Today’s disruptive world needs differentiators in every subsystem of HR wherein they can create “Compelling Value Preposition”.
Disruptive scenario talks about the requisite imagination “Knowing what is coming”. Those who have this foresight will only survive rest will disappear.
Rahul Mehandiratta is working as General Manager-HRM, heading HR function at Indo-Japanese JV i.e. Sanden Vikas India Private Ltd taking care of 4 plants.
He believes that the success of any and every function requires its impact on business realization which can make that function important. However, he also feels that the common aspect for success for any function is “People thinking Style”.
He further says that the way one thinks transform it into their behavior. The behavior turns up into Action and Action talks about the results or impact which one create in any given scenario.
Struggles of HR professionals for proving themselves
- They are working only as facilitators and not differentiators.
- They work for a routine and not to bring change.
- They don’t diagnose the problem well but just act to complete the task, losing focus on Big Purpose.
- They identify problems but lack Passion, Enthusiasm, Energy & Zeal to strive towards excellence.
- They lack in action & speed and so change is slow and finally, they miss the bus.
Adopting the Right Thinking Style
If we think “We Can”, half of the battle is already won, the rest half require our efforts. Hear your mind, body behavior & actions start working for the rest 50% to achieve the final goal.
On another side, if we think “We Cannot”, half of the battle is already lost, and so the rest half, i.e. 50% of the efforts, even if we apply, we cannot achieve the final goal.
Hence, even before we start the battle is already lost. So, it is important to think positively and strive towards excellence.
It is not just the Right Thinking Style that matters but what matters is “Act fast, Act smart, Act best from rest”. Either Differentiate or get Disappear.
Being purposeful is the Key
If we work to just complete the given tasks setting aside the exact “PURPOSE” then it is a BIG WASTE. It is like “Doing for the sake of Doing”. E.g. Hiring people is not just about filling the empty BOX in the Org. Chart but onboarding right talent for future business requirements should be the goal.
Hence, whether is Talent Acquisition, Performance management, designing the right policies, Engagement programs, Learning, and development, etc. each area should have a “Strong Purpose Centric Approach”. No Purpose comes to no results.
Culture is “What you Breath”
It takes years to create the right culture but few days and few months to meltdown. We are living in a world where we have Baby Boomers, GEN-X, Gen-Y, Gen-Z. Creating a healthy eco-system of agile professionals who can bring in congruence in their approaches to drive business needs is the need of an hour. Creating the right balance is what is expected from HR leaders to win people’s hearts and still navigate between people’s aspirations and organizational challenges.
COVID -19 scenario is the classical example of adopting the unthinkable method of Work from Home (WFH) which was never imagined before. Hence, re-invent, re-imagine, re-think, and doing it regularly is the new normal. So, whether Local or Global, going VIRTUAL is POSSIBLE to do business.
Being better is not enough but “Being Best” is required for existence.
To be the best one needs to innovate constantly and find new methods for better processes, practices, strategies to address the upcoming challenges.
Human Resources function: To exist or to extinct!
Human Resource function will exist and will keep evolving but HR professionals will perish if they don’t keep evolving with changing times.
- Human Resource existence calls for “Transformation in HR function”
Moving from Traditional to transactional by bringing in more digitalization & HR automation & moving to Transformational approaches is the need of an hour.
Impactful HR professionals should;
Ø Constantly diagnosing organizational Grey Areas?
Ø Keep Evolving innovative methods & approaches to address business challenges.
Ø Adopt Collaborative Team efforts? Built & develop great team players.
Ø Be Unstoppable, Agile, adaptive, Entrepreneur mindsets, Congruence
Ø Building performance-driven work Culture meeting people’s aspirations.
Ø Attract & Retain the best talent providing meaningful work.
Ø Being empathetic rather than being sympathetic. This may require taking tough decisions too.
Ø Creating an Agile Organization culture of continuous learning and growth.
Ø HR Analytics: Moving to Real-time data for quick decisions and impacts.
- Human Resource Professionals existence lies on “Being Customer-centric”
External Business ecosystem has an immense impact on internal business Eco-system and so strategic HR people interventions must be made based on what market demands and not what we can offer. So give more than what the “customer” wants and not what we as a company can offer must be the approach only then we can remain in business.
It is not just adding more features or services in the car than your competitors but it is about customer delight that can make you the differentiator or the game changer and bring a smile on customer’s faces.
About The Author,
Rahul Mehandiratta is a passionate HR professional with approx. 20 years of versatile experience in diverse Industry types (Pharma, Textiles, FMCG, Automotive-OEM, Apparels & Fashions, Auto-Ancillary) and is currently serving as the General Manager-HRM heading HR function at Indo-Japanese JV i.e. Sanden Vikas India Private Ltd taking care of 4 plants. Certified in Advanced Competency Mapping & also possesses certification in DISC profiling he has strong exposure in the areas of HR Policy design & execution, HR automation, Talent acquisition & retention etc.
