Shashikanth, Coach (Ex-Indian Air Force, Ex-EPAM, Ex-Infy)

How can outplacement services help professionals pivot from specialist roles into broader generalist or business-partner positions? Outplacement coaches highlight transferable strengths, reshape resumes towards problem-solving and stakeholder impact, and target roles where broad thinking is more valued than narrow technical depth. ​ Anand Deshpande Samanta Ray #OutplacementIndia #CareerTransition #FutureOfWork #ReskillingIndia #WorkforceSolutions https://lnkd.in/gdKSVCj5

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How would you like your CHRO? Recent research identifies 5 distinct CHRO archetypes. Which one is right for your business? 1. Career CHRO – “An HR professional with experience in every HR function.” These leaders have spent years working in HR, holding various roles across all major HR functions. Best for: Organizations in heavily regulated industries or those currently building their HR structure Strength: Strong command of HR processes, excels at establishing systems and structure Development area: May have limited commercial acumen and might focus less on strategic business alignment 2. Company CHRO – “A trusted leader who knows the company’s culture by heart.” Internal talents who have grown within the organization and deeply understand its culture, structure, and leadership style. Best for: Corporations with a strong legacy and emphasis on cultural continuity Strength: Strong internal communication, continuity, and deep organizational trust Development area: Less exposure to external trends can limit innovation, openness to digitalization, or alternative management styles 3. Business CHRO – “A strategist who sees HR not as a support unit but as an engine of growth.” Often come from business units — such as sales, marketing, or operations — and later transition into HR. They understand financial dynamics, commercial goals, and growth strategies, aligning HR with broader business objectives. Best for: Fast-growing, competitive, or digitally transforming companies Strength: Effectively integrates business goals with employee experience, enhancing performance Development area: May require additional support in traditional HR areas (e.g., labor law, payroll etc) 4. Operations CHRO – “A systems-and-processes mind built to manage scale and structure." They excel in operational HR such as organizational efficiency, compliance, risk management, and cost control. Best for: Large-scale, global, and compliance-heavy organizations Strength: Brings discipline, control, and efficiency to HR operations Development area: May need improvement in softer aspects like cultural sensitivity, people-centric leadership, and organizational empathy 5. High-Resolution CHRO – “The future-ready HR leader who blends data, technology, and human insight.” These CHROs think in data, act through technology, and make decisions backed by analytical insights. They create measurable, data-driven solutions. Best for: Innovation-driven organizations that place digitalization at the core Strength: Makes decisions with data, leads transformation through HR technology Development area: Their vision may exceed the current digital or cultural readiness of the organization So, Which CHRO Does Your Company Need? 🔍 Are you focused on growth? Rebuilding your culture? Or just aiming to organize your HR fundamentals? 📈 Let’s assess together, reach us on hello@hr3consulting.com #chro #leadership

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Senior HR leaders in India cite Performance Management and Disruption as their top workplace culture risks. Nearly half of HR leaders identify these as their organisation’s greatest challenges. The best workplaces are replacing evaluation with development — and responding to disruption with resilience. See how top workplaces are adapting in Gallup’s latest report, The Culture Imperative: Insights for India’s Next Chapter. https://lnkd.in/gmYqjiN5 #WorkplaceCulture #HRInsights #PerformanceManagement #OrganisationalResilience #FutureOfWork #HRTrendsIndia #LeadershipDevelopment #EmployeeEngagement #GallupReport #IndiaWorkforce

