We need to go beyond typical career tracks to promote opportunities
In an exclusive interaction with Dataquest, Aadesh Goyal, Global Head, Human Resources, Tata Communications, shared his views on why hiring right will be critical for technology companies and how his company is geared up to attract, retain and develop the
—AADESH GOYAL, Global Head, Human Resources, Tata Communications
How do you see the talent demands changing for tech companies in 2017? With the changing premise of technological advancements, it has become imperative for employers to scout for technical experts. The focus is on finding people who are consistently developing and commercializing new technologies to enhance the performance needs of their organizations in a dynamic environment. This has led to a need for constant skill upgradation on the part of job-seekers.
By 2020, millennial will form 50% of the global workforce. As more millennial start to expect curated, personalized, values-driven, digital experiences, there will be a critical shift from using a position-centric hiring approach to a person-centric one. With the rise in demand for nextgeneration niche technology skills, the stage is set to create a candidate-driven market. A combination of these trends is reshaping our talent landscape as the best candidates are now viewed same as the best customers of the business. At Tata Communications, how are you redefining HR strategies to match the changing skill requirements? At Tata Communications, we are always on the lookout for sharp minds with a creative bend to be able to challenge the status quo. New ideas with excellent execution abilities are always welcome. We are looking for people who are willing to collaborate and innovate across industries and segments. We are industry agnostic and we are constantly on the lookout for folks who are willing to experiment and take ownership.
We work hard to create a culture that is welcoming and flexible for everyone. Everything from team bonding sessions to ‘bring your kid to work day’ and company sports day help employees get involved and engage with our company culture. To help maintain a healthy work-life balance, we have instituted flexible and remote working programs to provide generous extra benefits. The area that we are most proud of is our emphasis on development. At any company, development is the key but in a company as diverse in its operations as Tata Communications, and one with an average age of 35, we need to go beyond typical career tracks in order to promote opportunities for anyone to show their brilliance, entrepreneurship and impact on the business. Can you give specific insights on some of the key employee engagements and talent development practices at your organization? The focus on letting individuals make an impact on their own terms begins with Shape the Future, our company wide initiative to inspire and nurture innovation within the company. It’s a crowd-sourced program to identify business opportunities that will add to the top line in the future. We invite our employees to submit ideas that have the potential to become a $200 mn business within 10 years and impact several million people. We then select the best ones and coach the teams to implement them.
In early 2014, Tata Communications launched a unique initiative for fostering innovation called Moonwalk. This program encourages employees to identify areas of interest, to learn about them through a creative process and to share the findings with everyone in the organization. The core idea of Moonwalk is to make people curious, and make people want to learn all over again. The brief to the teams is clear: invest four months in exploring the subject – conduct extensive research, meet industry experts, talk to academics and come back with a report you can share with the company. Moonwalks inspire new ideas within the company and help our teams take existing projects in exciting new directions.
—AADESH GOYAL Global Head, Human Resources, Tata Communications