1.
How should HR ride the digital transformation wave?
The huge wave of technology has washed away many conventional
HR practices as it continues to transform the way HR functions.
‘With
great power comes great responsibility’, says Uncle Ben in the famous Spiderman
movie. In the world of HR, it fits well in the context of the rapid, empowering
digital transformation that is taking HR professionals on a ride. However, this
empowering transition calls for certain new skills and capabilities in HR
leaders to ensure that digitisation really benefits the organisation.
That said, the huge wave of
technology has washed away many conventional HR practices as it continues to
transform the way HR functions. Organisations are increasingly adopting
technology- enabled solutions to empower employees and businesses. However,
buying technology alone is not enough. HR needs to understand that from an
employee’s perspective, it is only a wholesome experience that counts, which HR
needs to create through a smart blend of technology and human intervention.
This means that HR professionals
of the day need to have an in-depth understanding of how to utilise technology
to create an efficient and enabling environment for employees and the
organisation to grow. Ruchira Bhardwaja, CHRO, Future Generali India Life
Insurance says in this regard, “The fundamental difference between
organisations, which will move ahead and the laggards will be how the
successful ones are able to recognise and/or hire people who have the
capability to maximise the potential impact of new digital technologies.”
Another reason why it’s crucial
for HR leaders to have a thorough understanding of the disruptions is because
HR needs to be able to scrutinise and choose from amongst a host of solutions
available to them. Technology does make things easy but choosing the right
technology for an organisation may not be so easy.
2.
Is online learning truly the future of
learning & development?
Social networks, mobility, bite-sized learning, Massive Open
Online Courses (MOOCs), and an increasing number of employees who prefer a
screen over paper are already seen as a big contributing factor in making it
happen.
Keeping
up with the pace of change, marketing function has transformed itself from an
unquantifiable cost center to an analytics-driven discipline, cementing its
position as a strategic partner in the growth of an organization. For a long
time, however, learning and development has struggled to achieve the same status.
Organizations that fail to pay enough attention to learning and development,
often find themselves struggling with growth and productivity. As a result, an
increasing number of organizations are realizing that traditional methods need
to give way to technology-led innovation for more effective ways that help
engage employees and improve performance.
A report
published by Deloitte indicates that while structured learning is
extremely important, on-demand learning from informal sources now constitutes
more than 70 percent of the total ecosystem.
It
included the following:
1.
Learning on the go
with mobile devices
2.
Self-paced learning
3.
Encouraging
interactions
4.
No limit on numbers
5.
Cost effective and
eco-friendly
3.
L&D Study Tour: Experiential learning at Genpact
Taking the concept of experiential learning to a whole new
level, a tour was organized of an exciting Study Tour with Genpact. The tour
showcased some of the best L&D practices by Genpact within its own campus.
Read on to know more.
Learning
is a process which is developed best through hands-on experience. With the aim
to provide a similar experience to delegates arriving for People Matters
L&D League conference 2016, a pre-conference study tour was pioneered by
People Matters in collaboration with Genpact.
The
format of the tour included real-time case study sessions, along with
interactions with various Genpact leaders across different domains such as
hiring, HR, training and operations. It was followed by an experience sharing
session by business global operation leaders on the impact to the
business.
The
objective of the tour was to showcase how L&D programs are conceived and
executed in Genpact. The session covered 4 aspects of the program, namely,
planning, execution, talent selection & business impact.
Amit
Aggarwal, SVP-HR and Chief Learning Officer, Genpact, spoke about how learning
has always been core to Genpact’s employee value proposition. He added that
most of the industries are experiencing disruption in the present age; also
addressing talent capability on-the-go is the need of the hour.
It
included the following:
1.
Gateway & Build
program
2. Case study session
3. Employee experience sharing
3. Employee experience sharing
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