In Conversation with Ankit Dangi, Head HR, Smaaash India

Could you please take our readers down memory lane and tell us about the formative years of your illustrious journey?

During my formative years, I embarked on a journey of academic and personal growth that laid the foundation for my future in the HR domain. I completed my Bachelor of Engineering from the esteemed University of Pune, where I achieved the honor of being a Gold medalist. It was during my engineering years that my passion for team management began to flourish.

One notable highlight was my role as the Head Event Manager for a prestigious National 3 Day Technical festival - TECHUNIQUE 2010. This experience provided me with a hands-on opportunity to manage the entire event, showcasing my ability to lead and coordinate a team effectively. Additionally, I found myself becoming a go-to resource for my batchmates, who sought my guidance for mock interviews in the hostel during placements. This not only brought joy but also provided me with valuable insights and learning opportunities.

Following my engineering studies, I decided to further enhance my skills by pursuing an MBA in HR from the University of Pune. Armed with a deeper understanding of human resources, I took my first step into the professional world as an HR Intern at Sense HR. This proved to be an auspicious beginning as a two-month internship extended to a remarkable six-month journey and to a Leadership role in 6 years time.

During this transformative period, I gained invaluable exposure to various facets of HR. I actively participated in end-to-end payroll processing, honing my attention to detail and analytical skills. Additionally, I contributed to the Performance Appraisal process for a media and entertainment company, gaining insights into performance management strategies.

One of the most impactful experiences was my involvement in establishing a comprehensive HR setup for a prominent Upcoming Port & Shipyard project in the Raigad district during that time. Collaborating with seasoned professionals, I played a pivotal role in laying the groundwork for a thriving HR environment.

As I reflect on those time, I realize that they provided me with a solid foundation and a wide-open door into the dynamic world of HR. This period of growth and exploration equipped me with practical skills, a strong work ethic, and a passion for creating positive workplace experiences. The formative years shaped my trajectory and set the stage for a rewarding career in the field of human resources.

Setting up HR operations from scratch requires a strategic approach. Can you share a specific example of how you accomplished this and the challenges you faced during the process?

In my journey, I've had the privilege of working across diverse industries, including Media & Entertainment, IT, Logistics, Retail, and various startup SMEs. What struck me was the prevailing perception of the HR department solely as a documentation team and backend support in these organizations. Often, HR was relegated to the periphery, not considered a core part of the team, and the organizations were primarily owner-driven.

One recurring challenge I encountered was the ad hoc nature of appraisals and a reluctance to embrace hierarchical processes. Many long-tenured employees seemed content with their roles and were hesitant to engage with formal progression structures.

In tackling these issues, a strategic approach became paramount. My initial focus was on digitization, a foundational step that facilitated streamlined processes and data management. Equally vital was the shift in mindset – a collective understanding that authority and responsibility should be cascaded through the ranks. Mistakes were reframed as valuable learning experiences, contributing to a culture of innovation and growth.

Introducing Progressive Learning Training techniques further enhanced individual and team capabilities, laying the groundwork for professional development. The formation of clear Key Result Areas (KRAs) and Key Performance Indicators (KPIs) provided a tangible framework for success. I worked closely with leaders to ensure alignment on these metrics and to communicate how achievement would be both recognized and rewarded.

A pivotal aspect of this transformation was empowering owners to relinquish micro-management tendencies, encouraging a more holistic view of operations. By fostering a shift in perspective, we nurtured a collaborative and forward-thinking atmosphere, essential for organizational progress.

In essence, my journey involved more than just establishing HR operations; it encompassed a comprehensive reimagining of how HR functions within an organization. By introducing digitization, nurturing a culture of learning, and reshaping mindsets from top to bottom, I contributed to fostering an environment where HR was seen as a strategic partner driving growth, and where every member felt empowered to thrive.

As someone who believes in the pivotal role of HR in shaping an organization's business strategy, could you elaborate on how you have collaborated with leadership teams to align HR initiatives with overall business goals?

