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SUCHETA SHETTY VICE-PRESIDENT, HR, TAKE SOLUTIONS
Changing face of HR
Sucheta Shetty (Vice-President, HR, Take Solutions) on how HR can create an important link between the organisation and its valued assets
Issue Date - 01/03/2013
 
The human capital function is the core of an organisation that is instrumental and responsible to every facet of work and talent assets who is an integral part of the organisation. It

is evident that the evolution of the HR function has been a fulcrum of the competitive advantage for organisations that have believed in it and utilised their proficiency in people matters also during turbulent business climate.

Globalisation has brought with it numerous changes in an environment that is driven by competition, earmarked by advancement in information communication and technology. Universality has resulted in specific challenges to HRO including how to align people strategy with business strategy, how to design and lead change, how to build an all-inclusive global corporate culture, how to compete and partner for talent globally and how to develop leaders of international competence. This is indicative of the fact that the torchbearers of the talent function need to come up with renewed processes, procedures and framework to align with the ever-changing organisational needs.

The competencies that needs to be honed by the HR proponents includes: being constantly aware of the changing global environment and translation in its practices, creating a multicultural HR team, market-driven connectivity, cultural unification with an element of localisation and value proposition knowledge in the arena of international people function and laws of the land that impact HR operations.

Technology is changing at a great speed and will have a profound influence on organisational culture and its work groups. This brings with it a new set of proficiency required by HR specialists who will have to understand, manage, engage and retain today’s millennial workforce and tomorrow’s ‘Gen Z’. Hence it is necessary that the HR function adapts to the advancements of technology.

HR also has the responsibility of ensuring fair representation of the diverse workforce and its needs. There should also be a common platform in areas that include increments, promotions and developmental needs. This will lead to equal employment opportunities and needs to be practised by recruiting individuals, irrespective of their cultural background, country of origin, ethnicity, religions affiliation and gender.

The world is surging at a high speed with new reforms and talent assets that are knowledge partners who seek to feel valued for their contribution in an organisation. Hence HR professionals must rise above their personal preferences, beliefs and opinions to demonstrate their professionalism by showing agility, embracing equity with fairness and understanding.

Sayani Sinha Roy           

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