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"HR bass rangoli banati hai” – and I agree with this. Just like a rangoli brightens up the entrance of our homes,HR is the friendly face that welcomes new team members to the organization. Imagine the center of a rangoli as the hub of a wheel- HR is the core of the company, keeping everything organized. Each petal in a rangoli connects to the center, symbolizing how every department is linked to HR. HR isn't just associated with hiring, salaries, or handling exits. HR is about finding and keeping the right talent and making sure everyone is in the right role to help the company succeed. HR also manages training and development, fostering a culture of continuous learning and growth, which boosts productivity and sparks innovation. HR helps maintain a positive work environment, mediating conflicts, and keeping everyone motivated. Moreover, HR designs and enforces policies to ensure everyone follows legal and ethical standards, reducing risks and protecting the company's reputation. We, as an HR Professional focus on people management, talent development, organizational culture, employee relations, and compliance, which makes HR a crucial part of our company's growth and success. We are strategic partners, helping the company grow with our skills and “human” qualities. Nobody needs to appreciate HR separately, Just break the misconception and treat the field with respect, just as we do with any other profession. That would be enough. Happy International HR Day! ✨ #HumanResources #InternationalHRDay #Careers #Workplace #CorporateLife #HR #HRCommunity #LinkedInCommunity

𝐇𝐑 𝐩𝐫𝐨𝐟𝐞𝐬𝐬𝐢𝐨𝐧𝐚𝐥𝐬 𝐚𝐫𝐞 𝐭𝐡𝐞 𝐮𝐧𝐬𝐮𝐧𝐠 𝐡𝐞𝐫𝐨𝐞𝐬 𝐰𝐨𝐫𝐤𝐢𝐧𝐠 𝐭𝐢𝐫𝐞𝐥𝐞𝐬𝐬𝐥𝐲 𝐛𝐞𝐡𝐢𝐧𝐝 𝐭𝐡𝐞 𝐬𝐜𝐞𝐧𝐞𝐬! 🌟 Today, we're celebrating our incredible HR, Ananya, and all the other fantastic HR professionals out there! 🎉 HR wears many hats—from finding the best talent to handling complex employment matters. They ensure we all get paid on time (thank goodness!) and keep potential office mishaps at bay. 🛡️ In our hybrid work setup, Ananya has been a rockstar, keeping our team engaged and connected virtually. Each month, she organizes fun games and activities to strengthen our team bonds, even when we're not all in the office. 🎮🤝 Here's what Ananya Goyal has to say about her experience as an HR at Ukti: "𝘞𝘰𝘳𝘬𝘪𝘯𝘨 𝘪𝘯 𝘏𝘶𝘮𝘢𝘯 𝘙𝘦𝘴𝘰𝘶𝘳𝘤𝘦𝘴 𝘪𝘯𝘷𝘰𝘭𝘷𝘦𝘴 𝘢 𝘥𝘪𝘷𝘦𝘳𝘴𝘦 𝘳𝘢𝘯𝘨𝘦 𝘰𝘧 𝘵𝘢𝘴𝘬𝘴, 𝘧𝘳𝘰𝘮 𝘩𝘪𝘳𝘪𝘯𝘨 𝘵𝘰 𝘵𝘳𝘢𝘪𝘯𝘪𝘯𝘨 𝘢𝘯𝘥 𝘮𝘢𝘪𝘯𝘵𝘢𝘪𝘯𝘪𝘯𝘨 𝘦𝘮𝘱𝘭𝘰𝘺𝘦𝘦 𝘳𝘦𝘭𝘢𝘵𝘪𝘰𝘯𝘴. 𝘈𝘵 𝘜𝘬𝘵𝘪, 𝘮𝘺 𝘳𝘰𝘭𝘦 𝘦𝘹𝘱𝘢𝘯𝘥𝘴 𝘣𝘦𝘺𝘰𝘯𝘥 𝘏𝘙 𝘵𝘰 𝘪𝘯𝘤𝘭𝘶𝘥𝘦 𝘔𝘢𝘳𝘬𝘦𝘵𝘪𝘯𝘨, 𝘉𝘋, 𝘈𝘥𝘮𝘪𝘯, 𝘢𝘯𝘥 𝘈𝘤𝘤𝘰𝘶𝘯𝘵𝘪𝘯𝘨, 𝘢𝘥𝘥𝘪𝘯𝘨 𝘷𝘢𝘳𝘪𝘦𝘵𝘺 𝘵𝘰 𝘮𝘺 𝘸𝘰𝘳𝘬. 𝘏𝘢𝘯𝘥𝘭𝘪𝘯𝘨 𝘵𝘩𝘦𝘴𝘦 𝘥𝘪𝘧𝘧𝘦𝘳𝘦𝘯𝘵 𝘵𝘢𝘴𝘬𝘴 𝘤𝘢𝘯 𝘣𝘦 𝘤𝘩𝘢𝘭𝘭𝘦𝘯𝘨𝘪𝘯𝘨, 𝘣𝘶𝘵 𝘪𝘵 𝘢𝘭𝘴𝘰 𝘩𝘦𝘭𝘱𝘴 𝘮𝘦 𝘨𝘳𝘰𝘸. 𝘋𝘦𝘴𝘱𝘪𝘵𝘦 𝘰𝘶𝘳 𝘣𝘶𝘴𝘺 𝘴𝘤𝘩𝘦𝘥𝘶𝘭𝘦𝘴, 𝘸𝘦 𝘮𝘢𝘬𝘦 𝘴𝘰𝘮𝘦 𝘵𝘪𝘮𝘦 𝘧𝘰𝘳 𝘧𝘶𝘯 𝘵𝘩𝘳𝘰𝘶𝘨𝘩 𝘵𝘦𝘢𝘮 𝘢𝘤𝘵𝘪𝘷𝘪𝘵𝘪𝘦𝘴 𝘭𝘪𝘬𝘦 𝘩𝘶𝘥𝘥𝘭𝘦𝘴 𝘢𝘯𝘥 𝘚𝘭𝘢𝘤𝘬 𝘨𝘢𝘮𝘦𝘴. 𝘛𝘩𝘦𝘴𝘦 𝘮𝘰𝘮𝘦𝘯𝘵𝘴 𝘨𝘪𝘷𝘦 𝘶𝘴 𝘢 𝘤𝘩𝘢𝘯𝘤𝘦 𝘵𝘰 𝘴𝘵𝘦𝘱 𝘣𝘢𝘤𝘬 𝘧𝘳𝘰𝘮 𝘸𝘰𝘳𝘬, 𝘳𝘦𝘭𝘢𝘹, 𝘢𝘯𝘥 𝘢𝘱𝘱𝘳𝘦𝘤𝘪𝘢𝘵𝘦 𝘵𝘩𝘦 𝘩𝘶𝘮𝘢𝘯 𝘴𝘪𝘥𝘦 𝘰𝘧 𝘸𝘩𝘢𝘵 𝘸𝘦 𝘥𝘰." Let's give a big round of applause to our incredible HR team! They truly deserve this spotlight for their hard work and dedication.🌟🎉 #internationalhrday #appreciation #celebration

