HR Trends
19
Jul
2017

Transformational Trends in HR

Organizations today, do not consider its people and benefits passed on to them as a cost based liability, but they are recognized as the assets and most powerful tools to acquire the desired multi-dimensional growth. HR service is not limiting itself to talent acquisition, but extending its arms to employee retention. Organizations are implementing a few very basic strategies –

Employee Engagement : Employee engagement has emerged as the most important HR function in any organization. In a survey, over 70% organizations stated that employee engagement was one of the top HR performance measurements reported in executive scorecards, beating out critical data such as performance ratings, retention ratings, and HR operating costs. A better engaged employee retention is likely to be much higher than a distracted one.

Internal Communication : Traditionally, organizations did not want employees to interact internally except during annual meetings, but things have changed today. It is well understood that teams are way more efficient than individuals. Hence, HR departments are being creative in finding ways to strengthen the team bonding and have different teams also interact with each other at different levels. This can be in the form of fun activities, cultural programs, a team building day out, or any other format of HR exercise.

Automation : Most tasks today are automated, eliminating lengthy processes for simple tasks as claims or re-imbursements. Performance appraisals, reviews, transfers are just a few of the HR processes, which directly affect the motivation levels on the floor and if well managed within stipulated time, can instil sense of belongingness and responsibility ensuring better employee retention rate. Automation tools, with their analytics power have certainly facilitated more power to managers as well as team members, lowering operating costs, improving employee efficiency, and quick & well-informed decision making.

Personalization : Every individual has different factors affecting his life and work. Therefore, each one is to be dealt differently. HRs today have come up with many solutions to meet their individual needs from their workplace. Self help portals, my pay my choice, flexi-hours, are a few to name. Even going a step further and sending personalised greetings, messages and recognition works wonders with each one of us.

Learning & Skilling : Gone are the days when everyone was seeking to be an expert of a skills. Today, we tak about attitude, instead skill. If one has right attitude, skills can be learnt and same person can contribute effectively to different skills at the same time. Today HR teams are creating multi-talented all rounders. Cross skilling programs, as well as need based learning has become an integral part of learning management systems of the HR functions. Employees also look at LMS as an opportunity to empower them with newer skills helping them in their career growth.

Exit Process : Organizations are equally concerned about the exit of their people. While earlier it was like a nightmare for employees as well as organizations, today, it is more important to understand the reasons behind the exit so the attrition can be controlled by improving on the areas, as suggested by the leaving employees. Organizations are creating teams to do RCA, conducting exist interviews and finding ways to make it a better workplace.

HR function has evolved globally and it is no more restricted to any state, region or continent. Organisations may be operating in different industries, run different processes, but they all require a self-driven, agile work force to increase the global opportunities at organizational level. Afterall, a happy and passionate team only can bring happiness to a customer.

5 Comments

  1. Appreciate the HR function spelled out by Ms Nandita Sharma in modern corporate environment. I agree with her views on involvement of employees into functioning of a company. Salaries are no more the only motivational factor in retention of employees, reaching out to their emotional needs (like personalised greetings) and helping them acquire skill to keep them abreast with new developments are indeed need of the hour. Environment plays an important part in employee / employer bonding. Physical or external environment and emotional or internal environment are equally important. A happy employee will brings in the positivity and thereby better output.
    Congratulations Ms Nandita Sharma

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