In spite of all uncertainties, turbulence and digitalization, basis of HR is not going to change wherein the HR has to engage, reward and retain employees.
Employee career engagement talent experiment & fuel 50michelecroci
The value of career development system and solutions to build employee engagement and improve organizational performance is proven through research; contact Michele Croci, TalentExperiment.org, for more information. michelecroci2@gmail.com.
Is today's hr, ceo's trusted business ally bigger articleMrinal Krant
HR business partnering is commonly understood purpose of HR as a function but it is mostly underdeveloped function as far as business partnering is concerned, that too at CEO levels!
Employee career engagement talent experiment & fuel 50michelecroci
The value of career development system and solutions to build employee engagement and improve organizational performance is proven through research; contact Michele Croci, TalentExperiment.org, for more information. michelecroci2@gmail.com.
Is today's hr, ceo's trusted business ally bigger articleMrinal Krant
HR business partnering is commonly understood purpose of HR as a function but it is mostly underdeveloped function as far as business partnering is concerned, that too at CEO levels!
New & diverse perspectives breed creativity. That’s why the need of the hour is to have a diverse workforce to trigger INNOVATION at the workplace. And in VUCA (Volatile, Uncertain, Complex, Ambiguous) times such as these, we need to constantly remind ourselves to recognise those organisations that value diversity and celebrate those braveheart individuals that bring in the much needed diverse-thinking & innovation to the workplace.
While the Human Resources function in SINGAPORE celebrates a large female demographic, the microcosm segment of HRTech in the country still has a long way to go. We felt it our obligation to celebrate the success of these women professionals and entrepreneurs' leading the pack in HR Technology.
We put together a list of these women in the Singapore HRTech space to bring them the recognition they deserve. This compilation is not exhaustive, but it is only our effort to encourage more diversity in the HRTech space.
Talent management practices in manufacturing industries in and around chennai...WriteKraft Dissertations
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission:
To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision:
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements:
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
Subjects/Areas We Cover:
Management, Commerce, Finance, Marketing, Psychology, Education, Sociology, Mass communications, English Literature, English Language, Law, History, Computer Science & Engineering, Electronics & Communication Engineering, Mechanical Engineering, Civil Engineering, Electrical Engineering, Pharmacy & Healthcare.
Talent management and its impact on employee engagementShoaib Lalani
The purpose of this research is to find out how important is the relationship between the talent
management strategies and employee engagement. This paper is based on the academic literature
review of the popular research studies therefore it is a conceptual paper. The paper also includes
perception and opinion of Head of the Human Resource Department regarding the topic.
Competency Mapping: A Strategic Hr Tool towards Effective Skill Mapping In Gl...inventionjournals
Today most business are characterized by operations of business,transition, paradigm shifts, competition pressure, wealth creation, creation of value, customerfocus,value& culture based products & context approach, management in diversity, culture &value driven & what not. The organizationalsuccessearlier depends on physical & financial asset, in today the success is dependent on the intangible ability & capability that lies in the capital and manifest in the form of competency. The buzz-word in the Indian IT industry circle is competency of employee that acts as catalyst to be competitive and attain sustainable competitive advantage of the firm in the face of variousdifficulties that day in-out squeezes and shatters its existence on the less competency is developed& retained. The crux of the organizationin its survival in knowledge era depends upon competency of employees, that lies underground same as seed unless somebody explores it, nourishes & nurturethem for achieving competitive advantage for the company of India. Employee’s competences are always an intangible resources & it is the only resource that can take an organization forward & not its physical & financial asset. Global organizations after the lapse of considerable time span have realized that it is the competencies of employees, which can guarantee all the miss-match & odds in the business world. In the difficult oceanic current the vessel may be sunk or capsized, if the captain & the crew were to be competent they will foresee thefutureand reducethe risksthrough strategic planning& execution & navigate the vessel to the sea shore, thus the competencies of the captain of the ship & his crew is therefore the trump card for the safe landing of the ship. Similarly the organizations in the complex & ever changing environment are subject to constant change & it is the employee competency, whichcreates andsustainscompetitiveadvantage for the firms. Thus the paper aims to highlight the importance of effective competency mapping for strategic HR implementation.
Right Quarterly 2nd quarter 2013: Career DevelopmentChris Jones
The Second
Quarter edition of the APAC Right
Quarterly is dedicated to Career Management.
