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Gurumukh Das Maheshwari
Gurumukh Das Maheshwari

Gurumukh Das Maheshwari

Head HR

Principal Global Services


Gurumukh Das Maheshwari is a member of:

- Expert
HR Strategies in Place in your Company
Principal Global Services is a captive unit of The
Principal Financial Group U.S., a member of the FORTUNE 500, a
financially and culturally robust organization lived through the great
recession and other ups and downs of the economy. The Principal has been
bestowed with prestigious awards including best employer, fortune 100
organizations for many consecutive years.
HR Strategies:
(i)    Ensure sustainability of the organization value by engaging and retaining key talent.

Higher level of engagement and involvement of leaders to create an
environment of greater accountability, inclusion and positive
energy:focusing employee engagement and leadership effectiveness.

(iii)Effective HR services to enhance business value through HRBP program.

(iv) Effective organization brand and visibility in society and amongst employees.
Todays trends seen in HR
In current context, HR is not perceived as simply a service provider or a
support function. HR is expected to have knowledge of business,
associated dynamics and the competition. HR folks should be equipped
with HR delivery capabilities and knowledge of HR function &
related technologies. HR is expected to contribute to business
strategies and work as a change catalyst. HR is seen and perceived as
business ennoblement function.
Difficulties in Planning Human Resource in an ever changing business
Serious HR and OD interventions take longer time for
institutionalization.The changes in business are at a faster pace than
the institutionalization. Business and economy is changing rapidly that
demands HR to respond quickly. HR interventions are generally long term
in nature and has inculcated into the system and benefits are reaped,
the business has already moved up and might be going through another
change. Thus its always a chasing exercise for HR.Though these chase
situation would continue, HR would need to have long term strategies for
the organizations sustainability.
HR Relationship with the CEO
The impact of people dimension is immense on the organization. Proper
balance between business, finance and people can help the organization
flourish. People focus defines organization health and longevity; thus
the CHRO plays a significant role in strategizing the balance between
the short and long term people requirements of the organization. CEOs
are acutely aware of its importance and look forward for HR to support
them in business endeavors. They expect HR to assist them in succession
management process, change management, leadership development, talent
management and most importantly organization building processes. Its a
function, the CEO works more closely with.
Some of the leadership development programs being held & results obtained
I have a strong belief that the leadership development programs should
provide conceptual insights, perspectives, opportunities and a
non-threatening environment. Our leadership interventions are designed
with a focus should be on the organization current and future needs,
leadership capability & competency gaps and leadership expectations.
The program consists of advance skill building workshops, competency
building processes, experiential learnings, customized mentoring. Along
with this an opportunity to work on organization level projects / change
initiatives to implement this learning. This entire intervention lasts
for 12 to 15 months. Our belief is that a week / month long Leadership
Development program offered are more of a lip service; it merely gives
high level orientation / perspective and may be some skills. In
isolation, this does not solve the leadership development purpose.
Identifying Leaders promoting them to the next level
One needs to be little careful identifying competencies for next higher
role: this can be observed while the incumbent is performing his current
role and assignments. You also need to observe him for consistency.
Apart from obvious business parameters, other parameters like acceptance
in the group as a new colleague / supervisor is extremely critical.
Prematurely promoting a person is definitely setting him for failure.
Selection process can be robust consisting of psychometric tests/ case
studies/ competency assessment / interview/ recommendations etc.
Engaging Gen Y - Leadership and Organization Culture
Empowerment is a key for engaging Gen Y leadership, more important than
the designation and level as well. A culture of openness also is
appreciated by these leaders.
Culture is about the values and
beliefs: what is valued here and what is not: practice and demonstration
of them. How you would like organization to be perceived by the
employees and customers: what is organizations identity etc.Gen Y is
more open, quick in action, willing to risk, flexible, adaptable,
restless etc. These qualities will actually help strengthening the
culture and organization perception.
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