employee training Archives | POST A RESUME HR Consultancy

5 Misconceptions About Sexual Harassment in the Workplace You Must Know. Expert Talk Ep. 154 with Tina Jain.

Vipul Mali — Sat, 17 May 2025 19:40:15 +0000

Building a Respectful Workplace Culture: Key Principles of the PoSH Act

Creating a safe and thriving workplace is essential for every organization. The Prevention of Sexual Harassment (PoSH) Act aims to establish a framework for addressing harassment in corporate environments, evolving from its roots to encompass more than just compliance. This article explores the pivotal elements of the PoSH Act, emphasizing cultural change, proactive measures, and the importance of training.

Watch Now: https://youtu.be/Zl1MjDOpGOM

Understanding the PoSH Act: More Than Just Compliance

The PoSH Act was introduced in India to provide a comprehensive framework for preventing and addressing sexual harassment against women in the workplace. It recognizes that harassment can take various forms, including verbal and non-verbal actions, not limited to physical assaults. Importantly, the Act originated from real-world issues highlighted by the Vishaka Guidelines, ensuring it is grounded in the lived experiences of individuals who have faced harassment.

Effective implementation of the PoSH Act goes beyond merely ticking boxes for compliance; it requires a cultural shift within organizations. Leaders play a crucial role in fostering an environment where every employee feels comfortable voicing their concerns. By aligning policies with an organization’s true mission, a safe and respectful workplace culture can flourish.

Training and Awareness: Empowering Employees

The effectiveness of the PoSH Act hinges on thorough training and awareness programs. However, these should not be mere formalities; training must be engaging and relevant to resonantly address the nuances of sexual harassment and workplace dynamics

Training should aim to clarify misunderstandings surrounding what constitutes harassment and ensure that employees understand their rights and responsibilities under the law. This empowers not only the potential complainants but also bystanders, encouraging them to intervene when they witness inappropriate behavior. Engaging activities such as role-playing scenarios and interactive discussions can help in illustrating complex situations, making the content relatable and memorable.

Watch Now: https://youtu.be/Zl1MjDOpGOM

Moreover, recurrent training sessions are essential as they reinforce the existing knowledge and keep employees updated on any changes in policies or regulations. The involvement of leadership in these training initiatives can further promote a culture of respect and accountability within the organization. When employees see management prioritizing these discussions, it underscores the importance of a safe and inclusive workplace environment.

Feedback mechanisms should also be established to assess the effectiveness of training programs. Surveys and anonymous feedback can help in identifying areas for improvement and ensuring that the training remains relevant to the evolving workplace dynamics. By fostering an open dialogue around these topics, organizations can break the stigma associated with discussing sexual harassment, making it easier for employees to voice concerns and seek support.

In conclusion, empowering employees through effective training and awareness initiatives is crucial in fostering a workplace culture that not only complies with the PoSH Act but actively works against harassment. By committing to continuous education and open communication, organizations can create a safer, more respectful environment for all employees.

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The post 5 Misconceptions About Sexual Harassment in the Workplace You Must Know. Expert Talk Ep. 154 with Tina Jain. appeared first on POST A RESUME HR Consultancy.

Expert Talk Ep. 140 with Bhautik Kumar on Culture: A Catalyst to Company Growth

Vipul Mali — Wed, 23 Oct 2024 11:21:57 +0000

How can a strong company culture drive exponential growth?
Ready to master communication skills and boost your team’s performance?
Is your company culture holding you back or pushing you forward?
Struggling with time management in sales?

I’m excited to invite you to an engaging Live Session on Culture: A Catalyst to Company Growth.

We’re featuring Bhautik Kumar, a Communication Coach who’s been making waves by helping IT professionals, founders, and CEOs sharpen their communication skills.

Date & Time: Friday, 25th October at 8 PM IST

Join us on LinkedIn – https://www.linkedin.com/events/7254409756776259584

This is a golden opportunity to get insights tailored to your specific needs.

Join us on YouTube – https://youtube.com/live/9-EYrH2s3Mw

Whether you’re an IT professional, a CEO, or just someone who’s interested in improving communication, this session is going to provide tons of value.

