HR 2020

Transformation has jolted all industries and businesses across the globe in the last decade. Something that has kept all of us on our toes. It’s critical to not only develop understanding of what we are heading towards but also to prepare ourselves with right Toolkit.

Disruption has also changed the way HR designed or integrated itself with the organization and one of key element is the structure/design of HR Function itself. Branding roles as HRBP (HR Business Partner) or Organizational Development (OD) would not do justice until and unless we understand the crust of it and how these roles will add value to the business. Into my Facilitator and Consulting shoes recently after 15 years of corporate journey and as the volume of meeting clients/customers go up I got to observe few things and thought to pen them down.

• Understand what you want to achieve through these roles. Talking Hay-why would not work, talk value! (Why HRBP? What does it mean to your HR team and Organization in general? what to get out of this role? How will this be integrated within the HR team and stakeholders off course)
• Empower these roles Stop using obsolete matrices. Empowering roles is the only way forward to create magic in the organization. (Understand operational and transformational excellence)
• What is the core of your business (That’s where the game begins and this can be pinnacle of your success, where unfortunately most of us fail)
• Even if you work in a small setup, try to think about customization and understand what is required rather what is the talk of the town. Think twice before execution, don’t hesitate to bring business on board, they’ll not hijack it 🙂
• HRBP’s are supposed to understand and speak business lingo. Let them focus on that, let them integrate with business.
• Performance or Talent Management (Don’t do it for the sake of it) Sync it with business to create a dent.
• Hipo’s (High Potentials would not stay with you for the $) Think beyond $.
• Equip teams with value driven tools, think crazy, think deep, think diverse
• Revamping organizational design would need your expertise as well. Equip your team to craft/ideate in a way where HR design their own structure which is example for entire organization
• Employee life cycle is not a science, it’s an art, be Picasso at it
• HR town-halls would only work when it has core people strategies to talk about which add value to the organization (something beyond sandwiches)
• One size of shirt, would not fit all, Customize.
• Mango or Orange festival is not employee engagement (PLEASE)
• Putting the “Digital tag” on every initiative because XYZ are doing it as well would not make life easier for you or for your employee base. Think Basic.

A lot of times when we revamp HR structure we don’t focus on the bigger canvas which is business. Customizing roles around business needs can be a game changer but unfortunately we fail to understand and adapt. Changing roles would not even work for HR teams if the crust is not aligned to what that role should actually inject into the organization. Let’s focus on something which is sustainable and practical. Transformation begins with you.

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