Gauri Das, Senior Vice President, India Factoring and Finance Solutions, brings 18 years of experience in HR. She is an ICF-certified coach and strategic speaker. Additionally, Gauri has worked with both start-ups and established organizations and has a track record of successful organizational change, talent management, and D&I talent acquisitions. She is recognized for developing advanced systems for automating and digitalizing HR processes, improving efficiency, and saving time/cost.
In a recent conversation with Women Entrepreneurs Review Magazine, Gauri shares the crucial aspects of the tech-driven evolution of the HR landscape. She highlights the importance of maintaining human-centric values as HRs in a data and tech-driven world. Gauri also highlights the importance of fostering a culture of innovation and balancing high-stakes situations with deliberate practice in a low-stakes environment.
With rapidly evolving technology and digital transformation, how do you foresee the role of HR evolving in the next five years?
Technology is transforming HR, and HR must adapt and upskill itself, along with keeping the human aspect intact. However, HR must be vigilant about potential biases, such as AI bias in recruitment or social media system ejections. A crucial role in HR is the bias removal executive, auditing machines to identify biases. Additionally, HR must ensure the full utilization of technology for connecting with people and creating customized learning programs and wellness programs.
The digital mindset is essential, as it allows for growth and development rather than a fixed mindset. In the future, HR must focus on a digital mindset that allows for continuous improvement and growth.
With your strong belief in the limitless potential of individuals, how do you think organizations can harness this mindset to foster a culture of innovation and continuous improvement?
Organizations hesitate to allow failures due to high stakes and low tolerance levels. However, acceptance of failures needs to be implemented and balance the high-stakes situations with deliberate practice in a low-stakes environment. Simulations, case studies, and mentors can help individuals realize their unlimited potential. Peer review and networking within the organization can also help individuals develop new ideas. Creating a platform for global connections and creating customized case study simulations can also help in learning and development. Technology plays a crucial role in achieving limitless potential, as it allows for global connections and the creation of customized learning experiences. By balancing high-stakes situations with simulations and peer review, organizations can help individuals reach their full potential.
How do you envision businesses effectively integrating D&I initiatives into their business strategies without it becoming a mere checkbox exercise, but rather a true enabler of sustainable growth?
Diversity and inclusion are essential aspects of an organization's life cycle, not just in terms of gender and age. In India, there is diversity in caste, religion, languages, and food. Advertisements often make it non-inclusive, highlighting the need for a change in mindset. Boards should take responsibility for promoting diversity, as initiatives are driven by top-level executives and high-end employees.
Incorporating diversity and inclusion in all aspects of work, such as converting dinners to lunches, relocating virtual meetings to one place, and considering diverse backgrounds in business practices, is crucial for true inclusion. For example, businesses should consider distributing sweets at different festivals or holidays, ensuring they cater to diverse backgrounds and perspectives. By incorporating diversity and inclusion into all aspects of an organization, we can create a more inclusive and inclusive environment.
How do you assess the impact of your work in transforming employee experiences? What metrics or approaches have you found most effective in demonstrating HR's direct contribution to overall business success in the current economic climate?
Assessing the impact of work on transforming employee experiences involves various methods, including internal and external feedback mechanisms, surveys, and measurable metrics. Quantitative methods include surveys, ratings, net promoter scores, referrals, social media comments, productivity metrics, and retention rates. Qualitative methods include feedback from focus group discussions, pulse checks through technology, exit interviews, and pay interviews. These methods help connect these factors to organizational goals, such as productivity, retention, and client feedback. By analyzing these metrics, organizations can determine if their initiatives are enhancing employee satisfaction and productivity and if they are achieving their goals. By evaluating both qualitative and quantitative aspects, organizations can better understand and adapt their strategies to improve employee experiences and overall business performance.
As an advocate for women's empowerment, especially through initiatives like Leaders Lifting Leaders, what is your perspective on the growing movement of women in leadership roles, and how can male leaders better support this shift in organizational dynamics?
The lack of women in the workforce is a result of a multi-pronged approach that requires collaboration between women, men, society, and organizations. Women often face additional burdens that men do not, such as childcare and work-from-home responsibilities.
Change must come from both sides, as men often believe women should be responsible for their tasks.
Organizations should create a pipeline for women to enter the workforce, ensuring they don't leave when it's time for them to grow. This can be achieved through maternity leave, flexibility, and other measures. Women must also step up and be more ambitious, fighting for their rights and having a network of support.
The government should also push for equal importance and create policies that support women's rights, such as the six-month maternity leave guideline. The government is working on a policy framework to bring more women to the workforce, involving all sides.
In an era where performance metrics are increasingly data-driven, how can HR professionals ensure they remain attuned to the intangible yet vital aspects of employee performance?
Organizations are increasingly prioritizing soft skills, such as leadership and positive outlook, over technical skills in dealing with people, machines, and global cultures. Gen Z faces challenges in adjusting to a workplace due to their different upbringing and patience levels.
Soft skills are becoming more important as people realize the importance of effective communication and leadership. HR and managers need to work on developing people and themselves to adapt to this shift. The 90-hour debate highlights the importance of both technical and soft skills in today's fast-paced world.
Message to Readers
Self-leadership is crucial for personal growth, especially for women. To achieve this, one must first develop self-awareness, an understanding of triggers, areas of improvement, and strengths. Accepting oneself is essential, as it helps identify negative aspects of one's personality. Self-development is also crucial, as it involves learning from oneself and continuously improving oneself. This mantra emphasizes the importance of self-awareness, self-acceptance, and self-development in personal growth.
