Gautam Ghosh

Gautam Ghosh

HR, Social Media and Marketing

  • New Delhi, IN

11 years of experience in Consulting, Organisation Development, HR Systems and capability building across a range of Indian and international organisations across industry sectors Gautam has over 9 years of experience in HR and Learning & Development in the Consulting and IT, BPO sector with firms like Satyam, Hewlett-Packard, Dell and Deloitte Consulting. His experience covers Knowledge Management, e-learning, Organization Development, Management Consulting,Training Management, Performance Management and Employee Relations. He is an MBA in HR from XLRI, Jamshedpur, and has two and half years experience before that in hotel operations in ITC Hotels and pharmaceutical sales with Eli Lilly. Gautam has given talks on “Blogging for Business” at organizations. He’s frequently quoted in the press as an authority on business blogging. If you want to interview him or invite him to speak at a conference, e-mail him at gautam@gautamblogs.com or call at 98731-41236 Gautam’s blog has been listed by HRWorld amongst the top 25 HR blogs worldwide and also amongst the Career 100 - a list of the top 100 career related blogs globally in the English language. His blog is also featured on the Alltop Careers and Alltop India categories. Earlier the blog has been featured as a case study in the book Business Blogs: A Practical Guide He has won the NHRD Network young managers’ paper writing contest in 1999, and has written and done case analysis on HR areas for Businessworld, Human Capital, The Human Factor, HR.com and Cybermediadice.com as well as youth magazine JAM and Aspirations Unlimited. He has also been quoted extensively by publications like Human Capital, Economic Times and Daily News and Analysis.

190 Followers 49 Following 18 Organizations 26 Topics
Most recent

  • Gautam Ghosh in

    The following is an article I wrote for the National HRD Network newsletter. Would love your feedback



    How Human Resources can help craft social… Read morebusiness from Gautam Ghosh

    If you want to talk to me about a story or a speaking engagement, contact me on gautam@gautamblogs.com | Twitter | Facebook Page | LinkedIn

    • Gautam Ghosh

      So the folks at E&Y reached out to me for this report and it's come out with some interesting findings for social media and India.


      There are… Read morekey findings across nine categories and seven popular practices that the study highlights: 1.        Objective: Most social media-savvy organizations in India use the medium to build communities while others use it to highlight news 2.        Platform: Facebook is the most important platform for marketers in India for engaging customers, followed by Twitter, YouTube and blogging 3.        Integration: Social media-savvy organizations in India have conducted campaigns where social media is the leading component, they tend to speed up processes or show special favor for online fans 4.        Ads: Majority of social media-savvy organizations use social media ads to promote online campaigns and brand awarenesss, and find them beneficial 5.        Measurement: Majority of social media-savvy organizations in India measure social media efforts through platform-specific parameters but some are increasingly measuring through leads, sentiment, brand visibility and have seen increase in revenue from social media efforts 6.        Budget: Almost half of social media-savvy organizations surveyed spend 1%–5% of their marketing budget on social media, most social media budgets are below INR10 million 7.        Ownership: Majority of social media efforts in India are managed by marketing teams 8.        Agency: Majority of social media-savvy organizations in India use standalone digital agencies as compared to PR or ad agencies 9.        Future: Social media-savvy organizations in India are very optimistic about the future Some of the popular practices are: 
      Generic updates instead of brand updates
      Multiple updates day, reply to fan queries within 30 mins to a few hours
      Pictures contests are the most popular contests, most contests organised monthly
      Social media guidelines and monitoring programmes are common, though more need to create crisis manuals
      Tools for online monitoring, response management, or managing social media platforms are popular
      Social media research are done to get customer feedback and understand behaviour
      Many have created mobile phone apps and more plan to create



      If you want to talk to me about a story or a speaking engagement, contact me on gautam@gautamblogs.com | Twitter | Facebook Page | LinkedIn
      • Gautam Ghosh Gautam Ghosh commented on
        BraveNewTalent

        BraveNewTalent in Social Media

        Question for Today: Have you ever felt awkward about a Facebook post/Tweet from someone in your professional circle? Did it make you think about your own posts?
        • Jean McCormick
          Jean McCormick
          Yes. Someone whom I was doing a deal (big, hairy guy) posted: Should I get a pedicure for my beach wedding? It was hard to look at him over the table!
        • Gautam Ghosh
          Gautam Ghosh
          Content about politics usually make me cringe. Even when they agree with my own beliefs. People sharing about politics come across as petty and wedded to their beliefs.

      • Gautam Ghosh

        Great to read this articulated by Amber Naslund :


        The problem is that social within organizations is doing exactly what we’ve always wanted it to… Read moredo: it’s maturing.
        Which means we don’t need rockstars, we need performers. People that can further business goals within a system and build and implement strategies that fit as part of an entire organization, not just their personal agendas.
        We talked in The Now Revolution about social becoming a skill rather than a job. A set of capabilities that every person will have, to some extent, and apply differently within an organization depending on their needs and responsibilities.
        It’s already happening.
        We need people who can understand social’s impact on an organization, but not just so they can be the ones to use the platforms and engage with customers online.
        We need them so that they can socialize that knowledge, form key leadership teams within of centers of excellence and distribute what they know deeper and contextually inside a company so that everyone gets smarter and more immersed in social as a catalyst for better work (not necessarily the solution for it).
        The social ‘superstars’ need to be the best enablers we’ve ever seen. Which means they might need to be behind the scenes, not right out in front.
        These are people who are polymaths and understand the intersections of social with different corners of the company. People who are skilled in diplomacy and teaching and creating consensus, bringing lots of different people to a table to develop a unified vision and a plan to get from here to there. People who can and will do the hard work, slog through the inevitable trenches, work through the arduous process of resetting organizational memory, and sticking with the sometimes slow process of change.

        Am glad because that's exactly what we are doing at Philips India. We want to build "social" as a skill to all the HR professionals and also to get the senior leadership to engage with social and do stuff, to understand the power of the medium and therefore implications for the organization.

        In fact I had said this some time ago on Social Samosa too :) There are a bunch of us at Change Agents Worldwide who are trying to learn from each other as we do this. 
        If you want to talk to me about a story or a speaking engagement, contact me on gautam@gautamblogs.com | Twitter | Facebook Page | LinkedIn
        • Talent and Social Business: Social is a skill not a "job"

          The problem is that social within organizations is doing exactly what we've always wanted it to do: it's maturing. Which means we don't need rockstars, we need performers. People that can further business goals within a system and build and implement strategies that fit as part of an entire organization, not just their personal agendas.

        • Gautam Ghosh

          English: Logo Tata Group (Photo credit: Wikipedia)

          The HR Consulting market in India is in a state of churn. NS Rajan (Blog, Twitter) who built the… Read morelargest HR consulting practices in India, is joining the oldest and one of the most sprawling Indian conglomerates (which makes everything from salt to steel to software (with a revenue of $100 billion) the Tata Group as group chief Human Resources Officer and will be reporting to the new Chairman, Cyrus Mistry.

          The HR Consulting industry in India is seeing a churn. Ganesh Shermon who was Rajan's counterpart in KPMG has also left, and the Mercer India head Nishchae Suri is replacing him.

          Mercer's Rajiv Krishnan is joined E&Y as HR Advisory Partner in October and is seen to be Rajan's successor.

          Eight months ago Smita Anand (ex-Hewitt HR Head) joined Korn/Ferry in India whereas Dhruv Prakash who was heading India Leadership Consulting at Korn/Ferry left in November to be self-employed.



          Related articles

          Cyrus begins transition at Tata Group





          If you want to talk to me about a story or a speaking engagement, contact me on gautam@gautamblogs.com | Twitter | Facebook Page | LinkedIn

          • Gautam Ghosh in

            So at Philips we launched #PhilipsHRTalks this week. What is it, you ask? Well here's Yashwant Mahadik explaining it





            The first… Read more#PhilipsHRTalks was delivered by Anand Pillai, the Chief Learning Officer of Reliance Industries Ltd. You can listen to his whole talk on how you can leverage your uniqueness to build your personal brand.







            Do share the videos with others if you find them useful :)

            It's great that smart learning professionals are already leveraging it. See this tweet :)





            If you want to talk to me about a story or a speaking engagement, contact me on gautam@gautamblogs.com | Twitter | Facebook Page | LinkedIn
            • Talent and Social Business: The #PhilipsHRTalks videos on Personal Branding by @Anand__Pillai
              Talent and Social Business: The #PhilipsHRTalks videos on Personal Branding by @Anand__Pillai

              So at Philips we launched #­P­h­i­l­i­p­s­H­R­T­a­l­k­s­ this week. What is it, you ask? Well here's Yashwant Mahadik explaining it The first #­P­h­i­l­i­p­s­H­R­T­a­l­k­s­ was delivered by Anand Pillai, the Chief Learning Officer of Reliance Industries Ltd. You can listen to his whole talk on how you can leverage your uniqueness to build your personal brand.

            • Gautam Ghosh

              In my new role as a "digital and social" subject matter expert in HR, I was approached by two senior (non-HR) leaders of the firm to be a… Read more"reverse mentor" to them in the "social and digital" domain.

              What is Reverse Mentoring?

              As Krish Shankar of Bharti Airtel says in this article:


              This concept, being increasingly adopted by savvy, new-age organisations, turns the old paradigm of mentorship into a higher and more effective collaborative effort. The clincher here is that the younger person becomes the mentor and the seasoned senior professional the mentee. Typically, the mentee has more overall experience (as a result of age) than the mentor (who is younger), but the mentor has more knowledge in a particular area and therefore reverses the conventional relationship.
              Clearly, the modern-day notion of an exchange of ideas and knowledge has changed, especially after the phenomenal expansion of the social networks, and the digital and mobile marketing platforms, blurring the rigid and accepted norms of relationships between individuals, teams and organisations. Today, an exchange of ideas is no longer restricted to an inner circle of influence, the purview of designations and age.
              Reverse mentoring can re-energise older employees, keep younger workers engaged and improve relationships between the different generations in the workplace. For example, junior mentors can help managers understand how to motivate and retain young workers. They can also share first-hand knowledge of a younger customer base — critical for companies aiming to tap the youth market.

              So yes, it has been an interesting experience in my first few mentoring meetings. Will blog about more experiences soon :) 
              If you want to talk to me about a story or a speaking engagement, contact me on gautam@gautamblogs.com | Twitter | Facebook Page | LinkedIn

              • Gautam Ghosh in Personal Branding, Career, Advice, Self-development, Careers

                The first part of the #PhilipsHRTalks on "Personal Branding" by Anand Pillai, Chief Learning Officer of Reliance Industries Ltd.

                • Gautam Ghosh in

                  A break during the Dachis Group Social Business Summit in Austin, TX (Photo credit: Lars Plougmann)

                  When I started my career in the social business… Read moreconsulting space, there were two firms I was following closely. One was Altimeter Group the analyst firm started by Groundswell co-author Charlene Li with superstars like Jeremiah Owyang. The other was a firm that started off as a consulting firm, but has since become a social analytics product firm - The Dachis Group, fou.nded by Razorfish founder Jeff Dachis.

