<div>An HR professional plays a dual role in terms of assisting employers as well as employees to achieve overall goals of the organisation. Interacting with people across all levels, understanding needs at different stages of organisational growth were some of the reasons that drew <strong> Indrayani Ghokhale, </strong>Manager, Human Resources at<strong> Clarice Technologies</strong>, to HR practice. Ghokhale feels HR needs to understand the changing expectations of the future workforce and adapt itself and be more collaborative with business goals as well<br /><br /><em>Excerpts:</em><br /><strong>What has been the biggest achievement in your career?</strong><br />Performing under tight schedules and making different process run smooth has been my achievement.<br /><br /><strong>What have been the primary traits/qualities that have helped you attain your present position?</strong><br />Being approachable (interpersonal skills), transparent and adaptable<br /><br /><strong>What are the challenges you are facing in your organisation?</strong><br />Tapping the right talent and meeting expectation of people with respect to benefits are some of challenges I encounter.<br /><br /><strong>What are the steps a company should take to develop and motivate future leaders?</strong><br />Companies should empower people to help them make certain decisions. They should educate them to have the required skills and make them capable of performing in the role. Entertain their concerns in a way that they not only feel motivated but also are confident about the challenges that may come with the role.<br /><br /><strong>What is your rate of attrition? How do you prevent it?</strong><br />Our attrition rate is low. Attrition is prevented by continuously engaging with employees. Their issues are addressed and solution is provided as per their satisfaction.<br /><br /><strong>How do you retain talent in your company?</strong><br />Talent Management is a very important function. Open communication is encouraged. Realistic career plan along with transparent honest feedback ensure people continuously are aware of their strengths and area of improvements.<br /><br /><strong>What sets your company apart from other companies as far as work culture goes?</strong><br />Good Work (quality work with like-minded people) combined with a good work culture sets it apart from other organisations. Managers and management are approachable. At Clarice, one gets the option to work on a wide array of technologies. <br /><br /><strong>How do you track of employees' satisfaction or dissatisfaction?</strong><br />a) Approachable management: Employees are given the general direction in which the company is heading during regular Mixers or Talks in the company. They can discuss, make suggestions or put forth grievances to sr. management or HR. The open door policy helps this and allows employees to speak freely about what is not helping their performance in the current role.<br /><br />b) One-on-one meetings/ approachable senior members: Weekly status meeting are conducted for all the teams with their reporting project manager which ensures timely handling of any grievances.<br /><br />c) Open door policy: This ensures that people do not hesitate to put in forth their views or any conflicting situation which can lead to grievance<br /><br />d) Open work culture: This ensures that people do not need to feel intimated to speak to managers including CEO. Managers encourage direct dialogue with team members which portray a positive work environment.We also have a flat organisation structure, resulting fast pace work environment. HR keeps help desks which ensures all related issues are discussed and resolved in a timely manner.<br /><br /><strong>How HR has been important to the bottom line of the company?</strong><br />HR has played very important role in attracting right talent, developing teams and retaining them as per companies’ growth requirement.<br /><br /><strong>How has the downturn affected HR?</strong><br />Clarice has been profitable and independent throughout the downturn which has resulted in very low employee turnover rate. HR as a function has not been affected by downturn.<br /><strong><br />How should HR be integrated with the core line of business?</strong><br />HR should be cosidered as a business partner in terms of aligning the business goals with the best possible practices which results in achieving maximum outputs with available resources.<br /><br /><strong>A recent survey has questioned HR's actual contribution in an organisation. Would you like to comment on it with particular reference to your organisation?</strong><br />HR's contribution is very important right from getting the right pool of people to retaining them with right set of policies and procedures. This cannot be ignored at any stage of organisational growth.<br /><br /><strong>If you could change three things about HR practices, what would they be?</strong></div><ul><li>Adaptability: HR needs to understand the changing expectations of future workforce.</li><li>Succession planning: Developing advanced workforce planning capabilities</li><li>Making HR role more collaborative with business goals rather than restricting it for core general routine procedures.</li></ul><div>(As told to <strong>Poonam Kumar</strong>)</div>
