-Shweta Rathor, HR Head, Ajmera Realty & Infra India Please tell us about upskilling initiatives undertaken by the company. We invest in the continuous learning and development of our employees by offering inhouse training programmes tailored to the skills and knowledge employees need to acquire. Other methods such as on-job training, pairing employees with more experienced mentors, cross training, industry conferences, external workshops, new technology orientations and other skill-based training are continuously used. We undertake a comprehensive skills gap analysis to identify specific areas where the organisation lacks the necessary talent or skills through performance assessments and surveys. We run assessment centres to identify the gaps and define training plans. We invest in ongoing training and development programmes for existing employees to enhance their skills and keep them updated on industry best practices and new technologies. We provide apprenticeship and internship programmes to bring in new talent. These programmes allow freshers and less experienced individuals to learn and develop their skills under the guidance of experienced mentors. We have incorporated technology such as construction management software and other industry-specific tools to enhance efficiency and productivity, which can mitigate skill gaps. Please elaborate upon current best practices in induction policies. Structured onboarding programmes: Current best practices involve well-structured onboarding programmes that extend beyond the initial orientation, ensuring new employees are gradually introduced to the company culture, values and roles. Digital onboarding tools: We leverage digital tools for paperwork, training modules and introductions, thereby streamlining the onboarding process. Site visits: Site visits to understand the various projects are a critical aspect of onboarding so that the individual has a holistic view of the project being developed. Mentorship programmes: We pair new employees with experienced mentors who can aid in smoother integration and knowledge transfer. Aiding collaboration: Each project – business unit – function has its micro WhatsApp groups that enable the employee to connect seamlessly with anyone in the organisation at the group, site, functional and even inter-functional levels. Inclusivity and diversity training: Inclusion and diversity components are increasingly integrated into induction programmes. We are a legacy organisation and multigenerational workforce; hence, this sensitisation is critical to blend the workforce. What current trends are reshaping the HR sector? Employee wellbeing: There is a growing focus on holistic employee wellbeing, including mental health support and work-life balance. Data-driven decision-making: HR is increasingly leveraging data analytics for informed decision-making, including talent acquisition, retention and performance management. Diversity: We believe embracing diverse candidates in various roles and functions will contribute to more innovative solutions, improved decision-making and a stronger, more inclusive company culture. Importantly, HR puts the S in ESG and in doing so, helps create a culture where current and prospective employees want to work, collaborate and help propel the company forward. We shape policy, purpose and people’s engagement. How important is skilled talent? Over the past decade, there has been a seismic change in the way organisations manage talent – and these changes have occurred at breakneck speed. At the same time, the corporate world has become increasingly complex and dynamic with advancements in technology. Skilled talent is essential for driving innovation and staying competitive in today's dynamic business environment. Skilled employees are better and faster positioned to adapt to changing technologies and market demands. How can HR policies be leveraged to expand upon India's growth potential? Aligning HR policies with the unique needs of the real-estate sector in India involves a strategic approach that addresses talent development, industry-specific challenges and the evolving landscape of the real-estate market. Indian real estate is dynamic and diverse from state to state. HR policies that focus on skill development, upskilling and reskilling can contribute to a more skilled workforce, aligning with the country’s growth in technology and innovation. Promoting inclusive hiring practices can ensure a diverse talent pool, fostering innovation and creativity and generating greater employment and GDP for the Indian economy. How is artificial intelligence (AI) being used in HR processes? Recruitment: AI is used for resume screening, candidate matching and streamlining the recruitment process. Employee engagement: AI tools can analyse employee feedback, sentiments and engagement levels. Predictive analytics: AI is employed for predicting workforce trends, identifying potential issues and making data-driven decisions. What measures has your company implemented for talent retention? Onboarding and orientation: We ensure that new hires receive a comprehensive orientation that immerses them in the high-performance culture, values and expectations. Performance management: We have implemented a recurring performance management system that provides clear feedback, coaching and development opportunities. This links performance goals to the organisation's high-performance objectives. Recognition and rewards: We have established a system for recognising and rewarding high performance. We offer both financial and non-financial rewards to reinforce the culture through ‘Employee of the Month’ and ‘Teams of the Quarter’. Ongoing learning and development: We invest in continuous learning and development opportunities for employees and provide access to training, workshops and mentorship programmes. Feedback and communication: We encourage open and transparent communication between employees and leadership, thereby creating a culture where feedback is valued and acted upon. Employee engagement: We actively involve employees in decision-making and strategic discussions. Engaged employees are more likely to thrive in a high-performance culture. Work-life balance: We promote a healthy work-life balance to prevent burnout and ensure employees can sustain their high-performance efforts. Leadership development: We invest in leadership development programmes to ensure that managers are equipped to lead and motivate high-performance teams.