The first article called “Developing Talent: How
Career Opportunities drive Business
Performance”, builds upon our core mission
in Right Management, of working with clients
to help align their talent strategy with their
business strategy. Employee engagement
and retention is a critical challenge for many
organizations, and this article talks of how
career development can significantly push
employee engagement. But even career
development needs a structured approach for
effective implementation to ensure business
results.
The second article on “Career Directions:
Having the right Career Conversations”,
shares a case study of an Australian client
who is working towards their 2017 Workforce
plan. An important impact of this will be in
the working environment for the division. To
help employees adapt to this change, Right
Management worked with them to create and
implement a career development initiative for
employees. The aim was on building Coaching
capabilities in People Leaders, and to equip Self leaders with skills necessary to enable
them to make their own career decisions.
The objective was also to align employee
development with future corporate needs,
while also developing career agility.
The Forum for In-house Recruitment Managers (The FIRM) and The Write Research Company have partnered on the development of this Strategic Talent Acquisition Report designed to form an analysis of the on-going transformation of resourcing strategy and practice in the UK. The Report focuses on the following areas:
- The increasing strategic importance of talent acquisition
- Key priorities for Resourcing professionals
- Measuring the effectiveness of talent acquisition strategies
- The capability and expertise of in-house teams
- The development of talent pipelines aligned to workforce plans
- Career pathways for in-house Resourcing professionals
Talent Pipeline: Ensuring the Right Flow of Talent for Your Organization | Da...HRBoss
When it comes to creating a sustainable Talent pipeline, ask yourself this: do you have the right tools you need to ensure that your organisation has the right flow of Talent to support and grow your business?
If you’re still scrambling to fill key positions quickly when an employee leaves or retires, a lack of preparation could significantly impact your bottom-line in the long-run.
Download the free eBook to find out how you can always stay on top of your recruitment needs: https://hrboss.com/whitepapers/talent-pipeline-ensuring-right-flow-talent-your-organisation
Sharpen focus on connecting and integrating people, work and platform - Makar...Anil Kaushik
Technology will touch literally all the elements of a typical employee lifecycle. Self - service will be the basic tenet of organisational working and to that extent, transactional activities like managing routine data, transactions and controls will be eliminated. Employees will be expected to take significant responsibility for their own learning and development. HR Professional will have to manage shorter and fragmented employee life cycle.
The 10 Most Influential HR Leaders To Follow, 2023.pdfInsightsSuccess4
This edition features a handful of Most Influential HR Leaders that are at the forefront of leading us into a digital future.
Read More: https://insightssuccess.com/the-10-most-influential-hr-leaders-to-follow-2023-march2023/
New & diverse perspectives breed creativity. That’s why the need of the hour is to have a diverse workforce to trigger INNOVATION at the workplace. And in VUCA (Volatile, Uncertain, Complex, Ambiguous) times such as these, we need to constantly remind ourselves to recognise those organisations that value diversity and celebrate those braveheart individuals that bring in the much needed diverse-thinking & innovation to the workplace.
While the Human Resources function in SINGAPORE celebrates a large female demographic, the microcosm segment of HRTech in the country still has a long way to go. We felt it our obligation to celebrate the success of these women professionals and entrepreneurs' leading the pack in HR Technology.
We put together a list of these women in the Singapore HRTech space to bring them the recognition they deserve. This compilation is not exhaustive, but it is only our effort to encourage more diversity in the HRTech space.
Talent management practices in manufacturing industries in and around chennai...WriteKraft Dissertations
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission:
To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision:
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements:
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
Subjects/Areas We Cover:
Management, Commerce, Finance, Marketing, Psychology, Education, Sociology, Mass communications, English Literature, English Language, Law, History, Computer Science & Engineering, Electronics & Communication Engineering, Mechanical Engineering, Civil Engineering, Electrical Engineering, Pharmacy & Healthcare.
Talent management and its impact on employee engagementShoaib Lalani
The purpose of this research is to find out how important is the relationship between the talent
management strategies and employee engagement. This paper is based on the academic literature
review of the popular research studies therefore it is a conceptual paper. The paper also includes
perception and opinion of Head of the Human Resource Department regarding the topic.
