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One of the most crucial leadership traits that sets great leaders apart from average ones is the capacity to inspire. While there are many excellent managers, there are very few excellent leaders who have the ability to bring life, passion, and connection to their actions and behaviors.
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www.insightssuccess.com VOL-01 | ISSUE-02 | 2024 Driving Progress Leadership Strategies for HR Leaders to Foster Employee Engagement Top 10 Influencers to Follow in 2024 Tech-Forward HR Embracing Innova?on in Human Resources Leadership Dr. Chris?an Schmeichel SVP and Chief Future of Work Officer SAP Empathy Meets Technology Dr. Christian Empathy Meets Technology Dr. Christian Schmeichel on Transforming HR in Times of Unprecedented Change Schmeichel on Transforming HR in Times of Unprecedented Change
The Strategies of the Visionaries ne of the most crucial leadership traits that sets O managers, there are very few excellent leaders who have the ability to bring life, passion, and connection to their actions and behaviors. Along with a crystal-clear vision, mission, and dedication to integrity that directs them in everything they do to improve the world. Accepting collaboration encourages people to step outside of their comfort zones and learn from one another while achieving great things. Employees then become more self- assured and eager to take on more responsibility. great leaders apart from average ones is the capacity to inspire. While there are many excellent Embracing the journey of such resolute leadership charismas, Insights Success features the enthralling stories of the astute personas of the industry in its latest edition, "Top 10 HR Influencers to Follow in 2024." Those who are inspirational leaders lead with a strong sense of purpose and obligation to effect positive change. They know exactly what their values are and don't give in when under pressure to do something that would require sacrificing those values. Flip through the pages and embrace the odyssey of exploring the distinct approaches to cultivating wisdom driven by passion and innovation. Have a Delightful Read! They might not always become well-liked for this, but in order to grow and scale the progress eventually, these adept personalities understand the essential aspects that are focused on cultivating an environment that makes their employees feel comfortable coming and talking to them. Editor’s N o t e Editor’s N o t e Inspiring leaders behave honorably because they are aware that their employees are constantly watching and that every action counts. They adhere to their values and incorporate them into everything they do as a result. Moreover, risk- taking ability is an essential part of leadership. Rosa Parks, Henry Ford, and Elon Musk are a few leaders who have made a difference in this world by taking courageous risks. Henry Thomson Successful teams inspire inspirational leaders to be dedicated to and motivated by their work. They foster an environment where people can come together to share their experiences, knowledge, opinions, and ideas resulting in disruption and innovation.
The Strategies of the Visionaries ne of the most crucial leadership traits that sets O managers, there are very few excellent leaders who have the ability to bring life, passion, and connection to their actions and behaviors. Along with a crystal-clear vision, mission, and dedication to integrity that directs them in everything they do to improve the world. Accepting collaboration encourages people to step outside of their comfort zones and learn from one another while achieving great things. Employees then become more self- assured and eager to take on more responsibility. great leaders apart from average ones is the capacity to inspire. While there are many excellent Embracing the journey of such resolute leadership charismas, Insights Success features the enthralling stories of the astute personas of the industry in its latest edition, "Top 10 HR Influencers to Follow in 2024." Those who are inspirational leaders lead with a strong sense of purpose and obligation to effect positive change. They know exactly what their values are and don't give in when under pressure to do something that would require sacrificing those values. Flip through the pages and embrace the odyssey of exploring the distinct approaches to cultivating wisdom driven by passion and innovation. Have a Delightful Read! They might not always become well-liked for this, but in order to grow and scale the progress eventually, these adept personalities understand the essential aspects that are focused on cultivating an environment that makes their employees feel comfortable coming and talking to them. Editor’s N o t e Editor’s N o t e Inspiring leaders behave honorably because they are aware that their employees are constantly watching and that every action counts. They adhere to their values and incorporate them into everything they do as a result. Moreover, risk- taking ability is an essential part of leadership. Rosa Parks, Henry Ford, and Elon Musk are a few leaders who have made a difference in this world by taking courageous risks. Henry Thomson Successful teams inspire inspirational leaders to be dedicated to and motivated by their work. They foster an environment where people can come together to share their experiences, knowledge, opinions, and ideas resulting in disruption and innovation.
08 Empathy Meets Technology Dr. Christian Schmeichel on Transforming HR in Times of Unprecedented Change C X O 22 “From Humble Beginnings to Telecoms Trailblazer Iqbal Singh Bedi's Journey" A r t i c l e s 18 24 Driving Progress Leadership Strategies for HR Leaders to Foster Employee Engagement Cov Tech-Forward HR Embracing Innovation in Human Resources Leadership Story
08 Empathy Meets Technology Dr. Christian Schmeichel on Transforming HR in Times of Unprecedented Change C X O 22 “From Humble Beginnings to Telecoms Trailblazer Iqbal Singh Bedi's Journey" A r t i c l e s 18 24 Driving Progress Leadership Strategies for HR Leaders to Foster Employee Engagement Cov Tech-Forward HR Embracing Innovation in Human Resources Leadership Story
Editor-in-Chief Merry D'Souza Deputy Editor Henry Thomson Executive Editor Jenny Fernandes Assistant Editors Lusy Jameson Featuring Company Brief As senior executive vice president and chief human resources officer for Global Payments, Andréa Carter is responsible for developing and leading all aspects of the company’s people and talent organization. As chief future of work officer, the overall vision and mission of Schmeichel and his team is to support SAP’s own business transformation while also positioning SAP to drive other companies to become intelligent and sustainable enterprises. Andrea Carter Senior Executive Vice President - Chief Human Resources Officer Global Payments Inc. globalpayments.com Art & Design Director Rosy Scott Associate Designer Angela Ruskin Visualizer David King Christian Schmeichel SVP and Chief Future of Work Officer Sap Senior Sales Managers Business Development Manager sap.com Bruno Alves, Damian Mathew Sam Latham Bahrain Dana is a great HR manager with a professional skills of Organizational Development, Culture and Employees Engagement. Dana Bukhammas Chief Human Resources Advisor at Bapco Petroleum Company bapco.net Marketing Manager Sales Executives James M. Adam M. Iqbal Singh Bedi Founder and Consulting Director Iqbal is part of an elite group of advisors to have advised senior government ministers on telecoms policy. Intelligens Consulting intelligensconsulting.com Technical Head Business Development Executives Jacob Smile Simon, Tom Laurette is committed to making the business not only the fastest growing of its kind but also the most innovative and sustainably run. JTI (Japan Laurette Makhubele People & Culture Director Manish Verma Global Chief Talent & Leadership Development Officer Tobacco International) jti.com Technical Specialist Digital Marketing Manager Dominique T. Irvin Wilson Manish brings over 24 years of HR experience in leading large- scale change and transformation across APAC, UK and Europe with various accolades for his accomplishments Randstad randstad.com Research Analyst SME-SMO Executive With the significant attributes and a transformative approach, Paul Marshall, Group HR Manager at Howard Porter stands out in the league of elite. Paul Marshall Group Human Resources Manager Frank Adams Steve Rodrigues Howard Porter howardporter.com Rhonda is responsible for shaping and driving Chevron’s people and culture strategy, including leadership succession, learning and talent, diversity and inclusion, workforce planning, and total rewards. Database Management Stella Andrew Technology Consultant David Stokes Circulation Manager Robert Brown Rhonda Morris Vice President and Chief Human Resources Officer Chevron chevron.com sales@insightssuccess.com January, 2024 Sheena Minhas has excelled with a staunch leadership acumen and has been making an impact with a strong focus on strategic and operational improvements that enhance an organization’s performance. Sheena Minhas Head of Global End to End Talent COE and Group HR STMicroelectronics st.com Vinita's focus includes evolving the associate experience with increased workplace flexibility and career development opportunities. Vinita Clements EVP, Chief Human Resources Officer Follow us on : www.facebook.com/insightssuccess/ We are also available on : www.twitter.com/insightssuccess Nationwide nationwide.com Copyright © 2024 Insights Success, All rights reserved. The content and images used in this magazine should not be reproduced or transmitted in any form or by any means, electronic, mechanical, photocopying, recording or otherwise, without prior permission from Insights Success. Reprint rights remain solely with Insights Success.
