6 Awesome Secrets to Re-Imagine Human Resources. Today I will share some thoughts on how I see this concept of reimagining Human Resources.
Let me start the first thing is you know the concept of human resources as a department seems very archaic. This old title in a world that’s changing very quickly. 6 Awesome Secrets to Re-Imagine Human Resources.
Should be human resources or in an outcome-led world should it be human potential? I don’t know and I’m going to raise some questions and think about it yourself.
6 Awesome Secrets to Re-Imagine Human Resources
Is that human resource or human potential that we’re discussing when we’re talking about you know a very critical aspect of our business, which is people?
So I would say human resources is a very old archaic way of looking at it that’s like saying the IT department should be the computer resource department.
Some companies of course have changed they’ve gone to things like people officer chief this chief that chief fun officer.
I see lots of you know variations of this concept of fun and people, which are there in a new nomenclature for the HR department.
In a digital world there is no there’s absolutely no boundary between what you are measuring internally and externally. 6 Concepts to re-imagine human resources.
In the old days what you measured internally was only known to the HR department, maybe the management team, and then you shared it as then when you wanted with the right people.
In today’s digital world people trust Glassdoor more than they trust any survey. They might not be bothered about your survey.
When you do an internal survey if you get a 5% response you’re very happy. That 5% response happens after so many reminders by top-notch human resource.
Glassdoor nobody is asking them they are voluntarily giving. So people today don’t trust the hiring managers don’t trust HR don’t trust the CEO they trust Glassdoor.
In a survey, the question asked the employees how they decide on joining any particular organization.
The only answer every employee gives is that they went to the glass door looked at the whole thing and take a call whether to join the organization or not.
Irrespective of the age, irrespective of the situation we’re into. Machines will come and go businesses will outsource businesses will do whatever you want.
But fundamentally in any organization engagement and culture will always be important whether you have 10 people and 20 machines or 1,000 people and 10 machines don’t matter.
Whether you have a wholly outsourced department or an in-house department doesn’t matter. I think engagement and culture have to be rooted as HR priorities.
You can get rid of everything else but engagement will be very critical I just read the Brunswick study they say that 75% of people globally are disengaged.
So it is very clear that engagement and management of culture are critical aspects of a company.
What do people view in a job that’s the latest Brunswick study across the world?
- Work-life balance
- Enjoying the job
- Long-term job stability
These are the three big drivers of what people want in a job.
In many companies, they have a program called the “shadow program”. Where management selects bright young people who are high potential for the company shadow program.
It’s a seven-day shadow string at the end of the first day or the second day invariably they have asked how things are moving. One comment we got from 95% of them I don’t want to do this job.
When they were asked why? The reason they said how much you need to prepare, how much you need to be on time, no breathing time between meetings they just don’t want.
Should we call HR a happiness renewal game? The reason there’s no end to happiness right everybody wants happiness.
6 Concepts to re-imagine human resources
I have six thought speeds to think about in terms of reimagining HR.
1- Employee employer relationship
Today employees and employers are the free agents today don’t ever forget it. We have come to a situation where there’s an equilibrium between employer and employee.
So the employee is a free agent he says I’m a volunteer. I’ll come and give a bit of my time to you. Today employers cannot say does the employee fits in our culture.
We have to ask ourselves do we fit into the employee’s life that’s the fundamental shift.
In a future world, management has to ask themselves if are they fulfilling their promises.
Are we making some difference to him am I able to attract the talent based on our promise? If you’re not able to do that he won’t stay with you.
Equally, the company is saying I give you a job, engagement, work, salary fine but I can’t give you a permanent job. So both are free agents right now.
2 – Fake CVs
When industries grow and especially you know fast-growing sectors etc. I see a lot of fake CVs in the market so be careful of that so these free agents.
While going thru Linkedin I say people are mentioning that they completed IIM, Ahmedabad, Lucknow, Kolkata. When scrolled down he’s done a two-week course.
Too many such CVs are floating around. So I believe the time has come for employers to be on alert mode while shortlisting resumes.
If you want to reimagine HR then you should have a credit card mechanism for worthy resumes. It may be a strange concept.
3-Blue collar attrition will be a challenge
We’ve always thought about white-collar attrition will be 15% to 20%. Right now blue-collar attrition is already trending which is between 3% to 5%.
Blue-collar attrition will continue, the reason we have several zones industrial parks, etc. So people are hopping in between those whenever there’s an industrial park.
People are happy to go between the company’s number one, and two. You train them here and they are happy to go to Dubai, Vietnam or Thailand or any other country.
Where the blue-collar employee is saying I can I can earn a little more money by going to a neighboring country. So start worrying about the blue-collar employees.
4-Focus on the Horizontal working pattern
Most of the time people don’t understand that you need to spend more time when you are in a horizontal world.
It’s just not vertical every two years you go up. So people have to develop a lot more depth and spend a lot more time which is not something that Indians are used to.
The vertical way of working is no longer true. In most organizations that have gone the matrix road, it’s much more horizontal. That capability is something that HR has to reimagine for the future.
HRs idea for an open culture
What is an HR idea of an open culture? How open can HR be?
Can all salaries be open in your company?
Can all promotions we open in your company?
Can all increments be open in your company?
What is openness, it should come to a degree when you know shocks you when you worry about it. Till you haven’t come to that you’re in a very comfort zone.
The CEO the CHRO or HR professionals have to ask themselves to push the limits is my point. The reason more and more people expect far more openness and much less obesity in today’s world.
5-Outsource Policy
Today do we require full-time employees, part-time employees, or outsource? Today is the future of partner employees robots.
So we are going to have different types of people who want to work for us. This is not going to be the past where you had everybody working for you.
If I go back to the 80s the HR department used to handle everything like what travel, admin, and canteen. All kinds of things they ran today they don’t run any of that it’s all outsourced.
Similarly, I believe you will have an enormous combination of companies. Companies will only stick to their strategy and what is their capability. You can automate all your factories.
6-Transformation
I think every company will have to transform. A companies does not transform will die. Transform to live another day.
For you
I think we have to reimagine HR whatever you want to call it a happiness renewal you want to call it culture you want to call it engagement.
I think it’s time to do that because the world is changing very fast. Its time to do that because we have to save organizations.
