HRNV-Apr-2022

HR NEWS & VIEWS
APR | 2022

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TRUE LEADERS

are not POWER HUNGRY ...

People very often, misunderstand the
meaning of a Leader. The first and

foremost thing that comes to mind when
we think about a Leader is "POWER".

Unfortunately a TRUE LEADER never
believes in holding on to the Power,
instead create a platform to make others
powerful in leading to the larger vision.

What defines Leader...

A visionary individual who inspires not
influence
An individual who can imbibe collective
energy in a group of people
An individual who can embrace difficult
challenges with highest order of ease
An individual who truly believes in
holistic growth and development of it's
people
Someone who identifies and nurtures
the strengths instead focusing on the
team's weakness

Leadership Myth's...

Servant Leadership...

This is the new evolving concept imbibing great
and true leaders. They do not believe and focus in
getting serviced, instead feel that they are
responsible to serve others.

"I" is immaterial for such leader's as they
demonstrate a high level of selflessness.

Impact on Corporate...

Creates a strong vision for corporate goals
Exercise highest level of empowerment
leading to highly successful teams
Are not concentrated on skills and
education, instead focus revolves around
inspired deliverables
Believes in teams wisdom and open to
generate ideas from teams and respects
them
Collectively achieves much beyond
expected
Provides an environment of creating an
overall wellbeing

True Leaders...

are willing to loose power
- companies choose
professional CEO's and plan
self retirement

are not worried about
individual
benefits - grow themselves
beyond what they earn
individually, willing to sacrifice
for larger goals

take risk's with
accountability - are open to
explore new shores and take
accountability for failures

invest in people - are true
well wisher of their people
and put them before
themselves

People who believe in holding to
information / data / secrets, believing they

make them powerful, are the most
vulnerable and insecure people on earth.

a TRUE LEADER
defies this very principal of management.

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HR

Paul Strange INTERNATIONAL
HR Consultant
EUROPE HR
UKRAINE
I read somewhere recently that the company were suddenly asking for
number of wars throughout the world time off to go back to their country –
is declining. States rarely go to war to get relatives; to join the army. It
with each other, and internal wars was an emergency, but in Krakow.
were less intense. So the war in There are a million Ukrainian citizens
Ukraine has come as a shock to working and resident in Poland.
Europe. The proximity to European Elsewhere, non-Ukrainian citizens are
Union countries has had a strong leaving their jobs to travel and
impact as refugees flood across volunteer to join the army or the
borders. I first thought of the impacts refugee programmes. Car maker
on HR when involved in a business Tesla will give Ukrainian employees
meeting with client colleagues in that are asked to defend their
Poland. The HR representative was country, at least, three months of
not able to attend ‘due to the Russian pay, and other employers may follow
situation’. Why I asked? Because this example. It is hard for employers
Ukrainian employees of this Polish to resist requests for time off from
Ukrainian nationals or those with
relatives in the country.

They can choose to continue to pay them and/or keep their job open. There is no
employer playbook for how to respond to a war outside your country. Though they
may return, they may be traumatised or have other family responsibilities that
were not there before they left.
Ukrainian refugees are dispersing to all European countries, including Russia.
Employers in the UK have been willing to offer employment, and governments
have relaxed rules that usually prevent migrants taking work. Ukrainian citizens
can enter European Union countries without a visa but may need further
documentation to take employment.

There is still a possibility that this conflict will be short, and Ukrainians can soon
return to their homes in whichever country they are.
Slovakia. British car maker Jaguar has a plant in Slovakia. Around 650 employees
have Ukrainian family members. The company is working with Slovakian
authorities to offer help such as employment, childcare, psychological support and
financial donations.
Latvia. Riga Forests is a forestry authority in the capital. They are offering jobs to
Ukrainian refugees. Elsewhere is Latvia, the government is coordinating 4000 jobs
to be available to Ukrainian refugees.