Editor-in-Chief Merry D'Souza Deputy Editor Henry Thomson Executive Editor Jenny Fernandes Assistant Editors Lusy Jameson Featuring Company Brief As senior executive vice president and chief human resources officer for Global Payments, Andréa Carter is responsible for developing and leading all aspects of the company’s people and talent organization. As chief future of work officer, the overall vision and mission of Schmeichel and his team is to support SAP’s own business transformation while also positioning SAP to drive other companies to become intelligent and sustainable enterprises. Andrea Carter Senior Executive Vice President - Chief Human Resources Officer Global Payments Inc. globalpayments.com Art & Design Director Rosy Scott Associate Designer Angela Ruskin Visualizer David King Christian Schmeichel SVP and Chief Future of Work Officer Sap Senior Sales Managers Business Development Manager sap.com Bruno Alves, Damian Mathew Sam Latham Bahrain Dana is a great HR manager with a professional skills of Organizational Development, Culture and Employees Engagement. Dana Bukhammas Chief Human Resources Advisor at Bapco Petroleum Company bapco.net Marketing Manager Sales Executives James M. Adam M. Iqbal Singh Bedi Founder and Consulting Director Iqbal is part of an elite group of advisors to have advised senior government ministers on telecoms policy. Intelligens Consulting intelligensconsulting.com Technical Head Business Development Executives Jacob Smile Simon, Tom Laurette is committed to making the business not only the fastest growing of its kind but also the most innovative and sustainably run. JTI (Japan Laurette Makhubele People & Culture Director Manish Verma Global Chief Talent & Leadership Development Officer Tobacco International) jti.com Technical Specialist Digital Marketing Manager Dominique T. Irvin Wilson Manish brings over 24 years of HR experience in leading large- scale change and transformation across APAC, UK and Europe with various accolades for his accomplishments Randstad randstad.com Research Analyst SME-SMO Executive With the significant attributes and a transformative approach, Paul Marshall, Group HR Manager at Howard Porter stands out in the league of elite. Paul Marshall Group Human Resources Manager Frank Adams Steve Rodrigues Howard Porter howardporter.com Rhonda is responsible for shaping and driving Chevron’s people and culture strategy, including leadership succession, learning and talent, diversity and inclusion, workforce planning, and total rewards. Database Management Stella Andrew Technology Consultant David Stokes Circulation Manager Robert Brown Rhonda Morris Vice President and Chief Human Resources Officer Chevron chevron.com sales@insightssuccess.com January, 2024 Sheena Minhas has excelled with a staunch leadership acumen and has been making an impact with a strong focus on strategic and operational improvements that enhance an organization’s performance. Sheena Minhas Head of Global End to End Talent COE and Group HR STMicroelectronics st.com Vinita's focus includes evolving the associate experience with increased workplace flexibility and career development opportunities. Vinita Clements EVP, Chief Human Resources Officer Follow us on : www.facebook.com/insightssuccess/ We are also available on : www.twitter.com/insightssuccess Nationwide nationwide.com Copyright © 2024 Insights Success, All rights reserved. The content and images used in this magazine should not be reproduced or transmitted in any form or by any means, electronic, mechanical, photocopying, recording or otherwise, without prior permission from Insights Success. Reprint rights remain solely with Insights Success.
Empathy Meets Technology Dr. Christian Schmeichel on Transforming HR in Times of Unprecedented Change Dr. Chris?an Schmeichel SVP and Chief Future of Work Officer SAP Cover Story “SAP manages the future of work cross-functionally with the HR team closely collaborating with the business and the other corporate functions.”
Empathy Meets Technology Dr. Christian Schmeichel on Transforming HR in Times of Unprecedented Change Dr. Chris?an Schmeichel SVP and Chief Future of Work Officer SAP Cover Story “SAP manages the future of work cross-functionally with the HR team closely collaborating with the business and the other corporate functions.”
Top 10 HR Influencers to Follow in 2024 D r. Christian Schmeichel, SVP and Chief Future of Work Officer at SAP is a transformative force in the Global HR landscape. With a passion that combines people and technology, Christian is not just a global HR executive—he’s a visionary when it comes to shaping the future of work. With over two decades of rich experience spanning various HR and business roles across diverse cultures, he embodies the essence of a true global citizen. His diverse leadership roles within SAP, from head of HR strategy to COO for global HR and HR Lead for multiple board areas, have been defined by a steadfast commitment to creating unparalleled employee experiences. “Through it all, I’ve made sure we’ve kept a sharp focus on creating best-in-class employee experiences,” Christian affirms. Since 2021, when he got appointed as SVP and Chief Future of Work Officer at SAP, he and his organization spearhead the Business Software Group’s Future of Work agenda for its global and diverse workforce of more than 100,000 employees worldwide. Christian has created a space where traditional HR transcends its boundaries, where business focus meets empathy and where advanced People Analytics and AI- driven technologies redefine the workforce dynamics of the next world of work. Christian Schmeichel’s expertise extends beyond borders— with a proven track record of successfully managing global HR transformation and the future of work. As a global citizen, he currently resides with his family close to SAP’s headquarter in Heidelberg, Germany, incorporating his international experiences into SAP’s innovative HR landscape. With Christian being a thought leader renowned for this vision of reshaping global HR organizations, his advocacy for ‘Rethinking HR’ resonates powerfully, emphasizing agile leadership, diversity, and talent development as the bedrock of any high-performing organization. A Unified Vision Along these lines, SAP’s approach to the Future of Work seems to transform ordinary into extraordinary and makes SAP’s Future of Work agenda more than just a plan but a vibrant reality! Acknowledging that the future of work is green and powered by AI, SAP’s commitment to sustainability is resolute, underpinned by a promise of “zero emissions, zero waste and zero inequality,” as Christian emphasizes. At the core of this mission is the belief that social progress is a collective human responsibility. This ethos fuels the deep appreciation for the diverse experiences each individual brings to the workplace, transcending cultural and geographical boundaries. Laying the Foundation SAP’s dedication to shaping the Future of Work reflects this inclusivity. Diversity and Inclusion (D&I) is just the beginning—the vision encompasses a global perspective. 2021, Christian delves deep into the essence of strategic management. “If you want to manage all that’s going on, you need to do it holistically,” he emphasizes, encapsulating the very core of his approach. In the world of global HR, Christian Schmeichel is not an unknown. With a career spanning continents, his journey has endowed him with a profound understanding of the intricate tapestry of human resources worldwide. “Having worked and lived in Asia, Europe and the US, I’ve gained invaluable context and insights into the developments of global HR,” he reflects. In the mosaic of diversity, unity hinges on inclusivity. “You can’t align on a unified vision unless strides have been taken to make the vision inclusive,” Christian underscores. On the Global level, SAP is resolute in upholding human rights, fostering health and well-being and embracing corporate social responsibility, all in synergy with their Health, Safety & Wellbeing as well as D&I manifesto. “All these pillars are helping us move toward a Future of Work that is globally inclusive and equal,” Christian affirms. SAP’s journey toward an inclusive and equitable future is evidence of its commitment to a better world, driven by innovation, diversity and a profound sense of responsibility. At the helm of SAP’s Future of Work organization, which was established in 2021, Christian coordinates a multifaceted team of experts, leveraging their diverse skills and knowledge to achieve cohesive and innovative outcomes. Together, they navigate the intricate landscape of SAP’s global workforce. “We have the joint mission to design and orchestrate SAP’s holistic future of work agenda,” Christian explains, his passion evident. Christian’s career journey actually started in Corporate Finance and Strategy Consulting before moving into the arena of HR. When joining SAP in 2005, his first role included the coordination of SAP’s global Labs HR activities. When climbing up the career ladder over the years, his tenure as the Head of HR for SAP’s subsidiary in Tokyo, Japan, was particularly impactful. Amidst the aftermath of natural disasters, he witnessed Japan’s commitment to its people’s safety and well-being, leaving an indelible mark on his approach. “There was a fundamental focus on health and well-being, and that has stuck with me,” he shares. “The goal is to hone the Future of Work vision that future-proofs the organization while changing work for good” Designing the Future Workplace For SAP, the future of work is a multi-dimensional puzzle. Christian and his team focus on various key dimensions. First, they gaze into the future, envisioning the composition of the workforce in the next 5 to 10 years. “Which skills will be required and where? How much AI will be incorporated into our daily work?” Christian ponders, setting the objectives for the strategic journey ahead. The second dimension is about crafting an environment where this Christian points out, “The world around us is changing at a breakneck speed while at the same time, the competition for talent is getting more and more intense.” In the heart of SAP’s global operations, Christian and his team are redefining how we perceive work and opening doors to a new era. Appointed as the Chief Future of Work Officer in
