India’s new employers are apps, not companies

 Ramesh landed in Pune from Latur two years ago with ₹2,400 in his pocket and no one to call. A decade earlier, that would have meant two weeks on a labour chowk, waiting for a contractor to pick him out of a crowd. Instead, he opened an app, took his first furniture-assembly job by 10 a.m., and had ₹780 in his account before the day was out. He did not wait for work to exist. He found it the moment he looked.

Multiply Ramesh by ten million, and you get a sense of what has happened to Indian employment over the last five years, mostly without anyone in Delhi noticing. India’s platform economy grew from 7.7 million workers in FY21 to 12 million in FY25, a 55% jump built almost entirely on 800 million smartphones. NITI Aayog expects the number to reach 23.5 million by 2029-30, and the Economic Survey 2025-26 puts its GDP contribution at ₹2.35 lakh crore. Zomato and Swiggy alone now put roughly 1.5 million delivery partners to work every month, against a backdrop of 15-16% youth unemployment and a formal economy still short of the jobs young Indians need each year.

What makes this more than a story about food delivery is what the work builds along the way. Every completed order teaches punctuality, digital literacy and the ability to handle a demanding customer at 11 p.m. Swiggy delivery partners have gone on to become hub managers, and Urban Company electricians have built their own micro-enterprises through the platform. At Pronto, 15% of workers are hired into full-time roles within six months of joining. Students earn ₹15,000 to ₹18,000 a month around lecture schedules, and at platforms such as Pronto and Snabbit, women make up the majority of workers, many drawing their first independent paycheque. None of this depends on goodwill. Work here is priced by the task, not gated by a degree or a personal reference, and that alone opens the door for millions.

There is also real business opportunity in this growing market for micro-services and home-based work, and not just employment. As Snabbit’s founder has pointed out, the opportunity lies in breaking traditional household services down into narrow, on-demand tasks. Instead of booking a maid for the entire day or opting for a broad cleaning package, a busy traveller can simply book an expert for one specific job, such as unpacking a suitcase. That level of convenience and hyper-specialisation is what gives this space the potential to scale into something large, and even unicorn-sized.

The workforce India did not plan for

The deeper opportunity is what this pipeline could become. An entry-level gig teaches digital literacy and time management. A grey-collar trade such as electrical work or plumbing adds technical skill and professional standards, and from there, a worker is a short step from supervisory or coordination roles that look very like a formal, salaried career. Delivery does not have to be the ceiling. Handled well, it is the entry point.

India’s National Skill Development Corporation has ₹8,800 crore at its disposal, along with 214 trainers and 37 sector skill councils, yet remains largely disconnected from the platforms generating this demand. A 40-hour certified plumbing course built around what Urban Company or Snabbit actually need could turn a delivery worker into a tradesperson earning ₹300 an hour instead of ₹99. The infrastructure to do this already exists. It is simply pointed the wrong way.

This is also, inconveniently, a workforce under real strain, not a clean success story. Many workers still operate without contracts, social security or a predictable paycheque, conditions that persist across most of India’s unorganised workforce, where government estimates put the share without these protections above 90%. That tension is shaping the policy response, unevenly. One voice in Parliament called 10-minute delivery a form of cruelty on riders; Karnataka has since brought in the Platform Based Gig Workers Act, 2025, with Rajasthan and Bihar enacting their own laws, and Telangana and Jharkhand also moving on legislation.

In the timeless words of Ghalib: उनके देखे से जो आ जाती है मुँह पे रौनक, वो समझते हैं कि बीमार का हाल अच्छा है। (Just seeing them brings a glow to my face, and they assume that the sick person is doing well.) . It is, perhaps, an apt metaphor for a workforce that appears healthy and thriving on the surface, while quietly carrying pressures and strains beneath it.

The cracks in the ladder

The instinct behind these laws is right. The risk is that a workforce built on moving seamlessly between platforms and cities ends up boxed into a patchwork of state-level rulebooks, none of which travel with the worker. What this sector needs is social security that follows the person, ratings and work history that carry across apps, and skilling tied to real, on-ground demand.

