Compete Strategize With Human Capital By Dr Ekta Sharma

Continuing our exploration of the fascinating history of Indian aviation , we find ourselves delving into a crucial period marked by turbulence for Air India.  So, without further ado, let's uncover the tumultuous period that Air India encountered, where mismanaged schemes, mounting losses, and the need for restructuring tested the resilience of the national carrier. #1 Impact of Economic Reforms and Increased Competition The 1990s marked a significant turning point for the civil aviation sector in India, as in 1991, the expanse of economic reforms was felt in the civil aviation sector of India as the frequency of foreign airlines in India increased, and soon, Indians had a choice to fly on airlines that weren’t bearing the Maharajah mascot as well.  Air India’s bureaucrats-turned-chairmen could not keep pace with the aggressive competition and market trends. #2 Mismanaged Incentive Schemes and Rising Expenditure In 1994,   the Air Corporations Act, which nationalized the...

The history of Indian aviation is a captivating tale that weaves together the ingenuity of pioneering individuals, the nation's quest for progress, and the remarkable transformations that have shaped the Indian skies. From humble beginnings in 1911 to a thriving industry that connects the vast subcontinent and extends its wings globally, the Indian aviation sector has experienced exhilarating highs and weathered turbulent storms. Join me on this immersive journey as we take flight through time, tracing the origins, milestones, growth of Aviation sector in India, and significant events that have defined the captivating history of Indian aviation. Pioneering Beginnings The history of Indian aviation traces back to 1911. The first commercial airline flew within Uttar Pradesh, from Allahabad to Naini, carrying mail. This pioneering venture paved the way for future developments in the Aviation industry in India. The pioneers of this era set the stage for what was to come, heralding a ne...

 ChatGPT', an AI chatbot, is the talk of the town. It has interactive features and provide responses in depth. Let's contemplate how it would affect the human resource function.  First and foremost, Chat GPT could respond to the employee queries, off-loading the responsibility of Human resource professional. Chat GPT linked to employee database could analyse the employee related problems and also suggest the areas off concern affecting employee engagement.   The timely and quick resolution of employee queries, would facilitate employee engagement . Customized engagement activities for the employees could add to the employee experience. This tool could also support organization's initiative to gather honest employee feedback. Chat GPT can gather the anonymous responses from employees which would help organization understand the  employee perspective of the policies and practices.  The people analytics ability of the chatgpt could highlight the micro informat...

  Meaning of Competency Mapping   A competency mapping model is an organizing framework that lists the competencies required for effective performance in a specific job, job family (e.g., group of related jobs), organization, function, or process.   Individual competencies are organized into competency models to enable people in an organization or profession to understand, discuss, and apply the competencies to workforce performance.   Competency Mapping is a process of identifying key competencies for an organization and/or a job and incorporating those competencies throughout the various processes (i.e. job evaluation, training, recruitment) of the organization. Competency Mapping can be defined as a process through which one assesses and determines one's strengths as an individual worker and in some cases, as part of an organization. The individual’s level of competency in each skill is measured against a performance standard established by th...

  Impact of HR practices & policies on the knowledge sharing in a firm   Let us briefly examine some of the HR processes and practices that should be aligned to strengthen knowledge management. At the stage of induction of new executives into the organization, coaching and mentoring systems are meant to transfer knowledge, exposure during training to variety of functions, units and geographical locations helps knowledge awareness / transfer. Employees will benefit from "Mentorship," not only during the initial months but also for a long time after that. The role of the mentor in the later period would be to challenge the executive to look beyond the obvious, look for past learning and base decisions on a more informed platform. Job rotations : Well-planned job (role) rotations across geographical locations and businesses in a firm help not only people development, but also provide an important vehicle for transfer of knowledge and best practices, even though an o...