Head – Learning & Development at Reliance Retail Ltd., India

Ranjit Khompi is an award-winning business professional with 24 years’ experience across Marketing, Consulting and HR. Currently Ranjit heads India’s largest retailer – Reliance Retail’s capability building for Fashion & Lifestyle businesses to ensure talent readiness of >37,000 employees. As Head L&D, he drives business outcome focussed HR interventions to build talent capabilities of today and tomorrow.

He’s on SHRM’s panel of global experts for SCP certification exam design and an assessor on apex Indian Business Chamber of Commerce (CII) Excellence Awards panel.

Through his experiences and research, he has developed copyrighted Training Quantification Methodology.

Ranjit is the author of numerous articles and has presented papers at international conferences and seminars. He’s also a visiting faculty at premier Business Schools in India. Ranjit blends in his experiences across Automobile, IT, Outsourcing, Insurance, Telecom and Retail sectors when he regularly speaks at HR and L&D summits.

Session: HR mindset on ROI- Why HR must think ROI even before designing interventions

CEOs and other C-suite executives funding the HR initiatives intuitively believe that the programs add value to the organisation. At the same time, they want to see the impact of their investments, but instead receive only activity and satisfaction data. Thus, HR approaching with ROI as a quantification tool using credible, validated processes can confirm leadership’s intuition of HR’s effort alignment to optimally utilize organisation’s resources.

Learning outcomes:

• Identify the hurdles restraining HR professionals from thinking ROI for their interventions/policies
• Visualise Implications of driving ROI mindset in HR
• Analyse examples of ROIs driven successfully
• Map key pointers to drive ROI based approach in own organisation

Additional information and Digital HRM Conference programme – here

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CEO of NSR.BG, Bulgaria

For more than 9 years I’ve specialized in human resources and more exactly in HR development, optimization and management.

Regarding my professional goals I’ve created my own company which helps and guides other companies to reach better heights in HR development and management.

I always base my projects and consultations on the right communication methods.

The best thing that an organization can have is clear and correct means, rules and procedures of communication.

My company has done many projects regarding bettering employee relations. We’ve established clear communication, increased moral loyalty towards the employer. These things led to increased productivity, better working conditions and increased remunerations.

Session: The thin line between automation and the digitization of human resources management and the human experience and expertise.

Automation and digitization of HR management

In our current and fastly developing world, We’ve started to rely more and more on the digital services and possibilities of automation that are provided to us for managing human resources.

But where do we draw the line? What duties must remain to be done by humans, and what to be executed by digital or automated assistants?

Learning outcomes:

• How to balance between automation and digitization?
• How to create a clear communication culture in your company?

Additional information and Digital HRM Conference programme – here

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Chief Learning Officer of iNurture Education Solutions, India

Dr Shradha Kanwar MPhil, Ph.D. is an academic professional with over 23 years’ experience in learning innovation leadership, interdisciplinary knowledge building, future-work integration, strategic performance and 21st century metacompetence development. Her core areas of research and work are around futuristic education strategies including development of hybrid research-based inventive learning solutions, establishment of performance enhancement frameworks, and design of Learning Centers of Excellence for future work environments. Currently, her focus is into institutionalizing the futuristic and innovative model of ‘Learning Studio’ at iNurture Education, a pioneering organization in the higher education space, in India. Dr Kanwar is the author of numerous research publications and has presented papers at international conferences and seminars. As a research scholar, she is focused on changing the paradigm of education in the techno-cognitive era, ranging from teacher development to technological interventions in pedagogy, and finally to the emerging spheres of Learning Science. As Chief Learning Officer, she drives the strategic vision for the company’s unique academic positioning and business model innovation along with instituting strategies and processes for continuous improvement in academic excellence and student learning experiences.

