India HR Guide

Mandeep Singh
  • 5.0 (5)
  • Management

This playlist discusses and sheds light on aspects that organisations in India follow in the area of Human Resources. It is aimed at CEO's MD and line managers to understand how various aspects of Human Resources can help shape their organisations journey in India. Our industry leading experts offer years of accumulated knowledge from having advised clients across sectors spread across the remotest corner of the country. Let's make the workplace, a better place.

  1. 5 days ago

    102. Why Salary Benchmarking Fails, the Hidden Role of Cost of Living and the Social Line

    #HRhelpdesk #IndiaHRGuide #MandeepSingh, In this episode, Mandeep Singh takes on a question every business leader believes they understand, but very few define correctly, what is an appropriate salary? Most organisations rely on salary benchmarking, percentiling, compa ratios and market data to make compensation decisions. Mandeep’s point is clear, these tools are necessary, but they are not sufficient. The real issue is not whether you are paying at 60th, 70th or 75th percentile, the real issue is whether your salary actually works for the person, the role and the environment in which they exist. He explains why in today’s context, compensation around the 60th percentile is increasingly becoming non-attractive. Organisations may still get people at that level, especially during a trial or early phase, but sustaining motivation and talent quality requires stronger thinking, often moving towards higher percentile positioning once stability is established. The discussion then moves into a far more practical lens, cost of living. Mandeep explains that cost of living is not a generic number. It is different across employee groups, workers, staff, managers, and senior leadership, and organisations must define what kind of lifestyle they want each group to sustain. Salary decisions without this lens are incomplete. The most powerful idea in the episode is what Mandeep defines as the “social line.” Every individual operates within a social environment, peers, batchmates, markets, and expectations attached to their skill and background. If compensation falls below this social line, organisations will struggle to attract and retain the right talent, regardless of what benchmarking reports say. The social line is not a percentile. It is not purely data. It is market sentiment, expectation and lived reality, something your talent acquisition teams understand far better than spreadsheets. This episode reframes salary as a strategic decision, one that sits at with market data, cost of living, social expectations and organisational intent. For leaders who want to attract the right talent and build sustainable teams, this is not a compensation discussion, it is a business decision.

    6 min

  2. 15 Jun

    101, Rethinking the age old retention problem and how organisations can finally solve it with clarity

    #HRhelpdesk #IndiaHRGuide #MandeepSingh, Retaining people has always been one of the most difficult challenges for organizations, and as Mandeep Singh explains in this episode, it is only becoming more complex with time. The key insight is not that retention concepts have changed, but that their definitions have evolved significantly. Mandeep breaks down how traditional ideas such as job security and employee loyalty no longer operate in the same way. Job security has shifted from a “hire to retire” mindset to a shorter horizon of stability, typically 2 to 3 years of role continuity, skill relevance, and predictable growth. Similarly, loyalty has moved away from unconditional commitment to the organization and is now centred around an individual’s own career growth and resume building. Employees today remain with organizations that help them enhance their value in the market. The episode then explores the key factors that practically influence retention, growth through roles and skill enhancement, exposure to projects, geographies and experiences, compensation and benefits positioning, and the often underestimated impact of social recognition across peers, family, and society. Mandeep emphasizes that retention cannot be treated as a knee jerk reaction. It requires a clearly defined strategy, documented and measured over a medium‑term horizon. Without a structured retention plan (which Mandeep refers to as HR stone age), organizations risk operating without clarity, reacting instead of planning. This discussion provides a practical and strategic lens for business leaders and HR practitioners to rethink how retention should be approached in today’s evolving workplace.

    9 min

  3. 16 May

    100, Information Technology Act and HR – Penalties, Misconduct & Negligence, The IT Act Risks HR Must Manage

    #HRhelpdesk #IndiaHRGuide #MandeepSingh, In this episode, Mandeep Singh examines the most serious implications of the Information Technology Act for HR practitioners, focusing on penalties, misconduct, and negligence in a digital workplace.He explains how common workplace actions such as accessing a colleague’s system without authorisation, deleting organisational data before exit, impersonation through shared credentials, misuse of passwords or digital signatures, and non‑consensual photography during official events can move beyond internal misconduct and become statutory violations under law. Mandeep stresses that HR policies must clearly communicate that certain behaviours are not only violations of company rules but also carry legal consequences. He also addresses privacy‑related issues in digital communication and identity, explaining why preventive policies, training, and enforcement are essential. The episode then explains the legal concept of negligence, distinguishing it from genuine mistakes. Negligence, he clarifies, arises from the absence of systems, controls, and safeguards, and can result in compensation liability. The discussion concludes with a clear message: building a culture of technology compliance, enforcing policies, and ensuring accountability is fundamentally an HR responsibility, not merely an IT function.

    9 min

  4. 12 May

    99. Information Technology Act and HR – Authorised Personal Email Addresses and Service of Notices

    #HRhelpdesk #IndiaHRGuide #MandeepSingh, In this episode, Mandeep Singh discusses a simple but powerful HR best practice with significant legal implications: collecting and formally recording an employee’s authorised personal email address.He explains why HR teams already maintain personal contact details, including permanent addresses, for situations such as absconding, issuing reminders, serving notices, processing exits, sending full and final settlements, and issuing Form 16. Mandeep highlights the risk of relying on job application email addresses, particularly after employees exit the organisation. The episode introduces the concept of taking a clear declaration from employees specifying the personal email address on which official electronic communication can be sent. Once such an address is declared, any communication sent to it can be treated as duly served, eliminating disputes around notice delivery, acknowledgements, and physical signatures. Mandeep also discusses practical limitations of this approach, explaining why it may not be suitable for certain categories of employees. When implemented correctly, this practice strengthens HR governance, simplifies compliance, and protects organisations during exits, disputes, and disciplinary actions.

