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Keka HR Katalyst Bangalore: Innovation through employee well-being

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The HR Katalyst summit in Bangalore featured a CEO-chat, panel discussion, and a fireside chat. HR professionals and founders came together to discuss the evolving challenges facing HR.  

A strong purpose acts as the foundation for a startup. It defines the company’s “why” – the reason it exists beyond just making money. Purpose is primary, but the specific purpose will vary greatly depending on the company.  

Putting employees first: How Onsurity and Keka HR are prioritizing employee well-being 

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For Kulin Shah, the co-founder of Onsurity, a global employee healthcare platform, it is to support employee well-being. “We started with healthcare, but our focus is truly on the employee journey,” Kulin stated. Their vision goes beyond simply providing health insurance, it’s about creating multiple touchpoints to enrich the employee experience and foster a productive workforce. Kulin Shah emphasizes a “customer at the center” philosophy, building products and services that cater to the needs of the employees.  

Onsurity’s innovative approach to employee healthcare positions them as a leader in creating a culture of well-being within the workplace.  

The discussion took an interesting turn as Vijay Yalamanchili, the founder of Keka HR, highlighted a critical point often overlooked. Traditionally, the customer is the ‘king’ for many companies, and in it they forget their other customers – employees. Keka HR provides HRMS services that go beyond traditional functionalities, focusing on creating an overall positive employee experience. Building HR systems that cater directly to employee needs becomes crucial in this approach. 

These innovative approaches to employee well-being and HR management position both companies as leaders in their respective fields. With a focus on a customer-centric approach, commitment to a positive healthcare experience, and EX, these founders are paving the way for a future where employee well-being is the central pillar of a work environment. 

In regard to the growing trend of AI, both the founders agreed that while AI is democratizing thinking, human service will always be valued. With this, the CEO-chat concluded. 

HR’s impact on revenue. What’s the tech perspective? 

The tech culture discussion focused on a key question: Does HR directly impact business revenue? 

The audience participation revealed a consensus: Yes, HR has both direct and indirect impact on driving revenue. 

Keka HR then highlighted a specific platform for service-based industries. This platform, Professional Services Automation (PSA), helps optimize resource utilization, handle billing and revenue, manage all aspects of employees, and increase profit margins. It simplifies talent management, enabling HR to focus on the most valuable asset – the people. The platform ties together performance evaluations, payroll processing, data points, and many more – ultimately projecting revenue impact. 

This served as a concluding point before moving on to the panel discussion. 

Building a high performing culture with psychological safety 

The panel discussion focused on creating a workplace where employees feel safe to take risks, share ideas, and learn from mistakes – which is, psychological safety 

 

George Varghese, Business Head at Flipsearch emphasized the importance of a strong mission and vision. While performance and numbers are crucial, it’s the people who differentiate a company. A clear value system is the foundation for building a culture of psychological safety, he said. 

It’s crucial to practice psychological safety, Nitin Kumar, Associate VP of HR at Infra Market added. For instance, exit interviews can be analyzed to identify areas for improvement, and engagement metrics can be used to measure the effectiveness of implemented psychological safety strategies. Regarding measuring psychological safety, George Varghese added that psychological safety should be pushed as a scorecard for leaders. 

The moderator, Dr. Manish Kothari, Managing Director at ISBR business school, exemplified the discussion with the Toyota Andon Cord System, where employees can stop production if they identify an issue. How can companies strategize, measure, and improvise psychological safety in the workplace? 

Eric James, HR Director – Learning, OD, D&I at Flipkart addressed this challenge by proposing that psychological safety to be integrated into the performance management process, where employees can rate their managers on their ability to create a psychologically safe workplace. 

Overall, the discussion highlighted the importance of a comprehensive approach to building psychological safety.  

Fireside chat: HR as a hurdle or enabler in talent mobility? 

The fireside chat delved into the topic of HR’s role in facilitating talent mobility within an organization.  

keka hr katalyst

By utilizing surveys, feedback sessions, and interviews, HR can assess employee willingness to explore internal opportunities and determine if talent mobility programs are fulfilling employee needs, suggested Krithika Sivanesan, DVP – Human Resources, at Mercedes Benz 

Ranaq Sen, VP (People) at WorkIndia took a more critical stance. He argued that fostering an agile and mobile workforce requires commitment beyond mere belief. What does HR think of talent mobility? Does the leadership genuinely believe in the value of talent mobility?  

He also proposed a multi-step approach: 

  1. Going deeper to identify and address issues hindering mobility. This could involve analyzing if managers are reluctant to let go of talented individuals, and so on. 
  2. Developing concrete action plans to promote talent mobility 
  3. Considering other potential issues that might be demotivating employees from exploring internal opportunities. 

The Bottom line: Culture and Satisfaction  

The discussion concluded by highlighting the role of a strong talent management system embedded within the company culture. When employees feel supported to explore internal opportunities, their satisfaction levels rise. This fosters a more engaged and agile workforce. 

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    Meet the author

    Nikitha Joyce

    Content Writer

    Nikitha Joyce is a content writer at Keka Technologies. She loves exploring HR topics and turning them into thrilling tales. Nikitha is a dark fiction enthusiast who is a fan of anime, books, and horror tales.

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