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E-NEWSLETTERIssue 33 | December 2018
Dear NHRDN Member,
Greetings of the festive season to you and your loved ones!
It is with great pride that I share the progress we have made in terms of
furthering NHRDN’s cause over the past one year. Consistent services
combined with innovative offerings have been made possible with the
sustained efforts of our esteemed members.
Strategic partnerships with eminent organizations have also been a highlight
of the half-year gone by. Much to everyone’s delight chapter involvement in
various activities has also reached a high. Financially, the largest ever corpus
for NHRDN has been bettered and this in itself is a testimony of the progress
we are making.
stThe 21 NHRDN National Conference 2018 - 'New Wave of Excellence’ th thheld on 17 – 18 August, 2018 at Hyderabad under the able leadership of
Mr. J Ravikanth Reddy– President, NHRDN Hyderabad Chapter, was a
thumping success with participation from over 1000 delegates and speakers
from Public and Private Sector Organizations, Academia, NGOs and
Policy-makers from across the country.
NHRDN’s ‘ATI’ – a Chatbot - is a noteworthy force-multiplier under the
NHRDN fold. NHRDN has demonstrated ‘walk the talk’ in the true spirit by
embracing digital disruption. The inclusion of ATI in our team is a pioneering
effort of sorts, in terms of deployment of a botas a part of its workforce and
will lead the way when it comes to demonstrating how organizations must be
prepared to dovetail human and non-human contributors in their teams.
As we look ahead to another glorious year ahead, I thank everyone directly or
indirectly associated with NHRDN and look forward to everyone’s continued
support to our future endeavours.
Best Regards,
Saptarshi RoyNational President - NHRDN
From the Desk of the
National President
Saptarshi Roy
National President
NHRDN
E-NEWSLETTERIssue 33 | December 2018
Dear NHRDN Member,
Wish you and your loved ones a blessed and joyous festive season!
Under the able guidance of the leadership team, led by Mr. Saptarshi Roy,
National President – NHRDN, along with the other members of the
Leadership Team, all Office Bearers and Members of Committees, Board
Members, Chapter Presidents and all the Members, we are proud to have
achieved several milestones we had set out for and all our hard work
continues to pay off with each passing moment.
Some of the highlights of our activities over the past few months have been as
follows:
NHRDN’s Programme on ‘Mitigating & Managing Employee Related Risks & stFrauds by Leveraging Technology’ on 31 May, 2018 at WelcomHotel
Sheraton, Saket, New Delhi was led by Mr. Alok Gupta, Founder & CEO –
Pyramid Cyber Security & Forensic and Mr Shakun Khanna, Sr Director HCM
Strategy & Transformation, Asia Pacific – Oracle who were the Programme
Directors for this Programme.
thThe NHRDN 6 IR Summit on the theme ‘Shaping Industrial Relation in
Liberalized India’ held on 8 June, 2018 at Hotel Hilton Mumbai International
Airport, Mumbai, led by Mr. Pramod Mahatme, Vice President (Employee
Relations) – WIPRO and Mr. Suresh Dutt Tripathi, Vice President (HRM) – Tata
Steel as the Summit Directors was a roaring success with over 100
participants.
NHRDN organized its highly acclaimed Workshop on ‘Training Delivery Skills
for Trainers’ on 8-9 June, 2018 at The Lalit, Barakhamba Avenue, New Delhi,
facilitated by Ms Nasreen Khan.
thNHRDN 6 Human Capital Conclave on the Theme ‘HR in the BAR
(Blockchain, AI & Robotics) World’ on 13 June 2018 at WelcomHotel
Sheraton, Saket, New Delhi was led by Mr. Raj Raghavan, Sr. VP HR – Indigo,
as Conclave Director & Mr. Anand Pillai, Managing Director – Leadership
Matters as Conclave Co-Director. Attended by over 110 CHROs, Human
Resources Leaders, Talent Management, Talent Acquisition, Talent
Engagement and Organization Development Professionals, People
Practices Professionals and Academicians leaders from all over India, the
Conclave was a runaway success.
National HRD Network in association with Rambhau Mhalgi Prabodhini
conducted a Leadership Development Programme (LDP) for PSUs – 2018
from 19-23 June, 2018 at Srinagar, J&K. LDP is a unique, intensive, and
highly interactive experience that is designed to serve as a catalyst for
profound leadership transformations in organizations of all sizes and in all
industries. Dr. Kalpana Mathur, Consultant & Master Trainer & Eminent
From the Desk of the
Director General
Dhananjay Singh
Director General
NHRD Network
E-NEWSLETTERIssue 33 | December 2018
Faculty – IIT Jodhpur, Mr. Vikas Gupta, Founder & CEO –
BharatiyaSIMS and Mr Anand Pillai, Managing Director -
Leadership Matters were the speakers. Prof. Ashok
Aima, Vice Chancellor – Central University of Jammu
delivered the Special Address on Transformational
Leadership and Mr. Ravindra Sathe, Director General –
RMP delivered the Programme Overview.
thNHRDN successfully hosted it 6 Prevention of Sexual
Harassment at Workplace Seminar on 22 June 2018 at
WelcomHotel Sheraton, Saket, New Delhi. School of Life
helped design and execute the workshop, and KelpHR
was the Survey Partner for the event. Corporate Citizen
was the Media Partner.
NHRDN International Management Simulation
Challenge (IMC) 2018 saw over 150 participants across
locations such as Kolkata, Coimbatore, Mumbai, New
Delhi & Goa, where participants from diverse functions
came together to participate and experience business
intricacies and also understand the challenges of
Managing Business Enterprises in a competitive
environment.
thNHRDN-BIMTECH 5 CSR Summit on the theme ‘CSR:
Looking Back and Looking Ahead’ held on 24 August 2018
at Mumbai led by Dr H Chaturvedi, Summit Director.
thNHRDN organized its 6 HRM Summit on the theme
‘Talent, Technology & Culture: The HR Edge‘ on 14-15
September, 2018 at WelcomHotel Sheraton, Saket, New
Delhi. The Summit was led by Mr. Prem Singh, President
(Global HR) – Wockhardt Pvt Ltd as the Summit Director.
rdNHRDN organized its 3 Indian Management Forum
(IMF) on the theme ‘INDIAN MANAGEMENT EDUCATION:
TOWARDS NEW PANORAMA’ on 21 September 2018
at NMIMS, Mumbai. The Forum was led by Padma
Shri Dr. Pritam Singh, CEO – LEAD Centre & Noted
Management Thinker, as Forum Director & Dr. H
Chaturvedi, Director – BIMTECH as Forum Co-Director.
t hNHRDN conducted its 6 Advanced Leadership
Programme – 2018 (ALP – 2018) from 3-7 October, 2018
at Hilton Tokyo Bay Hotel, Tokyo, Japan. The theme for
the ALP was ‘Winning the Corporate Olympiad:
Leadership Challenges’. Padma Shri Dr Pritam Singh,
CEO – Lead Centre & Noted Management Thinker had led
this Programme along with Mr. S Y Siddiqui, Executive
Advisor – Maruti Suzuki India Ltd and Prof. Asha
Bhandarker, Distinguished Professor of Leadership –
IMI, Delhi. Mr. Kenichi Ayukawa, Managing Director &
CEO – Maruti Suzuki India Ltd delivered the Keynote
Address and Mr. Bhagirathi Behera, First Secretary
(Economic) – Embassy of India, Tokyo, Japan delivered
the Inaugural Address.
