• As Head of HR for IFIN, what strategies are you using to attract, engage and retain employees
  • Attracting and retaining talent at IFIN is part of the culture at IFIN, as it is a people centric organization, and my mandate is well defined. The nurturing culture at IFIN ensures holistic growth of employees and the complex and challenging work opportunities keeps them engaged. Worldwide, the trends, for attracting, engaging and retaining talent, are pointing at a strong value proposition for employees. Organizations prepared to invest in this, have fathomed the value it garners.
     At IFIN we have developed a value proposition for our employees, the 3Es Model i.e. Engage, Enable and Energies.  We Engage periodically with Business and people to proactively understand their needs, Enable them throughout their lifecycle with interventions involving connect sessions, matching individual professional goals to organisational opportunities and timely recognition. Encouraging physical, interpersonal and emotional wellbeing at work through Knowledge networks and by infusing hypersensitivity to opportunities, the Leadership commits to drive the employee value proposition, which is the key to making a congenial work environment

  • What do you think are the opportunities of managing diversity in an organization and as an HR professional what are your thoughts on managing diverse workforce
  • Recognition of Diversity is a transformation in the mind, the world by nature is heterogeneous, and it is home to all kinds of beings. Diversity few decades back was limited to skill, competency, gender, geography and age; with growing globalization and borderless workplaces, the mindset shift of the workforce is changing due to simplification, connection, flexibility and the impact of digitization. Diversity of workforce today is beyond skill, competency, gender, geography, age, background, culture and now includes physical abilities, ethnicity and preferences. The growing needs is emerging that the representation of younger workforce is increasing and it calls for suave management styles to keep them engaged
    What the manager and leaders need, is the ability to manage diversity of thought; the fact that different people need different ways to be managed and have different motivational factors.
    An employee’s decision to join or to continue working for an organization is influenced by the organization’s ability to create an inclusive workplace. It is important to acknowledge that the difference exists, finding commonality in diversity and designing policies to be executed around this is a constructive approach for an organisation

  • In this digitization phase how has the HR function transformed
  • Digitization is to be embraced. HR analytics for example contributes immensely in decision making at the leadership level. Boon of digitization today firmly depends on the HR team’s ability to leverage technology. The success of the HR service delivery already depends on intelligent use of technology and this will get more pronounced. Onboarding, employee connect, knowledge management and rewards are already being merged and executed on technological platforms. It is great to see gamification being used for employee onboarding and learning. I think it is going to be a wonderful world that will experience a blend of HR policies and procedures with these softer technological touch points, making for an enchanting employee experience. The core HR procedures will see the thin yet profound crust of technological brilliance, aiding a meaningful contribution from HR to overall organizational success.

  • How has been the Evolution of HR function in an organization over the last few years
  • As per the theory of evolution by Darwin, complex creatures evolve from more simplistic ancestors naturally, as random genetic mutations occur within an organism's genetic code, the beneficial mutations are preserved because they aid survival. These beneficial mutations are passed on to the next generation. Over time, beneficial mutations accumulate and the result is an entirely different organism. The same is for the HR function, the core of basic values of the function, the beneficial mutation, remain as they form the core values of HR and new modifications happen to support the prevailing times and issues. From the years of analog data gathering to this digital age, HR’s role and means have taken leaps and bounces towards effective partnering with Business, this growth has given new meaning and agenda to the new age HR professionals making them more purposeful, connected and data driven than its predecessor.

  • How do you see organizations benefitting from an increasing number of women professionals
  • Women have some innate qualities which are a gift of nature to them. Qualities like sensitivity, creativity, graciousness, dignity, affinity to nurture and emotional strength. It is apparent differently in each woman, but each retains it. In this dynamic and VUCA business environment, women professionals add the above mentioned innateness to work. Organizations that are cognizant of this fact utilize this opportunity and hire women to bring with them an abundance of these qualities to make an affable workplace.


    These qualities are vital in any industry or sector and are the epitome of good work ethics. They encourage a sound mental premises for realizing organizational goals while accomplishing one’s own goals. Women with a renewed sense of purpose and empowerment are holding important positions and marshalling the resources, with grace and balance. Women friendly policies are empowering the women today to successfully balance their professional aspirations and the core responsibilities of womanhood.

  • What is your leadership mantra
  • “Simplicity is the ultimate sophistication” said Da Vinci, I believe in keeping it simple and clear. With so much being said and done about the stressed work environment, complexities are often projected as the way to do it. Leadership, I believe, is about simplifying the most complex situations. The ability to be the custodian of common sense and sanity check of the basics, as it ensures that you have the bandwidth to deal with real issues which challenge one’s intellect.
    I got as a WhatsApp message the other day which reads, “In Japan, in a soap manufacturing company, the soap blocks were wrapped in a wrapping paper automatically on an assembly conveyer belt and finally packed in cartons.
    A lot of times it happened that the wrapping machine wrapped the paper without soap i.e. you had an empty packet without soap. To rectify this problem the Japanese company bought an X-ray scanner from the US for $60,000 to check on the assembly line whether the container contained soap and wasn't empty. A similar problem happened at a soaps factory, in Ahmedabad in INDIA. Guess what they did? They bought a fan costing around Rs.1500/- and placed it on the edge of the assembly line. The empty wrappers, without soaps just blew away!!!”
    Sometimes the solutions are simple and what we look for are complicated answers. This is a common example yet a very good reminder of how simplicity can be the answer to the most complex situation.
    I believe simplicity denotes exquisiteness, purity & clarity

  • What have been your career learnings
  • During the course of my career, I have learnt a few imperatives along the way, to share a few; neither all work is meant for you and nor you are meant for all kind of work. One has to identify their core skills and develop them par excellence. Finally everyone has a place under the sun, you need to strive hard to find yours.


    As shared with IFIN Panorama Editorial Team

Sudakshina Bhattacharya
Senior Vice President & Head - HR, IL&FS Financial Services Ltd (IFIN)

 







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