#HRhelpdesk #IndiaHRGuide #MandeepSingh with 25 years of HR expertise, Mandeep Singh explores one of the most pressing challenges organizations face today: building a culture that enables employees to thrive. In his words, “Culture is what really ensures whether your organization is going forward, going backwards, or just surviving.” This video breaks down how to diagnose your current culture, define your aspirational one, and bridge the gap. As Mandeep says, “Culture requires diagnosis. Diagnosis requires someone to look at the symptoms.” If you're serious about transforming your workplace, this is a must-watch guide to using culture as a strategic lever for business success.

#HRhelpdesk #IndiaHRGuide #Mandeep Singh, with 25 years of HR expertise, breaks down the real power of job descriptions. More than just a list of tasks, an effective JD creates transparency, aligns expectations across reporting lines, and ensures resources and mentoring are in place. Learn how to craft impactful job descriptions that include measurable outcomes of speed, quality, cost, so employees know exactly where to focus. This clarity drives performance, enables ROI tracking, and builds scalable systems. If you're looking to strengthen your organization’s foundation, this video is a must-watch.

#HRhelpdesk #IndiaHRGuide #Mandeep Singh who has 24 years of HR expertise shares how Artificial Intelligence is making its way into Human Resources and transforming the way organisations manage talent. In this video, he breaks down what AI really means for us in HR, how it’s being applied across HR functions. Whether you're an HR leader or just curious about the future of work, this will help you understand how AI can unlock new levels of efficiency, insights, and impact in your organisation’s people strategy.

#HRhelpdesk #IndiaHRGuide #Mandeep Singh who has 24 years of HR expertise, emphasizes that a well-designed Rewards and Recognition (RNR) strategy is essential for any organization aiming to drive employee engagement and retention. RNR refers to the structured approach of acknowledging and rewarding employees’ contributions- be it through trophies, certificates, public appreciation, or other incentives. A robust RNR program not only motivates employees but also reinforces organizational values, fosters a culture of fairness, and ensures that every individual feels valued. Investing time and resources in RNR helps build a positive work environment, boosts morale, and ultimately leads to higher productivity and organizational success.

#HRhelpdesk #IndiaHRGuide #Mandeep Singh an HR expert with 24 years of experience, explains the concept of percentile positioning in salary benchmarking and compensation philosophy. Percentile positioning helps organizations compare their pay levels against competitors by showing where they stand relative to the market—for example, at the 60th or 90th percentile. Unlike percentages, percentiles reflect comparative positioning rather than absolute numbers. This concept is crucial when building compensation strategies and interpreting salary benchmarking reports. Understanding where to position your organization’s pay—whether leading, matching, or lagging the market—ensures you attract and retain the right talent effectively. 

#HRhelpdesk #IndiaHRGuide #Mandeep Singh an HR expert with 28 years of experience, describes the Organization Effectiveness (OE) function as a vital part of HR that helps define the right roles, skills, and headcount needed in an organization. OE works with business leaders to determine appropriate job descriptions, levels, and competencies for positions like executives, managers, and assistant managers. This function ensures the organization has the right people in the right roles and the right number of employees to meet business needs efficiently. Simply put, OE helps align talent with organizational goals for maximum effectiveness. 

#HRhelpdesk #IndiaHRGuide #Mandeep Singh an HR Expert Mandeep Singh, with 24 years of HR experience, highlights that talent shortage is actually talent blindness caused by biases. He identifies four talent sources: job market, campus recruitment, hidden talent, and knowledge searching. Effective hiring combines these sources with methods like interviews, skill demonstrations, and solutioning. Mandeep warns against shortcut “plug and play” hiring, which leads to high errors. Instead, organizations should develop smart, inclusive strategies to find and nurture talent, aligning hires with business goals for long-term success.

#HRhelpdesk #IndiaHRGuide #Mandeep Singh an HR expert with 24 years of experience, explains the complexities of succession management in this insightful video. He emphasizes that preparing individuals for future leadership roles goes beyond current performance and requires a strategic approach. Mandeep highlights the importance of involving specialist advisors and tailoring development programs to the specific demands of future roles, not just present responsibilities. He uses the example of grooming future CEOs in the pharmaceutical industry, stressing that exposure, mentorship, and training should be aligned with the skills and behaviors needed for the next role. Ultimately, Mandeep underscores that succession management is about building future capabilities, even if it means the individual may not excel in their current position during the process.

#HRhelpdesk #IndiaHRGuide #Mandeep Singh an HR expert with 24 years of experience, discusses the challenges of hiring leadership talent in this insightful video. He stresses the importance of clearly defining both the formal job description and the informal expectations unique to the organization’s culture, such as political navigation or assertiveness. Mandeep warns against the common bias towards candidates’ brand affiliations—like their previous employers or educational institutions—and suggests focusing instead on their actual achievements and impact. He highlights that leadership impact typically takes 3 to 5 years to manifest, so consistent leadership tenure is a key indicator. Additionally, he strongly recommends involving an independent reviewer—an unbiased HR professional—to provide objective feedback on candidates. These strategies together help reduce leadership hiring errors to less than 10%, ensuring better organizational fit and success.

