The future of work is no more unpredictable. The core of the future is digital transformation with the increased involvement of the HRs in the business policy-making, as the Great Resignation wave has instigated an ‘employee-first’ mindset across the major businesses of the world.
At the People Matters Futurist Forum India, 2022, Ashok Ramachandran noted a few transformations which are highly desirable in the roles of the HRs. In the closing note titled, CEO Speaks, Ashok spoke on the “Ingredients to build a future-ready workplace and leaders”.
According to Ashok, the title offered to people shouldn’t define who they are. “What we have today, we can lose it tomorrow but what we stand, how we treat people and how we behave is what defines us forever and people will remember us forever.”
Digital Transformation and Autonomy
Citing the transformation of working culture and workforce structure, Ashok noted that the most important thing is that the CEOs give empowerment to the CHROs and make them partners.
Talking about the significance of employee autonomy in a remote-first and flexible working structure, Ashok addressed the HR leaders saying “Maybe you should look and go into an organisation where you can get the freedom or at least have conversations with those CEOs where you can give them freedom.” He further added that understanding the business doesn’t necessarily have to be the discretion of the CEO or any other C-Suite executive for that matter.
“CHRO can know the business as well as any other business unit today,” said Ashok.
As the talent shortage engulfs the global businesses, the onus is on the companies to retain the right talent with the right strategies in place. In fact, amid the mounting number of resignations due to several factors including job dissatisfaction, employers need to pick and choose the right talent very minutely. In that case, the employers also may need to undergo a transformation as long as hiring is concerned.
Ashok added that not necessarily the HRs will understand and have the right talents needed for every vacant position. At times, managers should work on their own hiring process and the right candidate may evolve like a phynoeix at the right time. Stating an example Ashok noted that Schindler has two employees who were recruited as branch managers, but the leaders are hopeful that in five years or so, both can potentially become CEO.
“Good talents are very well taken care by existing organizations and you have to think a bit different and find them. You have to hunt those passive candidates,” said Ashok.
Concluding the session Ashok said that no HR should walk down by just saying “I'm only an HR”. People should not only explore other functional areas but also be proud of every function that they can perform.