HR Won't be same in EPC

I always believe and say that Human Resources won't be same as I am there...:), I see nothing wrong in challenging old Lutyens style of approach & practices. For any HR practitioner who has a heart in business and business in heart knows the real reason that why this approach still works.

BIG data question, How long? The game out there is on lord darwin theory " Survival of fittest " here the game of rule has changed fastest is consuming the slowest & agility a new hygiene.

Challenges : It is always said where water is the boss, there the land must obey but I will go with this African proverb "Teeth do not see poverty".. so let's chew this off through HRevangelism.

When I look out today across the HR landscape, I see a tremendous spread of opportunities !! Those in the EPC HR have the chance to truly bridge the gap with the profession as the whole array spectrum is amazingly broad.

Get ready to experience the whole cycle of change - "First they ignore you, then they laugh at you, then they fight you, then you win". Each day a new chasm - either you need to convince or get convinced, some day you let go some, to win many next day. The Status quo shall look at you to challenge; but challenge at right time, some day will give you a chilling effect, some day you may get chilly, some day you go heartless, some day you got to go home with heavy heart.

Now, this meant to be persistent and far-reaching. It is a wake-up call to the EPC HR community & probably this may jack them up about who we are and what we do.

• Stop being known as support function; disowned this title, feel no proud in being called as a transactional contributor.
• Breathing industry for a while now, it prefers grey over black. But the future of EPC is how you transfer your knowledge to millennials through mutual respect.. "smoother the process greater the competitive edge".
• Be accountable to closure, remember you cannot build a house for last year’s summer.
• Understand business to each nuts & bolts. Be the spanner each initiative should be tightened as per business needs.
• Gunning for success, do not take any decision without analytics. It won't sustain.
• Make your HR policies for the people not against people. You will only get challenged and arm twisted each day; it would lead to dissatisfaction, heartburn, ego issues and mere waste of time with no addition in values.
• Feel proud in leading the initiatives and do not get blowdown to budget codes & manhours.
• New Intervention/Initiatives: HR to play outside in Role, need to move from regular execution and experience, adapt, sustainable initiatives from other industries.
• Create a success profiling and not competency profiling/matrix
• Think of Employee value proposition and not of TAT
• Stop being reactive, be proactive.
• Make each business leader as HR leader
• Remember HR is not safe only with HR

LAST BUT MOST IMPORTANT: - HR primary role is not only to maintain & live values, but also to create value. HR excellence has to be in the right mix with business team.

Predominantly it's a prime responsibility of HR practitioner's who need to develop the taste bud of HR in a business leader, they should show how the success looks like with HR. Each initiative should be shown with a proven business impact and empirical business analytics.

He that beats the drum for the mad man to dance, is no better than the mad man himself...