A worker’s ratings, order history and platform tenure are, in effect, a live record of reliability and skill, often more honest than a certificate earned once and never tested again, and worth formalising rather than discarding. A handful of newer platforms are already testing this idea directly. JobsUPI and Arthum combine blue-collar employment with financial services, together reaching close to half a million workers, an early sign that pairing steady work with financial access can scale. The ₹10,000-crore MSME package announced in Budget 2026 is at least a signal that policymakers see small and platform-linked businesses as genuine engines of employment; that same seriousness now needs to extend to the people who work through them.

Building the bridge

The trajectory is not complicated, even if it is rarely stated this plainly: get people working, skill them on the job, move them into formal roles, and prepare the best of them to compete for work anywhere in the world. An Urban Company electrician today is closer to a facility-management job in Dubai than most people would guess, and a Porter-trained logistics coordinator has more of what a Singapore warehouse needs than a fresh diploma-holder with no field experience.

For India’s employers, this is not a footnote. At Taggd, we are seeing enterprise clients increasingly treat the gig and grey-collar workforce as a genuine sourcing pool for logistics, retail and field-service roles, not a stopgap for when formal hiring stalls. The companies that learn to read this workforce well, and build a real bridge from ₹99-an-hour work into formal employment, will be the ones able to hire at scale over the next decade.

By 2030, this economy could be paying 30 million Indians. Whether it does will come down to whether India builds around workers like Ramesh, or legislates around them until the ladder disappears. Today, his work pays ₹99 an hour. The idea of ₹99 becoming $99 was never a literal wage forecast; it is shorthand for what a country that built UPI and taught 600 million people to pay with a phone in under a decade can do next, turn ten million gig workers into a skilled, credentialed and genuinely global workforce. ₹99 was never the story. It was always the opening line.

(The article has been authored by 

Pankaj Bansal is the Founder of Taggd Caret Capital & PeopleStrong. Board Member – Karmayogi Bharat (PM initiative), ETS (TOEFL & GRE Owners), Masters Union & Sunstone 

&

Amit Jain is the Chief People Officer at Taggd and a Board Member at JobsUPI)

Disclaimer: The views expressed in this article are those of the author/authors and do not necessarily reflect the views of ET Edge Insights, its management, or its members.

Credit: The article is exclusively written and originally written for ETEDGE - https://etedge-insights.com/featured-insights/indias-new-employers-are-apps-not-companies/

आरना और पापा — हमारी एक कहानी

 कहते हैं, हर प्रेम कहानी की कोई शुरुआत होती है,

हमारी कहानी शायद तुम्हारे पहले मुस्कुराने से शुरू हुई थी।
तुम बहुत छोटी थीं,
और पापा को तब कहाँ पता था,
कि उनकी पूरी दुनिया तुम्हारी एक मुस्कान में बसने वाली थी।

फिर पेप्पा पिग की कहानियाँ आईं,
पावरपफ गर्ल्स का ज़माना आया,
बार्बी का घर सजाया,
और पापा की गोद ने तुम्हें अपना सबसे प्यारा ठिकाना बनाया।

नन्हे-नन्हे कदमों से स्केटिंग की शुरुआत हुई,
फिर साइकिल ने अपनी रफ़्तार पकड़ी,
पानी में तैरते-तैरते तुमने जाना,
कि हर नई ऊँचाई तुम्हारी अपनी है।

सोफ़े से चढ़ने वाली छोटी-सी आरना,
आज दीवारों पर चढ़ने का हुनर रखती है,
कल तक जिसे पापा हाथ पकड़कर चलाते थे,
आज वही पापा को अपनी दुनिया की नई राहें दिखाती है।

कुछ बातें हैं हमारी, जो सिर्फ हम दोनों समझते हैं,
कुछ हँसी, कुछ इशारे, कुछ राज़, जो मम्मी से छुपते हैं।
कभी रूठना, कभी लड़ना, फिर ऐसे ही मान जाना,
तुम्हारी चुप्पी पढ़ लेना, बिना तुम्हारे कुछ कहे समझ जाना।

