1) Beyond the Grid: Sterlite Electric’s high-voltage talent strategy
The world of work is changing faster than ever – and so is the role of HR. What was once viewed as a transactional “personnel” function has now become a strategic driver of business outcomes.
That is the shift I’ve witnessed. The true strength of HR today lies in connecting human capital with the balance sheet – building capability, culture, and resilience that directly shape business success. When people see their work as part of something larger than themselves, cultures become stronger, teams grow more resilient, and businesses move from surviving to leading.
In my recent conversation with People Matters, I shared my reflections on the evolving role of the CHRO in the power sector, the talent challenges we face, and how hiring for skills, building diversity, and creating psychologically safe environments are helping us shape a workforce ready for the future. Ultimately, this is about purpose – empowering humanity with clean energy, and helping every individual see their role in a much larger mission.
You can read the full feature here.
2) The currency of the future: Trust-driven work culture in the age of AI
I’ve always seen trust as the force that grounds an organisation and shapes its culture, guiding how teams work together, make decisions, and navigate change.
AI is reshaping the world of work around us. But I believe its true potential is realised only when trust leads the way; helping us make better decisions and open new possibilities. Without it, we risk weakening the very culture we’ve worked hard to build.
In my recent conversation with ET HRWorld, I shared my thoughts on how leaders can strengthen trust in the age of AI – by putting people first, leading with clarity, and ensuring technology works for people, not the other way around.
Read the full feature here!
3) Recruitment & Onboarding: Building Tomorrow’s Workforce Today
Amid rapid digital transformation and an aging talent pool, the energy sector faces a critical skills gap—particularly in digital, automation and leadership roles. At Sterlite, we’ve built a pull‑based learning ecosystem that empowers every employee to own their development and adapt to emerging technologies. Harnessing data‑driven insights is now central to our future‑ready workforce strategy.
Here’s my full conversation on Recruitment & Onboarding with SightsIn Plus.
4) Green collar dreams: Skilling up for a sustainable tomorrow
Green-collar dreams are no longer a future vision, they’re the workforce reality we need to build today. We often speak of infrastructure, innovation, and investment. But the foundation of any sustainable future is people who equipped with the right skills to lead and deliver change at scale.
In my latest article, I reflect on the urgent need to build a future-ready workforce, one that can power, protect, and progress the green economy. From smart grid capabilities to sustainable engineering, green skills are now essential to resilience, inclusion, and long-term competitivenes.
At Sterlite Electric, Resonia, and Serentica, we’re committed to investing in the people behind the power – across functions and locations who are shaping a resilient, inclusive energy landscape.
To know more, read the full article here!
EnergyTransition #FutureOfWork #CleanEnergy
5) With machines fast learning, India Inc goes all in on training
One of the most important things we can do as leaders today is help our people make sense of change and grow with it.
At Sterlite, Resonia, and Serentica, we’re committed to bringing AI into the everyday work of our teams – not just limiting it to the tech side. Whether it’s helping with predictive maintenance or smarter trading decisions, we want our people to have practical skills that add value to their roles.
It’s great to see this journey featured in The Economic Times alongside some incredible work being done across industries. It all comes down to one thing: helping people grow with the change, not get left behind by it.
Read the complete article here!
#AIUpskilling #FutureOfWork
6) Meaningful support is not just ticking the compliance box
Every working mother has, at some point, wondered if she can really do it all. I know I have seen this question weigh heavily, silently, on too many shoulders.
Had a heartfelt conversation with People Matters on a topic that isn’t just a workplace issue, but deeply personal too as a woman: Caregiving. Especially the kind that goes unpaid, unrecognised, and overwhelmingly falls on women.
When over 38% of working mothers are thinking about leaving their jobs due to caregiving demands, it’s clear this is a business issue we can’t afford to overlook.
At Sterlite , Resonia and Serentica we’re working to shift the narrative, not just through policies, but through how we show up as leaders. That means building workplaces where flexibility is foundational, where caregiving is seen, and where inclusion is measured by culture.
Read the full feature here!
7) Women Centric Marketing in Today’s World
Women oversee $31.8 trillion in global spending, and in five years, they’ll control 75% of discretionary spending. Yet, marketing strategies still rely on outdated stereotypes. It’s time for a shift.
Brands that truly listen, represent, and act on inclusivity will be the ones that thrive. I explore this in my latest piece for Campaign India. Read it here!
#DiversityInMarketing #EmpathyDrivesBusiness #Marketing #RepresentationMatters
8) Pleasanteeism As The New Workplace Toxicity
Workplace positivity is meant to be uplifting, but when it comes at the cost of real conversations, it can turn into Pleasanteeism. It’s a silent force pushing employees to mask stress, burnout, and dissatisfaction under a forced smile. How do we break free from surface-level positivity and inspire psychological safety at work? Leaders need to move beyond performative well-being efforts and create spaces where authenticity thrives, concerns are acknowledged, and employees feel truly heard.In my latest piece for WION, I explore how this culture of relentless optimism can become a form of professional gaslighting that discourages employees from voicing real concerns.
