Sweety Patnaik, Manager-Human Resources & Operations of Riaxe Systems, possessing a decade long experience in HR industry talks about her journey while having worked with different organizations. She shares about different industry trends and HR Tech to inspire the aspiring women leaders.
The HR industry is the backbone supporting workplace dynamics of every organisation while ensuring the wellbeing of employees and organizational goals alike. With the tech-driven advancement of Human Resource Management (HRM), the world is witnessing a paradigm shift in how businesses function. HR function’s role in business success has also increased with the advent of technology.
The technological evolution in the HR industry has transformed the management affairs within the organisation. Having the market size of $ 1,040 Million in 2023 within India, HR involves women as the majority while catering as a female-dominated industry. Women leaders here are progressive and fair managers. The market is expected to grow at a CAGR of 8.3 per cent during 2024-2032; so will the participation of women, capturing 60 per cent in the industry, as per Spectrum Talent Management.
To get an in-depth understanding of HR trends and evolutions, Women Entrepreneurs Review spoke to HR expert, Sweety Patnaik. Coming from an engineering background, she has an indepth understanding about the technological aspects of business that not only strengthens her approach in terms of trends but also equips her with the understanding of new-age industry dynamics.
While considering flexible work arrangements and remote work policies after the global pandemic outburst, Sweety puts an emphasis on employee satisfaction. She urges women, who wants to pursue a career in the HR industry, to build a comprehensive understanding of HR fundamentals through relevant education and certifications.
Read out the conversation between Sweety and WER Team to know more about the Indian HR industry, HR Tech and much more.
Give us a glimpse of your professional journey? How did you decide to pursue a career in Human Resource landscape?
My journey in Human Resources started with an engineering background, earning a Bachelor of Technology degree in Electrical & Electronics Engineering. While my technical education equipped me with analytical skills, I felt drawn to the human side of organizations. This led me to transition into HR, leveraging my engineering expertise to bridge the gap between technology and people.
After completing my engineering degree, I pursued roles blending technical expertise with HR functions like data analysis and process optimization.
Recognizing the need for specialized HR knowledge, I obtained certifications in Human Resources Management. These courses deepened my understanding of HR principles and best practices, complementing my technical background.
As I progressed, my engineering background provided a unique perspective on problem-solving and strategic decision-making in HR.
Advancing into leadership roles, I used my technical and people-centric approach to drive organizational success. Whether leading digital transformation projects or fostering diversity and inclusion, I aimed to create a culture valuing innovation and human connection.
With a decade-long experience, how do you think, the HR industry has evolved in the past few years, especially post-COVID-19?
The HR industry has undergone significant transformation due to the COVID-19 pandemic, necessitating swift adaptation to new operational norms for effective outcomes. Key changes include the establishment of Remote Work Policies, guiding communication, tools usage, performance assessment, and ensuring employee well-being. Flexible Work Arrangements have also gained prominence, with hybrid models blending remote and in-office work. HR professionals recalibrate policies to maintain productivity and enhance employee satisfaction.
Focus on Employee Well-being has intensified, with support services like mental health resources and flexible scheduling. Digital Transformation accelerated HR processes, improving efficiency and employee experience. Reskilling and Upskilling initiatives address changing job roles, led by HR in identifying skill gaps and facilitating learning opportunities. Recruitment and Onboarding processes have shifted to virtual realms, with virtual interviews and remote sessions enabling seamless integration of new hires despite distancing measures. These adaptations reflect HR's pivotal role in navigating the evolving work landscape amidst the pandemic.
With the rapid growth of HR technology (HRTech), how have you seen it impact the functioning of HR departments, both in terms of efficiency and strategic decision-making?
The rapid evolution of HR technology has revolutionized HR departments, enhancing efficiency, promoting data-driven decision-making, and bolstering strategic initiatives like talent management, recruitment, and workforce planning. Automation of routine tasks, including payroll processing and benefits administration, liberates HR professionals for more strategic endeavors such as talent management and organizational planning. Recruitment has improved through advanced applicant tracking systems and recruitment software, reducing time-to-fill positions.
Employee experience is enhanced through self-service portals, offering autonomy and convenience while reducing administrative burden. HR technology aids talent management via performance management and learning programs, identifying high-potential employees and fostering their development. Remote work's rise drives collaboration tools and digital workspaces adoption, facilitating seamless remote collaboration and performance management for HR professionals supporting distributed teams.
As the Manager of Human Resources & Operations at Riaxe Systems, could you share some insights into how HRTech has influenced your daily operations and strategic planning?
HR technology has revolutionized HR departments' daily operations and strategic planning. Administrative tasks like payroll, attendance tracking, and benefits administration are now automated, reducing errors and allowing focus on strategic activities. Applicant tracking systems and recruitment software streamline hiring processes, enhancing the candidate experience and speeding up hiring. Communication platforms improve collaboration among HR teams, employees, and managers, fostering transparency and engagement.
