Hi, how can we reduce attrition of female employees post maternity as max. turns to attrition…
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Very Intelligent Question. It does involve expenditure, yet if you are a tech company- use your resources- interact with experts, do industry analysis and create your interface and keep it aligned to your organisation. It is worth a one time investment. You can get the investment if you yourself know the worth of it and then only can convince CEO and CFO. 
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Hello panel,
At what stage of the employee life cycle should HR design the training and development process for an employee?
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Simply- by giving them flexibility and reducing your own biases towards them. Give them appraisal as per their performance, have frequent connects with them. Ask what do they want- create diverse culture as per the requirement and not based on your assumptions.
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Yes. Its a good way for employee engagement and deeper conversations. I strongly advocate this and this also unfolds the other opportunities and internal movements which reduces costs in long run.
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As we read earlier, it should be in line with the business goals of an organization and the curriculum shall be set or an year and the existing employees and the new joinee shall be engaged/aligned with the yearly set program.
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Thank you panelists for the session. We would like to hear your thoughts on:
How data analytics can play a role in structuring the L&D for an organization?
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Here the focus should be on the policies, communication and behavioral aspects, take a feedback on why attrition and work on them, plot them in to people reason or process reason or benefits reason and then start a program, you cannot change past but can make a impact for future.
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By developing them to take on the added responsibility of mentors. HR needs to develop their own communication and knowledge of the domain of People Leadership to convince managers for this added role. Managers should have trust on their HR to take on added things.
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Thank you Panelists and esteem experts Ms. Namrata Dhasmana & Mr. Sudeep Kumar Sen for this wonderful 30 minutes of abundant learning.
The best part is our expert panel is part of the community, please ask the questions to them in the community @NamrataDhasmana (Namrata Dhasmana) & @sudeep (Sudeep Sen)
Thank you to the community members for their questions and acknowledgement.
If you have any more questions, please post it in the community, our experts will be happy to guide you.
Thanks all!
Thanks to GreytHR and namrata and people who joined the same, really liked it and enjoyed it.
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Thank you @sudeep for being part of the panel and giving your insights. It was wonderful to host you here.
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HR professionals can play a crucial role in turning managers into mentors by providing them with the necessary training, resources, and support to develop their mentoring skills. This can involve providing training on effective mentorship, facilitating mentor-mentee pairings, and establishing a mentorship program within the organization.
Some specific ways that HR can support the development of mentorship within the organization include:
- Providing training on effective mentorship: HR can provide training to managers on how to be effective mentors, including best practices for setting goals, giving feedback, and supporting the development of their mentees.
- Facilitating mentor-mentee pairings: HR can facilitate mentor-mentee pairings by helping to match mentors and mentees based on their skills, interests, and career goals. This can involve conducting needs assessments and gathering input from both mentors and mentees to ensure that the pairing is a good fit.
- Establishing a mentorship program: HR can work with management to establish a formal mentorship program within the organization. This can involve setting up a structure for the program, such as establishing guidelines for how often mentors and mentees should meet and what types of activities they should engage in.
By providing training, resources, and support to managers, HR can help to foster a culture of mentorship within the organization and encourage more managers to take on mentorship roles. This can ultimately benefit both the mentors and the mentees, as well as the organization as a whole.