Sarajit Poddar

The Pivotal Role Of Chief HR Officer in AI Transformation. The CHRO may be the most important C-level officer in the #AI transformation. Four reasons why and examples of #CHRO leaders to follow. https://lnkd.in/gtTVCe9j

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In the area of executive compensation, one of my favourite research papers is 'Executive Compensation, Firm Performance and Corporate Governance: An Empirical Analysis' (2006) by Aditya Parthasarathy, Krishnakumar Menon and Debashish Bhattacherjee. The paper investigates the determinants of CEO compensation in India, analysing data from 409 listed firms, promoter-driven and professionally managed companies, as well as public and private sector enterprises. What makes this paper stand out for me is how it systematically examines the interplay between firm performance, shareholder wealth, firm-specific characteristics and corporate governance mechanisms in shaping CEO pay. It further highlights the uniqueness of Indian context, preponderance of promoter/owner driven organizations and PSUs, which is a significant departure from organizations of the west and western models which focus heavily on performance linked incentives. Variables Studied: Firm Size, Firm Performance and Corporate Governance Parameters as determinants of CEO Compensation. Key Findings: 1. Firm size dominates: Larger firms consistently pay higher CEO salaries with a greater share of variable (incentive-linked) pay. 2. Promoter-CEOs benefit disproportionately: CEOs who are also promoters (owners) earn significantly more, and their compensation is more performance-linked. 3. Public vs. Private sector divergence: PSU CEOs are underpaid relative to their private-sector counterparts, with minimal incentive structures. 4. Performance disconnect: Contrary to global evidence, profitability and shareholder returns were not significant predictors of CEO pay in Indian firms. 5. Corporate governance has weak influence: Variables such as CEO duality and board independence showed limited effect on pay outcomes. Interestingly, higher institutional shareholding correlated with higher CEO pay, suggesting monitoring gaps. For scholars and practitioners alike, this research highlights the importance of contextualizing compensation frameworks in emerging economies, rather than directly applying Western models of pay-for-performance. You can read the paper at https://lnkd.in/gtfE_f2e

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AI won’t replace knowledge workers, but it will reshape knowledge work. Leaders owe employees a clear vision of what that future looks like.   Are we ready for the shift and all its implications?   I recently joined Nirit Cohen 🔮's The Future of Less Work podcast to discuss how AI is reshaping knowledge work, why too many gen AI investments fail to make an impact and what leaders must do to close the innovation-implementation gap.   It’s a conversation about the human side of AI, leadership and what comes next. When it comes to AI and the future of work, what aren’t leaders talking about enough? #FutureofWork #AI #Leadership https://lnkd.in/eZuma4aY

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This morning I had the privilege of joining a small, intimate group of cross-industry Talent and TA leaders for a thought-provoking session with Josh Bersin focused on the evolving HR tech landscape and the role AI will play in shaping the future of human capital. We explored how organisations can build talent density through technology and how AI is already transforming the way we think about Talent Acquisition, Talent Management, Internal Mobility, Learning, and Assessment.   I believe AI adoption unfolds in four stages: 1. Individuals experimenting with AI on a personal level in their role 2. Using AI to automate tasks and processes 3. Collaborating and merging ideas to create better end-to-end experiences 4. Deploying sophisticated agents that can manage truly multifunctional and complex AI How is your People function shaping up in terms of capability and skills in this space? How does this impact the Talent Acquisition function of the future? Are you ready? A huge thanks to AMS for hosting! #FasterForward #FutureOfHR #ReadySteadyGrow 

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CHRO now a CAIIO - Chief AI implementation Officer? The accelerating march of artificial intelligence is transforming not just technology teams, but the entire workforce—including the role of the Chief Human Resources Officer. Increasingly, CHROs are stepping beyond traditional HR boundaries to become the architects of enterprise-wide AI implementation which raises the question “Are CHROs Becoming Chief AI Implementation Officers?” The tech multinational ServiceNow has already made this change official. Why is this? Redefining Work: CHROs as Stewards of Change AI is fundamentally reshaping job roles, often automating tasks while amplifying creative & analytical work. Their core challenge: mapping which jobs need to evolve, which skills risk obsolescence, & how to ensure the human-AI partnership benefits both employees & the business. Training & Upskilling at Scale A future-ready workforce won’t emerge by chance. As AI-driven change accelerates, CHROs are charged with rolling out strategic upskilling & reskilling initiatives. This means deploying targeted, ongoing training to help employees adapt to new tools & roles. Far from a one-time effort, upskilling is now a continuous process that defines a company’s resilience & competitiveness. Bringing in New Talent With roles & required skills evolving rapidly, AI tools can now help surface “hidden” skills, assess candidates more objectively, & identify transferable capabilities, enabling smarter recruitment & seamless internal mobility. The CHRO’s mandate is not just expanding talent management but also orchestrating a dynamic, AI-literate workforce. Compliance, Ethics, & Responsible AI The CHRO now sits at the crossroads of technical and ethical leadership—ensuring that AI-driven decisions (in hiring, performance, or workforce planning) are transparent, compliant, and aligned with company values. C-suite Collaborator, Not Just HR Head AI implementation is a team sport. The CHRO is becoming a pivotal C-suite partner, collaborating closely with CIOs, CTOs, Chief Data Officers, & even Chief AI Officers to align business, technological, & workforce strategies. Their influence extends across all levels in shaping digital culture, change management, & value capture from AI investments. A New Era of CHRO Leadership In short, today’s CHROs are rapidly becoming Chief AI Implementation Officers, whether or not the title appears on their business card. They are redefining jobs, driving training and upskilling, employing new kinds of talent, ensuring compliance, & forging deep strategic alliances across the C-suite. For organisations, the opportunity (and the imperative) is clear, will you empower your CHRO to lead your AI transformation—or risk being left behind by more agile, people-driven competitors? The answer may well determine your place in the AI-powered future! #antalinternational #executivesearch #techrecruitment

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