In an exclusive interaction with SCIKEY, Mr. Shatrunjay Krishna, Head of Organization Design, L D CoE at GMR Group, talks about key trends that will accelerate work in coming years, skills HR leaders should learn, the outlook of the infrastructure sector overcoming with workplace barriers.

What are the key trends that you think will accelerate in the long term concerning work? What gaps have COVID-19 brought to the fore?

The gap that COVID has brought to the fore is, we thought technology would impact jobs in the coming decade, but now the timeline has shortened to 2-3 years. Almost every job’s requirement for those applying for it in present times requires applicants to have a good understanding of technology. Most skill-based roles require technology understanding and ease with usage. It’s not going to be a problem for the new generation, but those coming in from the production side of work will face a lot of issues regarding technology and need to be skilled in this relatively rapidly. So adoption of technology will now accelerate. 

Intelligent RPA, AI/ ML replacing some parts of human intelligence with machines will get accelerated. I think in early 2017, we started using automated chat-bot-based responses. Similarly, other technological tools will get automated now. Everybody does not have to develop technology but understand it and use it. Also, I believe many industries will inter-mingle, and traditional industry structure overlaps – what will you call cab aggregators – transport company or tech company, perhaps both. I can say,

Industries like -Infrastructure, Hotel, Power, FMCG, Pharma, etc are examples of it – where some of the players ( e.g., Hotel aggregators ) are coming from tech space and then doing backward integration. 

It’s a very good thing from the talent perspective as people can move across industries, where was a relative lock-in previously, but you have to be nimble skill-wise. 

What skills should HR leaders learn to prepare people for the future, considering tech changing the workplace?

The role of HR is to have the human capability in the organisation to lead, perform and change. Whether you have an infrastructure or a product, there is a human capability that makes that product work. I believe HR leaders have to get closer to businesses as industries are changing, so HR leaders must anticipate and change accordingly. Sometimes, as the industry changes, there will be newcomers who start dominating the space. So if you want your company to be relevant, as an HR, you have to change proactively.

HR should envision the change with the CEO and then make it happen. Also, HR leaders have a vital role in making an environment in which employees can contribute to the business better. Ensuring that the human side of the enterprise is well functioning - It has not hampered by a conducive environment or skills shortage. 

According to you, what will be the outlook of the infrastructure sector in 2021?

As a nation, infrastructure will be India’s focus area as there is lots of ground to be covered. However, we also need to be innovative to the unique needs of India. India’s infrastructure sector is indeed going to grow, and all stakeholders are bullish on future prospects of the sector. We will see more innovation and technology in the infra sector.

What are some workplace barriers to implement employee learning during these volatile times? Can you share your plan on how to overcome them?

Workplace barriers are centered on the mind-set and agility of the learning function. Learning has to think constantly, who are my consumers, and what do they want? Not pushing any specific trends but looking at business and talent needs. Also, you have to think of employees as consumers as a learning tech company would. 

My advice for learning readers is to look at yourself as a learning tech company relevant to business needs. Be prepared to answer what your client asks. What would you do in that situation? Think of learning as a full-fledged business to run and create value for stakeholders. Learning is concerned with looking at employees as consumers and starting a business environment in which employees can contribute fully.

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