When someone says ‘techie’, the image that most likely comes to mind is a Sheldon Cooper-ish male with glasses and a hoodie. We often associate women with domains like HR, PR, etc. and seldom with technology. This is one of the biggest stereotypes not only held by HR practitioners but society at large. This gets reflected in the statistics relating to women in tech as well.
Posts Tagged India
"It’s All Politics: Winning in a World Where Hard Work and Talent Aren’t Enough"-is the title of a book by Kathleen Kelly Reardon, PhD.
The rapid advancements in the technology and communication have ushered in a digital age that is enabling businesses to revolutionize how they function, enhancing their product/ service to meet the needs of the customers, transform employee experiences and so on. One of the main enabling factors is the voluminous data that is allowing businesses to engage in analytics and derive deep, actionable insights.
Data in the digital era
Business and its every facet have changed in leaps and bounds over the past decade or so. Business success was earlier tied only to product/ service optimization in the context of large investments, long timeframes and higher risk associated with investments. Changes (whether to improve the product or the process) could not be made suddenly, not without heavy losses and higher risks. Data from the past history and otherwise was limited and was only used for future predictions.
HR is a field that has always generated large volumes of data. For instance, candidate profiles, recruitment data, career progression data, personal development and review data, appraisal data, employee engagement data, etc. With the rapid advent of technology, it is even possible to analyze and leverage data from social media profiles, emails and so on too (apart from the traditional means) to understand employee sentiment and gather other such insights.
The recently announced interim budget was a highly anticipated one. Riding on the wave of the upcoming election, it was touted to be a populist budget giving in to the wishes of the Indian electorate. Media channels and publications predicted that the interim finance minister Piyush Goyal would give a budget speech with the flavour of an election speech.
One of the many terms that have gained importance in the past few decades in the area of learning and development is Instructional Design. In the simplest of terms it means development of training material and experiences that enable a person to learn. The creation is not a simple process of developing content. There are principles that have to be applied to ensure that the material is impactful, relevant and applicable. The end goal of learning has to be met, but within a certain time-frame.
Biases are an integral part of human nature. At the workplace, human biases can become toxic or lead to discrimination, creating a stifle environment and impact productivity and profitability.
Biases work at two levels- conscious (those that we are aware of and can work towards overcoming) and unconscious ( those that are a part of our subconscious and surface from time to time). The latter often goes unnoticed and unchecked to the person displaying such biased behaviour.
Technology is advancing at an unprecedented rate today. This has led to a drastic evolution within organizations and their various functions. More companies are now expecting human resources function to contribute to revenue and profitability.
I recently attended a breakfast round table conference of HR leaders organized by SHRM on the topic of ‘How investment in HR technology could impact the organization bottom line’. As interesting as the topic was, the discussion was equally engaging. The session was nicely moderated through a series of questions that kept the ideas flowing. One question in particular stuck a chord with most, the kind of mixed views it generated prompted me to write this post.
India celebrated its Independence Day a few days ago. The joy of being an independent nation also brings a high degree of responsibility and accountability with it. When we superimpose the same thought process on organizations, most individuals wonder if the guidelines remain the same. Employees have a view on what freedom at the workplace means for them and so do organizations. But are the two perspectives aligned? Do they speak to each other and operate together?
That is the question we want to be able to answer today.
Is your organization showing a lack of flexibility in meeting external market demands?
Is your organization experiencing a lack of internal collaboration among various teams?
Is your organization witnessing a slow informational flow and poor quality decision - making?
Summary: L&D departments worldwide are realizing the importance of creating a brand for themselves. Branding helps bring in consistency in all L&D initiatives, ‘pull’ employees towards training programs and ultimately achieve business goals.
Mobiles have changed our very existence. A statement that might sound absurd to the Gen Yers and Gen Zers, more so for the latter, but for the Gen Xers, who have witnessed the resplendent growth of mobile technology from the very beginning, it is a reality they have lived through. Mobiles that were once devices for convenience are now cornerstones for utility, communication, shopping, and, in general, thriving today!
The technology boom in the last 20 years has seen a drastic change in the way we lead our lives and work. However, the coming years promise a technology induced disruption like none other. The current buzzwords of AI, VR, Blockchain and gig economy are pushing businesses to take cognizance of technology and its effect on their future.
As technology makes inroads into the lives of employees more than ever, terms like Internet of Things (IoT), big data and the likes of it have become ubiquitous. The Internet of Things or as it is colloquially called – IoT, is a web of smart devices and sensors connected through the internet and connecting people, their devices and a plethora of information along with it.
Agility and employee experience are two of the most debated subjects in HR community. Both agility and employee experience are integral to business sustainability and employee engagement. While agile HR practices enable organizations and employees respond promptly to changing business and workplace dynamics, employee experience can be instrumental in winning the talent war.
Summary: In an era of technological invasiveness, organisations are undergoing a holistic change. Various functions, infrastructure and interactions are now being digitised. And when such a wave of transformation hits, even the hitherto untouched HR function tends to undergo a digital makeover.
Digital business transformation is a thorough shift in the functioning of an organization from the old traditional methods to new digital ones. It involves change in its processes, tools and activities with an aim to improve the overall performance of the business. This digital transformational leap is taken keeping in mind the present and future vision of an organization that wants to stay ahead of the curve with respect to changing technologies and customer aspirations.
Ennui can set in at the workplace very often. No more. Virtual Reality is here to the rescue. The workplace will now be an innovative place. And by the looks of the initial experiments, the possibilities are limitless.