The real-estate industry is a high-pressure one that warrants continuous upgradation of skills. The HR factor plays a pivotal role in ensuring all employees are always up to the mark to take on industry challenges,” avers Ashok Singh Jaunapuria, MD and CEO, SS Group, who oversees all functions in the organisation. In his view, the HR function has undergone a sea change and become personalised with individualised support focusing on each employee at a time for specific needs – whether it is onboarding, training, upskilling or even identifying job satisfaction. He shares more in an interview. What are the current best practices in induction policies? Onboarding a new employee into an organisation and induction have undergone a sea change. From a one-size-fits-all induction programme, today’s HR induction programmes and policies focus on the individual employee. They prioritise individualised support, structured programmes and ongoing communication, resulting in better employee experience and long-term success within the organisation. Earlier, practices were informal and limited while also lacking mentorship; now, they are focussed upon structured onboarding programmes, personalised support, buddy systems and emphasis on retention. What measures has your company implemented for talent retention? Retention of high performing talent is vital for any organisation. As a progressive and people-friendly organisation, we have put in place a slew of initiatives such as: Competitive compensation: It is crucial to lure top talent that can make substantial contributions to your business’s growth. Flexible work arrangements: Employees who have flexible work schedules can better balance their personal and professional lives. Reduced stress and burnout can ensue from this, which can boost morale and productivity even more. Acknowledging employees for their hard work and achievements: Positive and motivating environments are fostered by acknowledgment, which improves teamwork and creativity. We also consider other perks like professional development opportunities, child care assistance or commuter benefits. We focus on building employee engagement while at the same time ensuring that new hires align with the company’s values and culture. What upskilling initiatives are undertaken by the company? At SS Group, we believe in providing the right skills to combat talent shortages and ensure a skilled, adaptable workforce, while also upskilling our existing employees to be better equipped to handle the demands of market forces. While we harness the talent of internal experts to upskill employees, we also rely on experts and encourage knowledge-sharing to broaden their horizons and market understanding to make them street smart. What current trends are reshaping the HR sector? The ‘Human Factor’ needs to be examined in both the pre-COVID and post-COVID eras. Immediately after COVID, work from home became the norm in most sectors. Then, came the phase of the hybrid work model. Gradually, as things started to stabilise, corporate establishments opened up. Today, as things stand, most organisations have gone back to the pre-COVID era – full steam work from the office. However, the buzz in HR circles is a hybrid work model, which a lot of firms are adopting. This is warranting HR to recreate procedures and guidelines to facilitate a hybrid workforce by tackling challenges pertaining to work-hour communication, teamwork, collaboration and performance evaluation, etc. Other trends in HR sector are: Change in leadership styles: Adaptable and flexible leadership styles that can overcome obstacles and seize new opportunities are being promoted. AI and predictive analytics: The HR industry is undergoing a revolution thanks to AI and predictive analytics. They have a lot to offer HR, including making decisions based on data rather than intuition by adopting a data-driven approach. They have increased productivity and automated processes to free up HR staff members for strategic work. Diversity and inclusion: Regardless of gender, race and ethnicity of employees, a more inclusive workplace has proven to yield better work results and outcomes. Diversity and inclusion are interconnected and can go a long way in shaping the very fabric of a firm. Delving deeper into AI, how is it being used in HR processes? AI is revolutionising HR by automating tasks, enhancing decision-making and improving overall efficiency. Recruitment and talent acquisition: Automated screening: AI algorithms analyse resumes, match job descriptions and shortlist candidates based on relevant skills and experience. Predictive analytics: AI predicts candidate success and identifies the best fit for specific roles. Employee on-boarding and training: Personalised learning paths: AI recommends tailored training programmes based on individual needs. Virtual reality (VR) simulations: AI-driven VR experiences simulate real-world scenarios for employee training. Automated documentation: AI assists in creating and updating employee handbooks, policies and training materials. Having said this, AI has its own limitations. HR professionals should dive deeper into an employee, mesh with employees, understand them thoroughly and use their intuition and experience to make more informed business decisions. How can HR policies expand upon India's growth potential? It is a well-known fact that India’s working population holds the key to its prosperous and bright future. This goes back to corporate establishments who employ millions of people in their workforce. They, in turn, should be motivated enough to give their best and contribute to the company’s growth at the micro level and the country’s growth and development at a macro level. If employees in an organisation are to churn out the best and project their organisation as the ideal place to work, it all boils down to employee-friendly HR policies and practices. Upskilling opportunities empower the Indian workforce to thrive in a dynamic marketplace. Balance contributes to employee satisfaction and productivity. HR policies can mandate investment in training programmes that equip employees with the skills required for the evolving job market, which could include soft skills, job skills and programmes on new technologies like AI and automation or industry-specific certifications. Developing apprenticeship programmes allows companies to integrate fresh talent while providing on-the-job training, bridging the gap between theoretical knowledge and practical skills. Corporate India must focus on work-life quality for India to emerge among the top nations.