With latest technological developments, the thin line between personal and work life has blurred
- Unnati Narang
Posted On Monday, October 11, 2010 at 02:43:00 PM
Naveen Surya, MD, Itz Cash Card Ltd, a firm that offers 'multi-purpose prepaid cash card' and recently the mobile wallet services, discusses the role of HR managers in a technology driven firm
1. How is the role of an HR manager different in a technology driven firm?
A technology driven firm's key asset is its 'talent capital and IPR pool'. The 'talent pool' in such organisations is mostly comprised of knowledge workers. The HR managers' role in such firms mostly hinges around dealing with knowledge workers in a sensitive manner and delivering an intellectually fulfilling environment in the organisation.
Besides regular training and development to enhance their talent pool value, the key is also to identify and recruit valuable talent. They need to manage this talent pool as an equity portfolio manager would manage its equity portfolio from risk and return perspective.
2. What are the challenges of managing tech-employees, especially in terms of talent management?
Understanding basic traits of any employee is very important for better management and is the first step towards better talent management. Most of the employees in the tech sector tend to be skillful in analytical and statistical problem solving. Based on this trait, creating an environment which stimulates their thinking process becomes very important.
At the same time managing and training the talent pool in soft and communication skills as well as cross-cultural behavioral, has become very important at the same time very challenging. Engaging them in regular outdoor and other social activities can help, with regular coaching and interaction sessions. Adequate linkage of KRAs to financial and non-financial aspects in long run can also be beneficial for managing such a talent pool.
3. How relevant is HR in the context of a virtual organisation? Please elaborate.
In today's rapidly growing business scenario and in most of the organisations interactions happen via emails, teleconferences and video conferencing. I would say virtual organisations, partially are already a reality. This however has a down side to it. The lack of the human touch and certain little details sometimes can lead to unforeseen complications in business situations, both internal and external to organisation.
To fulfill this gap, adequate training for employees regarding usage of technology based communication in order to engage with internal and external stakeholders could be critical. HR can play an important role in sensitising the employees about such issues and how to deal with them.
4. With latest technological developments and widespread use of online offices, should HR follow a different approach to people management?
With latest technological developments, the thin line between personal and work life has blurred and trend is expected to continue. Overall, the approach to mange people would depend a lot on understanding of the business and objectives associated with it. The challenge to HR Managers would be similar to the challenges the technology officers faced in last decade. There would be a vital need to transform themselves into thought leaders and not just 'talent managers' like today's CIOs are.
5. How can HR managers themselves stay ahead of the curve by learning to use technology better? Is this trait more relevant in a technology driven firm?
The need for technology in HR operations is ever increasing. With HR staff finding a vast array of options in HR technology options, it is increasingly important to analyse and weigh all options available. Tools like social networking sites can be leveraged to benefit the organisation and HR should can use these tools effectively fulfill their functions. Technology is a boon to which everyone access to. It is how you use that counts end of the day.