Growing Challenges:

- Managing distributed workforce: Redesigning/Crafting a Workplace and Policies that are disruption Resilient/proof- With shift to remote work, big
concerns are how to preserve company culture with a more distributed workforce, and how to ensure employee experience evolves to keep up with
employees’ expectations and needs in a changing environment. Hybrid workforce models are even evolving the value proposition of the office itself
versus other work locations. HR must move beyond simple questions of how remote work operates to more important questions of critical managerial
and leadership roles and responsibilities, new organization structures and virtual HR strategies to create effective organizations that operate in the hybrid
work environment of the future. Build resilient organizations, leaders and employees so they are able to bounce back and thrive during disruptions.

- Leadership Diversity and Development: Leadership development needs to be a critical strategic initiative. HR professionals are faced with being
expected to provide the essential structures, processes, tools, and points of view to make the best selection and develop the future leaders of the
organization. Its critical strategic initiative in ensuring that the right employees are retained, that the culture of the organization supports performance
from within to gain market position, and that managers are equipped to take on leadership roles of the future so that the organization is viable in the
long term.
Confidence and trust in leadership is also undermined by the lack of diversity. Despite the attention placed on building a more diverse workforce,
progress has been slow and halting. The workforce and the communities in which organizations operate expect more. The pace of progress must speed
up.
As an organization’s leadership changes, often so do its priorities. Ensuring that development remains a top priority to leadership is essential.

- New Employee Experience, Health and Wellbeing: Employees’ expectations of their employers have shifted. Mental health, purpose and social
responsibility are now critical components of the value proposition. Create working conditions which maintain and nurture the physical and mental
work capacity of people. Today, managers and supervisors have been offered inhouse training courses on how to address challenging and troubled
work situations. HR executives must navigate the new realities of the labor market to meet their talent needs and the expectation of their employers.

- Legal Compliance and Regulation: The one legal constant is that regulations are always changing. as Remote working and AI becomes more
pervasive, concerns about data and personal privacy will increase. HR function needs to learn how to deploy AI intelligently while respecting personal
boundaries and spaces. Countries will legislate on this space even as social media will mount pressure on companies and countries to become more
sensitive. There’s an opportunity for responsible HR to shape the future here.
Key Growing Skills
1. Analytical Skills: 1 key skill imperative across levels
Understanding how to manage, interpret, and make better decisions from data has become an essential skill. How do we understand trends and patterns
that will help us make better decisions? Use Power BI/ Augmented Reality
2. Digital literacy
Ability to discover and evaluate information through various digital platforms- HR professionals must be comfortable adopting digital methods and
channels to do things that were once done manually. Know and Leverage technology to enhance the contributions of the human resource function to an
organization

management by permitting sensible,

intelligent and wise judgment; th
3. Strong Decision Making: Augment efficiency and competence of the administrators and the management by permitting sensible, intelligent and wise
judgment;
4. Intercultural Understanding: International exchange, study visits, secondment
5. Change Management: Is not the focal point of HR training but imperative to ensure HR continues to attempt to help businesses move forward.
6. Ability to measure HR effectiveness/KPI’s:
7. Ability to question and influence policies and decisions
8. Risk and HR Compliance Management

KRA’s:
1. Recruitment and Selection of Top Talent
2. Execute Downsizing and Re-Structuring Strategies
3. Identifying and Reducing Cost
4. Organizational Analysis
5. Design Policies and Plans
6. Creating Virtual HR Strategies
 7. Designing Attractive and effective benefits package
8. Building Organization capabilities and organizing learning
9. Increase in employee satisfaction
10. Talent retention and turnover ratio.
11. Performance Management that reinforces positivity
12. Employee Relations

Grooming Plan:
- Provide ecosystem: to be Involved in the business decisions from the beginning, rather then bringing them into picture at later stage just for execution
- Create support system to keep their skills contemporary: Provide options for enrolling for Trainings and Executive Programs to fill in skill gaps or get
trained on emerging/growing HR skills as per ever hanging business landscape
- Provide Networking Opportunities outside of firm so they are connected with latest trends in industry and get visibility to Best practices adopted
among competitors.
- Build Comprehensive Toolkits /Job Aids per different roles as per the nuances of each organization
- Establishing Simulation Exercises to understand and validate both social and employee implications of any new Initiatives and influence decisions
accordingly.
- Establish Rewards and Recognition programs to prioritize and encourage behaviors like Innovation; Automation; Challenging status -quo vs
recognizing on regular KPI’s/Standard HR Metrics
- Job Rotation: Rotate HR Resources /Team between different functions so they get an end to end view of different processes to create skills exchange

