 "Shatrunjay Krishna")
In 2016, we will see an accelerated transformation in the way HR responds to the ever-changing business realities. Aligning organisation to its operating model, business objectives and customer value propositions will continue to be a priority for the management. The 'competitor did so' approach will give way to a strategy where optimal organisation design is identified basis the unique customer value proposition that the organisation has.
The focus will be on identifying the hyper performers and cutting through performance management bureaucracy. Managing performance as a concept is at a unique phase where many organisations have either done away with the age old bell curve, a relative measure of performance to move to a more absolute one, or are piloting such a concept for critical functions. There will be an increased frequency of performance feedback; regular and even real time to identify hyper high performers, high performers, and potential high performers, average and below average performers.
Organisations will keep strengthening the golden rule - 'pay for performance', the total employment deal would cover all aspects of employee experience. Employers would make efforts to understand and build a sustainable employment deal that attracts and retains the appropriate segment of employees they are looking for. Rewards portfolio that works for a college graduate may not work for a 40 year executive leading a function.
HR technology and related analytics is emerging as a 'key enabler'. HR technology will go on to provide greater HR coverage. Average employee can look forward to using technology and not stare boringly at the endless forms that exist currently. Think of a mobile app that enables manager to provide continuous and real time feedback to its team members with ease. This enables the new age performance management mentioned earlier. An interview app that helps a hiring manager in evaluating a candidate on competencies suited for the job; and possibly even a tool that runs numbers and does predictive analysis for HR and the business leaders on possible high performer attrition.
All these enablers will add a new dimension vis-a-vis HR processes by making it more adaptive to the ever evolving business environment.
Shatrunjay Krishna
Director, Rewards, Talent and Communication, Towers Watson India
Director, Rewards, Talent and Communication, Towers Watson India
