Money Heist: A lesson for people managers

 

OTT (Over the top) platform has changed the concept of the entertainment industry by launching some amazing content lines, and it has given avenues to many creative people to showcase their caliber and leave an impact.

In the last couple of years, I have developed an interest in web series, and I must confess that I am totally smitten by Sergio Marquina, a.k.a El Professor. What a genius character of the most-watched Spanish web series "Money Heist (La Casa de Papel). 

The plot revolves around a group of robbers led by the character Professor, who plans a heist at the Royal Mint of Spain. The web series is popular amongst all age groups because each of the characters from Berlin to Tokyo, Nairobi to Helsinki, or Palermo to Denver stirred one or the other part of our lives with a strong message. 

While watching the series, I could resonate with it at so many levels that were closely stitched with an organization’s key elements, (that I was living, day in and day out at work) be it talent acquisition, talent management, and business planning. Think about money heist in the corporate scenario where El Professor is the CEO or founder of the organization who is setting up everything from scratch for a trillion valuation. Here are a few key lessons: 

• Planning is essential: The professor visioned every possible scenario, both positive and negative. Most importantly, he apprised and trained people to handle grave situations and manage the unpredictable ones. As a leader, he focused on critical areas and prioritized the task, and defined the rules to work for everyone with the explicit mandate that everyone should stick to it. The learning is research & planning like a master player, which keeps you ahead in the game once you are done planning to the minutest of the details and ready with an action plan, all you need to do is, execute it. 
• Define role clearly along with 'critical to quality' skills to make a good team:  El Professor identified and hired all the team members of the robbery based upon their strength. He laid down the CTQs in three parameters technical /function, behavioral and emotional. He also invested for a couple of years to identify people based on the skills required for the different roles fitting the CTQs and started preparing the talent hunt well in advance rather than just in time for hiring.  He hired people who were passionate and who had nothing to lose in life. The team he hired was all high headed, strong, and intelligent people and not who is comfortable to work with. For example, Moscow was recruited into the team for his mining skills while Nairobi was in charge of printing money and overseeing the melting of gold because she was an expert counterfeiter and forger. He made a diverse team with a presence of 3 women, one from LGBTQ and other members
• Agile Goals: A perfect example of setting KPIs for each team member and creating back-up. The KPIs were agile, and people knew what and how to do. . To align everyone, he had set the objective right for everyone, and all were aligned to the goal mentally and emotionally. The message was clear that the objective is more important than the individuals. There was no ambiguity, and people were mentally ready about it
• Succession planning & decision empowerment is important: El Professor anticipated that the Spanish army and police won't keep quiet during the heist. Therefore, the professor has identified each team member's strengths and weaknesses and has delegated the task and decision authority accordingly. Most importantly, he envisaged surprises and shocks; therefore, to manage it, he has identified successors for each person in case of any casualties. He did person-to-person marking and devolution of power for the role and people adhering it. When Police officer Alicia caught the professor, the robbers in the bank didn't hear from him; however, they continued to work towards their mission and following orders of Tokyo and Palermo. The message was clear to all of them; everything was part of the plan
• Power of a strong and cohesive core team: Professor led the heist from the forefront, even managing it from the backend. He ensured that his core team stayed together and tried to kill the differences at the right time. This way, he retained his team and continuously engaged them. The professor has managed every situation very calmly and always mentioned that everything is a part of the plan. This way, he has comforted all the gang members and prepared for all the losses and failures.
• Understand your market more than anyone else: Professor created every possible scenario in his head and was always ahead. He knew all the moves police and agents were going to make and planned them well ahead in time. He did this by a thorough research and by sometimes going to that place where the heist was supposed to take place and sniffed every important person out there. He did not leave a single detail related to the bank. For a smoother execution, it was a sheer research and attention to details.

We are in the midst of the biggest talent war of the decade where candidates have the upper hand. Organizations and HR leaders need to quickly adopt and execute the progressive talent management concepts to stop their "talent heist."

 

Article Source: https://www.peoplematters.in/blog/sports-books-movies/money-heist-a-lesson-for-people-managers-30995

Originally written for PeopleMatters.

How HRs can get inspiration from RJs in the virtual workplace?

It was a rainy Sunday afternoon. As I sat down near my window, sipping tea and listening to the radio, I felt connected to the world. This feeling or sense of oneness wasn’t new. In these harsh times, as an HR professional, my priority is to stay connected and keep a finger on the pulse of engagement and communication.