तुम हर दिन बड़ी हो रही हो,
अपनी एक नई दुनिया सजा रही हो,
हर नए कदम, हर नई उड़ान से,
पापा का दिल और गर्व से भर रही हो।

तुम उड़ो अपनी ऊँची उड़ान,
छू लो अपना हर आसमान,
जहाँ भी जाओ, जैसे भी जियो,
खुशियों से भरता रहे तुम्हारा हर जहान।

और जब कभी पीछे मुड़कर देखोगी,
तो ये छोटी-छोटी यादें मुस्कुराएँगी,
पेप्पा पिग से लेकर साइकिल तक,
स्केटिंग से लेकर तैराकी तक,
हमारी हर कहानी फिर से सुनाएँगी।

क्योंकि ये सफ़र सिर्फ बड़ा होने का नहीं,
हर दिन कुछ नया पाने का है,
तुम्हारे चमकते हर कल में,
पापा के आज का प्यार छुपा है।

तुम चलती रहो, बढ़ती रहो,
हर दिन और निखरती रहो,
और हमारी इस छोटी-सी दुनिया में,
हँसी यूँ ही बिखेरती रहो। 

आरना और पापा की ये कहानी,
न कोई शुरुआत, न कोई रवानी—
बस हर दिन एक नया पल,
और हर पल में हमारी अपनी निशानी। 

Femto Cells – The Tiny Titans Transforming Telec

In the ever-evolving world of technology, staying updated is not just a passion—it’s practically a job requirement for me. One of the most exciting developments I've come across recently is Femto Cell technology. It's not just a buzzword; it’s a compact revolution that’s reshaping the telecom landscape.

So, What Exactly Is a Femto Cell?

Imagine a tiny cellular base station—about the size of your Wi-Fi modem—that sits in your home or office and solves one of your biggest complaints: poor mobile signal. That’s a Femto Cell. It connects to your mobile network via broadband (DSL, cable, or fiber) and creates a mini cell tower right where you are.

In short: it’s like hiring a personal signal butler.

Features That Pack a Punch

• Low Cost – Budget-friendly, both for users and operators.

• Low Power – Saves energy while boosting coverage.

• Broadband Connectivity – Hooks up to your existing internet.

• Mobile Handset Compatible – No fancy phones required; it works with what you already have.

Why Telecom Operators Are Secretly Doing a Happy Dance

When users install Femto Cells, mobile operators experience a significant drop in pressure on their larger macro cell infrastructure. Think of it as decentralizing stress—customers do some of the heavy lifting, and operators save on expensive new towers. That means:

• Higher network capacity

• Reduced capital expenditure per user

• Improved ARPU (Average Revenue Per User)

• And yes, happier customers = fewer angry calls

What’s even more exciting is that the core network traffic is offloaded to the user’s own broadband connection. Operators save big while delivering better service. Win-win!

And for the Customers? Let’s Just Say… Goodbye to “Hello? Can You Hear Me Now?”

The most obvious benefit is that Femto Cells eliminate those pesky dead zones in your house. With a typical range of 50–200 meters, they supercharge your indoor coverage.

But that’s just the beginning:

• Enhanced voice quality with next-gen codecs

• Seamless multimedia experience – think music, photos, video streaming

• Support for VoIP, turning your home into a hybrid communication zone

• Some Femto Cells even support fixed line integration – your old school landline gets a smart twist!

The Road Ahead

Sure, no technology is perfect. But when industry giants like Aricent, Nokia, Ericsson, Airvana, and Sasken are all investing heavily in R&D, you know the momentum is real. The glitches will be ironed out—it’s just a matter of time.

So while the world is still stuck in signal limbo, I’m already imagining the future: where dropped calls are folklore, and video streaming at home feels like a 5G-powered dream.

I’m geared up for the next wave of telecom innovation.

Are you?