                  Three years ago Dachis Group launched a series of events called The Social Business Summit. This year in 2013 the Social Business Summit comes to India, on 23rd May.

                  Here are the details. And I am proud to be a speaker at the event. Hope to see you there :)





                  If you want to talk to me about a story or a speaking engagement, contact me on gautam@gautamblogs.com | Twitter | Facebook Page | LinkedIn

                  • Gautam Ghosh in

                    Was an interesting Twitter chat today on HR and value creation and how it is different from value addition and what competencies HR people need to… Read moreexhibit to create value.

                    Here are some tweets (in reverse chronological order) on the discussion.


                    [View the story "HR and Value Creation - The #IndiaHRChat with @IndianYash" on Storify]
                    HR and Value Creation - The #IndiaHRChat with @IndianYash

                    Moderated by the amazing @Tanvi_Gautam on 24 April, 2013 7 PM IST

                    Storified by Gautam Ghosh· Wed, Apr 24 2013 07:38:44

                    thank you @indianyash for your insightful comments.. thanks @tanvi_gautam !! #indiahrchatAbhinav Gupta

                    Loved the session today. Insightful, enlightening and fun :) thank you @tanvi_gautam :) #indiahrchatKeerthi Kariappa

                    Gnite folks. See you May 29th ! #IndiahrchatDr. Tanvi Gautam

                    Terrific chat! Lets spread the word & pull in more folks into these chat sessions so we can all benefit and learn. #IndiaHRchatZenobia Madon

                    We will wait for Tanvi to share the details and stats of this chat:) @tanvi_gautam #indiahrchatYashwant Mahadik

                    @tanvi_gautam would be great see a synopsis than the storify-ied version specially with so many tweets #IndiaHRChatVipin Thomas

                    Save the date, next chat May 29th. Mystery guest ! :) #IndiahrchatDr. Tanvi Gautam

                    MBA should teach students business ethics and to kill competition one should not give the entire solution free of cost #IndiahrchatKamesh Bavaratnam

                    #IndiaHRchatRajeev

                    My hearfelt thanks to all my twotter friends for joining this chat. it was wonderful!! :) #indiahrchatYashwant Mahadik

                    We look forward to @indianyash's blog post on this later :) #IndiahrchatDr. Tanvi Gautam

                    MBA should teach students the difference between sales and marketing #IndiahrchatKamesh Bavaratnam

                    Thanks @tanvi_gautam for inviting me as the chair of this chat! :) #indiahrchatYashwant Mahadik

                    Thank you @IndianYash and for brilliant hosting @tanvi_gautam. Now offline for a well deserved break! Thank you all for gr8 co. #IndiaHRChatPrabhjit |KaurSkills

                    Talk. But more importantly, Walk the Talk! Seek expectations. Share goals. #IndiaHrchatKavi

                    Hr should have a good exposure of working in different departments. It would help HR contribute more to the business goals #indiahrchatSaket Sanganeria

                    Even for experienced people if we are going to see degrees and LKG marks india cant move ahead #IndiahrchatKamesh Bavaratnam

                    Brillant!! what a discussion and superb learning and content available now!! :) #indiahrchatYashwant Mahadik

                    Thank you @Indianyash for a super topic and a super chat. 3 cheers for HR folks who walk the talk. #IndiahrchatDr. Tanvi Gautam

                    A7: understanding that business is as much HR, as HR is business! #indiahrchatAbhinav Gupta

                    @tanvi_gautam @IndianYash and all, this one was really good! So many insights! #IndiahrchatSonali Ramaiah

                    @tanvi_gautam #Indiahrchat HR needs to be treated as a Business Function and not a Support FunctionKushagr Agarwal

                    Folks ! Thank you for joining in. #powerofcommunity #IndiahrchatDr. Tanvi Gautam

                    Dont expect every sales man to have IIM MBA and join your organisation in 4th street, 33rd lane. #IndiahrchatKamesh Bavaratnam

                    Hope somebody storifies all the relevant points that came up during the discussion. #IndiaHRChatPurav Shah

                    Great show @Tanvi_Gautam @IndianYash et all #IndiaHrchatAnand Pillai

                    Today's chat should be mandatory reading in all biz schools ! #IndiahrchatDr. Tanvi Gautam

                    Ask TOP IT companies not to poach employees from SMEs. They ask people to join in 10 days else no offer. Bad trend #IndiahrchatKamesh Bavaratnam

                    @Keerthi_AK @_kavi are there enough people on the other side here? #indiahrchatVaradharajan K

                    We will get back to you - these words have to be banned in all office #IndiahrchatKamesh Bavaratnam

                    @VaradhKrish Yup. Quite a lot of Non-HRs coming up with good comments..... @GautamGhosh #IndiaHRChatPurav Shah

                    @_mansoor1 thanks for coming. see you next time. #IndiahrchatDr. Tanvi Gautam

                    A7 Business Leaders should coach and support their HR pros on Business orientation and get reverse mentored on HR concepts #indiahrchatYashwant Mahadik

                    A7: willingness to see HR as a partner.. #indiahrchatAbhinav Gupta

                    A7 Business is hungry and waiting for long for HR to create value. They should get more impatient and demanding #indiahrchatYashwant Mahadik

                    A7 HR co-exists, co-creates and co-leads OD - a key business partner that drives performance, culture, talent and knowledge #IndiaHRChatPrabhjit |KaurSkills

                    Alright folks ! Open floor.........last 5 min :) What a chat ! what a chat ! #IndiahrchatDr. Tanvi Gautam

                    Good Nite All...Need to Go...Enjoyed this session! #indiahrchatMansoor Hussain

                    A7 What must change in the Business side?: The business of treating HR as a scape goat #IndiaHrchatAnand Pillai

                    #IndiaHRchat I think most businesses recognise the value of HR. For those that do not- they will after their first crisis!Rajeev

                    A7: HR is not a side function. It will resonate what you mean it to be. Core = core value. #indiahrchatSairee Chahal

                    Follow #indiahrchatInteresting. Informative.Fleximoms, India

                    @snehasodha @tanvi_gautam Absolutely agree!! #indiahrchatYashwant Mahadik

                    A7: business should look at HR as a collaborative function, not just a support one. #indiahrchatKeerthi Kariappa

                    A7: Biz needs to outgrow HR= routine/policy mindset #IndiahrchatDr. Tanvi Gautam

                    A6 : Maybe just think about it - What must change on the business side for HR to be able to create value ? #IndiaHRchatZenobia Madon

                    A7: Business needs to invest in HR getting to know the business and its roadmap. Co-work values and value creation process. #indiahrchatSairee Chahal

                    A7 Have the HR function on rotation with the Line function #IndiaHrchatAnand Pillai

                    Absolutely! "@tanvi_gautam: A7: For one biz must realize we are not here to clean up their act but to perfect it ! #Indiahrchat"sneha sodha

                    @IndianYash Totally agree! Lovely insights at #indiaHRchatDominic Rajesh

                    What must change in the Business Side? For starters, we must be all on one side! #IndiaHrchatKavi

                    With 5 mins left. @tanvi_gautam do you want to open the floor? and conclude? #indiahrchatYashwant Mahadik

                    A7 Embracing mind-set & culture:Think of employees as biggest asset - talent priceless & HR influencing key strategic decisions #IndiaHRChatPrabhjit |KaurSkills

                    A7 Partner with HR, don't seek support #IndiahrchatSonali Ramaiah

                    A7: Change in mindset! But that can come about only if HR takes the initiative, and follows it through. #indiahrchatKeerthi Kariappa

                    A7 CEO should be the ultimate HR sponsor #IndiaHrchatAnand Pillai

                    A7: Business managers should be evaluated for HR competencies while hiring. Bring in more sensitive business managers. #indiahrchatSunder Ramachandran

                    A6 : Be bold, support our decisions & take calculated risks on people #IndiaHRchatZenobia Madon

                    Wow this is so great! Am enjoying it so much!! simply superb!! #indiahrchatYashwant Mahadik

                    “@IndianYash:A6 Ability and consistency of the HR person being neutral, honest and non-political! #indiahrchat” +100 n everythng if u ask meVaradharajan K

                    @KaleleSuchita I was just going to say that :) #IndiahrchatDr. Tanvi Gautam

                    @tanvi_gautam A7 The business side may not appreciate this question, but they need to reach out for support before problems #Indiahrchatmeetasengupta

                    A7 Give HR a strategic role & not just a support function status #IndiaHrchatAnand Pillai

                    A7: For one biz must realize we are not here to clean up their act but to perfect it ! #IndiahrchatDr. Tanvi Gautam

                    A7: Give business exposure to HR professionals to serve them better #IndiahrchatSuchita Kalele

                    A6 Ability to keep confidences and being trust worthy!! #indiahrchatYashwant Mahadik

                    @tanvi_gautam A7 HR people need to have a point of view (POV) #IndiaHRChatGautam Ghosh

                    A6: Sound business understanding. #indiahrchatAbhinav Gupta

                    A7: Give peace a chance (LOL!) #IndiahrchatDr. Tanvi Gautam

                    @_Kavi Agree Sir. Its is Key :) #indiahrchatYashwant Mahadik

                    Q7: What must change on the business side for HR to be able to create value ? #IndiahrchatDr. Tanvi Gautam

                    A7: Trust HR. Give HR some space. #indiaHRchatDominic Rajesh

                    @IndianYash Standing up for people is the key! :) #IndiaHrchatKavi

                    A6 Ability and consistency of the HR person being neutral, honest and non-political! #indiahrchatYashwant Mahadik

                    @tanvi_gautam Q7: people-centric service based policies, systems and processes. #indiahrchatSangeetha ✿⎝⏠⏝⏠⎠

                    So True!! "@IndianYash: A6 good balance of heart and mind, but more of heart does wonders! #indiahrchat"sneha sodha

                    A6 A 'business' professional at heart and an 'HR' professional in the brain #IndiahrchatSonali Ramaiah

                    Final question....8 minutes to GO #indiahrchatMansoor Hussain

                    My favourite:hire for integrity n train for skills. Promote for future responsibilities n not as championship of past #future #indiahrchatVaradharajan K

                    @_Kavi reduce factors like "luck" when it comes to career growth :) #IndiaHRChatGautam Ghosh

                    @_Kavi Like the stand up for people - having and showing the spine!! #indiahrchatYashwant Mahadik

                    Hr should be more proactice in contributing to the business. why wait for others to understand our importance. #indiahrchatSaket Sanganeria

                    >>>>>>Q7: What must change on the business side for HR to be able to create value ?<<<< #IndiahrchatDr. Tanvi Gautam

                    #indiahrchat A6: HR taking the lead in cementing the link between growing people and growing businessRajeev

                    A6 #BelieveInEmployees #IndiaHrchatAnand Pillai

                    A6: Ability to move inside the problem and come out to take an holistic view as and when requried #IndiahrchatSuchita Kalele

                    @Anand__Pillai So important what u say. Self awarness and focus on self development is critical! #indiahrchatYashwant Mahadik

                    A6: Anticipate. HR rather be predictive. Post mortems don't make HR popular. #indiahrchatSunder Ramachandran

