This article is a lightly-edited summary of the key takeaways from our speakers’ appearance on our podcast, The Shape of Work. If you haven’t listened to our show yet, be sure to check it out here. These speakers have an incredible stable of startup experiences to draw from, the kind of stories that are unbelievably helpful for HR/people managers to hear.
In this episode of The Shape of Work, we welcome Anshuman Das, an HR Business Partner with more than four years of experience.
GUEST AT A GLANCE:
Name of the guest: Anshuman Das
What he does: HR Business Partner, Piramal Capital & Housing Finance
Find him on LinkedIn.
Get Smart: “Focus more on what is required for a particular employee.”
In this episode, you will get valuable insights into:
- A personalizing experience by people managers.
- What impact does a bad hire have on the functioning of the company?
- Impact of tech in the recruitment process
- Effective performance management
- The impact of remote work
A personalizing experience by people managers:
According to Anshuman, personalizing experience is how people managers should focus on giving a good onboarding experience to the employees. Lack of good employee experience might lead to customers dissatisfaction. New joiners are confused while entering the company for the first time. Companies need to consider them as their ambassadors and help them.
What impact does a bad hire have on the functioning of the company?
HR professionals are also humans, and they cannot ensure that a candidate would be a 100% fit for the company. But they need to try their best to avoid bad hires. There are two types of loss a company faces due to a bad hire- qualitative and quantitative.
Qualitative loss includes the environment of disengagement that the other employees would work in. They will have a burden of extra tasks on them.
Quantitative loss includes the monetary expenses and the time wasted.
Anshuman explains ways to avoid making such hires with the new processes and analytics taking place. However, Anshuman does not believe in the need for psychometric tests.
Impact of tech in the recruitment process:
Tech advancements in the recruiting process are a really good addition. It allows easy screening through profiles rather than CVs on paper.
In addition, it helps see the personality of a candidate and makes it faster and efficient.
Effective performance management:
According to Anshuman, not every performance is measurable. They cannot be added to the rating system. However, performance management can be seen from a learning perspective. Apart from that, the entire process is a tool to help employees and employers understand what they lack and how to train them. It becomes the process of turning them from an average performer to the best employee. Talent management programs, training, and projects can help develop their skills.
The impact of remote work:
Remote working has both its pros and cons. Things are setting up in remote working well. People get an efficient work-life balance, freedom, and flexibility while working from home.
However, 1v1 and other social interactions are missing in this way of work. Engagement and understanding depend on where people are more comfortable. It also helps companies in saving costs.
Before going back to the regular way of work, companies should follow a slow transition. They should give time to employees and make them understand the difference.