SHRM Global Radio

Hosted by Timbre Media

Business News EducationExplicit

Website RSS feed

Episodes

104

Latest episode

Oct 2026

Language

About the show

SHRM has been the voice of all things work. And now it will come with an actual voice. SHRM Radio is a collaboration between SHRM India and Timbre Media, which has pioneered internal podcasting for India Inc. Through SHRM Radio, we would like to touch the lives of people and communities with useful and insightful content that is insightful and relevant. SHRM India will be working in tandem with Timbre Media to bring out this podcast every Wednesday at 10 AM IST.

Listen to episodes

60 recent

November 2, 2026Episode 1059 min

105: Ep 105 - Who Owns Your Career Now? Rethinking Internal Mobility

For many years, career growth followed a familiar path. People joined an organisation, gained experience, performed well and moved into more senior roles over time. Today, that path is no longer so simple. Employees may move across departments, take on new projects, learn new skills or change their career direction completely. Career growth is becoming more flexible, and people are looking for different kinds of opportunities within the organisations they work for. This raises an important question. Who should take responsibility for career growth, the employee or the organisation? The answer is both. Employees need to take an active interest in their own development. At the same time, organisations need to create opportunities, make them visible and support people who want to grow. This is where internal mobility becomes important.

October 16, 2026Episode 1049 min

104: Ep 104 - When Expertise Expires: How Do Organizations Keep Critical Knowledge Alive?

There is a simple situation that happens in almost every organization. An experienced employee leaves. There is a farewell, the laptop is handed back, files are transferred and a new person eventually takes over. Organizations do not just lose an employee. Sometimes, they also lose years of experience, practical knowledge, relationships and the small lessons that were never written down anywhere. Research on knowledge loss caused by employee turnover has found that employee departures are one of the common reasons organizations lose valuable knowledge. A review of 91 empirical studies also found that tacit knowledge is particularly difficult to transfer because it is based on experience and is often not formally documented. So when someone leaves, the real question is not only, “Who will replace them?” It is also, “What did they know that nobody else knows?”

September 2, 2026Episode 1037 min

103: Ep 103 - The Listening Organisation: Are You Actually Hearing Your Employees?

Most organisations ask their employees how they feel once a year. They filed the results in March. And then wonder in September about the reasons people are leaving. If that sentence made you laugh a little, good. If it made you uncomfortable, it would be even better. Because that is exactly where we are starting today. Welcome to SHRM Global Radio. Today, we will discuss the difference between asking employees how they feel and genuinely understanding their responses. Let us start with the annual engagement survey. It's the most popular listening tool in organizations today. It's also one of the most misused items, without a doubt.

August 10, 2026Episode 1027 min

102: Ep 102 - HR in a Merger and Acquisition Meeting

Imagine this: it’s Friday evening, and most people have already left for the weekend. But on the fourteenth floor, a small group is still deep in conversation: the CEO, CFO, legal team, and a couple of bankers. A merger is being planned, but the HR isn’t in the room. HR finds out on Monday. Although HR was not asked, they were informed that they have ninety days to complete the merger, during which someone must address the duplicate roles, compensation structures, communication plan, and the impact on company culture.

July 2, 2026Episode 10110 min

101: Ep 101 - The 9-Box Nobody Talks About: Rethinking How We Identify High Potential

Imagine this. It’s a Tuesday afternoon, and an HR Business Partner is sitting across from a department head, doing something that happens in organisations every year, usually around quarter 3 or quarter 4, filling out the 9-box. Nine square grid with performance on one axis and potential on the other, and within the next forty-five minutes, they will quietly decide who is seen as a star, who is considered solid, and who becomes a question mark, often without the knowledge of the people being discussed. And if you ask HR professionals who have sat through enough of these conversations, many of them will admit there is always a moment where the exercise begins to feel uncomfortably familiar, where the same quiet question comes up year after year, but nobody in the room is fully willing to ask it out loud.

June 1, 2026Episode 1007 min

100: Ep 100 - Are AI-Generated Applications Breaking Recruitment?

It’s a Monday morning. You log in and see nearly 175 new job applications waiting in your inbox. At first glance, everything looks normal. The resumes are polished. The language is strong. The candidates seem qualified. But as you keep reviewing, a pattern starts to emerge. The phrasing feels similar. The structure repeats. Something feels off. A Gartner survey shows that nearly 4 in 10 candidates are already using AI in their applications, with more than half relying on it to generate resumes and CVs. And it doesn’t stop at written applications. AI is now being used to submit applications at scale, fabricate credentials, and even simulate candidates in interviews. The question is no longer whether AI is changing hiring. It’s whether hiring teams can still trust what they’re seeing.

May 4, 2026Episode 998 min

99: Ep 099 - Culture Atrophy: When Change Outpaces Your People

When Change Becomes Overwhelming You have been working at a company for seven years. It’s 10 a.m. You sit down at your desk when you receive an email notification. You open it and see that the company’s dress code has been changed from smart casual to formals. This is the fifth time the dress code has changed in the past two years. This is not just about policy changes, but about how constant change begins to erode the culture of an organisation. According to McKinsey, the average employee now experiences around ten planned change programs a year, a fivefold increase compared to ten years ago. This pattern is seen across organizations, from frontline workers to senior managers, affecting their energy levels and contributing to burnout and exhaustion.

May 4, 2026Episode 988 min

98: Ep 098 - Managing a Blended Workforce

AI in the Workplace: A New Kind of Workforce It’s a Wednesday morning. You are an HR representative tasked with hiring five sales representatives for your firm. You have to interview 27 candidates for the role in a single day. But it’s nothing to worry about, as you have an AI system working alongside you. In many organisations, AI is beginning to function like a parallel workforce, taking on defined roles and acting as a decision-maker within the organisational structure. It is actively making decisions during the hiring process, and its approval is required by upper management to finalise selections. This is not just happening in your firm, but is becoming increasingly common across large organisations. As organisations integrate AI into critical decision-making processes rather than using it for minor assistance, it raises an important question: are organisations truly prepared to manage systems that now hold decision-making authority?

April 2, 2026Episode 9710 min

97: Ep 097 - Engagement by Design, Not Events: Everyday Workflows That Naturally Boost Engagement

Hey usually an event. A team lunch, a fun Friday, or the classic ice breaker where we learn surprising facts about colleagues. These moments are fun, but let us be honest, a pizza party cannot fix confusing processes or meetings that should have been emails. Real engagement is shaped less by occasional events and more by how work actually happens every day. Events are not the problem. They can bring people together and create shared memories. The real challenge is that many organizations expect events to do the heavy lifting of building culture, motivation, collaboration, and engagement. But the truth is much simpler. People experience work mostly through their daily workflows, not through occasional celebrations. The meetings they attend, the way decisions are made, how feedback is shared, and how teams collaborate shape their experience far more than any single event.

April 2, 2026Episode 9611 min

96: Ep 096 - Human Sustainability at work: ensuring high performance without sacrificing well-being

Hello and welcome to SHRM Global Radio. I’m Neerja, and today we’re talking about a topic that many high‑performance workplaces are guilty of…well, I don’t want to say ignoring, but some do kick the can down the road, until they cannot anymore: human sustainability . How do we keep the bar high without burning people out? How do we build cultures where ambition and wellbeing strengthen each other instead of canceling each other out? Walk with me on today’s episode as we unpack what human sustainability really looks like in practice, and why it might just be your organization’s biggest competitive advantage. If high-performance cultures had a personality, they would be the overachiever in every meeting. First to arrive, last to leave, color-coded dashboards ready, metrics memorized, and always asking, “ How can we do better next quarter? ”