                    Stand up for people. Talk business. Hear the unspoken. Smell the change! That makes a difference! #IndiaHrchatKavi

                    >>>>Final question alert....time flies when you are having fun ;) <<< #IndiahrchatDr. Tanvi Gautam

                    A6 good balance of heart and mind, but more of heart does wonders! #indiahrchatYashwant Mahadik

                    Catch up with @tanvi_gautam on #IndiaHRchat #NOWSangeetha ✿⎝⏠⏝⏠⎠

                    #ReinventingSelf #IndiaHrchatAnand Pillai

                    A6 The ability to be competent, regulatory, visionary & agile - a complex business world requires swift competitive HR action #IndiaHRChatPrabhjit |KaurSkills

                    No more future. Today “@Keerthi_AK: A6: The future HR has to be innovative,strategic, customer-centric and collaborative #indiahrchat”Paromita Deb Areng

                    @KaleleSuchita :) TY #IndiahrchatDr. Tanvi Gautam

                    A6: Curiosity. Coaching. Connect. Code. Creative. #indiahrchatSairee Chahal

                    @tanvi_gautam A6: don't quote polices to not-to-do something; build empathy to nourish creative innovation #IndiaHRchatSangeetha ✿⎝⏠⏝⏠⎠

                    A6 : Creating Experiences.... one person at a time! #IndiaHRchatZenobia Madon

                    A6 #StayingAlive! #IndiaHrchatAnand Pillai

                    A6: Ability to think inside out and switch the roles as per the need and requirement? #indiahrchatAbhinav Kamra

                    @purav31 changing with the times Purav.. :) #indiahrchatAbhinav Gupta

                    Staying current, scanning the horizon & contextaully bringing it back to the org is hugely valued & sought! #IndiaHrchatKavi

                    #indiahrchat A6: for hr to add value to bussiness....important is knowing the bussiness very wellTushar Garg

                    A6: Don't just analyze data but predict it. Don't just control careers, create them. #IndiahrchatDr. Tanvi Gautam

                    A6 Change Champion...HR will be viewed as a profit Center not a cost center in the future #indiahrchatMansoor Hussain

                    @tanvi_gautam Curriculum builds knowledge but not skill or wisdom. it is to be earned in pratice #IndiaHRchatSangeetha ✿⎝⏠⏝⏠⎠

                    A6: Proactively understand our people needs even before they become aware of them #IndiahrchatSuchita Kalele

                    Twitter is being put to good use by the HR professionals at #IndiaHRChatPurav Shah

                    A6 HR as the collective knowledge binder: workforce talent, knowledge share, know-how allocation, and gaps analysis! #IndiaHRChatPrabhjit |KaurSkills

                    A6 #DataAnalytics #BeingHuman #IndiaHrchatAnand Pillai

                    A6 : For starters, #Emotional Intelligence #IndiaHRchatZenobia Madon

                    A6 being capable of operating from both sides of your brain :) :) #indiahrchatYashwant Mahadik

                    @IndianYash a5 By asking the stakeholders what is valuable to them and how they'd measure it. Then measure it so #Indiahrchatmeetasengupta

                    #indiahrchat A6: many I think. One key one will be the ability to understand what makes (or will make) the business tickRajeev

                    A6 to be able to define, build and cascade organisational culture #IndiahrchatSonali Ramaiah

                    A6: The future HR has to be innovative,strategic, customer-centric and collaborative #indiahrchatKeerthi Kariappa

                    A6 Be able to anticipate future changes better and faster and thus add value to the business! #indiahrchatsneha sodha

                    @abhinav300 Absolutey.Its an very important ability. well said! #indiahrchatYashwant Mahadik

                    A6: One thing is for sure, the curriculum is not keeping up with what we are saying here #IndiahrchatDr. Tanvi Gautam

                    A6 Capability builder rather than a capability manager #indiahrchatMansoor Hussain

                    A6: Using data to improve & learn from past experience, to predict future trends. Analytics in HR is a game changer in itself #IndiahrchatSuchita Kalele

                    A6 - The current HR needs to be Agile, Rigorous and Collaborative. Future is more agility, rigour and collaboration. #indiahrchatSunder Ramachandran

                    @tanvi_gautam A6: Creativity Connetivity and Congeniality. 3Cs #IndiahrchatSangeetha ✿⎝⏠⏝⏠⎠

                    A6 #BoundrylessBehavior #Intrapreneurship #IndiaHrchatAnand Pillai

                    A6 Coaching skills and Critiquing skills #IndiahrchatSonali Ramaiah

                    A6 Strategic positioner, Credible activist, Capability builder, Change champion, HR innovator & integrator,Technology proponent #IndiaHRChatPrabhjit |KaurSkills

                    Making a difference to business decisions with inputs/strategies/thought will endear any professional to org. HR pro incl. #IndiaHrchatKavi

                    A6: Empathy. Story telling. Analytical skills. Connect the dots. Align diverse perspective s to purpose. #indiahrchatSairee Chahal

                    A6: Boundary spanning capabilities will be key !! HR & Biz, Head & heart, Value creation & Addition #IndiahrchatDr. Tanvi Gautam

                    Hi @IndianYash: How about the ability to adapt with change? #indiahrchatAbhinav Gupta

                    agree @_kavi seat at the table has to be earned and not demended!! #indiahrchatYashwant Mahadik

                    A6 Credible and Controlled Activism #indiahrchatMansoor Hussain

                    A6 #LearningAgility #PersonalBranding #IndiaHrchatAnand Pillai

                    A5 : When the business asks HR to wear additional hats, because it believes you can do it & do it best. #IndiaHRchatZenobia Madon

                    A6 know and understand the business drivers as well as your business leaders #IndiahrchatSonali Ramaiah

                    @tanvi_gautam #indiahrchat will do. I am no HR guy but could not pass up this chat. Hv been thru with wonderful n bad HRs in d past.Varadharajan K

                    A6: Ability to deal with ambiguity. Ability to flow like a river that is powerful yet calm! #indiaHRchatDominic Rajesh

                    A6 HR Capabilities for Value Creation; Strategic thinking, Customer centricity, Analytical Skills (Quanti and Quali) #indiahrchatYashwant Mahadik

                    The seat at the table is sweet when it is offered. Not demanded. Offers are made when value is experienced #IndiaHrchatKavi

                    A6 1st on the list is Business/Domain Knowledge #IndiaHrchatAnand Pillai

                    I am missing @plughr @prashantbhaskar 's view here cc: @manojbshah #indiahrchatSairee Chahal

                    A6 HR Capabilities for Value creation; Creating Learning Organizations, Culture Building, Leadership Development #indiahrchatYashwant Mahadik

                    @tanvi_gautam A6. Empathy and Innovation #IndiaHRChatGautam Ghosh

                    A6: Strategic thinking? #IndiahrchatSuchita Kalele

                    A5: He has added value when petty issues get handled by business managers and key issues are delegated to HR. Thinker vs Doer #indiahrchatSunder Ramachandran

                    A6 HR Capabilities for Value Creation; Business Understanding, Customer Insights, Brand Building, Design Thinking #indiahrchatYashwant Mahadik

                    Wow nice inputs. the storify of this chat is going be someting!! :) #indiahrchatYashwant Mahadik

                    A5: When HR is heard by the business and given a chance to take risks... #IndiahrchatSuchita Kalele

                    A5 When HR head is in the "All hands meet" actively contributing #IndiaHrchatAnand Pillai

                    Q6: What competencies will the future HR professional need to be able to create value ? #IndiahrchatDr. Tanvi Gautam

                    @IndianYash :) And its also the best motivator for us all. #IndiaHRchatZenobia Madon

                    @abhinav300 yes...we can quantify...process efficiency is measurable #indiahrchatMansoor Hussain

                    A5 sometimes, when all my leaders and managers turn up for a meeting I tell them is important for them :) #IndiahrchatSonali Ramaiah

                    A5: How the HR is adding value to the people of the organization..Employee Satisfaction can be one of the ways #indiahrchatAbhinav Kamra

                    >>>Question 6 is almost here........... #IndiahrchatDr. Tanvi Gautam

                    @IndianYash Or when #HR have a valid business rationale to develop talent, workforce and organisation for business growth - L&D #IndiaHRChatPrabhjit |KaurSkills

                    A5 Value is intrinsic and extrinsic. so measure have to cater for both!! #indiahrchatYashwant Mahadik

                    Can we quantify and measure value creation by HR? #indiahrchatAbhinav Gupta

                    A5 When HR is entrusted with strategic Initiatives of the company #IndiaHrchatAnand Pillai

                    @ZenobiaMadon agree I just tweeted a similar response!! great minds think alike!! :) #indiahrchatYashwant Mahadik

                    Interesting thoughts on "How do we measure value creation by HR ?" :) #indiahrchatAbhinav Gupta

                    A5 Bringing Process efficiency can be a way of creating value, increased productivity can be a metric … #indiahrchatMansoor Hussain

                    A5 Ultimate measure of Value creation by HR is Business leaders crediting HR for the superior performance of business. #indiahrchatYashwant Mahadik

                    A5: The true measure of value creation comes at 3 levels - intellectual, emotional and yes maybe even spiritual #IndiahrchatDr. Tanvi Gautam

                    A5 : When business applauds the work done by HR proactively. That says it all! #IndiaHRchatZenobia Madon

                    @tanvi_gautam Measures have to be 'agreed' with line and leadership with commitments from both sides clear #IndiaHrchatKavi

                    A5 When HR gets all the funding and investment. its a mesaure that your business values your value creation!! :) #indiahrchatYashwant Mahadik

                    Treat employees as customers too! > @GautamGhosh: @IndianYash A5 By asking the customers if they feel value has been created? #IndiaHRChatPrabhjit |KaurSkills

                    A5: Sometimes failure can be a measure of success. It shows we are trying and not willing to give up #IndiahrchatDr. Tanvi Gautam

                    @IndianYash A5 when people who leave leave without grudge- it says it all #indiahrchatVaradharajan K

                    A5: Measuring the tangible and intangible impact HR had on business #IndiahrchatSuchita Kalele

                    A5 When HR is not able to get any investment in heacount or their own development. Means you are not ceridble enough!! #indiahrchatYashwant Mahadik

                    A5 It has to be systematic measurements right across the organisation for it to be evaluated: Feedback on HR value to action! #IndiaHRChatPrabhjit |KaurSkills

                    @_Kavi Interesting and so what are the other things..... #IndiahrchatDr. Tanvi Gautam

                    A5 when business leaders have HR goals and HR has business goals #IndiahrchatSonali Ramaiah

                    A5: The energy and engagement of the HR folks themselves is a big indicator of whether they are creating value ! #IndiahrchatDr. Tanvi Gautam

                    When HR plans and budets dont get funding approval. Means your plans are no good :) and wont create value! #indiahrchatYashwant Mahadik

                    A5 Link Strategy to People. People to Performance. Performance is measurable #indiahrchatMansoor Hussain

                    @IndianYash A5 By asking the customers if they feel value has been created? #IndiaHRChatGautam Ghosh

                    A5: What gets measured gets managed. Know what your metrics say. #indiahrchatKeerthi Kariappa

