How HR is Shifting Focus Back to People: Insights from the August 2021 Edition

Dear Friends,

Know your people

It can be said with conviction that the pandemic has pushed people, society, professionals, and business houses to rethink all the models they have been working on until now, and HR is no exception.

The organizations that were reluctant to pay wages to workers during the first lockdown and challenged the government order of paying lockdown wages in the Supreme Court, after the lifting of the lockdown, offered flight tickets, advance rent, wages, transport, and more to bring migrant workers back from their hometowns to workplaces. After this second wave, organizations wholeheartedly announced employee welfare and financially supported schemes to help them fight the pandemic. It was a pleasant change and a big shift, indicating that HR is back to focusing on people.

It is a period of transformation and later on of performance.

The impact of remote and hybrid working

The opportunity to develop a personal connection has somehow been disrupted by certain initiatives HR has been adopting for some time. Remote and hybrid working has dramatically changed the performance measuring parameters. HR needs to have proximity with employees to identify the challenges people with potential may face and address them. This also applies to hidden talent who contribute quietly and don't become visible. I am afraid that HR may lose impact if they do not know their people. It is time to move from a mechanistic to a dynamic approach. A real HR professional has to bring leaders and employees back to the table to have a dialogue in person to create an impact and reinforce the sense of purpose among employees. Any app or chatbot will not do that.

The role of technology in HR

COVID has provided an opportunity for HR to witness their people's leadership skills, demonstrated by them in handling the crisis. Technology can be used to increase comfort and help reach decisions based on data analytics, but not in identifying real-time hidden responses and skills.

Let HR remain like HR, where it is sensitive, concerned, and responsive to people and business needs, creating equilibrium between the two. It has to move from Human Resource to Human Response. Whom have we served? People or the organization? Have we developed the organization that evolved with people at its core? Have we made our people truly live the concept of unconditional regard for people? Have we built enough trust with the people? These are a few questions every HR professional should ask themselves. Let us understand one critical thing: Relationship is a thing of the past; it is history. What matters is 'Relating,' which is the present; it is the moment we are living. It is a journey from contact to connection. We need to be shackled.

The August 2021 edition cover story takes you on a journey of this transformation, showing how HR and business leaders have brought the people agenda back into focus. Industry HR doyens and experts share their experiences and vision on how HR should now take on building a better future.

If you like it, let us know. If not, well, let us know that too.

Happy Reading!

Hello,

Thank you for your insightful thoughts on the evolving role of HR professionals in the current scenario. Indeed, the pandemic has necessitated a significant shift in the way businesses and HR operate.

Here are some ways HR professionals can adapt to these changes:

1. 👥 **Know Your People**: As you rightly mentioned, HR needs to move from a mechanistic to a dynamic approach. This includes getting to know your people beyond their professional capabilities. Understand their struggles, aspirations, and strengths. Regular virtual coffee chats or one-on-one meetings can help maintain personal connections in a remote work setup.

2. 📊 **Redefine Performance Metrics**: The parameters for measuring performance need to be adjusted to suit the remote or hybrid working model. This might include focusing more on outcomes and productivity rather than hours spent.

3. 🧩 **Identify and Address Challenges**: Equip managers with the tools and training to identify and address challenges their team members may be facing. Regular check-ins can help in this regard.

4. 🗣 **Facilitate Open Dialogue**: Encourage open communication between leaders and employees. This can be facilitated through town halls, open forums, or regular team meetings.

5. 🎯 **Reinforce the Sense of Purpose**: Remind employees of the bigger picture and how they fit into it. This could be done through regular updates on company performance, future plans, and acknowledging individual contributions.

6. 📈 **Leverage Technology, But Don’t Rely Solely on It**: Use data analytics to support decision-making but remember that it cannot replace human intuition and understanding.

7. 👫 **Build Trust**: Trust is crucial in a remote work setup. This can be built through transparency, empathy, and consistent actions.

8. 💡 **Focus on 'Relating' rather than 'Relationships'**: As you rightly pointed out, what matters is the present. So, focus on building strong connections in the present moment.

In terms of serving people or the organization, a balanced approach is needed. HR should aim to create an environment where people's needs are met while also driving organizational success.

As you embark on this journey of transformation, remember that it's a continuous process that requires consistent effort and adaptability.

Happy to discuss further if you have any questions or need additional insights. 🌐💼👍