Over the past few months, the coronavirus pandemic has affected nearly all aspects of work, triggering widespread disruptions across HR functions - right from engagement to talent acquisition. With virtual workplaces becoming the new normal, the challenges have only just begun.

The complications of a virtual workspace are pushing HR professionals to rethink and reimagine how they can provide employees with a seamless work environment and help them stay engaged. Meetings have turned into video calls, tasks have devolved into emails and workplaces have been compressed into laptops. At times, one cannot help but feel that we are only talking to boxes on the screen! Therefore, these days, it has become all the more necessary for HR teams to connect and rebuild a stronger relationship with the voices behind the screen. It’s what radio jockeys or RJs do - using their voice to connect with millions behind the boxes. 

Radio jockeys know how to forge a personalized connection with their audience. This made me think about how RJs like Ameen Sayani have been mastering this art over the years and how they can effortlessly strike a chord with the audience, just with their voice. Indeed, in the ‘new normal’, HR professionals have a lot to learn from RJs - they need to learn how to connect with employees spread across multiple geographies. 

Here are a few tips and tricks we can learn from RJs.

• Keep it simple and honest: RJ Sayema Rehman at Radio Mirchi believes you need to connect from the heart, by being honest and selfless, whereas RJ Vidit at Radio Mirchi says successful engagement is all about keeping things simple. Why complicate things? Likewise, it is better for HR teams to keep things simple and honest while attempting to build connections with employees. You should put your heart into it - engagement with your workforce shouldn’t look like a forced attempt. 
• True empathy: Empathy is required in every conversation and connect. RJ Sayema believes that respect and empathy win hearts. For HR personnel, it is truly imperative to put themselves in the others’ shoes and establish an unshakeable bond with employees. Empathy must supersede every other emotion in order to truly connect.
• Thorough research: Whenever you turn on the radio, at any given point in the day, it seems like the RJ knows exactly what to play, say or do for that particular moment. This can be attributed to research - sometimes casual, sometimes meticulous. An RJ makes an effort to know his or her audience.  Likewise, a key competency for any HR professional is to understand employee behaviour. A competent HR person in today’s diverse workplace must know what employees need or want. This allows HR to provide an improved experience to employees, tailor-made to their preferences. This in turn will help employees repose their trust in HR.
• Consistent listening: RJ Sayema says that all you need to do is listen. That builds connection. A true listener will understand and analyse any situation in a much more competent manner than someone who does not know how to listen. Listening is, therefore, a key HR competency that each HR professional needs to be adept at. The sources to listen and absorb are ever increasing and they pave the way to providing a personalised connect with each employee. This helps in providing a personalized connect with each employee.
• Reinvention: If you were to look at a RJ in the present day and compare to how they were at any moment of time in their career, you would find a stark difference. Whether be it presentation, speech, energy levels, and so on, things change with time. It is known as “reinvention”. RJ reinvent themselves to remain relevant and together with the times. This helps them maintain their audience. A HR personnel, traditionally, has a specific set of activities to carry out. This seeps into how they interact with the employees as well. To remain relevant, a HR must be in tune with what the current employee wants and needs. Else, the HR risks losing the respect of the employees
• Multiple communication channels: In the present world of social media, RJs have taken to alternative modes of communication like Instagram, YouTube and so on to reach out to a global audience. Similarly, HR teams need to build a unified work culture and a positive employer brand by seeking alternative methods of communication, instead of relying heavily on traditional methods such as pulse surveys, engagement activity, etc.

RJ Vidit has nicely summarized that there are only two things at a radio station: a voice and a heart. We all are dealing with humans, and If you talk from your heart, it will touch the heart of the audience.

A modern employee requires modern HR techniques to feel connected and engaged. The traditional ways don’t cut it anymore. An employee today wants to be understood, to be valued. Incorporating modern HR techniques will get the best out of an organization’s most valuable asset – its employees. 

Let’s become the RJs of our organizations.

 

Article Source: https://www.peoplematters.in/blog/strategic-hr/how-hrs-can-get-inspiration-from-rjs-in-the-virtual-workplace-30915

Originally written for PeopleMatters.

Soul has no color!

 Soul has no color!

 

All the best things in life, such as water, air, and the soul, have no color. It reminds us that the essence of our being, our souls, transcends the boundaries of physical appearance and external differences. It emphasizes the importance of recognizing and celebrating the inherent value and worth of every individual, regardless of their race, ethnicity, gender, or sexual orientation.

