Strategic Human Resource Leadership Development Journey Leadership Development in a Phygital Context Snehal Shah Sumita Datta Rachna Wadhwa
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It’s a story about an organization that took a new direction to enhance employee engagement, reduce employee turnover and boost productivity. I’ve been a HR professional since 10 years now, have worked with top companies in the past and can attest to the fact that it requires a lot of strategic planning to succeed in such a challenging environment. The journey began in 2020 when our company decided to implement a new digital HR system. We had already invested in IT infrastructure to manage HR processes. However, we
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I wrote: Now tell about the Strategic Human Resource Leadership Development Journey (SHRLDJ) Leadership Development in a Phygital Context (PDT) by Leadership Development in a Phygital Context (LDIP) (the Phygital Context) Snehal Shah Sumita Datta Rachna Wadhwa Leadership Development is the key to the transformation journey. There is no leadership anywhere without a clear purpose. It takes a different view of work, people and the organization. The transformation journey is
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Developing leaders is a critical strategy in organizations today. Leaders are the catalysts for organizational growth and profitability. The HR organization has a unique role to play in shaping leadership development. A strategic HR leadership development journey enables organizations to address emerging challenges and opportunities in the changing world of work. The journey involves building leadership capabilities, transformational leadership, and developing leadership competencies. The article explores the impact of phygitality on human resource leadership development, including digital transformation, virtual training, remote work, and flexible work arrangements.
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I’ve been a Senior Director in HR for 8 years now. The journey has been challenging and eye-opening. More hints In this matrix, I’ll talk about some of the significant phases of a typical leadership development journey, including defining the vision, developing leaders at every level, managing transformation, and driving culture. The first step for any organization is defining their Vision. When I was at a large multinational, we were at the cusp of change. We had to define our vision for the company and align our employees to it. The first step
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Leadership is a core competence for the HR Leadership role. It is the foundation and driving force for success. Leaders must possess skills such as empathy, problem-solving, teamwork, decision-making, communication, conflict resolution and relationship-building skills. Successful leaders must also be able to navigate complex business and societal conditions while adapting to the changing landscape of a digital world. a knockout post Leadership Development in a Phygital Context The digital world has changed the traditional paradigm of leadership development in several ways. Digital
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Strategic Human Resource Leadership Development Journey Leadership Development in a Phygital Context As HR leaders, we’ve always dreamt about transforming HR into a digital organization and implementing a modern strategy that would help us streamline operations, reduce operational costs, and improve employee engagement and productivity. But, with the ongoing Covid-19 pandemic, we now have to make the shift to a phygital world. As HR organizations, we have had to navigate a digital landscape, and have had to adapt and
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Leadership Development is the fundamental tool of any organization’s developmental strategy. In a phygital context, it’s even more crucial. The digital transformation has put new requirements for leadership and employee development. With digitalization, the demand for leadership is more pronounced. Leaders are the cornerstone of an organization’s success. They set the tone for the organization, inspire, motivate, and manage employees. They drive change, promote innovation, and foster an environment that nurtures growth, collaboration, and accountability. However, there’s
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1. Setting Clear Objectives and Vision: – What’s the company’s vision for the future and how do you align your human resource strategies with that vision?- What are the company’s short-term and long-term objectives?- Develop a strategy to align HR with these objectives. 2. Organizational Structure and Functioning: – What are the responsibilities of each function (human resource, talent acquisition, etc.) in achieving these objectives and how will they be aligned with the company’