Building Resilient Workforces: Insights from Smitha Yadav, Head HRBP at CDK Global India

Drawing from her rich experience, Smitha Yadav, Head HRBP at CDK Global India, underscores the importance of agile talent management and the critical influence of HR in guiding organisational adaptability

In today’s fluid business environment, organisations must evolve to thrive. Central to this is a resilient workforce, anchored by an agile HR that not only ensures adaptability but also steers through the tide of change. A Deloitte study reveals that 85% of regularly recognised employees feel valued, boosting retention and potentially saving a firm with 10,000 employees approximately $16.1 million each year. Globally, organisations have recognised HR’s pivotal role in fostering resilience. The emphasis now lies on promoting continuous learning and mobility, equipping leaders to uplift team morale, and facilitating employees to embrace change and uncover fresh opportunities internally.

Upskilling and reskilling

With daily advancements in technology, the demand for highly skilled employees keeps intensifying. CDK Global offers platforms designed to foster talent, addressing both personal and professional growth needs. Specific tech-related skills are keenly addressed. We collect learning needs from employee surveys to meet business demands, aligning them with individual goals and tracking regular progress. Our diverse learning calendars encompass technological, behavioural, and leadership skills. The results of our training efforts, both internal and external, are periodically assessed, reflecting improved function-level performance. Notable programmes include our Business Acumen Building Program, Tech Product Roadshows, and Dealership e-learning series.

Through its Tech Drive Technology Community Learning Platform, CDK provides a plethora of programmes on Product Management, Artificial Intelligence, Machine Learning, Data, and Analytics, complemented by tech initiatives such as Hackathons, Dev Days, and Industry Meetups. These offerings keep tech employees updated with the latest industry trends. In the previous year, 72% of employees participated in domain and product training, 81% attended product roadshows, 41% engaged in Business Acumen sessions, and 74% used e-learning. These programmes equip employees with the necessary understanding to meet customer expectations while developing technology products.

To support employees in their quest for excellence, it’s vital that organisations cultivate an environment conducive to adaptation in this constantly evolving landscape.

Also read: Here’s How CDK Global Is Welcoming Employees Back to Office With a Safe Badge

Agile talent management: Flexible talent planning, Embracing continuous feedback

Organisations increasingly depend on their Human Resources functions to direct talent strategies that enhance business outcomes. While Agile methodologies have been predominantly associated with tech, their application in the business realm has showcased their value. Recognising this, there’s a growing trend of extending these practices to talent management. As a result, HR departments are evolving, adopting agile methods in sync with broader organisational practices.

The days of traditional yearly appraisals are dwindling; this is being replaced by regular check-ins. Given that employees often work on diverse products and under different leaders, both globally and locally, timely feedback has become essential. This shift ensures that feedback is not just immediate but also a constructive tool for performance improvement.

Embracing change as an HR imperative

In today’s ever-evolving business landscape, equipping employees for change is non-negotiable. Modern HR leadership has expanded its realm to instil resilience and flexibility in employees. More than their conventional roles, HR teams are now central to change management, partnering with leaders to craft clear communication paths. By maintaining open dialogue, they mitigate concerns and establish trust. With a focus on fostering inclusion and innovation, HR shifts the perspective on change—from a looming threat to a growth opportunity.

HR resilience in action at CDK Global 

CDK Global takes pride in its advanced workforce management practices, earning us four consecutive Great Place to Work™ certifications in India. We’ve implemented tailored learning plans and engineering enhancement programmes for comprehensive upskilling. Departing from the conventional 9-box succession method, we’ve launched the Talent Action Planning (TAP) programme. This approach zeroes in on pivotal roles, addressing strategic workforce planning, individualised development, and fostering growth.

Through its Tech Drive Technology Community Learning Platform, CDK provides a plethora of programmes on Product Management, Artificial Intelligence, Machine Learning, Data, and Analytics, complemented by tech initiatives such as Hackathons, Dev Days, and Industry Meetups. These offerings keep tech employees updated with the latest industry trends. In the previous year, 72% of employees participated in domain and product training, 81% attended product roadshows, 41% engaged in Business Acumen sessions, and 74% used e-learning. These programmes equip employees with the necessary understanding to meet customer expectations while developing technology products.

Promoting a culture of open communication

Effective communication is the cornerstone of resilience. It is imperative for the Human Resources function in an organisation to champion transparency, open dialogue, and psychological safety. By doing so, a workplace culture of trust blossoms, where employees voice their concerns, ideas, and suggestions without apprehensions. Such an environment where employees feel valued and acknowledged makes them more receptive to change, aligning their efforts towards the organisation’s objectives.

CDK India’s ‘Spectrum – All In’ initiative showcases our dedication to cultivating an inclusive and diverse atmosphere. With programmes like ‘SuperMom – Balance for Success,’ we extend our arms to support and care for expectant and working mothers. Moreover, in our pursuit of inclusive growth spanning our multi-generational workforce, we prioritise employee feedback. This strategy aligns with the insights from our leadership to ensure fair opportunities and individualised mentoring schemes.

Also read: 6 Ways To Better Your Work Culture to Manage Attrition

Supporting employee well-being  

HR departments are at the forefront of creating a nurturing and healthy work environment, launching numerous programmes centred on employee well-being and wellness. They take charge of initiatives that underscore the importance of work-life harmony and mental health, further driving professional growth and instituting recognition schemes. Through these endeavours, HR underscores its commitment to fostering a robust and committed team.

Such HR-led initiatives elevate the sense of well-being and foster a feeling of belonging among employees. At CDK Global, our approach is comprehensive, encompassing facets of well-being that include social, community, financial, and psychological wellness. A detailed wellness calendar is rolled out for our workforce, and we pride ourselves in offering a robust benefits suite that stands as a testament to our commitment to holistic employee wellness. Our compensation structures are crafted meticulously, featuring aspects such as differentiated pay scales, flexible benefits, performance-based incentives, routine health assessments, and extensive insurance provisions. Virtual sessions helmed by licensed medical experts address health and fitness, showcasing our dedication to the holistic growth of our employees. 

Also read: Mood-o-Meter, Upgrade to Heritage Club: Exploring Motilal Oswal’s Employee Well-Being Measures

Forging ahead

The evolving role of HR function in building a resilient workforce is picking up speed. In times of change, HR professionals serve as architects of organisational adaptability. They create an environment where employees embrace challenges. Here, change is viewed as an opportunity for personal and professional growth. HR Function plays a vital role in creating a thriving workforce amidst change. They invest in development, promote open communication, prioritise well-being, and nurture resilience. By shaping a resilient workforce, HR leaders drive long-term success in dynamic environments. 

About the author: Smitha Yadav, with 15 years in HR, has created award-winning DEI programmes. Her data-driven approach positions organisations for the digital age, placing emphasis on strong cultural values.