Competency Mapping: A Strategic Hr Tool towards Effective Skill Mapping In Gl...inventionjournals
Today most business are characterized by operations of business,transition, paradigm shifts, competition pressure, wealth creation, creation of value, customerfocus,value& culture based products & context approach, management in diversity, culture &value driven & what not. The organizationalsuccessearlier depends on physical & financial asset, in today the success is dependent on the intangible ability & capability that lies in the capital and manifest in the form of competency. The buzz-word in the Indian IT industry circle is competency of employee that acts as catalyst to be competitive and attain sustainable competitive advantage of the firm in the face of variousdifficulties that day in-out squeezes and shatters its existence on the less competency is developed& retained. The crux of the organizationin its survival in knowledge era depends upon competency of employees, that lies underground same as seed unless somebody explores it, nourishes & nurturethem for achieving competitive advantage for the company of India. Employee’s competences are always an intangible resources & it is the only resource that can take an organization forward & not its physical & financial asset. Global organizations after the lapse of considerable time span have realized that it is the competencies of employees, which can guarantee all the miss-match & odds in the business world. In the difficult oceanic current the vessel may be sunk or capsized, if the captain & the crew were to be competent they will foresee thefutureand reducethe risksthrough strategic planning& execution & navigate the vessel to the sea shore, thus the competencies of the captain of the ship & his crew is therefore the trump card for the safe landing of the ship. Similarly the organizations in the complex & ever changing environment are subject to constant change & it is the employee competency, whichcreates andsustainscompetitiveadvantage for the firms. Thus the paper aims to highlight the importance of effective competency mapping for strategic HR implementation.
Right Quarterly 2nd quarter 2013: Career DevelopmentChris Jones
The Second
Quarter edition of the APAC Right
Quarterly is dedicated to Career Management.
The first article called “Developing Talent: How
Career Opportunities drive Business
Performance”, builds upon our core mission
in Right Management, of working with clients
to help align their talent strategy with their
business strategy. Employee engagement
and retention is a critical challenge for many
organizations, and this article talks of how
career development can significantly push
employee engagement. But even career
development needs a structured approach for
effective implementation to ensure business
results.
The second article on “Career Directions:
Having the right Career Conversations”,
shares a case study of an Australian client
who is working towards their 2017 Workforce
plan. An important impact of this will be in
the working environment for the division. To
help employees adapt to this change, Right
Management worked with them to create and
implement a career development initiative for
employees. The aim was on building Coaching
capabilities in People Leaders, and to equip Self leaders with skills necessary to enable
them to make their own career decisions.
The objective was also to align employee
development with future corporate needs,
while also developing career agility.
The Forum for In-house Recruitment Managers (The FIRM) and The Write Research Company have partnered on the development of this Strategic Talent Acquisition Report designed to form an analysis of the on-going transformation of resourcing strategy and practice in the UK. The Report focuses on the following areas:
- The increasing strategic importance of talent acquisition
- Key priorities for Resourcing professionals
- Measuring the effectiveness of talent acquisition strategies
- The capability and expertise of in-house teams
- The development of talent pipelines aligned to workforce plans
- Career pathways for in-house Resourcing professionals
Talent Pipeline: Ensuring the Right Flow of Talent for Your Organization | Da...HRBoss
When it comes to creating a sustainable Talent pipeline, ask yourself this: do you have the right tools you need to ensure that your organisation has the right flow of Talent to support and grow your business?
If you’re still scrambling to fill key positions quickly when an employee leaves or retires, a lack of preparation could significantly impact your bottom-line in the long-run.
Download the free eBook to find out how you can always stay on top of your recruitment needs: https://hrboss.com/whitepapers/talent-pipeline-ensuring-right-flow-talent-your-organisation
Sharpen focus on connecting and integrating people, work and platform - Makar...Anil Kaushik
Technology will touch literally all the elements of a typical employee lifecycle. Self - service will be the basic tenet of organisational working and to that extent, transactional activities like managing routine data, transactions and controls will be eliminated. Employees will be expected to take significant responsibility for their own learning and development. HR Professional will have to manage shorter and fragmented employee life cycle.
The 10 Most Influential HR Leaders To Follow, 2023.pdfInsightsSuccess4
This edition features a handful of Most Influential HR Leaders that are at the forefront of leading us into a digital future.
Read More: https://insightssuccess.com/the-10-most-influential-hr-leaders-to-follow-2023-march2023/
Explore the must-have HR competencies that will shape the future workplace in 2030. Stay ahead, adapt, and lead with the evolving standards in the coming year.
It’s time for HR to step up – to introduce and
lead the enterprise to the value of talent
management. It’s time for HR to revolutionize its role.