For creating effective and focused Training plan:

- Conduct surveys to determine what tasks the HR department workers need the most help in developing expertise. For example, typical topics include
approving or denying leave, establishing salary ranges, calculating bonuses, creating performance improvement plans and handling layoffs.
- Validate your assumptions by reviewing your design ideas with members of the HR organization - establish a comprehensive training program to train
HR personnel to conduct hiring activities efficiently when the company goal includes plans to expand significantly.
- Create a list of industry Internet links of tip and techniques. For example, the Society of Human Resource Management provides sample interview
questions. HR professionals can use these questions as a guideline when conducting effective interviews
Summary:

Challenges Top Skills/Competencies KRA’s Grooming Plan

Now In 3-5 years
Cost 1.Data Analytics -costs saved, % Provide ecosystem: to be Involved in the business
Optimization 2.Organizational 1.Scaling -Reduction in attrition, decisions from the beginning, rather then bringing
(Doing more with Design 2. Technology -Cost of HR services them into picture at later stage just for execution
less) 3. Digital Literacy Management -ROI of Training and other People Training on:
4. Program/Project 3. Data initiatives -techniques to measure employee productivity (EPR)
Management Visualization/Sci -Execute Downsizing and Re- - Invest in HR Automation and training so HR staff
ence Structuring Strategies per employee ratio reduces
-Process Integration -using Statistics/Predictive analytics and data
modelling techniques
-Leverage technology to enhance the contributions
of the human resource function to an organization
-Develop financial management and budgetary skills
Attracting and 1.Requirements 1.Negotiation 1. Recruiting effectiveness -Use job families to guide ongoing attraction
Retaining Analysis 2.Competence -Key positions Fulfillment time activities within the agency.
Top/Critical 2. Workforce and Management -Quality of Hire/planning processes Training on
Talent Succession Planning -Retention of key Talent - Train on Contemporary Methods of attracting
3. Social Marketing 2. Depth of Pipeline; Succession talent and keep doing these interventions from time
4.Decision Making readiness to time to keep their skills current with latest trends
5.Compensation Bench 3. No of Development plans realized in industry
Marking 4.Shaping Company perception - Utilize PVP (Performance vs potential Model) of
6. Digital Literacy 5. Net Promoter Score PMs
7. Job analysis - Designing customized career paths for employees-
8. Interviewing Skills that meet their unique needs while capitalizing on
their specific brilliance.
- Linking Hiring data with PMS data/outcomes to
determine Recruitment effectiveness
 -Designing Attractive and effective benefits package
New Employee 1.Employee Relations 1. Test Plans 1.improvements in Health and Safety -Provide Networking Opportunities outside of firm
Experience, 2.Networking 2. Researching etc. so they are connected with latest trends and Best
Health and (Internal/External) 3.Complaince 2. security Standards Practices in industry
Wellbeing 3.Execution Management 3. Enhance Employee experience -Training in security Standards
4.Influencing 4. Culture Satisfaction/Happiness -Learn to measure adoption levels and effectiveness
5. Employee Quotient of EAP programs
Engagement -Simulation Exercises
Leadership 1.Business Acumen 1.Competence 1.Diversity Score Impart with Trainings on:
Diversity and 2. Effective Management 2.Culture Satisfaction - Cross Cultural Understanding
Development Communication 3.Upaward Feedback - Unconscious Bias – Knowledge tests
3.Influencing - In -person /online leadership Management
4.Intercultural training courses
Understanding
Legal Compliance 1.Records 1.Requirements 1. Compliance of all laws -Impart training for understanding of KPI’s, KRI’s and
and Regulation Management Analysis 2. Risk Mitigation KCI’s.
2. Auditing 2.Schedule -provide exposure and participate in Risk
3. Electronic Management Management discussions/interactions
Documentation -Training on basics and key aspects of Records
4. Advising Skills management
5. HR Compliance
Management
Managing 1.Crisis management 1. Innovation 1.Culture Satisfaction while Remote -Training on Designing effective Policies and Plans
Distributed 2.Strategic HR 2. Technology working for flexi/Remote working
workforce Management Adoption 2. Transparency Levels - Grooming on Taking calculated Risks.
3.Change 3. Creating
Management Virtual HR
4.Policy Management Strategies