 

The importance of diversity, equality, and inclusion in creating a fair and harmonious society. Each individual perceives the world through their own unique lens, influenced by what they see, say, and hear. It is crucial to recognize the power of these senses in shaping our perspectives and positive interactions with others.

 

Supporting the LGBTQ+ community and embracing diversity is not a matter of benevolence or favoritism, but rather a recognition of the inherent value and worth of every individual. The rainbow flag, as a symbol of LGBTQ+ pride, signifies the richness and diversity within the community, with each color representing different aspects of life, love, sexuality, and identity.

 

Verses from various scriptures, such as the rainbow being a sign of a covenant in the Bible (Genesis 9:13) and the comparison of Lord Krishna to a rainbow in the Bhagavata Purana(10.29.15), further reinforce the idea that the purity of the soul can lead to a connection with the divine. Just as the rainbow is a beautiful sight composed of different colors coming together, organizations should also embrace diversity and appreciate the unique perspectives and experiences individuals bring. Creating an environment where people feel safe to express their authentic selves is crucial, and it can be achieved through open communication, diversity training, and fostering spaces for dialogue and understanding.

 

By embracing diversity and striving for equality and inclusion, we can create a society that celebrates the beauty and richness of different identities and experiences.

 

It is crucial for individuals to be able to honor their identity, sexuality, and heart without fear or discrimination. The progress that the LGBTQIA+ community has made in recent years should indeed be celebrated, but there is still much work to be done to ensure intersectional equality and justice for all.

 

There are several important steps that organizations can take to foster a culture of equity and inclusion. Implementing policies that support the LGBTQIA+ community, such as gender-neutral pronouns, gender-neutral washrooms, and gender-neutral leave policies, can contribute to creating safe and inclusive spaces. Additionally, blind résumé screening can help reduce unconscious bias in hiring decisions, leading to more equitable employment opportunities.

 

Continuous communication with senior leadership is vital in fostering a sense of inclusion. Allies programs are initiatives that aim to support and advocate for underrepresented groups, including the LGBTQIA+ community. By actively participating in these programs, leaders demonstrate their commitment to inclusion and show solidarity with underrepresented individuals.

Promoting awareness and actively working to stop hatred and discrimination are essential principles of humanity. By implementing domestic-partner benefits, family-leave policies that treat all parents equally, and non-discrimination policies based on sexual orientation and gender identity, organizations can support the well-being and equal treatment of their employees.

 

Providing comprehensive health insurance that covers hormone therapy and gender-confirmation surgery for individuals seeking to transition, as well as offering medical leave for colleagues who are transitioning, demonstrates support for gender diversity and the well-being of transgender individuals.

 

Mentorship programs for career advancement can also play a significant role in promoting equality and inclusion by providing opportunities for underrepresented individuals to access guidance, support, and opportunities for professional growth.

 

By embracing diversity, equality, and inclusion, we can create a society that appreciates and honors the uniqueness of each individual. Just as a garden thrives with a variety of flowers and trees, our world becomes more vibrant and beautiful when we embrace the rich tapestry of human experiences and identities. It is important to recognize that despite our differences in appearances, backgrounds, or identities, the source of energy within each soul is the same.

 

Let us cherish the colors of life and embrace the multifaceted nature of humanity. By doing so, we can build a society that celebrates diversity, promotes equality, and allows every individual to shine brightly in their own unique way. All the best things in the life like water, air and soul has no color. 

 

Originally Written for ETHR World:

 https://hrsea.economictimes.indiatimes.com/news/workplace/soul-knows-no-colour-celebrating-unity-and-diversity-this-pride-month/100743225

Navigating the talent management conundrum: Mastering the art of employee engagement

 

The definition of a job has shifted, focusing solely on "work" and "skill." Organizations are now hiring gig resources and contractual workers for project-based or task-oriented engagements, prioritizing efficient delivery of specific outcomes. These individuals are typically sought after for their specialized skills and ability to meet deadlines. As work evolves and gig resources become more prevalent, traditional annual performance systems are being questioned. The fast-paced workplace is not conducive to these systems, which rely on yearly goal setting and sporadic assessments, leaving employees feeling disconnected from their managers, companies, and objectives alike. Consequently, organizations are reevaluating and favoring a more comprehensive approach known as talent management.

Talent management has today taken on a broader perspective, encompassing elements like employee development, succession planning, and fostering a supportive and engaging work environment. The practice actively acknowledges that employees are valuable assets and that their growth and potential significantly contribute to organizational success.

