Tuesday, 30 June 2020

Difference between being Successful and being Happy by Shaivali Tripathi MBA Manager HR AirCrews Aviation Pvt Ltd

What is the Difference between being Successful and being Happy?
What is Success?
Is it wealth? Is it happiness? Is it fame?
Success simply means attempting to move forward.
If you believe you can, you will succeed. Self-belief doesn’t come naturally to everyone, so if you’re able to tell yourself that you can achieve the goals in your plans, you’re doing great.
Success can be achieved when you try your best in all aspects of everything you do, even if that doesn’t lead to big results. If you’ve done your best, you should feel proud of your efforts.

What is Happiness?
Many people believe that happiness is having fun at a party, the excitement of new experiences,or the delights of a fine meal. These are all wonderful experiences to be cherished and cultivated but they are not happiness.
These experiences are the definition of pleasure. 
if happiness is not the same thing as pleasure, then what is happiness?
happiness comes when you feel satisfied and fulfilled. Happiness is a feeling of contentment, that life is just as it should be. Perfect happiness, enlightenment, comes when you have all of your needs satisfied.
Now the question arises are the successful person always happy?
Success and happiness are two entirely different concepts so doesn’t necessarily mean that a successful person will always be happy or vice versa.
For me real success is doing whatever you want, whenever you want but for happiness you need company to share your happiness with, you need people that really care for you, feel for you.  A successful person will have something else to achieve, if he is not satisfied with his success he won’t be happy. As the life goes our desire to stay happy never ends . You will have lot of obstacles coming through your way.
Our achievements have their own set point. When we achieve them, we feel happy but this happiness doesn’t often last. Once the condition is met, we start looking for that next goal to pursue.
To understand this concept more we should know the difference among these two :
Happiness is a goal that many people aspire to. Most people also have a strong desire to be successful in life and they tend to believe that through this success they will automatically become happier.
While we may never know with 100% certainty which one is more important, we do know that success and happiness are inextricably linked.
- Success means living a life with plans. Happiness is living a life with passion.
- Success is working for your own betterment. Happiness is working for others.
- Success means striving for more. Happiness is being contented with whatever you have.
- Success is having enough wealth. Happiness is in having healthy relationships.
- Success goal is Winning at any cost 
Happiness is doing things the “right way” and having a clear conscience
- Success focus on obsessed with material possessions
Happiness focus on keeping good karma front and center

Which One is More Important?
When it comes right down to it, success and monetary wealth don’t necessarily equate to happiness and security.
It doesn’t do you much good in terms of your level of happiness if you are successful monetarily, but miserable in your personal life.
On the other hand, you may be incredibly happy with your personal life or other relationships, but still struggling with success or struggling financially.
Both of these indicators are interconnected in a sense. Happiness affects your level of success and your level of success affects your happiness.
Success is not the key to happiness. Happiness is the key to success. If you love what you are doing, you will be successful.
Success is getting what you want; happiness is wanting what you get.

Shaivali Tripathi MBA
Manager HR 
AirCrews Aviation Pvt Ltd
Vcard: https://shaivalitripathi.vcardinfo.com
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The role of the HR Industry must parallel the needs of the changing organization. Successful organizations are becoming more adaptable, resilient, quick to change directions, and customer-centred. There have been major recent trends in the human resource management industry for the past few years. 
I. Employee experience: More than the engagement of employees at workplace, the focus has shifted to employee experience. More than mere engagement, concentration is now given to enhancement of company culture, and performance management. The main roles of the HR department now cover enhancing employee’s journey map and giving them greater exposure to feedback tools, employee wellness apps, productivity tools and advanced communication tools. Moreover, they are analysing the employee data to address the need of staff and enhance the productive office atmosphere. They can even use its possibilities to ease the implementation of the HR process and improve the employee’s career.

II. Advanced people analytics: Companies have moved far ahead from just back office data to utilising the best of people analytics. Reporting through dashboards has become outdated and the focus is more on predictive models. SAP Success Factors, ADP, Visier, Cornerstone and Oracle are among the most widely used HR tools to enhance the possibilities of the HR sector to improve the overall effectiveness of employees. Most of these tools come with advanced features like employee retention predictors. They can even help build strategies like making job moves to get higher performance.