NHRDN successfully conducted a two-day In-house
Business Simulation Workshop for Panasonic India Pvt
Ltd, Gurugram. PAN India Gender Sensitization Series for
Maruti Driving School covered 1031 participants over 64
sessions at 35 locations. Several in-house training
interventions for organizations such as Goa Shipyard Ltd.,
Zee Media, Maruti Suzuki as well as webinars on a
multitude of topics have also helped us increase our
reach.
stAll these activities, along with the 21 NHRDN National
Conference 2018 - 'New Wave of Excellence’ held on 17-
18 August, 2018 at Hyderabad under the able leadership
of Mr. J Ravikanth Reddy, President – NHRDN Hyderabad
Chapter, was possible only thanks to your steadfast
support and I would like to take this opportunity to thank
you for the feedback and ideas that were received, many
of which we worked upon to constantly improve our value
addition to our valuable members.
NHRDN’s ATI – AI with a Twist, another pioneering effort
of sorts, aims to assist with queries pertaining to
membership among other NHRDN offerings. Along with
increased collaboration across boundaries, we are
confident of scaling newer heights with your continued
guidance and support.
Best Regards,
Dhananjay Singh
Director General, NHRD Network
I will always strive to meet
the highest evolving
standards of
COMPETENCE in the
profession and ADD
VALUE to organizational
success.
I will deal with all
stakeholders with utmost
INTEGRITY and create an
environment of TRUST
leading to ETHICAL
success of my
organization.
I will ensure that I am
always RELIABLE and
consistent in all my actions
by accepting responsibility
for my decisions and
actions thereby creating
CREDIBILITY for my
profession and myself.
I will strive to be a ROLE MODEL
for all others and CHAMPION
exemplary practice of the HR
profession.
I will respect the rights of privacy,
will not use my position for
personal gains and ensure that
there is no CONFLICT OF
INTEREST in what I do with any of
my stakeholders.
I will conduct myself in a
way that FACILITATES
GROWTH and
DEVELOPMENT of all those
I am responsible for.
I will be OBJECTIVE in all
my actions and decisions
and foster FAIRNESS with
firmness.
CODE OF CONDUCT
Mitigating & Managing Employee Related Risks & Frauds By Leveraging Technology
st31 May 2018WelcomHotel Sheraton, Saket, New Delhi
Mr. Alok GuptaFounder & CEO – Pyramid Cyber Security & Forensic
Mr. Shakun KhannaSr Director HCM Strategy & Transformation Asia Pacific – Oracle
Programme Directors
Number of Participants30+
NEWSLETTER
The programme aimed to build awareness of latest innovations in technology to address challenges faced by
HR Professionals. The session exposed participants to latest technology innovations that can be aligned to their
anti-fraud frameworks and programs.
Issue 33 | December 2018
01
th 6 NHRDN IR SUMMIT Shaping Industrial Relations in Liberalized India
th8 June 2018 Hotel Hilton, Mumbai
Mr. Pramod MahatmeVice President (Employee Relations) – WIPRO
Mr. Suresh Dutt TripathiVice President (HRM) – Tata Steel
Mr. Sudhanshu TripathiGroup President HR
Summit Directors
Over 100 senior IR professionals
Key Note Address
NEWSLETTER
The programme examined the demands of the global economic realities, the impact of disruptive judgements
and how some of the core manufacturing, service industries and the IT industry are preparing to adopt these
changes to build sustainable Industrial relations. The participants gathered insights on the effect of social,
political and economic framework in India on Industrial Relations. They developed a deeper understanding of
the CEO’s role in helping the organization achieve Industrial Relations deliverables in today’s dynamic business
02
Issue 33 | December 2018
th6 Human Capital Conclave HR in the Bar (Blockchain, AI & Robotics) World
th13 June 2018 WelcomHotel Sheraton, Saket, New Delhi
Mr. Raj RaghavanSenior Vice President (HR) Indigo
Mr. Vijay RaiManaging Director (Asia Pacific & EMEA Markets)
Conclave Director
110 CHROs, Human Resources Leaders, Talent Acquisition & Engagement Professionals Academicians
Special Address
NEWSLETTER
The sessions were moderated by a session chair who acted as a facilitator and
healthy challenger to engage 0the participants in debate, discussion & Q&A.
The speakers discussed the ‘Changing Landscape of HR’, ‘Emerging Trends
in Digital World’ and ‘Challenges for HR in the Current Scenario’.
The conclave consisted of three interactive experience sharing panel
discussions -
Session I : Relevance of HR in BAR World
Session II : Driving Disruption in HR through BAR
Session III : Going beyond BAR
03
Mr. Anand PillaiManaging Director - Leadership Matters Inc
Conclave Co-Director
Mr. Rajesh UppalExecutive Director IT & CIO - Maruti India Pvt Ltd
Mr. Harshvendra SoinChief People Officer-
Key Note Address
Issue 33 | December 2018
th th19 - 23 June 2018Srinagar, Jammu & Kashmir
Prof Ashok AimaVice Chancellor – Central University of Jammu on Transformational Leadership
Mr Ravindra Sathe Director General – RMP
Special Address
13 practicing and aspiring professionals
Programme Overview
NEWSLETTER
The five-day intensive residential programme offered its learnings through
a combination of classroom lectures, business simulation, small group
discussions, case discussions, presentations and applicable exercises. The
highly experiential and participative session was facilitated by expert faculty
and designed to serve as a catalyst for profound leadership transformations
04
Rambhau Mhalgi Prabodhini (RMP) & National HRD Network Leadership Development Programme
Dr Kalpana MathurConsultant & Master Trainer & Eminent Faculty – IIT Jodhpur
Mr Vikas GuptaFounder & CEO – BharatiyaSIMS
Mr Anand PillaiManaging Director - Leadership Matters
Key Speakers
Indian Oil Corporation Ltd.,
Rastriya Chemical Fertilizers Ltd,
Power Grid and MMTC among others
Participating PSUs
Issue 33 | December 2018
nd22 June 2018 Sheraton, Saket, New Delhi
KelpHR - Survey Partner
Corporate Citizen - Media Partner
School of Life
Programme Partners
Number of Participants 100 +
Programme Design
NEWSLETTER
The seminar served as an ideal forum where legal practitioners, enforcement
agents and practitioners of POSH at workplace came together for an effective
exchange of thoughts and ideas. The workshop ensured knowledge sharing of
laws to ensure safer workplaces and guidance on best practices from subject
matter experts. The five power packed sessions not only touched upon the
basics for novices but also delved deep into the practical aspects of the Act
through a variety of case studies. The discussions covered areas such as
Hands-on Interactive Training on the POSH Act; Case Laws; Gender
Sensitivity, - Holistic Women Empowerment and Integration; Implementation
at Ground Level - Challenges and Possible Solutions; SHW Act – Pain or Gain?
(Malicious Complaints)
05
th6 Seminar on Prevention of Sexual Harassment at Workplace
Programme Partners
Survey
Partner
Media
Partner
Issue 33 | December 2018
th8 - 9 July 2018 The Lalit, Barakhamba Avenue, New Delhi
Ms. Nasreen Khan
• Bata India Ltd.
• Asian Paints
• Bank of Baroda
• BIMTECH
• Erricson
• IFFCO
• K&S Partners
• Karam Industries
• KPMG
• Mahindra & Mahindra Ltd.
• Mindray
• NTPC
• People Strong
• R1 RCM
• ReNew
• Power Ventures Pvt. Ltd.
• Zee Media
Facilitator
Number of Participants 27
Organisations
NEWSLETTER
The workshop was a comprehensive session covering the entire range of
techniques to make training design, development and delivery effective,
powerful and impactful. It also aimed to equip trainers with greaterconfidence while handling groups.
06
Workshop on Training Delivery Skills for Trainers
Issue 33 | December 2018
th th17 - 18 August 2018 Hyderabad International Conventional Centre (HICC), Hyderabad.
PROFESSIONALS CATEGORY - This award recognized young HR practitioners who have contributed to the industry through organizational set-ups.
