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This playlist discusses and sheds light on aspects that organisations in India follow in the area of Human Resources. It is aimed at CEO's MD and line managers to understand how various aspects of Human Resources can help shape their organisations journey in India.
Our industry leading experts offer years of accumulated knowledge from having advised clients across sectors spread across the remotest corner of the country.
Let's make the workplace, a better place.
Our industry leading experts offer years of accumulated knowledge from having advised clients across sectors spread across the remotest corner of the country.
Let's make the workplace, a better place.
90 Episodes
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#HRhelpdesk #IndiaHRGuide #MandeepSingh, in this final episode of the HR Technology & People Systems series, Mandeep Singh brings the discussion together by focusing on the skills required to successfully lead this role. Drawing on observations from the past few years of seeing this role emerge, he explains why this is a uniquely hybrid position that demands strength in both HR leadership and HR solutions architecture. Mandeep details what it means to be an HR expert in this context—covering senior‑level decision accountability, experience across multiple HR Centres of Excellence, and the ability to anticipate the real impact of HR decisions. He also explains the technical expectations of an HR solutions architect, including the ability to design workflows, customise platforms, work with low‑code and no‑code tools, design AI agents, and test systems for bias, predictability, and credibility. A key theme of the episode is why HR technology and AI adoption must follow a structured, long‑term approach rather than trial‑and‑error implementation. Mandeep closes by explaining why failure in AI‑driven HR systems carries far greater organisational risk than earlier HRMS failures, making this role critical for achieving sustainable business value from HR technology investments.
#HRhelpdesk #IndiaHRGuide #MandeepSingh with over 25 years of HR experience, Mandeep Singh explains what organisations should realistically expect from an HR Technology & People Systems leadership role. In this episode, he walks through the practical responsibilities of this role, focusing on how it drives organisations through their HR technology and AI journey in a structured, long‑term manner. Mandeep explains why HR technology adoption cannot be treated as a short‑term experiment, and why organisations must carefully select, commit to, and evolve HR systems over multiple years. He highlights the role’s responsibility for aligning HR processes, systems, data, AI, and employee experience—ensuring they work together rather than in silos. A key focus of the discussion is the distinction between initiating HR technology change and sustaining it over time through governance, compliance, and ethical oversight. The episode also underscores why this responsibility cannot sit casually with HR operations or the CHRO alone, but requires a dedicated Centre of Excellence leader who owns accountability for AI ethics, governance, privacy, data protection, and regulatory compliance across all HR systems.
#HRhelpdesk #IndiaHRGuide #MandeepSingh with over 25 years of HR experience, Mandeep Singh explains why HR Technology & People Systems is emerging as a critical new leadership role and Centre of Excellence for organisations navigating AI, automation, and rapidly changing HR systems. In this episode, he traces the evolution of HR centres of excellence—from recruitment and compensation to organisation effectiveness—and explains why a dedicated HR technology leadership role is now essential for organisational survival. Mandeep highlights the growing need for clear accountability as AI and automation increasingly influence people decisions, stressing that human judgment, ethics, and decision logic must be deliberately designed, not automatically assumed. He explains why AI‑driven outcomes should never be treated as autopilot decisions, and why organisations must be able to clearly explain how and why technology arrives at specific people outcomes. This episode sets the foundation for understanding HR technology not as a tool or IT function, but as a leadership responsibility that owns how people decisions are designed, governed, and controlled.