III. Learning management systems: Constant learning is now a novel trend in the HR sector. Providing learning opportunities to employees is the key for any company that is eyeing for progress. An improved skill set can help employees to deliver their best at a workplace that reflects the overall productivity of the enterprise. Learning management systems are playing the crucial part in tracking the employees learning process and even help collaboration between various departments effectively.

IV. Augmented reality: One can undoubtedly say that VR and AR are the key trends in today’s HR market which offer an upper hand for learning the market and providing performance support to organizational staff. The simulation process is the highlighted feature that aids employees in preparing themselves on how to respond to real life situations. It has a huge influence on proper recruitment process as candidates are given exposure to real-life work situation.

V. Productivity of HR process: Earlier the focus was on covering the automation of areas like record keeping, performance appraisal, resume capture, interview and hiring, compensation and assessment. However, the focus has now shifted to the productivity of the overall HR process than just automating sections. So significance is now given on the techniques to enhance productivity like quality people, considering people analytics, team-centric companies, and optimal usage of hired employees as well as an agile workforce. The key role will be to sort out employee’s focus, engagement and burnouts, and build strategies accordingly.

VI. Digitized rewards and recognition: Receiving praise and recognition is the key to help employees and trigger their performance level. However, the present trend has taken this a step forward as rewards and recognition are now becoming digitised. Digital recognition is helping them excel and peer to peer recognition for their contribution through social media platforms is evidently improving their performance scale.

VII. Online skill assessments: The trend of using online skill assessments is now seen in companies as it is proving effective as an optimal talent management tool. It comes in the form of surveys, quizzes, tests, and exams that offer a platform for companies to learn about what their employees actually know and even provide a chance of self-assessment for employees.

VIII. Biometric time tracking and security: This is another recent trend in human resource management that offers a lot of room for minimizing attendance fraud risk by using biological markers to recognize employees. Companies are now using facial or iris recognition and fingerprint scanning. Minimizing time theft through these help companies to save their funds to a great extent. Employees are blocked from doing unwanted fraud actions outside the office hours as system access will be tracked. This additional layer of security also offers an advantage of tracking business property.

IX. Enhanced employee engagement: The scenario is now digitized and employees are offered lots of wellness and fitness apps. The goal is to ensure a proper work and life balance. Building a sustainable workforce by balancing professional and personal lives helps them to be more productive and the end result will be a profitable enterprise. Companies are now taking initiatives to set up seminars and sessions like yoga, dietary counselling, and counselling on improved work-life balance.

X. Transformation of leadership: The digitalised world has put forward possibilities of networked organisations than bring more success than with just delegation of authority. Individual employees are enabled to initiate leadership on their own and sometimes even without proper formal authority. The core of leadership goals has changed from simply leading people to overall coordination of the ecosystem of work.

XI. Targeted recruitment: One of the mostly discussed trends in HR sector is targeted recruitment which is processed through social media and cognitive assessment. Companies are utilizing the possibilities of cognitive technologies that come in the form of predictive algorithms, natural language processing and self-learning. At time of recruitment, they use tools that consider career experiences and skills to provide a fit score to see if the candidate matches the organizational requirements. 

XII. Wearable Tech: Work place health can be monitored more systematically through this emerging HR trend. These wearable tech possibilities can make a huge impact on employees working in high pressure situations. These devices are designed to track several features like heart rate, pupil dilation, body temperature, and similar areas. Management can analyse these points to get a deeper insight into stress and pain points of the employees. They can reframe the strategies accordingly to improve their workplace experience.

XIII. Performance management: Unlike in the past when the performance was evaluated through monthly meetings or quarterly reviews, the present trend shows the shift of focus to real time feedback. Apart from logistic benefits, this instant feedback can help managers to put up conversations about personal and professional development. The real time open-dialogue conversations help employees to benefit from constructive criticisms that give them room for improvement on the go. VR can work closely with real time feedback for effective performance management and assessments.
XIV. Changes in Talent Sourcing: The norm is shifting from full time employment trends to a blend of increasingly hiring remote workers, workers on flexible schedule, part time workers and consultants. This type of approach is changing the way HR professionals recruit candidates with technology leading the charge.

