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.
On this episode of The Shape of Work, we have Tavamani Gracy, an HR professional who has worked in a diverse set of industries.
GUEST AT A GLANCE:
Name of the guest: Tavamani Gracy
What she does: Senior Vice President HR, Learning and Administration at Kinara Capital.
Find her on LinkedIn.
Get Smart: “It has been a roller coaster for the HRs- to think right from end to end of the entire employee life cycle. One is the business we should keep in mind, and the other is the resources.”
In this episode, you will get valuable insights into:
- The HR domain: the most appreciated but also under high pressure.
- Challenges people managers can face while considering work from home.
- HR managers need to have a more data-driven approach.
- Diversity and inclusion in organizations.
- How can people managers leverage diversity?
The HR domain: the most appreciated but also under high pressure
HR is the key domain in the growth stage of an organization. They need to have a clear view about everything from designing, structuring to implementation. They need to design the policies and ensure that people accept them- all while ensuring diversity. Here is where it becomes challenging for them. All the processes and policies they implement should align with the mission and culture of the organization. They need to have a 360-degree vision. HR managers are answerable to both the employees and the managers. Hence, they become responsible for the overall change in their organizations.
However, Gracy feels that the HR domain across the globe is doing a great job. Especially after the pandemic, the efforts made by this domain have been incredible.
Challenges people managers can face while considering work from home:
All the industries do not have the option of choosing a hybrid model. There are specific industries where the HR managers have to understand the work role first. They need to analyze if hybrid work is possible in that role. Once that is evaluated, the next step is to decide the ratio of the hybrid model. A hybrid model is finalized considering all these factors.
Decisions should be made considering the majority of the workforce and a long-term vision.
The second thing to consider is revisiting the policies and processes. The HR department needs to distribute content virtually as well as physically. In addition, they need to find ways to make virtual training more active. The employees need to be more involved in the learning process.
Considering both the above factors can help achieve the goals of the organization. However, HR managers need to ensure that the desired impact is created.
HR managers need to have a more data-driven approach:
Involving data means making the decision-making process more transparent. It reduces bias and gives more strategic solutions. The HR is allowed to analyze the change they want through the available data. Data has helped them in making the right decisions, be it in talent management or talent acquisition. HR managers can focus on long-term decisions with the help of data showcasing trends prevailing in the previous months. However, HR managers need to create an entire process to gather this data and utilize it.
Diversity and inclusion in organizations:
Diversity can be created through any area- different genders, workforce, industries, colleges, and many others. Gracy observes this concept from two angles- the company and the employee perspectives:
- Company perspective: Diversity and inclusion (D&I) bring a value addition in the workplace. More diverse ideas are presented. This concept welcomes different thoughts, innovations, and creativity. It allows for more meaningful decisions.
- Employee perspective: When an employee is working in a company, he has a separate world there. Here, people from different backgrounds can offer a learning opportunity to such employees. It paves the way towards more knowledge and sharing of ideas.
How can people managers leverage diversity?
Every workforce should welcome diversity and inclusion. It will bring in certain opportunities for the organization as well as the employees. Now it is up to the people managers how they identify and leverage these opportunities. The first idea they should consider is by aligning it to the organizational culture. They need to balance out the policies considering the diverse background of employees. No employee should feel that a particular policy is not helpful to them due to their background. People managers should analyze these factors and have an open view. That becomes the beginning of leveraging diversity. It will support in achieving the goals of the company.