In Conversation With Amarpreet Kaur Ahuja, Country HR Director, AstraZeneca India

How do you believe the role of HR has evolved in recent years, and what trends do you see shaping the future of human resources management? 

The evolution of the role of Human Resources (HR) in recent years reflects a dynamic response to changes in technology, workforce demographics, and organizational priorities. A notable transformation has occurred, shifting HR from a supportive function to a strategic partner deeply involved in business decision-making. Today, HR holds a prominent seat at the table, actively contributing to key organizational decisions and serving as a change agent in the corporate world marked by evolving priorities and constant change.

In tandem with this, there has been a fundamental change in the way HR operates. The function has progressed from being merely supportive to becoming an "enabling" force within organizations. HR now partners with business leaders to provide diverse perspectives and thought leadership, aiming to build organizations that are fit for the future.

The emphasis on creating a positive employee experience has become paramount, particularly in the context of the widespread adoption of remote work and increased flexibility. The COVID-19 pandemic accelerated the acceptance of remote work, compelling HR to adapt swiftly to manage virtual teams and address new challenges arising in this evolving work environment.

Another notable shift in HR's approach is the increasing reliance on data and analytics. The last decade has witnessed HR professionals adopting objective metrics and scorecards to measure impact, with the availability of HR analytics tools facilitating data-driven decision-making. This analytical approach allows HR to contribute more strategically to organizational goals.

Furthermore, there is a growing emphasis on creating diverse, equitable, and inclusive workplaces. HR has transformed into a key player in developing and implementing strategies that foster a positive, inclusive, and diverse workplace culture where all employees feel valued and respected.

Looking ahead, HR is poised to continue playing a crucial role in addressing emerging business challenges. This includes spearheading initiatives for reskilling the workforce to meet the demands of the future, ensuring diversity and inclusion remain at the forefront of organizational priorities, and navigating the complexities of a global workforce. In essence, the future of HR management lies in its ability to adapt and innovate in response to ongoing changes in the business landscape.

Can you share insights into effective talent acquisition strategies that you have observed or implemented throughout your career, regardless of the industry? 

Talent acquisition has undergone a remarkable transformation, evolving alongside technological advancements. From traditional methods like phonograms to the current era of job portals and social media platforms, the landscape has shifted dramatically. The introduction of applicant tracking systems and, more recently, the integration of AI tools and bots for assessments and evaluations have resulted in significant gains in both quality and quantity in the recruitment process.

The paradigm has shifted from mere vacancy management to a strategic focus on communicating the organization's culture and values as part of the employer brand. Data and analytics now play a pivotal role in assessing the effectiveness of talent acquisition strategies. This data-driven approach enables the identification of opportunities, areas for improvement, and the optimization of the entire recruitment process.

We are witnessing the integration of Artificial Intelligence (AI) into the recruiting process and various other aspects of talent acquisition. AI algorithms are being used to scan and match keywords from job descriptions with those on resumes, helping recruiters identify potential candidates more efficiently thus optimizing productivity. Today AI-powered chatbots engage with candidates and provide information about the organization and the recruiting process. This helps in pre-screening candidates and ensuring the basic criteria before investment of human time.

The incorporation of AI extends to initial video interviews, where algorithms assess candidate responses for factors such as communication skills, confidence, and relevant experience. The analysis of facial expressions, tone of voice, and language during these interviews provides valuable insights into a candidate's personality and potential cultural fit within the organization.

The future of Talent Acquisition is exciting and dynamic. Talent Acquisition must create value by adapting and transforming to meet the evolving needs of the organization and the job market. By embracing emerging technologies, staying attuned to industry trends, and maintaining a focus on the employer brand, talent acquisition can continue to create substantial value in the recruitment process.

In the context of building a strong employer brand, what are some general principles and practices that organizations can adopt to attract and retain top talent? 

Building a strong employer brand is essential for attracting and retaining top talent. A positive employer brand not only attracts high-caliber candidates but also contributes to employee satisfaction and retention. 

Championing an Inclusive Culture:

• Importance of Inclusivity: By championing an inclusive culture that goes beyond distinctions of identity or role, organizations signal their commitment to diversity and a workplace where every individual feels valued and respected.

• Attracting Diverse Talent: An inclusive culture is attractive to a diverse pool of talent, contributing to a richer and more dynamic workforce.

• Transparency and Equal Opportunities: Demonstrating a commitment to providing equal opportunities for career growth regardless of background fosters trust and engagement among employees.