XV. Increased Migration to the Cloud: With cloud-based HRMS, payroll, and talent management services, as well as financials and other ERP solutions offerings in the cloud, the question is no longer “if” a company will move to the cloud, but rather “when” and “how.”
XVI. Rise of Intelligent Self-Service Tools: There is a fast-growing shift towards more data-driven, intelligent digital organizations and more self-sufficient/analytical employees. This is increasing the need for tools that integrate case management, document management, employee communications, and help-desk interactions. Self-service and employee experience platforms are the backbone of employee service centres and are simplifying training, expense reporting, time tracking, and almost every other HR function.

XVII. New Breed of Corporate Learning Tools: Companies are modernizing learning and development to be more democratic, self-directed and appealing to younger workers by making greater use of video and other new breed of micro-learning platforms including virtual reality, augmented reality, experience platforms, modernized learning management systems, and AI-based systems for learning and training.

XVIII. Blockchain: Also called distributed ledger technology, blockchain is basically a database that keeps an ever-growing list of records. It allows digital information to be distributed but not copied. In HR, potential uses for blockchain include digital process management, solve certification issues, increase transparency, improve overseas electronic payroll, automate routine and data-heavy processes, cybersecurity and fraud prevention.

Other common HR Trends include:
1. Globalisation and its implications, 2.Mass customisation,
3. Workforce diversity, 4.Decentralised work sites,
5. Changing skill requirements, 6.Contingent workforce,
7. Corporate downsizing, 8. Confidentiality.

Shaheela Tasneem 
Business Development Manager
AirCrews Aviation Pvt. Ltd.



The digitalization age has skillfully shifted the concentration from the employee’s engagement to the employee’s experiences at the workplace. The world leaders are shifting their emphasis on the core ecosystem and dimensions like company culture, engagement, and managing of the performance. The focus will be on the following:

Seek the employee’s journey map in order to optimize their performances.

The Company’s HR will have hands on the technological tools like employee wellness apps, pulse feedback tools, productivity tools and modern communication tools.

Apps helping in understanding and support in the development of the employee’s organizational experience.

According to Forbes, presently almost 69% of the companies are taking an active interest in their staff’s data as compared to some 10% to 15% of the organizations before. If the managers are able to analyze the company’s data carefully, then they can predict about the
Needs of the staff
Helps in improving employee’s career
Productive office atmosphere
Easy Implementation of the HR process.
The rises in the people analytics is growing as companies are moving from the back office data of the warehouses to the advanced people analytics. The organizations have also moved from the reporting through the dashboards to the predictive models. The companies are buying analytic solutions from the vendors. These solutions come in the form of
SAP Success Factors
Ultimate Software
These all have the employee retention predictors and other features that come embedded in their corresponding software.
The products from the SAP Success Factors and Oracle employ respective employees according to their activities and the role. The Workday helps in knowing about which job moves are not to be made in order to get higher performance.
The Cornerstone software forecasts about which employees will lapse in their respective training and certification program. Bersin states about three major elements involved in the People Analytics as
Embedded Analytics
Organizational Network Analysis
Likewise, Starling Trust provides a system that analyzes the pattern of communication sand e-mails in order to build the trust network. It helps in predicting the fraud and the security leak in an organization.
To find the specialized skills and people for the contractual work the HR uses varied channels to post jobs and hire the pool of talent. There are mainly two markets involved in hiring the contingent workforce:
1. Contingent Workforce Management system
2. Gig-Work Networks
The first market includes management systems from the Kronos, Fieldglass from the SAP, PeopleFluent, Beeline, Workday, etc. Few leaders in the market provide software for the vendor management. They make schedules and time tracking system.
The second market matches the workers with respective projects. They find the workforce from the platforms like Freelancer, Workpop, Upwork, Fiverr and many others. Instead of working as job platforms, these sites are now witnessed as skills-management sites and recruiters.
According to an estimate by SHRM, almost 40% of workers are working as a contingent workforce. U.S. Employee Workforce indicates that this trend is going up in the year 2018 as one can witness an enormous rise of nearly 115% since the year 2005. Taking the data of U.S.A, almost Nine million employees were remote workforce from past year and are set to rise in 2018 too. This option actually increases the employees’ job satisfaction that works as a boost for uplifting their morale.
For example, the sites like Pixelapse work as a collaborated platform for the designers. The GitHub serves as a platform for recruiting the software engineers.
According to Bersin by Deloitte founder, Josh Bersin the VR and AR are emerging as the hottest trends in the HR tech market. It supports performance and learning market for the organizational staff.
These technologies provide the simulation process to the learners and teach them on how to react in the real situations.
The giants like BlackBerry, Google Glass, Lenovo and other popular hardware manufacturers are plunging into Augmented Reality. They can now easily complement the process of manufacturing and replace kinds of training in their organizations.
The Virtual Reality helps the organization in the recruitment process as it immerses the candidate in the real-life work situation. This provides the person the virtual tour of the office and helps them to experience the organizational culture personally. This makes the recruitment easier as candidates will be able to analyze what it will be like working for a particular company.
Even the recruiters will come to know how the candidates will react to situations in real-time.
For an example, the VR technology can help the HR in the improvement of the underestimated onboard experience. AR can help to train the staff in the virtual environment that will prove cost-effective. The employees can engage themselves in various office activities and learn in a better way.