3 Head of HRs placed in Q1 !! 2 of them are 'pro bono' by industry standard. But in my view, it is not pro bono because the payment is in their smiles. One come from a huge multinational and will bring her experience to lead a company to a Bursa listing. This role came along because an acquaintance was concerned for his overworked COO wife asked to find a designate candidate to replace the current Head of HR. One was bullied in his job and asked to do unethical people practices. He later found a CEO in a public listed company that resonates with his value system & ambition. There are also many connections that am unable to find a role or at the moment -its not a rosy story. But everything starts with a conversation, even better with a coffee. > What is the dream that you always wanted to achieve? > With a finite time in employment, what is the one role you want to reach? > Are you making an impact to what you think are most important? To me, it is part of nation building to put talented and value driven individuals into companies. It is not only CHROs, but CFOs and CEOs. One way to achieve your dreams is by speaking to recruiters. But I still prefer that speak to your immediate boss and organisation to make it better. If your organisation improves, you are helping more people than you know. One Belian Seed #liveyourdream

Meet our HR Manager, Chris! We asked Chris about his role at Southdown, what his key focuses are, and what he has learnt in the 9 years he has been with us. 👉How long have you been at Southdown? I celebrated my 9th anniversary on the 6th of June. I started as a HR advisor, then got promoted to Senior HR Advisor, and then, in May I was promoted to HR Manager. 👉What are your key focuses in your role as HR Manager at Southdown? My key focus areas include providing the best HR service to both managers and staff that I possibly can with an eye on process improvements. I want us to be continuously looking for ways to improve services through automation, through policy development and streamlining processes. I want HR to use our values and the Southdown Beacon to develop how we work in a much more psychologically informed way so that we are supporting the business to deliver its services. I would also say another priority focus is recruitment, retention and attendance. I want to ensure that we have the right people, in the right place to deliver at the right time, engaged, well-trained and rewarded appropriately. Another priority is to also support bigger programmes/projects that are taking place within Southdown and use my expertise and knowledge to help shape and implement these. 👉After nine years at Southdown, what have you learnt over that time? When I look around over my nine years, the level of compassion I have seen, the level of focus on delivering for clients is second to none in this organisation. And I see this every time I see colleagues engaging with clients. For example, there is nothing better than to see the joy and happiness for all who attend the Xmas carol concert. Simply amazing. When I get the chance, I love to go out and about because when you do, you see the really hard and dedicated work. It's amazing to see and it's humbling actually. It's humbling to see and that's what gets me up every morning to come to work. 👉You mentioned our values earlier. What does ‘being brilliant with people’ mean to you? Listening, first and foremost. The people who do the jobs, know the job best. So I think listening is really important. I think it is about offering the best job offer that we possibly can to people, through our terms and conditions, our benefits. And remunerating and rewarding for all the hard work that everybody does. 👉Is there anything else we've not covered that you'd like to say about you and your role and how you feel about being HR Manager for Southdown? I lead a small but dedicated team of people who are all doing their absolute best to get it right and to deliver for both the organisation and all the people who work within it. They work extremely hard and I'm incredibly proud of all of them. #BrilliantWithPeople #NotForProfit #SussexJobs

