BM: Do you think HR has been able to become a serious business partner in 2017 - something that was a buzz for several years now?
CC: We live in a world where everything changes rapidly. Continuous innovation and technology advancements create huge competition among companies and thus HR as a function needs to stand tall with the organization to face this challenge and offer solutions beforehand.
HR as a function has evolved significantly during the past few decades. The year 2017 came with lot of buzz words and had served new dishes on the HR professionals table. Right from managing millennials to ditching annual performance reviews, pay & performance decouple, man machine collaboration and battle of apps etc., HR has lead the battle in every ground.
No doubt 2017 brought new challenges and opportunities along. What satisfies me as an HR professional is the acceptance that HR as a function has created for itself. The changing business environment has forced the leaders to create a talent pool which is capable of handling the VUCA world challenges and HR here is playing a pivotal role.
As we move forward, HR needs to raise its game by aligning its skills and capabilities with the organization's vision. As HR pursues its makeover, it's time that strategic role must now change to meet the intense pressures of today's business environment.
BM: Do you think HR transformation is important in this technological age? If yes, why?
CC: Today, almost every company is undergoing a digital transformation. Cloud/mobile computing, artificial intelligence, and increasing automation have created the potential to transform nearly every aspect of a business and HR domain.
The convergence of mobile computing, sensors and artificial intelligence is taking place simultaneously with an intense focus on employee engagement, culture, wellness and productivity. The result will be a new breed of products that will totally reinvent what HR technology and HR itself can do.
HR will have to use familiar technologies to reach employees in new ways, and use multiple channels to provide HR services anytime, anywhere and on any device. If we do not adapt and embrace the digital technologies, we run the risk of becoming obsolete, which could deter some potential employees in today's tech - savvy world.
In order to be relevant with this generation of employees it becomes must for HR to not only adapt to the situation but also offer solutions in advance.
BM: What were some of the biggest lessons you learned in 2017 to take HR transformation to the next level?
CC: Technology, business models and continuous innovation were the buzz words for the year bygone and will continue to remain the focus for the organizations in the future. The talent needs of the organizations are changing by the impact of digital transformation.
The year bygone has taught us to widen the scope of HR function and partner closely with the business to achieve the overall vision of the organization. We must first develop our own team's capability in order to be ready to implement and benefit from analytics and measure the functions contribution to business value in rapidly changing business needs.
In order to sustain the transformation further, HR needs to have a clear destination with an intelligently designed strategic roadmap. HR will have to redefine itself and its value to the business by making it evidence - based, using technology and skills that capitalize on the immense value and competitive advantages of data and analytics.