Reflections - 2020

During last couple of months, I have been part of various panel discussions and webinars with distinguished and varied co-panelists, some of whom are noted academicians, entrepreneurs, business leaders and HR professionals. I had the opportunity to discuss diverse topics viz., technology, digitalization, innovation, education in new normal, women empowerment, diversity & inclusion, changes in labour legislation, future of HR, so on and so forth. I was reflecting and introspecting my learnings during these interactions and some of my key learning during these interactions are listed below.

First and foremost, this unprecedented pandemic has shown us how vulnerable we are regardless of our culture, customs, economic status. We have faced profound and frequent changes in health, hygiene, mental well-being, economic status, and the list is endless. I learnt that we must become aware of our thoughts, actions, behaviours and understand how to realign ourselves for a more meaningful, sustainable, healthy, happier and enriching life. To my mind empathetic leadership with deep rooted sense of purpose and the intent to serve the humanity is the need of hour.  A few critical areas which needs focus in days to come are:

1.     Need for Agility

HR needs to be nimble, responsive, transparent, digital savvy to provide instant optimum services to all stakeholders. Agility and collaboration must be imbibed in the culture of organization. COVID 19 has taught us to prepare ourselves for quick changes in systems, processes, procedure, methods of working, more so a new way of doing business. While having agile mindset; our systems, processes, practices, data structure, values must support the entire eco-systems to become successful and sustainable. It was really encouraging to see adoption of technology was the best during these days. We discussed this in length during the webinar on “Reimagining HR & Leadership in Uncertain Times” organised by S P Jain School of Global Management as well as in Mercer Roundtable – 2020.

2.     Need to leverage Technology

Today digital technology is more important than ever before, and it is not a luxury rather absolute necessity. As an existential priority, we need to embrace technology in all areas of business operations including HR. There is a growing sense of urgency to empower and engage people with the help of AI / ML / DL in order to transform and optimize business operation, thereby creating value for money. Technology is creating revolution in the area of Learning & Development, Employee Engagement, Talent Acquisition, data analytics etc in HR. Optimum use of technology was repeatedly mentioned by my co-panellist in some of the forums wherein  I had the privilege to contribute such as "Moving from Complex to Strategic Role in Technology in Manufacturing Industry" by SHRM, “Tech – Talk CEO Roundtable” by Dun & Bradstreet, “Bringing in Innovation: Being a Creative, Digital, and Considerate Employer” by ET HR World.

 3.     Need to address the pursuit for Personalization

Who does not like to get personal attention that too in such a large competitive world? Each one of us is unique and have our own preferences, credentials, needs etc. Technology with the help of AI/ML helps us to address the unique needs of individuals.  Technology today helps us to communicate with incumbent by insight-driven personalised manner and some of the examples such as, a personalized interview call letter or a regret letter to a candidate using the AL / ML from the data gathered from the resume or the interview feedback from the panel members. Learning & Development space is leveraging this potential in digital learning by feeding relevant content, course, and material in line with the needs of the learner like Netflix does. Interesting discussion took place regarding the same during the webinars on Vision 2025: Recruitment in five years by Skillate, Webinar in Madras School of Social Work, Digital VC Nano Conclave organised by TCS iON.

4.     Need to utilize Data Analytics

Data is new oil. Digitalization has enabled hundreds of touch points to provide data points to make effective decision through data analytics. In HR space touch points of employees starts from the facial recognition for attendance and entry to office premises, pulse feedback to regular data collection through structured surveys. We can leverage these touch points for vital business decision making, right from mood analysis or sentiment analyses to predictive, preventive, and prescriptive analytics in all areas of HR & business operations. One of the noted case studies is on HR Analytic is Google’s Project Oxygen. We discussed in length on the power of data analytics in SHRMI20 Webinar, TECH TALK – CXO Roundtable by Dun & Bradstreet, Virtual Panel Discussion by ISTD, Delhi Chapter etc.

5.     Need to adapt to boundary less work environment

As deliberated in forums like RICS HR Roundtable, CII Global Summit – 2020 Womenomic, Webinar by The Madras Chamber of Commerce & Industry, the current pandemic has led us to think, revise our priorities and look at a new way of life and work. Work from home which was treated as a privilege given to a few to assist during certain needs, has become a new normal. Work from Home or Work from Anywhere, in simple terms, boundary less workspace has become the new normal due to necessity as well as an opportunity with the evolution of technology. This dynamic business environment has taught us how to leverage skills of all employees, including gig worker, niche worker irrespective of nationality, ethnicity, gender, age, religion, belief, differently abled, and sexual orientation. Last but not the least, while adopting a new way of working framework, we should not forget relevance of mental wellness, trust, ethics which are pillar for success in new way of work structure. 

 I see everything as an opportunity. Since every cloud has a silver lining, I believe this is also an opportunity for us to re-think, re-prioritise, rejuvenate, and re-set ourselves in order to create a more meaningful, sustainable, healthy, happier and enriching life.  

 Wishing you all and your family members a fabulous and fantastic 2021.

Author: Dr. C. Jayakumar, Vice President & Head – Corporate Human Resources, Larsen & Toubro.

Note: The views expressed above are exclusively personal and may not resonate the views of the organisation or of any other panel members.