One-Size-Fits-All Approach Doesn’t Work With a Diverse workforce: Santosh TK, Dell Technologies
Magazine, Opinion

One-Size-Fits-All Approach Doesn’t Work With a Diverse workforce: Santosh TK, Dell Technologies

, Director - TA, Dell Technologies
Dell Technologies
Santosh TK, Director, Talent Acquisition, Dell Technologies

Santosh TK, Director – Talent Acquisition talks to All Things Talent about technology, personalisation, and upskilling, discussing key learnings for the future of HR. 

As we sail through perhaps one of the greatest disruptions in the workplace that this generation has witnessed, it is imperative to pause and reflect upon the key learnings. 2022 was the year that businesses and economies returned to normalcy. It was also the year that prodded the HR industry to focus on future-facing talent strategies to stay relevant in this competitive talent market. One thing is certain: technology has played a massive role across HR functions to bridge the gap in employee experience as the future of the workplace continues to evolve. 

Innovation in collaboration

The practice of working remotely is not a novel concept. However, making this process seamless, collaborative, and inclusive has been one of the critical centres of focus for organisations. 

Investing in robust tools, technologies, and platforms has transformed the experience of real-time communication, the efficiency of computational workloads, building trust, and including diverse perspectives. 

As a believer in using technology for good, we must continue to innovate in an equitable manner that cuts across the spectrum. 

For example, how are we using collaborative tools in a hybrid environment to make it accessible for an employee with visual impairment? How do we bridge the gaps? These are some of the areas that will be addressed from a wider lens.

Also read: It’s Time to Fix Your Performance Management System; HR Leaders Suggest How!

People are genuinely at the core of any business for it to flourish and stay relevant. As key differentiators, they are the catalysts to achieving business outcomes. 

Also read: Path to Becoming an Employer of Choice Starts with Good Employee Experience

Personalisation of employee experience

The one-size-fits-all approach has had its day and does not work as we deal with a diverse workforce. One of the greatest aspects that the pandemic brought to the forefront is the need to create unique experiences at an individual level. 

Here is where leaders play an important role in listening to and analysing the pulse of the workforce. Companies are adopting technology to personalise the employee experience, tailoring benefits, training, and career development to individual needs and preferences. 

From providing flexible work arrangements to those who require it, customised recognition and rewards programs to providing employees with the tools and resources they need to succeed in their roles, such as access to training, mentoring, and coaching. 

Leveraging data, analytics, machine learning, etc., is key to understanding employee preferences and behaviour to create customised recommendations. 

Imagine a gamified challenge based on your interest and skills which gives you points, badges, and leaderboards. It is much more fun and engaging than conducting a boring training session!

Also read: 5 Ways To Boost Employee Experience With HR Analytics!

Learning and upskilling to create an empowered workforce

Technology has been advancing exponentially, leading to the demise of traditional tasks and the emergence of newer working methods. 

In such a technology-driven environment, one cannot progress without constantly learning and upskilling. This also opens up new opportunities for career advancement, allowing employees to take on more challenging roles and responsibilities. 

One of the characteristics of a progressive organisation is recognising the need to empower its workforce through purpose-led and impactful learning. While providing workshops and training is key, ensuring that learning is conducted in a way that genuinely applies to real business use cases rather than simple textbook scenarios is imperative. 

This is where companies must invest in assessing employees through surveys and feedback so that learning can be personalised and beneficial for all.

Moving the needle

People are genuinely at the core of any business for it to flourish and stay relevant. As key differentiators, they are the catalysts to achieving business outcomes. 

As we gear up for the new wave of Talent 5.0, it is critical to take a step back and assess ways to create an empowering work environment that prioritises personal and professional development in an equitable manner. 

Especially in times of disruption, organisations need to be forward-thinking regarding their people. The way to achieve this is by constantly evolving, experimenting, and developing a learning mindset to enable cutting-edge innovation. 

2023 will be the year of strengthening processes, creating resilience, and working toward growth that is sustainable.

About the Author: Santosh TK is a seasoned Human Resources professional with a proven track record in the information technology and services sector. With extensive experience in service delivery and hospitality, he currently serves as the Director of Talent Acquisition at Dell Technologies.

Year of Incorporation: 1984
Number of Employees: 133,000 globally
Founder: Michael Dell
Key India Executives: Alok Ohrie
Key HR Factor: Technology, innovation, well-being, DEI


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