                    @VaradhKrish Yes, do check out my first dilbert tweet before chat started :) #IndiahrchatDr. Tanvi Gautam

                    Measures cant be on HRs terms. #IndiaHrchatKavi

                    A5. Quantitative = retention, productivity . Qualitative = satisfaction #indiahrchatMindTickle

                    A5: How do people feel about having worked in an org. Do they want their friends and family there. #indiahrchatSairee Chahal

                    A5 Other measures of value creation by HR include, Strength of Employer Brand, Emp Engagement Score, Employee Productivity, etc #indiahrchatYashwant Mahadik

                    A4. HR can destroy value by mechanically focusing on process and policy for addressing people issue. #indiahrchatShamik Vora

                    A5 360 degree feedback is my favourite #IndiaHrchatAnand Pillai

                    Yes this too! Coherent effort> @Sairee: A5: Value creation by HR=Alignment of business goals+people goals + org. energy levels #IndiaHRChatPrabhjit |KaurSkills

                    >>Q5 How do we measure value creation by HR<< @mansoor1 #IndiahrchatDr. Tanvi Gautam

                    “@IndianYash: @HRPhilips: @tanvi_gautam:A4: Throwing d rulebook @ ppl destroys value #indiahrchat”->more so when they know it is wrongVaradharajan K

                    Q5. How do we measure value creation by HR ? #indiahrchatYashwant Mahadik

                    A5: Using a scorecard? #IndiahrchatSuchita Kalele

                    A5: CEO includes CHRO for strategic decision making. That's the proof. #indiahrchatAmit Sharma

                    A5: HR's Value Addition can be measured by listening to feedback, tracking metrics and measuring engagement! #indiaHRchatDominic Rajesh

                    A5: What do people say about their work and workplace culture after 2 drinks. #indiahrchatSairee Chahal

                    @mindtickle Yes, although that could be influenced by the economy too though right. Bad HR but worse job market :) #IndiahrchatDr. Tanvi Gautam

                    What is Q 5? #indiahrchatMansoor Hussain

                    A5 There are various measures of value creation. NPS – Net Promoter Score methodology being my favorite. #indiahrchatYashwant Mahadik

                    A5 Measure impact of HR products & services: key performance measures for biz strategy,operations + resource; balance scorecard #IndiaHRChatPrabhjit |KaurSkills

                    Hearing HR professionals critique HR processes in the #IndiaHRChat makes one strangely hopefullGautam Ghosh

                    A5 See the metrics: Engagement, Productivity, Attrition, Employer Branding... #IndiaHrchatAnand Pillai

                    Do what you commit. Agree on what is to be measured. And how. #IndiaHrchatKavi

                    OMG. what a learning. so many ways by which HR can destroy value!! #indiahrchatYashwant Mahadik

                    A5: When an organization culture lacks soul, we know there is no value creation #IndiahrchatDr. Tanvi Gautam

                    A4: By not keeping pace with change! #indiahrchatAbhinav Gupta

                    A5: Value creation by HR = Alignment of business goals+people goals + energy levels of an org #indiahrchatSairee Chahal

                    A5: Measure of value has to be quantitative and qualitative #IndiahrchatDr. Tanvi Gautam

                    A5: Growth of business and people engagement #indiahrchatSantosh Sinha

                    “@IndianYash: A4 By being focused on trival adminstrative activites!! #indiahrchat”->>> handed out by othersVaradharajan K

                    Q5 By Seeing the credibility they have in the internal surveys #IndiaHrchatAnand Pillai

                    Reinventing the wheel. Changing processes often. #valuedestruction #IndiaHrchatKavi

                    A4 Value destruction activities of HR; being operationally focused and performing action such as payroll, administration #indiahrchatYashwant Mahadik

                    #indiahrchat (2/2) anything else- even neutral is not good. Value not created in today's dynamic world= value destroyedRajeev

                    @Keerthi_AK A4 or when activities is the measure than the outcomes :) #IndiaHRChatGautam Ghosh

                    Q5 Ash the Employees in the unit they serve #IndiaHrchatAnand Pillai

                    A4 By not understanding the nature of system, which he/she is an integral part of #IndiahrchatAbhinav Kamra

                    A3. HR can bring value by facilitating a continuous non-threatening feedback between Manager and the report. #indiahrchatShamik Vora

                    @IndianYash @rajeevchopra #indiahrchat at #TAC2013 someone said build org for future think d long term goals and den build d orgAmbika Maggu

                    @IndianYash in other words being a rubber stamp and not standing up when n what they see #indiahrchatVaradharajan K

                    >> Q5: How do we measure value creation by HR ?<< #IndiahrchatDr. Tanvi Gautam

                    A4 Value destruction activities of HR: being internally focused, lack of employee insights, lack of business understanding #indiahrchatYashwant Mahadik

                    A4: When cost-control bcomes a primary measure rather than value addition #indiahrchatKeerthi Kariappa

                    A4: By working in silos.. #IndiahrchatSuchita Kalele

                    HR keeps doing what they are doing now. No change = self destruction. #indiahrchatSunder Ramachandran

                    A4 Segment HR customers and prioritize HR investments. Else, one size fits all syndrome would destroy value #indiahrchatMansoor Hussain

                    A4: By putting processes before people #indiahrchatAbhinav Gupta

                    A4 : HR can destroy value if it is too internally focused #IndiaHRchatZenobia Madon

                    >>>>>Question 5 coming up<<<<<<<<< #IndiahrchatDr. Tanvi Gautam

                    A4: HR erodes value by isolating itself from the realities of either the business or employee pulse. #IndiahrchatB Rajkamal

                    A4 : by being function focused rather than business focused #indiahrchatAmit Sharma

                    A4 By being focused on trival adminstrative activites!! #indiahrchatYashwant Mahadik

                    Not empowering Line managers to be true people managers sure shot destruction of value ! #IndiaHrchatKavi

                    A4 by not understanding how HR and business strategy are interlinked #IndiahrchatSonali Ramaiah

                    “@Sairee: A4: By under estimating the impact they can have. Not realizing their potential #indiahrchat” +1Varadharajan K

                    A4: Throwing the rulebook at people destroys value ! Enough said. #IndiahrchatDr. Tanvi Gautam

                    “@Keerthi_AK: A4:By staying an administrative fn instead of a strategic partner #indiahrchat” say-and giving up being a strategic partnerVaradharajan K

                    A4 by being internally focused #indiahrchatYashwant Mahadik

                    MT @IndianYash: A4 inability of HR to partner with business and co-create the business strategy. #IndiahrchatDr. Tanvi Gautam

                    #indiahrchat (1/2)HR has succeeded in creating value when the business regards it as in integral part of itself as opposed to just a partnerRajeev

                    A4: By becoming the 'de facto' policeman who doesn't move from his police booth in the midst of chaotic traffic conditions! #indiaHRchatDominic Rajesh

                    A4: going by policy manual than by what is right #indiahrchatAmit Sharma

                    A4 : If it believes HR can be done by HR folks only #IndiaHRchatZenobia Madon

                    A4 Value created should be sustainable and long term driven #indiahrchatMansoor Hussain

                    A4 Value destruction activites of HR include, inability of HR to partner with business and co-create the business strategy. #indiahrchatYashwant Mahadik

                    A4: By not taking ownership of our own power and potential, we give it up. #IndiahrchatDr. Tanvi Gautam

                    A3: By teaming up with the business.. #indiahrchatAbhinav Gupta

                    A4 #HR working in disengaged silos: Not value creating or with any OD focus. Weak in change management or disengaged commitment #IndiaHRChatPrabhjit |KaurSkills

                    A4: By not investing in their own growth and aligning their vision with that of business. #indiahrchatSairee Chahal

                    A4 By staying a mere HR function! #IndiaHrchatAnand Pillai

                    A4: Doing Nothing #indiahrchat @indianyash @tanvi_gautamMindTickle

                    A4: by having command and control mindset #indiahrchatAmit Sharma

                    A4: By not taking ownership for the results.. #indiahrchatAbhinav Gupta

                    A4: HR function is the repository of confidential information;It looses its value by indulging in loose talks #IndiahrchatSuchita Kalele

                    A4 By not reinventing your model/policy as per the business & people demands #IndiaHrchatAnand Pillai

                    A4: By under estimating the impact they can have. Not realizing their potential #indiahrchatSairee Chahal

                    A4: By mismanaging the brand of HR its value can be destroyed. #IndiahrchatDr. Tanvi Gautam

                    A4 Thru lack of consistent, focussed,integrated effort that is strategic or business led: Burying head in regulatory operations #IndiaHRChatPrabhjit |KaurSkills

                    A4: By staying an administrative function instead of a strategic partner #indiahrchatKeerthi Kariappa

                    Staying in ivory towers out of sync with day to day realities is sure shot destruction of Value! #IndiaHrchatKavi

                    A4 If Value Creation is one Dimensional & not 3D – Customers, Business & Employees #indiahrchatMansoor Hussain

                    @IndianYash also I feel the HR needs to get out of transactional work and get into strategic development #indiahrchatAmbika Maggu

                    A4: By telling employees "because....I told you so". Yes, I have heard that ! #IndiahrchatDr. Tanvi Gautam

                    A3 - HR should teach business managers to own up. Partnership is meeting halfway. #indiahrchatSunder Ramachandran

                    A4 :HR can destroy value if it doesnot constantly learn and unlearn. An 'I know it all' attitude can be dangerous. #IndiaHRchatZenobia Madon

                    A4 by not understanding business need, priorities and future value #IndiahrchatSonali Ramaiah

                    A4 By Playing God Father or Policy master #IndiaHrchatAnand Pillai

                    A4 - by using a one size fits all approach #indiahrchatArmaan Seth

                    A4: By misinterpreting 'value'.. #indiahrchatAbhinav Gupta

                    A4 Integrity is primary for any professional..more so for HR #indiahrchatMansoor Hussain

                    A4 by not walking the talk! #IndiahrchatSonali Ramaiah

                    @tanvi_gautam When process precedes persons #HRdestroyvalue #Indiahrchatmeetasengupta

                    @sundertrg Agreed ! see my previous tweet about integration #IndiahrchatDr. Tanvi Gautam

                    @tanvi_gautam A4 When HR makes people conform to template of earlier behavior it destroys possibilities #IndiaHRchatGautam Ghosh

                    A4 By trying to add value when they are not capable of! #IndiaHrchatAnand Pillai

                    A3. Creating Performance centric, reward and recog. system will be real value creation. #indiahrchatShamik Vora

                    Work at it! Recognise it is difficult to demonstrate in HR. Nobody asks 'How does Marketing or Finance add value?' #IndiaHrchatKavi

                    @tanvi_gautam By being indifferent #HRdestroyvalue #Indiahrchatmeetasengupta

                    A4: Providing solutions without having a long term focus #IndiahrchatSuchita Kalele

                    #indiahrchat A3: help build the org for today, and tomorrow. This encompasses a lot of thingsRajeev

                    A3 By not saying " When I want your opinion, I will give it to you" #IndiaHrchatAnand Pillai

                    @AmbikaMaggu Absolutely agree!! #indiahrchatYashwant Mahadik

                    A3 - HR is too to be left just to the HR manager. HR should teach business managers to own up. Partnership is meeting halfway. #indiahrchatSunder Ramachandran