Ms. Priyanka Pardasani PepsiCo India Pvt Holdings Ltd
Ms. Stuti PunnPepsiCo India Pvt Holdings Ltd
Mr. S SabhanathanAsian Paints Ltd
STUDENTS CATEGORY The award recognized budding HR practitioners who are preparing themselves academically to test their mettle.
Mr. Mehul MadanMDI Gurgaon
Mr. Athi Karthick VIIM Trichy
Dr. Sanchit Nitin Telang
Award Winners
Over 250 participants (HR Professional and HR Student) registered Attended by over 1000 HR Leaders
NEWSLETTER
The NHRDN Young HR Icons Award awards recognized and rewarded
emerging talent in the human capital space. The potential pacesetters in the HR industry were evaluated for acute future
orientation; flexibility & creativity; ethics & compliance orientation, communication effectiveness; business
acumen & analytical ability; change leadership; strategic orientation &
innovation, contribution to society through a rigorous 3 level assessment
process. The process included Aptitude Test, Personal Impact
Questionnaire, Situational Judgement Test and Interviews at Regional and
07
th4 NHRDN – Prof Ram Charan Young HR Icon Awards
Programme Partners
Associate Partner Knowledge Partner B-School Partner Communication & Design Partner
Issue 33 | December 2018
th6 HRM Summit Talent, Technology & Culture: The HR
th th14 -15 September 2018WelcomHotel Sheraton, Saket, New Delhi
Mr. Prem SinghPresident (Global HR) Wockhardt Pvt Ltd
Dr. Mohit GambhirInnovation Director Ministry of HRD
Summit Director
150 senior HRM professionals andacademic leaders from all over India
Key Note Address
NEWSLETTER
The experiential interactive session saw high levels of active dialogue and participation by the delegates.
Answers to following critical questions faced by the HR fraternity –
• Technology & Digital HR in Gig economy: How can organizations get HR ready for future?
• Disruptive Innovation: What’s new? What does it mean for HR in terms of challenges and opportunities?
• Changing landscape of talent and competencies: How to spot, nurture and retain?
• The HR Edge: How workplace values and culture are changing; how to shape them in sustainable & responsible
manner?
• These sub-themes were discussed through presentations, panel discussions and case studies
08
Mr. S Y SiddiquiExecutive AdvisorMaruti Suzuki India Ltd
Inaugural Address
Prof. Ashok BhattacharyaChairman Placement & Corporate Relation
Special Address
Programme Partners
PlatinumPartner
GoldPartner
BronzePartner
B-schoolPartners
Academic Partner
Mememto Partner
Global Rewards Partner
Online Media Partner
Communication &
Design Partner
Corporate Contributor
Issue 33 | December 2018
thGrand Finale on 28 September 2018 De Alturas Resorts, Goa
• Hero MotoCorp
• Maruti Suzuki
• L&T Power
• TCS
• NTPC
• Panasonic
• Cognizant
• Wockhardt
Organizations
150 + participants with over 45 organizations participating
NEWSLETTER
The unique platform exposed corporate managers to the challenges of managing
business enterprises in a competitive environment. The experiential program
offered participants real time thrill of managing business intricacies in a
competitive environment. The competition enabled competitors to outperform
each other and challenge the power of cross functional operations, team working,
business acumen and decision making while learning how to cope with complex
challenges in ever changing business scenarios. The program focused on building
Strategic Thinking; Cross Functional Decision Making; Teamwork; Financial &
Market Analysis capability and Leadership Development among the participants.
The competition was divided in two phases. The domestic phase comprised of three
regional rounds (Eastern Region - Kolkata, Southern Region – Coimbatore,
Western Region - Mumbai and Northern Region - New Delhi) while the
international phase was a three-day session with five challenging rounds.
09
NHRDN International Management Simulation Challenge (IMC) 2018
National Champions: Team HPCL comprising of
Mr. Bhaskar Jha
Mr. Prakash Kumar
Mr. Sunil Atolia
National Runners Up 1: Team Powergrid which included
Mr. G P Payasi Mr. Abhishek Mr. Amit Kumar Jain
National Runners Up 2: Team Powergrid comprising of
Mr. Prashant Kanaujia
Mr. Deepak Consul
Winners
Issue 33 | December 2018
rd3 Indian Management Forum
Indian Management Education: Towards a New Panorama
st21 September 2018 NMIMS, Mumbai
Padma Shri Dr Pritam SinghCEO – LEAD Centre & Noted Management Thinker (Ex-Director – IIM-Lucknow, MDI & Former DG – IMI) delivered the Confluence Overview
Forum Director
Over 110 CHRO’s, Human Resources Leaders Talent Management Professionals
NEWSLETTER
The programme provided a collaborative forum where leaders from
Academia & Corporate along with Policy Makers both worlds:
• Evaluate strategies, processes and system for grooming high quality
talents;
• Introspect and develop insight about the issues and problems of B
Schools and learn from each other successful experiences and
• Prepare a blue print actionable agenda to make B-Schools to move to
the next orbit
The forum focused on the issues faced by B-Schools and how the
corporate world can complement the efforts of B-Schools to develop
industry ready employees to bridge the gap between industry and
academia. Outstanding speakers from across India addressed the Forum
and shared their innovative strategies and insight helping participants
understand the nuances of Industry - Academia Interface in fast changing
emerging business landscape. The participants developed an
understanding of Governance issues and the way forward, learnt effective
ways to build Leadership Pipeline & Institutions and the benefits of better
Industry- Academia Interface. The forum provided the participants an
excellent platform to network with Corporate, B-Schools and Policy
Makers.
10
Dr. H Chaturvedi Director – BIMTECH presented a glance of the forum
Forum Co-Director
Mr. Vivek Mehra Managing Director &CEO- SAGE Publication India
Special Address
Mr. Anurag BatraChairman & Editor in Chief- BW Businessworld
Keynote Address
Dr. Rajan SaxenaVice Chancellor-NMIMS
Distinguished Remark
Prof. Anil D Sahasrabudhe Chairman AICTE
Inaugural Address
Dr. Manosi Chaudhuri Professor & Head OB-BIMTECH
Vote of Thanks
Issue 33 | December 2018
th6 Advanced Leadership Programme (ALP) – 2018
Winning the Corporate Olympiad: Leadership Challenges
th th3 -7 October 2018 Hilton Tokyo Bay Hotel, Tokyo, Japan
Padma Shri Dr Pritam SinghCEO – Lead Centre & Noted Management Thinker
Mr. S Y SiddiquiExecutive AdvisorMaruti Suzuki India Ltd
Prof. Asha BhandarkerDistinguished Professor of Leadership – IMI, Delhi
Programme Directors
21 Senior Managers
NEWSLETTER
The 5-day ALP provided the participants a unique opportunity to visit
reputed companies in Japan including Kyosan Electric Manufacturing Co
Ltd (Signaling Systems for Railways) and IHI Corporation (Heavy Industry)
and interact with their top management team. The participants learnt key
leadership skills through a combination of classroom lectures, small group
discussions, case discussions, presentations and applicable exercises with
world class faculty.
NHRDN places on record its appreciation for Japanese Embassy in India,
New Delhi and Indian Embassy in Tokyo, Japan for their immense and
unparalleled guidance and continuation to make the NHRDN ALP 2018 a
huge success. We deeply acknowledge the contribution of Respected
Kazuhisa Yoshida San and his team from Japan Embassy in New Delhi for
making things happen for NHRDN ALP 2018 and further strengthen the
strong connect between the two Great Nations-Japan and India.
