The crux of Realigning HR ft. Nimisha Kunnath Chatterjee

Q: As an HR professional what do you think should be done differently in the HR space?

Nimisha Kunnath Chatterjee:
The first thing we need to understand with that kind of change what we are going through in pandemic, pre pandemic during the pandemic and post standard make that is don't be able to not see that post, but still as we are evolving, one thing is very certain. That is the roles are changing. So when we talk about roles of course of technology used in HR is also changing. And hence it's very important that we need to realign our thinking. So the first important thing, what most matters to me is riskily, or, you know, so the first thing I would say that it is business acumen. So it is very important as an HR professionals that we need to correlate or work together with the business, because though we are embracing the technology, but that is how the business is run.  

How the business is run, the products, the services is secondary, but it is the people. So how, as an HR is collaborating with the business and making it a strategic, vision for the HR department or for the HR function to correlate and then achieve the organizational excellence is what matters in DSTs. So that's what I would say in terms of, the first thing on business acumen. Secondly, definitely, the growth mindset, because we need to change our mindset as an HR professional, what is perceived as an administrative local to innovation. And that is very relevant, which we had seen during the pandemic, because the organizations of which have pleased HR as an important role, other function were able to come up, you know, during the pandemic, but then those of the organization where HR were not playing an important or had to face difficult circumstances or the situations, because being operative to that reactive mode to how you can, you know, work in that proactive mode that is, developing your future leadership, you know, how you are able to consolidate a process, how you're able to build a culture of recognition.  

That is something which, comes into terms of growth mindset. And of course, with influence how you're able to create an impact. That is one thing which is very predominant during the pandemic time, which we come across. Apart from that, I would also say with the pandemic, we all have come to the remote working. So when we say remote working, it had also led to various demographics, right? We have seen obvious kind of demographics into our organization. So as an HR, how are you able to engage the various demographics in your organization? What kind of new role or agenda are you trying to build on, which is trying to focus on the outcomes rather than your traditional approach? That is what the HR responsibility and, HR cannot transform itself alone because the responsibility, as I mentioned earlier, it belongs to the CEO or the senior leadership, as well as the line manager or the full spine managers, because that's how we are going to achieve businesses results.  

Q: What are your thoughts on the role of Automation in HR?  

Nimisha Kunnath Chatterjee:
So, yes, future of work, which we are going to, you know, talking about it. So the most important thing, in terms of future of HR, I would say there are going to be a lot of focus on definitely the employee experience. So when I say employee experience in hire to retire moments and that is a complete employee life cycle from onboarding, from your talent attraction, from your onboarding, from your talent development. So how are we going to add on the employee experience element, because now, we don't want it to have what, I mean, sit to the laptop and go to it. We want it with an ease to the mobile phone or to the apps. If we can apply for the jobs, that's how we can make it seamless integration. Secondly, we would not have anyone, you know, physical space, they're going to be hybrid workplace.  

So how can we make the onboarding, though it is digital, but then how we can make it more, you know, a human element? How can we add it, talent development, the learnings, how are you giving the feasibility to, you know, learn from the courses, whether it is from LinkedIn, Coursera or any other digital platform, all with your own, you know, platform LMS platform in the organization that flexibility. And of course, the retention, the exit part, you know, so how are you making the feel good factor because they are going to be your employer, employer brand, that's going to be the brand and the culture they are going to represent the exit employees. That's one thing about, to put it across. I it's, it's going to be on employer brand culture. It is going to be on the digital, analytics.  

And of course the, you know, the learning and change, because it's very important that as an HR itself, we need to innovate our practices, invest in our, innovative HR practices and also upgrade the HR professionals. So as an HR, it's very important how we can upgrade ourselves to that industry latest practices or what's happening, in your particular industry. So that's, that's going to play an important role and of course, becoming a change agent. So examining your current state and asking, you know, whether we have the people competencies, do we have the people competencies we need to deliver for our organization strategy and then how we can create a success story to identify those gaps and incorporating the feedback from the employees and then how we can draft a plan and then be patient because that deployment might not be the way you have thought about it. So it's very important how we can be prepared for our continuous refinement, because all is changing. So with these things, the future of work, and of course the last thing which I, wanted to mention as focused on cybersecurity, with so many technologies coming in place, you are not in a proper structure, so you are operating from your home. So how are you able to focus on the cybersecurity policies, that's important.

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