With digital means such as LinkedIn, Facebook and other tools becoming part of the standard HR arsenal, hiring and retaining of innovative talent is increasingly data driven and more scientific.
Aman Attree is HR Head – Hindustan Powerprojects Ltd
In an age where digital tools are impacting every walk of life, the way companies interact with varied stakeholders has been transformed too. Staying abreast of the times, human resource teams are also using digital and other means to hire and create a pool of talent. Digital tools are also being deployed to retain such talent and give companies an innovative edge in various activities.
For instance, companies in the power sector too, the need for an innovative approach is important. This is because traditionally power companies in India have been used to undertaking many functions as per past practices. It is only after the Electricity Act, 2003 came into force, allowing private companies into the hitherto-restricted power industry, that the old guard felt the need for adopting an innovative approach in remaining competitive.
Today, HR teams in the power companies have their hands full in shouldering multiple responsibilities, including acting as 24×7 brand ambassadors. Companies today recognise that HR departments play a pivotal role in increasing the organisation’s prospects in multiple areas by boosting the innovation quotient not just by hiring the right person for the right role. Productivity and positive business outcomes automatically receive a fillip because of innovation thrust.
Best Assets, Best Means
An innovative approach is the need of the hour as industry dynamics are rapidly changing with the increasing use of smart technologies to boost productivity and outcomes. Top managements now appreciate that human resources are their most precious assets, above other physical ones. Even the best tools and techniques would not realise their potential – for example, in curbing losses during transmission and distribution – if the persons managing them were inefficient. Therefore, the role of HR in driving this innovative edge becomes crucial, primarily via hiring of individuals willing to come up with unconventional solutions to various problems.
With digital means such as LinkedIn, Facebook and other tools becoming part of the standard HR arsenal, hiring and retaining of innovative talent is increasingly data driven and more scientific. Consequently, such companies are well positioned to deliver better results. Many companies are presently using LinkedIn to research candidate’s background.
What this denotes is that HR these days is no longer a tertiary function but has become part of a pivotal strategic tool in meeting business objectives and staying ahead of the pack. Companies failing to utilise Internet age advantages risk being left behind in the race to remain relevant and competitive.
Boosting Engagement and Team Spirit
Another way HR teams enhance the competitive and innovative edge is by boosting employee engagement and team spirit. The level of engagement varies across employees because different factors come into play. HR needs to devise and conduct regular team-building initiatives that allow employees to de-stress thereby improving engagement levels.
Simultaneously, regular training sessions can be held to coach employees on upgrading skills, prioritizing tasks, delegating work, handling stress and, finally, working within allocated budgets and deadlines.
The writing is clearly on the wall. Companies that act accordingly for the innovative advantage will survive and thrive. Those that don’t won’t.