To address all elements of talent management, many organizations are shifting away from traditional performance management systems and embracing FAST objectives instead of SMART goals. In the fast-paced modern business environment, objectives must adhere to the principles of being Frequently discussed, Ambitious, Specific, and Transparent. Agile systems like Objectives and Key Results (OKRs) are gaining popularity as they connect individual goals to organizational objectives, providing alignment and focus. OKRs involve quarterly goal setting, enabling more frequent check-ins and adjustments to ensure employees stay on track and avoid last-minute surprises or misalignments.

In addition to agile goal-setting practices, organizations are adopting a holistic talent management approach. This involves integrating performance management with other aspects of employee development, such as learning systems and reward platforms. It recognizes the need for flexibility, continuous feedback, and ongoing development. These approaches help organizations and employees adapt to change, align with strategic goals, and cultivate a culture of continuous learning and improvement. Progressive organizations like Flydubai, Oman Airways, Biocon, ABFRL, Chola, V Mart, Tata AIA and many more have already implemented new talent management strategies and witnessed motivated and engaged employees.

The shift towards talent management acknowledges that performance evaluation is not solely about past achievements but also about developing future potential. It emphasizes the importance of nurturing and managing talent within the organization to drive long-term success. By integrating people management with the learning system, organizations establish a continuous feedback loop where employees receive ongoing assistance, coaching, and development to enhance their skills and capabilities.

Every organization is unique, and its approach to talent management should align with its culture, goals, and values. Some organizations are adopting a "Bolt on" strategy, integrating Talent Intelligence systems with their HRMS to ensure that their talent currency doesn’t get compromised while foster a culture of flexibility, agility, and high performance. Alongside essential factors, talent management systems should address three key aspects that matter greatly to today's workforce:

•   Strengths-Based Approaches: Identify and leverage employees' strengths, providing opportunities for them to excel in areas they are passionate about. This boosts motivation and engagement.
• Employee Voice and Inclusion: Establish avenues for employees to share perspectives, ideas, and concerns through regular surveys, feedback sessions, and open communication channels. This allows them to have a say in shaping their work experience.
• Access to Performance Analytics: Leverage data and analytics to track performance trends, identify patterns, and share insights with employees. This improves alignment between employees, learning and development strategies, and organizational goals.

More organizations are recognizing the need for a dynamic and employee-centric approach to talent management. It helps employees connect with the organization's mission and vision, making them more meaningful and relevant. Talent management is a significant HR transformation that ensures organizations stay ahead of the competition by placing the right people in the right positions.

 

 

 

 

 

Originally written for ETHR World: https://hrme.economictimes.indiatimes.com/news/talent-management/navigating-the-talent-management-conundrum-mastering-the-art-of-employee-engagement/102192098

HR digitization in organizations – transform like our superheroes

 

Were you an avid comic-book reader in your childhood days? Were you captivated by superheroes, their powers, and their charisma, and wanted to become like them? Well, I certainly was, and I am still awestruck by the magnetism of the Avenger superheroes such as Iron Man, Captain America, Thor, and Hulk. What fascinates me more is that these superheroes have digitally transformed themselves over the years. They have radically changed the portrayal of fighters or avengers in today's digitized world.

Digital Transformation of Superheroes

Our superheroes have transformed themselves from comic book characters to digital sci-fi role models. They have realized that technology is changing in a blink of an eye, and so is the viewer’s interests. Therefore, they altered themselves to focus more on the user experience and innovation. The Iron Man transformed himself from a typical metal suit to a high-end suit from Mark 1 to Mark 85 with Artificial Intelligence and Nanotechnology. Thor, the Asgardian God who started with a hammer, now possesses a storm breaker and hammer both. Captain America, the super-soldier of World War II, replaced his round shield with an upgraded Vibranium shield. Lastly, Hulk, the soft-spoken scientist, got exposed to gamma rays and turned into a  green monster. These transformations resulted in the digital integration of these dominant Avenger superheroes and enhanced their acceptance.

HR Digitization – Time to Be an Avenger Superhero!

The present HR models of organizations are functioning on archaic principles. There lies an immense scope of leveraging digital technology to make fundamental changes in the HR systems and make them data-driven and automated. It is high time that we become the Avengers of our organization. We must focus on scaling the HR systems by deploying digital analytic techniques in payroll, recruitment, performance management, and rewards and recognition.

