Harnessing GenAI For Agile Adaptation

In the ever-evolving landscape of HR management, embracing technological advancements and understanding shifting workforce dynamics are paramount. As we navigate the post-COVID era and witness the rise of Generation Z in the workforce, Shruti Tandon, Managing Director – People Enablement, Nagarro, believes that HR practices must adapt to attract, retain and empower talent effectively. From leveraging AI to enhance agility to redefining employer-employee relationships in hybrid work environments, the role of HR has never been more crucial.

How has GenAI impacted HR practices, and what steps can be taken to leverage this technology for enhancing agility and future readiness?

On an HR level, think about all the tasks that are easily automatable. Think about the number of CVs we have to go through. Now apply GenAI. We are leveraging GenAI to become more efficient. This means we can scale and adapt very quickly. The opportunities and challenges we face today happen very quickly, and now we can face them in a 'fluidic' fashion. As a company, we must ensure colleagues have the necessary skills to leverage this technology to enhance agility and future readiness. This involves integrating technology as an enabler across the ecosystem and focusing on value creation rather than just selling technology. As we transition into 2024, preparing for the impending changes is crucial by prioritising skill development and embracing technology as a game changer.

What HR practices do you believe are essential for enhancing talent retention and talent acquisition strategies in today’s competitive landscape?

We live in a different world. It used to be that talent acquisition and retention revolved almost exclusively around the salary. Today, Individuals seek purpose and meaning in their roles, desiring to make meaningful contributions regardless of their position within the organisation. It is no longer just about the salary. HR practices should focus on the following key areas:

• Clearly Define Talent Needs: Articulate the specific skills, qualities, and experiences required for each role within the organisation. People need to be at the right place to succeed. 
• Utilise multiple channels and methods: Employ a variety of recruitment channels and methods to attract a diverse pool of candidates, including online job boards, social media platforms, and networking events.
• Engage and nurture candidates: Establish meaningful connections with potential hires by providing personalised communication and ongoing engagement throughout recruitment. 
• Provide feedback and recognition: You need to realise that people are used to a form of immediate recognition. The days of yearly reviews are long gone. You need to offer regular feedback to employees regarding their performance and contributions and recognise their achievements. You need to foster a culture of appreciation and motivation. 
• Offer Learning and Development Opportunities: Invest in employee growth and development by providing access to training programmes, workshops and mentorship opportunities. Tech moves fast. We move smart. If you do not future-proof your colleagues, how can you future-proof your clients?
• Support Career Growth and Mobility: The days of a single career path are gone. People expect growth, but not in the linear way we once understood. We need to create pathways for career advancement and mobility within the organisation, allowing employees to pursue new opportunities and roles as they develop their skills and expertise.

Additionally, consider implementing flexible work arrangements, such as remote work options or flexible hours, to support work-life balance. Encourage employees to take time off for relaxation and personal pursuits, promoting a healthy and fulfilling lifestyle that contributes to overall job satisfaction and retention.

In light of post-COVID future work trends, how do you see the employer-employee relationship evolving, especially with some companies embracing hybrid work models while others push for a return to the office?

Workplace culture, employee branding, and retention are often deemed less critical in economic gloom. After all, less hiring and fewer jobs means companies can focus less on being attractive workplaces. You may even see some companies trying to return to pre-covid days. That may work for the short term, but it is not sustainable. It is impossible to stop change once it has begun. So, the companies that have invested in workplace culture and continue to do so will have an edge in the future. Workplace culture will also be impacted by technology. Gen AI will provide opportunities to do things differently, and having a clear and reassuring vision of how you can utilise it to help your workforce and not replace them will play a critical role in 2024.

Why is it crucial for HR and business executives to work in synergy within an organisation, and what steps can be taken to ensure effective collaboration between these two functions? 

Effective collaboration between HR and business executives is crucial for maximising efficiency. How can HR meet the company's needs and priorities if HR does not know or understand them? HR is pivotal in facilitating communication, recruitment, and fostering a collaborative mindset. Recruitment efforts should focus on candidates with adaptability, emotional intelligence, and cultural fit. These are the candidates that can thrive in your organisation. We can do so by encouraging open communication and utilising collaboration tools to enhance collaboration further. We can also ensure that our colleagues are ready to scale with us by providing training and support in tech and communication skills, ensuring effective upskilling of team members per the organisation's needs.

Considering the preferences and expectations of the Gen Z workforce, what key HR strategies do you believe are essential for attracting and retaining talent from this demographic? 

Recruiting and retaining Gen Z talent requires a strategic approach tailored to their unique preferences and expectations. Here are the key strategies identified by AI and the LinkedIn community:

Offer flexibility and autonomy: Gen Z values work-life balance and autonomy. Providing flexible work options, such as hybrid models and personalised career development, is essential.

Showcase purpose and impact: Gen Z seeks purpose-driven organizations. Highlighting your company’s mission, social responsibility initiatives, and diversity efforts can attract and retain Gen Z talent.

Leverage social media and video: Gen Z is digitally native and active on social media platforms. Utilise engaging content and strong employer branding on various platforms to reach potential candidates.

Provide feedback and recognition: Gen Z values continuous learning and growth. Offering regular feedback, recognition, and coaching opportunities fosters their development and engagement.

Embrace diversity and inclusion: Gen Z celebrates diversity and expects inclusive workplaces. Prioritise diversity in recruitment, use inclusive language, and ensure fair and unbiased processes.

Invest in technology and innovation: Gen Z is tech-savvy and expects access to innovative tools. Investing in technology upgrades and providing choice-driven IT policies can attract and retain top talent.

By aligning recruitment and retention strategies with the preferences and values of Gen Z, organisations can build a diverse, engaged, and innovative workforce for the future.