What are the most prominent strategic talent management challenges that your organizations or peers are facing today?
Different companies and organizations have time constraints when it comes to talent management. The most urgent need is to simplify what can be a very time consuming, complicated process, and to make it relevant to those who use it. Since the process requires assessing and organizing the ability and competency of employees, I believe the most challenging task is making the process uncomplicated and aligned with business needs and priorities. If done effectively, the system will enable leadership to effectively lead and manage the overall performance of their organization. An ideal talent management system delivers successful results when it assists managers in continuously developing employees to confront the challenges of their business.
What will be the best advice you give to the firms looking for a solution in your organization?
You must understand the organization you are working with and target your solution to specific needs and challenges of that organization. Our primary focus revolves around what our talent management needs are, and the information we feel is needed to improve how we perform today. We acquire systems that match these requirements. In a nutshell, companies should look for solutions which can provide the central repository for all talent information. The system should be easy to use and easy to manage. The system components and functions should be integrated so data gathered in one component of a system is easily shared in others. The company should also ensure the talent management platform can easily share data with the firm’s main system for employee records and data. The overall talent management systems should connect information from a company’s succession planning, development planning, and overall performance management data to the employee records. The firm should also offer tools like reports, and charts, to assist managers in translating data to meaningful information. Workforce analytical tools are key today in assisting businesses identify how their current workforce compares with the needs and abilities desired of their future workforce. Once this is understood, you can plan development for your existing employees, as well as target hiring needs for your future employee population.
"An ideal talent management system delivers successful results when it assists managers in continuously developing employees to confront the challenges of their business"
What is the new trend of technology being implemented in the talent management landscape?
There is a trend and desire to use data to assess not only the current state of a company’s workforce, but also the desired future scenario as well. Using workforce analytics, organizations can make projections for future workforce needs. The growing demand for workforce analytics, which may also be used to influence the culture of an organization, gives firms a deep data look at the make-up of an organization’s employee base. It acts as a tool to examine what the workforce looks like, what it’s capabilities are, and assists in identifing future needs to align with trends in their industry.
How do the companies with strategic planning work with workplace management in place?
Since the workforce influences the way firms do business, an organization needs a proper assessment to identify its workforce for a more secure future. It is unpredictable as to how many jobs will be automated in the time ahead, as the landscape and the target class keeps on changing with the technology today. Accordingly, our company provides tools that mold the workforce into a self-sufficient group and assists them to integrate with the system. This process aids the company’s management to get a precise idea about the department and its future needs in the same manner when Artificial Intelligence (AI) is combined with human intelligence.
What according to you is the success factor to keep the organizational workforce flow in a firm?
One of the greatest challenges in an organization is technology; it is a constant change in the industry. Companies need to understand long term plans in technology are relatively short as new products emerge daily. To do so they must have a strong technology strategy, and leaders must work collectively towards building a strong workforce. If you think back just a few years, technology had a totally different look to it. Personal computers were a breakthrough for work and homes. Today we carry our cell phones everywhere and have continuous access to work and personal data. The scenario is no longer the same in this constantly evolving digital world! In a similar manner, the future of all the companies and workforce will have a drastic impact on the industry as the changing innovations and inventions in the technical field will also lead to changes in tool utilization.
Please elaborate on your professional achievements and how has the journey been within the human resource landscape?
I assure you that it is not just the HR knowledge alone that contributed to my success in this field. My diversified business and technical background and educational qualifications have offered me an excellent foundational understanding of how to leverage technology to achieve business success. Much of my early career was spent in the IT sector, and the skills from there helped me to set objectives and accomplish big business goals. My entrepreneurship journey includes business, operations, sales, and marketing. I grew up in the operations and human resouces fields, and if I want to continue to be a business leader, I should have a conscious thought that technology gains will be crucial in the future. I believe there is always more to learn, and strongly believe your personal development must be a continuous evolution. Ongoing learning and development is what makes people successful – at work and personally.