Read the full article here
9) Women Leading the charge in a transforming world
The business landscape is evolving, and women are at the forefront of this transformation. They are constantly challenging norms, reshaping industries, and driving meaningful change across various sectors. Yet, while progress is evident, there’s still work to be done in creating truly inclusive workplaces where every individual can thrive. In my latest feature with ET Edge Insights, I share my thoughts on the role of women in shaping the future of work, the actions businesses must take to accelerate gender equity, and why collective accountability is key.
Read the full article here: Accelerating action: Women leading the charge in a transforming world
10) Talking about Diversity Boxes at the Workplace
Inclusion isn’t a one-time initiative, it’s a commitment an organization makes every day. And it starts at the top. I’ve seen how authenticity and transparency shape workplace culture. When leaders lead with openness, they create an environment where people feel safe to share ideas, challenge the status quo, and bring their whole selves to work. That’s where real innovation happens.
But inclusion isn’t just about hiring more diverse teams; it’s about making sure every voice is heard, every perspective is valued, and every person feels like they truly belong. Small actions, like being intentional about listening, questioning our own biases, and encouraging psychological safety, can make a world of difference.
In my recent conversation with APAC News Network, I discussed how leaders can make inclusion a part of their leadership approach.
Click here to read the article.
11) Insights From PeopleMatters TechHR Pulse Mumbai 2025
Talent isn’t just an HR agenda; it’s a business priority. As we step into 2025, the role of CHROs in shaping workforce strategies that fuel long-term growth has never been more crucial. Should talent be a CEO’s top priority? Absolutely. But it’s up to HR leaders to make the case, drive the conversation, and deliver impact. I was glad to join industry leaders in discussing how we can position talent at the core of organizational success at TechHR Pulse Mumbai 2025!
Read our insights from the panel discussion here!
12) Talent & Tax: Union Budget 2025
With the new tax regime in place, organizations will need to rethink compensation structures, hiring policies, and employee benefits. What do these changes mean for workforce planning and culture? In my latest article for CXO Today, I break down the key shifts and how businesses can adapt. Read more here.
13) The Rise Of Skill-Centric Hiring In The Age Of AI
The hiring landscape is evolving, and skill-centric recruitment is leading the way. Organizations are now moving beyond degrees to focus on candidates’ ability to upskill, reskill, and align with business needs. This shift not only enhances workforce agility but also empowers professionals to be valued for their true capabilities. Are we ready to embrace a skills-first future? I shared my thoughts in a recent conversation with SightsIn Plus magazine.
Click here to read.
14) India Inc to match personnel needs with personal plans
Sterlite Power and Serentica Renewables are set to drive significant growth as Indian industries adopt a flexible working model that prioritizes employee development and engagement.
In 2025, both companies will implement bold initiatives to ensure employees experience substantial personal and professional growth. These initiatives will include job rotations, advanced engagement practices, tailored growth plans, and upskilling opportunities. Read the full article here.
15) What are the biggest red flags in a job candidate?
A candidate’s demeanor often reveals their true character. Major red flags include selective respect, lack of preparation, and insincerity. Small details—like clear communication, maintaining professional boundaries, and showing genuine enthusiasm—can make all the difference. As HR professionals, we must pay attention to even the smallest cues to ensure a candidate is a true fit for our organization—beyond just their resume. In my interaction ET HRWorld, I dive into the traits that serve as inexcusable red flags during hiring.
16) Addressing The Skills Gap In India’s Renewable Energy Sector
India’s renewable energy sector is on a growth trajectory, but a significant talent shortage threatens its progress. In a recent interaction with The Economic Times, I spoke about the strategies that can effectively solve the current challenges. With a significant talent gap, Sterlite Power and Serentica Renewables are making strides to emphasize the crucial role of human capital in meeting our sustainable growth goals and driving India’s renewable energy revolution. Read the complete article here.
17) Ruhie Pande For People Matters Unplugged
An HR leader’s role goes far beyond administration—they bridge the gap between management and employees, drive engagement, and enhance well-being. In a recent conversation with Marta Martinez on People Matters Unplugged, I highlighted how crucial it is for HR to understand the business. By aligning strategies with business goals and staying ahead of organizational trends, HR leaders play a key role in acquiring the right talent and driving growth. Listen to the complete episode here.
18) Despite Progress, Women Are Still Under-represented in Leadership Roles
Women’s representation in leadership is still one of the pressing challenges corporates face. From lack of opportunities to unconscious biases to the invisible ‘glass ceiling’, several factors affect women’s growth in a workplace. While certain industries have seen some progress, a lot of ground is still left to be covered. In a recent conversation with the Business Manager, I shared my thoughts on how industries can bridge this gap and some solutions implemented at Sterlite Power to empower our women workforce. Click here to read more.
19) Generative AI triggers rise of Gen Z, millennial mentors in India Inc
With the integration of generative AI and social media in business strategies, along with the entry of millennials and Gen Z in the workforce, organizations are compelled to rethink the traditional workspace learning paradigm. India Inc is starting to embrace the value and scope of reverse mentoring for organizations. At Sterlite Power, we endorse this by offering a dedicated mentorship program for campus hires to guide their career development. Our senior executives and mentors also benefit from fresh perspectives from this dynamic mentorship program, keeping them up-to-date on the changing digital and talent landscape. In a conversation with Business Standard, I shared my views on the growing significance of reverse mentoring in India and its potential advantages for organizations in a new era of learning and development. Read the story here.