                    MT @nirjhara: A3 By staying away from n being embedded in the biz. Advantages of an outside in view. Heard of blind spots? #IndiahrchatDr. Tanvi Gautam

                    A3 : Developing every manager as HR manager. #indiahrchatAmit Sharma

                    A3: By keeping things simple! #indiahrchatAbhinav Gupta

                    Q4: (How) does HR end up destroying value ? #IndiahrchatDr. Tanvi Gautam

                    @abhinav300 trying to catch up in an exciting session...thanx for d invite #indiahrchatTushar Garg

                    @IndianYash I think the HR should also empathize with people around #indiahrchatAmbika Maggu

                    A3 For value creation purposes, business orientation means understanding the lever for driving a profitable business growth #indiahrchatYashwant Mahadik

                    A3 By staying away from n being embedded in the biz at the same time. Advantages of an outside in view. Heard of blind spots? #indiahrchatnirjhara

                    @tanvi_gautam A3: By listing to staff instead assuming 'what they need / want" #milliondollaranswer #IndiahrchatSangeetha ✿⎝⏠⏝⏠⎠

                    A3 For value creation purposes, business orientation for HR means, being able think and act as a business head. #indiahrchatYashwant Mahadik

                    @tanvi_gautam A3 Key is understanding business drivers and differentiators and how key talent can turn the tide! #IndiaHRChatGautam Ghosh

                    A3 By Making the Line function take the HR role & HR taking the LIne role in every sense #IndiaHrchatAnand Pillai

                    A3 For value creation purposes, business orientation means understanding the cost and profit construct of ur company #indiahrchatYashwant Mahadik

                    A3: Ensuring that our people grow along with our business #IndiahrchatSuchita Kalele

                    >>>Question 4 coming up>>>>>> #IndiahrchatDr. Tanvi Gautam

                    A3 - By really being 'HR' - not business or others! #IndiaHRChatDominic Rajesh

                    A3: HR also ensures right balance between business and employee interests, thus facilitating noise free Change Management. #IndiahrchatB Rajkamal

                    @gargtushar24 nice to see you at the #indiahrchatAbhinav Gupta

                    A3 #HR must make sure that all constituent parts of an organisation grows & learns together & is effective together 2 perform! #IndiaHRChatPrabhjit |KaurSkills

                    Speaking the language of business, integrating oneself with business yet, standing for people is a unique possibility #IndiaHrchatKavi

                    A3: Empowering others to a point that HR is not a separate function but an integral mindset #ihaveadream #IndiahrchatDr. Tanvi Gautam

                    A3: Contribute to the larger goal. Understand and align to the organisation strategy. #indiahrchatKeerthi Kariappa

                    A3 HR Organization should mirror the business Organization to be able to create value #indiahrchatMansoor Hussain

                    @SangitaSri Abs agree. Both are important!! #indiahrchatYashwant Mahadik

                    @Tanvi_Gautam @IndianYash HR can't create value if it doesn't have credibility #IndiaHRchatGautam Ghosh

                    @amitssays also building and nurturing the assets...?? #indiahrchatTushar Garg

                    A3 By being focused to being a HUMAN resource person! #IndiaHrchatAnand Pillai

                    A2: Value Addition has less impact than Value Creation. People look up to creators :-) #indiaHRChatDominic Rajesh

                    Value Addition precedes Value Creation. If you add value, you are always invited to be part of a larger creation process #IndiaHrchatKavi

                    A2. time frame in which value creation can deliver result will be different from time frame for value add. #indiahrchatShamik Vora

                    "@tanvi_gautam A2: Choosing between value addition and creation is like asking 'which eye of yours do you prefer' ? Need both! #Indiahrchat"Sangeetha ✿⎝⏠⏝⏠⎠

                    A3. Third Step - Measure, Correct, Measure, Correct.... #indiahrchatMindTickle

                    A3: Open up possibility. Enhance potential. Measure progress. Be neutral. Be joyful. #indiahrchatSairee Chahal

                    A3: Say 'no' to anything that does not have a line of site to value creation/addition. We often say yes more than is needed #IndiahrchatDr. Tanvi Gautam

                    A3: By keeping the customer before everything else #indiahrchatAbhinav Gupta

                    @Tanvi_Gautam A3 HR can create value by challenging assumptions in the business. Act as a facilitator! #IndiaHRchatGautam Ghosh

                    A3: HR adds valiue by building capabiilities and a leadership pipeline that is aligned to the business vision #IndiahrchatB Rajkamal

                    A3 by speaking 'human' even in a hard core business environ, so everyone stands a chance :D #indiahrchatnirjhara

                    A3 : By being the energy and passion on which the business thrives #IndiaHRchatZenobia Madon

                    A3 Working with project teams and departments to ensure workforce & talent knowledge is managed effectively across organisation #IndiaHRChatPrabhjit |KaurSkills

                    A3 Understand Business Strategy to Define HR strategy…HR strategy cannot be independent.. #indiahrchatMansoor Hussain

                    A3 : By forgetting its personnel roots and remembering its 'human' connection #IndiahrchatDr. Tanvi Gautam

                    @_mansoor1 Well said! #indiahrchatYashwant Mahadik

                    A3. Second Step - Build Metrics #indiahrchatMindTickle

                    @_Kavi absilutely. Business understanding a must have capability! #indiahrchatYashwant Mahadik

                    A3 : HR should act like Radar. It should be able to sense and act quickly. #indiahrchatAmit Sharma

                    Was going to be my question > “@tanvi_gautam: @GautamGhosh Does it have to be radical ? Value creation can be incremental too #Indiahrchat”Arnab Roy Choudhury

                    @Sairee Brillant. yes its about making change happen and nicely! #indiahrchatYashwant Mahadik

                    A3 Support resource mapping,skills analysis & allocation based on focussed workforce talent, development & succession planning #IndiaHRChatPrabhjit |KaurSkills

                    A3 By being alive to the person rather than by being glued to the transaction #IndiaHrchatAnand Pillai

                    A3 Create value for the Organization and Employees by creating an environment of Transparency,Recognition,Empowerment,Learning #indiahrchatMansoor Hussain

                    @armaan_seth Yes thats the key!! #indiahrchatYashwant Mahadik

                    A3. First Step - Think Business Always #indiahrchatMindTickle

                    A3: By leveraging on each other's strengths instead of working in silos #IndiahrchatSuchita Kalele

                    @Anand__Pillai thats a nice way of putting it!! #indiahrchatYashwant Mahadik

                    A3: HR can add value by making change easier than expected for everyone #indiahrchatSairee Chahal

                    A3: not to treat People as Resources but as Assets #indiahrchatAmit Sharma

                    A3: HR adds values by not living QSQT (quarter se quarter tak) but keeping a long term vision in mind #IndiahrchatDr. Tanvi Gautam

                    A3 A consistent and coherent approach by #HR, to manage efficiencies in use of resource + #talent: workforce plan + L&D #IndiaHRChatPrabhjit |KaurSkills

                    A3 - HR must be able to support and enable the execution of strategy through building organizational capability #indiahrchatArmaan Seth

                    Q3 By having a Roman Holiday experience in a Line Function & seeing things empathetically #IndiaHrchatAnand Pillai

                    A1: Creating value by leveraging on each other's strength rather than working in silos #IndiahrchatSuchita Kalele

                    A1 - Value creation in HR is all about making a positive impact on the business working with and through people. #indiaHRchatDominic Rajesh

                    A3: HR can create value by advising the business than merely answering their questions! #IndiaHRChatSonia Sachdeva

                    A3 H..elpful interventions at the R..ight time #indiahrchatJonas Prasanna

                    @Anand__Pillai Couldn't agree more #IndiaHRchatZenobia Madon

                    MT @rajeevchopra: A2 everyone can and (must strive) to add value. In their own way but aligned to the larger goal #IndiahrchatDr. Tanvi Gautam

                    A3 - By keeping their eyes & ears open. HR should be the 1st to know in the Org but is often the last. #indiahrchatSunder Ramachandran

                    A3 Build innovative processes and systems which R sustainable, metric driven and has direct impact on business/profitability #indiahrchatMansoor Hussain

                    A3 #HR needs 2 be integral 2 business strategy: Resource allocation, core processes, performance that aides business / project #IndiaHRChatPrabhjit |KaurSkills

                    A2. The difference matters since activities required for creation and addition are different. #indiahrchatShamik Vora

                    #IndiaHRChat HR creates value by empowering business processes with the right human resources??Tushar Garg

                    #indiahrchat A2 the important thing is- everyone can and (must strive) to add value. In their own way but aligned to the larger goalRajeev

                    If you dont understand business you can never participate in Value Creation #IndiaHrchatKavi

                    @Anand__Pillai Abs agree with you Sir! #indiahrchatYashwant Mahadik

                    A3: move from HR to People Development. #indiahrchatAmit Sharma

                    A3: HR needs to the team everyone wants to talk to about everything - from strategy to soupsticks. #indiahrchatSairee Chahal

                    A3 : HR creates value by being an independent thought leader & neutral partner to business #IndiaHRchatZenobia Madon

                    A3: By providing end to end solutions to the business rather than focusing on a particular activity #IndiahrchatSuchita Kalele

                    Q3 By making sure that the "Business" in "HR Business Partner' is real! #IndiaHrchatAnand Pillai

                    A3 - HR can create value by creating a culture where value creation is possible by one and all :) #indiahrchatArmaan Seth

                    >>>>Q3: How does HR create value #milliondollarquestion #IndiahrchatDr. Tanvi Gautam

                    A3: To begin with, by understanding where the value lies for business and society.. #indiahrchatAbhinav Gupta

                    @nirjhara Interesting... #IndiahrchatDr. Tanvi Gautam

                    A3 HR should farm out low value added actions/activities and themselves perform high value adding activities #indiahrchatYashwant Mahadik

                    Addition is sometime mistaken for creation. Genuine V.creation rarely seems like V.addition #IndiaHrchatKavi

                    A2: Both are equally important. The need to value-add or create may depend on the organization's growth plans and needs #indiahrchatKeerthi Kariappa

                    A3 Create Value by moving from Transaction management to Transformation management #indiahrchatMansoor Hussain

                    A2: Choosing between value addition and creation is like asking 'which eye of yours do you prefer' ? Need both ! LOL :) #IndiahrchatDr. Tanvi Gautam

                    A2: Value creation is the superset of value addition. The former helps bring about change! #IndiaHRChatSonia Sachdeva

                    HR adds value by understanding the business & aligning leadership pipeline, capability building etc. to the business vision #indiahrchatB Rajkamal

                    A3: By proactively partnering with the business to fill gaps #IndiahrchatSuchita Kalele

                    A3 HR can best create value by being strategically focused in actions rather than operationally focused. #indiahrchatYashwant Mahadik

                    Q3 By bringing the H back in HR #IndiaHrchatAnand Pillai

                    A2 wen u create, u can also add. But not vice versa. #indiahrchatnirjhara

                    A2. Value add is a modification to the existing process, practice, strategy. #indiahrchatShamik Vora

