Theme : Disruptions and Innovations in HR
Panel Discussion Topics
Panel I: Technological Disruption and Organizational Communication
Communication is the key to personal and professional success and one can imagine the impact of this factor when something is miscommunicated. It may also lead to economic loss and emotional trauma. In order to adapt to disruptions, organisations need to develop methodologies and strategies to equip employees with effective communication skills. It is important to understand the integration between technology and human emotions bringing about an innovative transformation in workplace communication.
Panel II: Disruption in Organizational Capabilities: Rethinking HR Structures
With the increasing implementation of technology, robotics and AI, there’s a high demand that the whole HR needs to be restructured. Disruptions brought about by new technologies have shaken the staffing, training, compensation, communication and policy structures. With the changes in roles & work styles and the need to keep up with dynamic market trends, it is important that organizations find out areas that need redesigning. They need to find innovative ways on how to implement these changes so as to match existing trends. But with the intervention of technology will the role of HR merely change or will it struggle to exist?
Panel III: Innovative HR: Bridging gap between GenX and GenY
In the age of digital disruption, the challenge for many employers and HR managers is to bridge the generational gap and find the right balance that allows Baby Boomers, Gen X and Gen Y to work together. Handling conflict between them is a challenging task. When such generations are required to work cooperatively, it is not uncommon to see a 'clash of cultures' in the workplace, as there are clear differences between how each generation approaches work. This is where savvy managers need to lead by example and understand how to satisfy the needs and expectations of all generations.
Panel IV: The Gig Economy - Redefining the Workplace
The era of traditional working system wherein the option of only full time employment was available has gone. Now, the alternatives of freelancing and work from home have changed the ways any organisations works. This ‘Gig-Economy’ has disrupted the modern workplace. Thus, a demand to find the right strategy to retain and engage employees has increased. The different existing work styles are also needed to be taken into consideration for the same. The innovation of ‘Gig-Economy’ requires high degree of improvisation from HRs to avoid these disruptions.
Panel V: HR Artistry: Innovating ways to develop an inspired workforce through artful HR
HR professionals now-a-days have to deal with the concerns and conflicts of their employees more inclusively and empathetically than ever before. Employees are the integral part of any company. Companies are now leveraging the employee creativity to design, implement and improve the organizational structure in innovative and efficient ways. This will not only make employees feel motivated ng scenarand energetic at the workplace but also minimise the chances of any disruptions in organizational culture. There is a need to make the workforce more involved to align their missions and visions with that of the organization.
Panel VI: Intellectual Innovation: An ineludible avenue to growth
The driving force of any organisation is technology and innovation. The survival and sustainability depends on the faster adaptability to changes and this can be inculcated only through innovation and integration of technology. A true leader needs to overcome the volatility of existing traditional mechanisms and welcome innovations in order to simplify the processes. Organisations which were proactive have survived in the long run while others have succumbed.