20) Addressing Talent Gaps in the Energy Sector: Hiring Strategies For Sustainable Growth
India’s energy sector has been experiencing a defining shift as companies compete for talent with specialized skills. With a shortage of talent possessing these skills, the need for a solid hiring strategy is more evident than ever. At Sterlite Power, our focus has been to not only hire top talent but also nurture internal talent to stay ahead of the curve. In a recent conversation with Employee Hub, I underscore the role of inclusive hiring and how Sterlite Power is refining its recruiting strategies to bridge the talent gap in the sector. Read the article here.
21) Influx of investments and employment opportunities in the energy sector
The much anticipated Union Budget 2024 is here, and new shifts are on the horizon. With renewed focus on India’s developmental plan, several sectors are expected to witness an uptick in investments and employment opportunities for women. In a recent conversation with Hindustan Times, I shared my thoughts on the budget and how it is poised to impact the energy sector in the coming years. Click here to read the full article.
22) How leaders can plan the right employee experience practices
In the last few years, employee experience has skyrocketed to the top of the priorities list for organizations. The focus has now shifted from questioning its importance to understanding how to create positive experiences throughout the employee lifecycle. In my recent interview with ET Prime, I delve into key strategies and measures that leaders can employ to enhance employee experience and shape a more engaging workplace. Read the conversation here.
23) Beyond rainbow logos: Navigating Pride month in the age of FOMO
Every June, social media becomes home to brands partaking in Pride Month celebrations. From an uptick in rainbow-splased merchandising to campaigns displaying support for allyship, brands join the celebrations in multiple ways throughout the month. While it’s heartening to witness brands announce their solidarity to the cause, it’s also essential to differentiate genuine support from momentary interventions crafted only to grab more eyeballs. In a recent article by Campaign India, I share my thought on this dual nature of corporate involvement, underscoring the impact and consequences involved in jumping the bandwagon in fear of missing out. Read the full article here.
24) Unlocking The Power Of Agility Through Talent Acquisition & Development
Agility has become a cornerstone for sustained success in every industry. As leaders and organizations navigate the ever-evolving landscapes of business, technology, and talent, it is crucial to embrace agility in all aspects. In my recent article for PeopleFirst HR magazine, I explore the critical role of agility in talent acquisition and development, offering insights on how to adopt this approach effectively. Read the full article here.
25) Hiring Surge Within The Renewable Energy Sector & Sterlite Power’s Talent Strategy
We are witnessing a growing demand for talent in the energy sector, particularly in the manufacturing, transmission, and renewable energy verticals. However, there is a significant shortage of individuals with the specialized skills needed to embrace these evolving roles and harness the full potential of innovation in this field. Highlighting the need to address the skills gap and invest in training and development, I share some insights into Sterlite Power’s talent acquisition and development strategies. Click here to read.
26) Training & Development In The Renewable Energy Sector
With the landscape continuously evolving in the renewable energy sector, the need for skilled and future-fit workforce is more evident than ever. Today, employee retention goes beyond an induction program; it also includes a comprehensive training and development plan spanning the entire employee lifecycle. How can companies in the renewable sector build a solid talent pipeline? How can they ensure holistic employee growth through different phases of their careers? I answered these questions in my recent conversation with BW People. Read here.
27) What’s in Sterlite’s three-pronged approach to appraisals?
What encompasses a solid appraisal strategy? Traditionally, performance reviews have been the only deciding factor of an individual’s progression within an organization. At Sterlite Power, appraisals go beyond these traditional practices. In my recent interaction with HR Katha, I underscore the sector’s need for breaking the mold to attract today’s top talent, and how Sterlite’s three-pronged approach is making strides in that direction. Read my views here.
28) Sustainable solutions in power transmission: A deep dive into impactful strategies
India’s energy sector is undergoing a remarkable transformation. As we move forward to achieving the nation’s net-zero carbon emission goals, the next few years are going to be pivotal. From a skilled workforce to infrastructural and technological advancement, several factors will influence the future of energy. I spotlight some key solutions and strategies that can unlock new opportunities in power transmission, in a recent article published by ET Edge Insights. Learn all about it here.
29) Inside Sterlite Power’s Proactive Talent Approach
I recently engaged in an enlightening conversation with HRKatha, shedding light on Sterlite Power’s proactive talent development approach. From foreseeing evolving skill demands to fostering growth opportunities, I elaborated on how this forward-thinking stance nurtures a culture of continuous learning, ensuring growth and enhanced retention. I’m delighted to share that this conversation has been featured in the March edition of HRKatha’s monthly magazine.
For a deeper insight into Sterlite’s strategy for cultivating an environment of learning, innovation, and continuous growth, read the article here.
30) In Conversation With Saumya Dubey: We Talk Talent, ETHR World
For the latest episode of ETHRWorld’s We Talk Talent series, I joined Saumya Dubey for an insightful conversation on everything from talent evolution and leadership to diversity and employer branding. With the evolving nature of business and the changing talent landscape, it is now more important than ever to continuously enhance the way we work. In our discussion, I share some insights into how I implement the learnings from my experiences and highlight the importance of embracing diversity as a key driver of organizational success.
Watch the interview here.