Top 10 HR Influencers to Follow in 2024 D r. Christian Schmeichel, SVP and Chief Future of Work Officer at SAP is a transformative force in the Global HR landscape. With a passion that combines people and technology, Christian is not just a global HR executive—he’s a visionary when it comes to shaping the future of work. With over two decades of rich experience spanning various HR and business roles across diverse cultures, he embodies the essence of a true global citizen. His diverse leadership roles within SAP, from head of HR strategy to COO for global HR and HR Lead for multiple board areas, have been defined by a steadfast commitment to creating unparalleled employee experiences. “Through it all, I’ve made sure we’ve kept a sharp focus on creating best-in-class employee experiences,” Christian affirms. Since 2021, when he got appointed as SVP and Chief Future of Work Officer at SAP, he and his organization spearhead the Business Software Group’s Future of Work agenda for its global and diverse workforce of more than 100,000 employees worldwide. Christian has created a space where traditional HR transcends its boundaries, where business focus meets empathy and where advanced People Analytics and AI- driven technologies redefine the workforce dynamics of the next world of work. Christian Schmeichel’s expertise extends beyond borders— with a proven track record of successfully managing global HR transformation and the future of work. As a global citizen, he currently resides with his family close to SAP’s headquarter in Heidelberg, Germany, incorporating his international experiences into SAP’s innovative HR landscape. With Christian being a thought leader renowned for this vision of reshaping global HR organizations, his advocacy for ‘Rethinking HR’ resonates powerfully, emphasizing agile leadership, diversity, and talent development as the bedrock of any high-performing organization. A Unified Vision Along these lines, SAP’s approach to the Future of Work seems to transform ordinary into extraordinary and makes SAP’s Future of Work agenda more than just a plan but a vibrant reality! Acknowledging that the future of work is green and powered by AI, SAP’s commitment to sustainability is resolute, underpinned by a promise of “zero emissions, zero waste and zero inequality,” as Christian emphasizes. At the core of this mission is the belief that social progress is a collective human responsibility. This ethos fuels the deep appreciation for the diverse experiences each individual brings to the workplace, transcending cultural and geographical boundaries. Laying the Foundation SAP’s dedication to shaping the Future of Work reflects this inclusivity. Diversity and Inclusion (D&I) is just the beginning—the vision encompasses a global perspective. 2021, Christian delves deep into the essence of strategic management. “If you want to manage all that’s going on, you need to do it holistically,” he emphasizes, encapsulating the very core of his approach. In the world of global HR, Christian Schmeichel is not an unknown. With a career spanning continents, his journey has endowed him with a profound understanding of the intricate tapestry of human resources worldwide. “Having worked and lived in Asia, Europe and the US, I’ve gained invaluable context and insights into the developments of global HR,” he reflects. In the mosaic of diversity, unity hinges on inclusivity. “You can’t align on a unified vision unless strides have been taken to make the vision inclusive,” Christian underscores. On the Global level, SAP is resolute in upholding human rights, fostering health and well-being and embracing corporate social responsibility, all in synergy with their Health, Safety & Wellbeing as well as D&I manifesto. “All these pillars are helping us move toward a Future of Work that is globally inclusive and equal,” Christian affirms. SAP’s journey toward an inclusive and equitable future is evidence of its commitment to a better world, driven by innovation, diversity and a profound sense of responsibility. At the helm of SAP’s Future of Work organization, which was established in 2021, Christian coordinates a multifaceted team of experts, leveraging their diverse skills and knowledge to achieve cohesive and innovative outcomes. Together, they navigate the intricate landscape of SAP’s global workforce. “We have the joint mission to design and orchestrate SAP’s holistic future of work agenda,” Christian explains, his passion evident. Christian’s career journey actually started in Corporate Finance and Strategy Consulting before moving into the arena of HR. When joining SAP in 2005, his first role included the coordination of SAP’s global Labs HR activities. When climbing up the career ladder over the years, his tenure as the Head of HR for SAP’s subsidiary in Tokyo, Japan, was particularly impactful. Amidst the aftermath of natural disasters, he witnessed Japan’s commitment to its people’s safety and well-being, leaving an indelible mark on his approach. “There was a fundamental focus on health and well-being, and that has stuck with me,” he shares. “The goal is to hone the Future of Work vision that future-proofs the organization while changing work for good” Designing the Future Workplace For SAP, the future of work is a multi-dimensional puzzle. Christian and his team focus on various key dimensions. First, they gaze into the future, envisioning the composition of the workforce in the next 5 to 10 years. “Which skills will be required and where? How much AI will be incorporated into our daily work?” Christian ponders, setting the objectives for the strategic journey ahead. The second dimension is about crafting an environment where this Christian points out, “The world around us is changing at a breakneck speed while at the same time, the competition for talent is getting more and more intense.” In the heart of SAP’s global operations, Christian and his team are redefining how we perceive work and opening doors to a new era. Appointed as the Chief Future of Work Officer in
futuristic workforce can thrive, finding motivation and engagement in their tasks. It’s about elevating HR practices while embracing new, flexible and healthy work paradigms. “It’s a mix of business elements and strategic HR topics,” Christian notes, highlighting the intricate balance between innovation and tradition. Last but by no means least, the Future of Work will also require an evolution of the HR departments itself. Christian’s vision extends beyond theoretical frameworks. His goal is pragmatic—to transform the vision of the Future of Work into actionable reality. “The goal is to hone the Future of Work vision and future-proof organizations in creating the HR policies and technologies necessary,” he affirms, illuminating the path forward. Data insights, workforce planning as well as health & wellbeing programs form the bedrock, but the future of work is a dynamic, ever- evolving entity, reflecting the very essence of the modern workforce. Within its learning culture, SAP provides diverse opportunities for skill development: Dedicated learning programs: These empower employees to enhance both hard and soft skills, a practice known as ‘upskilling.’ Versatile support mechanisms: This includes traditional methods like webinars, peer-to-peer learning encouraging knowledge exchange and experiential learning through real-world application, colloquially known as ‘on the job.’ Ÿ Ÿ In the wake of the pandemic, the landscape of work has transformed. Talent seeks not just jobs but meaningful engagements that honor their priorities. Agility and resilience have become the watchwords and SAP is at the forefront of this shift. “Talents are looking for new, flexible, and structured hybrid ways to work,” Christian observes, underlining the need for adaptability in the face of changing expectations.