Creating a Culture that Achieves Organizational Purpose, Adds Stakeholder Value
Rajeev R Singh, Chief Human Resources Officer, Solara Active Pharma Sciences, 0
In conversation with Rajeev R Singh, Chief Human Resources Officer, Solara Active Pharma Sciences
According to you, what are the effects of building and maintaining culture? What is your view on managing diversity and inclusion in the workplace?
An organization, like any human body, has heart, mind, and soul. Soul makes the character of the organization and we call it culture. Soul has values and purpose and that makes the organization culture. A holistic approach to build and maintain culture would be, to make people, process, products and its services embody the real purpose and value of the organization. From the chairman to the workman, everyone should be involved in demonstrating the culture. To me diversity and inclusion is about creating, appreciating and maintaining diversity in the workforce, resulting in experience of fairness and equality for all. It is also the mindset in the organization which can add or erode diversity at workplace.
The shift of T&D should be from traditional offering to more relevant offerings. What is important for personal growth and management of workforce are three key inputs: a competent manager, an exciting job and a compelling career path. If T&D is able to influence managerial capabilities, job design which is centered around skills and future, and a career pathway to make the personal journey with a purpose, it will create an impact. Again, this should be strongly linked with organization purpose and the culture, goes without saying business needs.
How is technology enhancing the HR management today?
I always consider technology for HR as an enabler to bring more accuracy and efficiency in delivering on HR services from HIRE to RETIRE cycle. It can’t be a substitute for HUMAN touch. At the same time, technology for HR should be part of overall Digital Transformation in the organization and not a standalone feature.
If T&D is able to influence managerial capabilities, job design which is centered around skills and future, and a career pathway to make the personal journey with a purpose, it will create an impact
What do you suggest in managing compliance employment laws and regulations?
While we do see archaic labor laws and slow reforms of select one, compliance could either be easy or difficult. However, the good news is, laws are not changing quite frequently and when they do, access to latest compliance technology and expertise helps us. So long as businesses are done with code of conduct and following business principles, all stakeholders would find it easy to comply.
What is your advice to upcoming leaders in this position while unlocking new opportunities?
In this BANI era where Brittle - The Illusion of Strength; Anxious - The Illusion of Control. Anxiety refers to a feeling of helplessness, Non-linear - The Illusion of Predictability and Incomprehensible - The Illusion of Knowledge shaping the future of work and person, Upcoming leaders needs to display authenticity, empathy and agility while driving business results.