Session: Nurturing future talent by building relevant competences for the information age

Building relevant competences for future organisations

Research findings on the future of work indicate an altered paradigm in the future. The inclusion of digital resources in all facets of an enterprise are redefining the way organisations will function. This will also have an implication on the way human resources will contribute. Today we are at the cross-roads of innovation in information technology with the internet of things, artificial intelligence, and virtual reality ready to consume our professional lives. The information era will need people with more non-linear, adaptable, and creative problem-solving capabilities. Digital dexterity and entrepreneurial intelligence will be the hallmark of future talent, as manifested in every work engagement. At the same time, the basic nuances of human behaviour of passion and empathy will be the all-powerful connecting link. Therefore, nurturing talent to ensure relevance in malleable work environments would need a systemic change and would be the singular determinant of success for the 21st century organisation.

Learning outcomes:

• Illustrate variables impacting talent requirements for organisations of the future.
• Analyse implications of technology on organisation process and productivity and on the human resources.
• Evaluate specific competences that need to be instilled in as part of the talent building exercise.
• Design specific learning pathways that will help inculcate desired competences.

Additional information and Digital HRM Conference programme – here

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Coach at Light Coaching, Romania

I am Liliana Paduraru, Coach & HR Trainer. For the moment I am running my own coaching business in Romania, helping clients experience change, both in personal and professional life.

As an HR Trainer, I deliver workshops for career development, recruitment process, vocational path, and personal growth (self-confidence, emotional intelligence, self-awareness, resilience, success).

My mission as a Coach is to guide my clients in your journey of change towards a fulfilling life, aligning body, mind, and spirit for lasting results.

My background in the HR field, where I worked for the last 10 years as an IT Recruiter & Trainer. I have mixed experience in consulting, partnering with both important IT companies as well as recruitment agencies.

I am a natural connector and I believe in human potential for each one of us, no matter of age, race, conviction, or status.

I believe that life is a continuous process of self-discovery, of learning and unlearning to be yourself and to authentically show up in this world.

I strongly believe that your values and aligned actions are the fuel for living a successful and happy life, both personally and professionally.

My motto is “Stop being who you were and become who you are” Paulo Coelho

I invite you to follow my LinkedIn profile for more details about my professional experience.

Thank you!

Session: What is the success mindset for the business people in 2020?

The goal of the session is that the participants learn what are the main qualities that help people manage change, especially in difficult situations. I will talk about the portrait of a successful person in 2020, about what means a growth mindset and how resilience can be in service of human potential, especially in challenging situations.

I will speak about the 4 steps success formula- GRIT model: Grow, Reveal, Innovate, and Transform.

(The business of Coaching – Ajit Nawalkha& Dr. Neeta Bhushan) and focus on exploring resilience, which is a 5 level process according to Dr. Al Siebert.

The resilience system starts with optimizing health, developing the ability to solve problems, continues with strengthening the 3 levels related to self, enjoying life, integrating life lessons, and finalizes with optimizing the talent for serendipity.

Learning outcomes:

• What are the main obstacles people experience in their way of success?
• Resilience is it innate or can be learned?
• What is a growth mindset?
• Which is the portrait of the successful business person in 2020?

Additional information and Digital HRM Conference programme – here

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Co-Founder of Personifwy, India

Based in San Francisco, Saba is a dynamic thought leader with 18 years of experience in Strategy, Learning & Development and Business Development. She has worked with leading Fortune 500 companies in India and the USA.  She has had success with Harvard Business School and Berkeley Executive Education, Haas School of Business: University of California in leading and designing learning programs, shaping and executing multi-year strategies, and collaborating closely with leadership to drive Diversity, Equity and Inclusiveness initiatives. Her most recent role is as Co-founder at Personifwy, an enterprise SaaS platform that revolutionizes employee engagement. The platform delivers real-time employee data intelligence to drive business success.