“With generative AI, the work landscape is transforming again. AI will increasingly support employees in their daily works in the one or other way. That will affect expectations on both sides, too.” Continuous Learning Regarding the future skills landscape of HR itself, a paradigm shift is imminent: At SAP, fostering empowerment and continuous growth is ingrained in its ethos. “Enablement and training are core to our people management strategies,” affirms Christian. In an era of rapid technological advancement, the need for perpetual learning stands paramount. SAP champions a culture of continuous learning, ensuring employees are equipped to meet evolving demands. Digital Proficiency: HR professionals must harness digital capabilities. Data Literacy: Emphasizing data-driven decision- making. Agile Mindset: Adopting flexibility and adaptability. Experience Management: Focusing on delivering exceptional employee experiences. Ÿ Ÿ Ÿ Ÿ Christian’s vision emphasizes thriving amidst change, ensuring SAP’s workforce is not only equipped with technical skills but also possesses the right mindset to innovate and contribute effectively. Accelerating Flexibility in a Productive Way and local regulations, one size certainly does not fit all, especially if you have such a global and diverse workforce as SAP does,” Christian underscores. The pandemic served as an accelerator for trends and new ways of working, most notably with the heyday of flexible and remote work models. SAP introduced their own hybrid working model ‘Pledge to Flex’ early on during the pandemic aiming to keep people safe based on a commitment to flexible and trust-based working for the global workforce of 100,000 people. In response, SAP did launch a dedicated ‘I’m In’ initiative in 2023, an ideal example of its dedication to strengthening connections and promoting in-person engagements. The combination of splitting time between 2-3 days of in-person office work and remote has emerged as a best practice for their employees to stay connected and run at their personal best. This echoes the sentiments of an organization that values both the present and the future of work. “It’s about re-imagining and co-shaping the way how we will live and work in the future which is quite inspiring.” In a rapidly evolving landscape, SAP acknowledges the shifting tides of work dynamics and the enduring importance of flexibility. “We realize that especially over the last three years, ways of working and personal preferences have been changing significantly,” notes Christian, emphasizing their commitment to adapt to the evolving needs of their workforce. In HR, We Trust Constantly vigilant, Christian delves into market dynamics, vendor activities and emerging trends. “We can’t predict the future, but by asking the right questions and investing in scenario planning, we gain a good grasp of what may happen,” he notes. SAP’s approach is proactive, focusing on discerning trends to anticipate shifts in the workforce landscape. Amid this transformation, the physical office holds a unique place in fostering personal connections at SAP. “The office remains our number one place to stay connected and feature interactions on a personal level,” Christian highlights. At the same time, “Given people’s roles, tasks
futuristic workforce can thrive, finding motivation and engagement in their tasks. It’s about elevating HR practices while embracing new, flexible and healthy work paradigms. “It’s a mix of business elements and strategic HR topics,” Christian notes, highlighting the intricate balance between innovation and tradition. Last but by no means least, the Future of Work will also require an evolution of the HR departments itself. Christian’s vision extends beyond theoretical frameworks. His goal is pragmatic—to transform the vision of the Future of Work into actionable reality. “The goal is to hone the Future of Work vision and future-proof organizations in creating the HR policies and technologies necessary,” he affirms, illuminating the path forward. Data insights, workforce planning as well as health & wellbeing programs form the bedrock, but the future of work is a dynamic, ever- evolving entity, reflecting the very essence of the modern workforce. Within its learning culture, SAP provides diverse opportunities for skill development: Dedicated learning programs: These empower employees to enhance both hard and soft skills, a practice known as ‘upskilling.’ Versatile support mechanisms: This includes traditional methods like webinars, peer-to-peer learning encouraging knowledge exchange and experiential learning through real-world application, colloquially known as ‘on the job.’ Ÿ Ÿ In the wake of the pandemic, the landscape of work has transformed. Talent seeks not just jobs but meaningful engagements that honor their priorities. Agility and resilience have become the watchwords and SAP is at the forefront of this shift. “Talents are looking for new, flexible, and structured hybrid ways to work,” Christian observes, underlining the need for adaptability in the face of changing expectations.“With generative AI, the work landscape is transforming again. AI will increasingly support employees in their daily works in the one or other way. That will affect expectations on both sides, too.” Continuous Learning Regarding the future skills landscape of HR itself, a paradigm shift is imminent: At SAP, fostering empowerment and continuous growth is ingrained in its ethos. “Enablement and training are core to our people management strategies,” affirms Christian. In an era of rapid technological advancement, the need for perpetual learning stands paramount. SAP champions a culture of continuous learning, ensuring employees are equipped to meet evolving demands. Digital Proficiency: HR professionals must harness digital capabilities. Data Literacy: Emphasizing data-driven decision- making. Agile Mindset: Adopting flexibility and adaptability. Experience Management: Focusing on delivering exceptional employee experiences. Ÿ Ÿ Ÿ Ÿ Christian’s vision emphasizes thriving amidst change, ensuring SAP’s workforce is not only equipped with technical skills but also possesses the right mindset to innovate and contribute effectively. Accelerating Flexibility in a Productive Way and local regulations, one size certainly does not fit all, especially if you have such a global and diverse workforce as SAP does,” Christian underscores. The pandemic served as an accelerator for trends and new ways of working, most notably with the heyday of flexible and remote work models. SAP introduced their own hybrid working model ‘Pledge to Flex’ early on during the pandemic aiming to keep people safe based on a commitment to flexible and trust-based working for the global workforce of 100,000 people. In response, SAP did launch a dedicated ‘I’m In’ initiative in 2023, an ideal example of its dedication to strengthening connections and promoting in-person engagements. The combination of splitting time between 2-3 days of in-person office work and remote has emerged as a best practice for their employees to stay connected and run at their personal best. This echoes the sentiments of an organization that values both the present and the future of work. “It’s about re-imagining and co-shaping the way how we will live and work in the future which is quite inspiring.” In a rapidly evolving landscape, SAP acknowledges the shifting tides of work dynamics and the enduring importance of flexibility. “We realize that especially over the last three years, ways of working and personal preferences have been changing significantly,” notes Christian, emphasizing their commitment to adapt to the evolving needs of their workforce. In HR, We Trust Constantly vigilant, Christian delves into market dynamics, vendor activities and emerging trends. “We can’t predict the future, but by asking the right questions and investing in scenario planning, we gain a good grasp of what may happen,” he notes. SAP’s approach is proactive, focusing on discerning trends to anticipate shifts in the workforce landscape. Amid this transformation, the physical office holds a unique place in fostering personal connections at SAP. “The office remains our number one place to stay connected and feature interactions on a personal level,” Christian highlights. At the same time, “Given people’s roles, tasks
Where Passion Meets Productivity “We’re looking for trends to predict how our workforce will change,” Christian emphasizes. Understanding the evolution in practices, processes and environments provides a roadmap for necessary workforce adjustments. Yet, Christian believes in more than just prediction—he advocates shaping the future actively. SAP remains vigilant in understanding the pulse of the global workforce. “We measure employee engagement and satisfaction across functional areas and geographies,” affirms Christian. Their approach involves a meticulous continuous listening strategy, amalgamating experience data with operational statistics to gain a holistic perspective. This method provides a 360-degree view of the organization, enabling proactive HR strategies. Fueling the Future Shaping the Future of Work is not a nice to have, but rather a business imperative which is highly motivating. “Having a hands-on role in shaping the Future of Work at SAP and for our customers and partners is something I’m deeply passionate about,” Christian lines out. His enthusiasm finds fuel in having a true business impact and the collaboration with his global team, sharing a vision that turns work into something truly enjoyable. “Our dashboards provide access to the relevant data for various target groups,” Christian emphasizes. Central to their success is the reliance on a single source of truth for all data. This high data quality not only ensures accurate reporting but also fuels advanced predictive analytics and scenario modeling, securing SAP’s future proactively. Small Step, Giant Leap For Christian, “It’s a journey of re-imagining and co- shaping the future of how people will live and work which is quite inspiring,“ he articulates. “We can’t predict the future, but by asking the right questions and investing in scenario planning, we gain a good grasp of what may happen.” “The pandemic has transformed work dynamics profoundly and so is Generative AI,” asserts Christian and SAP’s approach