Saswati Subhasmita | Assistant Manager | Bosch
I am an engineering graduate with an MBA in Human Resources from SIBM Pune. Working as an engineer gave me an exposure to the operational side of business whereas HR did set the platform to co-create the strategic aspects. I have worked across roles in Talent Management and Organization Effectiveness predominantly.
While in my current role as an HR Business Partner at Bosch Ltd. I am responsible for creation and execution of People Strategy for Gasoline Systems, 2-Wheeler Business in India and newly formed Bosch entity in Bangladesh. While the work profile touches every facet of an employee lifecycle, my achievements would be my role in driving change management and a thorough talent assessment philosophy in the business. Recently embarked on a journey of Integrated Talent Management which touches the whole cycle of business strategy through an integrated talent approach at an enterprise level.
What differentiates me from others
Flair to understand business, strong data orientation, and knack to question the conventional.
I have a strong bias towards putting business understanding as the top priority and my ability to question the conventional help me think about the larger picture. An integrated data-driven approach further strengthens my passion to create the right set of solutions for the business. As an individual combination of all these traits brings in more acceptability across business stakeholders and hence, a key differentiating factor.
What is my Biggest Talent Priority
Responsive and a Future Ready Workforce: With rapid digitization in the organization there is a growing imperative to redesign/reorient themselves towards a faster and agile response. To further this change it is highly essential that the workforce is adaptive to new business strategies and continuously learning to stay relevant in the market.
The one thing I will:
Change in HR: I would like to change the traditionally operating model of HR which is considerably slow. HR today must embrace the speed of change. Should understand the strategy, connectedness, customers (both internal and external) and talent needs thereby realigning themselves fast.
Retain in HR: However, I would like to retain the element of "empathy" in HR and at the same time, an HR professional must strike balance between the left and the right brain.
This is how I will disrupt HR:
Integrated business strategy with a strong data-driven approach to build the "Next Gen Leadership".
Today disruptions in the context of HR are primarily with reference to upcoming technological advancements or the changing workforce demographics. These changes are influencing the NextGen Leadership. Building the leadership pipeline who will think differently, act differently and react differently will be the next biggest challenge. Strengthening the new age capabilities through integrated business and data-driven approach will be my idea of disruption.
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