11
Mr. Kenichi AyukawaManaging Director & CEO Maruti Suzuki India Ltd
Key Note Address
Mr. Bhagirathi BeheraFirst Secretary (Economic) Embassy of India, Tokyo, Japan
Inaugural Address
• BEML
• ICICI Bank
• IFFCO TOKIO General Insurance
• Indian Oil Corp Ltd
• NTPC Ltd
• Power Grid Corp Ltd
• SJVN Ltd among others
Organizations
Issue 33 | December 2018
Gender Sensitization Series for Maruti Driving School
64 Workshops PAN India 1031 Participants
NHRDN conducted 64 sessions
on GENDER SENSITIZATION
covering 1031 participants across
35 locations for Maruti Driving
School.
Delhi-NCR, Agra, Ahmedabad, Amritsar, Bengaluru, Bhopal,
Bhubaneshwar, Calicut, Chandigarh, Chennai, Cochin, Coimbatore,
Dehradun, Guwahati, Hisar, Hyderabad, Indore, Jaipur, Jammu, Karnal,
Kolkata, Lucknow, Ludhiana, Meerut, Mumbai, Nagpur, Patna, Pune,
Raipur, Ranchi, Srinagar, Trivandrum, Varanasi, Vijayawada, Vizag
Locations
NEWSLETTER
12
Issue 33 | December 2018
Several Customised In-house Programs were Conducted by NHRDN during the half-year
th4 September 2018 | Goa Shipyard Ltd., Goa
NEWSLETTER
13
POSH Act Awareness
Number of Participants 42
th14 September 2018 | Zee Media, Kolkata
Managing Self
Number of Participants 20
Issue 33 | December 2018
In-house Programs Continued
NEWSLETTER
14
th13 October 2018 | Maruti Suzuki, Hyderabad
Time Management, Prioritization & Team Work
16 Middle management team
th th8 - 9 June 2018 | Gurugram
Business Simulation Workshop for Panasonic India Pvt., Ltd.
Number of Participants 36
Issue 33 | December 2018
NEWSLETTER
Over the past few months we have seen a host of
campaigns encouraging women to come out and speak
about their unfortunate “Me Too” experiences. And the
cases which came up and continue to tumble out of the
closet do throw up a surprise in terms of the socio-
economic and geographical demographics – of both the
perpetrator and the victim. Educated, successful,
public figures – take a pause and your mind goes abuzz!
Awareness movements like “Me Too” and “Time’s Up”
bring forward the harsh reality and intensity of
problems relating to sexual harassment of women at
workplace irrespective of the industry or the country
they choose to work in. What makes matters worse is
that when women try to raise their voice against such
issues, it’s either not given due consideration or not
received too well leading to repercussions which will
deter any victim from coming out to talk about their
experience.
In such situations, role of Human Resource
department of any organisation should effectively
come into play. As champions of employees, the
department should be able to rise above its obligations
to the organisations and provide an unbiased support to
the aggrieved. In India, while the HR departments of
corporate world have met the legal diktat to implement
the 2013 Act of Prevention of Sexual Harassment of
Women at Workplace (POSH) and institute the Internal
Complaints Committee (ICC), a lot needs to be done to
go beyond just being lawfully compliant. While the Act
reinforces the responsibility of an employer to protect
its women employees through education, enforcement
of rules and guidelines, we need to retrospect if the act
and related rules and guidel ines are being
implemented in the true sense.
Based on our interaction with various HR associates
across industry and companies, what comes across is
that all organisations have set up their Internal
Complaints Committee (ICC) to meet the legal and
compliance obligations. In fact most of the companies
have drafted their policies based on the exact
15
Prevention of Sexual Harassment at Workplace
provisions of the Act - hopefully one will not find any
discrepancies from legal perspective. The policies in
these companies are, therefore, assumed to be perfect
with ICC in place, members meeting regularly and
minutes of the meetings maintained. Yet, sexual
harassment cases seem to be on the rise. And this is
where we ask if legislation and checklist implementation
is enough?
For HR leaders, to be able to effectively implement the Act
of 2013 in their organisations, several questions need to
be addressed:
• How to ensure organisational commitment to the
cause beyond just a checklist implementation of the
act?
• How ICC team members can create an impact beyond
their defined responsibilities?
• Is HR doing enough to raise awareness about the
subject?
• And the most crucial – the employee themselves, do
they perceive the act to be helpful, painful or gainful?
Employer’s commitment to the cause plays a crucial
role. And this will be put to test with every case which is
raised and even more when a case is not raised! Currently
the Act and its implementation is largely seen as a
necessary evil. It’s imperative that the leadership team
demonstrates a unified commitment to the cause. Even
one person not committed to the issue or a single lose
remark will be enough to derail the cause. Beyond role
modelling, the topic should find a place in business review
forums, regular review of case types logged, actions
taken and organization wide communication. All of these
would help set the stage for effective implementation –
getting on-board a strong independent member on ICC,
budget for employee communication & training, and
making these education sessions mandatory for
employees. These are strong indicators to employees
that the Management has a no-nonsense attitude
towards the issue.
Making it effective beyond the law
Issue 33 | December 2018
NEWSLETTER
16
determination to fight against sexual harassment. Quite
often women employees are not comfortable lodging
official complaints because of fear of repercussions. It is
recommended that the ICC should not shun away verbal
complaints . Without d isclos ing names of the
complainants, the committee should probe into the
matter and where ever possible initiate proceedings
against offenders. Such proactive actions from the ICC
will set precedents and miscreants will be warned to be
careful.
When a complaint is raised officially, it is essential for the
committee to follow certain processes and protocols. The
members must understand the significant role of the
committee as a “civil court” and their responsibility as a
“judge”. For this purpose, it is essential that committee
members undergo professional training. Training on how
to quiz both complainant and accused, documenting
evidence, making notes are some basics which most of
the members are not familiar with as its considered the
job of either the HR representative or the external
member. It is only when all members of the committee
are familiarised with the protocols that they will
understand their responsibility as “judges” obliged to
follow the principles of natural justice.
End of the day, zero cases reported can also mean a lack
of confidence in the Management and ICC including
redressal mechanism.
Role of HR Department: In our knowledge, most of the
organisations have assigned the role of implementing
POSH to HR Department. All of the above is critical
ground work for HR to forge ahead on this agenda. Crucial
piece with HR is education, training and communication of
the policy. HR team members have to maintain a fine
balance, knowing what education is and what data
leakage is. Confidence and Confidentiality is the crux. HR
should be confident about the provisions of the Act.
Confidentiality of the complainant/case should be
maintained. Both will go a long way in re-iterating
commitment to the cause.
Role of the Employee: Last and probably most important
is the role of the Employee themselves. POSH Training
invitations still invite a smirk and raised eyebrows, the
word “sexual” is still uncomfortable, passing jokes on
“being harassed” are still common. A topic which is not
taken seriously till the “me too” moment happens!
Knowledge is one end of the spectrum which is within
Employee’s control. The other end of the spectrum is mis-
use of the policy where the question is whether the policy
has been helpful, painful or gainful?
Internal Complaints Committee (ICC): Amongst
various provisions in the Act of 2013, the one that can
make a major difference in an organisation is related to
the constitution and role of the ICC. Without doubt a
strong ICC can play a very crucial role in effective
implementation of the act in any organisation. The
committee, which by law, is a mandatory requirement
for organisations having 10 or more employees, is
expected to perform not just the role of a grievance
redressal forum handling cases of sexual harassment
of women employees but also an advisory role thereby
providing significant recommendations on policy
improvement and better implementation along
strategies for employee education or awareness.
Constitution of the Committee: To make a positive
difference to the cause Management should take
seriously its responsibility to ensure that the ICC
includes members who truly care about the
employee’s welfare and not just the interest of the
organisation. While the Act has provided some
guidelines for selecting committee members, it’s
recommended that a checklist is prepared by the HR
team to identify a list of specific competencies,
characteristics and desired experiences which would
be ideal for a committee member including the
external member whose membership again is a
mandatory compliance. The idea is to bring on board
members who are genuinely committed to providing a
harassment free work environment for women, those
who believe in gender diversity and equality. Without
such evolved members, a committee cannot protect
the rights of women or provide appropriate justice in
case of harassment. The presiding officer, who plays an
important role in selection of other committee
members, must also be thoroughly scrutinised.
