Leading organizations are the ones which have already deep
dived into the technologies by hiring the skilled employees and paving the way
for a better integration of digital and human resources.
From being just a talent acquisition head to holding a key
position in the senior leadership table, HR has surely come a long way in all
this while. Today, the role of HR cannot be neglected in driving strategic
growth in an organisation. The role has got amalgamated with business
leadership and now is considered critical for driving any organisation forward.
HR has undergone dynamic shifts in its roles & functions
with its overall impact in shaping organizations. Today, the HR is considered
to have a voice in almost all the key decisions taken at leadership level.
A report released by KRMPG a few months revealed some other
aspects of HR. The report had findings out of the 1200 global HR executives
surveyed from 64 countries. It stated 39% of forward looking and confident HR
leaders are harnessing the resources and insights to redefine old models, and
implement technologies such as analytics, digital labour and Artificial
Intelligence. However there were also a large significant number of HR
executives who remain confused and were not open to some many changes. They are
finding it challenging to adapt to the digital era or are ignorant to the
change altogether. These changes are also bringing about transformation in the
role of HR.
The refined role of
The CHRO's role today in an organisation is of paramount
importance in any company. It is high time that it gets is due recognition from
the rest of the C- suite. The CHRO's
today must assist businesses in paving the way for strategic growth across
decisions relating to recruitment, compensation, talent management, performance
management, training, employee experience and more.
Apart from only focusing on the day to day recruitment or
talent acquisition related activities, they are required to offer their inputs
on high level business guidance and leadership on defining the very future of
work. They should guide the organisation on how to get rid of the traditional
and obsolete processes and system and pave way for new agile organisational
structures. These strategies will help companies effectively address the
ever-expanding need to crack talent acquisition needs and adjust to variety of
employment arrangements to achieve common business goals.
The new age CHRO's must be the flag bearer of culture, lead
through example and align culture with core business goals. This would involve
designing specific programs and strategies to ensure an engaged workplace,
happy employees, reward strategies that retain talent and ensuring there is
diversity and inclusion in every sense.
experience is equal to customer experience
Research has time and again highlighted the appalling levels
of employee engagement levels organizations suffer from. There is also a lot of
evidence revealing the direct impact of higher employee engagement on business
growth. Owing to this new-found interest in focusing on employees, HR is going
to invest in HR technologies that will help them create exceptional employee
experiences, right from on boarding to exit. Today, the new age employees are
no less than customers. Just like how much effort and detail goes into mapping
customer journeys, the same is the case with employees. Because just like
without customers there is no business, without engaged and motivated employees,
there is no culture in an organisation.
The need for outstanding talent is going to increase with
time and the will be scarcity of the right talent in the market. The only way
to stay ahead and competitive it to ensure that the right talent is hired,
trained, motivated and most importantly, retained. The HR has to put in a lot
of focus to understand what the employee across level want and what drives
them. Each organisation should find out unique ways to find this out, it can be
either to direct e-sat surveys, role play activities or any other method.
digital & people
By 2025, the global human resource management (HRM) sector
is projected to reach $30 billion. Advancements in information technology (IT),
predictive analytics, artificial intelligence and machine learning in HR
processes is enabling professionals to do conventional task with much more ease
and reduced time span. More HR professionals are planning investments in areas
such as predictive analytics, enhanced process automation and artificial
intelligence (AI). One of the most effective ways to embrace digital
transformation is by hiring skilled employees and also up-skilling them with
time so that they are able to work in a digitally challenging environment.
Employees should proactively assessed to identify their digital quotient. There
are lot of customised surveys which can help organisations create a sample
questionnaire to identify the digital quotient of each employee. Small but
consist steps towards digital transformation are a must today for organisation
of any size.
The impact of technology on organizations of every size and
sector is infinite, and we know the pace of disruption is accelerating.
Organizations needs to bring in innovation, agility, and objectivity through technology.
A report published few months ago stated that companies that embrace digital
transformation are up to 26% more profitable than competitors and enjoy up to
12% higher market valuation.
Successful organisation are the ones that understands the benefits
of automation of high volume and repetitive tasks as it frees employee bandwidth,
who can then focus on tasks that create higher value for the business.
Management can shift their focus from unwanted activities and focus on ways to
create more business efficiency & enhance performance, thereby increasing
The future of HR is now. HR thus needs to be a function that
takes the lead in understanding what makes people engaged, what cultures drive
the most productive workplaces and what equations enable a true merging of
human capability with technology.