Community Members, We are back for a new exciting session !!!
Thank you to each one of you for the selfless support and enthusiasm you bring to the LIVE community discussion time with Experts initiative. Your support motivates me! Much Appreciated
An exclusive 30 minutes of LIVE discussion thread with Community’s domain Expert Mr. Ravi Mishra on the topic :
‘ Integration of Data and Technology in HR strategy ’ from 3:30PM to 4:00PM on 29th March 2022 .
Let’s together make the 30 minutes most effective with a lot of questions for the HR domain specialist.
Let’s welcome todays expert panel Mr. Ravi Mishra
Mr. Ravi Mishra is one of the most well known experts in this domain and we are honoured by him accepting to be part of this brief session to share his thoughts and knowledge.
Currently Mr. Ravi Mishra is Sr. Vice President – HR, Advanced Materials Business, A Division of Grasim Industries Limited.
Mr. Ravi Mishra has good exposure of working in a cross-cultural work environment, capabilities of building teams and getting the best out of it with maturity of understanding the business perspectives, linkages, and strategic orientation in actions about people management.
Apart from this some of areas of interest are:
Design and purpose of HR Policy
Organizational Diagnosis & Development.
Focus on Outcome bases approach than Output.
Learning & Development.
His all round knowledge and the way of simple explanation makes him one of the most listened speakers always.
We humbly welcome you to the session!
We also open the session for questions after this post at 3.30 PM.
Hi Ravi Sir,
Please share your thoughts on-
Why HR professionals need to invest in analytics?
Data and information does not add any value in isolation unless it is interpreted into message which is actionable to drives the objective. Hence Analytics is important, like treatment without any basis.
What are your views on - How data analytics help HR transform from an operational role into a strategic partner?
We take lots of decision in based on assumption or experience without evaluating data and aligning in new perspectives as to where we want to go or change our business direction. This where we become the part of business driver and not merely as servicing role.
How HR analytics help in managing and retaining your workforce?
Please let us know how this session will be helpful for us in running HR process in business smoothly.
With help of analytics, we come to know the requirement of employees based on analysis of skill sets at different level and how this can be merged based mapping with common skills that will help in reduction of headcounts and optimum utilization/productivity as well.
Thank you for the session.
How to implement People analytics in small and medium businesses?
Well, we can connect software developer and sharing our key business driver to check how can we track the data available in analytical mood focusing and relating to our key driver for action.
Thank you for the session Ravi sir,
What are the common data sources for HR data analytics?
Even there are many tools available in MS Office, Excel etc. For example we have Pivot, Look up, Formula, design of template / PPT slides etc.
The two major source is employee’s personal and profession data like, his qualification, knowledge, skill sets, experience and exposure. Secondly organizational and process’s key information in terms of requirement. both can be mapped to get the best output as matching tools.
Hello Ravi sir,
Please provide your insights on:
What is the role of analytics and technology in understanding the skill gap in an organization?
Thanks community for the session and bringing Ravi sir as expert panel.
Sir, How important is technology in HR decision making process?
Well, for example we need to know the is most competitive speed of delivery of product in a market and compare with ours existing speed through real time basis by using the technology to find the gap in skill set of our people. once the gap is identified, one can work to enhance the skill sets through various intervention like simulations, actionable project, dry run … etc.
Please advise on this question.
How data analytics can help in effective performance management?
This is very important, we are living in the age of Big Data, which we as a human mind will take a long time to understand and reach to a meaningful conclusion, where technology is able to give you result in fraction of seconds. Just imagine the speed of Internet we are connected right now on real time basis. a Doctor is conducting surgery in remote village of India at midnight while he is sitting in US during his time zone of morning.