Deeksha Singh [MBA]
Business Development Manager
Aircrews Aviation Pvt Ltd

1. HR Innovation
Innovation within the Human Resources industry can be seen with HR professionals setting the pace with new performance management models, new learning methods, new ways to reduce bias, and new approaches to recruit and train people.
2. Surge of People Analytics
With its ability to produce insights into the workforce, help companies retain talents and spot employees who are likely to leave, the use of People Analytics is becoming prevalent in 2018. Data provided allows HR professionals to have a deep understanding of employee’s needs, concerns and so on.
3. Changes in Talent Sourcing
The norm is shifting from full time employment trends to a blend of increasingly hiring remote workers, workers on flexible schedule, part time workers and consultants. This type of approach is changing the way HR professionals recruit candidates with technology leading the charge.
4. Popularity of Wellness Apps
With the understanding that employees must be emotionally and physically well in order to perform at their maximum levels, HR managers are taking the steps to ensure that workers are monitored and empowered to take care of themselves. Health and wellness apps are rapidly being adopted to measure individual performance, activity and fitness levels, with great improvements in engagement, health, and mental wellbeing.
5. Increased Migration to the Cloud
With cloud-based HRMS, payroll, and talent management services, as well as financials and other ERP solutions offerings in the cloud, the question is no longer “if” a company will move to the cloud, but rather “when” and “how.”
6. Rise of Intelligent Self-Service Tools
There is a fast-growing shift towards more data-driven, intelligent digital organizations and more self-sufficient/analytical employees. This is increasing the need for tools that integrate case management, document management, employee communications, and help-desk interactions. Self-service and employee experience platforms are the backbone of employee service centers and are simplifying training, expense reporting, time tracking, and almost every other HR function.
7. New Breed of Corporate Learning Tools
Companies are modernizing learning and development to be more democratic, self-directed and appealing to younger workers by making greater use of video and other new breed of micro-learning platforms including virtual reality, augmented reality, experience platforms, modernized learning management systems, and AI-based systems for learning and training.
7. New Breed of Corporate Learning Tools
Companies are modernizing learning and development to be more democratic, self-directed and appealing to younger workers by making greater use of video and other new breed of micro-learning platforms including virtual reality, augmented reality, experience platforms, modernized learning management systems, and AI-based systems for learning and training.
9. Blockchain
Also called distributed ledger technology, blockchain is basically a database that keeps an ever-growing list of records. It allows digital information to be distributed but not copied. In HR, potential uses for blockchain include digital process management, solve certification issues, increase transparency, improve overseas electronic payroll, automate routine and data-heavy processes, cybersecurity and fraud prevention.
10. Intelligent Apps and Analytics
Machine learning HR applications is changing the nature of work and the structure of the workplace. Apps for attracting talent, worker performance analysis, applicant tracking and assessment, enterprise management, internal management, etc. are enhancing better decision making with the use of machines as a tool and collaborator.