for the future of work stands as an inspiration for change. Changing the Game A solid workforce plan and sound people practices are key to success. When carefully thought through and planned around rich data and predictions, these aspects give organizations a workable agenda for growing in a rapidly changing landscape. To successfully architect the future of work in the post pandemic era, one will need to take full advantage of the opportunities and disruptive power of digitalization. Amongst others, for HR this means employing state-of-the- art technology and digital-first HR services to allow for scalability and further efficiency across leading-edge work experiences. At the same time, it is more important than ever for HR to retain the “human factor” at work and empower people to thrive. Every leader knows that change management is critical for balancing business and employee priorities, getting good buy-in to game-changing initiatives—like the adoption of generative AI and keeping morale high along the way. But how does one manage change when they can’t see it coming? This is where workforce planning and the need for timely analytics are widening the divide between the organizations that have been quick to evolve and those that have lagged. Burning Bright Without Burning Out This evolution demands a profound understanding of digital systems. “This doesn’t mean an HR person will need to code software, but they should know how to use the systems to support the business as best as possible,” Christian Schmeichel explains. In the midst of global challenges, SAP stands steadfast, recognizing the pivotal role of mental and physical well- being in the workplace. “The mental and physical fitness of every person is a key part of workplace productivity,” notes Christian. SAP invests profoundly in its people, championing a culture of health through initiatives like “Are you OK?” —a mental health program and a round-the- clock Employee Assistance Program, offering support and counselling. “With the world around us changing at breakneck speed, I truly see this as a once-in-a-generation opportunity for HR to shape the future of work”, Christian Schmeichel summarizes. ”And I couldn’t be more excited to be part of it, leaving a legacy of crafting cutting-edge working environments”. For example, Generative AI use cases within SAP’s own SuccessFactors solution will help people leaders and recruiters create job descriptions and help employees find personalized learning recommendations to fuel their career development and growth. Blending the best of different Worlds In the intricate web of future work dynamics, SAP operates at the crossroads of collaboration. “SAP manages the future of work cross-functionally, where HR works in close collaboration with the business sand other corporate functions,” emphasizes Christian. In this era of transformative technology and generative AI, the HR landscape is shifting towards a data-driven paradigm. “HR needs to be utilizing data at every level,” Christian points out. The focus lies in deciphering data to envision the future—understanding how technology will help handle repetitive tasks, what skills will be vital and how every employee can evolve hand-in-hand with the organization. SAP’s approach isn’t just about adapting to change—it’s about embracing data-driven insights to shape a future where every member of the workforce thrives. Furthermore, SAP’s HR function serves as a trailblazer in Human Capital Management (HXM). “We’re in a sweet spot where we can leverage our own technologies,” Christian states proudly. This unique position allows SAP to receive real-time feedback from their employees, shaping solutions that truly prioritize individuals at the core of business operations.
Where Passion Meets Productivity “We’re looking for trends to predict how our workforce will change,” Christian emphasizes. Understanding the evolution in practices, processes and environments provides a roadmap for necessary workforce adjustments. Yet, Christian believes in more than just prediction—he advocates shaping the future actively. SAP remains vigilant in understanding the pulse of the global workforce. “We measure employee engagement and satisfaction across functional areas and geographies,” affirms Christian. Their approach involves a meticulous continuous listening strategy, amalgamating experience data with operational statistics to gain a holistic perspective. This method provides a 360-degree view of the organization, enabling proactive HR strategies. Fueling the Future Shaping the Future of Work is not a nice to have, but rather a business imperative which is highly motivating. “Having a hands-on role in shaping the Future of Work at SAP and for our customers and partners is something I’m deeply passionate about,” Christian lines out. His enthusiasm finds fuel in having a true business impact and the collaboration with his global team, sharing a vision that turns work into something truly enjoyable. “Our dashboards provide access to the relevant data for various target groups,” Christian emphasizes. Central to their success is the reliance on a single source of truth for all data. This high data quality not only ensures accurate reporting but also fuels advanced predictive analytics and scenario modeling, securing SAP’s future proactively. Small Step, Giant Leap For Christian, “It’s a journey of re-imagining and co- shaping the future of how people will live and work which is quite inspiring,“ he articulates. “We can’t predict the future, but by asking the right questions and investing in scenario planning, we gain a good grasp of what may happen.” “The pandemic has transformed work dynamics profoundly and so is Generative AI,” asserts Christian and SAP’s approach for the future of work stands as an inspiration for change. Changing the Game A solid workforce plan and sound people practices are key to success. When carefully thought through and planned around rich data and predictions, these aspects give organizations a workable agenda for growing in a rapidly changing landscape. To successfully architect the future of work in the post pandemic era, one will need to take full advantage of the opportunities and disruptive power of digitalization. Amongst others, for HR this means employing state-of-the- art technology and digital-first HR services to allow for scalability and further efficiency across leading-edge work experiences. At the same time, it is more important than ever for HR to retain the “human factor” at work and empower people to thrive. Every leader knows that change management is critical for balancing business and employee priorities, getting good buy-in to game-changing initiatives—like the adoption of generative AI and keeping morale high along the way. But how does one manage change when they can’t see it coming? This is where workforce planning and the need for timely analytics are widening the divide between the organizations that have been quick to evolve and those that have lagged. Burning Bright Without Burning Out This evolution demands a profound understanding of digital systems. “This doesn’t mean an HR person will need to code software, but they should know how to use the systems to support the business as best as possible,” Christian Schmeichel explains. In the midst of global challenges, SAP stands steadfast, recognizing the pivotal role of mental and physical well- being in the workplace. “The mental and physical fitness of every person is a key part of workplace productivity,” notes Christian. SAP invests profoundly in its people, championing a culture of health through initiatives like “Are you OK?” —a mental health program and a round-the- clock Employee Assistance Program, offering support and counselling. “With the world around us changing at breakneck speed, I truly see this as a once-in-a-generation opportunity for HR to shape the future of work”, Christian Schmeichel summarizes. ”And I couldn’t be more excited to be part of it, leaving a legacy of crafting cutting-edge working environments”. For example, Generative AI use cases within SAP’s own SuccessFactors solution will help people leaders and recruiters create job descriptions and help employees find personalized learning recommendations to fuel their career development and growth. Blending the best of different Worlds In the intricate web of future work dynamics, SAP operates at the crossroads of collaboration. “SAP manages the future of work cross-functionally, where HR works in close collaboration with the business sand other corporate functions,” emphasizes Christian. In this era of transformative technology and generative AI, the HR landscape is shifting towards a data-driven paradigm. “HR needs to be utilizing data at every level,” Christian points out. The focus lies in deciphering data to envision the future—understanding how technology will help handle repetitive tasks, what skills will be vital and how every employee can evolve hand-in-hand with the organization. SAP’s approach isn’t just about adapting to change—it’s about embracing data-driven insights to shape a future where every member of the workforce thrives. Furthermore, SAP’s HR function serves as a trailblazer in Human Capital Management (HXM). “We’re in a sweet spot where we can leverage our own technologies,” Christian states proudly. This unique position allows SAP to receive real-time feedback from their employees, shaping solutions that truly prioritize individuals at the core of business operations.