#VipulTheWonderful #ExpertTalks #CompanyCulture #CommunicationSkills #GrowthHacks #LeadershipDevelopment

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The post Expert Talk Ep. 140 with Bhautik Kumar on Culture: A Catalyst to Company Growth appeared first on POST A RESUME HR Consultancy.

7 Ways to Make Yourself Irreplaceable in the Office

Vipul Mali — Sat, 31 Mar 2012 10:09:51 +0000

In order to protect yourself from the next round of layoffs, you need to convince your employers that you’re valuable and that your existence alone benefits the company.
“Today’s business environment doesn’t allow for satisfaction with the status quo. It requires constant growth and change,” writes Mark Samuel in his book Making Yourself Indispensable: The Power of Personal Accountability.
“Being indispensable means that you are adaptable, learning and growing with your organization as it changes and evolves…at the end of the day, you are either working to make yourself indispensable or working to make yourself obsolete.”
Here are the seven tips to help you become the most valuable person to your employers:
1. Never take the shortcut. Have you known many highly-successful people to be lazy? In order to be truly irreplaceable, you have to work hard. You can’t take shortcuts and still expect tremendous respect.
2. Be adaptable, not rigid. It’s been said that being rigid is the fastest way to losing your job. In an age where technology, workplace environment and strategy techniques are constantly changing, the most pernicious thing you can do for your career is to cling on to something from the past and refuse to change.
“The good news about rigidity is that it gives you a sense of control — it is predictable. You understand it, know it, can explain it, and can even teach it to others,” he says. “The bad news is that the sense of control is often a false one or temporary at best.”
“You can always tell when someone isn’t adaptable to change. They demonstrate their paralysis through resistance, advocating for the old way, talking about the “good old days,” or undermining current change efforts through their lack of cooperation and cynicism.”
3. Being a perfectionist will be your downfall. Most people think that being a perfectionist is what they need for success, but, in actuality, it prevents it.
“Perfectionism fosters inaction — waiting until we can guarantee success before we take action. And this negates accountability and prevents success. We wait for the perfect plan, the perfect decision, and the perfect action that won’t fail.”
4. Be of service to others without expecting anything in return. Most of us only do things for other people if we get something in return, but a truly irreplaceable employee is someone who makes decisions and solves problems for the good of their team and other departments in the organization.
The more you become “we-centered” rather than “me-centered” the more indispensable you become.
“Trust grows when our motives are straightforward and based on mutual benefits — in other words, when we genuinely care not only for ourselves, but also for the people we interact with, lead, or serve.”
5. Be purpose-driven, not goal-driven. At work, you will have goals to achieve, but these goals are often “established without a clear sense of purpose.” And since most people are often too busy to go above and beyond their daily tasks, they’re not making an effort to produce actual changes.
“Substantial evidence demonstrates that in addition to motivating constructive effort, goal setting can induce some unethical behavior.”
So don’t stresses out about finishing every single step you’ve written down on your checklist or it’ll become a never-ending cycle.
6. Be assertive. Life is a game, so play big or go home. Take charge, stand apart and don’t be afraid to speak up during meetings for fear of sounding unintelligent or being wrong.
7. Forgive others quickly. “The measure of accountability is based more on how you handle mistakes, mishaps, and breakdowns than on getting everything right all the time,” Samuel says. “It’s about how fast you can pick yourself up when you fall; how quickly you correct a mistake that you made; that little or no harm comes to your customer, family member, or friend.”

The post 7 Ways to Make Yourself Irreplaceable in the Office appeared first on POST A RESUME HR Consultancy.