Remember the rule here is: Top Down Cascade of
Intent and Policy - Intent of Management determines
the selection criteria for committee members which in
turn determines effective implementation of policy.
Effective Grievance Redressal by the Committee:
The Act gives a very detailed step by step guide on how
to go about registering a case, investigation and report
submission. Hence the entire value-add that ICC team
members can bring to the table is in the spirit of
implementation.
While the Act of 2013 indicates that action on “written”
complaints should be taken by ICC. As a good practice,
the presiding officer should also review verbal
c o m p l a i n t s t o r e i n f o r c e t h e o r g a n i s a t i o n s
Issue 33 | December 2018
NEWSLETTER
17
Any ruling will have repercussions and new issues are
bound to crop up. The onus lies on all stakeholders –
Employer, HR, ICC and the Employee to make best use of
a regulation which was much required. Processes need to
be strengthened at both organisational and ICC level to
provide a fair and harassment free environment to female
employees.
After all credibility will only be as good as the last
judgement and as effective as the consistency of decision
taken over multiple cases.
Helpful: increased awareness and a legal provision has
served as a deterrent? Are women confirming there are
less instances of sexual harassment?
Painful: in our zeal to implement the Act, have we gone
overboard? The undercurrent now is to play it safe and
avoid women on some projects? Are women losing it
out on career opportunities?
Gainful: the Act is too lop-sided and women are mis-
using it? Has it become a tool to settle personal scores?
(On an average, out of 4 cases investigated, atleast 1
turns out to be a case of consensual relationship gone
sour and the Act being used to settle personal scores)
Poonam Sharma : [email protected]
Anju Verma : [email protected]
Issue 33 | December 2018
NEWSLETTER
18
Mangalyam - A Powerful & Unique Indian Approach to Leadership Development
In the fast changing global economy it’s matter of
who will survive the fierce competition and how?
War for talent is not coming down. How do we
create collaborative work environment and develop
leaders for tomorrow? Despite tonnes of books and
online material on the importance of collaborative
working & leadership development, this is usually
the biggest impediment to high performance today.
In a rapidly growing economy, organisations have
far easier access to capital, customers and
technology than even a few decades back. All this
however comes to no use if the teams, especially
those at the senior level and at the operations level
are not in sink.
Leo Tolstoy said, “all happy families are alike and all
unhappy families are unhappy in their own special
way”. To modify this, all successful companies are
successful in their own way and their challenges
while outwardly maybe similar, they will have their
own unique facets. Hikal Limited, headquartered in
Navi Mumbai has been looking at something
different & unique but effective approach to
leadership development. For 30 years, Hikal has
been a leader in their established products for the
pharma and crop industries. Founded by the
current Chairman, Hikal has grown steadily solely
through building committed relationships with
stakeholders and rigidly adhering to core values,
culture and stringent product quality norms.
For last few years Hikal has been emphasising on
establishing itself as global leader in it’s space. This
had become necessity as business opportunities
were rapidly growing. Both the Pharma and the
Crop protection businesses were embracing new
opportunities. The R & D team was also rapidly
expanding since several international regulations
on chemicals were becoming increasingly complex
and delighted customer were giving further
business opportunities for new range of products.
The Situation
We solve some problems while some problems solve us. New growth and opportunities had necessitated the hiring of more members into the senior management team. Everyone selected were professionals with high levels of expertise, sincerity and commitment. All of them had more than 2 decades of leadership experience and therefore different styles of working influenced by their own life history and professional successes.
While meetings were harmonious, in the operations, several times resolution happened only when the entire team met together and the CEO or Chairman had to intervene. This indicated the need to build deeper peer relationships to create higher collaborations and nurture leadership at different levels in the organization.
“Therefore, some intervention was required to increase the ability of peers to have effective conversations among themselves and sort out issues at their level rather than bringing everything up to the Management Committee. Hikal evaluated many options in leadership development space and most of the established practices were based on various models & approaches, though proven to be effective but this company was looking for something interesting & different.
Chairman has deep interest in Indian culture and heritage and Hikal supports many such initiatives in that space in multiple ways. So, he showed keen interest in a solution that reflected Indian ethos which would work for business. His expectation was simple, “The success criteria should be in reduction of the number of unresolved problems coming to MC. Leaders across levels must sort out their issues at their level without asking seniors to arbitrate it. If such issues do bubble up, then we should have a professional dialogue rather than ‘who is right/wrong or blame game debate’”.
Issue 33 | December 2018
NEWSLETTER
19
We came across a program based on ancient Indian
mythology and philosophy developed by historian
Pradeep Chakravarthy* based on “Business Sutra” a
book by Devadutt Pattanaik. The concept was
reassuring, interesting and simple, we embarked on
the journey of Mangalyam, as the program is
christened.
The Intervention
The program was customised to bring organizational
context and individual concerns from both professional
and personal life. Intervention was initiated with top-
down approach and every participant had discussion
with the facilitator. The two-days workshop was
astoundingly amazing and profound. It had deep
personal conversations about one’s life, personal belief
& heroes, family, stories and all of them interspersed
with Indian traditional games and even activities like
Rangoli depicting soul touching learning.
All of these kept going back to the key lesson – if we
need Mangalyam – a state of being that attracts good
luck, prosperity, health and happiness, we have to do
the following:
• Recognise the other (darshan) as being different and
similar.
• Acknowledge the other (para to parama)
• Engage fruitfully with the other (yagna)
• Collaborate with the other (manthan)
These words, the examples resonated with our Indian
upbringing, values and beliefs. The focus of the session
was on our belief - is our belief anchored exclusively in
the self, or also includes the other (person and
context)? The answer to this question leads everyone to
Mangalyam.
Deeper level one-to-one conversations were facilitated
to have more practice of Yagna – a new way to engage
PARAMA
JEEVA
PARA
YAGNA
The innovative intervention had one more unique
aspect, a learning session through a heritage and
culture tour! People were exposed to the breadth and
depth of Indian traditions. They learnt how Indian
food, music, rituals, ceremonies were different, yet
we needed to live together and therefore needed to do
Darshan through Yagna. The temples visited had
inscriptions of economic, political and social records
from more than 1000years back. None of them were
connected to mythology or religion. All of them were
records of important decisions taken when conflicts
happened and as we listened to each story, we also
reflected on how that can change the way we speak
and behave with each other. At every spot we made
commitments to set new norms of working with each
other and leading teams.
Impact
It has been over a year since the intervention for the senior
management team was done. The workshop, the one-to-
one coaching and the heritage tour have immensely
helped in the interpersonal connections within the team.
Escalations of unresolved issues to the MC has declined
to negligible levels. Differences are sorted out between
the respective team members. Several proposals that
reach the MC are also vetted prior to the meeting with the
relevant seniors and this translates into dialogues and
constructive problem solving in the meeting rather than
debates and rebuttals that waste time and delay decision
making. The positive vibes at this level has also translated
to the lower levels and we are actively working on bringing
various interventions through the Mangalyam ethos.
Kumaar Priyaranjan : [email protected]
*Pradeep Chakraborthy is an alumnus of London School of Economics
and has worked with Infosys, McKinsey, TVS Group before diving deep
into mythology based leadership development & organizational
transformation work. He is a historian and has written several books on
history of temples in south India.
Issue 33 | December 2018
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SOCIALSECURITY
HR Summit On
HEALTHINSURANCE
7TH
th8 February 2019
SOCIALSECURITY
Summit Director : Mr R P Singh, Director (HR & Legal), IFFCO Ltd
HR professionals, Practitioners & Consultants
Members of Compensation Committee
Employee of compensation and reward strategy
Employee relations and engagement/Professionals
Internal pay equity and external competitiveness etc.