29) Feature Interview: PeopleFirst HR Magazine, Femme Forte
Thrilled to share that I’ve been featured in PeopleFirst HR Magazine’s March edition “Femme Forte,” where I had the privilege to discuss my leadership philosophy and the importance of diversity in corporate leadership. Delving into my journey and experiences, I underscore the valuable contributions women make to organizational success and share actionable insights on empowering women in the workforce.
Read the full interview here.
30) ‘Most Influential Women in HR’ List 2024
I am truly honored and humbled by this recognition. Thank you BW People. Congratulations to all the awardees. Being recognized as one of the most influential women in HR is a testament to not only mine, but every woman’s journey in the industry, who champions her voice to make a difference. Together, we can break down barriers, challenge the norms and pave the path for an inclusive future. Read more.
30) Navigating Tomorrow: Unveiling The Transformative HR Landscape of 2024
Every new year brings several trends into the HR realm. While some are extensions of conversations from the previous year, some new trends emerge that industries intently look forward to. From the role of predictive AI in hiring and skill building to building agile and inclusive workforces, multiple elements are anticipated to shape the HR landscape in 2024. What are those? And how can you leverage them to maximize outcomes? I had the opportunity to answer these questions in HR Asia’s latest issue.
30) Is it high time the POSH Act should address men’s concerns too?
A fair and equitable workplace is built by pairing equal opportunities with redressal of concerns. As organizations strive to become more inclusive in their practices, handling incidents of workplace harassment is an area where the scales need to be balanced. Is it time that the POSH Act gets a gender-neutral recalibration? I shared my views on this topic, in a recent article published by ETHR World.
30) A skills-first approach critical for 2024
Building future-ready agile organizations capable of navigating complex business landscapes necessitates a people-focused, skills-first strategy. In my recent discussion with People Matters, I underscored the significance of prioritizing skill development to unlock your team’s full potential and drive success in 2024, especially in light of the newfound capabilities of data-driven decision-making.
Check out our conversation to gain insights into how you can stay ahead of the curve by investing in skill building.
31) Sterlite Power’s Proactive Approach to Talent Management
To truly excel as an organization, attracting top talent isn’t enough; it’s equally vital to retain them and foster their ongoing development. The key to this is taking a proactive approach to talent development by anticipating evolving skill requirements and providing ample opportunities for growth. In a recent conversation with HRKatha, I delved into how we prioritize our people and their continuous advancement at Sterlite Power, shedding light on our strategies for fostering a culture of learning and development.
Check out the full discussion here.
32) Making your employer branding game strong for hiring success in 2024
When it comes to building a strong employer brand, it’s all about laying a solid groundwork. From building a gender diverse workforce to fostering a healthy culture, a lot goes into finding the right balance between individual and organizational needs. As the world of talent acquisition continues to evolve, what can organizations do to attract top talent in 2024? I shared my views on this, in a recent interview with People Matters.
Read here.
33) A synergy of talent, new skills and tech in 2024.
How can HR strike a balance between internal and external talent while keeping its workplace flexibility in mind? I had the opportunity to share my thoughts on this subject, in HRKatha’s HRForecast 2024. Thank you for opening a discussion on this ever-existing yet crucial topic.
Download the full magazine here.
34) Contribute Strategically to Business Success
Trends, projections and circumstances change throughout the year, but somehow the first week of the New Year always remains the best time to reflect and plan for the future. At a time when corporate dynamics and cultural sensibilities feel almost impossible to keep up with, it’s even more critical to introspect on how we in the HR fraternity can remain ahead for our organization and our people. It was a pleasure to speak to Business Manager Magazine about how HR can go above and beyond as a strategic business pillar and remain future-ready through it all.
Check out the entire article by clicking here.
35) “Breaking Barriers and Thriving: Women in Finance Rewrite the Rules”
Women are reshaping the finance landscape, dismantling age-old gender biases, and challenging stereotypes that have long hindered their progress. Despite facing systemic hurdles, such as gender bias and a cutthroat corporate culture, they’re forging ahead. This article shares invaluable advice for aspiring women in finance: build a strong network, stay curious, embrace technology, take calculated risks, define success on your terms, maintain work-life balance, and leverage your unique perspective for innovation.
You can read the article here.
36) Championing Equity: Supporting Women’s Advancement in the Workplace
According to the World Economic Forum’s gender gap report, the world will take another 132 years to bridge the gender gap. This is a stark reminder of how much work still needs to be done to achieve equity. Despite the challenges, the persistence and resolve of numerous women who have made headway in dismantling barriers and proving their competence in the workplace provide a hopeful indication that we are maybe making strides in the right direction. In this article I wrote for ET Edge, I share some of the ways in which organizations can support women in advancing at the workplace.
You can read the article here.
37) Overcoming Challenges For Women Returning To Work
While major strides have been made towards achieving gender parity, it is imperative that we acknowledge the challenges women still continually encounter when reentering the workforce post-sabbatical. Bearing in mind the societal biases and gender stereotypes that still prevail, the path to a balanced and inclusive future involves cultivating a workplace environment that empowers them to excel, while equitably valuing the contributions and talents of all, irrespective of gender. I recently spoke with BW People about the crucial role organizations can play in supporting women in their workforce and the actionable measures they can take to do so effectively.
