Prabir Jha teaches HR Management via Xpert

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About Prabir Jha

Connect with Prabir Jha's life

  • You are an HR veteran, has been Global CHRO of fortune 500 companies for long and now a most popular HR advisor. How do you look at your Career Journey?
  • What is your career advice to new HR professionals?
  • You have vast experience in varied industries; you have been the Head of People at two fortune 500 companies. Tell us where it all started, what motivated you to be in HR and how has been the journey so far?
  • What do you consider as the most complex problem in terms of management of human resources especially when it comes to the Pharma industry?
  • Tell us about the corporate culture at Cipla. What is the one thing that Cipla is doing radically different from other organizations in terms of people management?
  • What is the leadership to you? What are the best practices implemented by you and your team to keep the workforce motivated and engaged?
  • How has talent management evolved over the years? One of the major issues that organizations are facing is the management and retention of top talent in the firm. What steps do you think are important to tackle this issue?
  • With more and more youngsters joining the workforce, today’s organizations have become truly multi-generational in nature. Various organizations have been working on different policies to accommodate the needs and aspirations of the young workforce. Which is the policy changes you think are important to cater to the aspirations of a young workforce?
  • Human resource departments around the world have experienced profound shifts in recent few years and one of the most important factors driving the change is, data. How has the advent of technology and data impacted the HR function at Cipla and how has been the change like?
  • As part of Cipla’s journey to strengthen their internal culture, how important has diversity been to the organization? What are the things you focus on D & I front?
  • What changes do you foresee in the HR Function in the near future? What is your advice to budding HRs who look up to you?
  • What is the role of HR in fulfilling the organizational goals and objectives?
  • The 1st Job always holds a special place for an individual, where did you start your career?
  • Could you share the learnings of your 1st job?
  • As an individual gains experience, they are given people management responsibility. Can you recollect who was your 1streportee & the experience of handling your 1st team?
  • What are your suggestions for effectively managing teams?
  • HR is moving from People to Culture Management, how do you go about doing it so well?
  • In all these years of service, can you share with us, one of the toughest situations you have had to face at your workplace?
  • On the Job training is an important tool in today’s world, Can you please give us some inputs on how to utilize OTJ effectively?
  • What has been your biggest accomplishment so far?
  • Your views on the traits that a new age recruiter should have?
  • What experiences, people, or philosophies have most influenced the way you view and practice leadership and why?
  • What is Organizational Culture, and Its impact on employees’ performance?
  • How has your view of leadership changed over the years, in your years of involvement in leading and running the people show at several big companies?
  • What's your take on the digital transformation initiatives organizations are going through? Experts say it's more about culture and mindset shift than technologies powering it?
  • If you look back five years, what developments have posed the most important new challenges to talent leaders of global organizations and how has the CEO-CHRO evolved over these years?
  • If you could rewind the clock to when you first joined the industry, what path would you have followed about being an effective leader?
  • What's your take on the dilemma of how to nurture an environment of trust, accountability, and respect in the workplace? How can organizations create and sustain an ethical business culture? How important is this today for leaders?
  • What is your take on the future of jobs now that technologies such as AI, IoT, and big data are making inroads into business DNA and transforming traditional jobs?
  • Who is the most effective leader you have ever known personally, and why?
  • What is one piece of advice you would give to an aspiring leader?
  • What are the top two books that have most influenced your leadership?
  • What's next for you? How do you plan to be part of the larger conversations on nation-building?
  • How to create a culture of high performance working?
  • What is Big Data to you and how big data applies to Human Resources?
  • What are HR Big Data trends in current scenario?
  • How Big Data and Analytics are transforming Recruitment and other HR functions?
  • How Big Data can help Employee Engagement & Retention?
  • How Big Data Analytics is a big boon for L&D and Employee Performance?
  • How can an organization transform its culture to be more data driven?
  • What are the challenges that organizations are facing, while moving to data driven decision making?
  • Points to keep in mind in regards to people analytics?
  • You have diverse industry experience—from engineering, IT, pharmaceuticals, and automotive to top business conglomerations. Take us through your journey and the key learnings. Also, what got you to leave the civil services for the corporate world?
  • he bar continues to be raised on HR, with talent acquisition, retention, and engagement being dramatically reimagined, and the world of work being continually redefined by technology. To handle the tsunami of change in HR, are there new habits and approaches that leaders need to put into practice ?
  • What is employee empowerment to you and how to empower employees at work?
  • Workplace culture is often seen as one of the biggest impediments to digital effectiveness. How can organisations manoeuvre past this barrier to transform digitally?
  • From your perspective, how can HR professionals build their personal brand and change negative, outdated perceptions of the human resource function to gain more influence and impact?
  • What are some of the common mistakes that you see large organisations repeatedly make in understanding the new workplace and workforce dynamics?
  • As we step into the 2020s decade, what are the top trends you’re watching out for in the HR space?
  • What’s one of your favourite memories from the past year? Also, what’s something you want to do in 2020 that you’ve never done before?
  • What is one myth that you would like to dispel about the HR profession?
  • What are your top productivity hacks?
  • How do you maintain work-life balance?
  • What would we be surprised to learn about you?
  • What is your favorite quote?
  • What matters more to you, performance or culture fit?
  • Which is the best book you recently read?
  • A movie title that best describes you?
  • Describe today’s HR in one line?
  • What comes to your mind when you hear these words?
  • Five Key Leadership Lessons
  • Leaders play a key role in shaping the future of any organization especially w.r.t. their human capital, what is your view on the same?
  • What according to you are the key traits of a leader in an organization?
  • What measures can organizations take to find and develop leaders within their set-up?
  • What is your take on leaders and leadership w.r.t. Indian corporate world (challenges, opportunity, measures to improve etc)
  • What is personal branding, and what is it not?
  • How to recruit for cultural fit?
  • Why does one need a strong personal branding strategy?
  • How can one create, build and market their personal brand?
  • What sort of opportunities and challenges does a digital, hyper-connected and changing world of work throw up for personal branding?
  • Is your personal brand your only job title? What role does it play in career advancement?
  • How does one know that their personal brand is getting dusty and that it needs rework?
  • If you recruit for ‘cultural fit’ & ask teams to provide candidate feedback – can you really be inclusive?
  • How do the economy and political factors weigh into HR strategies?

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