Top six digital HR solutions -

• Integrated HR Cloud storage 
• Chatbots and AI-powered Recruitment tools
• Software to track job applications (ATS) and to manage employee payroll, leaves, training, and performance 
• Collaborative Suites
• Real-time Virtual Reality model and interactive HR dashboards 

The above HR digitization solutions reap the following benefits to the organizations -

Enhanced Workforce Productivity

Workforce Productivity is the biggest challenge in the prevailing pandemic situation. Costs are at an all-time high, people are operating from their homes, and the limited communication between managers and their team members is causing employee disengagement. Hence, it is important to set right and agile goals. Objectives and Key Results (OKRs) is a digital goal-setting technique to set aspiring goals with quantifiable results. It aids in tracking employee performance, enhancing engagement, and maximizing their work productivity.

Hiring The Right People for The Right Job         

Digital technology acts as a ‘talent scientist’ and plays a significant role in addressing the talent war. It eliminates the odds of bad hires and non-value-added activities of HR personnel. Artificial Intelligence and blockchain-based digital HR solutions authenticate the candidate's profile and perform background checks. It also validates their job fitment based upon the relevant experience, competencies, and interests. Digitization thus enables faster sourcing, onboarding, and better hiring conversion.

Real-Time Communication for Enhanced Employee Experience       

Providing a fully immersive employee experience through virtual reality is the future of HR. The computer-generated interactions (such as video conferencing) facilitates real-time connection with the employees and the leadership. Virtual reality training programs provide an enriching learning experience to the employees. Digital devices create an open and automated work culture that provides an enhanced employee experience.

In line with the plot of ‘The Avengers - Endgame’ movie where all the superpowers gathered to win from the super-powerful Thanos,  it's time for us to be ready for the future. We need to digitize our HR models to give a better employee experience and reap higher work productivity.

Conclusion

Business owners now recognize that digitization is the key to success in the journey ahead. Just as our superheroes digitally transformed themselves, we must also lead our organizations to the path of digitization. Deploying digital solutions to HR systems and processes will pave the way to fitting recruitment, enhanced employee productivity, and effective communication. Hence, it's the right time to be the superhero of our organization.  

 

Article Source: https://www.peoplematters.in/article/employee-relations/hr-digitization-in-organizations-transform-like-our-superheroes-31294

Originally written for PeopleMatters.

YouIn You Foundation: To create an equitable world through education

 India's remarkable journey from the 10th to the 5th largest economy is a result of millions tireless efforts on skill development. Our diverse and talented workforce has attracted numerous Global Innovation and Development Centers to set up their bases in #India.

Imagine the awe-inspiring sight of millions of people uniting for a common cause, spanning the vast expanse from Jammu to Kanyakumari. The same threads that pulled our freedom fighters together—a shared desire to secure our country's cherished freedom and independence—are the threads that weave this strong tapestry of unity and #purpose.

Purpose - a mere five-letter word, yet it carries an essence so profound that it has the capability to transform lives in an instant. The moment you uncover your purpose of life, your individual journey takes on a new, energising trajectory. It has the remarkable ability to bridge gaps, drawing like-minded souls together under the banner of a shared mission. And not just like-minded souls, but a #diverse multitude, where differences of gender, color, and caste fade into insignificance.

Think of the tireless social reformers and activists who dedicate their lives to "a cause" across various sectors. Their driving force? Purpose. The purpose of uplifting society, of fostering a better tomorrow. For me, education is a realm particularly close to my heart. The right to quality education holds the transformative potential to reshape not only individual destinies but to ripple through families, communities, & the very fabric of society itself.

Recently, I had the privilege of attending the 3rd Annual meet of the YouInYou Foundation on 15th August. This incredible organization has dedicated itself to the realm of education for the past three years. Their mission is noble: to create an equitable world through education. #YouinYou collaborates with schools like:
• Shidiswa Samvarddhan Gurukul (SSG Ballia, Uttar Pradesh)
• Swami Sivananda Memorial Institute (SSMI, New Delhi)
• Lotus Petal Foundation (Gurugram, Haryana)

As you embark on your personal journey, remember that purpose extends beyond material aspirations. It's about aligning with something that resonates with your very core. If you're unsure about the avenues available, consider exploring the 17 Sustainable Development Goals. These goals encapsulate the aspirations for a better world and offer numerous pathways for meaningful contribution.

If you believe that #education is the foundation of progress, consider making a difference. The annual cost of supporting a child's education (INR 18,999) or the monthly cost (INR 1,599) is less than a modest gathering expense. Your contribution could be the spark that ignites a brighter future. For more information, visit https://youinyou.org/

Let us join hands to build an equitable world for our children, granting them the freedom to dream and the means to realize those dreams. #VandeMataram.