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Future-Focused HR: Reshaping People Practices for the Modern Era
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Kavita Malhotra is a seasoned Global HR Strategist with 20+ years of experience in talent management, HR transformation, and international mobility. As the Managing Director of Kaizen Consulting Services, she drives operational excellence and sustainable growth for organizations worldwide. Kavita is also the Founder of Search HR Online, specializing in advanced HR tools. Previously, she held senior roles at GMG and VFS Global, leading HR transformation and creating global shared services. Her expertise includes HR strategy, talent management, and employee experience enhancement through digital interventions.
In the recent interaction with M R Yuvatha, Senior Correspondent, siliconindia, Kavita Malhotra shared her insights on Future-Focused HR: Reshaping People Practices for the Modern Era.
HR technology is truly transforming the way organizations operate today, influencing employees and their experiences in the workplace on a regular basis. There are several impactful ways in which HR technology is currently driving this transformation.
The transformation can be categorized into five key areas.
• Automation of Routine Tasks
• Data-Driven Insights
• Personalization
• Improved Communication and Collaboration within the workplace
• Focus on Employee Well-being
The Power of HR Technology
Business processes across industries have evolved significantly, and tasks like payroll, leave approvals, and benefits management can now be managed automatically through systems predefined with workflows. This automation allows employees to focus on strategic work instead of routine, mundane activities, speeding up processes, reducing errors, and ensuring smooth functionality across the organization. Prominent companies such as Unilever and Google exemplify how technology is being utilized to make workplaces more efficient. HR systems have also advanced beyond mere workflow and data management. Today, platforms are designed to be more intuitive and personalized, enabling employees to customize their digitized workplace experiences.
Communication is another area being reshaped by HR technology. In an era where remote and hybrid workplaces are the standard, digital tools like Zoom and Slack are increasingly being used. These tools extend beyond simple chat functions, allowing teams to collaborate, exchange work, and stay connected even when physically apart. HR technology is not just about simplifying processes but also about creating workplaces where employees feel valued, supported, and empowered to perform their best. Organizations that embrace the tools are positioning themselves for success in this new era.
HR Technology’s Role in Transformation
To thrive in a tech-driven environment, employees, leaders, and CXOs must embrace new ways of working. HR plays an important role in facilitating this change by bridging the gap between technology and employees, guiding teams through changes, and ensuring alignment across the organization.
Firstly, creating open communication and transparency is essential when introducing new technologies like AI. HR should clarify how these technologies will impact roles, reducing fear and uncertainty. Upskilling through regular training programs helps employees feel more comfortable with new tools and view them as assets rather than threats. Engaging employees in the adoption process, gathering feedback, and addressing concerns fosters collaboration and eases transitions. HR must also ensure ethical implementation, addressing fairness, bias, and privacy concerns to safeguard employees' well-being and build trust within the organization.
As organizations adopt new technology, leveraging the expertise of older employees is essential. Their experience and institutional knowledge strengthen the organization’s strategic approach when integrated with modern tools. HR can play a vital role by fostering inclusive policies, such as mentorship and reverse mentorship programs, to encourage knowledge transfer and collaboration between seasoned and younger employees. Tailored learning opportunities, including training on digital skills and industry updates, help older employees adapt and stay engaged. Workshops on technology usage ensure their continued relevance. Additionally, promoting a culture of respect and inclusion across generations fosters teamwork, reduces stereotypes, and enhances organizational dynamics. These efforts ensure older employees remain valuable contributors, enriching culture and driving performance.
AI Integration in HR
Integrating AI into HR functions is a highly effective way to improve efficiency and decision-making. To successfully implement this, leaders can follow several specific steps. Firstly, setting clear goals is essential. Organizations must define objectives and target specific areas, such as using AI for candidate screening, personalized learning recommendations, and AI-enabled video interviews. These tools streamline processes and allow HR professionals to focus on quality tasks.
Addressing the digital skills gap is another priority. Training and upskilling HR teams, along with employees, build confidence in using AI systems. Workshops and courses help reduce skepticism while highlighting AI benefits like time savings and reduced recruitment bias. For instance, pre-programmed AI screening based on predefined job skills minimizes human bias. Additionally, AI provides deeper insights into talent management. While analyzing thousands of CVs manually within minutes is humanly impossible, technology makes it achievable, enabling HR to focus more on the human aspects of hiring.