                    @Anand__Pillai And the HR people the stars :) #IndiahrchatDr. Tanvi Gautam

                    Q3: How does HR create value ? #IndiahrchatDr. Tanvi Gautam

                    V.Creation & V.Addition are both important to different contexts! #IndiaHrchatKavi

                    A2: Value addn is done by specific initiatives, while creatn requires a bigger intervention and deeper understanding of value? #indiahrchatAbhinav Gupta

                    A2: Both are equally important. Situation decides what needs to be done when. Addon can be beneficial as well #IndiahrchatSuchita Kalele

                    Value creation is like the SUN. Value addition is like the MOON #IndiaHrchatAnand Pillai

                    Question 3 coming up folks >>>>>>>> #IndiahrchatDr. Tanvi Gautam

                    wow!! terrific thoughts and definitions!! :) #indiahrchatYashwant Mahadik

                    A2 ROI terms it's creating value from collective parts which must return dividends: i.e investment appraisal (than innovation) #IndiaHRChatPrabhjit |KaurSkills

                    A2 Value Creation is innovation...Value addition is collabration #indiahrchatMansoor Hussain

                    A2: #Value creation is high risk and hence high return! So i guess it also depends on who we are & what we want as an org #IndiaHRchatZenobia Madon

                    A2. Value Creation is about something which did not exist and has been created like setting up new process, strategy etc... #indiahrchatShamik Vora

                    A2: value creation differentiates between performers and out-performers. #indiahrchatAmit Sharma

                    @tanvi_gautam and i am referring to s mindset shift #IndiahrchatGautam Ghosh

                    A2 - Creating value is an inherently co-operative process. #indiahrchatArmaan Seth

                    A2: Addition: One step forward Creation: giant leap. Yet, one needs the other to sustain it. #IndiahrchatDr. Tanvi Gautam

                    A2: Sometimes diff is how people are feeling about it - all stakeholders irrespective of metrics #indiahrchatSairee Chahal

                    A 2- Using an M&A analogy - Value creation is like a big acquisition while addition is more bolt on. #IndiahrchatSunder Ramachandran

                    @GautamGhosh I am referring to speed #IndiahrchatDr. Tanvi Gautam

                    In creating you are bringing in your #YOUniqueness. In adding you as just an #ADDon #IndiaHrchatAnand Pillai

                    MT @IndianYash: A2 Both Value Creation Vs Value Addition r imprtnt. But its Value creation differentiates u in a dynamic world #IndiahrchatDr. Tanvi Gautam

                    Creating business differentiation is value creation #indiahrchatSantosh Sinha

                    A2 Creation =innovating /design of process, systems/practices. Addition = adding 2 existing practices / talent knowhow teamwork #IndiaHRChatPrabhjit |KaurSkills

                    A2: It is not the quantitative change but the qualitative shift that is the diff between value addition and creation #IndiahrchatDr. Tanvi Gautam

                    @tanvi_gautam incremental is not new.. just additional. #IndiahrchatGautam Ghosh

                    A2: Difference is speed+quantum towards moving ahead #indiahrchatSairee Chahal

                    A2 Both Value Creation Vs Value Addition are important. But its Value creation that can differentiate you in this dynamic world #indiahrchatYashwant Mahadik

                    A2. " creation = exponential potential, addition - incremental potential " #indiahrchatMindTickle

                    @amitssays Ditto, Same thought! #IndiaHRchatZenobia Madon

                    To 'create' is to have something where nothing was! #IndiaHrchatKavi

                    A2: Addition is temporary, Creation is permanent? #indiahrchatAbhinav Gupta

                    @GautamGhosh Does it have to be radical ? Value creation can be incremental too #IndiahrchatDr. Tanvi Gautam

                    A2 Agree @gautamghosh - Value creation is incremental and marginal vs value creation is significant and radical #indiahrchatYashwant Mahadik

                    A2 : The difference matters because value creation is not a step up, its like a giant leap. #IndiaHRchatZenobia Madon

                    @_Kavi welcome! #IndiaHrchatGautam Ghosh

                    MT @Anand__Pillai: A2 Creating is completely reinventing/doing from scratch. Adding is adding on to an initiative alrdy started #IndiahrchatDr. Tanvi Gautam

                    A2 Value creation is more holistic as compared to value addition #indiahrchatYashwant Mahadik

                    A2: it's like difference between a step and a leap #indiahrchatAmit Sharma

                    A2: If we want to make a revolutionary change, we need to create value #IndiahrchatSuchita Kalele

                    @tanvi_gautam A2 addition is incremental, creation is a radical change #IndiahrchatGautam Ghosh

                    hello _kavi :) #indiahrchatYashwant Mahadik

                    @_Kavi Good to see you ! #IndiahrchatDr. Tanvi Gautam

                    +1 MT @_mansoor1: A1 Value Creation shld be 3D – Customers, Biz & Employees. can't be sustainable if one Dimensional #IndiahrchatDr. Tanvi Gautam

                    Hello ! Logging in. #IndiaHrchatKavi

                    A2 Creating is completely reinventing or doing from scratch where as Adding is adding on to an initiative that has started by o #IndiaHrchatAnand Pillai

                    A2 Value addition can be an incremental step towards creation of bigger and more value #indiahrchatYashwant Mahadik

                    A1 Influence people behaviors which can in turn influence Organization culture #indiahrchatMansoor Hussain

                    A1 - Using technology to relieve HR from doing routine work so they can focus on higher order value. #IndiahrchatSunder Ramachandran

                    @abhinav300 We will get to measurement in a later question so do stick around :) #IndiahrchatDr. Tanvi Gautam

                    A1 Value Creation shud be 3D – Customers, Business & Employees. Value creation cannot be sustainable if it is one Dimensional #indiahrchatMansoor Hussain

                    A2 Difference between Value addition and creation is that of marginal vs significant #indiahrchatYashwant Mahadik

                    @Anand__Pillai How would you measure that? #indiahrchatAbhinav Gupta

                    Q2 : What is the difference between value creation and addition and why does this difference matter ? #IndiahrchatDr. Tanvi Gautam

                    A1: delivering beyond the obvious #indiahrchatAmit Sharma

                    A2 Value Addition; Performance of actions that marginally increase the worth of products, services, solutions and or brands. #indiahrchatYashwant Mahadik

                    @tanvi_gautam A1.Value creation by HR is by being present, open and connected to Human needs, to pre-empt and scaffold them #Indiahrchatmeetasengupta

                    A1: Eg. Value creation by Employer branding... #IndiahrchatSuchita Kalele

                    A1. HR like a magnifying glass, need to bring focus to organizations efforts. Its a thread that makes neckless out of pearls. #indiahrchatShamik Vora

                    A1 : Its all about creating something which is valued by the business & which enableb Business growth #IndiaHRchatZenobia Madon

                    What is the difference between value creation & addition and why does this difference matter ? #IndiahrchatDr. Tanvi Gautam

                    Hello @rajeev chopra welcome Sir!! :) #indiahrchatYashwant Mahadik

                    A1 Value creation is ultimately measured in terms of the impact created in the society by the organisation through HR #IndiaHrchatAnand Pillai

                    Question 2 coming up >>>>>> #IndiahrchatDr. Tanvi Gautam

                    @IndianYash @Sairee #indiahrchat how can HR as a whole enrich the organization or pplAmbika Maggu

                    A1 It is the collective spirit of #talent and knowledge. that respond to outcomes - ROI is in innovation and collective value #IndiaHRChatPrabhjit |KaurSkills

                    .@abhinav300 just checked the hashtag. nothing interesting so far.. stepping into a meeting right now. will check again later. #indiahrchatKT

                    A1. What about Employer Branding, particularly ? #indiahrchatMindTickle

                    #indiahrchat to keep it simple- grow people, grow business = create valueRajeev

                    A1 Its about creating value for your customers and as such to your organisation!! #indiahrchatYashwant Mahadik

                    A1: Value lies in the eyes of the stakeholder (?!) #IndiahrchatDr. Tanvi Gautam

                    A1 HR should support & enable the execution of strategy and value creation through building organizational capability #indiahrchatMansoor Hussain

                    A1 : Its ensuring that you deliver beyond the basis which are given. #IndiaHRchatZenobia Madon

                    MT @Prabhjit_Kaur: A1 Ensuring that the #HR roadmap aligns, engages, contributes + adds value,towards business goals #IndiahrchatDr. Tanvi Gautam

                    MT @tanvi_gautam: A1: Inspiring performance is value creation. Creating a vision and moving people to action is value creation #IndiaHRChatPrabhjit |KaurSkills

                    A1 Value creation is all about leaving a legacy in the lives of the people that you are responsible for in the org #IndiaHrchatAnand Pillai

                    A1: Value creation would begin by understanding where the value lies.. #indiahrchatAbhinav Gupta

                    A1: Having a futuristic vision - Providing proactive solutions to business #IndiahrchatSuchita Kalele

                    A1 Today HR is more about service, designing experiences, evolving and executing strategy and building brands #indiahrchatYashwant Mahadik

                    A1 Ensuring that the #HR roadmap aligns, engages, contributes + adds value, effectively towards business goals and vision #IndiaHRChatPrabhjit |KaurSkills

                    A1 Value of products, services, solutions, brands, etc is determined by the customers and not the orgs themselves. #indiahrchatYashwant Mahadik

                    A1 - Value creation means enrichment for all at stake with values #indiahrchatSairee Chahal

                    @tanvi_gautam A1 value is defined by recipient of action. creation means something new #IndiahrchatGautam Ghosh

                    Drive the person to person transaction to add to business impact #IndiaHrchatAnand Pillai

                    A1: creating higher shareholder value but with human touch #indiahrchatAmit Sharma

                    A1: Inspiring performance is value creation. Creating a vision is value creation. Moving people to action is value creation #IndiahrchatDr. Tanvi Gautam

                    Agree value creation is best measured via impact on employees. Tangible results like Emp engagement scores, Managers 360 etc #IndiahrchatSunder Ramachandran

                    A1: Direct impact on business #IndiahrchatSuchita Kalele

                    A1 Intellectual capital drives value creation #indiahrchatMansoor Hussain

                    A1 Eg of Value Creation; HR performing actions to create solid leadership pipeline or a learning organization #indiahrchatYashwant Mahadik

                    A1 A coordinated & coherent #HR plan of action; that defines & supports business strategy & resources - workforce + succession #IndiaHRChatPrabhjit |KaurSkills

                    A1 : Value creation by HR is all about going beyond the obvious & creating delight for the businesses we support #IndiaHRchatZenobia Madon

                    A1: So value creation is across the board- tangible and intangible, process and structure as well as people #IndiahrchatDr. Tanvi Gautam

                    A1 Eg of Value Creation; HR performing actions to create strong employer brand, employee engagement, etc #indiahrchatYashwant Mahadik

                    A1: growth with heart #indiahrchatAmit Sharma

                    A1 Eg of Value Creation; Finance performing actions to create shareholder wealth #indiahrchatYashwant Mahadik

                    A1 Understand the Business and be a strategic partner #IndiaHrchatAnand Pillai

                    A1 Eg of Value Creation; Sales/Service performing actions to build customer relations and loyalty #indiahrchatYashwant Mahadik

