Skip to main content

HR, Tere Is Haal Pe Rona Aaya! - A corporate citizen's journalistic take...

 Dear Vijai Pandey,

You made my day with such a powerful recognition of my skills and personality...
It all started when this morning, I was out for errands and saw on LinkedIn you tagged me on a job-related post. @helthifyme -Link below--

Then I saw the JD and people's profiles (JD as can be seen here-Human Resources Director | Healthify | LinkedIn

First I checked the JD, and it looked like a CHRO role for Healthifyme... Healthify
FIRST IMPRESSION: Interestingly, in the About the Company" section, it's not about the company but the role (HR Director). OK , happens...
SECOND IMPRESSION: Checked the job poster's profile: "HR Pro at the Helm"..Ms. Prerna T. (Here T stands for Tandon, having origin in Punjab.)
Scroll down to check the screenshot! 
Then I checked, how she had shared the job post from her own LinkedIn profile...and here THE THIRD IMPRESSION: Nothing to write about the role, firm, culture, people, vision, or leadership; no excitement, no invitation, where is EVP, where is Talent Marketing, No bait, no hooks?...just pushed the job link...SHOCKED? Don't be.

Wait, don't get overwhelmed yet. ABHI TO CLIMAX BAAKI HAI! 
Then I found her looking actively for a new job on Naukri.com...
Scroll down to see the screenshot! 
You may wonder, for such shoddy work, how does she get paid 35L a year without any good MBA degree? She is just a B.Tech from Lovely Professional University! SHAME! 
No wonder when disengaged people are given critical responsibilities, they behave this way...
But what is this VP of HR, Ayush Sinha, with his XLRI's certificate program, doing against all this (read culture of excellence) at HealthifyMe? 
Why does he need an HR director now to come and build a culture for this globally aspiring firm? 
Why didn't he do it? 











I do not wish to tarnish anyone's image, but as a corporate citizen, it is my responsibility to ask questions where I see too much of a miss! 
Healthify's Head of marketing with 1 Cr compensation is looking for job on naukri.com, a 1.5 Cr guy in software testing is looking out, AI-ML and DevOps , many from IITs are looking out... Head of Product Development, Head of Sales Operations, and many of Ayush's recruiters are looking out....
Company in last 6 month's hiring rate has seen a 45% fall ...See snapshot below-

Constant decline in employee headcount in the last 2 years...17% down! 
This information is in the public domain if one has a LinkedIn premium account to leverage. 




I wish the Healthify leadership the very best in what they are doing, and may they find their HR Director soon....

Leaving you with Mirza Ghalib's sher below-Enjoy! 

दिल-ए-नादाँ तुझे हुआ क्या है
आख़िर इस दर्द की दवा क्या है

हम हैं मुश्ताक़ और वो बे-ज़ार
या इलाही ये माजरा क्या है
-Mirza Ghalib-


Comments

Popular posts from this blog

What is The Hay Group Total Reward Framework

The Hay Group Total Reward Framework A new way of understanding reward Reward strategies must be anchored in business reality to be effective. Which means linking it to your business strategy – and the needs of your employees as well as your organisation. Our Total Reward Framework helps you optimise reward, no matter how challenging the conditions. The issue Remuneration tends to be one of the worst-managed parts of an organisation’s cost structure. But with 10-70 per cent of total costs wrapped up in it, reward cannot be ignored, particularly in a downturn. To be effective, reward programmes must reflect the needs of the business, now and in the future. Only if they are tied closely to company strategy, business performance and the needs of employees can reward programmes deliver the ROI that is needed in tough times[MK1] . The Hay Group Total Reward Framework takes strategy as a starting point – and it focuses on total reward: every financial measure together with no...

Aon Hewitt Total Rewards Framework

Aon Hewitt Total Rewards Framework The Aon Hewitt model and approach believes in considering Total Rewards as a business tool and very much linked to overall business objectives! Reward as understood is a very complex mechanism and some efforts of correcting the base pay and titling in a hurry by many MNCs in India have done a bigger crime by trying to correct it by market adjustments without looking at the talent map, complexity and expectations out of role and mapping it against the benchmark. Titles in India are a big misnomer and hardly any survey on compensation ever probes and captures and calibrates the tangible outcome based bench marking! If we dive deep, we will find that the key factors of Education, Experience and Quality of Education, Quality and relevance of experience and education are not calculated granular! A diploma holder technical manager gets the salary benchmarked for the top T-school manager with top quality experience in a challenging and break-through...

Tech Recruiting in the AI Era: How LLMs Are Transforming Sourcing and Screening

Recruiting for technology roles has always been a high-stakes game. If sourcing and screening go well, recruiting wins; if not, it’s a black hole. These two functions are the backbone of hiring—everything else is communication. But in the age of Generative AI and Large Language Models (LLMs) , the rules have changed. The Old Way: Conventional Tech Recruiting For decades, recruiters relied on: Boolean searches on job boards and LinkedIn. ATS keyword matching for skills and experience. Hygiene checks like education, years of experience , and past employers. While these methods worked, they were rigid and often failed to capture the nuances of evolving tech roles. Recruiters were constantly playing catch-up with new stacks, frameworks, and delivery models. The Modern Way: AI-Powered Recruiting Enter LLMs and AI-driven platforms —game-changers for sourcing and screening. These tools don’t just match keywords; they understand context , generate structured outputs , and scale personalizati...