from the
publisher’s desk
It gives immense pleasure to present the People and
Management HR Extravaganza 2018 post event edition.
It’s been an eventful year for HR-related issues hitting
the headlines. We revisit each month’s most notable
happenings.
Today more people are looking to change jobs every few
years for different opportunities, challenges or simply more
money. While these movements can mean a steady wage
increase and better career prospects for the employee, for
an employer it can result in higher staff turnover, costs of
recruitment and possibly unrest among those who choose
to stay.
In this edition we present an exclusive coverage of
notable movements in the industry in 2018 and few that
are already announced but scheduled in 2019.
With the concept of ‘a job for life’ no longer expected,
or often even sought after, does this make the long service
award redundant?
From an HR perspective, it is tough to constantly
compete on the monetary or tangible front because
resources are limited. However, if you are able to position
yourself effectively with the right story to amplify the
message, you can easily gain an edge in the talent market.
The emotional connection can be way more powerful than
you ever imagine.
Community building and partnerships help grow your
competencies.
We see many HR conferences taking place. Plenty of
active HR communities both online and offl ine. Numerous
HR networking events and fellowship sessions to allow like-
minded professionals to mingle and exchange thoughts; for
the very reason that there is a need for the HR community
to look beyond their existing organization and learn from
the market.
While HR has always complained about not having a
seat at the table, I’ll urge all HR professionals to think of
how you can better equip yourselves to be respected by
business leaders. Give them no reason to ignore you and
become more indispensable as the days go on.
While we are not expecting HR to become the ones
championing technology, it is imperative for professionals
in this space to be adequately familiar with and capable
of working alongside it. When that happens, technology
becomes a true ally rather than a threat that many may
perceive at present.
Adopt an open, agile mindset when dealing with the
changing workforce.
One of the key challenges that I’ve heard frequently
is dealing with the changing workforce mix and in
particular, handling the millennial generation. This group
of employees appear to be a misfi t, often doing things very
differently and perhaps, being perceived by many as not
being the best employees that you are used to hiring. The
question then is, is that really the case?
Understanding that workforce dynamics is changing
and putting in place new ways to better attract and engage
talent will be the key to a highly mobile and competitive
talent landscape. Only through constant experimentation,
communication and having an agile approach will the
HR professional be able to help the organization adapt in
today’s fast-changing business environment.
Tell your story to build engagement and advocacy in
the market.
My thoughts
The above elements are neither new nor is it rocket
science.
Sometimes, what it takes is a simple reminder and
taking a step back to have a neutral view on things.
By seeing things without a tinted HR lens, you will be
surprised by the realization that can be derived from the
refl ection. We must keep refl ecting on what has got us to
where we are today, and keep growing in experience and
ability.
With a blink of an eye, we are down to the fi nal days of
2018. It was a productive year, to say the least, and one that
has brought plenty of learning and refl ections.
The HR space hasn’t transformed dramatically over
the past year, but there are things that have shown great
potential to shift the needle in 2019 those will be important
to take note of moving forward.
I wish all of you a fruitful and productive 2019 ahead.
Happy Reading!!
Linda Brady Hawke
Publisher
Vol. 10 Issue 1 • JANUARY 2019, Noida |
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