#HRhelpdesk #IndiaHRGuide #Mandeep Singh an HR expert with 24 years of experience, explains the ideal HR to employee ratio and how to determine the right size for your HR team. He clarifies who should be counted as an HR practitioner, excluding recruitment and dual-role employees, and confirms that HR leaders are included. Sharing industry benchmarks for manufacturing and knowledge sectors, Mandeep highlights the impact of technology on HR staffing. He emphasizes that HR professionals should spend 2-3 hours daily coaching, mentoring, and providing solutions to employees. This video offers practical guidance to build an effective and balanced HR function. 

#HRhelpdesk #IndiaHRGuide #Mandeep Singh, with over 24 years of experience in Human Resources, recommends using salary benchmarking to determine fair and competitive compensation for HR staff. Organizations should compare HR salaries with similar roles in competing companies, using the same market universe and compensation positioning as for other functions. HR leaders, especially at mid-management and above, should be compensated on par with technical leaders to reinforce organizational culture and motivation. This approach ensures equity, supports retention, and helps build a high-performing HR function that drives business success.

#HRhelpdesk #IndiaHRGuide #Mandeep Singh, with over 24 years of experience in Human Resources explains that an HR budget is a crucial financial plan covering all organizational expenses related to managing people, excluding HR staff salaries. It typically includes costs for training, HR technology, employee engagement, compliance, recruitment, and development activities. The HR budget helps organizations track total outflow on people management and calculate average HR cost per employee. By carefully planning and monitoring this budget, organizations ensure efficient resource allocation and support for business goals, employee satisfaction, and compliance.

#HRhelpdesk #IndiaHRGuide #Mandeep Singh, with extensive experience in Human Resources, explains that reducing attrition requires understanding the unique reasons employees leave. Organizations should provide the right tools, address employee motivators, and create a positive culture. By implementing systems that align culture, resources, and motivation at a macro level, companies can retain talent more effectively. Regularly analyzing and adapting these factors helps build a cohesive workforce, ultimately lowering the rate of employee turnover.

#HRhelpdesk #IndiaHRGuide #Mandeep Singh, with over 24 years of HR experience, explains that in business, "line" functions are those directly involved in achieving the organization's primary objectives, such as production or sales. These roles generate revenue and are essential to the core mission. In contrast, "non-line" (or staff/support) functions provide specialized support and expertise, including HR, finance, and IT, helping the line functions operate effectively. Organizations often differentiate benefits and compensation between line and non-line functions to optimize costs and manage benefit administration efficiently, with line functions typically receiving higher benefits due to their direct impact on business goals.

#HRhelpdesk #IndiaHRGuide #Mandeep Singh, with more than 24 years of experience in the area of Human Resource, explains that a fully evolved human resource function covers several critical areas. It starts with recruitment and managing employee records, then ensures compliance with labor laws and employment regulations. HR also manages succession planning, including promotions, career development, and training. Enhancing business productivity and supporting both line and non-line functions are key roles. Ultimately, HR establishes systems and processes such as training, retention, and motivation programs to help the business achieve its goals and targets.

#HRhelpdesk #IndiaHRGuide #Mandeep Singh has over 24 years of experience in Human Resources. Assessment Centers use multiple methods such as interviews, group discussions, case studies, and psychometric tests to evaluate candidates on technical and behavioral skills. Primarily used for promotions, specialized projects, and training needs, these centers involve multiple assessors who provide comprehensive feedback. The collected inputs help selection committees make informed decisions about a candidate’s suitability for a role, rather than simply selecting or rejecting them.

#HRhelpdesk #IndiaHRGuide #Mandeep Singh has more than 24 years experience in the area of Human Resource. What are the essential documents necessary to collect from a new joiner so we, as an organisation are mitigating the risk that comes with non documentation of necessary paper work.

#HRhelpdesk #IndiaHRGuide #Mandeep Singh has more than 24 years experience in the area of Human Resource. How a training calendar should be divided into technical and behavioural, what are these two and how are they planned for adding value to what type of audience

#HRhelpdesk #IndiaHRGuide #Mandeep Singh has more than 24 years experience in the area of Human Resource. This session explains the terms of compensation, benefits and salary from a perspective of understanding the terms which are often used interchangeably

#HRhelpdesk #IndiaHRGuide #Mandeep Singh has more than 24 years experience in the area of Human Resource. What are the various sources of hiring and how does an organisation plan for its hiring needs, the important of recruitment consultants and how various sources like internal job positing can add value to the talent needs of an organisation