This e-book is explaining how HR needs to work in the future.
The workforce and HR play a major role in a company’s digital transformation. Learn about new trends and strategies to jump start and fuel your journey.
HulloJobs Technology Shaping HR’s FutureHullo Jobs
Technology is disrupting and transforming
the HR sector as it gears up for a phase of
reinvention. Hullo Jobs is leveraging
technology to make HR practices simpler
and smarter, while connecting job seekers
and recruiters with digital tools.
HR Trends 2020 should be diverse. After all, it is all about employees or people. Diverse approaches can bring in little yet an impactful change in the day-to-day work of employees.
Read Blog: https://www.openhrms.com/blog/hr-trends-2020
Reinventing HR: The Future of HR in these Transitionary TimesRoshan Thiran
We are living in "transitionary times." Just like in the past, transitionary times require different leadership
In this special presentation to HR leaders, I share how the HR function needs to lead, manage, grow and drive the Human Capital function with technology in these complex, transitionary times. It also shares where the HR function is moving towards - as an employee intelligence function.
This was a presentation to the National Human Capital Conference (NHCCE) for the Northern Region in Penang on May 31, 2023
Understand the complexities of human behaviour at workplace -Rahul NamjoshiAnil Kaushik
The biggest challenge for any HR professional in media/Radio industry in the near future will centre how they leverage the evolving world of technology and countless systems designed to improve efficiency and productivity, without losing sight of the humanity that enables people to thrive in their role.
Similar to Expand scope and partner closely with business - Chandan Chattaraj (20)
Modern HR needs to move beyond rhetoric - Rajesh Kargeti, Vice President - HR...Anil Kaushik
To stay relevant, Unions should remain helpful to the industry. Instead of causing sabotage/threatening, they should innovate decent ways of protest and comprehend the fact that their survival is possible only when industry survives and grow. Their undue and irrelevant move can be so dangerous for large number of workers & their families, industry and national economy at large.
Time to focus more on EQ and Spiritual Quotient - Prof. Surendra Nath, IAS (R...Anil Kaushik
One of the qualities in our HR/ER managers should be to aim at maintaining a competitive edge in the market through better management of employee relations. Apart from established functions, HR managers have to develop EQ, spiritual and moral quotient to turn out more seasoned ER managers.
Social responsibility : Profit to purpose - Vinod Bidwaik, Director- HR, DSM ...Anil Kaushik
Corporate Social Responsibility is not just activity but the process. It should be run as a professional management process with a long - term strategy integrating with corporate strategies.
Ethics help building supremacy of organisations - Amit Das, Director-Human Re...Anil Kaushik
Given the speed of innovation and technological disruptions, many companies are finding it difficult to sustain the pressure of change hence number of cases of unethical business practice are coming to light these days.
Technology can aid business but it cannot replace human touch - Kankana BauraAnil Kaushik
There has been a massive transition in HR in the last few decades, moving from mere paper pushers to becoming strategic partners. Technology, analytics and robotics are fast gaining importance and certainly they have made processes easier and less people dependent. However, no technology can take over the emotions associated with people.
Success Mantra - A pendulum clock - Sudip SinhaAnil Kaushik
We must learn how to keep on moving with harmony, same speed with consistent successful journey irrespective of what is happening in the external world. Ups and Downs are the common factors in the external environment which is beyond our control, but we can learn how to control ourselves and keep our momentum upright like a pendulum clock.
Technology will be at centre for HR innovations - Aparna SharmaAnil Kaushik
In 2018, the focus is on technology as to how it can be used to find people (attract), connect people, engage people, even replace people - and what to do when that happens. For years, technology has acted as a tool to help with day-to-day tasks, but in 2018, technology will be adopted as a way of life in the workplace.
Are HR professionals ready to take the wheel for ride? - Vinod BidwaikAnil Kaushik
Don't be too cozy about HR automation or HR analytics. There are all tools. We should understand what is relevant to us and our business. Technology companies have their own marketing gimmicks to create the need of technology. Hence think twice about the relevance and context.
Tech, Telecom and HR trends for the millennial generation - Dr. Sujaya BanerjeeAnil Kaushik
There would be lots of opportunity for design thinking in terms of restructuring HR and the learning, talent management functions. This is going to be more challenges for HR, more learning for HR & talent managers in the current market space.