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𝐏𝐫𝐨𝐝𝐮𝐜𝐭𝐢𝐯𝐢𝐭𝐲 𝐑𝐎𝐈: 𝐌𝐲𝐭𝐡 𝐨𝐫 𝐑𝐞𝐚𝐥𝐢𝐭𝐲? Most organizations track productivity. Very few truly understand its ROI. On 𝟐𝟖𝐭𝐡 𝐅𝐞𝐛𝐫𝐮𝐚𝐫𝐲, Mera Monitor in collaboration with HR Shapers brings together CHROs and senior HR leaders for an exclusive roundtable on: 𝐖𝐡𝐲 𝐭𝐡𝐞 𝐑𝐎𝐈 𝐨𝐟 𝐖𝐨𝐫𝐤𝐟𝐨𝐫𝐜𝐞 𝐏𝐫𝐨𝐝𝐮𝐜𝐭𝐢𝐯𝐢𝐭𝐲 𝐈𝐬 𝐎𝐟𝐭𝐞𝐧 𝐌𝐢𝐬𝐮𝐧𝐝𝐞𝐫𝐬𝐭𝐨𝐨𝐝 🎤 Keynote by Ashish Gakrey — unpacking productivity myths and how HR leaders can measure real workforce ROI. Designed for HR leaders who want clarity, not assumptions. 📍 Noida & Gurugram | 28th February 𝐑𝐞𝐠𝐢𝐬𝐭𝐞𝐫 𝐧𝐨𝐰 🔹 Noida: https://luma.com/762qpevq 🔹 Gurugram: https://luma.com/ehncangh Let’s rethink productivity — the right way. #CHRORoundtable #WorkforceProductivity #ProductivityROI #HRLeadership #FutureOfWork #HRShapers #MeraMonitor #PeopleAnalytics #HRNetworking

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HR leadership is truly tested in times of change and ambiguity. In the 4th episode of Strat Chat, Vivek Sapre, Group CHRO at Veranda Learning, shares his journey from strategy and consulting into HR, spanning fintech and education, shaped by curiosity, openness, and a deep focus on people transformation. He reflects on navigating evolving workforce expectations, especially Gen Z’s shift towards flexibility and quality of work, and the responsibility organizations carry in honoring the promises made to employees. He also reinforces a simple but critical truth: treating employees with respect and dignity is the bare minimum. And despite the noise and criticism HR often faces online, the function remains vital in balancing employee aspirations with business realities. A grounded conversation on building HR practices that create trust, relevance, and long-term impact. Please watch the full video here: 👇 https://lnkd.in/gYCFUNMj Gaurav Bakshi

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Talent Is Not a Cost Center. It’s a Growth Multiplier. As CEOs, the real question isn’t: “How do we reduce recruitment expenses?” It’s: “How do we maximize talent ROI?” Today’s talent ecosystem offers deep technical expertise, emerging leadership strength, and scalable workforce availability. Yet many organizations still make three costly mistakes: ✔ Reactive hiring ✔ Over-dependence on job portals ✔ Prioritizing speed over strategic alignment True cost optimization happens when: ✔ Hiring aligns with long-term business goals ✔ Leadership pipelines are built proactively ✔ Talent acquisition becomes a strategic boardroom discussion The companies that will dominate the next decade are not those who hire faster — but those who hire smarter. Scale is available. Strategy is the differentiator. If you're expanding, restructuring, or building leadership teams, your hiring model must evolve from transactional to transformational. For more Information visit us at www.dimensionshrd.com #CEOPerspective #StrategicHiring #TalentLeadership #BoardroomStrategy #GlobalGrowth #WorkforceTransformation #LeadershipCapital #ExecutiveHiring #FutureOfWork #BusinessScaling

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If you are a US-based founder or an HR leader and hired in the US, you already understand payroll, taxes, and benefits. India works differently, and these differences matter from Day 1. Here’s the simplest translation conceptualised by our VP of growth Suresh Kumar - India EOR Expert: PF (Provident Fund) ≈ Social Security + 401(k)-like retirement contribution (mandatory for eligible employees) ESI ≈ government-backed health insurance (eligibility-based) TDS ≈ payroll tax withholding (similar to US withholding) Payroll cycle is typically monthly (not bi-weekly) That’s why India hiring isn’t just “send an offer letter and pay salary”. It’s a statutory process. And the risk usually shows up later during audits, exits, or terminations. Husys - A People2.0 Company has been running India payroll + compliance for 23+ years, supporting 5000+ Global teams across 28 states and 6 union territories through our HR tech platform. With Ramalinga and Naresh Deevi As a founder based in the #US, what should we simplify about India next? DM us or comment below #EmployerOfRecord #USFounders #GlobalCompliance #GlobalHiring