Sources: White Papers from Aricent & Airvana

Powerful life lesson on Diversity & Inclusion from Peppa Pig

One of the most adored and well-known shows among children and their parents worldwide is Peppa Pig. It is a simple, lovely technique to impart important life skills. It is an animated children's series that largely focuses on Peppa Pig and her family's regular interactions and activities. The series' main protagonists are anthropomorphic pigs, but there are additional characters that are represented by various animals, which is a great approach to demonstrate diversity within a society. A variety of creatures, including pigs, rabbits, sheep, cats, dogs, zebras, elephants, cows/bulls, rhinoceroses, lions, and many more, were included in the series. Children can view a wider variety of alternatives outside of the conventional ones because to their various characteristics and interests. All of them with diverse traits and interests, allowing children to see a broader range of possibilities beyond traditional way of representation and with a clear message that everybody is different, important, and respected.

We all need to understand that our society is collectively made up of a variety of diverse people and that the LGBTQ+ community is an indispensable part of our ecosystem. It is crucial to celebrate and honor the identity, sexuality, and hearts of individuals in the LGBTQIA+ community.  The Numerous studies have demonstrated how diversity may boost creativity, challenge long-held beliefs, and boost financial success in organisations. Only when leaders and workers feel included will organisations be able to fully benefit from the insights of a diverse workforce. The research has also shown that people's perceptions of inclusion are impacted by their interactions with the organisation as a whole, its leaders, and their peers or team members.

The organizations frequently concentrate on enacting significant policies to drive the change, but they may start with minor adjustments, such as the way Madam Gazelle educates all of the students in the classroom and treating everyone equal. Here are some simple actions to start the transformation: 

• Promote unisex restrooms to promote a gender-neutral workplace. 

• Use gender-neutral terminology such as partner, rather than addressing "husband" or "wife,".

• Hire LGBTQ+ individuals for important jobs and do away with unconscious prejudice 

• Encourage people to be the greatest versions of themselves by embracing their individuality and integrating them into the workplace. 

• Exclusive policies to ensure the comfort of LGBTQ+ people

• Foster an inclusive culture by reinforcing the universal principles of equality, respect, and complete rejection of all forms of prejudice and hatred. 

• Treat “Pride” Month like any other important celebration or special day, such as the New Year's or Christmas. 

• Creating awareness, only by changing logos in solidarity with the community. 

The diversity agenda must be driven by the leadership team, and diversity is valued. The organisation has to be made aware of the need to promote inclusion of various LGBTQ communities. For example, the transgenders are also part of the LGBTQ community and they have nothing to do with sexuality, yet surprisingly many think it does. Transgender people often face invasive questions, rumours and discrimination, not to mention being overlooked in business.

The way that all of Peppa Pig's characters work together in the classroom and with their parents demonstrates the proper and encouraging behaviour at home to mould a child's future. Similar to this, the business world/ organizations has the ability to influence society by emphasising the development of an inclusive culture, sponsoring local LGBTQ organisations, and developing forums to encourage people to come out publicly. All of those folks deserve to be honoured and thanked. We all need to take on the role of an ally, defend those around us, and offer support and encouragement.

It's time for us to adopt the attitudes of children like Peppa Pig, where we can all jump in puddles of equality and inclusive social settings and at work, regardless of our identities. By encouraging inclusion and valuing diversity, we may achieve the genuine spirit of pleasure and happiness In order to create a more inclusive world and welcoming environment, let's indeed break down barriers. Indeed, a happy snort!. 

The original article written for ETHR World: https://hrme.economictimes.indiatimes.com/news/employee-experience/powerful-life-lesson-on-diversity-inclusion-from-peppa-pig/110767983

Beyond Automation: Talent Management Gets Personal with Tech

Traditional performance management is no longer enough and the traditional performance management systems can sometimes create fear and hinder employees from taking on ambitious goals. Today's business landscape demands a comprehensive talent management strategy that fosters growth and success for both the organization and its employees. Here's what this new approach entails:

• Goals that Match: Moving beyond individual evaluations, this strategy ensures seamless alignment between employee goals and organizational objectives. This prevents situations where everyone is deemed a "top performer" while departments or the organization as a whole miss their targets.

