Q: The attrition rate in Indian companies is 14% higher than the global average. What do you think are the factors behind such a high attrition rate? How can firms deal with this problem effectively?
A: At executive level, the attrition rate is high due to a focus on short-term gains like compensation. As we get to the mid-level, the attrition drops due to employees being far more mature and confident of their roles. And the level of attrition is negligible at the strategic level as professionals have a deeper understanding of the organisation’s long-term plans and goals.
Q: According to several industrial studies, EQ matters more than IQ for success. However, organisations focus more on skill development than behavioural trainings. How do you think the L&D in organisations can deal with the issue?
A: The focus should be on both because ultimately, in the long run, skills will only take you to a certain level, but competencies can help a person reach the leadership position.
Q: What is the culture of your organisation?
A: We have a very transparent culture that promotes and fosters young leadership.
Q: How can the right programme help you reach your potential? What factors are missing from the Indian L&D industry, and how do you think this expectation gap can be bridged?
A: We can reach our potential by identifying the right kind of trainings and trainers. Currently, the trainings are revenue-maximising focused rather not development oriented. Organisations need to understand that not all activities can have an immediate quantitative return on investment or ROI.
Q: How do you choose and plan new training programmes?
A: After the PMS, we hold a Training Needs Identification or TNI from all employees. Post-TNI we sit with the entire HR team and decide on the training calendar.
Q: How do you keep up with news and trends in employee training?
A:We keep pace by understanding the industry buzz words and by interacting with the other members of the fraternity. We learn from their learnings.
Q: How often do you reinforce training to make sure employees retain their new skills?
A: According to me, it should be reinforced quarterly to ensure retention from the training programme.
Q: What is the one piece of advice you would like to give to budding HRs?
A: Focus on skill development, not on talent acquisition. It is all about retention and succession planning in a correct and wise way.
Q: How do you think the introduction of artificial intelligence will impact organisations?
A: There was a similar threat when computers were first introduced in organisations. It was estimated that it would change the world and Human Resources will lose its value, however, nothing as such happened. It just made organisations more accurate and process-oriented. AI will also compliment Human Resources and create more options for human beings to explore. It will be the cherry on the cake.
Q: What are the competencies that your employees and leaders in your organisation need to develop to deal with change and innovation?
A: Readiness to change and the openness to learn while trying to unlearn the older teachings is critical to cope with innovation and change.