Career Progression and Promotion session with Global HR Leaders

We were privileged to have multiple discussion sessions with Global HR leaders. The topics ranged from talent intelligence, diversity, and career progression. Through the course of these discussions, I realized several HR leaders have a very big vision and transformational plan.  While that is an awesome thing to have, executing a big vision may often mean a delay in getting the results we need.

For example, let us say we set a reskilling goal that 20% of the new job openings should be filled through internal resources.  This objective becomes a bit long drawn and takes significant time to implement and measure.

Rather, if we say we want to transform five call center agents into Digital Marketing specialists, the goal becomes a bit more tangible and helps you scale exponentially. We are calling this concept as Micro HR experiments.

Micro Experiment does not mean easy to do – it just means when successful, you can scale dramatically.

Like in any concept, this concept was inspired by the 2019 Nobel prize choice for Applied Economics.  Many of you may know that the 2019 Nobel Prize went to Professors Esther Duflo, Michael Kremer, and Abhijit Banerjee were awarded the Nobel for economics.

The Economics world was stunned – because their work did not have the academic excellence that a Nobel prize work would normally bring.  Post the initial shock; people realized the value of what they had accomplished.  Over 20 years, they had conducted brilliant micro experiments to lift education and reduce poverty levels across the globe.

For example, in one instance, they proved that having variation in teaching methods may benefit the overall student population as opposed to more budgets for schools.  This type of thinking, we want to bring into our research across location analysis, diversity, and reskilling models.

We have very interesting updates across various topics, and I am super excited to bring this to you