#HRhelpdesk #IndiaHRGuide #MandeepSingh, with 25 years of HR expertise, Mandeep brings the series to a close by explaining how statutory formulas translate compensation concepts into actual payouts, with a special focus on the significant shift around maternity benefits under the new labour codes. He walks through key formulas used in payroll, covering ESIC, Provident Fund, gratuity, leave encashment, loss of pay, overtime, notice pay, and statutory bonus, clearly distinguishing where the law mandates wage based calculations and where organizations rely on HR best practice using total remuneration. A critical highlight of this episode is maternity benefit, where Mandeep explains how the new wage definition implies that maternity pay may be calculated on wages (50% of total remuneration) rather than full pay, unlike historical practice. He carefully positions this as an interpretation based on current statutory material, noting the absence of explicit contrary guidance. The episode also explains why gratuity uniquely follows a 26 day month, while most other calculations use 30 days, and stresses the importance of consistency, transparency, and clearly documented policies so employees understand exactly how their pay is calculated.Link to download report: https://www.hrhelpdesk.in/reports-and-studies/
#HRhelpdesk #IndiaHRGuide #MandeepSingh, with 25 years of HR expertise, Mandeep turns attention to one of the most sensitive and highly regulated areas of payroll, wage or pay deductions. Building on the earlier discussions on wages and pay cycles, he explains that while organizations have discretion over how much they pay, they do not have unlimited freedom when it comes to deductions. Mandeep clarifies that deductions are tightly governed by statutory principles and must follow defined systems and processes. He explains what deductions are clearly permitted, including salary or other advances, statutory deductions and taxes, leave without pay, and employee benefit contributions such as insurance or pension schemes, provided there is specific, prior employee authorization. He highlights that even charitable or social contributions require explicit consent, detailing amount, duration, and purpose. The episode also addresses penalties, explaining that deductions for penalties are allowed only through a defined process and within legal limits. A critical safeguard discussed is the 50% cap, ensuring that total deductions cannot exceed half of an employee’s earnings. The episode concludes by emphasizing the accountability of HR and payroll teams in ensuring every deduction complies with statutory guidelines, not just payroll arithmetic.Link to download report: https://www.hrhelpdesk.in/reports-and-studies/
#HRhelpdesk #IndiaHRGuide #MandeepSingh, with 25 years of HR expertise, Mandeep moves from defining wages to explaining the statutory and practical rules around paying wages. He clarifies the legal requirement that wages must be paid within seven days of the end of the wage period, while emphasizing that organizations are free to decide what their wage period is, whether calendar month or any other cycle. Mandeep strongly recommends aligning the wage period with the calendar month, explaining how this simplifies statutory bonus calculations, accounting year alignment, tax treatment, and HR administration. He highlights why misalignment between attendance periods and wage periods can create compliance risks, especially when statutory deductions and contributions are involved. The episode also reinforces the long standing requirement of issuing a payslip before wage payment. Finally, Mandeep explains why electronic wage payment is the most credible and transparent method, placing the burden of proof clearly on the employer in case of disputes. By linking statutory intent with HR best practice, this episode helps organizations design wage payment systems that are both compliant and defensible under law.Link to download report: https://www.hrhelpdesk.in/reports-and-studies/
#HRhelpdesk #IndiaHRGuide #MandeepSingh, with 25 years of HR expertise, Mandeep takes the discussion into one of the most transformational changes introduced by the new labour codes, the statutory definition of Wages. Building on the earlier explanation of total remuneration, he explains why the law deliberately avoids the term “salary” and instead anchors all calculations to a single, standard definition of wage across all labour codes. Mandeep breaks down wage as a subset of total remuneration, consisting only of basic pay, dearness allowance (where applicable), and retaining allowance. He explains each component, including how retaining allowance is interpreted from historical Supreme Court judgments and why it applies mainly to seasonal employment. He then clearly identifies what must be excluded from wages, such as incentives, variable pay, HRA, overtime, and employer statutory contributions. A key focus of the episode is the 50% rule, explaining how organizations must ensure that wages form at least 50% of total remuneration through a statutory add back mechanism. The episode concludes by highlighting why wage definition is central to calculating gratuity, leave encashment, bonus, and long term compliance under the new labour code framework.Link to download report: https://www.hrhelpdesk.in/reports-and-studies/
#HRhelpdesk #IndiaHRGuide #MandeepSingh, with 25 years of HR expertise, Mandeep builds on the compensation framework by explaining the second critical legal concept, Total Remuneration. He clarifies that unlike CTC, total remuneration is explicitly defined in law and forms the statutory base for several downstream calculations. Mandeep explains that total remuneration includes all amounts paid directly to an employee or on behalf of the employee as part of the employment arrangement, such as salary and employer paid benefits like housing. He then draws a sharp legal distinction between guaranteed earnings and non guaranteed or performance linked pay, explaining why only amounts that an employee has a right to earn are included. Fixed salary and guaranteed bonuses are covered, while discretionary or performance based incentives are excluded. He also explains how joining bonuses and notice pay buyouts are treated, and when they form part of total remuneration. The episode concludes by stressing why correctly defining total remuneration is essential, as it becomes the foundation for compensation philosophy, statutory formulas, and legal compliance in the new labour code regime.Link to download report: https://www.hrhelpdesk.in/reports-and-studies/