Using AI ethically is another critical factor. Regularly reviewing AI tools for data privacy, fairness, and algorithm bias fosters trust. For instance, as hiring expands to new regions, evaluating AI’s fairness ensures alignment with organizational needs. By adopting these strategies, HR can seamlessly integrate AI, improving processes and supporting employees through the transition.
Future-Ready HR: Upskilling and Analytics
One of the most effective ways to prepare organizations for the future is through regular skill assessments and people analytics. Continuously analyzing current roles and employee skill sets allows HR to identify gaps early. By comparing existing skill sets with those required for future roles, HR can plan targeted training programs to bridge these gaps efficiently. Additionally, HR should collaborate closely with business leaders to understand how industry trends and emerging technologies are likely to impact their teams. By proactively identifying these changes, HR can forecast which skills will be in demand and ensure employees are well-prepared. HR should cultivate a culture of continuous learning, as technological advancements require ongoing education. Current, modern learning approaches like gamified experiences, interactive content, and cross-functional training are essential for engagement.
Upskilling and reskilling employees over various methods, such as like online courses, workshops, and mentorship programs, are key strategies. If AI becomes part of the workflow, HR can introduce foundational AI courses to help employees build competence and confidence. Leveraging modern learning platforms to offer short, interactive courses ensures greater engagement. Tools like micro-learning modules and gamified experiences make the learning process more interesting and voluntary, encouraging employees to participate at their own pace. Exposing employees to different roles and skills within the company broadens their abilities and fosters flexibility. This approach not only enhances individual growth but also creates a more adaptable and dynamic workplace.
Looking Ahead
Talent management lies at the heart of any efforts made at building the resilient and future ready workforce in the modern business world. It is not merely filling roles but strategically attracting, developing, and retaining the right people to adapt to challenges and opportunities. This talent management, for business success, is actually aimed at finding future skills and providing specific training in these areas so that the workforce is ready to take up emerging challenges. It will then create resilience, adaptability, and a growth mindset while still developing inclusion and engagement. Building future leaders, this can help an organization navigate through change and progress.
In the recent interaction with M R Yuvatha, Senior Correspondent, siliconindia, Kavita Malhotra shared her insights on Future-Focused HR: Reshaping People Practices for the Modern Era.
HR technology is truly transforming the way organizations operate today, influencing employees and their experiences in the workplace on a regular basis. There are several impactful ways in which HR technology is currently driving this transformation.
The transformation can be categorized into five key areas.
• Automation of Routine Tasks
• Data-Driven Insights
• Personalization
• Improved Communication and Collaboration within the workplace
• Focus on Employee Well-being
HR technology is not just about simplifying processes but also about creating workplaces where employees feel valued, supported, and empowered to perform their best. Organizations that embrace the tools are positioning themselves for success in this new era.
The Power of HR Technology
Business processes across industries have evolved significantly, and tasks like payroll, leave approvals, and benefits management can now be managed automatically through systems predefined with workflows. This automation allows employees to focus on strategic work instead of routine, mundane activities, speeding up processes, reducing errors, and ensuring smooth functionality across the organization. Prominent companies such as Unilever and Google exemplify how technology is being utilized to make workplaces more efficient. HR systems have also advanced beyond mere workflow and data management. Today, platforms are designed to be more intuitive and personalized, enabling employees to customize their digitized workplace experiences.
Communication is another area being reshaped by HR technology. In an era where remote and hybrid workplaces are the standard, digital tools like Zoom and Slack are increasingly being used. These tools extend beyond simple chat functions, allowing teams to collaborate, exchange work, and stay connected even when physically apart. HR technology is not just about simplifying processes but also about creating workplaces where employees feel valued, supported, and empowered to perform their best. Organizations that embrace the tools are positioning themselves for success in this new era.
HR Technology’s Role in Transformation
To thrive in a tech-driven environment, employees, leaders, and CXOs must embrace new ways of working. HR plays an important role in facilitating this change by bridging the gap between technology and employees, guiding teams through changes, and ensuring alignment across the organization.
