Celebrating Strength at RBL Bank on International Women’s Day

When strong and inspiring women leaders build a platform to set a message where it isn’t about exclusive rights or privileges but celebrating an undaunted spirit and an indomitable will to succeed !

Thank you Shanta Vallury for the honor and love I received. Loved your message of choosing the effort over privilege ! More power to you. May you continue to build the strong leadership that you have been building at RBL Bank !!

 

Swati Datye Vani Shetty and everyone whom I met have made my day with all the love and warmth I received. Thank you so much !!

Sharing my journey was an honor with a view to how the world is emerging and where women stands in it. Talking to the team on survival strategy, to funding to every nuance of dealing the troubled times was exhilarating. As I spoke I learned more. I know many more success stories that would emerge from the bright souls I met there.

As shared by the leadership from RBL , “Keeping up the commitment of becoming a diverse and an inclusive company, RBL Bank celebrated International Women’s Day by initiating a special speaker series led by women championing different roles across corporates and as entrepreneurs.”

 “The sessions were very inspirational as the stories revolved around how the speakers embarked on a journey of their dreams and took on projects/ roles that were way above their league but it was sheer determination and passion to make it work irrespective of a lot of roadblocks along the journey. They were stories of being successful without privilege” said Shanta Vallury.

Happy to have celebrated International Women’s Day with employees at RBL Bank where I got the opportunity to share my journey – the roadblocks, the victories and failures. The session was followed by riveting conversations with the employees at the Bank where we exchanged ideas, thoughts and drew inspiration from each other.

Hats off to Shanta for building such a brave new world, where hard work and grit is preferred over privileges!

If you have any HR Query or any query on Future of Work, Employee Engagement, Talent management, Women Empowerment, Retention or Business Strategy please write to me in here. Looking forward to learn more while finding solutions for you. This have been reblogged from Nabomita.com

Nabomita is the Founder to Nabomita.com. She is the Top 100 Women Achiever Awardee, awarded by Government of India , TEDx Speaker, Quoted on ForbesUS, one of the Top 20 HR Influencer in Social Media as declared by SHRM India and one among the Top 100 Technology Influencer in India. Connect with her on @nabomita_smiles , Facebook Page and Google+

Gig Economy and HR Compliance

Gig Economy is on the rise with IT skills requiring professionals to work on project for shorter duration.  As reported by Livemint, the IT flexi staffing market in India, worth $3.04 billion in 2016-17, is expected to grow 14-16% annually to become a $5.3 billion industry by 2021, [Source: Indian Staffing Federation Report].

Most of the skills that are turning into jobs were not grouped as a job so far.  Tenured jobs are giving way to gigs.

As experts to the HR Compliance and Audit how would you manage this for an employer? The emerging skill groups do not have a clarity in terms of jobs. They are mostly work-based than designation or even salary-band based roles! Hence, which are the areas critical to Compliance that an employer must care for while hiring the Flexi-Employee?

Would the retirals be managed by the employee? If so, how ? How would the benefits be managed?

Join the discussion in here: Comply4HR

Deferred payment at Voonik: HR Compliance

Voonik , an online fashion brand has deferred the payments for its 200 employees by 3 months. As reported by Money Control, Voonik’s CEO and Co-Founder Sujayath Ali said those who will quit the company will get a month’s salary as the severance package. He added the company “is currently one or two months away from EBITDA (earnings before, interest, tax, depreciation, and amortisation) profitability.

Subir Chatterjee, Compensation and Benefit Head says, ” Help me to understand this better. The founder deferred the salary to achieve EBIT? So far I know salary is part of operating expenses, don’t they have to book the salary as future liability? Operating Earning comes much before EBIT.”

Pratik Vaidya, MD Karma Management added, “Very few organisation understand the value of human capital & asset rather than treating as Operating expense. Audited Companies that defer salary and other incentive payables & sheepishly roll back in future when their employee leave”.

Subeer Bakshi, CHRO Bajaj Allianz reflects, “Agree that it’s going to be problematic, but it’s a well-intentioned alternative to lay-offs. That’s laudable, and I hope the employees buy in!”

What impact would this have on HR compliances to be maintained in the company. How would the EPF contribution, ESIC if any, other Retirals and tax deduction be managed by the employer in such a situation?

join us for more on this => Comply4HR