Employee self-service portals empower staff to manage HR tasks independently, while performance management software facilitates continuous feedback and goal setting. Strategically, HR technology enables data-driven decision-making through workforce data analysis, identifying trends and opportunities. It supports talent acquisition and retention initiatives by providing insights into the labor market and employee preferences.
Succession planning is facilitated by identifying high-potential employees and creating development plans. Workforce planning activities analyze demographics and skills inventories to anticipate future talent needs. Overall, HR technology enhances efficiency, decision-making, and strategic alignment within organizations, revolutionizing how HR operates and plans for the future.
How do you approach the integration of new technologies and tools into HR processes while ensuring alignment with organizational goals and culture?
When integrating new technologies and tools into HR processes, it's crucial to start by understanding the specific needs and goals of the organization. I begin by thoroughly researching and evaluating available technologies to ensure they align with our objectives and values. This involves engaging with stakeholders across different departments to gather insights and perspectives on how the new tools can best support our overall mission.
Once I've identified the most suitable technologies, I work closely with our HR team to plan a seamless implementation process. This includes providing comprehensive training and support to ensure everyone is comfortable using the new tools effectively. Additionally, I continuously monitor and evaluate the impact of the technologies on our HR progressions, making adjustments as needed to ensure they remain aligned with our organizational goals and culture.
Ultimately, my approach revolves around fostering open communication, collaboration, and adaptability within the organization to successfully integrate new technologies while preserving our unique identity and values.
In today's modern workplace, what are some of the key needs and expectations that employees have from HR departments, and how has this evolved over the years?
In recent years, employees' expectations from HR departments have evolved significantly due to factors like technological progress, demographic shifts, and changing work dynamics. One notable change is the increased support for remote work, accelerated by the COVID-19 pandemic. This has led to higher expectations for HR to provide resources tailored to remote employees, including collaboration tools and addressing work-life balance concerns. There's also a growing demand for flexible work arrangements such as flexible hours and telecommuting, with employees expecting HR to accommodate diverse work preferences effectively. Additionally, there's a focus on employee well-being, mental health support, and career development opportunities, with HR expected to facilitate access to such resources.
Transparent communication is valued, with employees expecting HR to keep them informed about organizational changes and actively listen to their feedback. Moreover, there's a desire for tech-enabled HR services offering efficiency and user-friendliness. A supportive workplace culture characterized by trust and collaboration is highly esteemed, with employees looking to HR to nurture such an environment and address issues of harassment or discrimination.
In summary, employees' expectations from HR reflect broader societal trends, emphasizing well-being, career development, diversity, inclusion, transparent communication, and technological innovation. HR professionals must adapt by implementing relevant policies and practices.
With the increasing emphasis on remote work and distributed teams, how do you think HR departments can effectively manage employee engagement, communication, and performance in such a dynamic environment?
HR departments can effectively manage employee engagement, communication, and performance in a dynamic environment with an increased emphasis on remote work and distributed teams. Investing in technology platforms like video conferencing, project management software, and instant messaging facilitates remote collaboration. Regular check-ins between managers and remote employees offer support and feedback. Clear communication channels through email newsletters and virtual meetings keep employees informed. Virtual team-building activities foster camaraderie among remote workers. Implementing performance management systems ensures remote employees stay on track.
Offering remote training opportunities helps enhance skills and engagement. Recognition for remote employees' contributions can be facilitated through virtual programs. Providing flexibility in work schedules supports work-life balance. Establishing feedback mechanisms allows for continuous improvement of remote work policies. By implementing these strategies, HR departments can effectively manage employee engagement, communication, and performance in a dynamic environment with an increased emphasis on remote work and distributed teams.
Drawing from your experience, what advice would you offer to young professionals aspiring to build a career in HR?
For young professionals aiming to forge a successful and gratifying career in Human Resources (HR), several crucial considerations should guide their journey. First, it's imperative to establish a robust foundation by acquiring a comprehensive understanding of HR fundamentals through relevant education, certifications, or training programs. Diversifying one's experience within the HR domain is equally essential, involving immersion in various HR functions like recruitment, employee relations, training, compensation, and HR analytics.
Staying updated with the latest trends and best practices in HR is pivotal; this entails active engagement with industry publications, conferences, webinars, and professional HR associations. Developing indispensable soft skills such as communication, problem-solving, and emotional intelligence is vital for fostering effective relationships and navigating complex HR scenarios. Building a robust network of HR professionals, mentors, and industry experts offers valuable insights, advice, and potential career opportunities. Seeking mentorship from seasoned professionals within the HR field can provide invaluable guidance and support.
Proactivity, resourcefulness, and initiative-taking are indispensable traits for contributing meaningfully to organizational HR objectives. Lastly, resilience, flexibility, and adaptability are essential attributes for navigating the demands and uncertainties inherent in the HR profession, embracing challenges as opportunities for personal and professional development.
"Upholding ethical conduct and integrity is non-negotiable for fostering trust and credibility in HR roles."