• Automated Visibility and Streamlined Workflows: Core goals are automatically assigned within a clear framework, providing employees with immediate visibility into their objectives. This eliminates confusion and streamlines the entire performance management process. No more wondering what's expected!

• Personalized Development for an Engaged Workforce: Career growth transforms into a personalized journey. This fosters deeper employee engagement and a focus on individual development plans, ensuring employees feel valued and have clear pathways for advancement.

• Future-Proofing Skills: Talent management prioritizes skill mapping and development. By equipping employees with fungible (adaptable) skills, they are prepared for evolving roles and industry needs, ensuring a more resilient and future-proof workforce.

• More Choices, More Ownership: This strategy empowers employees to explore and potentially pursue alternative career paths within the organization. It should be visible to them real-time. This fosters a sense of agency and ownership over their careers, leading to greater satisfaction and retention.

A robust Talent Management software acts as the foundation for unlocking these possibilities. It streamlines processes, automates tasks, and provides valuable insights to inform strategic decision-making. It should be a “Tool for development, not a roadblock”.  It should highlight how it empowers employees to reach their full potential and Ensure open communication throughout the transparent process By emphasizing these elements, you can transform your talent management system from a source of anxiety to a powerful engine for employee growth and engagement.

7 Powerful Hacks To 10x Your HR Career

Employee experience and connecting with people are important expectations from HR professionals, However, to achieve a comprehensive approach to workplace success, one must consider additional factors. Here are seven hacks to be a successful HR practitioner:

1. Champion organizational culture and values: As an HR professional. you have a significant influence in shaping organisational culture. Deeply understanding and with the organization's values allows you to contribute to a healthy and productive work environment. Promote and educate colleagues on these values, instilling a sense of purpose and aligning individual contributions with the overall company mission.

2. Cultivate Business Acumen: Stepping beyond HR-specific knowledge is key. It's crucial to understand the business context in which you operate and try to gain knowledge about the organization's industry, market dynamics, and strategic goals. Understanding how to transition HR or other cost centers into profit centers defines success. This understanding allows you to align HR strategies and initiatives with the overarching business objectives, contributing to the organization's success

3. Foster diversity, equity, and inclusion (DE&I):  A diverse and inclusive workplace is a more productive and innovative workplace. HR professionals plays a crucial role , you can help to promote DEI by creating policies and procedures that promote equality and opportunity for all employees. Cultivate a culture of respect and inclusivity where everyone feels valued and empowered.

4. Champion Talent Management: Employees who are constantly learning and growing and have a clarity on career growth are more likely to be engaged and productive. Build a personalized alternate career path and development journey for each employees. Focus on skilling people for future and promote a culture of knowledge sharing where everyone can learn from each other to develop the skills

5. Navigate ethical and social responsibility: In today's world, businesses are increasingly expected to be ethical and socially responsible. Develop and implement policies promoting ethical behavior and social responsibility within your organization. Foster employee awareness of these important considerations to ensure your company acts as a responsible corporate citizen.

6. Data-Driven Decision Making: Make data your ally in HR. Utilize data and analytics to inform HR decision-making. Collect and analyse key HR KPIs and workforce data to learn about employee performance, engagement, and retention. Data-driven decision making allows you to identify trends, make informed choices, and gauge the success of HR efforts.

7. Embrace emerging technologies: The workplace is evolving due to emerging technology, and HR professionals must be prepared to adapt. Keeping up with new technology and exploring its potential applications in the HR field can help your business stay competitive. Numerous SaaS product organizations offer unique offerings; leveraging them can give you an edge over others and enhance your chances of success in your professional career.

Always keep in mind that being a successful HR professional necessitates a blend of technical HR knowledge, P&L knowledge, business acumen, interpersonal skills, and a strategic mindset.  You may improve your performance and help the organisation as a whole by taking into account these extra variables and keeping up with your professional development. Early use of these hacks can give you a competitive edge and set you up for HR career success. By actively applying these Powerful Hacks, you can differentiate yourself as an HR professional and make a positive impact in your organization. So get started right away!