Believing in the pivotal role of HR in shaping business strategy, I've championed collaborations with leadership teams to align HR initiatives with overarching organizational goals. Leveraging data analysis, I identify workforce trends and skill gaps, enabling targeted initiatives that align with evolving business needs. Through collaborative talent acquisition and development efforts, I ensure the workforce possesses the skills and competencies required for strategic execution. I partner with leadership to establish performance metrics in line with business goals, fostering a culture where individual efforts amplify overall success. Initiatives fostering engagement and a positive culture are tailored to reinforce the organization's values and drive strategic outcomes. As change management leaders, I ensure a smooth transition as strategies evolve, keeping the focus on achieving business goals. Collaborative succession planning ensures a continuous leadership pipeline, safeguarding business continuity and growth. By nurturing innovation and creativity, fuel fresh ideas that align with strategic trajectories. Regular dialogue with leadership maintains alignment, adapting HR initiatives as business goals evolve. Thus, our collaborative approach empowers organizations to leverage their human capital strategically, ensuring that HR initiatives seamlessly integrate with overarching business aspirations, resulting in sustainable growth and success.

HR process transformation and automation are increasingly relevant in today's digital age. Can you provide an example of a successful HR process transformation you've led and the impact it had on the organization?

Successful HR process transformation encompassed end-to-end digitization, revolutionizing operations from onboarding to retirement/separation through an integrated HRIS. The digitized system streamlined processes, ensuring timely execution and remarkable efficiency gains. Notably, the shift to data-driven decision-making eliminated biases, fostering transparency and equitable appraisals. The system's trend analysis capabilities proved invaluable for predicting and meeting future manpower needs, and enhancing strategic planning. Overall, this transformation exemplified the power of technology to optimize HR operations, leading to improved efficiency, equity, and informed decision-making for the organization's sustained growth.

With your specialization in HR analytics, how do you leverage data to make informed decisions and enhance HR practices within an organization?

HR analytics is a powerful tool for enhancing HR practices and decision-making. It involves collecting and analysing HR data to gain insights and improve various aspects of the organization. By analysing data from recruitment, performance, engagement, skill gaps and more, we make informed decisions versus biased approaches or decisions based on the feedback of Managers only versus a 360-degree approach in decision making. Predictive analytics helps me to forecast turnover and identify at-risk employees, enabling proactive measures for their replacements/succession. Data-driven insights aid in talent development via various training & learning initiatives, recruitment channel optimization, and diversity initiatives. The continuous cycle of analysis and improvement ensures HR practices align with business objectives. Ultimately, HR analytics empowers organizations to optimize operations, boost engagement, and make strategic decisions that drive success. 

As the Head HR for Smaaash Fun Gateway Arena, how did you ensure a consistent and engaging employee experience across multiple locations?

I prioritized creating a consistent and engaging employee experience across multiple locations through several strategic approaches:

Transparent and Accessible Communication: I ensured open lines of communication by making myself easily accessible to employees. They knew they could reach out to me directly to discuss their concerns, fostering a sense of trust and security. This accessibility enabled swift positive actions and changes based on their feedback. 

Digital Feedback Tools: We utilized digital tools to collect regular feedback from employees. This provided a platform for them to share their opinions and suggestions, contributing to continuous improvement. This technology facilitated timely adjustments and enhancements to our HR practices.

Regional HR Teams: Each region had a dedicated HR team focused on addressing employee grievances. These teams actively engaged with employees and conducted random feedback sessions to gather insights. This proactive approach helped us identify and resolve issues swiftly, ensuring a harmonious workplace environment.

Upskilling and Reskilling Initiatives: We work on assessing the current skill via a continuous, comprehensive & Holistic evaluation system within the current workforce and designing upskilling and reskilling modules (Customer Service, Safety, Technical Skills to abreast with VR/AI or other technological advancements in games, Customer delight, etc) to equip employees with the necessary competencies for the future. By partnering with the training team, we offer relevant learning opportunities, including online courses, workshops, and certifications. These initiatives not only enhance employee capabilities but also demonstrate the organization's commitment to their professional growth which in turn helps us to foster for long term association & engagement.