FERRY COMPANY SACKS 800 – UK OUTCRY

An extraordinary story in the UK where a ferry company with popular routes to
mainland Europe suddenly fired 800 workers after changing their operating model
to save money. P&O Ferries claimed that the old shift model – agreed with worker
unions in the UK – required more workers. The new model will be more effective
with less workers. The outcry came because the change was made without union
consultations – a requirement in the UK. All of the people sacked were British
workers. British PM, Boris Johnson, immediately stated that the company would
be prosecuted until it was found that the workers were registered in another
country and not subject to most UK employment laws. The 800 workers were
replaced by cheaper foreign workers in all retained roles.

The company’s CEO faced some tough questions. He claimed the company was in
financial difficulties and that this was a lifesaving decision. Consulting the unions
would have taken many months. They have risked the reputation of P&O in the
UK, but the operational change would produce immediate savings and they could
do this with only some regulations broken.

The UK Government are still threatening sanctions and fines which could hurt the
company, but it may be that P&O have got away with an employment ‘crime’.
They can do so only because employment for shipping crews is not easy to
interpret. Shipping companies can register workers in countries convenient to
them. In this case, the nationality and residential location of the workers does not
provide them with employment protection in the UK. It is an interesting footnote
that French and Dutch workers were excluded from this plan. Different laws in
their countries would have protected them.

CAREER GUIDANCE IN FRANCE: GO FIND ANOTHER JOB

I liked the story from France where it is not easy to cut staffing levels due to
strong employment protection regulations. Car maker Stellantis has tried a novel
way to give career guidance. It sends workers emails with tips on how to get
exciting new jobs -- elsewhere. Employees are routinely sent alerts on career fairs
and services that help write winning CVs and start a job hunt.
The company – a merger of Fiat Chrysler and Peugeot – is trying to make synergy
cost savings of around 5 billion Euros. "This is not a good way to motivate people
to work hard for the company," say union representatives. "We have asked them
to stop."

Spain has not embraced a working from home culture until this year. It is still
famous for allowing its workers a long lunch period to rest or socialise. The
working day often ends late for this reason.

Germany, Greece and Ireland are also planning to introduce fresh homeworking
regulations.

Official figures now show that just one in four Spanish workers have returned to
work from furlough leave.

SKONUMMERUTLYSNING

I liked the story from Sweden this month. ‘Skonummerutlysning’ is a word to
describe a job ad which includes highly specific requirements. Like someone's
shoe size, they have no bearing on the ability of applicants to do the job. The
word is literally translated as – shoe size advertisement. Only people with this
particular quality can apply – such as ‘must have’ experience of something that
only the advertising employer can provide. It is used by unscrupulous employers
who are complying with rules requiring them to advertise positions publicly, but
already have someone in mind for the role and so write the ad targeted towards
their chosen person.
The external advertisement is worded to disadvantage any external applicant that
applies. It is a work around for the employer to get them off the hook.
, fireside chats with experts and group binge-watching.

That is all for now.

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UPDATES

BharatPe appoints Smriti Handa as CHRO
Fintech company BharatPe on Tuesday announced the appointment of Smriti
Handa as Chief Human Resources Officer. In her new role, Handa will be working
with the senior leadership team at Bharat Pe and will focus on strengthening the
organisational culture and HR practices in the company to build BharatPe as an
employer of choice, according to a statement . Source : ET HR World
ICCS to hire over 1,000 in the next one year

ICCS, the Indian BPO service provider, is gearing up to hire 1,000 employees in
the next 12 months. The firm has an overall employee strength of 6,000, and is
set to expand over the next one year, in the Indian market.
The Company is looking for talent across categories such as customer service,
business acquisition, customer satisfaction surveys, and customer-engagement
procedures. ICCS leverages the power of artificial intelligence (AI) in business
analytics and also to improve services such as speech-to-text analytics. Recently,
the Company forayed into the RPA domain and is hopeful that this move will help
streamline the workflow and the overall operations. Source : HR Katha

