Current pandemic a boon or bane??

Covid situation has impacted many organizations’ adversely but for some it has turned out be a boon, the entire IT industry is riding a wave of digitization across industries. This phenomenon is only likely to garner further momentum. This article is not about which industry is doing well and which is not! you are all aware of the same.

For someone working in the HR in IT or such other industry space this should be very busy period, especially with industry clocking an average 15% attrition rates.

However, here is my take on what HR should be working and seriously reworking on: ?

1.??????Relook at the Job description of every job along with Department heads and senior leaders: Rewrite the job description for every role with intent to:

a.??????Identify activities which can be eliminated

b.??????Identify activities which can be automated or outsourced. With AI and other intelligent tools available, most of routine and few non routine activities can be automated or digital tools can vastly enhance productivity.

c.??????Identify opportunities for role enhancement (adding more value added aspects into the role)

d.??????Identify if the role can be or else what needs to done if the role needs to be ear marked for gender diversity or Localization (in GCC countries, enhancing employment ratios of local nationals is key requirement).

e.??????Identify opportunities for multi-skilling (for taking up enhanced rolls) and double hatting across projects/ departments/ divisions/businesses).

f.???????Identify skills requirements as per the strategic business requirements.

The focus is to remove drudgery from the job and provide the job holder various value adding opportunities thru learning and growth.

2.??????Skill matrix: Based on the above, one is likely to come up with a very different skill requirement for the role holder going forward. Every role and role holder needs to evaluated based on:

a.??????Current skill requirements Vs Future skill requirements for the role

b.??????Role holders Skill Gaps (at each of the skill level)

c.??????Identify, how this skill gap could be bridged.

3.??????Identification of strategic Capability gaps within the organization: These are capabilities which organization considers as must for its success and leading the way to business excellence and dominance in the business arena. Leadership needs to do some soul searching and identify these Capability gaps which are business critical.

4.??????Bridging the Skill gaps and Capability gaps: ?The generic training and development needs to make way to focus on this. Survival of business would depend on efficiency, productivity and core skill excellence.

a.??????Identify internal SME (subject matter experts) to assess the skill gaps.

b.??????Support SME’s to develop Training modules for individual skills with assessments built in. Convert these into Self Learning Video modules for future batch training and assessments. (Number of agencies support in creating content videos and voice over from a given training script). These can be repeatedly used for future training and review of participants and can be secured as part of knowledge management within the organization. Participants can also refer to these at any time and SME’s can further improve /amend/add as required in future.

c.??????Capability building modules for developing leadership and core competence within the organization. Leadership team needs to personally get involved in developing case studies, practical and interactive sessions to articulate and deliver these programs to next generation talent pool.

d.??????Develop appropriate recognition and rewards to internal SME’s and Capability building faculty members. Provide opportunities and develop internal trainers and facilitators and provide them training in training techniques thru train the trainer programs.

?5.??????Talent Management: Identification, training and grooming of the key talent by providing them a clear career growth road map which would further organization strategic road map of enhance productivity and efficiency thru role enhancement, double hatting and role stretch and meet the growth aspirations of the employee in terms of role and compensation.

The current situation can be converted to the organization’s strategic advantage if one steps back and take stock of organization’s business opportunities. HR can be a strategic tool for business success. Critical relook at HR systems and leadership capability may add value.

If you wish to discuss on ideas to convert the current difficult pandemic situation into a great opportunity to strengthen your business, please do reach out.