The world is changing every day..

every moment- And it effects people in different

ways..
Technology has changed
The way business is conducted has changed
The way people connect (Work from home, Mobile devices, BYOD etc)
Peoples thoughts on rewards and recognition
Peoples loyalty to organizations
People on the same team may be from different offices or even different
continents

People equal work force so unless we change (the HR fraternity) to suit the
changing world.. we stand a very high chance of becoming irrelevant

Today, the term HR officer (often reminds you of a Police officer or strict English
teacher) has been replaced by terms which are more in line with what we doSome examples being
1. People Operations: It doesn't get much simpler than this. The term has gained
popularity among tech companies, including Google, Slack, Uber, Instacart and
Square. "Find them, grow them, and keep them" that's the motto Google uses to
describe PO's function.
2. People@: Facebook uses this term to describe the team that focuses on three HR
goals: Hire the best people, foster continuous personal growth and enrich the overall
Facebook experience."
3. Employee Experience: At Airbnb, roles that impact employee health and happiness
fall into this category. Open positions in the department include Head of Diversity and
Belonging and Internal Events Coordinator.
4. Employee Success: This department at Salesforce includes traditional HR roles like
Recruiters, but also incorporates some newer positions like Business Analysts, who
work with IT to build and manage internal HR apps.
5. Partner (Human) Resources: OK so Starbucks hasn't totally made the switch, but
it's clear that the coffee retailer is moving "human" out of the spotlight. This
department includes positions from Diversity and Inclusion Manager to Senior
Business Systems Analyst.
@Srikanth- you can maybe ask the next paragraph as a question ..or maybe as a statement
Most of the companies who have changed the name their HR depts are all big and successful
companies. But have we noticed that most of them have done away with the word
Resourcesthey now call the People or employees. Doesnt that sound way may respectful
? rather than a term which could be taken as Resources that just happened to be humans.

Is that where we should start our journey of change? ..to stay relevant..have we got it wrong
from the name itself?

@Srikanth: Possible punch line

HR, today is where SONY and KODAK were when Digital cameras were first
introduced. The question here is ..where are we going to from here. The SONY way
and be still relevant.. or will people 15 yrs later remember us only in case studies..
Staying Relevant in HR for me means thinking of new and innovative ways to
attract, retain, motivate, and optimize talent. It is about thinking of new programs,
new processes, new incentives and reward programs, new forms of communications
and new forms of praise for employees and managers.
So what is the need of the hour ..

HRs who can:

Understand business drivers and can articulate key business metrics at

any point in time.

Know how the business makes money and can map the business model
and business processes.

See opportunities to increase revenue and reduce costs.

Are focused on improving the customer experience.

Know the critical HR metrics for their role, whether they are a business
partner or talent manager.

Deliver HR solutions that create business value use evidence and data
to champion HR interventions and demonstrate their impact.

one examples from TCS ( or can be quoted as a general example)

Most Banking clients have a client specific BGC at time of joining the proect. TCS
also has a pretty comprehensive BGC at the time of joining. The deployment HR in
the account was able to highlight that many the antecedents checked are repeated
and do not change with time ( eg: educational checks). He was able to convince the
BRM to get the client to do away with the checks . The client was happy as the cost

of Client BGC went down and productive time was increased ( bgc time went down
from 4 to 2 days). TCS was happy as It meant two more days of billing

Lets look at one or two areas which we as HRs are deeply involved..
Performance management AKA appraisals Should we really be using a forced
fitment method ? some form of forced ranking and evaluation model..if we use a
forced ranking and fitment method and compare everyone in the team with each
other ..are we really fostering collaboration or creating an atmosphere of unhealthy
competition within teams ?
Shouldnt it be a baton relay, rather than individual runners running against each
other in their separate lanes ?
Shouldnt our Performance management programs be continuous, rather than
episodic ?? in a world where business scenarios change every day..should we really
measure our employees based on goals that were set 6 months ago ? (New
Performance Management research shows that companies which revisit goals
quarterly or more generate more than 20% greater profits than those who develop
employee goals once per year)
Recruitment: should we be recruiting for jobs when they become open, or
should put in place a continuous talent acquisition and continuous employment
branding solution?
Rewards and recognition : should we go by a method of one size fits all rewards
program ? Are we so nave to believe that all of us will respond similarly to the same
stimulus or rewards? One may want a certificate and public appreciation, some may
want money some one may want to the take a week off as reward

Articles that you may want to have a look at:

http://www.bersin.com/Lexicon/details.aspx?id=15373 (Agile for HR)
https://www.cornerstoneondemand.com/rework/whats-name-5-new-titles-replace-hr
http://www.forbes.com/sites/joshbersin/2012/03/25/has-human-resources-becomeout-of-date/#5223ae7e7a57