#HRhelpdesk #IndiaHRGuide #MandeepSingh, with 25 years of HR expertise, Mandeep explains how organizations in India should understand and define CTC (Cost to Company) in the context of statutory requirements and recent labour code changes. He begins by clarifying what “statutory” really means in compensation design, principles derived from law that organizations must follow to remain compliant. Mandeep places CTC at the centre of compensation strategy, explaining why it acts as an umbrella term for communication with employees, finance teams, and leadership, even though it is not defined by law. He then lays out generally accepted principles for what should form part of CTC, covering fixed pay, variable pay, statutory bonuses, allowances, employer statutory contributions, gratuity provisions, and employee benefits. Importantly, he draws a clear boundary between employee-related costs and business process expenses, explaining why items like HRMS licenses, office rent, and infrastructure should never be included in CTC. The episode concludes by emphasizing the need for organizations to adopt a clear, consistent CTC definition across HR, finance, and budgeting.Link to download report: https://www.hrhelpdesk.in/reports-and-studies/
#HRhelpdesk #IndiaHRGuide #MandeepSingh, with 25 years of HR expertise, Mandeep examines how organizations in India should think about defining the retirement age for employees. He begins by clarifying that there is no central or state law that mandates a retirement age for the private sector, leaving the decision entirely to organizations. He then draws inferences from public institutions, explaining how the central government generally follows 60 years, with variations for armed forces, doctors, professors, and judiciary members. Mandeep highlights indirect legal indicators such as the Provident Fund withdrawal age of 58 and the Income Tax Act’s classification of senior citizens at 60. He also references regulatory benchmarks from RBI and SEBI that indicate upper age limits in specific roles. Finally, he discusses global practices, emerging corporate trends, and the growing consideration of extending retirement up to 65 through policy choices, extensions, or fixed term contracts.
#HRhelpdesk #IndiaHRGuide #MandeepSingh, with 25 years of HR expertise, Mandeep explains the practical aspects of hiring non Indian citizens to work in India. He begins by outlining the two primary engagement models, local hire and secondment. He then clarifies how each operates from an employment standpoint. He explains that while salary and benefit structures may differ, statutory social security obligations remain largely the same for both, including provident fund and gratuity, with ESIC excluded. Mandeep highlights the role of Social Security Agreements, noting that employees from countries with such agreements may be exempt from contributing to India’s provident fund, though gratuity continues to apply. He also distinguishes Overseas Citizens of India from other foreign nationals, explaining why OCI holders are easier to employ. Finally, he discusses the complexities of taxation for expatriates and emphasizes the importance of involving international tax experts to ensure compliance and smooth benefit administration.
#HRhelpdesk #IndiaHRGuide #MandeepSingh, with 25 years of HR expertise, Mandeep simplifies the core formulas every HR professional must understand under the new labour codes. He begins by clarifying the definition of wage, the entire fixed portion of the gross salary, excluding allowances and explains why this clarity is essential before applying any HR formula. He highlights how the concept of a “month” differs across calculations, with gratuity using a 26 day month while most other computations follow 30 or 31 days depending on organizational practice. Mandeep breaks down the gratuity formula, bonus calculation on wage up to statutory ceilings, and the correct approach to overtime, recommending gross salary as the best practice. He also explains how leave encashment, notice recovery, PF, and ESIC rely on consistent interpretation of wage and statutory limits. This concise walkthrough helps HR teams standardize payroll practices and eliminate long standing calculation confusions.
#HRhelpdesk #IndiaHRGuide #MandeepSingh, with 25 years of HR expertise, Mandeep explains what the new national budget means for HR practitioners in India. He outlines five key areas that directly impact HR decisions, starting with major changes in contract labour taxation, where TDS on vendor payments will now drop to just 1–2%, simplifying business operations. He highlights the government’s strong push toward using AI for job‑matching, training‑need identification, and resume screening, urging HR teams to prepare for this industry wide shift. Mandeep emphasizes the renewed focus on providing real employment opportunities to people with special abilities, moving beyond policy to actual implementation. He also discusses upcoming tax benefits for medical reimbursements and insurance reimbursements effective April 2026, particularly helpful for MSMEs. Finally, he explains the budget’s intent to attract foreign talent and how this creates a dual responsibility for HR, evolving policies to welcome global talent while strengthening internal capability development within the country.
#HRhelpdesk #IndiaHRGuide #MandeepSingh, with 25 years of HR expertise, Mandeep Singh breaks down the rising trend of Quiet Quitting and its progression into Silent Resignation. He explains how employees may continue meeting job expectations, yet withdraw their discretionary effort, creativity, and problem‑solving—silently reducing organizational productivity. Mandeep highlights why this behaviour emerges, how it impacts delivery velocity, and why managers—not HR—play the most crucial role in reversing it. He emphasizes the need for strong communication systems, data‑driven insights, and empowered supervisors to identify early signals and re‑engage employees before silent resignation becomes inevitable.
