Page 188 - CW E-Magazine (27-2-2024)

Special Report

tion in respect of each employee. These and hence employee engagement sur-
encompass the recruitment stage, on- veys and confl ict resolution have
boarding, periodic evaluation, progres- become integral parts of the HR func-
sion, training, medical records, com- tion, which is also expected to coordi-
pensation statistics, special rewards nate knowledge management architec-
and recognition, personal information tures, compensation benchmarking and
and even exit interviews. Multiple plat- payroll administration.
forms are available from fi rms specia-
lising in IT-enabled services to meet Companies are now mandated to
individual digitisation requirements. spend prescribed amounts on CSR
activities and these are typically executed
Training and development by the HR function. In addition, it is
sional counselling, in order to meet the expected to step in to proactively avoid
emotional and psychological needs of unionisation, step in to manage crises
employees and their families. This need and protect reputational risks.
has been further accentuated in the
work-from-home situation, which has Indian industry has come a long
brought in its wake multiple unforeseen way from the 1960s and 70s, which
challenges. In addition, companies have were characterised by militant trade
found it a useful practice to arrange for unionism, gross ineffi ciencies caused
mentoring of deserving employees by by excessive protection from imports,
Most companies operate in an empanelling mentors from within and islanding from emerging technologies
environment where the pace of change outside, for the holistic development and excessive focus on manufacturing.
is increasingly rapid and hence it is of people. These roles are also now an Following the economic reforms of the
imperative to arrange refresher training integral part of the HR Polyclinic. 1990s, there has been a steady shift to
in emerging technologies, digitization global competitiveness, upgradation
and management techniques for dif- Additional expectations of technologies, entrepreneurship,
ferent strata of employees. Assessment Beyond the multiple roles outlined enhanced role of the service sector and
of training needs, boutique solutions here, the HR function continues to be innovation. Concurrently and less per-
for each employee, combination of actively involved in several other areas ceptibly, the HR function has evolved
classroom, web-based and on-the-job such as development of structures and and played a vital supporting role in
training, assessment of training methodo- organisation charts, job descriptions this evolution, through various offer-
logies, their efficacy and eventual and mapping of competencies. With ings from the HR Polyclinic.
translation into workplace improve- changing societal expectations, diver-
ment are some of the challenges that sity and inclusiveness need greater High quality talent is and will con-
the HR function needs to address on an attention than in the past. Participation tinue to be the key differentiator bet-
ongoing basis. in the global arena has brought newer ween leaders and laggards in the cor-
norms, including retrenchment, right porate sector. As the focus shifts from
Counselling and mentoring sizing and downsizing, which, in a machines to men and women, the expec-
Even prior to the onslaught of the country like India, without social secu- tations from the HR function, which
pandemic, progressive companies demon- rity nets, need very sensitive handling. now has a seat on the main table, have
strated the softer side of HR man- Attrition rates have been added to the increased substantially, a trend which is
agement through personal profes- metrics tracked even at the Board level certain to continue in future.

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188 Chemical Weekly February 27, 2024

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