Question 1: What’s your approach to fostering a culture of continuous learning within HR?
Answer: As you mentioned in my bio, I’m a professional with a background in bioscience studies and experience in both the semiconductor industry (HR) and product engineering. Lifelong learning is central to my approach, and I’m passionate about fostering environments that encourage:
Curiosity: I believe in stimulating a sense of inquiry among employees, inspiring them to seek knowledge and explore new ideas.
Collaboration: Working together is key to success. I value teamwork and knowledge sharing, allowing individuals to learn from each other.
Personal Development: I advocate for professional and personal growth, encouraging individuals to develop their skills and well-being in all aspects.
Staying up to date is crucial in HR, especially with the continuous evolution of technology. We’ve witnessed significant advancements, from basic office tools (MS Office) to advanced HR systems like ADS, HRS, and now EA. Adapting to these changes and learning from them has been crucial in my journey.
To stay informed, I actively:
Engage with the HR community: I participate in workshops, conferences, webinars, and read extensively.
Nurture a learning culture: I promote continuous learning wherever I go, collaborating with team managers to share insights, discuss challenges, and develop innovative solutions.
Leverage technology: We utilize eLearning platforms, book clubs, knowledge-sharing sessions, and virtual training programs to facilitate learning across the organization.
In essence, I believe in:
A “first finger” culture: Taking initiative and fostering continuous learning.
Supportive and Collaborative environment: Building a space where individuals feel empowered to learn from and support each other.
Diverse engagement: Providing varied learning opportunities and fostering personal development for every employee.
Strategic technology utilization: Embracing HR technology to streamline processes and empower smart work.
So, I wholeheartedly agree with your statement – continuous learning is essential for pushing ourselves and the HR profession to new heights.
Question 2: Walk us through any personal HR mantra or principle that has guided your decision making.
Answer: My core belief in HR is simple: people are the key to success. This applies to everything we do, from attracting talented individuals to fostering a positive workplace culture.
Collaboration is my priority. I believe in working closely with teams, listening to their needs, and involving them in shaping policies, practices, and the overall work environment.
Throughout my journey, from recruiter to Head of HR, I’ve learned to navigate the complexities of employee relations, management needs, and individual aspirations. This understanding fuels my commitment to a human-centric approach.
This approach values every individual’s contribution, aspirations, and experiences. It’s about creating an inclusive and supportive environment where employees feel valued, heard, and inspired. This, in turn, empowers them to excel.
Continuous learning is another pillar of my philosophy. Learning is a lifelong journey, and I encourage everyone to embrace new experiences and knowledge. Investing in individual development benefits both the employee and the organization.
Ultimately, my guiding principle, “people drive success,” serves as a compass for all my decisions. I strive to make choices that are people-centered and reflect genuine care rather than solely following rigid rules. This approach has proven successful throughout my career, and I believe it holds the key to building a thriving and impactful organization.
Question 3: What steps can smaller companies take to promote inclusivity without larger budgets or resources?
Answer: Building an Inclusive Organization: It’s About People, Not Money
The concept that everything revolves around finances and budgets is inaccurate. Building inclusivity, specifically through inclusive leadership, is achievable without significant financial investment. Here’s how:
1. Open and Transparent Communication:
Leaders: Be approachable and receptive to feedback, both upwards and downwards.
Employees: Utilize established channels to provide open and honest feedback.
2. Fostering a Culture of Inclusivity:
Training and Awareness Programs: Educate employees on diversity, equity, and inclusion (DE&I).
Employee Resource Groups (ERGs): Create communities for employees based on shared identities.
Promote Diverse Hiring: Recruit talent from various backgrounds, fostering richer perspectives.
3. Leadership Commitment:
Leaders: Set the tone by actively promoting and exemplifying inclusive behavior.
Employees: Observe and learn from leaders’ commitment to inclusivity.
4. Celebrating Diversity:
Leverage the diverse skills, experiences, and perspectives of your workforce.
Prioritize finding talent across the country, not just locally.
So overall, building an inclusive organization is primarily about mindset and collaboration. It requires leaders who champion inclusivity and employees who actively participate in creating a welcoming environment. While financial resources can be helpful, they are not the primary driver of success.
Question 4: Please walk us through how should the HR leaders handle resistance or push back from employees when implementing inclusive policies?
Answer: Addressing Pushback Through Employee Involvement and Open Communication
1. Involve Employees in Decision Making:
Rationale: When employees feel included in decisions, they’re more likely to accept them.
Benefits:
Gathers diverse perspectives and ideas.
Fosters a sense of ownership.
2. Acknowledge and Address Concerns:
Problem: Ignoring concerns breeds resentment.
Solution:
Actively listen to understand employees’ perspectives.
Appreciate their concerns and seek solutions collaboratively.
3. Educate and Communicate Proactively:
Challenge: Misconceptions often fuel pushback.
Action:
Clearly explain the purpose and benefits of changes.
Emphasize how changes align with company values and individual development.
Address potential misconceptions with clear information.
4. Foster Open Communication:
Importance: Open communication builds trust and understanding.
Action:
Encourage open dialogue about changes.