A year of mastering change and adopting technology - Dr. sanjay muthalAnil Kaushik
We today have in many industries where 4 generations are at work. How do you deal with each of their perspectives and expectations? HR Leaders are today challenged not only by external market forces but internally by employees, their aspirations and their expectations.
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
Modern Database Management 12th Global Edition by Hoffer solution manual.docxssuserf63bd7
https://qidiantiku.com/solution-manual-for-modern-database-management-12th-global-edition-by-hoffer.shtml
name:Solution manual for Modern Database Management 12th Global Edition by Hoffer
Edition:12th Global Edition
author:by Hoffer
ISBN:ISBN 10: 0133544613 / ISBN 13: 9780133544619
type:solution manual
format:word/zip
All chapter include
Focusing on what leading database practitioners say are the most important aspects to database development, Modern Database Management presents sound pedagogy, and topics that are critical for the practical success of database professionals. The 12th Edition further facilitates learning with illustrations that clarify important concepts and new media resources that make some of the more challenging material more engaging. Also included are general updates and expanded material in the areas undergoing rapid change due to improved managerial practices, database design tools and methodologies, and database technology.
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...CIOWomenMagazine
This person is none other than Oprah Winfrey, a highly influential figure whose impact extends beyond television. This article will delve into the remarkable life and lasting legacy of Oprah. Her story serves as a reminder of the importance of perseverance, compassion, and firm determination.
Leadership Ethics and Change, Purpose to Impact Plan
Expand scope and partner closely with business - Chandan Chattaraj
1. HR2.0:RethinkingChangingWorkWorld SPECIAL FEATURE
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CHANDANCHATTARAJ
President - HR
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Group
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BankLtd.,
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GuruvayurappanPV
Sr. Vice
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HealthCare,
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AjayKrBhardwaj
Vice
President HR,
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Noida
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Vice
President&
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BUSINESS MANAGER FEBRUARY 201814
2. BUSINESS MANAGER FEBRUARY 201819
SPECIAL FEATURE
BM Do you think HR has been
able to become a serious
business partner in 2017 -
something that was a buzz
for several years now?
CC We live in a world where
everything changes rapidly.
Continuous innovation and
technology advancements
create huge competition
among companies and thus
HR as a function needs to
stand tall with the
organization to face this
challenge and offer
solutions beforehand.
HR as a function has evolved
significantly during the past
few decades. The year 2017
came with lot of buzz words
and had served new dishes
on the HR professionals
table. Right from managing
millennials to ditching
annual performance
reviews, pay & performance
decouple, man machine
collaboration and battle of
apps etc., HR has lead the
battle in every ground.
No doubt 2017 brought new
challenges and opportunities along. What satisfies me as an HR
professional is the acceptance that HR as a function has created for
itself. The changing business environment has forced the leaders
to create a talent pool which is capable of handling the VUCA
world challenges and HR here is playing a pivotal role.
As we move forward, HR needs to raise its game by aligning its
skills and capabilities with the organization's vision. As HR
pursues its makeover, it's time that strategic role must now change
to meet the intense pressures of today's business environment.
BM Do you think HR transformation is important in this
technological age? If yes, why?
CC Today, almost every company is undergoing a digital
transformation. Cloud/mobile computing, artificial intelligence,
and increasing automation have created the potential to transform
nearly every aspect of a business and HR domain.
The convergence of mobile computing, sensors and artificial
intelligence is taking place simultaneously with an intense focus
on employee engagement, culture, wellness and productivity. The
result will be a new breed of products that will totally reinvent
what HR technology and HR itself can do.
HR will have to use familiar technologies to reach employees in
new ways, and use multiple channels to provide HR services
anytime, anywhere and on any device. If we do not adapt and
embrace the digital technologies, we run the risk of becoming
obsolete, which could deter some potential employees in today's
tech - savvy world.
In order to be relevant with this generation of employees it
becomes must for HR to not only adapt to the situation but also
offer solutions in advance.
About the Author
Chandan Chattaraj is the President - Global Human Resources of Uflex Ltd. He comes with extensive experience in People Development and Change Management from varied industry
sectors. An alumnus of Xavier Institute (XISS), he was conferred the distinguished Award of "The Most Powerful HR professionals of India" in 2010.
CHANDAN CHATTARAJ
President - HR (India & Global),Uflex Ltd.,Noida
Expand scope
and partner closely
with business
In spite of all uncertainties,turbulence and
digitalization,basis of HR is not going to
change wherein the HR has to engage,
reward and retain employees.
