(L-R): Sudhir Rao, Chief Operating Officer, Renault India and Deputy Managing Director, Renault Group; Padmaja Alaganandan, Executive Director, PricewaterhouseCoopers Private Limited; NK Ranganath, Chairman, CII Tamil Nadu and Muthukumar Thanu, Chairman, Task Force on HR & IR, CII Tamil Nadu at the Tamil Nadu HR Summit 2011 organised by the CII on September 16, 2011 in Chennai. Photography: M Sathyan.
The successful HR function provides the link between strategy, people and results that further helps to get better and sustained results in the organisation. Owing to the increased role and additional demands from across the enterprise, HR Professionals need strategies, tactics, and operational methodologies for achieving the goals.
Given this scenario, the Confederation of Indian Industry (CII) organised the Tamil Nadu HR Summit 2011 on September 16, 2011 at Hotel Taj Coromandel, Chennai, on the theme – 'Emerging HR Initiatives in India'.
The focus was on topics such as Emerging HR Initiatives in India, Streamlining the organisation to deliver growth agenda (Lean-Mean-Fit), Creating an aligned 'Employee Value Proposition, Making HR Business Partnering work and Getting better returns from development interventions.
Sudhir Rao, Chief Operating Officer, Renault India and Deputy Managing Director, Renault Group delivered the Keynote Address at the Inaugural Session. Other speakers at the Inaugural Session included NK Ranganath, Chairman, CII Tamil Nadu; Muthukumar Thanu, Chairman, Task Force on HR & IR, CII Tamil Nadu and Padmaja Alaganandan, Executive Director, PricewaterhouseCoopers Private Limited. A CII-PWC Survey on Managing Tomorrow’s Workforce was also released during the Inaugural Session.
While revealing this at the event, Padmaja Alaganandan, Executive Director at PwC said: "The employer loalty of the future workforce would be conditional and a lot depends on personal satisfaction. A lion's share of the sampled said that they would have between two to five employers in a lifetime and were most likely to inolve their families in career choices".
She was of the opinion that the future talent would indentify with firms that balance corporate objectives with social responsibilities and place greater value on work-life balance looking for fulfilment beyond work. "Growth in rewards and recognition would be a prime motivator. Having said that, promotion of non-meritorious might as well cause fissures. Fresh opportunities that add value would excite them", she pointed out.
Stating that opportunities to work with strong mentors and coaches would be highly valued by these young breed of workforce of tomorrow, Dr Padmaja went on to say that these workforce would opt regular office hours in a physical office with some amount of flexible working hours. "What is more, they think access to internet and software would eventually help drive efficiency at workplace", she said.
According to the CII, as many as 850 college students and those with below five years work experience in the age group of 16-30 in Tier-I, Tier-II and Tier-III cities from the four southern states were sampled in the study.
"For the employers, creating a sense of purpose will be the priority, as the new generation appears to value stability and commitment in their relationship with the employer, despite these youngsters looking for variety", Dr Padmaja added.