Bring Back the Organization Man

Vipul Mali — Fri, 16 Mar 2012 06:34:24 +0000

How to find good quality employees, how to hang onto them, and how to develop them into better employees — these are the questions managers across the world constantly wrestle with. I’ve heard them in Europe at Davos this year, and from multinationals across the globe. I’ve seen them ripple across the booming economies in Brazil and Asia, where my colleagues and I have studied the operation of Indian companies, which make huge investments in developing talent. We’re now in the process of studying Chinese companies, where it appears at a minimum they are beginning to do the same.
The one place the picture looks different is the United States. There certainly are complaints here as well about the difficulty finding the right candidates, but the narrative is quite different. Here the story is about getting a “just-in-time” workforce, finding the precise workers we need just at the time we need them but letting them go when our needs change and then replacing them with new ones. It’s a “plug ‘n play” approach to the workforce, and it’s not working that well. (In full disclosure, I wrote about this phenomenon in a book called Talent on Demand, describing how companies in the US have adopted this approach to talent management in order to deal with highly uncertain and volatile environments).
The weak link in that approach is that with the focus on outside hiring to get skills, few employers are providing development opportunities. Why bother developing when we can get the skills on the outside? US large companies have been filling 66 percent of their vacancies from the outside, in contrast to a generation ago where 90 percent were filled from within. Because one company’s outside hire of an experienced candidate is another company’s retention problem, employers rightly look around and wonder whether investments in their employees will pay off. These patterns reinforce each other: less development leads to a greater need to hire skills from the outside, and doing so reduces the need to develop internally; it also creates spillover problems for other employers for whom turnover reduces the ability to finance training.
All that would be ok except that employers are finding it difficult to hire the skills they need. The supply of skills in specific areas is uncertain, so the quality and price jumps around a lot. Some jobs require skills or at least sets of skills that are unusual, and finding a good fit outside is very difficult. Skills that one learns through training become scarce because few employers train.
For the employees, it’s not working well because they find themselves stuck in their current jobs. No one wants to develop them, no one wants to let them grow into a job when the alternative is to find someone who can “hit the ground running” because they have done that job elsewhere. So development and advancement are hard to come by.
Especially in slack labor markets like the one we have now, employees are also petrified that they will not appear to have the skills that are required to fit changing jobs, especially as companies restructure, losing their jobs in the process to some outside hire. So they freeze up, afraid to do anything that might look like a mistake.
Is it time to bring back the Organization Man?
In that model, which drove the US economy for most of the last century, employers made longer-term commitments to employees, where they invested in development to fill jobs, and where employees responded with commitments of their own in terms of performance. Jobs were filled internally with people prepared to do them, skill shortages were unknown, and employees were engaged with the needs of their employer.
A critic would say that if employers did that, employees would simply take those investments and leave. The only reason they leave, though, is because they can get a better job elsewhere than their current employer will give them. To keep good people, employers need to take a bit of a risk on them by giving them jobs that they haven’t already done. The employer should be able to take that risk; first, because they should have inside knowledge about who is promising and, second, because if they are right, the bet pays off by filling jobs more cheaply than outside hiring. The end result is that companies would be able to retain talented employees who are more committed to the organization. And employees would win too, growing in jobs and companies that they are loyal to.
What won’t work is pursuing this model half way, giving some employees some development opportunities but then still filling more senior vacancies from the outside. Why would someone wait around if it looks as though opportunity will not come?
Clearly, the jobs issue is not going to go away unless US companies figure out how to hire, and train, the talent they need.

The post Bring Back the Organization Man appeared first on POST A RESUME HR Consultancy.

employee training Archives | POST A RESUME HR Consultancy

5 Misconceptions About Sexual Harassment in the Workplace You Must Know. Expert Talk Ep. 154 with Tina Jain.

Building a Respectful Workplace Culture: Key Principles of the PoSH Act

Understanding the PoSH Act: More Than Just Compliance

Training and Awareness: Empowering Employees

Follow Tina Jain

Join Our WhatsApp Group

Join Our Telegram Channel

Know More About Our Resume Writing Services.

Top Resume Writing Tips for Maximum Impact > Free Sample Resumes

Importance of Cover Letter >>> Sample Cover Letters

Read More Update…

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Know More About Our Resume Writing Services.

Top Resume Writing Tips for Maximum Impact > Free Sample Resumes

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Expert Talk Ep. 140 with Bhautik Kumar on Culture: A Catalyst to Company Growth

#VipulTheWonderful #ExpertTalks #CompanyCulture #CommunicationSkills #GrowthHacks #LeadershipDevelopment

Join Our WhatsApp Group

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Top Resume Writing Tips for Maximum Impact > Free Sample Resumes

Importance of Cover Letter >>> Sample Cover Letters

Read More Update…

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7 Ways to Make Yourself Irreplaceable in the Office

Bring Back the Organization Man