Article originally written for 

https://hr.economictimes.indiatimes.com/news/workplace-4-0/learning-and-development/7-powerful-hacks-to-10x-your-hr-career/110494040

Beyond the Scoreboard: The CHRO's World Cup Moment

 Beyond the Scoreboard: The CHRO's World Cup Moment

India won the T20 World Cup in 2024, bringing the long-awaited trophy home after 17 years. India's victory in the T20 World Cup 2024 was a moment of pure joy and victory, a culmination of strategy, skill, combined efforts and team spirit.  We saw the emotional side of very strong leaders like Rohit Sharma, Virat Kohli and Rahul Dravid. The raw emotion on the faces of Rohit Sharma, Virat Kohli, and Rahul Dravid – they weren't just celebrating a trophy, they were celebrating the culmination of a dream. Rohit’s dance on the way to the trophy and every single step was a vivid reflection of the emotion, effort, and happiness that comes with such an achievement.  India's T20 World Cup victory in 2024 wasn't just about the final match. It was the culmination of years of strategic planning, teamwork, and unwavering belief.

Just as the captain of a cricket team leads with strategy and vision to win the World Cup, a CEO is the Captain of an organization and a CHRO is playing a role of the Head Coach. Their job is to build an inclusive workplace with a highly engaged, productive workforce and a scalable & sustainable model that drives the company to new heights.  But what does a "World Cup" moment look like for a CHRO?

Reflecting on this triumph offers valuable insights for CHROs akin to the leadership journey of cricket captains & coach, Rohit Sharma and Rahul Dravid:

1. Building a Champion Team That Delivers in High Pressure Environment: 

A CHRO's primary objective is to draw in and keep elite talent, much like when putting together a world-class cricket team. 

• Spotting the Bright Spots: A effective talent acquisition plan is similar to scouting for the greatest players, ensuring the squad has the necessary talents to succeed. Imagine your organisation pulling off a scouting coup, such as identifying the next Jasprit Bumrah, a young star with raw speed and the potential to be a game changer.

• Preparing the Talent To Win Important Matches: A talented team is only half the battle. Just as all the players whether it’s a batsman or bowler practices their skills in the nets before every match for a better performance. A CHRO should focus on continuous developing of their workforce's skill and potential. Opportunities for continuous learning and development are critical. This might include leadership development programs, manager development programs, mentoring, and upskilling workshops/sessions. This will ensure that the team remains competitive and motivated.

• Preparing Future Leaders: A wise cricket captain always has a backup plan in place. A CHRO needs to make sure there is a pool of competent people ready to step up, much like a cricket team makes sure its younger players are prepared to take on leadership roles. It's critical to Identify high-potential employees and preparing them through targeted & focussed development plans. This is similar to having a solid bench of players ready to go onto the field—it guarantees the squad is always ready, no matter what changes may occur. Remember the smooth transition of power when MS Dhoni retired, with Rishabh Pant seamlessly taking the wicketkeeper's mantle? That's the level of readiness that an effective succession plan encourages.

A winning team is a harmonious blend of talent, potential, and a commitment to continuous improvement, just like a well-oiled batting lineup transitioning seamlessly into a potent bowling attack.

2. Fostering a Winning Culture: The Glue that Binds

A team that celebrates each other's victories and lifts each other up during defeats is a team destined for greatness. A winning culture makes every employee feel like they are a part of the team's success, much as each player contributes to a cricket  victory.  This is precisely what a CHRO aims for when creating a positive, inclusive, and high-performing workplace.

• Employee Engagement: Creating a workplace where employees feel valued, motivated, and have a sense of belonging is essential. This can be accomplished through  open regular communication, employee feedback tools, and engagement efforts.  Imagine the team spirit rising following an exciting comeback victory, similar to workers coming together to meet an almost impossible deadline.

