Policies related to HR works

HR’s role continues to be critical in the technology industry, especially in the R&D environment where the success or lack of success is directly attributed to talent. Product development and the innovation associated with finding out new solutions for existing and future markets happen only when talent is stable and [login to view URL] example, in the past, we were measuring HR’s performance mainly on attrition. Low attrition would indicate that the talent engagement levels are high and various talent programmes are working effectively. However, in the current context, low attrition does not necessarily mean that HR is doing its job [login to view URL] matters to the success of the business is the retention of top talent that is actually bringing differentiation to the products and contributing to most of the innovation. Losing a few of such people would impact the business severely and the question, therefore, leaders should rightfully ask is what role HR is playing to continuously engage its top [login to view URL] summary, HR’s performance measurement criteria should be no different than for any other function. It is all about business performance, and HR like any other function must work directly towards the success of the business. It is not about the change in performance metrics, it is all about the change in [login to view URL] does Indian IT industry’s HR fare in terms of both the traditional and the newer metrics?I think the best people to answer this question would be the CEOs of the technology industry. However, I can share my perspective and say with reasonable confidence that different organisations are at different levels of evolution on the HR performance – from one end of the spectrum where the role of HR could be limited to administrative functions like issuing offer letters, payroll, benefits processing, employee database management, processing training nominations, etc., to the middle-of-the-road where the role of HR could be to plan headcount, work on staffing programmes, compensation and rewards, training and development programmes, employee engagement, [login to view URL] the other end of the spectrum is HR that plays a strategic partner role in the business – right from identifying the right business opportunities where talent needs to be invested, the right talent mix, effective organisation structures with the right leader leading the group/function, identifying long-term talent needs and designing programmes now to impact the future pipeline, effective career plans for the talent, and creating room and opportunities for their career [login to view URL] HR performance in these organisations is measured by how HR contributed directly to the success of the business, the expectations and understanding of the stakeholders is that HR will also continue to fulfill traditional roles and administrative roles. So it is not one role of HR in lieu of the other, it is [login to view URL] what respects do you feel that HR in the technology industry operates in situations unique to the industry?As I mentioned earlier, the technology industry is as good as its people. Though this comment can be argued in favor of any industry, I will try to qualify my statement. In the technology industry, where the engineers are primarily involved in writing software, designing solutions, or designing products in a virtual environment, the quality of output is directly proportional to the innovative solutions for the market. The smarter the people, the better would be the products and hence the success in the [login to view URL] other words, the challenges for HR are similar in technology industry like in any other knowledge industry. What works very effectively in such an environment is collaborative culture. For example, in Texas Instruments, our employees not only have opinions about various policies, they work together with HR to define the right policies and implement them.

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