Reshaping the HR Function for the Future

The year 2020 triggered organizations across sectors to rethink priorities and reset their ways of working. In setting course and navigating through unchartered territories pertaining to future-of-work, the People function has leapfrogged from being administratively focussed to a highly strategic and agile contributor.

Organizational talent continues to be a competitive lever, with the ever-so evolving need to adopt a people-first mindset that prioritizes individual, relational and enterprise experiences.

EY recently conducted a work-reimagined survey across 16 countries including India, presenting interesting cues on changing employee expectations on permanent flexibility in work, need for reimagined workspaces and investments in technology and home offices. NASSCOM and EY conversations with industry leaders further corroborated the fact that to unlock the potential of this unforeseen change, it is imperative for HR to renew its focus on what matters and create a resilient environment –one of empathy, inclusiveness, growth and empowerment.

We are developing byte-sized insights which will enable business and people leaders to accelerate their thinking on how HR can steer into these new ways of working. We hope that you enjoy reading the same. As always, we look forward to your feedback and suggestions.

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Key Findings

Organizations are focusing on work re-imagined as a source of competitive advantage
Employees think they and their employers have responded well so far to the pandemic, but most employees expect some form of permanent flexibility going forward

The changing business context, employee preferences and workforce models demand a reshape of the HR function
HR must make a seismic shift in simplifying, digitizing and elevating the user journey, across the employee lifecycle

Skills and capabilities that are fit for future will need to be built at scale
Organization culture, wellbeing and diversity & inclusivity strategies will need to be re-wired to support high performance

The operating model of the people function must rebalance to weave together the right combination of people services for each bespoke business opportunity
HR of the future must become a much more horizontal people function, for it to successfully steer through the changing demands
Digital can be used effectively to unlock the capacity trapped in the current operations-heavy service delivery model, thereby enabling HR to spend more time on what matters

Reshaping the HR Function for the Future

Key Findings

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