1.
We are promoting talent development
& internal talent mobility to retain talent: Mohammed Rizwan, Head HR,
Reverie
"We run the
organisation with absolute transparency, keeping all employees in the loop, and
also giving them a say in decisions that could affect them as individuals, as
well as the company as a whole," said Mohammed Rizwan, Senior Vice
President, Head HR at Reverie.
Hiring the right
talent and fostering a Hybrid Work Environment in startups and SMEs can be
challenging. Lack of resources, traditional practices and high attrition rate
are some common roadblocks these companies continue to face.
Mohammed Rizwan,
Senior Vice President, Head HR at Reverie on being interviewed, discusses how
the fast-growing startup is hiring and managing tech talent. Reverie Language
Technologies is a growing startup with 190 professionals who aim to create a
digital space that every Indian can explore, benefit from, and enjoy.
Here are some excerpts from the interview:
How have you updated
your hiring policy in response to the shifting talent priorities?
A comprehensive hiring
policy with a proper process helps us to create a solid framework for all
recruitment decisions in our company.
Reverie’s ‘Hiring
Policy’ revolves around three questions that help us to identify the purpose of
what we are trying to achieve, such as;
·
What is the purpose or role to be played by the newly hired
employee?
·
How will the hired talent contribute to the success of the
company as an individual and as part of a team?
·
What company values are reflected in the person during the
hiring process?
We are constantly
expanding our existing talent pool to bring in new ideas and skill sets that
will complement our vision of language equality on the Internet.
For the period
2021-2022, we have hired nearly 70 new employees to strengthen our product and
R&D team. For the current and coming financial year, we intend to hire up
to 50 more candidates.
What are some key
skills you plan to hire for the year 2022-2023?
At the moment we are
focusing on strengthening our technical and engineering team, as we intend to
invest time and resources in research and development. Some of the top profiles
we are looking for are related to client-facing roles, product development,
R&D, and backend technical support to train our existing machines.
How are you retaining
employees?
When it comes to
employee management, our employees are not micro-managed and have complete
freedom at work. We regularly conduct an objective-based performance appraisal
that helps us as a company and the employee as an individual recognise their
position and growth in the company.
How has Reverie
embraced and adapted to the hybrid model that most companies in IT currently
follow? What's working?
At the moment we are
fully functional with a hybrid model that supports our teams by working two
days a week from the office and three days from home. Our employees are quite
aware of their responsibilities and take ownership of any tasks and
responsibilities delegated. We strongly encourage a healthy work-life balance,
which makes our employees happier and more productive at their work. In a
nutshell, the pandemic has brought many changes to us as an organisation and as
individuals. We have learned to take the good with the bad, and we can
confidently say that our team has learned to become self-reliant,
self-managing, and self-sufficient.
How are you dealing
with the high turnover rate in the industry?
Staff turnover in the
IT industry is a universal scene today. We at Reverie do not encourage
retaining employees by making counter-offers and allowing retention bonuses. If
someone decides to move for the money, we allow them to move on. We retain
employees looking to grow, and money follows when they grow. We keep in
perspective that employees who keep rolling from one organisation to another
based on money cannot be satisfied in the long run.
On the contrary, we
mitigate turnover by offering professional development opportunities within the
organisation. We offer the possibility to change roles within teams.
We also open the doors
to freshers straight out of college and allow them to make a mark in the
industry. We hire and train them to fit our requirements.
2.
The art of perfection: SS
Rajamouli’s journey into making RRR
While
the East and the West are lost in the magic of RRR, we can’t help but look at
the director, SS Rajamouli who has been known to strive for perfection with
each of his films, including the pre-Independence fictional story. The maverick
filmmaker, SS Rajamouli, who has brought home a Golden Globe (for best original
song) with his magnum opus RRR, is the talk of the town today. While people in
India have always been ardent fans of his films, including Magadheera, Eega and Baahubali, the
West is going bonkers only now, with the 49-year-old being named best director
by the New York Film Critics Circle. In the weeks to come, Indians will be
waiting with bated breath as there are murmurs that the film could be poised to
receive attention in numerous categories as the Academy Awards nominations will
be unveiled.
The director, who has
won many prestigious domestic accolades in his 20-year-long career is touted to
be a perfectionist at work. But Rajamouli has spoken extensively in several
interviews about the tag and how he only tries to bring perfection to his films
even though he realises that nothing is perfect in life. In one of his
interviews, he had shared, "People term me as a perfectionist because I
take so much time (to make a film) but I am far from it. I would like
everything to be perfect. You can get closer to perfect but nothing can ever be
perfect.”
3.
HR trends
in 2023 that will push the envelope even further
While
2021 and 2022 saw HR rebuild from the ground up to establish its new position,
2023 will see HR pushing the envelope even further. Since the Covid-19 pandemic
struck, we have seen an upheaval of organisations and legacy work structures,
starting with the first transition towards work from anywhere (WFA) and
continuing through the Great Reopening, which was immediately followed by the
Great Resignation and skills shortages. Numerous innovations have changed HR in
a myriad of ways during the same time, aiding the shift from traditional to
modern HR management.
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