Bhavika Mallik
Business Development Manager
Aircrews Aviation Pvt. Ltd.

Different activities conducted in b-school by Sakshi Aggarwal Aircrew Aviation PVT.LTD.

   1. Card Game - Game Theory.

There are several options for using a deck of cards in the classroom. I like the Game Theory card game in which I found here: (Link). I have large classes and I can purchase several decks of cards at the local dollar store for a fun way to learn game theory other than the prisoner dilemma option.

2. Case Study - Several Topics.

This is one of my favorite "plan B" activities in my class (when I can't find something a little more engaging). I locate a case study that is relevant to my topic and customize it to meet the needs of the class. I start by having the students individually read the case study. Then as a group, I have them answer questions related to the topic that I have prepared in advance. You can also add additional questions from the book test bank to the case study to make it more challenging. You can find case studies on any topic - my favorite topics include ethics and leadership.

3. Deal or No Deal - Prospect Theory or Risk.

Finding unique games to play in the classroom adds fun and increases engagement. For example, we play deal or no deal to demonstrate prospect theory. I invite one student up to the front of the class before I announce what we are playing. Then I tell the class that to demonstrate prospect theory, we will be playing Bonus Point Deal or No Deal. The one student that volunteered is the player and can get advice from the class. Their decision to continue or take the bankers offer is up to them. Whatever they end up with as bonus points (zero is an option) is what the ENTIRE class will receive. I came up with this idea by reading these interesting statistics on the Deal or No Deal game found here - (Link). NOTE: you will need to have access to ERIC - an online database, to read this article. I created a PowerPoint template that I use to move us through the game. After each decision the student makes during the game, I ask questions of the 'audience' - "now if prospect theory applied in all scenarios, what would the players decision be here?". I also bring in statistics from the article on women vs. men and risk taking. The students get really engaged and there tends to be a lot of 'support' from the audience as the player's decision impacts all of them. This is a great way to get students moving and cheering and also a great way to get them to work together. I have an Excel file with the 'bankers' responses and I have a PowerPoint created to lead us through the game.  They can be found on my Google Shared drive HERE.

4. Communication Pyramid - Business Communication.

This is a unique activity in which you organize your students into a pyramid which signifies a typical tall organizational structure. The students are arranged so that one student is in the front, one student sits directly behind the first and 3 - 5 students are in a line forming the back row. The front student is the CEO, the second student is the middle manager and the back row of students are the workers. This hierarchy must be followed and students are only allowed to talk through email (in which we simulate using paper - text messages can be used as well). Each student receives their individual instruction sheet. The basic objective is to solve the problem, however only the CEO knows the problem and the objective. Each student's instructions contain a set of symbols. The CEO's instructions contain all the symbols with one extra. The CEO's instructions tell them the objective of the game and the purpose to find the one symbol on their sheet that does not appear on any of the other student's instruction sheets. They have to pass paper (email) with questions through the middle manager to get the answers they need. The middle manager will retype the message (write) and send it in their own words to the "workers" behind them. In almost every instance I have used this, the CEO's fail to share the "purpose" of the activity as they assume all participants have the same information they have. This causes the 'workers' to feel left out and a little lost. The students learn that tall organizational structures take a great deal of work to ensure proper communication happens at all levels, and they learn that email is not always the best method to communicate. I will often run two or three teams at once, making it a competition to see who can figure it out first. Then we discuss how the teams differed in their communication style. I always like to pick on the CEO a little and ask the workers if they knew what the purpose of the activity was. I have not yet had a CEO that has shared the purpose. Then I have the CEO read the purpose on their instructions to the workers. We will discuss the importance of the "why" in business delegation and communication. As the middle manager, many times they are more in the dark that the workers. We talk about how this role helps in the communication process (if at all).  The handouts for each student are on my Google Shared Drive here.

5. Penny Slide - Quality Control/Control Charts.

This is an excellent activity to get students up and moving and working together as a team. In this exercise teams of students slide several pennies on a table that has been marked with tape at different distances. This simulates the manufacturing of a product. Each student on every team is asked to slide a penny 10 times, then they are to document the distance of each penny. The assumption is that because we are using the same people and the same penny 10 times it should land on the same length each time. Wrong.. we discuss common cause variations vs. special cause variations in organizational processes. I also have the teams draft a control chart of their production rates and identify if their process is "in control". You can also talk about reliability vs. stability. The student instructions with control chart and questions can be found on my Google Drive Shared folder HERE.