Service providers in the area of rewards, recognition and wellness programme
thThe 7 Annual C&R Summit intends to explore and understand the emerging trends and challenges in designing effective C&R strategy in the current business environment.
OBJECTIVE
WHO TO ATTEND
The LaLiT Ashok BengaluruKumara Krupa High Grounds, Bengaluru
Communication Design Partner
B-School Partners
Changing landscape of Compensation & Rewards
HEALTHINSURANCE
For Registration and Sponsorship Details, Please Contact Nandan Singh - E: [email protected]; M: +91 9999155865Meenakshi Chauhan - E: [email protected]; M: +91 8899819431National HRD Network – National SecretariateC-81-C, DLF Super Mart -1, DLF City, Phase - IV, Gurgaon 122002, Haryana
NHRDN GSTIN No – 06AAATN1283C1ZZ l NHRDN Pan No – AAATN1283C
Remittance of participation fee in advance is compulsory to confirm participation of your nominee.
Cheque should be drawn in favor of “National HRD Network”
*GST 18% extra is applicable on the above fee
DELEGATE FEE (PER PARTICIPANT)
ABOUT NHRDN
WHY TO ATTEND
Category/ Fees (Per Participant in INR) 1-2 Participants 2-5 Participants 6 and more participants
Member ` 7,200 ` 6,300 ` 5,400
Non-Member ` 8,000 ` 7,000 ` 6,000
Consultant ` 9,000 ` 9,000 ` 9,000
Academician ` 5,000 ` 5,000 ` 5,000
Student ` 3,500 ` 3,500 ` 3,500
Training Delivery Skills for Trainers
rd th23 -24 January 2019 | WelcomHotel Sheraton, Saket, New Delhi
Facilitator
Nasreen Khan
How can I help maximize the value for each participant in my training? How can I ensure they get a high return on their investment?
How can I keep a variety of audience engaged? How do I handle tough participants? Is it possible to make a technical topic both easy and interesting?
Will they remember me? Will they remember what they learnt? and more importantly, will they apply what they learnt?
Introduction
These are just some of the usual questions that a trainer asks. This workshop is designed to answer these and many more such questions on design, development and delivery of a powerful training session.
Learn highly effective ways to engage with the group, simplify content, increase retention and deliver high impact, effective and powerful training.
The workshop covers some tips and tricks on making design simple and also covers the entire range of techniques to make effective delivery powerful and impactful. Participants would not only know the various nuances of training delivery but also have greater confidence in handling groups.
Workshop Objectives
Maximize your training effectiveness, impact and retention.
Learn to understand the audience and its needs.
Get tips on the do's and dont's of content and design.
Acquire the skills to develop a deep rapport with participants.
Understand various learning styles and how to best employ them.
Learn to make a difference to each participant.
Move from being a presenter to a facilitator.
What Will You Gain?
Delegate Fee
*All Existing Life Members may avail Gold Member rates*GST @ 18% on the participation fee is applicable (GSTIN : 06AAATN1283C1ZZ)
Fees (Per Participant in INR) For 1 For 2-4 For 5 & more
NHRDN Platinum Member ` 14,100 ` 13,300 ` 12,500(Institutional)
NHRDN Gold Member ` 14,950 ` 14,100 ` 13,250(Individual + Institutional)*
NHRDN Silver Member ` 15,800 ` 14,900 ` 14,000(Individual + Institutional)
Non-Member ` 17,500 ` 16,500 ` 15,500
For registrations & queries, please contact:Mr. Vinod kakran I M +91-9811250897, Email: [email protected] Harendra Negi I M +91-9811378165 I Email : [email protected] HRD Network, C-81-C, DLF Super Mart -1, DLF City IV, Gurugram - 122002 | Haryana | Indiawww.nationalhrd.org
Training Managers, HR Professionals, Line/Business Managers who act as Internal Faculty, SMEs, Training Consultants, Faculty Members and Leaders who are required to personally train others within their departments or organizations. Anyone who wishes to learn to make training more engaging and fun.
Who Should Attend
The NHRDNProf Ram Charan YOUNG HR ICONS Awards 2018
YOUNG HR ICONS AWARDS
����
YOUNG HR ICONS AWARDS
����
YOUNG HR ICONS AWARDS
����
Knowledge Partner Powered by
Awards for Professionals & Students
Communication & Design Partner
Digital Assessments Partner
The Competition provides you the perfect opportunity toprove your mettle and earn your space in the limelight.
The NHRDN - Prof Ram Charan Young HR Icons 2018 Awards for Professionals and Students
thNHRDN Young HR Icons Awards, is 5 in its series presented in partnership with Prof Ram Charan aims to recognize and reward emerging talent in the human capital space. The competition will identify from amongst you the next wave of potential pacesetters in the HR industry through two award categories.
Do you have what it takes to be thenext ‘mover and shaper’ of the HR community?
Recognition & RewardOpportunity to be recognized as the ‘National Young HR Icons 2018’ during the NHRDN National Conference – one of the highest visibility events of the community, attended by over 1000 HR leaders.
ExposureA chance to interact and network with the who’s who of the industry and peer talent.
Young HR Icons - Awards for Professionals
Can your elevator pitch blow your
CEO’s mind?
AwarenessAn insight into your strengths and areas of development basis the evaluation report shared with allparticipants at the end of the first stage.
LearningAn opportunity to learn from the inputs shared by eminent jury members through face-toface interactions.
'Young HR Icons' The REAL deal
To recognize young HR practitioners who are contributing to the industry through organizational set-ups.
A
R
E
L
Young HR Icons – Awards for Students
Does your HRknowledge and skills
outshine those ofyour peers?
Does the business look at you as an
ambassador of the “HR brand”?
To recognize budding HR practitioners who are preparing themselves academically to test their mettle in the near future.
» Winner: INR �,��,���/-* st
» � Runner Up: INR �,��,���/-* nd » � Runner Up: INR ��,���/- *rd th» � & � Runner Up: Consolidation Prizes
* In each award category (Professionals and Students), along with a Certificate of Merit and Trophy
‘Top 5’ get a shot at bagging a cash prize of :
The Journey to Becoming a ‘Young HR Icon’
LEVEL 1 - DIGITAL EVALUATIONOnline assessment through Aptitude Test, Personal Impact Questionnaire and Video Introduction
LEVEL 2 - REGIONAL APPRECIATION LAB (Digital Assessment & Interview)Digital assessment though a combination of individual & group assessment tools, Functional Assessment Questionnaire, Situational Judgment Test, Personality Inventory & Interview
LEVEL 3 - NATIONAL APPRECIATION LAB (Digital Assessment & Interview)Digital assessment through a combination of individual tools, interview.
Contribution
to the
community
Co-curricular
and extra-
curricular
achievements
• Acute future Orientation • Flexibility & Creativity• Ethics and Compliance Consciousness• Strategic Orientation and Innovation• Communication Effectiveness• Business Acumen and Analytical Ability• Stakeholder and Relationship Management• Design, Planning and Execution Efficacy• Change Leadership• HR Functional Knowledge and Awareness
What we are looking for in a ‘Young HR Icon’
Personalized report ande-certificate of participation
for all participants
E-Certificate of recognitionfor all Regional-level
participants
E-Certificate of recognitionas ‘Regional Young HR
Icon’ for all National levelparticipants
Academic
excellence
Who can be a ‘Young HR Icon’?
Are you a working professional with 1 - 1 0 years of work experience in the HR domain and not a day older than 34 years as
thon 30 June 2018?
Are you a student currently pursuing a post-graduate course with HR specialization and shall have completed 1 year of the course as
thon 30 June 2018?