38) Supporting the Sandwich Generation
Gen S or the Sandwich Generation, a middle aged group in the workforce balances life’s responsibilities while caring for both their aging parents and their young children simultaneously. With changing times, major organizations are now cognizant of their unique needs and have set out to proactively support them with personalized policies and benefits. At Godrej Capital, we continually prioritize our employees’ diverse needs, and refine our work models to provide them with the best experience.
You can read all about our company’s initiatives and commitment to supporting Gen S here.
39) HR For Happiness
I had the opportunity to share my thoughts on a very unique topic – HR for Happiness at an event curated by the Della Leaders Club.
Click on this link to listen to the talk.
40) TOI Pride Fest – Sustaining support for the LGBTQIA+ community beyond Pride
The Pride Movement is symbolic of more than just an event in the month of June. To truly support the LGBTQIA+ community, today’s corporations must take the initiative to integrate acceptance and empathy in the very fabric of their organizational cultures throughout the year.
In a recent conversation with Economic Times, I’ve talked about Godrej Capital’s commitment to inclusivity, as well as the initiatives that have been created to support all communities without bias and discrimination.
41) Talent, Technology & Transformation in BFSI
With the rise in talent demand, HFCs are experiencing a surge in opportunities. Today, attracting the best talent means adopting a fresh approach to hiring and retention. At Godrej Capital, we prioritize inclusivity and growth to foster a culture that empowers our workforce in every aspect. In a conversation with All Things Talent, I recently delved into the changing scenario of the rising talent demand in the BFSI sector, specifically the HFCs, the significance of reevaluating current hiring practices and Godrej Capital’s strategies for the same.
42) Godrej Capital x TOI Pride Fest 2023
Creating a fair and inclusive workplace for all requires intentional action. It entails implementing the right policies that provide equal opportunities and benefits to support the specific needs of LGBTQIA+ employees. Recently, as a part of the Times Pride Fest 2023, I had the chance to talk about the major role corporations play in tipping the scales towards equality in professional spaces and how we at Godrej Capital endeavor to do the same.
43) In a highly competitive and diverse business landscape, non-tech sectors must provide curated employee experiences that blend meaningful work with the freedom to explore. In conversation with the team at The Ken, I spoke about the intricacies of hiring tech talent from our company’s perspective.
Tune into the episode ‘The new ‘hot’ sectors for tech talent’ to gain further insights, click here.
44) Amid India’s thriving business landscape, the BFSI sector is witnessing a rising demand for skilled professionals. This surge in white-collar jobs is also fueling housing demand and financing opportunities. In a recent interview with All Things Talent, I explored these transformative shifts, discussing our strategic talent acquisition approach, the integration of AI in HR, and the importance of inclusivity.
45) People from the LGBTQIA+ community often feel the need to conceal their true identities, largely due to societal norms and a fear of discrimination at work, which can deeply impact their emotional well-being. To foster a sense of self-belonging and show support, HR professionals must prioritize the sensitization of people managers and teams to create safe spaces where every employee feels valued, heard and respected.
You can read more about it here.
46) The fight against ageism is essential for promoting fairness and equal opportunities in the professional sphere. At Godrej Capital, we place a strong emphasis on inclusive leadership to challenge false assumptions that impede career advancement. In a recent interview with ET HRWorld, I discussed the significance of cultivating a diverse and age-inclusive workforce to stimulate innovation and cultivate a flourishing organizational culture.
47) As the CHRO of Godrej Capital, I recognize the paramount importance of prioritizing employee well-being in the dynamic and digitalized work landscape. As our evolving responsibilities shape the organizational ecosystem, fostering a culture of growth and success, the HR sector must proactively adapt to drive progress and enhance productivity.
Gain valuable insights into the HR perspective on business and explore my personal journey through an enlightening conversation with Women Entrepreneur.
48) The appraisal season is critical for an organization as it directly impacts its employees. With competition growing fierce, attracting talent is naturally a top priority for the ever-evolving tech sector. To keep up with the changing times, tech companies are going beyond the ordinary and offering appealing incentives to boost offer acceptances, leading to positive effects in the market.
Read all about my insights on this topic here.
49) At Godrej Capital, we prioritize diversity and equity and believe in providing equal opportunities to all, including the LGBTQIA+ community. To support this belief, we have created home loan options specifically designed for same-sex couples. In my latest blog post, I delve deeper into this subject and share insights on the challenges faced by same-sex couples in their pursuit of homeownership.
50) At Godrej Capital, we prioritize the next generation of talent and believe in meaningful work that aligns with our values. We take pride in our organizational strategy, which is centered around transparency, equity, authenticity, and sustainability. Our leaders are trained to connect effectively with each generation in our workforce and manage them with purpose. In a recent conversation with ETHRWorld, I talked about this at length.
51) At Godrej Capital, we are firm believers in providing equal opportunities for the growth and development of our employees. Two years into our journey as a fledgling company, we have already implemented innovative strategies to level the playing field for everyone’s growth and development. In a recent conversation with HRKatha, I talk at length about how we are paving the way for a brighter, more inclusive future.
52) Want to attract and retain top talent? Consider adopting a culture of transparency by publishing data on gender pay parity and being open about salaries. But it doesn’t end with good intentions – sustaining pay transparency requires a long-term commitment to aligning your compensation practices with your core values and goals. In a recent conversation with People Matters, I talked about this at length and shared my insights.
