Q. What challenges and opportunities have evolved in the profession due to increasing use of robotics?
The role of HR has seen seismic shifts over the last decade with the department becoming more than just a “support function”. And, robotics is one of the technologies that will reshape traditional HR processes in the next 2-5 years
Currently, talent acquisition teams are overburdened with administrative tasks, like sifting through resumes and conducting initial interview screens. But, as organizations adopt recruiting tools that harnesses the power of robotics and AI, like text-based interviewing and automated scheduling solutions, these tedious administrative tasks will be eliminated, allowing recruiters to be more strategic with their time and focus on engaging, interviewing and hiring the right talent.
Q. As an HR person what is your view on job eliminations?
I firmly believe that organisations should provide a level playing field for its employees, but one does have to make tough decisions. One of those, unfortunately, is job eliminations, whether through layoffs or firing.
As workplaces evolve, it has become imperative for organisations to be nimble, adaptive while maintaining the rigor on the business. They should give ample focus on upskilling and re-skilling their colleagues and Lee Hecht Harrison of The Adecco Group specifically does this by providing Career Transformation and Organisation development solutions to the organisations who foresee their workforce losing productivity in the future. The Future of Work promises multiple new kinds of job opportunities with the advent of technologies and while few jobs could be eliminated, the focus is on the long term where we see many more being created.
Q. In campus recruitment process, what is it that the student’s lack?
Our millennial graduates are truly an empowered lot! The opportunities, learning experiences and exposure which they have access to is phenomenal.
1. Most candidates walk in for their first job with just textual knowledge; the skill to apply that knowledge is often lacking.
2. Mismatched expectations on growth/pay increases: Millennial graduates are mostly offsprings of the Gen X parents – the cohort that has been credited for their entrepreneurial success and consequentially absent parents!
3. No prior internship exposure with tech organizations before campus hiring season.
4. Career vs role offered – Students are not flexible to take up certain roles, locations and shifts.
Q. Multiple generations of workers create complex and complicated working environment for managers, how do HRs balance the expectations of their employees?
Each generation, be it the Baby Boomers, Gen X, Millennials or Gen Z, they all have a different approach towards their working styles. For instance, if a Millennial is looking for flexi work pattern in his job profile, a Gen X might be looking for a structured work pattern. Identifying such styles and requirements of working for each generation serves as an opportunity for the HR departments of an organization to encourage employee engagement. A workplace that acknowledges and addresses the needs of its employees can empower them to be their creative best. Companies must be equipped to create meaningful employee value propositions for each group to attract and retain talent.