In my 11 years of corporate HR experience, I was headhunted to work for 9 different big MNCs. They included DHL, Cartus, Coca-Cola, Sodexo, DuPont, Infineon Technologies, FMC Technologies and Archroma. Interestingly, I was never promoted in any of these roles. Instead my career progression and trajectory continued to spiral upwards each time I met a prospective new hiring manager. In hindsight, I always credit back to my HR mentors who taught me well under their leadership. Another key factor was my adaptability to work in different environments and consistently putting my hands up to acquire new knowledge and experience. My previous role as Global Compensation & Benefits was a niche area. It requires years of in-depth knowledge of creating salary structures (how many job grades) and conducting competitive analysis. It also required me to consistently step out of my comfort zone to pitch ideas to the Senior Corporate Leaders within short 15-30 minutes meeting. I also had to learn to be very culturally sensitive as I was working in a global team. Imagine within Asia, it's already like a mini United Nations with different country nuances. China is so different from Korea and Japan is so different from Indonesia etc. Couple that with other countries like the US and European countries. I had picked up all these diverse skill sets when I was in various companies undertaking projects. Everyday I was 'sinking' in the ocean rather than ‘swimming’ comfortably. That's my point - in today's world, it is never enough to just wait for your Manager/Boss to promote you. It's not because you are not capable, but as a ex-HR professional, I can tell you - the brutal truth is ... The Company has a promotional salary matrix and quota (spots) for promotion or special adjustments. Yes outstanding individual performance does ensure that your name is put up for promotion. But how many times have we heard that "The company is doing some restructuring and all promotions are put on hold..." "The company is not doing well, we appreciate your good work, please be patient and we will put your name up for promotion as soon as we can..." As a corporate employee, this is the system that we are all working in. There's really minimal leeway that we can workaround to get that well-deserved higher increment or promotion. Do not just excel in your job and wait for the overdue promotion. Instead, focus on 'Outgrowing Yourself' by volunteering for more projects or make a lateral move to enhance your own value. The downside is of course, we seem to be doing more but getting paid the same. However, always remember that whatever experience and insights gained will forever be your tacit knowledge that nobody can take away from you. Keep Growing. Your value will be seen and paid off back to you exponentially one day! #Career #Promotion #LateralMove #CareerAdvice #OutGrowYourself #BalancingAct #TopOfMind #JasTheWorkingMother

HR- 10 Minutes V Late Hue To Half Day Laga Dunga ☑️ Employees- To Fir Half Day Ke baad hi aata Hu 😌 Es Problem Ko Kaise Solve Karte hai HR, Pls Comment.. #corporate #hrcareers #humanresources #hrbpjobs

Is it true that there are more HR hirings than any other domain such as marketing, supply chain, sales etc. And there are people and organizations celebrating INTERNATIONAL HR DAY which is commendable 👏👏👏 but why are we not celebrating or talking much about other functions like marketing or sales, and maybe I’m not aware, are there “international marketing day” or “ international sales day” too? If yes then it’s great to celebrate them and acknowledge the efforts every individual working in different domains put in the organizations. Have you guys also noticed more HR related job postings than marketing/sales/finance? If yes, then I’d like to know about your feedback in the comments section 👇👇👇 #linkedin #HRfunction #marketing #finance #sales #supplychain #workforce #internationaldays #feedback

"Transforming HR from a Cost Center to a Profit Center" At Eyewynk Solutions Pvt. Ltd., as a leading Human Resources consultant & Industrial Excellence consultant, we have observed a recurring issue: HR is often seen as a cost center rather than a profit center. This perception largely stems from how HR budgets are presented to organizations. When HR Heads or CHROs reflect the HR budget, it predominantly highlights cost-related aspects such as event management, rewards and recognition, welfare budgets, salary heads, overtime, training and development, festival budgets, and other overheads. Human Resources seldom focus on "Analytical HR" or Technical HR, and rarely present data or reports that position the HR department as a potential profit center. As a result, management tends to have minimal interest and focus on the HR department, viewing it merely as a service department supporting core profit-driven departments. Having conducted numerous profit-centric HR assessments at Eyewynk, I believe it is crucial for HR Heads to shift their focus. They should aim to enhance HR performance by increasing EBITA, improving employee productivity, implementing effective wage rotation cycles, conducting techno-commercial blue-collar assessments, and fostering intra-department coordination to support profit centers. There are several attributes through which HR can become a significant profit center and compete with other valuable departments. Eyewynk is committed to encouraging this transformation by planning to announce an award for the most cost-efficient and EBITA-centric HR Head among our clients. This initiative aims to ensure that management never underestimates the comprehensive impact of the HR department. Let's work together to redefine HR as a vital profit center within our organizations. Best regards, Sanjay Pandey MD / CHRO (Eyewynk Group) www.eyewynk.com