D
Catalyst | Digital
While feedback around these initiatives has
been hugely positive, HR must be mindful of
the wider effects on our employee population.
If we’re automating our HR process, it creates
efficiency, but reduces human interaction, so
we need to consider the effect on employee
experience. We’re keen to ask staff what they
think about that.
Technology training for staff
By digitising your business, you’re ensuring
its survival; it’s not a ‘nice to have’. You need
to be one step ahead of your competitors and
it’s HR’s role to help our people understand
this long-term strategy. For example, while
some jobs might be replaced by automation, we
need to help our people understand and exploit
opportunities for them to upskill.
We recently began introducing technology
training for internal staff. For example, in
the Chartered Financial Analyst exam, you
are assessed on your ability to use Python
(a programming language used in web and app
development). So we are arranging Python
training for our non-IT staff, plus training in
data processing.
Traditionally this was done via Excel, but
we’re introducing Power BI – a business
analytics service by Microsoft which aims to
provide interactive visualisations and business
intelligence capabilities with an interface simple
enough for end users to create their own reports
and dashboard.
We recognise that as a firm, if you are trying
to meet the challenges of tomorrow, you need
a comprehensive strategy – comprising a
long-term vision, broken down into smaller
actions. I would encourage people not to
consider the individual elements in isolation
but to look to the overall strategy for the whole
firm – then it starts to make sense.
Jane Lin, HR Lead,
Nomura, China
Nomura in numbers
A diverse workforce
with approximately
90
nationalities
86 %
Coverage of
global economics
& financial
indicators
Handled by their global
research team
¥52.4 TRILLION
Net assets under management
through our investment trust
and investment advisory
businesses
Issue 4 - 2020
19