53) DEI – A collaborative approach
Establishing a culture of trust, equity, and inclusivity is essential for every organization, and prioritizing Diversity, Equity, and Inclusion (DEI) plays a significant role in achieving this objective. As we now have three generations working together, it’s crucial to comprehend the psychology behind DEI and integrate it into the company’s core values. In a recent discussion with People Matters, I shared my views on this critical aspect.
54) Future of Work – Learning about GenZ at the Workplace
Are you ready for Generation Z in the workforce? With distinct priorities and a dynamic nature, understanding their motivations is essential to attracting and retaining top talent. As an HR leader, I wrote a blog post on this topic detailing how we can equip ourselves to effectively integrate the Generation Z workforce into our organizations. You can now find it published on ETEdge Insights.
55) In today’s competitive work environment, motivating employees is essential to boost productivity and keep them engaged. India’s multi-generational workforce poses a unique challenge for organizations, making it crucial to adopt new design principles to effectively reward and retain talent. I recently spoke with Business Manager, sharing insights on these critical strategies and highlighting the need to adapt to the evolving performance and rewards frameworks.
Read the article here
56) Overcoming gender disparities and biases in the workplace is critical to empowering women and unleashing their full potential. In my recent interview with BW People, I shared insights on how we can break free from stereotypes and biases and look beyond the resume to identify talent based on skills, experiences, and potential.
Click here to check out the video!
57) In the post-pandemic world, there has been a massive surge in technology adoption across sectors. Smart AI tools are paving the way for a future where busy work is delegated to automation and customized experiences take center stage. During a conversation with ETHRWorld, I shared my thoughts on how HR technology tools can help streamline processes and enhance engagement to a great degree.
58) The job-shopping phenomenon is not something new and organizations need to look at the larger picture to retain employees and create a solid work culture. In a recent conversation with ETHRWorld, I shared my thoughts on how to best navigate this tricky situation by focusing on setting up robust people processes that favor capability building and succession planning, among other key aspects.
59) As an organization, Godrej Capital passionately believes in breaking barriers and bridging gaps. Our latest efforts resulted in the birth of SheRises, an ERG initiative that aims to help women explore their potential, accelerate their growth and thrive in a truly equitable workplace. In a conversation with ETHRWorld, I shared my thoughts on the vision we had for this initiative.
60) With remote and hybrid work here to stay, businesses need to adopt digitalisation and focus on implementing the use of technology to address the needs of both the organization and its employees. In a recent interview with People Matters, I shared my thoughts on how we can navigate some inevitable challenges.
61) Hiring the right talent in an environment that is in a state of constant flux is a real challenge and organizations need to be able to readily adapt and find innovative solutions. In a recent conversation with PeopleMattersxMerittrac, I shared my views on how to best navigate the changing Talent Acquisition landscape in the BFSI sector.
Click here to check it out!
62) Embracing diversity, equity and inclusion (DEI) in the workplace is about more than just recruiting people to meet certain expectations. In a recent interview with Outlook, I had the chance to share my thoughts on how an inclusive workplace should go beyond surface-level integrations.
Click here to check it out!
63) In an era of accelerated technological progress, it is becoming paramount to adopt a digital-first attitude in the workplace. As HR Leaders, we have the power to drive change in this regard and help employees prepare for a digital future. I talk about this at length in an article I wrote for ETHRWorld.
Click here to check it out.
64) When we talk about inclusive workplace culture, we sometimes forget a very important part of that is making each individual feel welcomed. We tend to form our own private circles and exclude people during our daily interactions at work. I recently had the opportunity to share my thoughts on this while speaking with ETHRWorld.
Click here to read the piece.
65) “New-age Performance Management processes have institutionalized ‘insta’ or continuous feedback for a generation that seeks instant validation. They also put the ‘individual’ at the centre where PM is much more than just a rating. The process is not to see ‘what went wrong’ but to enable ‘what can we do better.’ Providing real-time, predictive performance data goes in the right direction when it comes to creating an empowering, employee-centric workplace.”
Read on below to know more
66) As women, the question ‘Can I have it all?’ is one of the fundamental challenges that we constantly grapple with, especially when trying to balance a home and work life. The biggest lesson that I have learned over the years is the need to prioritise and build a circle of trust and support to ensure we can set ourselves up for success!
I had a recent conversation with Rakhee Sharma from People Matters and shared my thoughts on the top challenges in the coming decade for female leaders, the most important traits we need in a leader today, and how I aim to #BreakTheBias!
Click here to read the piece
67) Clubbed with high volatility there was the rapid movement of talent between the highest bidding organisation and 2021 was the year where we witnessed, what is termed as the Great Resignation!
The war on talent is here. We need to stay prepared.
Here are my views on the most impactful strategies for efficient hiring.
68) Over the last 2 weeks India & places around the world have witnessed a significant spike in number of COVID cases. What emerges as priority for us is to continue prioritizing health and safety at Godrej Housing Finance!