#HRhelpdesk #IndiaHRGuide #MandeepSingh, with 25 years of HR expertise, Mandeep Singh demystifies the rising debate around moonlighting and dual employment in India. He explains the difference between the two—how moonlighting operates as a commercial, task‑based engagement, while dual employment remains legally restricted under Indian labour laws. Mandeep highlights why the real organisational concern is knowledge usage, not time or physical effort, and how global HR trends increasingly view moonlighting as a powerful learning and development lever. He urges organizations to build structured L&D philosophies that safely enable external learning without compromising proprietary knowledge.
#HRhelpdesk #IndiaHRGuide #MandeepSingh, with 25 years of HR expertise, Mandeep Singh explains the purpose and practical implications of non‑compete clauses that appear in appointment letters, HR policies, or separate agreements. He describes how organizations may restrict industries, companies, geographies or combinations of these, but clarifies that Indian law does not permit any clause that limits a person’s livelihood after employment ends. Non‑compete clauses therefore become void, while the rest of the contract remains valid. He emphasizes that employees must avoid data leaks, client or employee poaching, or misuse of goodwill, as these can attract legal action. For organizations that genuinely need restrictions, he highlights garden leave as the only enforceable method—applicable only while the individual remains on the payroll. Once employment ends, the employee is free to join any organization.
#HRhelpdesk #IndiaHRGuide #MandeepSingh, with 25 years of HR expertise, Mandeep Singh explains how organizations should create their annual holiday calendars while ensuring legal compliance and employee acceptance. He highlights the three compulsory national holidays—Gandhi Jayanti, Independence Day and Republic Day—which must be observed across India. He discusses the challenge of accommodating diverse festivals, especially when some are city‑wide closures while others are celebrated only by specific communities. Including every festival could push the list to 16–17 holidays, whereas most organizations operate with 11–13. He recommends a balanced model: around 10 fixed holidays for all employees and 2–3 optional holidays that individuals can choose from a larger list. This ensures compliance, cost efficiency and cultural inclusion. He also mentions that older approaches—like location‑specific holiday lists—are becoming less practical, leading organizations to adopt a common fixed list with optional choices for local or community needs.
#HRhelpdesk #IndiaHRGuide #MandeepSingh, Interviewing is often assumed to be easy, but it’s a specialised skill that requires training. In this episode, Mandeep Singh explains how managers can conduct effective interviews even without formal preparation. The goal of any interview is threefold: verify the authenticity of the candidate’s credentials, assess their ability to deliver on job requirements, and understand their motives for joining your organisation. Clarity on these aspects helps avoid mismatched expectations and costly hiring mistakes. Mandeep shares practical approaches, whether competency-based, fact-driven, or predictive questioning to gauge fit and performance potential. He also emphasises probing deeper into a candidate’s philosophy on jobs, career shifts, and long-term goals to uncover alignment with organisational values. This episode is a must-listen for leaders and managers who want to make informed hiring decisions without relying solely on HR expertise.
#HRhelpdesk #IndiaHRGuide #MandeepSingh, with 25 years of HR expertise, Mandeep Singh explores why trust is one of the most cited core values in organisations. In this episode, he breaks down the pillars that make trust real and actionable in the Indian workplace. Reliability tops the list, keeping promises and delivering on commitments. Respect follows, recognising employees for their beliefs, skills, and individuality. Empathy adds depth, acknowledging social obligations and personal priorities beyond work. Authenticity ensures transparency, free from hidden agendas or pretence, while safety guarantees an environment where emotional, physical, and professional wellbeing is protected. These pillars collectively shape trust into a lived value, not just a word on paper. Tune in to understand how organisations can embed trust into their culture and why it remains the foundation for meaningful employee engagement.
#HRhelpdesk #IndiaHRGuide #MandeepSingh, with 25 years of HR expertise, Mandeep Singh explains the Industrial Relations Code, a critical labour law reform focused on worker protection. The video clarifies who qualifies as a worker, introduces the concept of fixed-term workers and their entitlement to gratuity, and outlines key provisions on layoffs and retrenchments. Mandeep details compensation norms, notice periods, and additional payments, especially for organisations with more than 50 or 300 workers, where government permission becomes mandatory. He highlights compliance requirements such as forming works committees, grievance redressal committees, and drafting standing orders in English and the state’s official language. The discussion also covers trade unions, their registration criteria, negotiating rights, and the role of arbitration in resolving industrial disputes. Finally, Mandeep explains timelines for strikes and lockouts, emphasising adherence to central and state rules. A must-watch for HR leaders navigating India’s evolving labour landscape.
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