Firstly, creating open communication and transparency is essential when introducing new technologies like AI. HR should clarify how these technologies will impact roles, reducing fear and uncertainty. Upskilling through regular training programs helps employees feel more comfortable with new tools and view them as assets rather than threats. Engaging employees in the adoption process, gathering feedback, and addressing concerns fosters collaboration and eases transitions. HR must also ensure ethical implementation, addressing fairness, bias, and privacy concerns to safeguard employees' well-being and build trust within the organization.
As organizations adopt new technology, leveraging the expertise of older employees is essential. Their experience and institutional knowledge strengthen the organization’s strategic approach when integrated with modern tools. HR can play a vital role by fostering inclusive policies, such as mentorship and reverse mentorship programs, to encourage knowledge transfer and collaboration between seasoned and younger employees. Tailored learning opportunities, including training on digital skills and industry updates, help older employees adapt and stay engaged. Workshops on technology usage ensure their continued relevance. Additionally, promoting a culture of respect and inclusion across generations fosters teamwork, reduces stereotypes, and enhances organizational dynamics. These efforts ensure older employees remain valuable contributors, enriching culture and driving performance.
AI Integration in HR
Integrating AI into HR functions is a highly effective way to improve efficiency and decision-making. To successfully implement this, leaders can follow several specific steps. Firstly, setting clear goals is essential. Organizations must define objectives and target specific areas, such as using AI for candidate screening, personalized learning recommendations, and AI-enabled video interviews. These tools streamline processes and allow HR professionals to focus on quality tasks.
Addressing the digital skills gap is another priority. Training and upskilling HR teams, along with employees, build confidence in using AI systems. Workshops and courses help reduce skepticism while highlighting AI benefits like time savings and reduced recruitment bias. For instance, pre-programmed AI screening based on predefined job skills minimizes human bias. Additionally, AI provides deeper insights into talent management. While analyzing thousands of CVs manually within minutes is humanly impossible, technology makes it achievable, enabling HR to focus more on the human aspects of hiring.
Using AI ethically is another critical factor. Regularly reviewing AI tools for data privacy, fairness, and algorithm bias fosters trust. For instance, as hiring expands to new regions, evaluating AI’s fairness ensures alignment with organizational needs. By adopting these strategies, HR can seamlessly integrate AI, improving processes and supporting employees through the transition.
Future-Ready HR: Upskilling and Analytics
One of the most effective ways to prepare organizations for the future is through regular skill assessments and people analytics. Continuously analyzing current roles and employee skill sets allows HR to identify gaps early. By comparing existing skill sets with those required for future roles, HR can plan targeted training programs to bridge these gaps efficiently. Additionally, HR should collaborate closely with business leaders to understand how industry trends and emerging technologies are likely to impact their teams. By proactively identifying these changes, HR can forecast which skills will be in demand and ensure employees are well-prepared. HR should cultivate a culture of continuous learning, as technological advancements require ongoing education. Current, modern learning approaches like gamified experiences, interactive content, and cross-functional training are essential for engagement.
Upskilling and reskilling employees over various methods, such as like online courses, workshops, and mentorship programs, are key strategies. If AI becomes part of the workflow, HR can introduce foundational AI courses to help employees build competence and confidence. Leveraging modern learning platforms to offer short, interactive courses ensures greater engagement. Tools like micro-learning modules and gamified experiences make the learning process more interesting and voluntary, encouraging employees to participate at their own pace. Exposing employees to different roles and skills within the company broadens their abilities and fosters flexibility. This approach not only enhances individual growth but also creates a more adaptable and dynamic workplace.
Looking Ahead
Talent management lies at the heart of any efforts made at building the resilient and future ready workforce in the modern business world. It is not merely filling roles but strategically attracting, developing, and retaining the right people to adapt to challenges and opportunities. This talent management, for business success, is actually aimed at finding future skills and providing specific training in these areas so that the workforce is ready to take up emerging challenges. It will then create resilience, adaptability, and a growth mindset while still developing inclusion and engagement. Building future leaders, this can help an organization navigate through change and progress.