We have in the last week, announced WFH for all teams where their roles can operate remotely. For our frontline teams as well, we have identified role cohorts where they can move into 100% WFH immediately. For other teams which absolutely require presence in office, we are offering the option of coming in to work but divided between our offices so that there is as less exposure to each other as possible. All meetings have been moved to virtual over our chosen TeleCommunications mediums.
Do read this piece in Business Standard on how organizations like ours and others are keeping our people safe in this challenging period.
69) The landscape of Human Resources has changed vastly over the last decade. From digitalizing mundane tasks to incorporating tech into our daily operations such as recruitment and hiring, the advent of technology has resulted in faster, smoother and more efficient management of systems. But does this mean that the ‘human’ has been taken out of Human Resources?
I pen down my thoughts for the cover feature of the Business Manager HR Magazine, sharing insights on humanizing technology and modernizing the HR space!
Click the image to read the article.
70)
The biggest disruption that I have observed over the last few years is the debate about how digital has impacted businesses. And within the domain of HR, the discussion about whether HR is a science or an art continues in many circles!
I recently spoke with Saumya Duber from ETHRWorld for season two of “We Talk Talent” to share my insights on redefining one’s employer brand narrative in order to become a destination employer:
Click on the video to watch the episode:
70) “India has a very large workforce working across time zones in multiple industries and sectors with their regional and global counterparts. Taking such a step might be restrictive and may limit employees from establishing their respective working patterns.”
I recently shared my thoughts with Ethrworld about whether India needs a similar contact restricting law in the near future.
Click here to read the entire published article.
71) As an organizational psychologist myself and from my own experience, I believe that leaders and HR teams need to find out what really drives their teams and what makes them happy!
It was a pleasure interacting with Prajjal Saha – Founder & Editor of HRKatha for an interesting episode of the Happiness@Work series powered by @happyness.me. You can now watch the conversation here.
When you believe that the work you do is meaningful, look forward to each new day, and enjoy your work culture, the end product is HAPPINESS!
72) The important thing about developing a great hybrid model is to have a balance between the letter and the spirit. I recently had the opportunity to have an insightful conversation on “Building an ‘efficient anywhere’ model that works for everyone during a Fireside Chat organized by @ETHRWorld’s Phoenix CXO Summit on Human Capital.
Curious to find out more? Click here to watch: https://www.youtube.com/watch?v=5ymoT7EsEtY
73) Some people are of the opinion that pay transparency motivates their employees and improves their performance, while others say it may sow seeds of distrust due to differences in pay. Whether you’ve only recently heard of the term ‘pay transparency’ or have been toying with the concept for a while, it’s definitely an interesting point of discussion among leaders and HR professionals.
I enjoyed sharing my thoughts on the pay transparency debate in an article by The New Indian Express.
Read more – https://www.newindianexpress.com/business/2021/oct/17/pay-transparency-a-far-cry-in-india-2372304.html
74) As Godrej Housing Finance’s very first employee, I worked closely with the Founder team to entrench diversity in our hiring strategy by carrying out targeted hiring for business, technology and leadership to give bright talent the chance to get into leadership roles earlier in their career.
In a piece published by All Things Talent titled ‘The Entrepreneurial Mindset: Hiring for Potential over Experience’ I talked about the challenges of identifying and hiring ‘cultural fit’ candidates, the importance of investing in employee potential, and how hiring has changed during the pandemic.
Read the entire article below:
75) We all know that the pandemic brought with it a fresh set of challenges including the lines often blurring between one’s work and personal life. At Godrej Housing Finance, we make every effort to put our people first. In addition to strengthening our existing well-being program, we often organized a ‘Switch Off Day’ in order to normalize taking breaks and time off. Here’s a snippet of my thoughts on balancing work and life!
76) It takes a lot of courage for people to say ‘I’m not okay!’
While it’s never easy to come out and accept that you might need support, a key element of our HR policies & practices at Godrej Housing Finance is to revisit our strategies from time to time to build a nurturing, healthy & happy place environment, where people feel comfortable bringing their whole selves to work. Take a look at this piece by ETHRWorld where I shed light on workplace well-being.
77) I had an opportunity to share my perspective with People Matters on the occasion of #WorldMentalHealth2021 about how I cope with stress and take care of my own well-being! It’s no secret that the stress caused by the pandemic has been a significant challenge for professionals in India. And as a leader, keeping the lines of communication open while also ensuring the health and safety of our people, is and will always be a necessity.
Pursuing my hobbies, volunteering with animals, reading, writing, and ensuring that I take time out to invest in myself are all essential components of my self-care strategy!
How do you prioritize your mental health?
Read more here: https://www.peoplematters.in/article/leadership/stress-management-is-a-team-sport-leaders-take-on-mental-health-31221
78) I firmly believe that when corporate start-ups operate with agility and leverage key resources from their parent brand, the opportunities are endless. Adopting a cross-functional way of working, using smart tech, and building engaging programs that promote shared value is the future of work!
Click here to read my thoughts on taking a cue from start-ups in this cover story featured in Human Capital Magazine
79) Catch Ruhie Pande live on The Shape of Work podcast where she talks about ‘Building a team during a pandemic and building up younger People Managers’ in Episode #20.