6. M & M's Production Activity - Quality and Inspection.

Because of the cost of this activity, I only do it with smaller groups or classes. I purchase a small bag of M & M's for every 2nd student in the class. I have them team up in pairs and hand a bag to each team. I give very detailed and specific instructions on how to open the bag, how to 'produce' each M & M, my expectations on how to move the M & M from the bag, etc. The second person in the pair is the inspector. I tell the students that I am only interested in my teams producing red M&M's. They are only to produce red ones. I have the teams 'produce' 10 red M&M's. Of course very few red ones are actually produced. I document these and give encouragement to do it again. Results are similar. Then I threaten them to do better - I tell them that they will fail this activity, and possibly the class, if they don't start producing as I expect (simulating a management style here). They start producing more M&M's, of course the results are the same. Then I show encouraging management posters in Power Point. Encourage them with words like "There is no 'I' in Team" "Quality is our Mission", etc. (we have had these posters in our office at sometime.. :)). I then ask them to produce their M&M's again, logging their outcome... of course the results are the same as the previous two activities. I use this to initiate a discussion on the value of inspection, the impact of management on the process, etc. We then talk about management theories and styles that actually do work in organizations.

7. Organizing Data Exercise - Balanced Scorecard.

In this activity I ask students to organize data into a balanced scorecard format. We select a topic we all know - for example the school they are attending. We talk about opportunities the school has to improve. I document this list on the board. We then identify four main categories of the business/school, for example - Financial, Customer, Business Process, Learning and Growth. You can adopt any category here; there are plenty of examples of Balanced Scorecards on the internet to model from. We then talk about strategy - Objectives, Measures, Targets, Initiatives. Next, the students identify 4 main 'opportunities' from the board, one for each of the categories. We use each of these to fill in the objective, measure, target, and initiatives that can be done in support of that opportunity. Finally, they will evaluate the strengths and weaknesses of the measures used. This can be done as a large class discussion/activity, or with small groups and have them compare at the end of the class the scorecards.

8. Self Assessments - Several Topics.

Self assessments are a great way to engage the student by having them evaluate their own perspectives or skills in a topic area. For example, using Fiedlers Least Preferred Coworker scale to identify what type of leader they are. Or having them answer questions related to diversity to help them assess hidden biases they may have - I found a great set of questions here for that purpose -(Link). I then read back the answers and most students are very surprised by the answer. We then compare scores with each other, discuss the results - surprises, etc.

9. Current Events - Several Topics.

I like to find current events, cases, or newspaper articles and remove the ending/outcome from the article. I break the class into teams and have them evaluate it and decide how the situation could be resolved using different leadership techniques. For example, how would a scientific manager handle this situation? Or would a telling or participative manager work best here? Another great event to review is the NASA Challenger issue and an opener to talk about Group Think. For my business law class I like finding strange law cases, remove the decisions, then have the students use their knowledge of the materials they were asked to read prior to class to identify how the cases were decided. For a great activity in business communications I will find the same news article on Fox News and on MSNBC (for example) and identify the differences. This is also a good way to demonstrate how to be critical when evaluating online information.

10. SWOT Activity - Internal and External Strategy Analysis.

One common activity related to organizational strategy is to have the students perform a SWOT analysis. I often have them perform the analysis on the school they are attending as most have several opinions and are familiar with it.

11. Videos - Several Topics.

I love watching this video of Steve Jobs (Link) and have a discussion on how Apple is organized... are they a tall or flat organization. How does that structure align with their corporate strategy? Or watching this video that someone created on the stages of team development (Link). I will then ask the students to evaluate their own team (active learning team/sports team/etc.) and identify where they are at on the list. Or bring humor into the class and have fun watching this fun video on GroupThink (Link) . There are several groupthink active learning activities out there. One I found recently was to ask 5 students to come to the front of the class and give them all unmarked containers of plain flavored yogurt with the labels removed. Prior to the start of class however, I have already talked to 4 of the 5 students that volunteered. I told the 4 students that I was going to ask them to come to the front of the class and have them taste plain yogurt. However, when I ask them what flavor the yogurt is, I want them to answer strawberry. The fifth student that comes up will not be coached and will not be aware of this. In most cases the fifth student tasting the plain yogurt will answer strawberry because the four prior to them did. Finally, another favorite video to show is David Letterman talking about his transition to GE (Link). We then discuss the differences in the corporate culture between NBC and GE. What are some of the objects signifying the different cultures?