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The role of India in global talent strategy has fundamentally changed. For GCCs and MNCs, hiring today is less about numbers and far more about capability, leadership depth, and long-term scalability. The most successful organizations are those designing talent architectures early—before scale forces reactive decisions. At Prometheus Consulting, we partner closely with leadership teams to build these foundations—especially for GCC setups and expansion phases where the first few hires define the future many. Sustainable growth is built on deliberate talent choices. #Leadership hashtag #TalentStrategy hashtag #GCC hashtag #MNC hashtag #HiringTrends2026 hashtag #ExecutiveSearch hashtag #PrometheusConsulting Richa SrivastavShaleen SinghRuchi Saluja

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#SHRMConsulting 91% 𝐨𝐟 𝐥𝐞𝐚𝐝𝐞𝐫𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐜𝐨𝐚𝐜𝐡𝐢𝐧𝐠 𝐢𝐬 𝐜𝐫𝐢𝐭𝐢𝐜𝐚𝐥. 𝐎𝐧𝐥𝐲 6% 𝐜𝐚𝐧 𝐪𝐮𝐚𝐧𝐭𝐢𝐟𝐲 𝐢𝐭𝐬 𝐑𝐎𝐈. This gap defines the current state of executive coaching in India. The latest research, “The State of Executive Coaching in India”, draws insights from HR leaders, business heads, and coaches across industries and reveals that coaching is widely practiced, strategically valued, yet inconsistently measured. Some key findings: * 6 in 10 organizations prefer external coaches. * 46% evaluate coaching through performance outcomes. * Only 8% have institutionalized transition coaching. * Leadership buy-in remains the biggest multiplier and the gap. The full report is worth a read, download it here https://lnkd.in/gEzYykGU #LeadTheNext with SHRM Consulting. SHRM India Advisory Council: Shiv, Richard Rekhy, Pavitra Singh, Pranjal Sharma, Raj Nayak SHRM India Leadership: Achal Khanna, Amogh Deshmukh, Nishith Upadhyaya, Gaurav Bansal, Shaakun Khanna, Dedeepya (Dedu), Surajit Bit, Ashissh Kaul, Sumit Bajpai, Jasdev Ahuja, Apurv Amanesh, Neeraj Deginal, Kirat Dhillon

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Numbers tell you what’s happening. Stories tell you why. Here’s how HR teams can use both qualitative & quantitative data to make smarter decisions. Read the full blog to know more. Link in the captions.

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Attrition in GCCs is a system design problem, not just an HR metric. At Capax Global, we’ve built a GCC Attrition Risk Scorecard that helps HR and Site Leaders identify structural attrition risks 6–9 months in advance—before exits start showing up in dashboards. It shifts the conversation from “why did people leave?” to “where will people leave next?” If you’re leading talent or operations in a GCC, this early-warning approach is becoming critical. Happy to connect with GCC Site Heads/ HR Leaders and discuss more on the framework. #GCC #GlobalCapabilityCenters #HRLeadership #CHRO #HRHeads #SiteHeads #TalentStrategy #PeopleAnalytics #FutureOfWork #CapaxGlobal Anantha V R Konsulteer

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Breaking Career Plateaus: How HR can be the catalyst for renewal- Rucchika Garg A plateau is not just an individual problem; it’s an organizational challenge. Employees who feel trapped may withdraw emotionally, impacting morale and team culture. On the flip side, HR’s interventions—coaching, mobility programs, upskilling—can turn these moments into launchpads. Read More: https://lnkd.in/g4q6rFYC #SightsInPlus #CareerPlateaus #CareerGrowth #CareerDevelopment #CareerConversations