80) Ruhie Pande weighed in on the diversity, inclusion, and belonging conversation to share her thought-provoking perceptions on ‘Taking a global approach to Diversity, Inclusion, and Belonging’ in an article for People Matters. In her very own words she says – “As a young organization, we have the responsibility of defining and building a culture where we move towards an era where diversity and inclusion becomes a part of our very fabric and becomes a way of life.”
Read on to know more.
81) The HRBP team at GHF ensures that they always have a finger on the pulse of their employees’ wellbeing! Friday 3rd Sept, 2021 was declared a ‘Switch-Off’ day to encourage employees to pursue their hobbies and spend quality time bonding with their family members.
Read on to learn more about how GHF aims to create a culture where taking breaks is normal.
ETHR WORLD ARTICLES
Creating work environments that support Gender Equality
The 2021 Global Gender Gap Report revealed that due to the pandemic, gender parity will now take 135 years to be achieved. In my view organizations can do a lot to achieve social change and leading the way in Gender Equality is just one step in the right direction. While Diversity and Inclusion is definitely gaining momentum, ‘Gender Equality’ somehow is not seen as a priority. Workplaces should begin with appreciating the potential one brings with them and the diversity of thoughts, ideas, and perspectives that can make the organization’s growth meaningful. To curb the unconscious and conscious biases in workplaces for effectively sustaining gender parity, I recently shared my views in an article for ETHR World on achieving a gender-equal environment.
You can read the article here – https://hr.economictimes.indiatimes.com/news/workplace-4-0/diversity-and-inclusion/creating-work-environments-that-support-gender-equality/89170372
Breaking the Glass Ceiling: What Women Can Do
Women in India have made it to the workforce in decent numbers, but most continue to remain at entry-level positions. What are the obstacles women face when it comes to growing professionally, and what can be done to overcome these problems? The glass ceiling refers to invisible social and workplace barriers which prevent women or other groups from growing to senior levels, such as unfair attitudes, culture, policies, and practices at work.
I shared my thoughts on “Breaking the Glass-Ceiling: What Women Can Do’ with ETHR World in an effort to share the learnings I’ve had from my personal experiences over the years.
Read more here: https://hr.economictimes.indiatimes.com/news/workplace-4-0/diversity-and-inclusion/breaking-the-glass-ceiling-what-women-can-do/87447423
Digital Transformation in HR: What does the future look like?
Is HR an art or a science? From my own experience, the last few years have shown how HR professionals can focus on the art of HR while also being equipped with the science of systems. Be it through our Performance Management process, frequent feedback cycles or Rewards and Recognition programs at Godrej Housing Finance, using digital tools to ensure that we keep the employee experience front and center tops the list.
But it is equally important to note that no amount of automation, AI, or digitalization can take away the ‘art’ of HR which encompasses their role as a counsellor, coach, strategic business partner, and agent of change.
Here’s an article I penned down for ETHRWorld about balancing the science and art of HR in order to create equal workplaces of the future.
Rewards & Recognition in the new normal
If you ask the HR head of any organisation who they would bend backwards for to keep so that business can carry on as usual even during a crisis, the likely answer would be the frontline employee! In this publication, I specifically focus on how Rewards and Recognition has undergone a tectonic shift in 2020.
Why? Because in my opinion, the roles with the longest hours and toughest conditions don’t get enough recognition are also ones that have kept our life running, protected our property, and kept us safe. As you read this article, I invite you to push yourself and make sense of how Maslow’s model can still be relevant in decoding employee motivation in the post-Covid world. So how can organisations truly reflect the values they so profoundly espouse in their R&R philosophy in order to shape a more socialist welfare state model in a capitalist world?
Read more here: https://hr.economictimes.indiatimes.com/news/workplace-4-0/total-rewards/rewards-recognition-in-the-new-normal/84396763
Digitalization Driving the L&D Functions
I had the privilege of being a part of a closed-door roundtable discussion with the top leaders from the BFSI industry as organised by @ethrworld . We spoke about how organizations can create a customer experience revolution through tech-led skilling. I was part of the group which talked about ‘Re-skilling at scale: Digitalisation in L&D.’
The salient points of our discussion have been captured as an article by ETHRWorld and you can find it hyperlinked on my blog under the title – ETHR World Articles. Do have a read and share this article with someone you think would benefit from reading it.
Aligning Talent and Business: HR’s point of view
Fleshing out the difference between talent acquisition and talent management, in this piece I discuss the importance of building a high performing, future-ready workforce in line with the organization’s goals and objectives. Focusing on roles, capabilities, talent diversity, and leadership, the article brings together the secret to creating a lasting legacy through your business and talent. Citing GHF’s structure, I explain the need to create lean teams with leadership responsibilities at all levels, to ensure skill-development that is needed to move up the corporate ladder.
Read more here: https://hr.economictimes.indiatimes.com/news/workplace-4-0/talent-management/aligning-talent-and-business-hrs-point-of-view/83362048
Godrej Housing Finance onboarded 2/3rd of its current workforce during lockdown
In this publication, I share GHF’s journey from a new venture to an office of 180+ people, of whom 63% were recruited and onboarded virtually during the pandemic. The article highlights the importance of professional networking by line managers, which was one of the most crucial ways of getting the word out and giving candidates a first-hand review of Godrej Housing Finance. This also helped create curiosity and interest amongst prospective employees, which was key to a successful virtual hiring process.
Ruhie Pande 