“The concept of N=1 is fast gaining ground through technology,” Krish Shankar

More power to HR in 2019

HR will play a key role in driving changes in organisations through talent acquisition, retention and development. There will be greater focus on the overall well-being and health of the employees. In compensation, the focus will be on driving more retention. Hence, the emphasis on key skills and key talents will increase. In terms of mode, there will be renewed thrust on longer term retention levers, such as benefits and stock plans. Any investment in this area will have a big impact on the engagement of the people.

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The biggest challenge for HR in your sector

The challenge in the IT services industry will be fulfilling the requirement for niche talent, with the growth of the newer agile, digital and cloud services. Therefore, getting people to learn and build the right, new skills at the right time on a continuous basis will be tough. Second, building a talent pipeline for IT services in overseas locations, especially the US, will be another key challenge.

“As we move to a greater use of agile development, our performance management will also be more agile. We will see greater use of real-time data, and crowdsourced inputs from the team to make performance management truly agile”

The real HR will stand up and get closer to people

As we move to a greater use of agile development, our performance management will also be more agile. We will see greater use of real-time data, and crowdsourced inputs from the team to make performance management truly agile. The way we engage people will also undergo change—the annual surveys telling you that you are a great employer will lose relevance. We will have to focus sharply on identifying levers to better individual performance and retention, through more analytics. This will help redefine the way managers engage with their teams— increasing the human touch.

“While we have been talking of learning and career growth all along for years, most large companies have followed a template and standardised system. I think this is truly changing – and I see this as a big trend”

HR technology will become a true ‘system of productivity’

While we have been talking of learning and career growth all along for years, most large companies have followed a template and standardised system. I think this is truly changing – and I see this as a big trend. The concept of N=1 is fast gaining ground, and is also being enabled, thanks to technology. Flexible career development options, including fast-track careers based on skills, capabilities, as well as interests of employees will see huge traction. Similarly, customised and personalised learning options, and the use of positive psychology nudges to get people to learn continuously will be a game changer in the coming year. The world of talent acquisition has been increasingly using both technology and the newer elements of social media. This is one area where technology will provide more impetus for change, using AI and many other newer assessment technologies. In addition, people have become very conscious of the bias that can be built into these assessment and selection systems. Therefore, proactive auditing of processes and checking for any form of bias will become critical.

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