Anita Chhabria, Senior Manager, International HR at Gulf Oil International, has over a decade of HR exposure in different domains and across different sectors like IT, Media and Lubricants. Based in Mumbai (India), she handles a global portfolio in the OD space, and is involved in rolling out of systems, policies and processes globally for Gulf Oil. Anita also leads the Learning & Development (L&D) practice and manages content for their organization-wide global training programmes including their online ELearning portal, UpsideLMS. She also runs the communication and employee engagement initiatives for India.

The latest feather in her cap is The Young HR Achievers (in India) award, conferred by The World HRD Congress in February 2019 for her contribution in HR. Her professional prowess is backed by sound academics. Anita has completed her Graduated study in Commerce with specialization in Computers followed by postgraduate degree in Business Management (Specialization: HR). She has also done her Diploma in Financial Management and Diploma in German Language (ZD Prunfung).

Anita is passionate about writing and contributes to notable publications like Times Ascent, Economic Times, Property Times, ET Travel and several newsletters and online HR blogs. When not working, she loves to spend time with her 4-year old daughter and travel to new destinations with her husband.

Q. Winning an award as a “Young HR Achiever 2019” from World HRD Congress is no mean feat. What is your advice to other HR professionals for not just driving impactful human capital strategies but also growing into an evolved HR practitioner?

Anita: A seasoned HR practitioner today needs to think like an Engineer (ability to create/transform), monitor like a Finance professional (number driven), communicate like a marketing professional (digital mindset) but behave with a human and analytical bent of mind, hence the nomenclature of ‘HR Business Partner’. My recommendation is keeping abreast with industry trends and best practices, using industry forums to assimilate more knowledge. The relevant exposure will help you make efficient decisions, given the maturity of your organization, build your network within and outside of your organization, and, lastly, position yourself as a change champion; people respect an agile individual who evolves with the times.

Q. For a business that works in an industry governed with strict laws and regulations, like Gulf Oil, how does an LMS help in achieving Compliance along with Talent Development?

Anita: Gulf Oil being a listed company has to maintain immaculate reputation and comply with all required regulations. Thus, compliance and risk management are a top priority for us. Capability building ability is one of the many advantages of being associated with UpsideLMS. Over and above this, the data protection and security features enabled on the platform helped our decision to shortlist UpsideLMS as a preferred service provider over 3 years back. Also, information is a key resource for the new age HR. The learning platform helped us shift the focus from managing bureaucracy to managing business assets through structured programs and adherence to our governance code.

Q. You have been in the HR field for over 11 years. What has changed in the HR and Talent Management space in the last 3 years and what will in the next 3?

Anita: The field of HR has radically evolved over the last decade. From transactional/ administrative practices, compliance and regulation process to standardization and transformation technology enabled HR. I think the last 3 years were all about imbibing the technology to unlearn and relearn (adoption) several practices. The next three would be heavily influenced by buzzwords like Augmented Reality (AR) and advanced Machine Learning (ML). They would also naturally trickle down into the HR domain, using predictive analysis or evidence based HR. While we will have to wait and gauge the impact, but this would be the advent of innovation in HR.

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