Short-list for Regional level assessment
Short-list for Nationallevel assessment
Top 5 participants in both award categories recognized as the ‘National Young HR Icons’
12
If Yes, Then you CAN be a Young HR Icon !!!
The first step - RegistrationNomination to the awards can be done by organizations/educational institutions as well as you can self-nominate by sending mail to [email protected] for registering the nomination needs to be made in advance by cheque/DD favoring “National HRD Network” or NEFT for the following amounts. The cheque/DD needs to be sent to ‘National HRD Network, C 81-C, DLF Super Mart-1, DLF Phase IV, Gurugram 122002’.
The National HRD Network is the National Apex body of professionals committed to promoting the HRD movement in the country and enhancing the capability of human resource professionals to compete globally and thereby creating value for society. Towards this end, National HRD Network is committed to the development of human resources through education, training, research and experience sharing. Established over 30 years ago, NHRDN is autonomous, not-forprofit professionally managed organization, playing a catalyst role in grooming Leaders for Tomorrow. It has 12,500 members representing, Multinationals, Public & Private organizations including Government, MSME & NGOs spread across 30 chapters in India and serves as a reference point for HR Professionals in Indian Industry.
For further details/registrations, please contact:
Ms Meenakshi ChauhanNational HRD Network, National SecretariatC-81-C, DLF Super Mart -1,DLF City IV, Gurugram 122002,HaryanaMobile : +91 8899819431, Email : [email protected]
Delegate Fee (Per Participant In INR)
*All Existing Life Members may avail Gold Member rates*Applicable Taxes would be Charged Extra on the Above Fee.
About NHRDN
GSTIN: 06AAATN1283C1ZZ
NHRDN PAN: AAATN 1283C
• DD / Cheque towards Participant fee should be drawn in favor of “National HRD Network”• Online payment Gateway available (all cards accepted)
Only once the payment is received and completeness of the online registration form is verified, login credentials shall be shared with you for the first round of online evaluation.
TimelinesResult Declaration
For Level 1
Registration DateLast Date
rd th� Sep.- �� Nov. ���� th�� Feb ����
1 - 4 del 11000 120005-10 del 9500 1050011 or more 8000 9000
Member Non-memberNo. of Delegates
Prof
essi
onal
• For NEFT / RTGS, please find below the details:
Beneficiary Name : National HRD Network
Beneficiary Bank : ICICI Bank
Branch Name : Sushant Lok Branch Gurugram
Bank Account No : 018301007404
Bank IFSC Code : ICIC0000314
Bank MICR No : 110229042
For Level 2 For Level 3th�� April ���� th� June ����
Date of Felicitation nd�� National Conference ����
1 - 4 del 3500 40005-10 del 3000 350011 or more 2500 3000
Member Non-memberNo. of Delegates
Stud
ent
Last date registration
201930
th Jan.
NEWSLETTER
Kudos / Movements
Sachin Gupte has joined Standard
Chartered as Head HR, India
Standard Chartered Bank, India,
announced the appointment of
Sachin Gupte as its new Head of
Human Resources. Gupte was the
Head of Human Resources, Global
Banking (GB) and Transaction
B a n k i n g ( T B ) a t t h e s a m e
organization prior to this. Sachin Gupte
A n a n d S h a n k a r h a s j o i n e d
Deloitte Consulting as HR Partner
& Leader
Senior strategist and consultant
Anand Shankar has joined Deloitte
Consulting as Partner & Leader HR
Transformation. Shankar is an
industry veteran with three decades
of experience in various sectors.
Anand Shankar
Nupur Mallick from TCS to head
HR at Tata Sons
Mallick has been working with TCS
since 1997. She got into TCS through
campus placement after XISS.
Nupur Mallick
Uber’s South Asia HR Head,
Vishpala Reddy, in an APAC role
Vishpala Reddy, who joined Uber less than a year ago, in August 2017, has got an APAC role. She joined Uber as chief people officer for India and South Asia, and has now been elevated to the post of regional HR director for APAC. Reddy will now head the HR function for Australia, New Zealand, and North Asia, in addition to India & South Asia.
Vishpala Reddy
Unmesh Pawar has joined KPMG
Unmesh Pawar, who quit Accenture in March, has joined KPMG as partner and head of people, performance and culture (PPC). Pawar will lead the HR function for KPMG in India, which comprises talent management and strategy, driving the people culture and professional development to further KPMG’s operations and Unmesh Pawar
Harshvendra Soin named Chief
People Officer at Tech Mahindra
H a r s h v e n d r a S o i n , w h o w a s
heading the enterprise business as
the senior vice-president and
country head at Tech Mahindra
Canada, has now been appointed as
chief people officer (CPO).
Harshvendra Soin
29
Issue 33 | December 2018
NEWSLETTER
Horlicks has named HR veteran
P. Dwarakanath as its non-
executive chairman
Senior HR stalwart, P. Dwarakanath,
has been appointed as the non-
executive chairman and nominee
director of Horlicks, which functions
under the global healthcare brand,
GlaxoSmithKline (GSK).
P. Dwarakanath
Yashwant Mahadik has joined
L u p i n a s P r e s i d e n t - G l o b a l
Human Resources
Yashwant Mahadik has joined the
p h a r m a c o m p a n y L u p i n a s
president- global HR. Prior to this,
Mahadik was with Sun Pharma
which he quit in April 2018.
Yashwant
Mahadik
Airtel has elevated Gautam
Anand as Chief People Officer
Gautam Anand has been named the
Chief People Officer for India and
South Asia at Airtel. Anand has been
part of the Airtel family since July
2009. Prior to this, he was head HR
for Indian and South Asia consumer
business.
Gautam Anand
Abhijit Bhaduri has joined Zing HR
as Advisor
Abhijit Bhaduri, the former Chief
Learning Officer at Wipro, who now
is a full-time consultant, has joined
the HR technology service provider,
Zing HR, as an advisor.
Abhijit Bhaduri
Sunil Singh named CHRO at Cadila
W i t h o v e r t w o d e c a d e s o f experience as an HR professional, Sunil Singh is set to join Cadila Pharmaceuticals as chief human resource officer on August 27, ending a six-year-long stint at Reliance Industries (RIL).
Sunil Singh
Tata Retail has roped in former
Saint - Gobain's VP HR
After quitting Saint – Gobain as VP,
H u m a n R e s o u r c e s , R a h u l
Pinjarkar, has joined Tata’s retail
arm Trent Hypermarket as Director
HR. He will report to the Managing
Director. In his new role, Pinjarkar
w i l l b e t h e h e a d o f H u m a n
Resources, employee relations
including CSR and Administration.Rahul Pinjarkar
NEWSLETTER
Kudos / Movements
30
Issue 33 | December 2018
NEWSLETTER
Kudos / Movements
Capgemini’s CHRO - Global Head of HR has joined Cognizant
Dayanand Allapur, CHRO - Global Head of HR, Business Services at Capgemini has moved into his new role as Global Head of HR of Digital Operations with Cognizant, one of the world’s leading professional serv ices company, transforming business, operating and IT models for the digital era. In his new role, he will be responsible for managing human resources at the global level of the digital operations of Cognizant.
Dayanand
Yugesh Goutam
Yugesh Goutam, President - Global Human Resources, Lupin
Limited passed away after a prolonged illness.
Yugesh Goutam
Ex-Blue Dart HR Head has joined L&T
The HR veteran has joined L&T as
Head of Human Resources in
Chennai.
After working with the transportation
and logistics company Blue Dart for
more than a decade, Sr VP & Head HR
Barttanu Das has stepped down from
his role. The HR veteran has started his
new innings with Larsen & Toubro and
currently posted as Head of Human
Resources for L&T Constructions
( H e a v y C i v i l I n f r a s t r u c t u r e –
Independent Company (IC), at Chennai.
