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Medikabazaar strengthens its leadership team with four senior hires to accelerate business growth

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MedikaBazaar, the leading one-stop Medical and HealthTech procurement platform, announces the appointment of four senior hires to strengthen its leadership team across the country.

Mr. R K Narayanan joins MediKabazaar as the Vice President-Business Partner for its VPO (Value Purchase Organization) business. Narayanan brings with him 30 years of rich experience in expanding the business and has previously worked with Boston Scientific handling upstream marketing & CTO programs. He has also been associated with companies like Philips Healthcare, GE Healthcare, and Indchem Electronics. At MediKabazaar, he will be responsible for supporting the creation of product segments in equipment and devices and expand customer offerings across the VPO business.

Another addition in the VPO business, Manu Dixit joins MediKabazaar as the Business Head for the South and West regions. With a strong track record of leading the growth of some of the leading brands such as Johnson & Johnson, GlaxoSmithKline, and Zydus, Dixit will be responsible for OEM tie-ups and will address the procurement needs of all medium and small-size hospitals across the region.

The other two Business Heads who have joined MediKabazaar are Rakesh Gurkha and Chaitanya Sapkal. Rakesh who has joined the Dental vertical comes with over 22 years of experience in sales and has been associated with companies like Cortex Dental Implant Industries, Acteon, Danaher & the Kavo Group. He will be leading the business along with the current Dental Sales team across regions. While Chaitanya will be responsible for spearheading and expanding the diagnostic business across India. He brings with him over 20 years of experience in handling sales in the West and South regions and has worked with brands like Abbott Healthcare, Johnson & Johnson, Roche Diagnostics, and Trivitron Diagnostics.

Welcoming the new leadership team, Mr. Vivek Tiwari, CEO, and Founder, MediKabazaar said, “We are thrilled to have this dynamic team join us at such an important juncture in MediKabazaar’s growth journey. The new leadership team holds a strong professional track record and cultural connect with the local markets, which I am confident will further help us move strongly towards achieving our mission of ensuring that, people have access to innovative and quality health treatment.”

Medikabazaar has been expanding its presence by leaps and bounds. Currently the company’s workforce includes over 600 employees and it plans to double that to 1200 by the end of this financial year in line with its aggressive growth plans.

PlatoAi. Web3 Reimagined. Data Intelligence Amplified.
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Source: https://www.hrkatha.com/industry-news/medikabazaar-strengthens-its-leadership-team-with-four-senior-hires-to-accelerate-business-growth/

HRTech

Three-quarters of employees are contacted by work when on holiday

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Almost three-quarters of Brits are being contacted by their boss or colleagues while on annual leave, according to new research which coincides with calls for the Government to introduce the “right to disconnect” outside office hours.

When asked whether their line manager or colleagues contact them about work when on annual leave, 35% said they are contacted by email and 29% by Whatsapp, with a quarter of employees saying their work still rings them about tasks during their holiday.

With businesses setting out their roadmap for the future of working, and 11% of employees confirming they are contacted about work via Facebook messenger when on holiday, the research commissioned by TextAnywhere shows employers may need to set out greater boundaries on contacting employees in their own time.

James Bosley, Marketing Manager at TextAnywhere, comments: “With an increasing number of employers confirming a hybrid approach to working for the foreseeable future, encouraging a distinction between work and home life is more important than ever in creating a mentally healthy workplace.

“Stress is now the number one cause of sickness absence in the UK, with the past year proving to be exceptionally difficult for employees as they have tackled the changes the pandemic has brought. The Government is facing calls to introduce new protection for workers in the Employment Bill published later this year, with the option to ban bosses from emailing or calling employees routinely outside of working hours.”

Individuals were also asked how often they check their emails while on annual leave, with two in three Brits admitting to checking their emails when on annual leave. A fifth of respondents said they always check their emails on holiday, while 17% said they often do; a further 28% reported “sometimes” checking on annual leave.

Jayne Harrison, Head of Employment Law at Richard Nelson LLP added: “When employees are away on holiday, most firms will adhere to this and will not expect their employees to answer any calls or emails which relate to work. Others, however, may have stipulations in place where their employees are obliged to deal with any urgent matters even when on annual leave.

