Agility and flexibility remain key for HR organisations to meet their current and future challenges. It is a great time to carefully review our assumptions and plans for organisation culture, the orientation of leadership, the impact of firm structure, and the manner by which we approach managing...
HR will be looked as the Real Business Process Leader who will be very approachable, be the voice of the employees, think to work on their mental wellbeing, keep them motivated and engaged by even modifying the Company's Vision, Mission & Values, Policies & SOP's.
As the future of data analytics certainly looks exciting as we can expect newer and advanced technologies, making it imperative for the human capital to be forward thinking and empowered enough to be ahead of the times with data analytics.
The need for an integrated transformation, particularly in areas of culture, talent, and HR area is long over-due. Coincidently, such a transformation will not only alleviate many of the legacy challenges, but will also prepare PSBs towards the emerging future of banking, which is likely to be...
The ability to link business performance parameters with personal aspirations and the growth path of the employees on the strength of predictive and prescriptive analytics should help create an environment of trust and transparency that would be welcomed by employees.
The organisations are becoming more technology centric and are taking away human interface. There are increasing demands form workplace and family creating stress at individual level.
Gone is the era where incumbent use to talk about take home salaries, with increasingly global business environment people are looking forward for holistic pay packages that involves compensation, benefits and wok life effectiveness.
Organizations would need to 'take care' of employee health holistically - healing the body, mind and spirit. The challenge given the focus on cost and competition is the degree to which this becomes a priority beyond well intentioned 'sound bytes'.