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Driving Progress Leadership Strategies for HR Leaders to Foster Employee Engagement E mployee engagement is a crucial factor that significantly impacts an organization's success and overall performance. It refers to the emotional connection and commitment employees have towards their work, colleagues, and the organization. High levels of employee engagement lead to improved productivity, reduced turnover, increased job satisfaction, and a positive work culture. HR leaders play a pivotal role in fostering employee engagement and creating an environment that motivates employees to excel. In this article, we will explore effective strategies that HR leaders can implement to boost employee engagement within their organizations. Establish a Clear and Inspiring Vision HR leaders should work closely with top management to develop and communicate a clear and inspiring vision for the organization. This vision should outline the organization's mission, values, and long-term objectives. When employees understand how their work contributes to the bigger picture, they feel more engaged and motivated to achieve common goals. Foster a Positive Work Culture Creating a positive work culture is vital for employee engagement. HR leaders should focus on fostering an inclusive, supportive, and respectful environment. Encourage open communication, provide opportunities for feedback, and recognize and celebrate employees' achievements. A positive work culture will encourage collaboration, trust, and loyalty among team members. Invest in Employee Development Offering opportunities for continuous learning and development is a powerful way to engage employees. HR leaders should work with managers to identify individual training needs and provide relevant January 2024 | 18 | www.insightssuccess.com January 2024 | 19 | www.insightssuccess.com
Driving Progress Leadership Strategies for HR Leaders to Foster Employee Engagement E mployee engagement is a crucial factor that significantly impacts an organization's success and overall performance. It refers to the emotional connection and commitment employees have towards their work, colleagues, and the organization. High levels of employee engagement lead to improved productivity, reduced turnover, increased job satisfaction, and a positive work culture. HR leaders play a pivotal role in fostering employee engagement and creating an environment that motivates employees to excel. In this article, we will explore effective strategies that HR leaders can implement to boost employee engagement within their organizations. Establish a Clear and Inspiring Vision HR leaders should work closely with top management to develop and communicate a clear and inspiring vision for the organization. This vision should outline the organization's mission, values, and long-term objectives. When employees understand how their work contributes to the bigger picture, they feel more engaged and motivated to achieve common goals. Foster a Positive Work Culture Creating a positive work culture is vital for employee engagement. HR leaders should focus on fostering an inclusive, supportive, and respectful environment. Encourage open communication, provide opportunities for feedback, and recognize and celebrate employees' achievements. A positive work culture will encourage collaboration, trust, and loyalty among team members. Invest in Employee Development Offering opportunities for continuous learning and development is a powerful way to engage employees. HR leaders should work with managers to identify individual training needs and provide relevant January 2024 | 18 | www.insightssuccess.com January 2024 | 19 | www.insightssuccess.com
workshops, seminars, and online courses. Providing a clear path for career progression within the organization motivates employees to stay committed and grow with the company. that address mental health, stress management, and overall wellness. Consider implementing employee assistance programs (EAPs) and providing access to counseling services to support employees during challenging times. Implement Effective Performance Management Encourage Cross-Departmental Collaboration A robust performance management system can significantly impact employee engagement. HR leaders should work with managers to set clear performance goals and provide regular feedback and coaching. Encourage a growth mindset and focus on employee strengths, helping them improve and achieve their objectives. Facilitate cross-departmental collaboration and encourage employees to work together on projects and initiatives. Breaking down silos and promoting collaboration enhances employee engagement as individuals feel connected to a larger community and can learn from their peers in different departments. Support Work-Life Balance Provide Opportunities for Employee Feedback Promote work-life balance within the organization to prevent employee burnout and stress. Encourage flexible working arrangements when possible, and provide wellness programs to support employees' physical and mental well- being. A healthy work-life balance fosters a more engaged and productive workforce. Create channels for employees to share their feedback, ideas, and suggestions openly. Regularly conduct employee surveys, focus groups, or suggestion boxes to gather insights on how to improve various aspects of the organization. Demonstrating a willingness to listen and act upon employee feedback boosts engagement and employee morale. Recognize and Reward Employees Implement a Mentorship Program Recognizing and rewarding employees for their efforts and achievements is essential to keep them engaged. Implement an effective employee recognition program that acknowledges outstanding performance and contributions. This could include verbal praise, tangible rewards, or opportunities for career advancement. Develop a mentorship program where experienced employees can guide and support newer or less experienced colleagues. Mentorship not only helps employees grow professionally but also fosters a sense of belonging and engagement within the organization. Encourage Employee Involvement and Empowerment Offer Competitive Compensation and Benefits HR leaders should empower employees by involving them in decision-making processes and seeking their input on various initiatives. This involvement fosters a sense of ownership and responsibility, making employees feel valued and invested in the organization's success. Competitive compensation and attractive benefits packages are essential for retaining top talent and keeping employees engaged. Regularly review salary structures and benefits to ensure they remain competitive within the industry. Employee engagement is an ongoing process that requires the commitment and efforts of HR leaders and the entire organization. By implementing the strategies mentioned above, HR leaders can create a positive and engaging work environment that enhances employee motivation, productivity, and overall satisfaction. Promote Team Building and Social Activities Organize team-building events and social activities to strengthen the bonds between employees. These activities promote camaraderie, teamwork, and a sense of belonging within the organization. A highly engaged workforce not only benefits the individual employees but also contributes to the organization's success and long-term growth. Support Employee Well-Being Apart from work-life balance, HR leaders should actively promote employee well-being. Offer access to resources January 2024 | 20 | www.insightssuccess.com
workshops, seminars, and online courses. Providing a clear path for career progression within the organization motivates employees to stay committed and grow with the company. that address mental health, stress management, and overall wellness. Consider implementing employee assistance programs (EAPs) and providing access to counseling services to support employees during challenging times. Implement Effective Performance Management Encourage Cross-Departmental Collaboration A robust performance management system can significantly impact employee engagement. HR leaders should work with managers to set clear performance goals and provide regular feedback and coaching. Encourage a growth mindset and focus on employee strengths, helping them improve and achieve their objectives. Facilitate cross-departmental collaboration and encourage employees to work together on projects and initiatives. Breaking down silos and promoting collaboration enhances employee engagement as individuals feel connected to a larger community and can learn from their peers in different departments. Support Work-Life Balance Provide Opportunities for Employee Feedback Promote work-life balance within the organization to prevent employee burnout and stress. Encourage flexible working arrangements when possible, and provide wellness programs to support employees' physical and mental well- being. A healthy work-life balance fosters a more engaged and productive workforce. Create channels for employees to share their feedback, ideas, and suggestions openly. Regularly conduct employee surveys, focus groups, or suggestion boxes to gather insights on how to improve various aspects of the organization. Demonstrating a willingness to listen and act upon employee feedback boosts engagement and employee morale. Recognize and Reward Employees Implement a Mentorship Program Recognizing and rewarding employees for their efforts and achievements is essential to keep them engaged. Implement an effective employee recognition program that acknowledges outstanding performance and contributions. This could include verbal praise, tangible rewards, or opportunities for career advancement. Develop a mentorship program where experienced employees can guide and support newer or less experienced colleagues. Mentorship not only helps employees grow professionally but also fosters a sense of belonging and engagement within the organization. Encourage Employee Involvement and Empowerment Offer Competitive Compensation and Benefits HR leaders should empower employees by involving them in decision-making processes and seeking their input on various initiatives. This involvement fosters a sense of ownership and responsibility, making employees feel valued and invested in the organization's success. Competitive compensation and attractive benefits packages are essential for retaining top talent and keeping employees engaged. Regularly review salary structures and benefits to ensure they remain competitive within the industry. Employee engagement is an ongoing process that requires the commitment and efforts of HR leaders and the entire organization. By implementing the strategies mentioned above, HR leaders can create a positive and engaging work environment that enhances employee motivation, productivity, and overall satisfaction. Promote Team Building and Social Activities Organize team-building events and social activities to strengthen the bonds between employees. These activities promote camaraderie, teamwork, and a sense of belonging within the organization. A highly engaged workforce not only benefits the individual employees but also contributes to the organization's success and long-term growth. Support Employee Well-Being Apart from work-life balance, HR leaders should actively promote employee well-being. Offer access to resources January 2024 | 20 | www.insightssuccess.com
