem of a skills gap, as we are launched by the pandemic into the ‘future of work’ sooner than we anticipated, is a real one, says Aaron McEwan FAHRI, Gartner’s VP of research and advisory. However, he is quick to point out that the problem is often overstated.

“I would look at the general response employees had to the shift to remote working during the pandemic as a pretty good indicator that we’ve probably misjudged our employees,” says McEwan.
“They have proven to be highly capable of upgrading their skills in response to a massive and urgent need for them to do so.”

The majority of organisations, says McEwan, are at least part way into a process of digital transformation. One concern businesses have is that employees won’t have the digital dexterity to keep up with such a transformation. Once again, this concern is justified but probably not as desperate as many might think.

“Digital dexterity is the ability to use and manipulate emerging and existing technology to drive business impact,” he says. “Here again, I think we do our employees a disservice.

One of the reasons employees aren’t keeping pace with the technological requirements of the organisation is that most organisations are still investing in unintuitive technology.
“If you look at the average person in Australia – a nation famously populated by early adopters of emerging consumer technology – in their private lives most individuals are using cutting-edge technology. But when we come to work, we’re faced with unintuitive, clunky systems. Then, organisations wonder why employees struggle to adapt to it,” says McEwan.
KPMG’s 2020 HR New Reality Pulse Survey backed up the argument that digital dexterity is a big-ticket item in terms of future workforce skills. After interviewing 1,300 HR executives, it found more than three in ten employees will need to be reskilled to fulfil growing demand for digital capabilities.

Outside of technology, what are the skills experts believe will fuel success in the future of work? Interestingly, many future skills requirements will be far more human, they say.

From head to heart

Dr Jim Stanford, economist and director of the Centre for Future Work at The Australia Institute says, it’s important to recognise that despite all of the hype around robots and artificial intelligence (AI), our jobs haven’t actually changed much since such technology was first introduced.
“In fact, if anything, our jobs have probably become a little bit grittier and harder to perform,” says Stanford.

“Of course, we’ve all learned how to do Zoom calls and some of the other mechanics of working from home. But even then, it hasn’t fundamentally changed the nature of work. The people who can work from home are people who were already doing most of their work on computers,” he says.
In his organisation’s research, it has been revealed that employers aren’t necessarily interested in particular skills as much as they are looking for the capacities of their workers as human beings.

A large number of employers, says Stanford, are more interested in skills such as leadership, communication, teamwork and collaboration.

Of course, HR professionals know these skills can’t just be taught, but must also be enabled by the culture of the organisation. Hence, of vital importance to the organisation is HR’s guiding hand in shaping that culture.

“HR is the steward of that culture, helping facilitate its development. HR must work alongside senior leadership to put into practice initiatives that help drive the way of working that the organisation wants,” says Susie Quirk, head of HR advisory at KPMG.

Even when discussing human traits and organisational culture, the influence of technology is never far away.

Pip Dexter, national lead partner for Human Capital at Deloitte, says technology allows us to play to our strength as humans.

“We’ve seen, particularly in this global pandemic, that you need skills around empathy and problem-solving,” says Dexter. “When you think about the complexity of the world, we’re never going to be short of problems, so there’s always going to be demand for those human skills.”
A 2019 Deloitte report describes a shift in future skills from head to heart. In other words, rather than the cognitive skills of the head, or the manual skills of the hands – both of which are increasingly easy to automate – the jobs that use our hearts will be in greatest demand. These skills include creativity, customer service, care for others and collaboration. The COVID-19 pandemic has only further propelled the importance of cultivating these ‘heart skills’.

“I would look at the general response employees had to the shift to remote working during the pandemic as a pretty good indicator that we’ve probably misjudged our employees,” Aaron McEwan FAHRI, VP of research and advisory, Gartner.

Prepare for the future

The problem with attempting to predict the necessary future skills, says Stanford, is that you are doomed to fail.
“We can’t know the exact mix of attributes employers are going to look for [in the future]. Some of the knee-jerk advice that students have been given, like focusing on STEM, hard tech skills and computer programming, hasn’t necessarily resulted in better employment opportunities.”
What does this mean for HR professionals looking to help create the workforce of the future? It means they need the ability to see, in real time, exactly what’s going on within and around the organisation and its market, in terms of talent.