• Diversity and Inclusion: A team that celebrates differences is a team that thrives. Promoting a culture that celebrates differences and prioritizes inclusion for all is crucial. CHROs can implement diversity training programs and create policies that support an inclusive workplace. Imagine it like this: a batting lineup made up of players from different parts of the country, each contributing their unique strengths to the crease.

• Recognition and Rewards: Just like every six or four deserves a roar of appreciation from the crowd in the cricket, employees deserve recognition for their contributions. Employees remain motivated when their contributions are consistently acknowledged and rewarded. This can be accomplished through formal recognition programmes, monetary incentives, or public recognition. 

3. Driving Organizational Agility: Adapting to the Yorker

The world of business is as dynamic as a one-day international. A bowler needs to adapt their pace and variations depending on the pitch and the batsman. In a business world, adaptability and strategic thinking are crucial for a CHRO in driving organizational agility.

• Change Management: Effectively implementing change initiatives and helping employees adapt to new processes and technologies is crucial. Imagine your company facing a disruptive technology with the same agility as a batsman effortlessly switching gears from defense to attack. A CHRO effectively implements these change initiatives, ensuring employees adapt to new processes and technologies with ease.

•

• Innovation: Encouraging a culture of innovation where new ideas are welcomed and explored is vital. Think of the strategic brilliance behind the introduction of the DRS (Decision Review System) in cricket and how a culture of innovation can lead to groundbreaking ideas in your organization. A CHRO fosters an environment where new ideas are embraced and explored, leading to groundbreaking solutions for the company.

•

• Flexibility: Implementing flexible work arrangements to cater to the evolving needs of the workforce is essential. Just like a bowler adapting their pace and variations depending on the pitch and batsman, a CHRO implements flexible work arrangements to accommodate the changing needs of employees. This empowers the workforce to thrive in different situations and maintain a healthy work-life balance.

• Digitizing Processes for a Scalable and Unified Employee Experience: Leverage the latest HR technology to transform manual and transactional work into automated, efficient processes. This digitization not only increases organizational productivity but also creates a seamless and unified employee experience. By automating routine tasks, employees can focus on higher-value activities, driving innovation and growth.

4. Alignment with Business Goals: Planning the Batting & Bowling Line-up

Ultimately, a cricket team's World Cup victory is the result of achieving a series of strategic objectives. For a CHRO, aligning HR strategies with business goals is crucial. A CHRO's World Cup moment is when the organization's people strategies drive tangible business success. This involves:

• Performance Management: Imagine your performance management system being as effective as a captain setting clear field placements for each batsman based on player strengths and opponent weaknesses. Setting clear performance expectations and providing regular feedback. A CHRO establishes clear performance expectations and provides regular feedback to keep employees on track and ensure they're delivering their best work.

•

• Metrics and Analytics: A winning cricket team doesn't just play well; they analyze match data to refine their strategy throughout the tournament. Similarly, a CHRO leverages data and analytics to measure the impact of HR initiatives on business outcomes. This data becomes the "match statistics" that inform adjustments to HR strategies, ensuring they stay aligned with evolving business goals.

• Strategic Partnership: Collaborating for Success: Collaborating with other business leaders to ensure HR initiatives directly support the overall business strategy is essential. Working closely with the C-suite to align HR goals with business objectives is crucial. This is akin to a captain working with coaches and team managers to devise a winning strategy.

The Final Innings: 

For a CHRO, the journey to a "World Cup" moment is about more than just achieving short-term wins; it's about building a sustainable, thriving organization. By focusing on talent, culture, agility, well-being, and alignment with business goals, a CHRO can lead their organization to the pinnacle of success, akin to lifting the coveted cricket World Cup trophy. This ultimate achievement reflects not just the culmination of strategic efforts but also the realization of a vision where people are truly the cornerstone of the company's triumph.

The original article written for ETHR world 

- https://hr.economictimes.indiatimes.com/news/trends/leadership/beyond-the-scoreboard-the-chros-world-cup-moment/111587011