Strategic orientation, influencing skills and balanced approach are key skills of futuristic CHRO

In an exclusive interview with BW People, Subir Roy Chowdhury, Chief Human Resource Officer Satin Creditcare Network Limited talks about the companies  Talent Acquisition strategy for 2018, the best HR Policies to keep employees motivated. He also underlines the latest trends in the HR industry. 

Edited Excerpts from his interview.

Q- What is the value of Wellness of your workforce? What steps are you taking for it in your organisation?

It is reflective in our values itself as one of the core values say “Nurturing lives” and we intend to keep our employees healthy. To ensure healthy employees, we have recently conducted a workshop on “Stress Management and Naturopathy” where employees were made aware about the correct body postures, importance of stretching while sitting and various other Do’s and Don’ts. We also conduct periodic preventive health check-up camps within the office premises including blood tests, bone density test, dietician consultation and eye camp for our employees.

Q- What is the importance of an inspiring workplace?

Inspiring and positive environment are the biggest factors impacting morale, efficiency and culture in any organisation. At SCNL, we make sure that employees should feel positive, express their freedom at work, learn every day and create the atmosphere of trust and pride.

Q- Can we leave an important decision as hiring on a Robot?

Artificial Intelligence has almost all the answers that we can think of and that too with better precision and accuracy. Hiring decisions can be easily taken by the ROBOT provided, we have mapped the desired competencies with the roles efficiently coupled with relevant exploratory questions.  

Q- What are the challenges of working with instant gratification seeking millennials?

Ken Blanchard wrote a book called ‘Whale Done’ in 2002, where he talks about instantly appreciating the work/behaviour/task accomplishment performed by anyone. I don’t see it as a challenge but we should always be watchful for the intensity of impact that a particular act would create.

Q- How should a CEO and CHRO bridge the skill gap?

Hiring interns and trainees is the best possible way of bridging this gap. I believe young people with right attitude can be taught any skill and can be made capable to perform any task in the organisation. The recently concluded talent council activity by SCNL for its middle and top management team was direction towards building the right competencies and bridge the small gap. 

Q- What do you think are the expectations from a futuristic CHRO?

Business knowledge, strategic orientation, influencing skills and balanced approach are some of the key attributes for a futuristic CHRO. Data speaks a lot and one should be able to decode the same to get the hold of the nerve.

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

This shift……. towards social media has become paramount in scouting for good talent and job seekers as well as recruiters are using it to the fullest. The best part about social media is that the job seeker can see beyond Job Description like the work culture, happiness quotient of the employees and the culture of the organisation. Millennials have this tendency to choose the company who care about them. Gone are the days when only employers used to have the choice.

Adding to it, the company has the opportunity to create an Employee brand image which is very critical aspect for good talent.

Q- 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?

Psychometric profiling is an insight to know the type of person you are hiring and match it with the type of skillset required. An aggressive person cannot fit the desk job and vice versa. Apart from it, cognitive ability and problem solving assessments help in understanding the presence of mind of a candidate. However, a lot of cross questioning and probing in the answers can help in seeing the real person.

Q- Explain the fine line between Talent Acquisition and hiring?

Talent acquisition has a much bigger and wider meaning than hiring. Gone are those days where the job of the HR was of just hiring a candidate. Now, the job encompasses talent mapping and right fit candidate who can become an asset to the organization. 

Q- How to keep your employees motivated in a crisis situation?

The best way to counter any crisis is “Communication” ……..many a times we fail to do this assuming that it might create turbulence. Corridor talks during crisis are unhealthy and should be countered with open and honest discussions.