Session: Revolutionizing the Future of Employee Engagement

New-age employee engagement has defined its use in increasing business efficiency. Employee engagement has become more scientifically driven and the sentiments, motivation and challenges captured can affect the productivity of not just the employees but the overall company. People data is available through various sources and platforms within the company but little effort has been made to converge this data to see underlying trends that may affect the achievement of business goals. The session will focus on how people data can be analyzed to show its insights and its effects on business efficiency. We will showcase tools that help organizations create these channels of function to scale profitability.

Learning outcomes:

• Relevance of employee engagement in the current scenario
• Understand co-relation of disjointed data to business goals
• Parameters of People Data that affect the business
• Understanding the new age engagement tools

Additional information and Digital HRM Conference programme – here

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Program Director of Yunus & Youth, Brazil

Brazilian based in São Paulo, Marcela Thurler Lessa is the Program Director at Yunus & Youth. She has the privilege to be a part of the ever-growing social entrepreneurship global ecosystem while leveraging on her professional experience to support youth tackling the world’s most pressing problems.

Marcela is a certified Project Manager specialized in designing, implementing and monitoring educational programs to foster entrepreneurship and the development of innovative social businesses. She has over 10 years of work experience in the for-profit sector and in the nonprofit sector having lived and worked in the United States and Germany.

Session: How to use technology to foster digital relationships that reduce unemployment and accelerate social entrepreneurship around the world.

Entrepreneurial Skills Development Leveraging Technology in COVID Times

Young people have great ideas to tackle social issues, and though they are equipped with enthusiasm, they lack the guidance to succeed. Simultaneously, corporate leaders want to contribute their expertise to support SDGs but don’t know how. Entrepreneurial education has grown in developed countries, but not in the developing world due to lack of financial resources and infrastructure. Now is the time to use technology to foster digital relationships that accelerate employment and social entrepreneurship.

Learning outcomes:

• Learn that social entrepreneurship is a good solution to tackle youth unemployment worldwide.
• Gain tools to develop entrepreneurial skills using digital tools.
• Learn how to use their expertise and business skills to support the younger generation.
• Learn a new way to help change the world.

Additional information and Digital HRM Conference programme – here

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Founder of Personifwy, India

An agile and futuristic thought leader, Neha Mathur, has over 17 years of experience in Operations and Strategy. Was one of the youngest General Managers in Hospitality in the country at the age of 29 yrs. Having worked with various brands and positions, she has had exposure across functions of corporate operations, strategy and business development, finance and operational consulting. In 2018, she has successfully founded her venture, WishYogi India Pvt Ltd. which values itself on being a proactive, AI integrated Guest Engagement and Upselling partner to hotels and it empowers the hotels to voice out their brand to the users. In Jan 2020, she launched Personifwy, an enterprise Saas platform that revolutionizes employee engagement. The platform delivers real-time employee data intelligence to drive business success.

Session: Revolutionizing the Future of Employee Engagement

New-age employee engagement has defined its use in increasing business efficiency. Employee engagement has become more scientifically driven and the sentiments, motivation and challenges captured can affect the productivity of not just the employees but the overall company. People data is available through various sources and platforms within the company but little effort has been made to converge this data to see underlying trends that may affect the achievement of business goals. The session will focus on how people data can be analyzed to show its insights and its effects on business efficiency. We will showcase tools that help organizations create these channels of function to scale profitability.

Learning outcomes:

• Relevance of employee engagement in the current scenario
• Understand co-relation of disjointed data to business goals
• Parameters of People Data that affect the business
• Understanding the new age engagement tools

Additional information and Digital HRM Conference programme – here

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Educational Professional,Author and Researcher at College of Excellence, Saudi Arabia

Dr. Aftab Ara- An aspiring Educationalist who loves research and teaching and uplift people to ideas so they can unlock potential and achieve the impossible. She has worked across multiple disciplines in colleges and universities in India and the Middle East. She received ‘BEST PAPER AWARD’ at National Management Conclave – Business Innovation and Sustainability’ at the National Institute of Technology, Rourkela in 2017, for a paper on ‘Knowledge Management Process, Innovation, and Sustainability: A Structural Equation Modeling Approach. She also received a Certificate of Appreciation for Presentation of paper on, “E-Learning by Cloud Computing: Case of Al-Medina International University. The 11thAnnual Learning and Technology Conference MOOC: Massive Open Online Courses, Jeddah, Saudi Arabia in 2014. Her many professional paper publications focus on her research and interests in areas in Human Resource and Knowledge Management. She has published 17 research papers in reputed National and International Publications and has presented research papers in over 25 conferences.

