Clipping is a handy way to collect and organize the most important slides from a presentation. And when we use this technology it frees us up to concentrate on the people aspect of our work, not the paperwork part of it. The latest talent management case studies, ebooks, articles, and seminars delivered to your inbox!
The Halogen TalentSpace Blog is your go-to-place for the latest thinking on how to build a world class workforce. Get our daily TalentSpace Blog email "How to Excel at Goal Management"--> delivered right to your inbox. Based on the fact that 2011 has witnessed recessionary trends, which have spilled over into 2012, HR is likely to face a challenging year. Enhancing competitiveness will be the next priority area, followed by making organisations innovative, brand conscious and attractive for new hires. These trends will require HR professionals to reinforce and refocus, to become strategic business partners to their organisations. NASSCOM Newsline spoke to several HR professionals in leading IT-BPO organisations to gain insights on how they viewed these emerging trends, and their response to this existing market scenario. According to Lokendra Panwar, Director and Head, Global Centre of Excellence, Geometric Ltd., many HR teams have taken the path of transforming themselves to be able to focus on high value-added services for the business. In his opinion, this includes understanding the business strategy and aligning it with the workforce strategy, understanding and managing the complete talent lifecycle, and managing the cost structure by identifying what needs to be outsourced.
Ensuring employees have role clarity, establishing stretch targets and linking outcome-based incentives, identifying potential leaders early on and facilitating a mentored and tutored growth as well as planning for the inevitable talent crunch are the ways in which Tech Mahindra HR is looking to directly impact business results and goals. Regarding the matter of handling a diverse workforce, that includes both baby boomers and Gen Y, most organisations believe this can be a tricky issue. Added to this is the perception that Gen Y does not respect its seniors, and that all youngsters want is money.
Industry experts believe that Gen Y is the generation of fast trackers, who have a different outlook to work and the workplace. Organisations proactively seek out high potential talent through an employee-driven and system-driven approach. Meanwhile, several organisations also acknowledge that Gen Next has very specific requirements when it chooses a career.
The industry also believes that diversity at the workplace makes life interesting for an HR leader. Besides reconciling the differences between their old and young, organisations are also focusing on hiring right, and reducing the risk of on boarding fraudulent candidates. Recent trends in HR require professionals to reinforce and refocus, in order to become strategic business partners to their organisations. Geometric too, believes it is very important to take appropriate measures to reduce the risk associated with recruitment and hiring of new employees.


Talking about whether SMEs can also become employers of choice, and whether strong branding can help them draw good talent, Panwar says that at the end of the day, employees must feel that they belong to the organisation. Rajesh Padmanabhan, HR, Head, Capgemini agrees that becoming an employer of choice is never beyond a small organisation. According to Tech Mahindra, though the branding strategies of small and large organisations may be different, it is the employees and their experiences which get translated into votes when it comes to becoming employers of choice. Advanced analytics and predictive techniques will be handy and I believe its adoption will only increase in the near future. In the IT-BPO industry which is highly people dependent, organisations want to be in a position to ‘predict’ attrition in order to be able to plan their business operations in a more efficient way. The HRBP is the employee, who acts as the single point of the contact for internal clients. An uncertain global economic climate, unprecedented and unpredictable changes in the market, the pressure to reduce costs, higher expectations of customers, the need to remain globally competitive and the opportunities offered by advancements in IT are all causing HR to rethink its role, and align itself better with business. Rajesh Padmanabhan, Head, HR, Capgemini India, believes that HR can maximise its impact if it can roll out efficient, cost-effective, HR services, deploy HR practices which are futuristic in outlook, design and architecture and implement strategies that have a direct impact on the end customer outcome. For HR to have a more prominent role, it needs to automate basic HR processes, structure them and maintain a repository of the key ones. The fact is that more than any previous generation, Gen Y wants to rise rapidly up the career ladder, and aim for the CEO’s post at the age of 26! They provide opportunities for growth which add to the comfort levels of Gen Y, and keeps baby boomers aligned. They look for flexibility, work-life balance, coaching-mentoring, fast track career growth and global exposure. Apart from age groups, the fact that people come from small towns, lesser known colleges and far flung places makes it even more interesting. Capgemini believes in this strategy and has configured its entire recruitment process to mitigate this risk. Though employees emerge to be the best brand ambassadors, organisations today feel that a valid branding process in the talent market is the need of the hour. I think such techniques will strengthen HR’s role as business partner since it will not only enable it to report the risks but also help assess its impact on the business upfront. This can be best done through predictive attrition analysis, based on an understanding of the trends so far. In addition to being a chief HR officer himself, Chris is an adjunct professor, researcher, and author. Finally, they will have to focus on Return on Investment (RoI), to succeed in the volatile environment.
This has enabled HR to partner with the business, and concentrate on developing business-focused HR strategies that bring effective changes and redesign the organisation for high performance,” says Panwar.
This will enable the organisation to reduce costs and make people more business and customer-enabled.


And finally, they need to focus on Return on Investment (RoI), in order to succeed in a volatile environment.
The aim is to authenticate their identity and conduct a background verification of all new hires in the organisation. Small organisations need to understand how their young employees perceive and visualise the brand. Branding helps them to recruit qualified candidates since people recognise aspects of the organisation’s culture that appeals to them. This is because of the common perception of good brands acting as differentiators in attracting the best talent.
We have been using this effectively for some time now and have forged ahead, thanks to this insight. The HRBP influences the work of Human Resources, participates in setting HR Goals and Objectives, leads difficult projects and collaborates with HR Centers of Excellence. The role is critical, but many companies fail in choosing right employees for the position. His area of expertise is employment, training, and performance management - or, in his words, "finding, developing, and managing talent in organizations." He holds both a master's degree in HR Management and a doctor of philosophy degree in HR Development.
There is also need for HR to empower the business by moving matured HR processes into a central, shared services organisation. Creative, competitive, tech savvy and hungry for immediate responsibility and feedback, Gen Y is easily bored.
A well-communicated brand also helps prospective employees understand whether they have a fit with the organisation. The HR Business Partner has to be highly skilled and has to understand to all HR processes to sell them the right way. Finally, it needs to set up Centres of Excellence (CoE) to ready the organisation for business of tomorrow,” Padmanabhan states. We have also associated with a third party, that works for us to undertake the verification checks,” informs Panwar. If organisations don’t engage with these people from day one, they will quickly move on. If organisations can clearly identify who they are, what they can offer to employees and how they stand out in the market, they can get the right mix of talent,” Padmanabhan states. Organisations need to be very innovative in the approach they take for their onboarding”, Panwar adds.



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