“If an employee refused to answer calls or emails from the office, it would be rarer that the business would have a legal case against the employee who was taking their paid annual leave. However, this would depend on the company policy since in some cases, the organisation may have rules in place for which employees are obliged to pick up urgent work when on annual leave.”

For a full look at the research, see here.

PlatoAi. Web3 Reimagined. Data Intelligence Amplified.
Click here to access.

Source: http://hrnews.co.uk/three-quarters-of-employees-are-contacted-by-work-when-on-holiday/

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NHRDN Mind Matters 2.0 raises awareness about mental health

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National HRD Network’s (NHRDN) ‘Mind Matters’ campaign aims to create awareness about mental well-being and eliminate the stigma attached to the mental health issues so that organisations make it a strategic priority.

The Mind Matters campaign by NHRDN offers information and sessions that drive home the importance and significance of mental wellbeing for individuals as well as employers. It hopes to let everyone understand that mental health is as important as physical health.

Raising awareness is not enough. “Training has to be imparted for managers, and various platforms and opportunities have to be offered to enable people to reach out for help,” according to, Krish Shankar, group head – HR, Infosys & president -NHRDN 2019 – 21.

Nikita Doshi, co-curator, Mind Matters feels that the pandemic-imposed situations led to many people feeling stressed, anxious, fearful and lonely. In such situations, it is even more important to take care of one’s mental health and seek help to resolve any emotional distress.

Mind Matters 2.0 aims to get more people and organisations to discuss mental health openly and without judgement. Its Toolkit has managed to get over 1.8 million unique views, which is way more than expected, admits Devika Dharmaraj, co-curator, Mind Matters.

The NHRDN Mind Matters 2.0 toolkit contains the following:

• Tips to deal with Covid Anxiety as individuals, parents, caregivers, employers
• Suggestions on how to have a conversation with a person dealing with a mental health issue
• Advice on whether to seek help
• EAP helpline numbers
• Employer Best Practices around mental health
• Mental health best practices by Accenture, Clix, Deloitte, ICICI Prudential, Infosys, ITC, Mindtree, Page Industries, Publicis Sapient, SAP, Shell, Unilever

The recent campaign, witnessed 1500+ attendees at NHRDN’s Weekly Friday Expert Sessions around Wellbeing, the recordings of which are available on YouTube. The topics covered include anxiety, caregiving, parenting, loss & grief, workshop on gratitude, fireside chat with Shaheen Bhatt and so on.

PlatoAi. Web3 Reimagined. Data Intelligence Amplified.
Click here to access.

Source: https://www.hrkatha.com/news/nhrdn-mind-matters-2-0-raises-awareness-about-mental-health/

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60 seconds to get the very best from your staff

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By Sid Madge, Meee

In every strong relationship it’s not the grand gestures that win the day, it’s the little things. The same is true in business. If you want to retain the best staff, here are five simple ways to get the very best from your staff in just a minute a day.

1.   Encourage Alignment of Purpose and Values

When we feel our purpose and that of our employer are aligned, then we tap into higher levels of motivation and discretionary effort. When we can see the synergy of how our personal values align with the values of the company we work for, there is more connection and enthusiasm in the workforce and engagement goes up.

This also helps with recruitment, resilience and performance. If you recruit for aligned values then retention is less of an issue.

2.   Say Thank You (And Sorry)

I get it, we are all busy. There is a mountain of stuff to get through, but a heartfelt thank you can go a very long way in building relationships, trust and motivation. Specific appreciation is always more powerful than generic praise because it proves that you are paying attention. When someone goes the extra mile – acknowledge it and make sure your people know you are grateful for their effort.  This intervention usually doesn’t even take a minute!

It’s worth noting that a very close second in terms of quick interventions that matter is a heartfelt sorry when one is needed. Never shy away from an apology, especially when you know you were in the wrong. Showing humility and honesty also helps to build trust.

3.   Take Responsibility: Give Praise.

If you are the boss, the buck stops with you. Take responsibility and don’t apportion blame – even if it’s warranted. Certainly, never pull people up for any performance issue in front of others. Those conversations need to be one-on-one. Acknowledge the shortfall and work as a team to put it right. No finger pointing.

Conversely, when things go right, don’t take the glory. Make sure those involved are thanked and do that publicly as well as one-on-one. Again, these are quick actions but they bond the team and build trust.