Commitment to Nurturing Internal Talent:

• Professional Development: A commitment to nurturing internal talent involves providing opportunities for continuous learning and development, enabling employees to unlock their full potential.

• Career Advancement Opportunities: Clearly communicated pathways for career advancement and growth within the organization contribute to employee satisfaction and loyalty.

• Recognition and Appreciation: Recognizing and appreciating internal talent for their contributions reinforces a positive workplace culture and motivates employees to excel.

A Responsive Organization:

• Proactive Communication: Being attuned to employees' concerns and maintaining open lines of communication fosters trust and transparency.

• Employee Support Systems: Ensuring provisions and care are readily available demonstrates a commitment to employee well-being, both personally and professionally.

• Flexibility and Adaptability: A responsive organization is adaptable to change, making adjustments based on employee feedback and evolving needs.

Reward Framework for Due Recognition:

• Equitable Recognition: Implementing a reward framework that ensures every individual is recognized for their impact irrespective of background or role promotes a sense of fairness and equality.

• Motivation and Engagement: Recognition contributes to employee motivation and engagement, enhancing job satisfaction and creating a positive workplace culture

Diversity and inclusion are increasingly recognized as crucial aspects of a positive workplace culture. What are some universally applicable approaches to fostering diversity and inclusion within an organization?

Today’s organizations believe in having a diverse workforce that accurately represents the communities in which we work. Diversity is one of Key Strategic Drivers which is reflected in the company’s Performance scorecards. For past couple of years, the focus has been to embrace different dimensions of Diversity not only in terms of gender but also in terms of experience, exposure, backgrounds, ethnicity/cultural backgrounds including PWD & LGBTQIA. 

For I&D to truly thrive, leadership must demonstrate a genuine commitment and practice inclusive leadership. Inclusive leadership focuses on three strategic priority areas –

• Needs to adopt Conscious Inclusion by both leaders and employees 

• Demonstrating Courage to accept and learn from feedback and step out of comfort zone

• Remaining Curious to diverse ideas and experiences and looking out for unconscious biases and blind spots

Leaders should champion D&I initiatives, set the tone for inclusive behaviour, and allocate resources to support these efforts. Ultimately, our goal is to enable our team to thrive in a vibrant, inclusive, and high-performing workspace, allowing them to realize their fullest potential. 

One innovative approach to fostering D&I is the implementation of reverse mentoring. This initiative connects colleagues across different markets and career lengths, facilitating cross-generational and inquiry-based learning.  The goal is not only to exchange knowledge but also to empower a speak-up and inclusive culture within the organization. This initiative aims to maximize the benefits of a diverse workforce by providing opportunities for individuals at all career stages to learn from each other and contribute to an inclusive workplace culture.

I&D requires a multifaceted and integrated approach. By aligning these universally applicable approaches, organizations can create an environment where employees not only feel valued and included but also where diverse perspectives are leveraged for innovation and overall organizational success.

With your experience in talent management, could you discuss some broad strategies that organizations can employ to develop and retain their employees, ensuring long-term satisfaction and productivity?

Developing and retaining employees is a critical aspect of talent management for long-term organizational success. Some broad strategies could be:

Crafting Clear Career Pathways:

• Establishing transparent career paths helps employees understand how they can progress within the organization.

• Leveraging various formats of Assessment & Development centres to identify and provide suiting career development anchors to key talent 

• Providing capability-building opportunities ensures they acquire the skills needed for advancement.

• Regular career development coaching aligns individual aspirations with organizational goals.

Fostering a Lifelong Learning Culture:

• Implementing a culture of continuous learning keeps employees engaged and growing in their roles.

• Encouraging participation in training programs and workshops facilitates ongoing skill development.

Comprehensive Onboarding Processes:

• A robust onboarding process ensures the seamless integration of new employees, more so in the hybrid world. 

• Mentorship programs help new hires navigate organizational culture and build connections.

Employee Empowerment:

• Involving employees in decision-making processes fosters a sense of ownership.

• Cultivating a culture of autonomy and responsibility empowers employees in their roles.

The world is changing, and so will our career paths. We need strategies that develop “curiosity” and “courage” in employees. It will be equally important that we develop our employees in future-ready competencies so that they can contribute meaningfully to the larger purpose. By integrating these strategies, organizations can create a positive and engaging work environment that helps retain and develop existing employees for long-term success.