Business companies are in throes of disruption today, every professional is either feeling the heat already or feels it is impending. HR is still merrily is going doing the standard merry go round of recruitment, the campus placement as the first one and many others in the lateral entry mode, in the very same format, on the same set of parameters, the recruitment cycle still being the same. The once fashionable Future Fit Organisation idea seems to be lost in the oblivion even before it actually started.
How much HR is really involved in understanding the real work of the company and its talent imperatives – HR correlation it may be called because of lack of any other term, will always remain an unanswered question. What is the talent required, its mapping, what is available in the market and at what price and some indication of the impact. And also the impact if it were not to happen. How do you evaluate, if you supposedly get somebody of that nature, do you have the tools to take care of even the first round of recruitment?
While IT behemoths will keep doing better and better at recruiting and retaining high end talent, what about the other? Will LinkedIn be the ultimate arbiter of technologists claim, stakes and worth? In the fast changing world there needs to be different tools catering to every single HR need of the market. Disruptive HR workshops have started abroad, with what impact is not known. Will it happen and if it does, will not go the same future fit organisation way?
Who knows what an AI HR agent can deliver? Whether it can create a better knowledge, skills and competencies matrix for what a disruptive job needs, draw the requirements out of it, make a vacancy announcement and conduct first level test. Disruptive HR is a crying need, lest instead of facilitating disruptive change in the company, it would turn out to be the biggest stumbling block. Even survival of a company cannot be guaranteed today.
DISRUPTIVE HR HAS TO BE MADE THE FIRST TOOL OF DISRUPTION.