                    A1 Eg of Value Creation; Marketing performing actions to build strong brands #indiahrchatYashwant Mahadik

                    A1: Value creation by HR can 'look' different at different stages of organizational growth #IndiahrchatDr. Tanvi Gautam

                    A1 Value Creation; Performance of actions that significantly increase the worth of products, services, solutions, brands. #indiahrchatYashwant Mahadik

                    Bring the H back in HR to start with #IndiaHrchatAnand Pillai

                    @tanvi_gautam. the pleasure is all mine :) #indiahrchatYashwant Mahadik

                    Hi # Keerthi_AK #indiahrchatMansoor Hussain

                    Q1: What does value creation by HR look like ? #IndiahrchatDr. Tanvi Gautam

                    Hello @Keerthi_AK #indiahrchatYashwant Mahadik

                    Thanks for being here @indianyash and agreeing to do this. About to come up with the first question....... #IndiahrchatDr. Tanvi Gautam

                    motley crowd #indiahrchat bring on the questions @tanvi_gautamMindTickle

                    Incase of disputes the decision of the moderator is final and binding (LOL!!). #IndiahrchatDr. Tanvi Gautam

                    In time for an hour of learning. Hello everyone :) #indiahrchatKeerthi Kariappa

                    Hi @sairee :) #indiahrchatYashwant Mahadik

                    Hello @shamikv #indiahrchatYashwant Mahadik

                    ek handle par do bandeh #indiahrchatMindTickle

                    Warm welcome @meetasengupta - looking forward to the #edu insight for workforce development .. definite value connection here! #IndiaHRChatPrabhjit |KaurSkills

                    hello @MystiqueWanderr #indiahrchatYashwant Mahadik

                    Just in time for #indiahrchatSairee Chahal

                    Yes looking forward to the conversations #IndiaHrchatAnand Pillai

                    I know we are all excited but please wait for the over worked moderator to release the question !! LOL!! #IndiahrchatDr. Tanvi Gautam

                    Ok folks. Formally welcome to tonights chat !! A few simple things to keep in mind. Please use A1, A2 in front of answers #IndiahrchatDr. Tanvi Gautam

                    @tanvi_gautam thanks once more to you and @IndianYash for today's #indiahrchatShamik Vora

                    @Anand__Pillai Hey Anand ! What a chat it's going to be :) Welcome. #IndiahrchatDr. Tanvi Gautam

                    hello anand__pillai :) #indiahrchatYashwant Mahadik

                    listening in onto, gotta go for a social engagement but will keep sneaking a peek on hashtag #indiahrchatMystique Wanderer

                    Hello Tweeple, good to see so many already logged on #IndiaHrchatAnand Pillai

                    Here is another Dilbert just before we get started :) dilbert.com/strips/comic/2… #IndiahrchatDr. Tanvi Gautam

                    "@tanvi_gautam: Is #indiahrchat going to destroy some sterotypes tonight ?! Dilbert comic strip ;) buff.ly/YPqaTr 15 min to go !"Philips India HR

                    3 more mins :) and @tanvi_gautam signal we go!! #indiahrchatYashwant Mahadik

                    Hi @tanvi_gautam look forward towards an exciting discussion #IndiahrchatHRO Excellence

                    @IndianYash Hello, look forward to the chat :) #Indiahrchat @ambikamaggumeetasengupta

                    Looking forward to today's chat #IndiahrchatSuchita Kalele

                    hello @meetasengupta @ambikamaggu :) #indiahrchatYashwant Mahadik

                    @jaanebhidoyaaro you may want to join in for the #indiahrchat.. discussing value creation and HR today..Abhinav Gupta

                    @Meetasengupta Hey ! Glad you could make it #IndiahrchatDr. Tanvi Gautam

                    "@tanvi_gautam: If you are here and waiting say hi, so we know you are around :) #Indiahrchat" Hi from the team! :)Philips India HR

                    @tanvi_gautam am here, and will join in a few minutes #Indiahrchatmeetasengupta

                    the dilbert strip was classic :):):) #indiahrchatYashwant Mahadik

                    If you are here and waiting say hi, so we know you are around :) #IndiahrchatDr. Tanvi Gautam

                    @tanvi_gautam looking forward to learning today at #IndiahrchatGautam Ghosh

                    hi Prabhjit_Kaur #indiahrchatYashwant Mahadik

                    @tanvi_gautam yes How HR can create value is a topic easier said than done! and thats what makes it challenging for us all. #IndiaHRchatZenobia Madon

                    Collectively creating value in #HR! Hosted via @tanvi_gautam MT @GautamGhosh: #indiahrchat todays guest is @IndianYash. #IndiaHRChatPrabhjit |KaurSkills

                    wow @hrphilips seems to be ready and strong for the chat. nice :) #indiahrchatYashwant Mahadik

                    Most pertinent topic for HR folks "Value creation by HR" #indiahrchatAmit Sharma

                    @amitssays @gautamghosh @abhibav300 @Prabhjit_kaur @zenobiaMadon Good to see you here tonight :) what an amazing topic huh ? #IndiahrchatDr. Tanvi Gautam

                    #indiahrchat today's guest is @IndianYash.Gautam Ghosh

                    Excited! Can't wait for the exciting discussions to start - How we can create value #HR #IndiaHRchatZenobia Madon

                    Looking forward to a great session #indiahrchatAmit Sharma

                    #indiahrchat today is about how HR can create value. Starting in 10 minGautam Ghosh

                    10 more mins for #indiahrchat to begin. excited to learn!! #indiahrchatYashwant Mahadik

                    Looks like I am early! Please excuse the high volume tweets for #IndiaHRChatPrabhjit |KaurSkills

                    Is #indiahrchat going to destroy some sterotypes tonight ?! Dilbert comic strip ;) buff.ly/YPqaTr 15 min to go !Dr. Tanvi Gautam

                    Countdown to #indiahrchat - only 30 min to go folks !...Dr. Tanvi Gautam

                    Look forward to the #indiahrchat in an hours time. How can HR Create Value?? Lets discuss!! @tanvi_gautam #indiahrchatYashwant Mahadik

                    In about an hour #indiahrchat with @IndianYash. See you then !Dr. Tanvi Gautam

                    Two more hours to go for @IndianYash's #IndiahrchatSuchita Kalele

                    "@IndianYash: Please join today: #indiahrchat on HR and value creation, 7 PM IST ow.ly/ki56w" @tanvi_gautam"Philips India HR

                    Please join today: #indiahrchat on HR and value creation, 7 PM IST ow.ly/ki56w" @tanvi_gautamYashwant Mahadik

                    @tanvi_gautam sure. Will join. #indiahrchat @ester_matters @rajeshmthrg @indianyashDebabrat/Debu Mishra

                    Coming up tom : #indiahrchat on HR and value creation, Wed 24th, 7 PM IST ow.ly/ki56w " @IndianYash @tanvi_gautamArmaan Seth

                    @sundertrg @MystiqueWanderr #indiahrchat on HR and value creation, Wed 24th, 7 PM IST ow.ly/ki56w" @tanvi_gautam"Yashwant Mahadik

                    Next #indiahrchat on the topic HR and value creation, Wed, 7 PM IST ow.ly/ki56w @tanvi_gautam @prabhjit_kaur @AbhijitBhaduriTanmay Vora

                    Coming up tom : #indiahrchat on HR and value creation, Wed 24th, 7 PM IST ow.ly/ki56w" @IndianYash @tanvi_gautamZenobia Madon

                    If you want to talk to me about a story or a speaking engagement, contact me on gautam@gautamblogs.com | Twitter | Facebook Page | LinkedIn

                    • BraveNewTalent, India Marketing & Platform Evangelist

                      August 2011 to present

                      User growth. Client acquisition. Marketing and Branding. Public Relations. Social media marketing. Blogger outreach.

                    • People Matters, Advisor

                      February 2011 to present

                      People Matters is India's leading knowledge platform for leadership, organization and people issues using publication, events and training to build knowledge.

                    • Gautam on Organizations 2.0, Blogger, Speaker and Writer

                      June 2002 to present

                      Recognition for blogging:

                      1. Ranked by HRWorld amongst the top 25 HR blogs worldwide

                      2. Amongst the Career 100 - a list of the top 100 career related blogs globally in the English language.

                      3. Listed on the top career sites on Career.Alltop.com as well as the India category on India.Alltop.com

                      4. Winner of the Best HR Blog Category in the RecruitingBlogs.com and ZoomInfo's "Best Blogs of 2007 contest"

                      5. Ranked by Businesspundit as one of the world's top 75 Business Blogs in 2009

                      6. Listed by evancarmichael.com as one of the 50 HR Blogs to watch in 2009

                      7. Speaker at the Milagrow Bimtech 4th Marketing Summit on how Small and Medium Enterprises can use Social Media

                      I’m really passionate about helping fellow HR professionals increase their levels of competence. The belief is that we can be of immense value to organizations, if we evolve into business advisors. If you’d like to connect with me send me an email at gautam@gautamblogs.com or call me at +91-98731-41236 and we can bounce off some ideas.

                      I also believe that our world of work is changing slowly and surely and the skills that helped us be successful in the past will no longer be that helpful in the future.

                    • Gautam on Organizations 2.0, Blogger, Speaker and Writer

                      June 2002 to present

                      Some awards and recognition

                      1. Ranked by HRWorld amongst the top 25 HR blogs worldwide

                      2. Amongst the Career 100 - a list of the top 100 career related blogs globally in the English language.

                      3. Listed on the top career sites on Career.Alltop.com as well as the India category on India.Alltop.com

                      4. Winner of the Best HR Blog Category in the RecruitingBlogs.com and ZoomInfo's "Best Blogs of 2007 contest"

                      5. Ranked by Businesspundit as one of the world's top 75 Business Blogs in 2009

                      6. Listed by evancarmichael.com as one of the 50 HR Blogs to watch in 2009

                      7. Speaker at the Milagrow Bimtech 4th Marketing Summit on how Small and Medium Enterprises can use Social Media

                      8. Panelist on Enterprise Social at India Social 2010, New Delhi

                      9. Panelist on Enterprise 2.0 at Nasscom Product Conclave, 2011 in Bangalore

                      10. Speaker on Social Recruiting at the World HRD Congress 2012 at Mumbai

                      11. Speaker on Social Recruiting at IndiaSocial 2012 at New Delhi

                      12. Rated as the 3rd most Influential HR professional on Social Media by SHRM India in March 2012.

                      13. Featured as a social media thought leader on Forbes blog http://www.forbes.com/sites/shelisrael/2012/05/11/social-media-thought-leader-indias-gautam-ghosh/

                      14. Speaker on Recruiting 2.0 at People Matters Talent Acquisition Conference

                      15. Speaker on Gamification at the Social Media in Talent Management conference.

                      I’m really passionate about helping fellow HR professionals increase their levels of competence. The belief is that we can be of immense value to organizations, if we evolve into business advisors.
                      I also believe that our world of work is changing slowly and surely and the skills that helped us be successful in the past will no longer be that helpful in the future.

