HR Managers needs to understand the job requirements well: President, HRD & OD, House of Hiranandani

In an exclusive interview with BW People, Rekha Shetty President, HRD & OD, House of Hiranandani, talks about their Talent Acquisition strategy for 2018, the best HR Policies to keep employees motivated. She also underlines the latest trends in the HR industry. 

Edited Excerpts from her interview.

1. What is the value of Wellness of your workforce? What steps are you taking for it in your organization?  

As an organization aiming towards PCMM level 5, we believe in Wellness being a key contributor in motivating and engaging people in being productive – all of which directly impact a company’s business results. Infact there is nothing better than good happiness quotient within an organization.

Our HR architecture is aligned with Business goals and we provide professionals with well-defined goals+ business plans, optimal resources and technology, adequate learning opportunities and good HR governance. 

We also have the concept of Super Saturdays, wherein Doctors from the Dr. LH Hiranandani hospital conduct talks and wellness sessions for departments at regular intervals. Super Saturdays also encourage weekly sessions of fun / games and employee bonding.

A people centric culture keeps attrition low while attracting talent and sustaining growth / innovation and excellence. 

2. What is the importance of an inspiring workplace? 

In a knowledge economy, culture can at times be defined in an amorphous manner. Hence we try to foster a work culture that encourages creativity, empowerment and knowledge sharing and problem solving. Business goals can only be achieved if you attract the right talent. Inspiration awakens us to new possibilities by allowing us to transcend our ordinary experiences and limitations. It propels a person from apathy to prosperity, and transforms the way we perceive our own capabilities. 

We sustain a robust Suggestion scheme that encourages ideation from the grassroots levels wherein successful ideas are suitably rewarded.

HR has to enable a high performance culture and climate alongside effective policies.  Successful talent acquisition and a strong leadership pipeline is half the battle won. HR then has to foster collaborative behavior by teams reflecting upon customer focus and responsiveness / effective product development / quality and productivity. HR strategy has to be in sync with organizational vision.

We have an effective appraisal and reward mechanism. Human capital is as important to us as our customers. Overall we strive to provide a democratic and laissez faire culture.

3. Can we leave an important decision as hiring on a Robot? 

Robots or AI cannot replace the human element in hiring. Though the hiring process has transformed considerably, the core of recruiting profession –that involves personal and emotional engagement - can’t be replaced by technology. However, technology can certainly be leveraged during the hiring process to narrow down the pool of candidates and support the employer in the decision making process.

4. What are the challenges of working with instant gratification seeking millennials? 

Millennials want to be engaged in roles that optimally utilize their talent and harness their potential. An effective performance management system based on trust and respect culminates in overall organizational and employee happiness quotient. Though annual appraisals are routine initiatives, they expect rewards and incentives which are more important to them. As the workplace is evolving and employee expectations are changing, HR policies need to keep up with the dynamic environment.

5. How should a CEO and CHRO bridge the skill gap? 

For an organization to be effective, it needs to understand the skills required in the present and future at every level to stay ahead of the competition. Managers should work with employees and align their learning needs according to business requirements, with the help of individual development and performance plans. There is considerable benefit in re-skilling current employees to fit the needs of the business. It is important that the company gives continuous training / opportunities to develop their skills and it has to be an ongoing process.

We believe in a learning organization based on identification / organization / and evaluation. Spanning leadership development / Executive education / functional and technical re-skilling / behavioral training / customer focus and soft skills training.

6. What do you think are the expectations from a futuristic CHRO? 

In the Volatile, Uncertain, Complex, and Ambiguous (VUCA) business world HR has to continually evolve and the HR fraternity has responded quite well to this challenge. The CHRO is a critical partner in defining the Business strategy of an organization. Just as the CFO supports the CEO lead the business by raising and allocating financial resources, the CHRO should help the CEO in building and assigning talent, especially key role holders, and working towards unleashing organizational energy and potential.

In a knowledge economy, where companies are so market driven, the HR function needs to be aligned with business goals and strategies.

7. What are the best practices that CHRO’s are leveraging from Social Media for the right kind of hiring and recruitment?

Technology is enabling the process of recruitment in a considerable way. Social media platforms do provide insights about the prospective candidates which can be judiciously analyzed whilst hiring. Options like LinkedIn and Facebook do speed the process to a considerable extent in terms of TAT.

8. A job interview is a conversation between two liars, how to get the best out of that is the skill of a CHRO. Can you give us some hacks for the same? 

It is important for the HR managers to understand the job requirements well and ask relevant questions for deeper insights. It is rightly said that “Experience is the best teacher”. Being a good listener here is important for a number of reasons. HR has to identify discrepancies at all levels in the process and focus on facts and figures.

9. Explain the fine line between Talent Acquisition and hiring? 

Talent Acquisition not only involves filling positions, but also utilization of the candidates and their skills that come out of a rigorous recruitment process. It is the acquisition of highly qualified talent for specific roles with the company. Whereas, hiring is similar to staffing and has a limited scope while talent acquisition is a strategy-driven function linked directly to the long-term goals of the organization.

10.   How to keep your employees motivated in a crisis situation? 

Trust and effective communication are key factors in a crisis situation. Keeping employees motivated and well informed during a crisis is critical. Staff should not be vulnerable to rumors and hence transparency becomes  important. Clarity about a crisis and the way forward for its resolution will go a long way in getting the organization back on tracks.