Google names SAP’s Shraddhanjali Rao as HR Head – India
Senior talent professional Shraddhanjali Rao has joined Google as its head of HR
for India market. In a LinkedIn post, Rao, who joined the search-engine behemoth
from SAP India where she was vice president – HR, said she was “inspired by the
opportunity to touch a billion lives and ultimately make the world a better place
through data and tech”. Rao is an HR leader with extensive experience in
developing and executing HR strategy for building high-performance
organisations across geographies. Her areas of interest and expertise include

strategic HR business partnering, executive coaching, change management,
succession management, and corporate governance. She joined SAP as associate
manager, HR, in 2007 and steadily rose to lead its HR function for India in 2017,
a role she held for 5 years. Rao joined Tata Consultancy Services, India’s largest
software services exporter, in 2004 after completing her MBA in HR & Marketing
from T.A. Pai Management Institute, Manipal. Source : Peoplematters

CleverTap appoints ex-Freshworks’ Anand Venkataraman as Chief Operating
Officer
Cloud retention platform CleverTap has announced the appointment of Anand
Venkatraman as the Chief Operating Officer of the company. As per his new
role, he would be responsible to scale the business globally in the post-pandemic
market. Sidharth Malik, CEO CleverTap said that he warmly welcomes Anand to
CleverTap where his appointment would underline their ambitious growth plans
to be the game changer for user retention.
“He has a successful track record in taking businesses global, building highly
engaged teams, and establishing creative approaches for customer success.
Anand will strengthen the CleverTap management team to help scale the
company to the next level by bringing in excellence in execution,” he added.
Anand has over twenty years of experience in building and scaling global teams
and P&Ls across various sales motions.
Prior to CleverTap, Anand led Freshwork’s Asia Pacific, Middle East and Africa
business. He also played a key role in driving global partnerships to
independently grow the business across 40+ countries. He has also held
leadership positions at Akamai and Microsoft in APJ and India.
“I am excited to join CleverTap as they emerge as the retention category market
leader, in not just India and South-East Asia but also in markets like North
America, Latin America, Middle East, Turkey, Africa and Europe. I am looking
forward to being a part of CleverTap’s journey in taking the Indian SaaS story to
the world,” said Anand Venkatraman, COO, CleverTap. Source : Peoplematters
Adani Wilmar Limited appoints Kaushal Parikh as Head- L&D and Employee
Engagement

P&G India names LV Vaidyanathan as its new CEO

Procter & Gamble today announced that LV Vaidyanathan will take over as the
chief executive officer (CEO) for its operations in India from July 1, 2022.
Vaidyanathan is an alumnus of IIM Ahmedabad who started his journey with
P&G in 1995 as an intern and joined the India Sales team straight from campus
in 1996. He has more than 26 years of experience across diverse geographies
and cultures like India and ASEAN countries including Singapore, Philippines,
Thailand and Vietnam. Source : Peoplematters

Toshiba Water appoints Hiroaki Kobayashi as chairperson & MD

India-headquartered Toshiba Water Solutions has appointed Hiroaki Kobayashi
as its chairperson and managing director. Kobayashi will lead Toshiba Water to
the path of next level of growth across company's water and wastewater
businesses in India and overseas. Source : Peoplematters

Air India appoints Suresh Tripathi as CHRO

N Chandrasekaran, Chairman of Air India, made a restructuring in top
management on Friday, naming Nipun Aggarwal as Chief Commercial Officer
and Suresh Dutt Tripathi as Chief Human Resources Officer. Aggarwal, who is
also a Senior Vice President at Tata Sons, takes the position of Air India veteran
Meenakshi Malik, while Tripathi, who was Vice President of Human Resources at
Tata Steel from 2012 to 2021, takes the place of AI's Amrita Sharan. Source :
Peoplematters

Cairn Oil & Gas appoints new Deputy CHRO

Cairn today announced the appointment of Neha Saxena Shenoy as the new
Deputy CHRO. With over 18 years of experience, she will work closely with SBUs
to drive enhanced business performance and attract best talent, announced the
company in a LinkedIn post. Prior to this, Neha worked with Honeywell as
Human Resources Director for close to two years. Source : Peoplematters

Disclaimer

Readers are advised, that while “HR News and Views” has used
due diligence in gathering, compiling and reproducing all
information and has exercised reasonable care to ensure

correctness, it assume no legal responsibility for the accuracy of
the data and information herein, or possible consequence of the

use thereof.

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