A research paper from Gartner describes a dynamic skills approach.
“Picture a hockey rink,” the report reads. “HR thinks it needs to skate ahead of the hockey puck to where the puck will be. But it does not actually know where the hockey puck will go. HR could end up at the other end of the rink before it realises it’s nowhere near the puck. Instead, HR should skate with the puck, sensitive and aware of its movement, ready to respond to changes and course-correct when it starts to get away.”

This approach works because it allows HR practitioners to sense shifting skills in real time, meaning they can develop workforce skills at the time of need. It also helps employees to identify their own upskilling opportunities for the good of the organisation as they recognise a real and relevant need.

Quirk says it can be difficult for HR professionals to achieve real-time insight because some have skills gaps themselves.

Before becoming dynamic decision-makers and insight providers for their organisations, they themselves must reskill.

“HR professionals have been skilled in certain competencies and capabilities to deliver on a particular type of operating model, which is HR as a business partner. But that model is changing with more digital automation,” she says. “HR must adapt its operating model to put digital capability at its core.”

For HR to deliver its primary value to the business, it must be able to offer insight into what’s happening in the workforce in real time.

One of the key skill requirements we’ll see in the HR function, says Quirk, is a deep understanding of data and analytics. For some HR professionals, this is an entirely new skill set and one that needs to be quickly mastered as the people department develops more influence than ever before.

Learning on the job

We’re moving beyond IQ and EQ (emotional intelligence), says Dexter, today, the focus is on ‘AQ’ – a person’s adaptability.

“Personal adaptability is going to be one of the critical strengths we will look for in workforces,” says Dexter. “To build such traits, one of the critical things we have to do is make people feel safe to learn.

“This might begin with leaders sharing their own vulnerabilities or sharing stories of times when they didn’t know how to do something, then learned how to do it.

“It also means rewarding the right behaviour. It’s important for businesses to recognise when people are trying to learn new things and reward that effort, rather than criticising if they don’t perform.”

With new technologies, Dexter recommends rather than sending people to training sessions, wait until the technology is absolutely relevant to their job. This creates an immediate reason for them to use the technology. After all, that’s how people learned how to use Microsoft Teams and Zoom when we first had to work from home.

“At a recent virtual off-site, the only way to participate was to use a particular digital whiteboarding tool,” she says. “We spent the first few minutes learning how to use it – one of our people simply gave a quick tutorial, then we used it all day long. That was a very successful way of building learning into the flow of work.”

HR needs to closely manage learning in the flow of work, rather than sending people to training courses en masse, where they often lack a deep motivation to learn. We also need to give knowledge workers the time and space to be human, to allow the creative process the room it requires. And this must all be done in real time, without trying to look too far into the future or the past. Much of this will be aided by technology.

“The fundamental value that technology adds is to be able to centrally manage role-based positions,” says Quirk. “That is critical to managing your workforce in real time.

“As long as you have the integrity of data, HR will have meaningful, competent, real-time and insightful conversations with their clients and business partners. Most importantly, there will be a level of confidence and boldness about strategic workforce planning. That boldness will be the differentiator between those who succeed and those who do not.”

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learning and development Archives | POST A RESUME HR Consultancy

Happy 3rd Work Anniversary, Sangeeta Verma! Cheers to your amazing milestone!

Happy 3rd Work Anniversary, Sangeeta Verma!

Congratulations on completing three successful years at Post A Resume!Your dedication, perseverance, and contributions have been truly inspiring.

Wishing you many more years of success, growth, and accomplishments ahead.Here’s to continuing the journey with the same passion and excellence!

Cheers to your amazing milestone!

Check out and drop your wishes in the comments below:

Read More Update…

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Expert Talk Ep. 140 with Bhautik Kumar on Culture: A Catalyst to Company Growth

#VipulTheWonderful #ExpertTalks #CompanyCulture #CommunicationSkills #GrowthHacks #LeadershipDevelopment

Read More Update…

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Creating a Workplace Environment for Gen-Z Employees: Insights from Dr. Rini Bahal

Flexibility and Task Orientation

Leveraging Technology and Gamification

Cultivating a Sense of Purpose

Read More Update…

HR’s role in building the future skills needed for tomorrow’s workforce

Much has been written about the gaping holes in the skill sets of workforces as we prepare for the future of work. The good news is that experts believe it’s not as bad as we might think.

From head to heart

Prepare for the future

Learning on the job

Congratulations on completing three successful years at Post A Resume!
Your dedication, perseverance, and contributions have been truly inspiring.

Wishing you many more years of success, growth, and accomplishments ahead.
Here’s to continuing the journey with the same passion and excellence!