Besides research and teaching, she loves playing tennis and sightseeing!

Session: Impact of Data Analytics on HR Practices

In 2010, Google’s Eric Schmidt announced that more data was being created every two days than it was created in human history up to 2003. Ever since then, companies, of various sectors have been getting new ways of handling and leveraging the unbelievable volume of information that’s being generated every day.HR analytics has revolutionized the field of marketing, HR analytics is shifting HR by enabling HR to make better decisions by using data, creating a business case for HR intervention, testing the effectiveness of this intervention and moving from an operational partner to a strategic partner. A large amount of information that is collected and aggregated by HR for analyzing and evaluating key HR practices, including recruitment, talent management, training, and performance. Raw data on the other hand is meaningless unless it is analyzed to provide any useful insight. We need to understand the effectiveness of HR Analytics for organizations and know-how complex statistical analysis can shape the future of the workforce. Though HR analytics offers to move HR practice from the operational level to the strategic level, it has its challenges and opportunities.

Learning outcomes:

• What is HR Analytics?
• Why do we need HR Analytics?
• How complex statistical Analysis can shape the future of the Workforce?
• Challenges and Opportunities of HR Analytics.

Additional information and Digital HRM Conference programme – here

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Founder and Strategic Designer of The Image Consulting Studio, India

Ms. Ketaki Mistry An Internationally Certified Image Consultant, USA, SQA Certified Soft Skill Trainer, NABET Certified Train the Trainer, and Certified Psychology Counsellor. Possesses Master’s degrees in – M.Phil. – HR, and MBA – HR and MCM – Computer.

She started her professional journey as an entrepreneur at the age of 24 as a Graphic Designer/ Animator and Project Owner for delivering a project to a UK based Company. This project involved designing the graphics, hiring people, work assignment, and successful delivery of the project within the given time frame. She had bagged this project based on her interpersonal and networking skills. Post this project, she realized her core strength in people management which persuaded her to take up her career in Human Resources. Armed with a Master’s degree in Human Resources. She started her journey in the corporate world working for IT multinationals, Shipping companies, etc. Through these 10 years of experience in the HR domain, she realized that for an employee physical, mental & emotional health are the only 3 key factors that decide the success or failure of his/her career.

This triggered her entrepreneurial spirit and she decided to become an Image Consultant, Behavioural Skill Coach & Psychology Counsellor to guide individuals in their journey of transformation.

She started her own company “The Image Consulting Studio” as Founder and Strategic designer offering services to C-Level Corporates, Working Professionals, Students, Self Employed Professionals, Home Makers, and Individuals basis which they have been able to carve their leadership skills, confidence, personal brand, perception, and much more.

She is actively involved in reaching out to underprivileged college students by sharing her knowledge and experience, thereby providing them a career, personal counseling, and guidance, to develop their decision-making capacity which shall lead to respective financial independence.

COVID-19 presented itself with a situation in which the physical, emotional, and mental well-being of an individual became the utmost priority which was followed by the digital transformation from physical to virtual reality which was adapted by Ketaki graciously welcoming the new normal.

At present, Ketaki is delivering sessions, workshops through digital platforms successfully.

Session: Proposal for sharing my 15 years of experience from HR professional to an Entrepreneur, highlighting the various challenges faced basis which, tools suggested as a new normal from digital transformation perceptive.

Need for Digital Transformation – Journey from Human Resource Professional to Entrepreneur!

