The digital transformation of organizations has the maximum impact on its workforce. And it is often the HR department that needs to measure this impact and accordingly plan strategic innovations. The innovations involve HR processes ranging from appraisals, talent retention, diversity, equity and sustainability among others.
Senior HR heads including Aniruddha Khekale, SVP & Head HR, Adani Electricity, Vikas Maheshwary, Global HR Transformation Leader, Biocon Biologics, Samir Gaikwad, Head – HR & Administration, Bisleri International Pvt Ltd, Zenith Nayar, Head of HR Transformation, L& T Technology Services and Dr. Sujiv Nair, Global Chief HR Officer, deliberated on the contours of these innovations in a webinar “Tomorrow’s HR: People, Innovation and Business Transformation” organized by APAC News Network.
Impact of Digital Tools on HR
Aniruddh Khekale explored the implications of digitalization on employee experience and the challenge of maintaining personal connections in a digital world.
Vikas Maheshwary shed light on how advanced technologies like AI and machine learning are reshaping HR processes, emphasizing both the efficiencies gained and the privacy challenges faced. Samir Gaikwad, highlighted the transformative impact of digital tools on recruitment and employee engagement, stressing the need for these tools to enhance, rather than replace, personal interactions.
“The biggest thing on HR’s mind is how do we ensure that employee experience remains consistent or improves as we move through digitization across all the HR processes. Long enough, we have been used to having one-on-one discussions with people, meeting people face-to-face,” insisted Khekale.
“Digital transformation is reshaping HR processes by integrating advanced technologies like AI and machine learning. This integration helps streamline operations but also brings challenges related to data privacy and employee adaptation to new tools,” added Maheshwary.
“The introduction of digital tools has revolutionized how we handle recruitment and employee engagement. Automated systems have improved efficiency, but it’s crucial to ensure these tools are user-friendly and enhance rather than replace personal interaction,” opined Gaikwad.
The consensus seems to be that the future of HR lies in its ability to seamlessly integrate technology with a compassionate, human-centric approach, ensuring that while processes become more efficient and streamlined, the core values of empathy and personal connection remain intact.
Streamlining Performance Monitoring and Appraisal
HR leaders are often concerned about the impact of digitization on performance appraisals. Traditional annual reviews, often criticized for their lack of timeliness and effectiveness, are giving way to more continuous and streamlined systems. “The appraisal process might not change significantly, but the methods or approaches might. New performance appraisal systems are simplifying the process, providing a month-on-month view of employee productivity and efficiency, reducing surprises at year-end, and improving HR effectiveness,” observed Zenith Nayar.
This shift reflects a broader trend towards real-time performance monitoring, facilitated by advanced technology that provides ongoing insights into employee performance. That also indicates an emphasis on the evolving skill sets required for modern HR professionals. The traditional model of specialized HR roles is increasingly complemented by a need for broader knowledge and technical proficiency.
“HR professionals need to master one function but also have a broad understanding of other functions. Empathy remains crucial, as it cannot be learned through technology. Embracing technology is essential, but maintaining a compassionate approach is key,” observed Dr. Sujiv N, highlighting the dual focus needed in today’s HR landscape:
Tech-Led Future of HR Policies
There are key strategic decisions that HR must consider moving forward to manage digital changes. “This involves training employees, addressing resistance, and continuously evaluating the impact of new technologies on HR practices,” felt Dr Sujiv Nair. “HR should focus on building authenticity and reinventing itself to include tech and marketing aspects. Additionally, adapting to new labor codes will be a significant challenge,”Vikas Maheshwary further suggested.
These recommendations underscore the need for HR to evolve beyond traditional roles, incorporating technology and marketing into its functions to meet contemporary business demands. Zenith Nayar advocated for simplifying technology integration. “HR must ensure that new technologies are outcome-based and provide clear benefits.” This reinforces the need for HR to make technology integration user-friendly and beneficial to employees.
The CHROs also highlighted the importance of enhancing diversity, equity, and inclusion (DEI) in the workplace, along with a commitment to environmental sustainability. Additionally, we must all contribute to preserving the planet by minimizing waste and conserving natural resources.” This perspective reflects a broader commitment to integrating DEI and sustainability into HR practices.
Swapnil Mishra & Rajneesh De, APAC News Network
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