CXO "From Humble Beginnings "From Humble Beginnings to Telecoms Trailblazer Iqbal Singh Bedi's Journey" to Telecoms Trailblazer Journey" I Few people not directly involved in politics can say they have offered professional advice to the UK’s Prime Minister and Scotland’s First Minister but Iqbal Singh Bedi, founder of Intelligens Consulting, is part of that elite group. His remarkable journey from a childhood marked by financial adversity to becoming the Founder of Intelligens Consulting is a testament to unwavering determination, hard work, and the transformative power of perseverance. Iqbal puts much of this down to his Sikh heritage. n the world of telecoms and smart city management, one name stands out as a trailblazer and strategic advisor—Iqbal Singh Bedi. smart connected places, driving digital transformation and strategic consulting advice. Today, he is proud to announce that his hard work has earned Intelligens Consulting an award for a prestigious Connected Britain award. This recognition reaffirms their commitment to pushing the boundaries of what's possible in the telecoms and smart city space. Iqbal's expertise extends far beyond the confines of his consultancy. He has been a sought-after thought leader and speaker on telecoms matters, even appearing on the BBC. His insights and contributions have left a lasting impact on global and national policies related to telecommunications, influencing the strategies of governments and organisations alike. Iqbal's story begins with humble beginnings, where his family faced financial hardships after his father lost everything in a devastating business deal. At just 11 years old, he experienced extreme poverty and homelessness – a challenge that would have broken many spirits. However, Iqbal's innate determination and resilience shone through, serving as a beacon of hope. For Iqbal, the joy in his work lies in witnessing the transformation of cities and communities through the deployment of advanced telecom infrastructure and digital technologies. This field is at the intersection of technology, innovation, and urban development, and it offers a unique opportunity to shape the way we live, work, and connect with one another. The sense of responsibility that comes with advising governments and organisations on critical telecom matters is a source of pride. Knowing that my work influences policy decisions, infrastructure development, and connectivity solutions is both humbling and motivating according to Iqbal. Iqbal's journey towards excellence took a significant turn when he pursued an Honours BEng in Electronic and Electrical Engineering at Strathclyde University, Glasgow. This educational milestone marked the foundation of his future accomplishments, as he absorbed knowledge, skills that would later shape his career and friendships that would last. Upon graduation, Iqbal embarked on his career as a software engineer in the telecoms industry. However, his ambition led him to explore the commercial aspects of the field. This shift in focus and dedication to learning enabled him to transition to roles where he could make a broader impact. Iqbal’s typical day follows a disciplined regime that includes a coffee (or two), an early morning gym session or a brisk walk, yoga, meditation and a quick blast on my guitar. Right now, he is learning Bohemian Rhapsody by Queen, and that’s a bit of a challenge to say the least. He believe in his routine for a healthy mind and a healthy body which is essential for tackling the challenges of the day ahead. In February 2017, Iqbal's entrepreneurial spirit culminated in the establishment of Intelligens Consulting. What began as a one-person lifestyle consultancy soon transformed into a thriving telecoms management consultancy firm, thanks to his exceptional client feedback. Today, Intelligens Consulting boasts a diverse team of technical, finance, and economic experts with extensive telecoms experience providing local authorities, operators, train operating companies and investors with strategic advice on creating Iqbal Singh Bedi's journey from adversity to success is a source of inspiration for all. His story embodies the values of determination, hard work, and perseverance. He continues to make a lasting impact on the telecoms industry and beyond, proving that no challenge is insurmountable with the right mindset and unwavering grit. January 2024 | 22 | www.insightssuccess.com January 2024 | 23 | www.insightssuccess.com
CXO "From Humble Beginnings "From Humble Beginnings to Telecoms Trailblazer Iqbal Singh Bedi's Journey" to Telecoms Trailblazer Journey" I Few people not directly involved in politics can say they have offered professional advice to the UK’s Prime Minister and Scotland’s First Minister but Iqbal Singh Bedi, founder of Intelligens Consulting, is part of that elite group. His remarkable journey from a childhood marked by financial adversity to becoming the Founder of Intelligens Consulting is a testament to unwavering determination, hard work, and the transformative power of perseverance. Iqbal puts much of this down to his Sikh heritage. n the world of telecoms and smart city management, one name stands out as a trailblazer and strategic advisor—Iqbal Singh Bedi. smart connected places, driving digital transformation and strategic consulting advice. Today, he is proud to announce that his hard work has earned Intelligens Consulting an award for a prestigious Connected Britain award. This recognition reaffirms their commitment to pushing the boundaries of what's possible in the telecoms and smart city space. Iqbal's expertise extends far beyond the confines of his consultancy. He has been a sought-after thought leader and speaker on telecoms matters, even appearing on the BBC. His insights and contributions have left a lasting impact on global and national policies related to telecommunications, influencing the strategies of governments and organisations alike. Iqbal's story begins with humble beginnings, where his family faced financial hardships after his father lost everything in a devastating business deal. At just 11 years old, he experienced extreme poverty and homelessness – a challenge that would have broken many spirits. However, Iqbal's innate determination and resilience shone through, serving as a beacon of hope. For Iqbal, the joy in his work lies in witnessing the transformation of cities and communities through the deployment of advanced telecom infrastructure and digital technologies. This field is at the intersection of technology, innovation, and urban development, and it offers a unique opportunity to shape the way we live, work, and connect with one another. The sense of responsibility that comes with advising governments and organisations on critical telecom matters is a source of pride. Knowing that my work influences policy decisions, infrastructure development, and connectivity solutions is both humbling and motivating according to Iqbal. Iqbal's journey towards excellence took a significant turn when he pursued an Honours BEng in Electronic and Electrical Engineering at Strathclyde University, Glasgow. This educational milestone marked the foundation of his future accomplishments, as he absorbed knowledge, skills that would later shape his career and friendships that would last. Upon graduation, Iqbal embarked on his career as a software engineer in the telecoms industry. However, his ambition led him to explore the commercial aspects of the field. This shift in focus and dedication to learning enabled him to transition to roles where he could make a broader impact. Iqbal’s typical day follows a disciplined regime that includes a coffee (or two), an early morning gym session or a brisk walk, yoga, meditation and a quick blast on my guitar. Right now, he is learning Bohemian Rhapsody by Queen, and that’s a bit of a challenge to say the least. He believe in his routine for a healthy mind and a healthy body which is essential for tackling the challenges of the day ahead. In February 2017, Iqbal's entrepreneurial spirit culminated in the establishment of Intelligens Consulting. What began as a one-person lifestyle consultancy soon transformed into a thriving telecoms management consultancy firm, thanks to his exceptional client feedback. Today, Intelligens Consulting boasts a diverse team of technical, finance, and economic experts with extensive telecoms experience providing local authorities, operators, train operating companies and investors with strategic advice on creating Iqbal Singh Bedi's journey from adversity to success is a source of inspiration for all. His story embodies the values of determination, hard work, and perseverance. He continues to make a lasting impact on the telecoms industry and beyond, proving that no challenge is insurmountable with the right mindset and unwavering grit. January 2024 | 22 | www.insightssuccess.com January 2024 | 23 | www.insightssuccess.com
Tech-Forward HR Embracing Innovation in Human Resources Leadership T leadership is no longer a choice but a necessity to navigate the complexities of a dynamic workforce, technology advancements, and changing workplace expectations. This article explores the significance of embracing innovation in HR leadership and how it can propel organizations towards sustained success. he role of Human Resources (HR) leadership has transcended traditional administrative functions to become a strategic driver of organizational success. Embracing innovation in HR Adapting to Technological Advancements: Human Resources is witnessing a digital transformation with the advent of technologies such as artificial intelligence, machine learning, and data analytics. Innovative HR leaders leverage these technologies to streamline recruitment processes, enhance employee experience, and make data-driven decisions. For example, AI-driven recruitment tools can help identify top talent efficiently, freeing up HR professionals to focus on more strategic initiatives. Enhancing Employee Experience: A key aspect of HR leadership is fostering a positive employee experience. Innovative HR leaders recognize the importance of leveraging technology to create a seamless and engaging work environment. This includes implementing collaborative platforms, employee self-service tools, and digital learning solutions. By embracing innovation, HR leaders can empower employees, boost productivity, and cultivate a culture of continuous learning and development. Agile Talent Management: Traditional talent management practices are giving way to more agile and adaptable approaches. HR leaders need to embrace innovative talent management strategies that align with the dynamic needs of the organization. This involves cultivating a culture of continuous feedback, implementing flexible work arrangements, and deploying performance management tools that facilitate real-time assessments and goal setting. January 2024 | 24 | www.insightssuccess.com January 2024 | 25 | www.insightssuccess.com
