Disha 2016: Onimia, Day 1-Engagement in the age of digital transformation

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Excerpts from the discussion:

Mr. Rajesh Sahay – VP & Head HR, Wipro Consumer Care and Lighting

Mr. Sahay started by emphasizing the importance of choices to be made when adapting to the VUCA world. HR analytics should not be treated separately and everything should zero on solving business problems.When questioned about lack of data consolidation in HR when compared to Finance, Mr. Sahay answered that, stringent regulation is the primary reason for discipline in data consolidation in Finance. He further focused on ERP systems and Cloud to achieve the desired structure in data consolidation in HR. He explained the role of Root Cause Analysis (RCA) in solving a problem from an incremental point of view.

He said that, explaining the bell curve through analytics is the biggest challenge. Any analytics which saves time and eases operations is a success. He talked about the importance of diversity in the talent pool of an organization. He enlightened the students about the six most expensive words in any organization- “This is how things are done”, which explains the status quo mindset in an organization.

Mr. Amit Sharma – Director and Head HR, TE Connectivity India

With a concern about how human resource will survive in the VUCA world, Mr. Sharma said that there is an environment external to the organization which is uncertain. The only way out is to adapt themselves to reality. Every organization needs to adapt and upgrade its skills continuously. While trying to do so, analytics plays a very important role. Analytics is the game changer in many organizations and is a major component of the functioning of HR. As the organization grows it needs enormous amount of data. Currently, organizations are struggling with availability of data. This lack of data is one of the struggles faced by HR. We need the right blend of data and data usage to make better decisions. Mr. Sharma stated that we have a long way to go before we can make use of predictive analytics. It uses tools which help in better understanding of the organization.

Prof. Kartikeya Bolar –Assistant Professor and Area Chair, Information Technology and Systems Management, TAPMI

In response to a question on whether changes in technology tend to be more towards the disruptive or transformative side, Prof. Bolar started the discussion by explaining that changes in technology are inevitable. Any organisation should have better technology, information & people practices in place. If either of them fails, it would be difficult to cope with technological disruptions. IT disruptions are inevitable in this age of Internet & social networking. Also, the three levels of analytics were explained, Descriptive, Predictive and Prescriptive analytics & its applications. In response to the role of IT in making things convenient for HR, Prof explained that he is skeptical of using only tools like Tableau. Usage of Tableau is primarily for different organisation of data, making it easy to visualize and present data rather than its analysis. It is the higher level analytics, i.e. predictive analysis wherein analytical orientation is needed. Hence, there is no need to wait for data to be provided, rather it is important to look or hunt for it in hidden actions. Analytical orientation includes use of Business analytics. And in this, the Plug & play approach is especially useful in simulating user interface. He also went on to explain what Predictive analysis can offer to the HR function.

Col. James P S – Professor, Human Resource Management, TAPMI

Prof. James addressed the panel by stating a very crucial point that in India we have multiple roles and everybody is in a race to move ahead hence analytics has a wide scope in the coming years. He also mentioned that finance domain has lots of data in the form of balance sheets and various other statements but this collection of data becomes slightly challenging when it comes to HR domain. It becomes tedious to convert quantitative data into qualitative for HR analytics. He stressed upon the importance of HR analytics for the future managers and how is it going to influence their work environment. He said, “We have data, lots of data, but to monitor it, is challenging”. Prof James also quoted the fact that India today is in the preliminary stage of data analytics. VUCA has been widely accepted but it is the interaction between the VUCA factors that creates confusion.


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