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Elemetrik is Think Talent Services’ plug-and-play suite of validated assessment tools. Launch assessments, 360 feedback surveys, and personality inventories instantly, without setup or complexity. The TTPI (Think Talent Personality Inventory) is built on the Big Five and validated with Indian professionals. It provides clear, data-backed personality insights you can use for sharper hiring, focused coaching, and evidence-based learning & development. Available in 12+ Indian languages for a culturally relevant experience. Explore TTPI on Elemetrik: https://elemetrik.co/ttpi #TTPI #TalentManagement #HR #Psychometrics #Assessments #LearningAndDevelopment

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The Business Playbook for 2026: People, Frameworks & AI 🚀 In 2026, most businesses won’t fail because of strategy...they’ll stall because of execution. As teams grow, the gap between leadership intent and day-to-day execution widens. Leaders are under pressure, HR is expected to do more than compliance, and AI is moving faster than most organisations can actually apply. ⚡️ This session breaks down what’s really happening - and what works - through three critical lenses: • Leadership capability • People systems & accountability • AI as an execution lever 🎤 Featuring insights from: - Sally Murphy from Purple Playground, - Stephen Woods from Employee Wellness Australia, - Sarah Stone from ThriveABLE AI & linkABLE and hosted by Jonathan Mamaril from South Geldard Lawyers Built for business owners, executives, and leaders ready to close the execution gap and lead into the next era of work. 📅 Tuesday, 17th March ⏰ 9:00am – 12:00pm 📍 Southport Golf Club Walk away with clarity, practical insights, and a stronger playbook for 2026. 🔑📘 👉 Book your spot here: https://lnkd.in/gGj__zB4

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India 1. Summary This guide reviews the best corporate learning management systems of 2026 in , with a practical focus on enterprise requirements—governance, scalability, analytics, and execution outcomes. It is written for enterprise leaders, HR and L&D heads, compliance officers, training companies, NGOs, financial institutions, and fast-growing teams operating across ’s diverse work environments. You’ll learn […] #India #Indiancuisine #Indianculture #Indiandemographics #Indianeconomy #Indianfestivals #Indiangeography #Indiangovernment #Indianhistory #Indianlanguages #Indianpolitics #Indiansociety #Indiantourism #Indiantraditions #SouthAsia Read More: https://lnkd.in/dSfZKJxK

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🚨 Setting the Stage for the AI–EI HR Summit 2026 🌟 A Voice that has shaped the HR profession. A perspective the future of HR needs today. The AI-EI HR Summit 2026 is privileged to open the summit with a powerful Keynote Address by Krish Shankar - Independent Director, Founding Mentor at Cross Mentors, and Former National President of NHRDN. Known for his deep insights on leadership, culture, and the evolving role of HR, Krish Shankar brings decades of experience guiding organizations and leaders through transformation. 🎤 Keynote Theme: “The Future-Ready CHRO: Governing Technology with Empathy, Ethics, and Evidence.” In this keynote, he will reflect on how HR leaders must step into a defining role in the AI era by: 🔹 Building leadership capabilities for the next decade of work 🔹 Aligning AI strategy with organizational culture 🔹 Sustaining ethical, inclusive workplaces in a technology-driven world This session will set the tone for the summit’s central theme — Balancing the power of Artificial Intelligence with the wisdom of Ethical Human Intelligence. 📅 13 March 2026 ⏰ 10:20 AM – 10:40 AM 📍 Sri Sathya Sai Institute of Higher Learning, Brindavan Campus, Whitefield, Bengaluru If you have not yet registered, don’t miss the opportunity to learn from some of the most respected voices shaping the future of HR. 🔗 Register Now: https://lnkd.in/gQbe3tG2 #AIEI2026 #NHRDBangalore #FutureOfHR #EthicalAI #Leadership #HRTransformation

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