                    • Knowledge Management Society of India, Owner and Moderator

                      August 2000 to present

                      This e-group seeks to integrate the various emergent thoughts in the field of Knowledge Management in a uniquely Indian way.

                      It seeks to be a community which shares learnings, knowledge, triumphs and tribulations in implementing this discipline in Indian organisations with their unique idiosyncracies and cultures.

                    • BraveNewTalent, Platform Evangelist

                      August 2011 to September 2012

                      Content Marketing. Thought Leadership. Marketing and Branding. Public Relations. Social media marketing. Blogger outreach.

                    • Qontext, Inc., Product Evangelist

                      April 2011 to July 2011

                      Qontext was developed by Pramati Technologies, the company that has delivered world-class products for over a decade, including the highly acclaimed Pramati Java Middleware and Social Twist.

                      Headquartered in Silicon Valley, Qontext Inc. is a global provider of on-demand social networking software for medium to large companies and for software vendors seeking to quickly add state-of-the-art social features to their web-based applications. Qontext is the only private social collaboration platform that easily integrates with existing business applications such as CRM, ERP, HR, Financials, even custom applications down to detailed business objects.

                      Qontext facilitates shared information including discussions, documents, blogs, wikis, videos, polls and more -- empowering employees to work together when and where they prefer -- optimizing productivity and knowledge management.

                    • Independent Consultant, Strategist

                      September 2006 to September 2010

                      Led business development and delivered engagements.
                      My expertise is primarily in the areas of capability needs assessment, gap analysis, intervention design and delivery, organisation change and transformation and capacity building.
                      Have developed business and led engagements across Real Estate, Manufacturing, financial services, BPO and technology industries.
                      Some assignments delivered while associated with Vyaktitva (suring 2008-09), performance consulting firm based out of Delhi :
                      • Diagnosing the culture of an FMCG company and recommending what it needs to change to drive business growth.
                      • Designed and delivered KRA setting and assessment programs for two telecom organizations.
                      • Designed, Developed and Delivered a program on HR Capability Development for the Plant HR Managers of a FMCG company
                      • Designed, Developed and Delivered a program on Competency Based Interviewing for the Hiring Managers and Recruiters of a Financial BPO
                      Other consulting assignments
                      • Accredited learning partner with ICICI Bank, delivering training programs to executives and managers.
                      • Developed and Delivered a program on Performance Management for a IT Products company
                      • Designed and delivered a workshop on Employment Branding and Social media for Frito-Lay India.
                      • Designed and Implemented a Social Media Strategy for an executive search firm
                      • Capability building of new employees for a professional services firm
                      • Addressed project managers of an Indian IT firm on using social software tools for knowledge sharing.
                      • Was Associated with Tvarita Consulting for HRO service and Learning and Development solution design and delivery for its clients.

                    • Independent Consultant, Strategist

                      September 2006 to September 2010

                      Led business development and delivered engagements.
                      My expertise is primarily in the areas of capability needs assessment, gap analysis, intervention design and delivery, organisation change and transformation and capacity building.
                      Have developed business and led engagements across Real Estate, Manufacturing, financial services, BPO and technology industries.
                      Some assignments delivered while associated with Vyaktitva (suring 2008-09), performance consulting firm based out of Delhi :
                      • Diagnosing the culture of an FMCG company and recommending what it needs to change to drive business growth.
                      • Designed and delivered KRA setting and assessment programs for two telecom organizations.
                      • Designed, Developed and Delivered a program on HR Capability Development for the Plant HR Managers of a FMCG company
                      • Designed, Developed and Delivered a program on Competency Based Interviewing for the Hiring Managers and Recruiters of a Financial BPO
                      Other consulting assignments
                      • Accredited learning partner with ICICI Bank, delivering training programs to executives and managers.
                      • Developed and Delivered a program on Performance Management for a IT Products company
                      • Designed and delivered a workshop on Employment Branding and Social media for Frito-Lay India.
                      • Designed and Implemented a Social Media Strategy for an executive search firm
                      • Capability building of new employees for a professional services firm
                      • Addressed project managers of an Indian IT firm on using social software tools for knowledge sharing.
                      • Was Associated with Tvarita Consulting for HRO service and Learning and Development solution design and delivery for its clients.

                    • 2020 Social, Consultant

                      October 2009 to June 2010

                      2020 Social builds and nurtures online communities for Indian and international clients, to connect their customers, partners and employees, catalyze innovation and collaboration, and drive loyalty and advocacy.

                      Heading the Employee and Talent community practice. Responsibilities include thought leadership on how businesses can use social technologies for corporate networking and employee engagement. Pitching to clients and presenting use cases to building talent communities

                      Co-delivered a workshop for the CXOs of RPG Group an Indian conglomerate.

                    • 2020 Social, Consultant

                      October 2009 to June 2010

                      2020 Social builds and nurtures online communities for Indian and international clients, to connect their customers, partners and employees, catalyze innovation and collaboration, and drive loyalty and advocacy.

                      Heading the Employee and Talent community practice. Responsibilities include thought leadership on how businesses can use social technologies for corporate networking and employee engagement. Pitching to clients and presenting use cases to building talent communities

                      Co-delivered a workshop for the CXOs of RPG Group an Indian conglomerate.

                    • Kirloskar Institute of Advanced Managemet Studies (KIAMS), Visiting HR Lecturer

                      November 2006 to December 2006

                      Visiting professor at KIAMS for an HR elective on Performance Management and Competency Building

                    • Deloitte Consulting India Pvt. Ltd., Manager HR

                      January 2006 to August 2006

                      HR Manager for technology consulting (Enterprise Application) practice.
                      Focussed on areas like Retentions, Rewards, Performance Management and Employee Relations for around 400 ERP Consultants.

                    • Deloitte Consulting India Pvt. Ltd., Manager HR

                      January 2006 to August 2006

                      HR Manager for technology consulting (Enterprise Application) practice.
                      Focussed on areas like Retentions, Rewards, Performance Management and Employee Relations for around 400 ERP Consultants.

                    • Dell Inc., HR Generalist Advisor

                      January 2005 to December 2005

                      Focussed on a business partnering role with emphasis on talent management and development. I analyze the company objectives and improvement opportunities from a consulting viewpoint and works with my business unit to implement recommendations.

                      Succession Planning
                      Talent Management
                      Employee Development
                      Management Support
                      Coaching and Consulting business leaders
                      Organizational Culture initiatives
                      HR issue resolution


                      In my earlier role I was responsible for Organizational Development (OD) activities like:

                      Employee Satisfaction Surveys
                      360 degree feedback
                      High Potential Talent Development
                      Psychometric tools
                      Team Interventions

                      In addition to these activites I also delivered training programs in the leadership and management development areas.

                    • Dell Inc., HR Generalist Advisor

                      January 2005 to December 2005

                      Focussed on a business partnering role with emphasis on talent management and development. I analyze the company objectives and improvement opportunities from a consulting viewpoint and works with my business unit to implement recommendations.

                      Succession Planning
                      Talent Management
                      Employee Development
                      Management Support
                      Coaching and Consulting business leaders
                      Organizational Culture initiatives
                      HR issue resolution


                      In my earlier role I was responsible for Organizational Development (OD) activities like:

                      Employee Satisfaction Surveys
                      360 degree feedback
                      High Potential Talent Development
                      Psychometric tools
                      Team Interventions

                      In addition to these activites I also delivered training programs in the leadership and management development areas.

                    • Hewlett Packard, Training Development Specialist

                      September 2003 to December 2004

                      Job Responsibilities
                      Management, Leadership & Professional Development of approximately 3000 employees in HP’s Business Process Delivery Organization based out of Bangalore and Chennai.

                      Achievements
                      In conjunction with the technical training team developed the training road map for most of the roles in the organization.
                      Developed a worldwide basic Management skills program along with the worldwide leadership development team and piloted the same.
                      Modification of global training into local offerings by utilizing lower cost of local vendors while keeping global quality intact.
                      Delivery of approximately 30 training programs per quarter with a consistent rating above four (on a scale of five)

                    • Hewlett Packard, Training Development Specialist

                      September 2003 to December 2004

                      Job Responsibilities
                      Management, Leadership & Professional Development of approximately 3000 employees in HP’s Business Process Delivery Organization based out of Bangalore and Chennai.

                      Achievements
                      In conjunction with the technical training team developed the training road map for most of the roles in the organization.
                      Developed a worldwide basic Management skills program along with the worldwide leadership development team and piloted the same.
                      Modification of global training into local offerings by utilizing lower cost of local vendors while keeping global quality intact.
                      Delivery of approximately 30 training programs per quarter with a consistent rating above four (on a scale of five)

                    • Erehwon Innovation Consulting, Consultant - Individual & Organizational Development

                      August 2002 to June 2003

                      Training Delivery of programs like Creativity Thinking and Team Building.
                      Consulting assignments around Strategic Management initiatives of Clients
                      Research projects and setting up the firm's website

                    • Erehwon Innovation Consulting, Consultant - Individual & Organizational Development

                      August 2002 to June 2003

                      Training Delivery of programs like Creativity Thinking and Team Building.
                      Consulting assignments around Strategic Management initiatives of Clients
                      Research projects and setting up the firm's website

                    • Satyam Computer Services Ltd, Senior Executive

                      April 1999 to July 2002

                      Initiated projects in the areas of KM, e-Learning, Competency Building and Organizational Development

                    • Satyam Computer Services Ltd, Senior Executive

                      April 1999 to July 2002

                      Initiated projects in the areas of KM, e-Learning, Competency Building and Organizational Development

                    • Eli Lilly, Territory Manager

                      December 1995 to September 1996

                      I was a Territory Manager for pharmaceutical sales at Eli Lilly India in the city of Agra. Of a team of two, we managed to achieve superb growth of speciality prescription drugs upto 140% of target. Relationship management with wholesale dealers, retailers and doctors was a critical skill for success.

                    • Eli Lilly, Territory Manager

                      December 1995 to September 1996

                      I was a Territory Manager for pharmaceutical sales at Eli Lilly India in the city of Agra. Of a team of two, we managed to achieve superb growth of speciality prescription drugs upto 140% of target. Relationship management with wholesale dealers, retailers and doctors was a critical skill for success.

                    • ITC, Front Office Supervisor

                      July 1994 to September 1995

                      As the Front Office supervisor of the ITC hotel Rama International at Aurangabad I was responsible for guest reservations to ensure that the hotel achieves optimum room occupancy.

                    • ITC, Front Office Supervisor

                      July 1994 to September 1995

                      As the Front Office supervisor of the ITC hotel Rama International at Aurangabad I was responsible for guest reservations to ensure that the hotel achieves optimum room occupancy.

                    • Human Resources, M.B.A. at XLRI Jamshedpur

                      1999

                    • Human Resources, MBA at XLRI Jamshedpur

                      1999

                    • Management, Marketing, Hotel Subjects, Bachelor's in Hotel Management at Manipal Academy of Higher Education

                      1994

                    • Management, Marketing, Hotel Subjects, Bachelor's in Hotel Management at Manipal Academy of Higher Education

                      1994

                    • Science, ISC at St. Francis College, Lucknow

                      1991

                    • Science, ISC at St. Francis' College, Lucknow

                      1991