  Trends in India’s HR Industry in 2020

India has seen some significant changes in its human resources (HR) industry over the last five years.

New priorities have included creating a diverse workforce, establishing gender parity and pay equality, providing mentorship, and assuring safety at the workplace.

Moreover, companies and start-up enterprises alike now view hiring in more holistic terms while job seekers choose their employers based on a wider criterion than salary growth, particularly in the initial stages of their career.

Also, as India enters 2020 amid an ongoing economic slowdown, HR departments across its corporate landscape will be expected to ensure the most efficient utilization of resources through increasing reliance on technology for recruitment, onboarding, and performance management.

In this article, we spotlight the five big trends expected to dominate India’s HR industry in 2020.

1. AI to become a standard tool for recruiters

The HR industry is already familiar with artificial intelligence (AI) powered solutions for talent acquisition. In the last few years, AI has reduced the time taken at the recruitment phase by removing the need for managers to manually browse hundreds of applications.

This has given hiring teams more time to perform higher value work, such as broadening engagement with candidates, recruitment marketing, organizing mentorship and training programs, among others.

In 2020, AI integration will be used across employee-facing applications and software to drive productivity and engagement within the organization.

Further, AI powered virtual assistants will start to be used more widely in the workplace. Meanwhile, the technology to automate repetitive routine tasks will continue to improve, enhancing productivity in organizations.

2. Growing usage of data analytics

It is anticipated that in 2020 HR teams will begin to use data analytics in a more focused manner – to increase productivity, innovation, and revenue at the workplace. This will facilitate the creation of employee-centric environments, in turn driving up the role and importance of data driven strategies.

HR managers can then track metrics, such as offer acceptance rate, training expenses per employee, turnover rate, human capital risk, and revenue per employee. Data from these key metrics will improve the employee experience and hiring process, reduce attrition, and make the workforce more productive.

Use of data analytics may also help HR departments identify future risks and vulnerabilities in the organization so that effective solutions may be applied right away or problematic situations may be recognized and resolved.

3. Blacklist for CV fraudsters, emphasis on background checks

According to a recent report, to counter inaccuracies in candidate CVs, the HR industry is collectively working to create a master blacklist. Expected to be completed by June 2020, this list will include major and minor discrepancies in a candidate’s resume. The collaboration is important as data show that candidates frequently misrepresent their employment related information.

4. Impetus to create a healthy work culture will add value to HR roles

Employees now look for organizations that nurture their talent, provide them with opportunities to grow, and offer a supportive and healthy work culture.

In a study conducted in India by Randstad, a human resource consulting firm, almost 46 percent of those surveyed stated their preference for work-life balance in their jobs, and 36 percent said they would leave their jobs because of a poor work-life balance. Around 43 percent stated they would leave their jobs because of limited progress in their career path.

Therefore, creating a healthy work culture in order to recruit and retain employees is of utmost importance.

Along with creating a safe and harassment free workplace for employees, HR managers will need to work harder to communicate the company’s culture and its values to the employees.

This includes creating opportunities for mentoring and leadership, closing the gender and pay gap, promoting more women to executive positions, and support for employees pursuing further education or skills development.

5. Marketing and branding will be an integral part of the HR function

The role played by HR departments will continue to evolve in 2020. Along with their traditional responsibilities, HR managers will now be expected to work more closely towards employer branding.--

Sakshi Singla MBA
Manager HR
Aircrew Aviation Pvt. Ltd.


For many of us, kicking off the New Year brings the opportunity for new beginnings and resolutions. In the world of HR, a new year presents the opportunity to review and strategize the HR trends that will shape our agendas over the coming year.