Feedback collected from employees across regions was instrumental in refining our Standard Operating Procedures (SOPs). By aligning our practices with ground realities and addressing specific needs, we fostered operational excellence and improved overall employee experience.

In addition to the above, Instant rewards & gratification for employees, timely employee wellness initiatives like health camps etc, and appreciating the employee achievement on various social platforms instantly thus enhancing their social identity gives a boost to employee motivation & satisfaction.

By combining transparent communication, digital feedback mechanisms, dedicated regional teams, upskill & reskill initiatives and a commitment to continuous improvement, we successfully achieved a consistent and engaging employee experience across various locations at Smaaash. This approach not only strengthened employee satisfaction but also contributed to operational efficiency and organizational success.

Can you share an example of a particularly difficult talent acquisition situation you encountered and how you successfully navigated it to find the right candidate?

One of the most challenging talent acquisition situations I encountered was when we needed to hire a team of engineers for our Research and Development (R&D) Center at Smaaash Entertainment. While we were renowned as a Family Entertainment Center (FEC) and not typically associated with engineering, establishing a proficient team for our new development endeavors proved to be a significant hurdle.

To overcome this challenge, we engaged in a strategic approach. I initiated discussions with our technology head to devise a creative solution. We recognized the need to transform our image and create a brand identity for the R&D Center within Smaaash. We positioned it as a hub of innovation and emerging game development, emphasizing its unique role in driving cutting-edge projects.

Taking this strategy further, we initiated communication platforms like linkedIn where we showcased our in-house products and ongoing research projects. We highlighted the R&D Center's contributions to innovative game design, fostering an environment that appealed to engineers seeking exciting and groundbreaking opportunities.

Key to our success was articulating a compelling growth path within the organization. We engaged engineers in candid conversations about their professional development and how their contributions to the R&D Center would be integral to our long-term strategy of innovation. By demonstrating the potential for career advancement and the opportunity to make a lasting impact, we piqued the interest of potential candidates.

This proactive and creative approach to talent acquisition paid off. Engineers were drawn to our vision of being a leader in innovative game development. Our efforts not only attracted the right candidates but also allowed us to assemble a team of skilled engineers who embraced our R&D Center's mission and contributed to its success.

In navigating this complex talent acquisition situation, the strategic alignment of our messaging, brand positioning, and long-term vision was pivotal. By showcasing our commitment to innovation and career growth, we transformed a challenging scenario into a rewarding success story, reinforcing the importance of strategic thinking in talent acquisition.

As a leader, what strategies do you employ to build and foster a high-performance HR team that can effectively support the organization's goals?

As a leader, my approach to building and nurturing a high-performance HR team is guided by a set of strategies designed to harness the team's potential and effectively support our organization's overarching goals. I firmly believe that a clear vision is the cornerstone of success. I emphasize the significance of a shared purpose, outlining our role in driving the organization forward and fostering a deep understanding of how each team member's efforts contribute to our collective achievements.

Empowerment and autonomy are fundamental tenets of my leadership style. I encourage my team to take ownership of their projects, allowing innovation to flourish and decision-making to be driven by a sense of accountability. Recognizing that growth is an ongoing journey, I invest in continuous learning and development opportunities. By providing resources and training, I ensure that my team remains at the forefront of industry trends, equipped to bring fresh perspectives and solutions to the table.

In cultivating a collaborative environment, I emphasize the importance of open communication and cross-functional teamwork. Together, we navigate challenges and leverage diverse perspectives to arrive at comprehensive solutions. Acknowledging the value of performance recognition, I celebrate the achievements of my team, both collectively and individually, fostering a culture of appreciation and motivation.

Ultimately, I lead by example, embodying the qualities I expect from my team. Through innovation, adaptability, and a commitment to continuous improvement, I empower my HR team to excel in their roles. With measurable metrics to guide our progress and dedication to aligning HR practices with organizational goals, I am steadfast in my pursuit of cultivating a high-performance HR team that serves as a strategic partner in our organization's journey to success.