‘Or­gan­i­sa­tions are Mov­ing to Real-Time Per­for­mance Ap­praisal’

The Economic Times - - Careers: The Fast Track -

Data would be the most-rel­e­vant at­tribute in trans­form­ing hu­man re­source (HR) de­part­ments around the world, says Yazad Dalal, Asia-Pa­cific head of Hu­man Cap­i­tal Man­age­ment (HCM), Cloud Ap­pli­ca­tions, at Red­wood City, Cal­i­for­nia-based en­ter­prise soft­ware com­pany Or­a­cle Corp. “Just as in­sights from data have changed many ar­eas of busi­ness, so will they change the way or­gan­i­sa­tions re­cruit and man­age their staff. The po­ten­tial ben­e­fits for those that get data in­sights right are mas­sive,” he adds. In an in­ter­view with Rica Bhat­tacharyya, Dalal talks about the role of dig­i­tal so­lu­tions and tech­nol­ogy in bring­ing in ma­jor changes to the HR pro­fes­sion both in In­dia and over­seas. Edited ex­cerpts:

What is the role of dig­i­tal in HR and how is it trans­form­ing the HR prac­tices glob­ally and in In­dia? The con­cept of HR is much more com­pli- cated than be­fore. To­day, we have to recog­nise that most em­ploy­ees will not stay with one or­gan­i­sa­tion for more than three to five years, and we have to get the best and most out of them dur­ing that pe­riod of time and re­tain them for as long as pos­si­ble. The big im­per­a­tive for to­day’s em­ploy­ers is that they have to pro­vide em­ploy­ees the tech­nol­ogy they have at home: That’s the recipe to re­tain tal­ent. While you can put a price on the cost it takes to in­te­grate user ex­pe­ri­ence into your so­lu­tions, the value gained from pro­vid­ing a sim­ple, in­tu­itive in­ter­face is un­quan­tifi­able. This is why many CHROs are look­ing for ways to cre­ate qual­ity ex­pe­ri­ences that will de­light — not frus­trate — em­ploy­ees.

How is the In­dian mar­ket poised to take the rapid changes and dis­rup­tions in HR? I have a con­cept that I call skip­ping a step. For in­stance, mo­bile phones in 1995-96 started to slowly be­come preva­lent in the West. Yet, when we look at it to­day for mar­kets that are the fastest in mo­bile phone adop­tion, we see the mar­kets are in Asia. In the US, which is the in­no­va­tor, the adop­tion of new in­no­va­tion in mo­bile tech­nol­ogy is slower be­cause there is a legacy or his­tory, whereas in In­dia we went from no one hav­ing mo­bile phones to some peo­ple hav­ing fea­ture phones to ev­ery­one hav­ing smart phones. So we skipped a big step where the slow adop­tion was not there as there was no legacy to break. The same ap­plies to the pro­cesses in HR too and In­dia is in one of the most ad­van­ta­geous po­si­tions for rapid adop­tion of the big changes.

How would data help trans­form re­cruit­ment for HR de­part­ments around the world? Rather than us­ing job de­scrip­tions, HR de­part­ments are in­creas­ingly fo­cus­ing their re­cruit­ment ac­tiv­ity on staff pro­files. These pro­files will be based on high-per­form­ing peo­ple al­ready within the or­gan­i­sa­tion. What qual­i­fi­ca­tions do they have? What ex­pe­ri­ence do they bring? What per­son­al­ity traits do they pos­sess? A new data-driven ap­proach is also be­ing taken for staff man­age­ment.

How is tech­nol­ogy help­ing trans­form per­for­mance ap­praisal and man­age­ment? The most com­mon cliché is “per­for­mance ap­praisal is dead”. What it means is the an­nual per­for­mance ap­praisal is dead and most or­gan­i­sa­tions to­day are adopt­ing reg­u­lar, real-time, anec­do­tal and casual feed­back. Just as young peo­ple do not write emails any­more — they What­sApp — sim­i­larly we don’t have to write a long per­for­mance ap­praisal at the end of the year. We are mov­ing to real-time per­for­mance ap­praisal and that is why in our sys­tem ev­ery­thing is share­able and real-time. And tech­nol­ogy plays the most cru­cial role in pro­vid­ing the plat­form to have fast and quick and in­for­mal com­mu­ni­ca­tion.

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