“It’s the age of Talentism”, the new talentism approach will fuel the new economic growth across the globe, jobs will be got to people and people will be got to jobs to drive economic growth and globalization. Globalization in this context is both globalization of revenues and globalization of talent. Revenue is the main piece of driving economic growth...

The global economy is very volatile with its ups and downs; Businesses are driving themselves to be agile and leverage ecosystems to be successful; Talent in organisations is going through its generational shift with multi-generation workforce coming together to work as teams. With all these factors playing around in this digital era, global talent mobility is a critical element...

Corus acquisition by Tata Steel in 2006 was a trendsetter in many ways. This was India’s first major overseas acquisition of that nature and stature. It announced India’s global aspiration to the world in no uncertain terms. While it took 15 years coming after opening our economy, after that landmark Corus acquisition, India Inc has consistently been acquiring businesses...

Sunil has over two decades of rich experience in Human Resources with corporates having businesses in diversified industries e.g. Oil & Gas, Exploration, Drilling, EPC, Construction, Telecom, IT, and Pharmaceuticals.  Prior to joining Cadila, Sunil has worked with Reliance Industries Limited as Vice President –Human Resources (Head-Leadership Academy). He joined Reliance Industries in 2012 as Head of Talent Management...

Though historically organisations have focused on external recruiting to find people for new roles and to a certain extent have also tried building the internal talent to cater all their exigencies but with growing skill shortages and low unemployment rates, they are now finding that acquisition alone isn’t enough to access the capabilities they need. To fuel growth, organizations...

A friend of mine is joining a new organization in a senior role. He asked me if I have any advice for him to navigate his transition into a leadership role in a new company.  Here’s my take: Leadership transitions are inherently tricky and a lot depends on the context, environment, and culture of the organization you are joining....

I was talking to my cousin who is currently working in the venerable public institution, the State Bank of India (SBI). After joining as a clerk in SBI, he had rapidly developed into a fine banking professional thanks to the continuous development and structured talent mobility provided by his organization. At the time of our discussion, he already had two stints in his five-year...

Maslow’s theory of Hierarchy of Needs is not just about stacking human needs in a particular order but goes much beyond that. Maslow, like many other great thinkers, was not well understood by his and our contemporaries alike. It was fashionable in his time to critic his work and a lot got written that rubbished it piece by piece....

Srinivas Chunduru is Ola's Group CHRO & CEO of Ola Skilling, and one of Ola’s key advisors. He collaborates with the team towards skilling initiatives that are in line with Ola’s mission of generating sustainable employment in the country. He is also a part of the board of Ola Skilling Private Limited, an Ola group company, that partners...

You learn when you are on the move in other countries, environments, and cultures. Global mobility is defined as the ability of the company to shift/move its people to offices in different countries.  When employees are requested to move overseas as part of their job it is called International Assignment. An international posting is viewed as being a key activity for employee development and a...