3. BUSINESS MANAGER FEBRUARY 201820
SPECIAL FEATURE
BM What were some of the biggest lessons you learned in 2017 to
take HR transformation to the next level?
CC Technology, business models and continuous innovation were the
buzz words for the year bygone and will continue to remain the
focus for the organizations in the future. The talent needs of the
organizations are changing by the impact of digital
transformation.
The year bygone has taught us to widen the scope of HR function
and partner closely with the business to achieve the overall vision
of the organization. We must first develop our own team's
capability in order to be ready to implement and benefit from
analytics and measure the functions contribution to business
value in rapidly changing business needs.
In order to sustain the transformation further, HR needs to have a
clear destination with an intelligently designed strategic roadmap.
HR will have to redefine itself and its value to the business by
making it evidence - based, using technology and skills that
capitalize on the immense value and competitive advantages of
data and analytics.
BM What do you think HR practitioners struggle most with, in
the new - age work world?
CC At the time when disruption has become the new norm, the
changing workforce trends and the dynamic business environment
poses some real challenges for the HR function irrespective of the
industry or geography :
Building a diverse talent pool : Managing a multi -
generational workforce, sourcing talent from around the world
and delivering on the people development imperative for
constant up skilling the existing workforce is the key. If left
unattended, this key differentiator of the business success
might drift and misalign with the business needs posing to be
one of the biggest challenges to handle.
Embrace the 'new age deal' : The new work equation must
realize that the millennials are now the dominant workforce
and an organization's culture should be strategic enabler for
managing this change.
Career development : Today's workforce demands
transparency around careers and career moves not only on the
reward front but also at the engagement level. Retaining the hi-
potential employees of the organization is critical to the success
of the organization and one of the challenges faced by the HR.
BM How did HR employees and senior management team
members respond to the HR transition vs other employees at
the workplace?
CC The HR transition in the age old organization is no easy task. In an
organization where the function has always been understood for
its transactional role, moving towards a strategic role calls for
being challenged at every step taken.
For us at Uflex, managing these hurdles and proving the function's
ability to demonstrate value by being an integrated driver of the
business was the need of the hour. The moment we embarked on
the journey of HR transformation from years back we were fully
conscious of the fact that we cannot work in a traditional, classical
way of putting HR tools and techniques in place in a sequential
manner. We knew that we have to be bespoke & work as per
requirements and acceptance of our business leader. Today, the HR
stands at a very responsible position placed with lot of
expectations from the leadership team. The HR transformation at
Uflex was a phase where the entire organization experienced a
change where discomfort and resistance was an expected reaction.
Although strong communication played a vital role, investing huge
amount of effort to get people engaged was the key. Today, HR at
Uflex is about the influence it brings to the table of the business
leaders by the means of powerful tools that support the business
strategy and leverages its crucial resource - the people.
BM How do you see the HR
landscape changing in the
present business scenario?
CC The present business
scenario is turbulent and full
of uncertainties. To be of
relevance, the HR must
understand the megatrends
reshaping the world of work
and the impact they have on
the workforce. Technological
breakthroughs, demographic
shifts, data and analytics are
shaping the workforce; to
manage these changes
effectively requires HR to
disrupt itself and reinvent
its services. Looking across
the HR transformation
journey, we can now
recognize three critical
phases which HR teams are
moving through - effective
HR services and
transformation, focus on
business impact & result and
digitization & automation.
The challenge today,
perhaps, is to accelerate the
journey. Perhaps by starting
with the end in mind would
help HR practitioners across
companies to have an impact
on HR efficiency, employee
experience, and business
impact and sustainability.
BM When you look at next 3
to 5 years - what's your
prediction for the future
with respect to HR
technology?
CC HR technology will be all
pervading wide and deep in
the HR function in the next 5
years. HR analysis will
become a very important
vertical of the function and
the whole employee life cycle
will be managed by
automation. One very
important development
which is now breaking
through and will encompass
HR function is the HR
automation on cloud. This
will certainly open new
horizons as technology will
become less costly, more
convenient and user friendly.
HR needs to realize that
digitalization is their friend,
and the leadership team needs
to understand the new value
HR delivers, which has
changed significantly. Having
said that, the basis of HR is
not going to change wherein
the HR has to engage, reward
and retain employees. BM