As technology, automation, changing workforce models, and a diverse workforce transform not only the nature of the organization, they will also end up disrupting the traditional role of the HR department. What will this role look like in the future of work? Will it be replaced or reinvented? What should be the next curve for HR to be future-ready? And what does it need to do to earn its place in the future of work?
Bratindra Sanyal, Senior Vice President, Human Resources at Lendingkart shares his thoughts in an exclusive interaction with People Matters on the changing role of HR in the future of work. A leader in HR transformation, Bratindra aims to establish a future-ready workforce for Lendingkart that is equipped to fulfill a unified vision for the company.
Here are a few excerpts from the interview-
Do you think your role as an HR leader will continue to exist in the future landscape of work? If yes, how will it have changed?
HR has come a long way from being a personnel function to a strategic business partner. As is the case with all roles, HR as a function will also evolve owing to the constant transformation in technology. With the increasing adoption of AI and ML in workspaces, the scope of the HR domain will expand in this era of change. The role of a CHRO will be to assist the business in paving the way for strategic growth and change encompassing all softer issues. Going beyond focusing on everyday HR activities, HR leaders will need to also contribute their inputs on high-level business guidance and leadership.
“We will be defining the future of work and helping the organization switch from the traditional system to new age agile structures, therefore steering the wheel of change.”
CHROs will bridge the gap between digital and human touch, becoming the custodians of culture and organization goals. We will need to design interventions to engage employees effectively. Devising reward strategies will become crucial to having happy employees and retaining the best talent. The onus of having the right dialogue with the business heads to maintain a balance between digital and compassion as HR leaders is on us. In this digital age, HR leaders need to promote a culture of compassion, letting employees know that we care for them as an organization. The amalgamation of digital technology and human interaction will enable the HR function to create and maintain a healthy and happy workplace environment.
As an HR leader, what are the two key aspects of your role that you will no longer be engaged with, in the future of work?
HR bandwidth is getting freed up with technology and all transactional tasks, digitized - from compliance to engaging in benefit propositions and even planning for workplace fun. The HR function is rapidly moving from being people advisors to business strategists. With the use of technology, today one can know the employee pulse and bring about change on a real-time basis. Once-a-year-employee surveys are now redundant.
In your opinion, will HR be managing people or robots OR both in the future?
Interesting question – HR will be managing people who will be managing bots. Progressive HR teams will embrace technology and bots in their processes and manage a business that will be full of automation.
How do you envision the future of work and the role of next-gen technology in redefining the role of HR?
With HR function across industry embracing technology and adapting to its nuances, workplaces will see a significant transformation in how they operate. Human emotions and technology together will solve a lot of challenges currently faced in the HR domain. Organizational culture is at the onset of a transformational change. The future is all about empowering and managing talent in the face of the gig economy.
“Complementing human touch with technological advancements, HR will be at the forefront of this transformation.”