In the realm of today’s discussions revolving around HR as a business partner, how does the HR ensure that the organizational rhythm is maintained?
Much has been spoken and written about HR and its contribution both from a value add perspective and on what more can be done. However, if you look back at the last three to five years and see the delivery of the HR product within the organization, it has been primarily driven by two main factors — changes in the business environment, and changes in the expectations of employees at large. This has forced the HR practitioners at large to take stock of what they have been doing, innovate, and deliver relevant, practical and insightful HR processes and products that create an impact on the overall experience that the employee is getting.
Having worked across countries and having witnessed changes in the HR landscape, a couple of important elements come to mind.
Organizational Rhythm
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