Complete Organizational Growth: The HR Role @ Mumbai

Date:   Wednesday , July 06, 2011

The Human Resources industry is complex, yet always evolving, thanks to the broad range of topics developing due to the current economic climate. Factors like globalization, an aging workforce and decreasing loyalty of employees are creating a radically different HR Environment and pushing companies to alter their HR Strategy.

The “Strategic HR Summit“ organized by SiliconIndia on the June 25th in Mumbai, addressed the issues of how one can adjust to these trends and stay ahead so that your company remains competitive and does not flounder.

What are the HR Trends, Challenges and Obstacles? The future role of HRs as a leader/facilitator in organizational development was explained by the inaugural keynote speaker Vikas Shirodkar, Vice President - Human Resources, General Motors India. He said, “With the amount of outsourcing and automation, administrative and procedural roles are falling away. The main role of HR in future will be managing the culture within the organization and emerging as the performance consultant within the organization and preparing the organization to face the changing environment. An HR must emerge as a leader and integrate talent development with the business of the company”.

Many companies today are asking following questions: How could we move our Talent acquisition from a reactive to a pro-active approach? Are our top talents placed on our key positions? “Succession Management is a strategic HR area which is the key for organizational excellence and competitive edge. In order to make it more effective and facilitate creation of leadership pipeline, this initiative should be there in the CEO agenda in terms of time investment as well as commitment and conviction. HR should act as a change agent and facilitate the process”, said Barttanu Kumar Das, Sr. Vice President & Head-HR, Blue Dart Express.

Sudhakar Rao, Director - HCM Solutions, SAP India addressed the audience on ‘Future of Human Capital Management’ and said that people are the most important asset of an organization and the last great source of competitive advantage. Mr.Raamann Ahuja talked about how by calling oneself a 'Business Manager' rather than a HR person, will bring significant shift in the mindset from focusing on what business really needs rather than just an HR perspective on why talent needs to be hired and why it needs to be retained.

Managing People is not just a transactional activity but one which enables business strategy and helps drive execution, Dr. D Prasanth Nair, President & Head – Human Resources & Financial Services, Thomas Cook India provided an interesting perspective on how current businesses are focusing only on short term goals and not encouraging a longer term perspective causing extensive gap in the true leadership development initiatives. He aptly pointed this out by presenting 'QSQT' (Quarter Se Quarter tak) phenomenon and linking it to the yesteryear movie 'Qayamat Se Qayamat Tak'.

‘Talent Management: Effective and Future Strategies’, speaking on this topic was Chetan Indap, Founder and MD, StaffOnContract who awakened the HR community on the way 'Disruption' is going to change the way HR work. He presented potential scenarios of how HRs will be required to equip themselves to handle a decade from now and how emerging philosophies like SOHO, Collaborative Consumption and Service Acquisition will become the core part of how a HR will do talent acquisition and retention.

Ajai Dayal, CEO, PBOPlus added, “HR as a profession is moving into a high pressure zone. HR must align itself with the business reality and look to cater the business needs. Therefore, it is time to wake up for HR and re-think / re-design the view.”
Overall the summit focused on how an HR can become a trusted business partner in the development and success of the organization. The event was sponsored by SAP, Sodexo, and other partners included Pearson Talent Assessment, ITCONS e-Solutions, Focalworks and Tata Mcgraw Hill.