Q. What is the leadership’s take on HR as a partner?
A. The HR essentially needs to be involved very strongly in the business strategy. A clear understanding of the business strategy will ensure that HR gets the right talent on board. Strong focus should be on mentoring and training, having new programmes besides ensuring a healthy environment in the company to keep the employees motivated and retain them.
At Persistent Systems, the HR head is actively involved in business planning activity, budgeting activities, and is also a part of all business forums and the operation forums. Therefore, he is aware of the grass-roots level and can respond to the business requirements.
Q. Do you think HR needs to make itself more visible to the top management?
A. When I look back at the past three or four years, the role of HR has become more strategic. In most IT companies the HR Head is a part of the executive council. So, I do not think visibility is a big problem for HR. As far as being a part of strategic business is concerned, it is more about the CEO involvement. Today, HR has gained sufficient visibility to be part of the top management and is involved in business decisions as a strategic partner.
Q. Talking specifically of the IT sector, what is the CEOs’ common perception of HR?
A. We see HR as our business partner, and essentially, a very strong enabling function for all our business strategies. HR in the organisation really needs to work on talent acquisition with utmost efficiency and foster their growth and create the employer brand.
As we talk more and more about beings partners in the company’s success, CEOs also need to focus on employee engagement and work closely with the HR. They should adopt the best practices that HR suggests and help it work in an organised manner. I believe, the CEO-HR relationship should be a very strong bond. Click here to read full interview...
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