More power to HR in 2019
We live in very exciting times and there will be new challenges around people productivity and linked to that, challenges in organisation structure, design, systems and possible right sizing. The other part of the reality will continue to revolve around skilling up plans. With the elections coming close, we hope that new stable government policies will be made in the coming year. We can also hope for an economic surge in the next year and therefore issues around engagement and talent management will continue to exist. Either for good reasons and otherwise, HR will continue to be a key element in the organisations as far as I believe.
#MeToo – Safeguard leaders or the employees: role of HR
The HR has to be the conscious keeper at both sides.The matter in these cases comes out with proof and sometimes without, so it is about one’s word against the other. Therefore, the role of HR has to be fair in the direction of doing something which is right and not something which is popular.The responsibility of the HR is to be an impartial and honest adjudicator. The worse thing that can happen is that men will stop hiring women in their teams. Therefore, the other responsibility of HR is to educate people on both sides. The HR must remain calm and composed while handling such sensitive cases.
“Either for good reasons and otherwise, HR will continue to be a key element in the organisations as far as I believe.”
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AI-based recruitment – the differentiator
In the coming times, the question will revolve around on the predictability of the outcome. I have been posing the same questions to some of my friends and I find that at the end, the real differentiator will be whether the outcomes or the closure we have reached is accurate enough. We should not have to double check and look to trying something else. Also, the boltons that have been mentioned earlier should be able to integrate with talent management, engagement and other development tools.
“The worse thing that can happen is that men will stop hiring women in their teams. Therefore, the other responsibility of HR is to educate people on both sides. The HR must remain calm and composed while handling such sensitive cases. “
Investing in HR innovation labs – more data & insights
Small interventions will continue to happen. Different dimensions of HR, such as talent screening, talent identification, talent assessments, learning methodologies and technology will come out of these labs and these are very niche and bolt-on products. Some of them will intensify, some will survive, while some may not be able to survive. But we should not expect a success factor equivalent to come out of these labs. Digitally enabled, digitally leveraged and niche interventions may come out of these labs. The challenge will be for companies to have the ability to have 25 such things and bolting them on to their current ERP (enterprise resource planning ) equivalent.
“The Big question is whether the organisations be able to shift from a ‘culture fit’ to ‘culture plus’ mind set?”
Managing diverse workforce
Diversity should not be only restricted to gender diversity and inclusion of LGBTQ in the workforce. Diversity is fundamentally the most talked-of but the most underserved and underdelivered agenda. It is more about plurality of mindset and perspectives. My question is, “Will the organisations be able to shift from a ‘culture fit’ to ‘culture plus’ mind set?” Diversity is more about taking different perspectives and points of view in the working of the organisation and companies are still struggling with this. The problem is that while we want to hire them, we also wish to make them work just the way we have always made others work, to ensure a culture that we have always had. How do we move from conscious diversity to unconscious inclusion? Building a culture of pluralism is the new rule for diversity.
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