Insight on Opportune HR Mastermind series - "Future of HR"

Opportune Mastermind Series "Future of HR"

Session: “Future HR Scenario” on 12th October 2013

Q & A Session with HR Leaders from Industry:Brainstorming points

What are the future challenges in managing talent? How to keep Talent motivated?

• Fierce competition for talent is making it difficult for companies to retain talent. • Due to digital media and various employee centric platforms, employees know about various

practices followed in other companies. It is helping progressive companies to attract talent. Others need to adopt new practices.

• In new industries like BPO, KPO, services the work pressure is high. HR interacts mostly through team leaders.

• Same is true about sales people. HR interacts with sales executives through their reporting managers. Can new technology be used for better interaction with the people on the field?

• Looking at today’s corporate trends people gets into a leadership role at a very young age. They are good performers but leading skills are generally missing. Nurturing this talent in a high turnover industry is a major challenge.

• New generation is coming with a different mindset. Many of them prefer flexible working hours, better working conditions and want freedom.

• Every employee has a different motivation. Auditing and documenting these motivations can help HR in better employee engagement.



What will be the competency benchmark and performance evaluation mechanism?

• Performance mechanism needs to be categorized between sales and non-sales employees. Must be well articulated and communicated to employees. A regular feedback mechanism rather than just appraisal can help.

• For top performers, company should endorse & broadcast his/her achievement to set a benchmark for others to achieve. Can this be introduced in HRMS? Should it be done?

Is the dynamics for HR manager changing?

• HR managers are involved today in branding of the company due to their recruitment efforts

• They are equally responsible for business development of the company. Especially in services industry where people cost is a major chunk, no new business estimates can be done without HR managers input.

• HR manager need to be innovative enough in his practices to attract & grow talent. Just giving more money is not an option. Competitive costs doesn’t allow such strategies. Employee expectations are also more than just money.



What are current challenges? anticipated in compensations and regulatory compliances?

• Variation in employee basic cost location/city , geographic & Demographic situations

makes it difficult to make uniform policies across company.

• Wages differs across different states due to minimum wages act and different taxation

policies. Is there a way to simplify things?

• Regularly updating & scaling up salary & indirect costs as per international standards

makes it difficult to pitch for new business. There is huge risk of reduced profits even losses.

• Competition and regulations making it tough to contain costs. Companies need a

mechanism to identify & acquire employee with right skills, knowledge, and job capability

at optimum cost.

• Minutely studying the employee HRMS reports can help retaining talented employees in

the organization while reducing attrition.



How to identify, acquire and nurture good talent?

• Psychometric tests can play a vital role in identifying good talent with probability of

them staying long.

• Keeping reviewing new employees at regular interval for initial 3 months period to

check learning capability.

• Can HRMS software be used to identify how well new employees are fitting into the

organisation?

• How to understand if an employee can take a bigger role? Understanding skills &

capability of an employee to provide him right work profile

• Appreciating talented employees within the company and giving them the

responsibility of training juniors to motivate them.Opportune Mastermind Series "Future of HR"


Will past historical data help to identify future issues?

• Past data assists company in deciding best geographic & demographic mix of

employees which suits their requirements

• This data will help company sail through difficult situations citing resolutions

undertaken in the past

Will past trend analysis help to predict future behavior of all stake holders

• Analysis reflects the current emerging trends.

• It also informs company about flexible & employees friendly policy.



Special feedback by participants:

Mr. Vaibhav Mahamunkar – Sr. Human Resource Manager Secure Parking Solution

• Employees who perform well in their duties are being encouraged and promoted by broadcasting their videos / interviews in the whole company to let others know.

• Need to have flexible remuneration packages. For example, employees working in Mumbai for the company will receive higher salary packages due to very high cost of living here as compared to other cities

• For capturing attendance of the employees, company has installed eye retina screening / finger biometric machines which records in & out time for tracking employees.

• Strict policy of terminating employees in event of any serious lapses

• Depending on local culture, celebration themes remain different across locations

Deepak Pawar – Asst HR Manager Maxx Mobile

• It is difficult to track movements & performance of sales employees of the company. Hence, best way to track them is to call up clients to confirm

• Handling wide product mix becomes challenging for sales employees

• Setting up sales packages are tough due to competitive market

• There is threat of one sales employee representing more than one company at the same time


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Insight on Opportune HR Mastermind series - "Future of HR"