Ask specific questions to understand concerns and suggestions.
Be transparent about the decision-making process.
By involving employees, actively listening to their concerns, and fostering open communication, you can minimize pushback and build a more engaged and supportive workforce.
Question 5: Walk us through how should HR leaders encourage employees to take ownership of their learning and development within the continuous learning culture.
Answer: Absolutely, it’s remarkable how people used to feel comfortable just after completing their engineering degrees and landing a software job. However, what many fail to grasp is that this is precisely where the real learning journey begins. Each day presents new opportunities for growth and learning.
At Autra Bid, the company I work for, we’ve fostered a culture of learning from top to bottom. From the CEO down to every employee, there’s a commitment to continuous improvement. We’ve instituted initiatives like book clubs, where teams come together weekly to read, discuss, and share insights from various books. This commitment to learning isn’t just a perk; it’s ingrained in our culture.
As we began implementing lean methodologies, we realized that continuous learning was essential. We started crafting personalized learning plans for each employee, guiding them on the skills needed to advance in their careers. These discussions, led by managers, go beyond task updates and scrum meetings, focusing on individual growth and development.
This top-down approach to learning doesn’t just stop with managers; it’s a shared responsibility across the organization. We believe in preparing our team for future challenges, aligning their goals with company objectives. By promoting a culture of knowledge sharing, peer learning, and collaboration, we empower individuals to take ownership of their growth.
Mentoring, coaching, and regular check-ins supplement our efforts to provide ample learning resources and opportunities. Our aim is to cultivate a growth mindset where learning from failures is celebrated, and innovative thinking is encouraged. Constructive feedback plays a crucial role, guiding employees towards areas of improvement and strengths.
Ultimately, our goal is to create an environment where employees feel not only encouraged but empowered to drive their own learning and development. This self-directed approach not only benefits individual growth but also contributes to the success of the organization as a whole. It’s a journey towards personal and professional fulfillment, where everyone has the opportunity to thrive.
Question 6: What’s your take on the fact that in this era of automation, AI, and machine learning, how should HR envision HR tech shaping the relationship between human workers and intelligent and technologies within organizations?
Answer: As I reflect on my journey from when I first entered the realm of HR to where I am today, it’s astounding to see the evolution of HR technology. Back then, there were no Applicant Tracking Systems (ATS) or AI systems. Today, the HR tech landscape, powered by AI, has revolutionized every aspect of the recruitment process. With intelligent algorithms analyzing vast amounts of data, applicants can now receive real-time updates on their application status, providing clarity not just for employees and recruiters, but also for HR professionals like myself.
Consider the sheer volume of applications we receive for a single position—sometimes in the hundreds of thousands. It’s practically impossible to manually sift through each profile. This is where HR tech comes in, allowing us to quickly identify the top 5-10% of applicants who are the best fit for the role. It streamlines the initial screening process, enabling us to focus our time and energy where it matters most.
Moreover, HR tech has transformed decision-making processes. No longer are we solely reliant on Excel sheets and PowerPoint presentations. With AI-driven insights at our fingertips, we can make more informed decisions, faster. It’s about augmented decision-making, leveraging technology to provide data-driven insights that were previously inaccessible.
This innovation extends beyond recruitment and decision-making. HR tech has also revolutionized employee engagement and support. Virtual assistants and chatbots provide real-time assistance, addressing queries on everything from benefits to mental health initiatives. This not only enhances efficiency but also fosters a more inclusive and collaborative workplace environment.
From workforce planning to diversity and inclusion, HR tech has touched every aspect of HR management, making our lives easier and workplaces more efficient. It strikes a balance between human expertise and intelligent technologies, unlocking the full potential of these advancements for a positive and progressive future.
I’m genuinely excited about the potential of HR tech and AI to drive faster and more informed decision-making processes, ultimately shaping a better future for the workforce.
Question 7: Please walk us through any piece of literature, could be documentary, anything that has influenced your leadership journey.
Answer: Alright, at Autorabit, we’ve fostered a continuous learning culture, which involves plenty of collaboration and reading during our working hours. One book that stands out to me is “The Talent Code” by Daniel Coyle. Additionally, another insightful read is “The Culture Code” by the same author.
These books delve into the essence of talent acquisition and development, shedding light on the importance of deliberate practice and focused learning in both individual and organizational contexts. They offer valuable insights on how deliberate practice and continuous learning can propel individuals and organizations towards excellence.
Personally, these two books have provided me with a broader perspective on talent management and the significance of focused learning in achieving success. I highly recommend them to anyone in HR or anyone interested in nurturing talent within their organization.
Furthermore, “Mindset” is another excellent book worth exploring for those interested in personal and professional development.
Closing Note
Now that you’ve absorbed these valuable insights, it’s time to take action. Start by fostering a culture of learning and inclusion in your workplace. Address any resistance with open communication and empower your team to take charge of their own growth. Dive into the recommended literature for further inspiration.
Keep an eye out for our next episodes, where we’ll continue to provide helpful advice to advance your HR career. Stay curious, keep learning, and get ready for even more growth ahead!