From welcoming flexible work in your organization to understanding the need for inclusive work practices, here are our top 5 HR trends to kick-start .

Flexibility has been a frequent buzzword in the workplace over the past decade.  Fast forward to 2020, flexibility is no longer desired by workers, but rather it’s demanded.  A recent study found that 62% of businesses worldwide now offer a flexible working policy, a number that is only anticipated to grow over the coming year.

Whether it is flexible work locations or hours, flexibility in the workplace has become a necessity to attract top talent, suggesting a make or break factor for many individuals seeking employment. It’s a win for employers as well, as offering flexibility in the workplace has been found to result in increased productivity, satisfaction, and retention.

The gig economy is changing today’s workforce and the way we think about work.  Gone are the days of working 20+ years with one company; instead, employees are seeking working arrangements that fit their needs and lifestyles. “Gig” work is no longer just for actors and musicians, but rather for individuals in any industry including IT, HR, Operations, and R&D that take on critical and tactical roles involved in shaping the future of an organization.

With technological influences making the shift towards “alternative workers” possible, this segment of the workforce has become mainstream.  For HR professionals and business leaders managing alternative forms of employment will present new uncertainties. Producing a positive experience throughout the alternative workers “gig” will be critical to maximize their contributions; from recruitment and onboarding, establishing company culture, to eventually off-boarding and exiting the employment.

In coming year, we will see HR teams and business leaders reimagine traditional performance management and adopt more agile approaches. Do you remember what you had for dinner last night, or what you did the past weekend? Reflecting back over a year is a long time when providing feedback to employees. What we see more often than not is that the annual review process focuses solely on recent accomplishments and current performance issues. Yet, what we know is that the modern workplace is fast-paced and collaborative; employees are communicating in real-time and they expect the same for feedback with management. People want to know if they’re progressing and moving in the right direction and they’re not willing to wait for an annual review. Regular check-ins and feedback will become the new norm and continuous coaching conversations will drive performance.

For years, diversity has become a top priority for many organizations. However, many companies still treat diversity as a matter of legal compliance and lack the initiative to foster inclusivity in the workplace. It was reported, “not enough organizations take the essential steps of creating a work environment that promotes inclusion in all its variations” – rather, they simply check off the boxes.

In the next decade, we will start to see companies embrace diversity and inclusion as part of their business models, extending far beyond recruitment strategies. Inclusion doesn’t transpire simply because you’ve hired diverse applicants. Inclusive practices need to incorporate diverse voices into policies and procedures, have a committed leadership team that walks the talk, provide continuous education and training at all organization levels, and ensure there are inclusion enabler support mechanisms in place (such as shared agreements for how to treat one another).

Exposures from the #MeToo movement and gender pay gap have highlighted that continued work needs to be done and it won’t be easy. To start, leaders need to stop talking about diversity and start listening for inclusion and belonging. Authors Liz Fosslien and Mollie West Duffy explain: “Diversity is having a seat at the table, inclusion is having a voice, and belonging is having that voice be heard.”

As we’ve seen in the above trends, the way in which organizations do work is evolving and change is happening fast. In the midst of all these changes, one thing remains constant: the importance of your people.  One of the biggest challenges identified in Deloitte’s 2019 Global Human Capital Trends Report, was the need to improve the “employee experience”, with over 80% of respondents identifying it as an urgent issue. Although we’re seeing many organizations devote efforts towards improving the “employee experience” through incentives, rewards, and work-life balance, what is often lacking are the elements that are innately human.

What we’re learning is that the goal should be to create meaning and belonging for employees, producing solutions that enable each individual to contribute in a positive, respected and personalized way. “Human experience builds upon the foundation of the employee experience, but extends beyond work processes to focus on the meaning of the work itself, thereby targeting the most personal question that can exist in the workplace: Am I making a difference?”

HR is moving to a more holistic approach.

Using advanced technologies and being human centric
Adding value to all stakeholders, not only management
Combining intuition and thorough analytics
Internal and external focus
Strategic and operational
Short-term and long-term
Action-oriented and reflective (fast and slow). 

Amisha Bohra MBA
HR Manager
Aircrews Aviation Pvt Ltd
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