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On International HR Day, SV Nathan, co-founder & chairman of Visara Human Capital Consulting, and former partner & chief talent officer at Deloitte India shares his invaluable insights on the evolving role of HR professionals in today's dynamic workplace. From addressing pressing issues like mental health and talent retention to navigating international teams and emerging trends, his perspectives shed light on the multifaceted responsibilities of HR leaders in driving organisational success.
On the occasion of International HR Day, could you share your insights on the evolving role of HR professionals in today's dynamic workplace?
The role of HR is certainly changing as they are seen as strategic partners to the business, rather than just administrative support. They are involved in shaping and executing business strategy, aligning HR practices with organisational goals, and driving initiatives that contribute to the overall success of the company. They are now focused on employee experience, recognising that engaged and satisfied employees are more productive and innovative. HR professionals are tasked with creating a positive work environment, fostering a culture of inclusion and belonging. Given the huge shift in the word of technology, all processes along the employee life cycle needs a relook and the role of the HR leader is to find ways to use emerging technologies such as AI, data analytics, to streamline operations, improve decision-making and enhance the employee experience. In a competitive world, attracting and retaining top talent is crucial for organisational success. They are responsible for identifying high-potential employees, providing opportunities for growth and development, and creating career pathways within the organisation. They also lead change and facilitate transitions to ensure that organisational goals are met while minimising resistance and disruption. Developing and implementing DEI strategies that promote a diverse and inclusive workforce is a big need to address bias and discrimination and to foster a culture of belonging where all employees feel valued and respected.
What are some of the most pressing issues that HR professionals are currently facing in the workplace, and how do you suggest addressing them?
There are a number of pressing issues that an HR professional faces at workplace. The world of remote working and managing teams and help in sustaining and improving morale while ensuring that the business goals are met, are on top of the list of issues for HR. Managing recruiting top talent and ensuring that the best continue to stay is big challenge for HR. The ability to manage the environment and still push the agenda through sponsorship and stewardship is where the skills of a good HR professional come to fore. Creating a culture of inclusion is a big opportunity where people are valued and respected.
Mental health and well-being have gained more attention in recent years. How can HR professionals support employees' mental health in the workplace?
Today, the world is beset with stress and strain. The challenge lies in instituting a good well being and mental health programme where managers are trained to recognise and address mental health issues and create a culture where people thrive. The ability to stay in touch with the times of rapid technology shifts is an area of focus. And it starts with understanding the landscape and keeping pace with it. By addressing these pressing issues and implementing proactive strategies and initiatives, HR professionals can help organisations navigate the complexities of the modern workplace and drive sustainable growth and success.
Supporting employees' mental health in the workplace is crucial for fostering a positive work environment and promoting overall well-being. Promoting awareness and removing the stigma attached to mental health conditions. They also need to ensure that employees have access to good mental health resources and counselling services. Many HR leaders have championed programmes to reduce stress at work and focus on mindfulness. Yoga and special places for a quiet hour are other ways that one can reduce stress. Focusing on an understanding of integrating work and life would be key to happiness. Some organisations look to training managers and supervisors on trying to recognise the symptoms of stress and provide appropriate adjustments or refer to the right resources. The best method however is to have a one to one chat and an honest and supportive conversation. By implementing these strategies and initiatives, HR professionals can create a workplace culture that prioritises mental health and well-being, ultimately leading to happier, healthier and more productive employees.
What strategies do you recommend for attracting and retaining top talent in today's competitive job market?
Attracting and retaining top talent in today's competitive job market requires a strategic approach that goes beyond offering competitive salaries. It starts with building a strong employer brand that showcases your company's values, culture and mission. It is important to offer a fair and competitive compensation. Additionally, consider offering attractive benefits such as healthcare, retirement plans, flexible work arrangements and professional development opportunities. The one that makes it a compelling place to work at is the positive work culture that where employees feel valued, supported and engaged. This can include promoting work-life balance, recognising and rewarding employee contributions and providing opportunities for growth and advancement. Developing a good culture is essential to retaining talent. It is important to keep an eye on wellbeing of employees and providing them meaningful work that works to their strengths. Seeking feedback and acting on them enhances the credibility of an organisation. By implementing these strategies, HR professionals can attract top talent to their organisation and create an environment where employees are motivated, engaged and committed to long-term success.
As globalisation continues to shape the business world, what are some key considerations for HR professionals when managing international teams and diverse cultural dynamics?
Managing international teams and diverse cultural dynamics requires HR professionals to navigate unique challenges and considerations. HR professionals need to have a deep understanding of different cultures, customs and communication styles to effectively manage international teams. This includes being sensitive to cultural nuances, avoiding assumptions or stereotypes, and adapting communication and management approaches to accommodate diverse cultural perspectives. Programmes on cross cultural communication is essential. It is also important to understand and appreciate another culture and its nuances. Key to any global working is the respect one develops for another, the equity and inclusion and where all team members feel valued and empowered to contribute their unique perspectives and experiences. It is important to consider factors such as language proficiency, cultural fit and legal requirements for working in different countries.
Additionally, offering attractive relocation packages, visa sponsorship and support for cultural adaptation can help attract and retain top global talent. It is also important to understand the legal requirements and at times it is best to have legal help where the matters are sensitive. Managing conflicts effectively and maintaining positive working relationships is important to build a good global team. Cultural exchange events, team-building exercises and social gatherings to help build trust, camaraderie and a sense of belonging within the team.
By addressing these key considerations, HR professionals can effectively manage international teams and navigate diverse cultural dynamics, leading to greater collaboration, innovation and success in the global business environment.
Looking ahead, what trends do you foresee shaping the future of HR and how can HR professionals prepare for these changes?
Several trends are likely to shape the future of HR, and HR professionals can prepare for these changes by staying informed, upskilling and adapting to new technologies and practices.
AI and automation will continue to transform HR processes of an employee life cycle. HR professionals need to familiarise themselves with AI tools and analytics platforms, and develop skills in data analysis and interpretation to leverage technology effectively. They need to understand new talent models to manage hybrid working. Being sensitive to employee wellbeing as a top priority is key to managing in today’s world. HR professionals should develop and implement DEI strategies, provide training and education on bias and discrimination, and establish accountability measures to track progress and ensure accountability.
The future of work is in skills. HR professionals should focus on identifying and developing key skills and competencies, implementing agile training and skill enhancement. HR professionals to develop strategies for managing freelance, contract, and temporary workers alongside traditional employees. This includes developing policies and practices for onboarding, performance management and compliance with labor laws and regulations. Developing suitable recruitment strategies, leveraging virtual interviewing and assessment tools, and creating engaging virtual onboarding experiences for new hires. Managing demographic shifts and talent shortages will be a key ask. The key is to identify talent pipelines, and develop succession plans for critical roles to ensure continuity and resilience.
Staying abreast of emerging technologies and industry best practices, and collaborating with cross-functional teams, cultivating adaptability, resilience and agility will be essential for navigating the evolving landscape of HR and meeting the needs of a dynamic workforce.