4.   First Things First

Work with your team so everyone knows what you are striving for and who will benefit. This will increase motivation all round. Empower each person to focus on their most important work first and make sure they have the access, responsibility and resources to make it happen. Encourage everyone to do first things first and only move on to the next priority when they have finished that first thing or have progressed it as far as possible at that time.

Productivity always takes a nosedive when employees are unclear of their role, their priorities or the scope of their decision-making powers. Taking a few minutes each day to help clarify that can make a huge difference to productivity and efficiency. Even better, encourage your team to create focused time when they can be free of distractions (for example, turn off the email), which helps us get into a flow and achieve more.

5.   Foster the Beginner’s Mind

Shoshin is the concept of the ‘beginner’s mind’ practiced in Zen Buddhism which refers to an attitude of openness, anticipation and lack of assumptions and preconceptions when learning a new subject – even when that learning is at an advanced level. Encourage your people to adopt this mindset. Perfection is not required: effort and openness are far more important. Purposefully take some of the pressure off, especially if you are asking your people to learn something new or use a new system. Aim for curiosity and engagement and give some leeway in the spirit of experimentation. 

When learning something new make sure that everyone has the opportunity to demonstrate the new skill without judgement. Adults learn by doing not talking about doing. But make it is fun: have prizes for the worst initial effort or the most insightful learning. Mastery is not the initial aim – engagement and just trying something with an open mind is the initial aim.

By taking just a few minutes a day and following the suggestions above you can ensure your teams enjoy the work they do and feel valued and appreciated for it. Enjoyment, which comes from aligned values, appreciation, and support are the keys to retaining the best people and it doesn’t have to take a lot – it’s the small micro moments that make the biggest difference.

ABOUT THE AUTHOR

Sid Madge is the founder of Meee which draws on the best creativity and thinking from the worlds of psychology, neuroscience, branding, education and sociology, to help people achieve extraordinary lives. To date, Meee has transformed the lives of over 20,000 people, from leaders of SMEs to PLCs, to parents, teachers, students, carers, the unemployed and prison inmates.

Sid Madge is also author of the ‘Meee in a Minute’ series of books, which each offer 60 ways to change your life, work or family life in 60 seconds.

Web: www.meee.global

Web: www.meeebooks.com

Twitter twitter.com/Meee_HQ

Facebook https://www.facebook.com/MeeeHQ/

Instagram www.instagram.com/meeehq

YouTube https://youtu.be/fISupZWZMQc

TEDx https://www.youtube.com/watch?v=bR3Cyjs62c8

PlatoAi. Web3 Reimagined. Data Intelligence Amplified.
Click here to access.

Source: http://hrnews.co.uk/60-seconds-to-get-the-very-best-from-your-staff/

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HRTech

OLA expands ESOP pool ahead of IPO

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Drivers suffer as Ola cuts losses by reducing expenses

Mobility platform, OLA, is expanding its employee stock options (ESOP) pool to Rs 3000 crores. The Company is also allocating an additional Rs 400 crores worth of stocks to employees ahead of its IPO. The objective is to recognise its employees and also offer a means for long-term wealth creation.

The last few months have put OLA on a positive recovery path in terms of its ride-hailing business, with more and more customers putting safety first when it comes to mobility. The Company has made significant investments in safety measures, by ensuring fumigation, temperature checks among other measures to gain the trust of its customers.

Bhavish Aggarwal, founder, OLA, says “Our expanded ESOP programme, along with the fresh stock allocation of Rs 400 crore, enables our key talent to participate in long-term wealth creation opportunities generated by their innovations and the impact they create. It will also reinforce their sense of ownership and align their growth with that of the company as we continue to accelerate the world’s transition to sustainable mobility.”

OLA, as a ride-hailing service, has strong presence across the world. It is known for revolutionising urban mobility by making it available on demand for more than a billion people across three continents.

It is now gearing to diversity. It is reportedly about to launch a used car retailing business in Bengaluru.  According to reports, the Company has even started creating a team and will test out a pilot in the city soon.

PlatoAi. Web3 Reimagined. Data Intelligence Amplified.
Click here to access.

Source: https://www.hrkatha.com/news/compensation-benefits/ola-expands-esop-pool-ahead-of-ipo/

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