    3 min

  5. 9 May

    98, Information Technology Act and Human resources – Digital Signatures and Digital Records Demystified

    #HRhelpdesk #IndiaHRGuide #MandeepSingh, In this episode, Mandeep Singh explains how the Information Technology Act recognises digital records as legally valid, and why HR practitioners must clearly understand the difference between a digital record and an original digital record. He clarifies that while screenshots, scanned documents, or photographs are all digital records, they are not treated as original digital records when original proof is required. An original digital record must be issued digitally in its original form and be capable of demonstrating authenticity. Using simple, practical examples, Mandeep explains when scanned copies may be acceptable and when they are not, and why HR teams cannot treat screenshots or scans as substitutes for originals in every situation. The discussion makes it clear that the requirement is not about format preference, but about evidentiary value. From an HR perspective, the episode highlights why document handling practices for employee certificates, records, and digital files must reflect this distinction. Understanding what qualifies as an original digital record helps HR practitioners avoid weakening their documentation through casual shortcuts and ensures compliance with how the law treats digital records.

    1 min

  6. 5 May

    97. Information Technology Act and HR – Digital Signatures and Secure Systems, What HR Must Understand

    #HRhelpdesk #IndiaHRGuide #MandeepSingh, In this episode, Mandeep Singh examines how the Information Technology Act applies to everyday HR practices, beginning with digital signatures and secure systems. He starts by explaining what a digital signature actually is under the IT Act, and why scanned signatures, typed names, or casual electronic acknowledgements do not qualify as legally valid digital signatures. Using employment documentation as an example, Mandeep explains the difference between offer acceptance and appointment letters, clarifying why appointment letters require stronger evidence and why digitally signed documents are treated as original records that cannot be altered after signing. The discussion then moves into the concept of reasonable security practices and secure systems. Mandeep explains why organisations have a duty to put safeguards in place, and why cybersecurity is not only about technology but also about how employees access systems, use credentials, and follow policies. The episode highlights HR’s role in governing employee conduct, access controls, training, and enforcement, and explains that due diligence under the IT Act means being able to demonstrate that systems and safeguards were actually in place, not merely written into policy.

    6 min

  7. 2 May

    96. Information Technology Act for HR – Emails, HRMS & Biometrics: Understanding Digital Systems Under the IT Act

    #HRhelpdesk #IndiaHRGuide #MandeepSingh, This episode focuses on how the Information Technology Act defines everyday digital tools that HR practitioners use but rarely view through a legal lens. Mandeep Singh begins with the concept of the “addressee” and explains why the distinction between the “To” field and “CC” field in emails matters under law. Emails, he explains, are not merely communication tools but electronic records, and clarity on intended recipients strengthens an organisation’s ability to rely on those records. The discussion then examines what qualifies as a “communication device” under the IT Act, covering phones, messaging applications, and other tools capable of transmitting text, audio, video, or data. Mandeep goes on to unpack how the Act defines a computer, computer system, and computer network, and why HR platforms such as HR portals, VPNs, shared drives, and biometric systems fall squarely within these definitions. The episode further introduces the concept of a “computer resource”, explaining that software, databases, networks, and stored information are all protected resources under the Act. Together, these definitions help HR professionals understand the legal scope of the digital systems they already manage, forming the foundation for compliant HR policies, controls, and workplace practices.

    5 min

  8. 28 Apr

    95. Information Technology Act and HR – Understanding HR’s Role in Technology Governance

    #HRhelpdesk #IndiaHRGuide #MandeepSingh, In this episode, Mandeep Singh sets the foundation for understanding why the Information Technology Act is not only an IT or cybersecurity topic, but also a core Human Resources responsibility. He explains how today’s workplace is fundamentally digital, built around emails, messaging platforms, HRMS, biometric attendance systems, surveillance tools, and electronic employee records. While these systems are often designed, implemented, and maintained by technology teams, Mandeep explains that their day‑to‑day use directly governs employee behaviour, conduct, discipline, and accountability. He highlights that most digital workplace systems primarily manage employees rather than customers, which naturally brings the HR function into the centre of technology governance. The discussion focuses on why HR policies, misconduct frameworks, standard operating procedures, and training programmes must reflect how these technologies are actually used by employees. The episode makes it clear that unless HR actively embeds technology governance into HR systems and practices, organisations risk inconsistency, behavioural gaps, and weak accountability in a digital workplace.

    3 min
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About

This playlist discusses and sheds light on aspects that organisations in India follow in the area of Human Resources. It is aimed at CEO's MD and line managers to understand how various aspects of Human Resources can help shape their organisations journey in India. Our industry leading experts offer years of accumulated knowledge from having advised clients across sectors spread across the remotest corner of the country. Let's make the workplace, a better place.

Information

  • Creator
    Mandeep Singh
  • Years Active
    2024 - 2026
  • Episodes
    102
  • Rating
    Clean
  • Copyright
    © Mandeep Singh
  • Show Website
    India HR Guide