31
Obituary
Issue 33 | December 2018
Bartannu Das
Nishchae Suri has joined EdCast as President India, South East Asia & Middle East
Nishchae was Partner and Head-KPMG Academy and has been working in the area
of HR strategy and transformation, leadership and talent management and
rewards for over 22 years. An active NHRDN Member, he has undertaken duties as
NHRDN Delhi Chapter President and NHRDN National Treasurer in the past.
Nishchae Suri
NEWSLETTER
Members Data
Issue 33 | December 2018
April-September Individual Annual
NAME CHAPTER
Abhaya Thapliyal Jaipur
Abhijit Siddhanta Kolkata
Abhinav Pandeya Bengaluru
Abhinav Sehgal Delhi & NCR
Abhishek Rudra Kolkata
Abhishika Awale Pune
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Aditi Burman Kolkata
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Aditi Karwande Pune
Aditya Damuluri Bengaluru
Aga Reddy Byri Hyderabad
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Akansh Bajaj Delhi & NCR
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Amith Prakash Bengaluru
Amrita Tandon Delhi & NCR
Ananda Dutta Kolkata
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Anjum Sheikh Delhi & NCR
Ankit Batra Delhi & NCR
Ankit Mittal Mumbai
Ankita Aurora Delhi & NCR
Anupama Vadiraj Bengaluru
Anurag Sinha Patna
Anwesha Goswami Kolkata
Aparna Suresh Bengaluru
Arpita Banerjee Kolkata
Arun V Cochin
Arunava Naryan Mukherjee Kolkata
Arunkumar R Bengaluru
Arvind Savargaonkar Chennai
32
Asha Rao Bengaluru
Ashok Kumar Mukherjee Kolkata
Ashutosh Kumar Delhi & NCR
Ashwani Kumar Delhi & NCR
Ashwini Pangrikar Pune
Ashwini Bhat Bengaluru
Asitava Bhattacharjee Kolkata
Atanu Mazumder Kolkata
Avik Sengupta Kolkata
Avishek Prasad Kolkata
Balu Ramu Coimbatore
Barnali Roychoudhury Kolkata
Bhagya Raj Madaraboyna Hyderabad
Bhavesh Upadhyay Delhi & NCR
Bhavesh Chauhan Delhi & NCR
Bhawna Sharma Kolkata
Bhupesh Sethi Bengaluru
Bijoy Laxmi Sahoo Jaipur
Biswajyoti Choudhury Mumbai
Bodhisattva Banerjee Kolkata
Boopendran B Chennai
Brijesh Prasad Delhi & NCR
Charles Vasanthkumar Chennai
Chenna Rayudu Hyderabad
D John Franklin Coimbatore
Dasika Chaitanya Mumbai
Dayasagar M Chennai
Dayasagar M Chennai
Debapi Basu Kolkata
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Debjani Jena Kolkata
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Mamatha Sv Bengaluru
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Renu Mathur Vadodara
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Somasekhar Donthu Bengaluru
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Sunil Gaikwad Pune
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Tanima Sarkar Pune
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Vijay Tyagi Delhi & NCR
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Vipul Tanavde Mumbai
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Bruhad Buch Mumbai
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Jerome Vincent Chennai
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M Parivallal Bengaluru
Madhu Sudan Bengaluru
Manash Bhattacharyya Mumbai
Manish N Sheth Mumbai
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Rekha BM Mumbai
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Chandralekha Nath Bengaluru
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Rabichandra Elangbam Bengaluru
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Tathagata Banerjee Delhi & NCR
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V S Chaitanya Nandigam Hyderabad
Vaishak PP Bengaluru
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Veeraraagavan S Chennai
Vibhakar Sudhakar Chennai
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Novo Nordisk Service Centre India Private Ltd. Bengaluru
Ferrero Pune
Samsung R&D Institute India Bengaluru
SAP Labs India P Ltd Bengaluru
Enparadigm Mumbai
Presidency University Bengaluru
SMS INDIA PVT. LTD. Delhi & NCR
Flame University Pune
Acropolis Institute of Management Indore
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Issue 33 | December 2018
S.No Date* Duration(Days)
CityProgram ThemeProgram Name
NHRDN Learning Centre Program Calendar (2018 - 2019)
th1 Summit 6 NHRDN IR Summit 8 June, 2018 1 Mumbai
2 Workshop Train The Trainers 8-9 June, 2018 2 Delhi
th3 Conclave 6 NHRDN Human Capital Conclave 13 June, 2018 1 Delhi
4 Seminar Prevention of Sexual Harassment 22 June, 2018 1 Delhi
at Workplace
5 Conclave Leadership Excellence in the June, 2018 1 Mumbai
Digital World
6 Competition NHRDN – Prof Ram Charan July - Sep, 2018 2 Online
Young HR Icon Awards – 2018
rd7 Forum 3 Indian Management Forum 24 Aug, 2018 1 Delhi
st8 National 21 National Conference 17-18 Aug, 2018 2 Hyderabad
Conference
th9 Competition 5 Indian Management August – Sep, 2018 1 Kolkata /
Simulation Challenge Coimbatore /
Mumbai / Delhi
th10 Summit 6 NHRDN HRM Summit 14-15 Sep, 2018 1.5 Delhi
th11 Summit 5 NHRDN CSR Summit 28 September, 2018 1 Delhi
12 Programme Advanced Leadership 3-10 Oct, 2018 7 Tokyo, Japan
Programme (ALP-2017)
th13 Quiz Competition 7 Business Leadership Quiz Western Regional 1 Mumbai
Round Oct - Nov, 2018
Northern Regional Delhi
Round and Grand
Finale Oct - Nov, 2018
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Issue 33 | December 2018
S.No Date* Duration(Days)
CityProgram ThemeProgram Name
NHRDN Learning Centre Program Calendar (2018 - 2019)
14 Workshop Workshop for Women on Tapping your 28 Nov, 2018 1 Delhi
own Potential - Enriching and
Empowering Within
15 Summit TecHeaRt 7-8 Dec, 2018 2 Bengaluru
16 Workshop Training Delivery Skills for Trainers 23-24 Jan, 2019 1 Delhi
nd17 Programme 2 Global Management Programme February, 2019 5 Thailand/
Singapore
18 Programme Managing the Contract 1 Feb, 2019 1 Delhi
Labour: Issues, Concerns, 8 Feb, 2019 Pune
Problems and Remedies
19 Programme What Every Manager 2 Feb, 2019 1 Delhi
Should Know of Labour Laws 9 Feb,2019 Pune
21 Summit Energy Sector – Transforming HR: 14-15 Feb, 2019 2 Delhi
Agenda for Action during 2019
th22 Summit 6 NHRDN Summit on 8 Feb, 2019 1 Delhi
Compensation and Rewards
In addition to the above, NHRDN also organizes HRSCAPE Workshops, CHRO Round Tables, Power Breakfast Meeting, Webinar, Global HR Missions, In-house Training Programmes, Business Simulation Games etc.
Support Team
Nalin Srivastava, Harendra Negi, Nandan Singh, Bhagat Singh
Pranay Ranjan, Avinash Khurana, Pooja Rana, Meenakshi Chauhan
Publisher
Dhananjay Singh, Director General, NHRDN
on behalf of National HRD Network
C-81C, DLF Supermart I, DLF City, Phase IV, Gurgaon – 122002, Haryana
Tel: 91-124-4217171-9
Email: [email protected]
For detailed Program Calendar visit www.nationalhrd.org
We welcome your feedback and suggestionsE-mail to: [email protected]
Consulting EditorFulki Team
Editorial Team Nisha KurupVinod Kakran
Creative Design EditorAnuradha Sharma, Founder & CEO, Fulki Communications Pvt. Ltd.
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