During my stint as HR function in various companies, onboarding was a major challenge in terms of hiring the right candidate from a cost perspective e.g.: Background Verification. Post onboarding there were various cases in which the Background Verification was negative leading to cost implications. Then, I was looking at an intuitive tool that would integrate Background Verification, Social Platform Integration along with Behaviour Factors leading to successful hiring for a position. In my personal view, we have no tool which has such kind of integration. Right from Interview, Selection till Onboarding process the whole process shall be with the integration of Artificial Intelligence (AI) tools to record the respective information by picking up the right words and recording and checking the respective information. So the interviewer is free from the process of filling in the forms manually and focuses more on the candidate’s body language and other important aspects required for successful selection.

Virtual Presenter is a need of time, so the Presenter / HR person can focus on a niche rather than focusing on the mandatory on paper documentation, encountered during the employee lifecycle process from HR perspective! e.g.: Interviews

In my current role as an entrepreneur, I am conducting various sessions through online platforms due to COVID-19. I find that we do not have any virtual assistant inbuilt in the tools which will pull in the real-time attendance, align a chat box which will answer desirable questions while I concentrate on the sessions. Also, the Chat interaction should be viewed during the sessions ensuring no missing out on the important questions, which the chat box cannot answer. Additionally, polling questions should be intelligently constructed as per the speaker’s ppt or material rather than the speaker preparing the polling question. Secondly, random aesthetic pictures should be clicked by the platform ensuring evidence for the presenter which should be integrated with professional platforms with minimal presenter interference.

Learning outcomes:

• Be able to Recognize the digital challenges faced as a HR as well as an Entrepreneur.
• Be able to identify technological adaptation points mentioned in the session.
• Be able to integrate the tools suggested for transformation in their respective domains.
• Be able to apply the experience shared in their respective journey of transformation from Professional to Entrepreneur.

Additional information and Digital HRM Conference programme – here

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Power Coach, Senior HR Consultant and Master Trainer at 

Dynamic Learning srl, Romania

I have over 17 years of experience in human resources consultancy, and I have managed thousands of projects in the HR area. My professional expertise includes recruitment and selection projects, competencies assessment programs, career counseling, individual and/or organizational development programs, HR skills and soft skills training (Leadership Competencies, Assessment Center Development, Personal Branding, Stress Management, Emotional Intelligence, Conflict Management, Entrepreneurial Skills, Communication & Influence, Negotiation and Adaptive Sales etc.) and coaching programs for individuals, teams and groups.

I am a psychologist and from 2011 I am certified as Associate Power Coach by Coaching and Leadership International Inc. – Canada and as Executive Coach by Academy of Executive Coaching.

In present, I like to create, develop and manage various professional and personal development programs, both individual and team/groups.

In 2019 I published my first book, „Jurnal de fericire” („Diary of Happiness”) which is a very practical book because it includes life stories followed by short self-coaching techniques or exercises. The purpose of this book is that the readers develop by themselves, in their own intimacy and timing, for their personal and professional fulfillment.

Session: Why training must be followed by coaching in the digital era?

Emotional Intelligence in the digital era

Daniel Goleman says that Emotional Intelligence accounted for 67% of the abilities deemed necessary for superior performance in leaders, and mattered twice as much as technical expertise or IQ. In training, we use mostly the left hemisphere and develop our technical expertise. Moreover, in this digital era we have so much e-learning at our disposal and this tendency to work with only the left hemisphere is more present than ever. So, it is important to gain knowledge if we want to perform, but we must remember that a major part of this knowledge needs to be followed by individual coaching if we want to maximize our performance. Coaching is an essential method to improve our emotional intelligence because it activates both the left and right hemisphere, and creates an important link between them.

Learning outcomes:

• The importance of Emotional Intelligence in digital era.
• What is Emotional Intelligence in “the work game”?
• Why must training be followed by coaching?
• How to maximize performance through Emotional Intelligence?

Additional information and Digital HRM Conference programme – here

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