SHRM Tech conclave 18 - A cut above

Attended enriching sessions in SHRM tech conference held in Hyderabad on 26th and 27th April 2018 in Novotel, HICC with about 1000 Human Resources leaders participated in the igniting deliberations predominantly on technology innovation and how the world of work and employment should be looking like. It is about Re-Architecting and re-shaping the future of work in the advent of cognitive, Robotics and Automation coming into the foray of organizations. The tech conference literally un-covered significance of some of the trending technologies such as AI, Chatbots, Machine Learning, Automation, VR & AR, Innovation, Human Resources Analytics, and others. This is bigger and bolder event that shed light on the role of HR & Talent leaders and driving them away from mere transnational to transformational pinnacles. The need of HR to manage generations right from millennials to baby boomers as the attraction, retaining and development of the resources is increasingly becoming fierce for the ultra-niche skills such as above.

Vineet Nair’s 30-minute key note session has been very inspirational and thought-provoking uncovering on how HR is at Cross Roads in the age of technological disruption and what kind of role to be played to transform organizations and create high performing teams. Such teams capable of delivering results which are, otherwise would have been merely impossible for the ordinary by quoting “Ant and Butterfly theory”. How HR and Talent leaders play catalyst role to deliver excellence on high gear and subsequently improve potential of the workforce. This includes how ant hills have been there traditionally for decades that got transformed into butterfly mansions with younger generations flying high with their innovation unlike earlier ones. also recalling Kodak moment where the company went into insolvency due lack of innovation and not envisioning digital revolution, subsequently was dethroned. No one is exceptional from being extinct either organizations or people if one does not embrace Innovation, design thinking and up-gradation. HR to play the pivotal role to transform their human potential while the war for talent is brewing at its peak and skills has come become a new currency.

Raymond’s gave anecdotes on how Chatbots, Robots and AI is crawling under the carpets including in the factories and manufacturing organizations. How a Sewbot revolutionizing entire cost eco-system from whopping 7.5 USD/per unit to 33 cents in the garment industry, this innovation is already operationalized and the matter of time that it will invade to into other countries to keep human in the loop again. Also printing technologies are also fast approaching into their lives which will also remove human interventions. Their inaugural statement was “We have problem because robots are coming”, such disrupting technologies awakened them to be watchful for being competitive. To stay ahead of the curve, they founded unique theory called Baywatch theory which is a set of teams that keep a tab on innovation across the world in their industry and try to implement those techniques to build specializations in the organizations. It is very interesting concept to be ahead of the competition and embracing modern techniques while dealing with technology and humanity.

Speakers and Leaders deliberated plethora of new technologies disrupting every industry such as VR (Virtual Reality) and AR (Augmented reality) which has mammoth 200 billion dollars business. Self-driving cars are at the cusp of test trails and Self-driving tractor are going to hit the farming world and being unveiled by Mahindra. Domino’s self-driving bikes and taxis being inducted in the USA which improves the speed of the delivery. Amazon and Alibaba warehouses are deployed with robots that removes 70-80 manual interventions including Amazon’s warehousing in the sky. Walmart implements virtual reality technology to effectively stimulate customer environments. Also, Airbus and Nissan finding ways to leverage Co-bots that will work alongside humans which drastically reduces mundane actions but calls for more specializations, such as cognitive, complex problem solving, writing algorithms, Extreme innovation, also some of the soft and emotional intelligence actions which can only possible with humans. As per Gartner research report 25% of mundane work can be taken over by AI, Chat-bots, Humanoids and Automation but they cannot completely replace humans.

Jeff’s, (Deloitte consulting) technology session specific to newer technologies is also equally inspiring and productive for human resource folks. He touched upon Smart phone revolution, Data Science, Job Vulnerability to automation and coping to it, explosion of contingent work force in employment landscapes including Contractor, Gig workers, freelancers and crowd workers play instrumental role. Also took a deep cut into Cognitive and sensory technologies that will have great impact in the industry. Digital is also one of the disruptive platform that organizations must embrace to stay current. He touched upon how future of work changes organizational design and behavior and how does the future of work change leadership and their innate traits. It is such a deep dive session on the entire tech landscape and our preparedness from the impending avalanche.

Jayesh Ranjan, IAS who has given insightful session on the government’s role specific to skilling, skill development and TASK (Telangana academy for skill and knowledge). The kind programs being run by the finishing school for its engineering graduates and extending employability in some of the large and small organizations. Extremely helpful session for Talent professional to further reach out to this academy for any hiring needs and his helping hand to tailor the curriculum and technology of the industry.

SHRM also unveiled Deloitte human resources trends 2018 in the hands of Johnny C, Taylor, Jr and others from Deloitte in the presence of 150 CHROs and business leaders from their research of more than 50 countries including USA, India and China that surfaced very interesting trends for this year with a theme of “ The rise of the social enterprise”

In the advent of changing talent scarcity and newer technologies with intense talent war for skills brewing across the globe, the demand for ultra-niche skills at its tipping point. but the supply seemingly less for automation, IA, Machine Learning, IOT, others that is throwing opportunities for the contingent work forces such a Contractors, Freelancers, Gig workers, and Crowd workers. Such work force to can be leveraged by organizations for their talent needs. About 77 million freelancers are available in India, Americas, and UK alone with close 40 % work force in the USA is contingent in nature.

Capital is available but not skill therefore organizations go all out to tap, attract, hire, retain and develop its workforce with newer techniques including agile reward programs and extremely enriching tech careers to enchant employees to increase longevity. There is shift from experiences to careers, Organizations are focusing on upskilling, cross-skilling and re-skilling activities to re-designing their careers to stay current.

A perfect employee can deliver right goods for the organization be it services or product industry. Creating right work eco-system and environment including well-being of employees. Employee well-being at center stage right now, the well-being including physical, mental, financial, social, and spiritual health is becoming a corporate responsibility for the better and engaged productivity.

The communication eco-system is much more robust than ever now, Employee are hyper-connected on messaging and social networks in the organizations. The messaging platforms such WhatsApp, Telegram, Facebook messenger, Hike messenger, Slack, Digital communication channels making more productive and efficient employees. Organizations must determine which one fits better for their work and deliverables and deploy them but not shying away from them.

Data speaks louder than actions that will determine the business decisions on people and its analytics. People data is extremely important to give opportunities for the better hiring, retaining and developing decisions for the organizations. Data will throw analytics on hiring conversions, Lead times, Cost-per-hire, Diversity & Inclusivity metrics, may be money spent on agencies, Attrition, and other key analytics for determining the performance of the department. Now this has become an important tool for HR & talent leaders in their journey to make them extremely effective.

Also, may be one of the best sessions that entire HR fraternity got galvanized in the fag -end of the conclave by Sunita Bhuiyan who electrified everyone with her enchanting music melodies through violin. She is a recipient of Indira Priyadarshini award for music. The session lasted for 1 hours with her electrifying music therapy that rejuvenated mind and soul. The session also named as leadership and change through music and I cannot agree more than this after 1- hour musical session with her. The timing, Synergy, Team boding, Team appreciation for each song is marvelous from her 3- member team. This session has got standing ovation from human resource community for multiple times during the session.

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