Changing HR for Enterprises

May 07, 2015 by dev



"Changing HR for Enterprises" refers to the transformation and evolution of Human Resources (HR) practices within large organizations. This shift is often driven by changes in technology, workforce dynamics, and the overall business landscape. Here are key aspects of how HR is changing for enterprises:

  1. Digital Transformation:

    Enterprises are increasingly adopting digital technologies to streamline HR processes. This includes the implementation of Human Resource Information Systems (HRIS), automation of routine tasks, and the use of analytics for data-driven decision-making.
  2. Employee Experience Focus:

    There is a growing emphasis on enhancing the overall employee experience. HR is playing important role in creating a positive work environment, promoting employee well-being, and encourage culture of continuous learning and development.
  3. Data Analytics and HR Metrics:

    Enterprises are leveraging data analytics to gain insights into HR metrics. This includes analyzing employee performance, turnover rates, and other key indicators to make informed decisions about talent management and resource allocation.
  4. Agile HR Practices:

    Agile methodologies, borrowed from the field of software development, are being applied to HR processes. This involves adopting a more iterative and flexible approach to talent management, performance reviews, and goal setting.
  5. Remote Work and Flexible Policies:

    The rise of remote work has led to a reevaluation of traditional work structures. HR is instrumental in developing and implementing flexible work policies, managing virtual teams, and addressing the unique challenges associated with remote work.
  6. Focus on Learning and Development:

    Enterprises recognize the importance of continuous learning and upskilling in a rapidly changing business environment. HR is playing a central role in designing and implementing robust learning and development programs to ensure employees remain competitive and adaptable.
  7. Diversity, Equity, and Inclusion (DEI):

    Enterprises are increasingly prioritizing diversity, equity, and inclusion initiatives. HR is at the forefront of these efforts, working to create inclusive hiring practices, diverse talent pipelines, and promoting a workplace culture that values and respects differences.
  8. Talent Acquisition Innovation:

    HR departments are leveraging technology, such as artificial intelligence and machine learning, to innovate talent acquisition processes. This includes automated resume screening, predictive analytics for candidate sourcing, and virtual hiring events.
  9. Employee Well-being Programs:

    The well-being of employees is gaining prominence in HR strategies. Enterprises are implementing well-being programs that address physical, mental, and emotional health, recognizing that a healthy workforce is a more productive and engaged workforce.
  10. HR as a Strategic Partner:

    HR is evolving from a purely administrative function to a strategic partner in organizational decision-making. HR professionals are actively contributing to business strategy, aligning talent management with overall corporate goals.
  11. Adoption of HR Tech Platforms:

    Enterprises are investing in comprehensive HR technology platforms that integrate various HR functions. These platforms often include modules for recruitment, performance management, payroll, and employee engagement.
  12. Agenda for Sustainability and Social Responsibility:

    HR is increasingly involved in corporate social responsibility and sustainability initiatives. This includes developing and implementing programs that align with the organization's commitment to social and environmental responsibility.

In essence, the changing landscape of HR for enterprises reflects a shift towards a more strategic, data-driven, and employee-centric approach. By embracing these changes, organizations can better position themselves to navigate the complexities of the modern workforce and achieve sustained success.







India has always been bustling with top quality talent. Locally, companies have a surplus of top notch professionals who fit the bill of companies. They have been given the formal education and they also have a good working attitude and a sound set of corporate ethics. This is well and good, considering that companies look to hire for the long term, not just for a short span. While this scenario will always be looked at positively, let us look at the other side of the spectrum.

India is still on the verge of starting to recover from economic turmoil. The past 5 years have been considered “baby steps” towards full recovery, and this is still better compared to other countries (especially in Europe and the Americas). Our nation dreams to remove people from the miseries of poverty and hunger. This is exactly why the government is doing its best to churn out as many hiring companies as possible. If there are more companies that look to hire, more people will obviously land jobs, and have a shot at a better life. As per IMF's recent forecast Indian economy is to grow by 7.5% in fiscal year 2015/2016.

It all boils down to a few factors, which we discuss in brief below.

Globalization. India is just like any other country. It is dealing with the pressures and potentials of globalization. More and more international firms and companies are investing into India’s talent and resources. HR companies must take advantage of these global companies’ prowess and invite as many qualified applicants to take on these new jobs. Hiring policies have to be in line with the government’s vision on employment.

Leadership. Recruiters must learn to see the difference between average employees and leaders. The average employee is satisfied with any job, and does not dream too much beyond his current state. A leader, on the other hand, is an employee with an entrepreneur’s heart. He seeks to get to work, and improve how he does his work. He wants to make things faster and more efficient. Companies love leadership skills, and recruiters must know how to spot a leader even before he lands the job.

Keeping talent. Once the applicant is hired, the next struggle is to keep him in the company. Motivation will always play a part in an employee’s mindset, and recruiters must know how to pump up their new hires once they start working on the job. Hiring them is just the easy part; believe it or not. It’s making them stay that’s the real test.

Utkarsh Joshi , Principal, The HR Fund admits,” Increased hiring translates to more demand for talent acquisition and talent management products and services in India. Revenue for HR Automation services will go up with HRMS expenses”, he added.

Interested to follow his full view, Read here.

India will most definitely continue to produce quality candidates. The important thing here is that these candidates are treated professionally by the recruiters, and the companies they choose to work for. This is the formula for success for our workforce.

Leave a Reply

Contact Us