Tech-Forward HR Embracing Innovation in Human Resources Leadership T leadership is no longer a choice but a necessity to navigate the complexities of a dynamic workforce, technology advancements, and changing workplace expectations. This article explores the significance of embracing innovation in HR leadership and how it can propel organizations towards sustained success. he role of Human Resources (HR) leadership has transcended traditional administrative functions to become a strategic driver of organizational success. Embracing innovation in HR Adapting to Technological Advancements: Human Resources is witnessing a digital transformation with the advent of technologies such as artificial intelligence, machine learning, and data analytics. Innovative HR leaders leverage these technologies to streamline recruitment processes, enhance employee experience, and make data-driven decisions. For example, AI-driven recruitment tools can help identify top talent efficiently, freeing up HR professionals to focus on more strategic initiatives. Enhancing Employee Experience: A key aspect of HR leadership is fostering a positive employee experience. Innovative HR leaders recognize the importance of leveraging technology to create a seamless and engaging work environment. This includes implementing collaborative platforms, employee self-service tools, and digital learning solutions. By embracing innovation, HR leaders can empower employees, boost productivity, and cultivate a culture of continuous learning and development. Agile Talent Management: Traditional talent management practices are giving way to more agile and adaptable approaches. HR leaders need to embrace innovative talent management strategies that align with the dynamic needs of the organization. This involves cultivating a culture of continuous feedback, implementing flexible work arrangements, and deploying performance management tools that facilitate real-time assessments and goal setting. January 2024 | 24 | www.insightssuccess.com January 2024 | 25 | www.insightssuccess.com
Data-Driven Decision Making: methodologies, flexible performance review cycles, and iterative approaches to policy development. Agile HR processes enable organizations to adapt quickly to market changes and emerging opportunities. Embracing innovation in HR leadership entails harnessing the power of data for informed decision-making. By leveraging people analytics, HR leaders can gain valuable insights into workforce trends, identify areas for improvement, and forecast future talent needs. Data-driven decision-making enables HR professionals to align their strategies with organizational goals, resulting in more effective talent management and resource allocation. Collaboration with Emerging HR Technologies: HR leaders must stay abreast of emerging technologies that can revolutionize HR functions. Chatbots for HR services, blockchain for secure and transparent HR transactions, and virtual reality for immersive onboarding experiences are examples of technologies that can enhance HR operations. By actively collaborating with technology partners and staying informed about industry trends, HR leaders can ensure their organizations remain at the forefront of HR innovation. Promoting Diversity and Inclusion: Innovative HR leaders recognize the importance of diversity and inclusion in fostering a dynamic and creative workforce. By embracing innovative approaches to diversity recruitment, implementing inclusive policies, and leveraging technology to eliminate biases, HR leaders contribute to building a workforce that reflects diverse perspectives and experiences. Crisis Management and Resilience: In the face of unforeseen challenges, HR leaders need to be prepared for crisis management. Embracing innovation involves developing robust crisis response plans, utilizing communication tools for swift updates, and implementing strategies to support employees during challenging times. Proactive HR leaders embrace innovation by incorporating resilience training, mental health support, and flexible policies to navigate uncertainties effectively. Embracing Remote Work and Flexibility: The global shift towards remote work has become a defining aspect of the modern workplace. Innovative HR leaders are at the forefront of adopting and optimizing remote work strategies. This includes implementing digital collaboration tools, fostering virtual team-building activities, and ensuring that HR policies are adapted to support a flexible work environment. In conclusion, the evolution of Human Resources leadership towards embracing innovation is a transformative journey that goes beyond traditional administrative roles. Today's HR leaders are tasked with navigating a dynamic landscape, shaped by technological advancements, changing workforce expectations, and global uncertainties. By proactively embracing innovation, HR leaders position their organizations for sustained success. Social Responsibility and Corporate Values: Innovative HR leadership extends beyond internal operations to external impact. HR leaders play a crucial role in aligning organizational values with social responsibility. This includes initiatives related to sustainability, community engagement, and ethical business practices. By incorporating social responsibility into HR strategies, leaders contribute to building a positive corporate image, attracting socially conscious talent, and fostering a sense of purpose among employees. From leveraging technology for streamlined processes to prioritizing employee well-being, fostering continuous learning, and aligning with social responsibility, innovative HR leaders play a crucial role in shaping organizational culture and effectiveness. The agile adaptation of HR processes, collaboration with emerging technologies, and adept crisis management further underscore the importance of innovation in HR leadership. Agile HR Processes: Traditional HR processes can be time-consuming and rigid. Embracing innovation involves transitioning to agile HR processes that are responsive to changing business needs. This may include adopting agile project management January 2024 | 26 | www.insightssuccess.com
Data-Driven Decision Making: methodologies, flexible performance review cycles, and iterative approaches to policy development. Agile HR processes enable organizations to adapt quickly to market changes and emerging opportunities. Embracing innovation in HR leadership entails harnessing the power of data for informed decision-making. By leveraging people analytics, HR leaders can gain valuable insights into workforce trends, identify areas for improvement, and forecast future talent needs. Data-driven decision-making enables HR professionals to align their strategies with organizational goals, resulting in more effective talent management and resource allocation. Collaboration with Emerging HR Technologies: HR leaders must stay abreast of emerging technologies that can revolutionize HR functions. Chatbots for HR services, blockchain for secure and transparent HR transactions, and virtual reality for immersive onboarding experiences are examples of technologies that can enhance HR operations. By actively collaborating with technology partners and staying informed about industry trends, HR leaders can ensure their organizations remain at the forefront of HR innovation. Promoting Diversity and Inclusion: Innovative HR leaders recognize the importance of diversity and inclusion in fostering a dynamic and creative workforce. By embracing innovative approaches to diversity recruitment, implementing inclusive policies, and leveraging technology to eliminate biases, HR leaders contribute to building a workforce that reflects diverse perspectives and experiences. Crisis Management and Resilience: In the face of unforeseen challenges, HR leaders need to be prepared for crisis management. Embracing innovation involves developing robust crisis response plans, utilizing communication tools for swift updates, and implementing strategies to support employees during challenging times. Proactive HR leaders embrace innovation by incorporating resilience training, mental health support, and flexible policies to navigate uncertainties effectively. Embracing Remote Work and Flexibility: The global shift towards remote work has become a defining aspect of the modern workplace. Innovative HR leaders are at the forefront of adopting and optimizing remote work strategies. This includes implementing digital collaboration tools, fostering virtual team-building activities, and ensuring that HR policies are adapted to support a flexible work environment. In conclusion, the evolution of Human Resources leadership towards embracing innovation is a transformative journey that goes beyond traditional administrative roles. Today's HR leaders are tasked with navigating a dynamic landscape, shaped by technological advancements, changing workforce expectations, and global uncertainties. By proactively embracing innovation, HR leaders position their organizations for sustained success. Social Responsibility and Corporate Values: Innovative HR leadership extends beyond internal operations to external impact. HR leaders play a crucial role in aligning organizational values with social responsibility. This includes initiatives related to sustainability, community engagement, and ethical business practices. By incorporating social responsibility into HR strategies, leaders contribute to building a positive corporate image, attracting socially conscious talent, and fostering a sense of purpose among employees. From leveraging technology for streamlined processes to prioritizing employee well-being, fostering continuous learning, and aligning with social responsibility, innovative HR leaders play a crucial role in shaping organizational culture and effectiveness. The agile adaptation of HR processes, collaboration with emerging technologies, and adept crisis management further underscore the importance of innovation in HR leadership. Agile HR Processes: Traditional HR processes can be time-consuming and rigid. Embracing innovation involves transitioning to agile HR processes that are responsive to changing business needs. This may include adopting agile project management January 2024 | 26 | www.insightssuccess.com
![Top 10 influencers mujeres / Top 10 hombres en Redes Sociales España [infografia]](https://cdn4.slideserve.com/8420083/slide1-dt.jpg)
