Role of HR in Tough Times - Talent Perspective

Paradigm Shift and Talent Management:

 

We are witnessing a paradigm shift in the role of and perception about HR. The real challenge for HR function lies when the days are no longer sunny. There are two aspects to this – ‘Proactive HR’ and managing the paradox of being ‘Employee Champion’ and ‘Strategic Business Partner’. Let’s discuss both these scenarios.

We have been saying that HR has to be proactive. But then what is that ‘proactive approach’ we are talking about. When it comes to global economic downturn, the first measure that most organizations take is ‘downsizing’. A proactive approach would result in ‘Right-sizing’. There would be no need to cut the extra flab when the organization is already in shape. For this again, effective manpower planning has to be carried out and several analytical techniques can be used to get the count right. Scenario analysis is one such technique which can help us visualize different scenarios by juggling with several parameters. The Talent pool has to be just right. This also involves taking a long term view of things and avoiding myopic and tunnel vision to attain short term stability. We need to also understand that any economic crisis is a transient phenomenon and so we should not sacrifice vision for immediate short term gains. One excuse or explanation that comes from many organizations during downturn is that the non-performers are being retrenched. But my point of contention is – Why to wait for economic downturn to chuck out the non-performers. Besides, what could be the quality and effectiveness of selection procedures in these organizations so as to induce non-performers into the system? What has the learning and development team been doing all this while? 

 Its important to understand that 'Employees' are important stakeholders contributing to business success even in tough times and post that. HR being a business partner has to aid the decision making of Leadership team by presenting concrete rationale and do what is right for the business not only in the present but also in the long run while preserving the interest of the internal customers. An analogy that strikes me is that of a 'mother' in the family. 'Mother' always has to balance the act of the 'father' (Leadership Team) and that of the 'children' (Employees) for the emergence of a happy and loving 'family' (Organization). An organization should stand by its employees in the tough times which will build a culture of trust and loyalty. Employees will reciprocate by higher productivity and higher commitment levels. This is a simple human phenomenon – a psychological contract. As someone has said, “If you exceed someone’s expectations by a little, they will make sure to exceed your expectations by a lot more”. HR has to strike a balance between the employees’ needs and the business demands. SAS is one organization which has never retrenched its employees and has consistently figured in the ‘Great Places to Work’. This has a positive impact on the employees as a whole resulting in high motivation levels and sense of belongingness for the organization. Besides, other stakeholders – shareholders, suppliers, and customers take note of such initiatives and are highly appreciative resulting in better relations and more business. As stated earlier, a long term and far sighted view has to be taken. 

HR has to understand these realities and pitch for the most rational option. It is HR’s responsibility to make the management cognizant of the holistic picture and present the pros and cons of any decision before them in the language they understand. HR has to take the Central Stage and make a mark.

Engaging Employees : Learning from our favourite teacher

EE

or Employee Engagement is the ‘art’ of ‘Engage-ing’ ‘Men’ ‘T-actfully’ to further the goals of the individuals and thereby the organization. Plainly said, it evinces how involved the employees are with the functioning of the organization and the sense of ownership and belongingness that they have for the organization. EE has become the talk of HR circles across industries in varied sectors. With a small analogy let us try to understand what could be the probable ways of keeping employees engaged and thereby drive their motivation and dedication.

Let us for a moment keep everything aside and think of one teacher/professor we admire/admired the most and wouldn’t miss a single session. Now let us analyze what would make us love every session of the most admired teacher. Some of the major reasons would be:

·         The persona of the faculty (Culture of the Organization)

·         The interest the faculty evokes among students (Kind of work and challenges at work place)

·         Induce enthusiasm and vibrancy in the class ( Work Environment)

·         A pat on the back for excellence achieved (Reward and Recognition à Motivation)

·         Open to views and opinions any time (Open Communication Channels)

·         Cater to each individual’s learning needs (Training and Development)

·         Providing inputs for improvement (Feedback Mechanism)

·         Building emotional connect with the students ( Caring for the employees/ empathy) 

 These are some of the major traits we would identify with one of our most admired teacher and the impact that he/she have had on us is humungous. Comparing the faculty to an organization or the CEO of the organization, we can draw analogies to derive on the factors associated with keeping the employees engaged in an organization. What is required is being cognizant of these basic motivators stated above. Highly engaged employees can help the organization stand up to its vision and mission. Small things matter a lot and can help immensely to motivate an individual. Motivated individuals stretch themselves and strive hard to achieve organizational goals. They identify themselves with the organization and become brand ambassadors of the organization. Issues of Talent retention are resolved and so are the costs associated with the same. Let us take cue from our most esteemed teacher and imbibe traits to keep the students interested and committed. Let us engage our employees.