Together we Learn, together we Grow!

Our work is the presentation of our capability! – Edward Gibbon

I joined SAP in Aug last year as the Head of Talent Attraction for India, now completing almost 10 months with the company. And, my God, what a journey this had been! Not only have I experienced some of the most forward-looking people practices here, I got enough and more opportunities to design them myself. The company is at the forefront of doing cutting-edge work in HR and hence it is no coincidence that SAP secured #Rank-1 for two consecutive years (2018 & 2019) in the Great Place to Work Survey, India. Even though external validations do not define us, but still they remind us of the commitment we have made to ourselves – to provide best-in-class experience to our employees!

One of the ways we achieve this is by constantly raising the bar on ourselves to devise better and more innovative ways to delight our employees. And in this pursuit, we are ready to experiment, get feedback, fail, but most importantly LEARN! I strongly believe that the illiterate of 21st century will not be those who cannot read and write, but those who cannot learn, unlearn and relearn.

I was fortunate to get the opportunity to mentor a team of five colleagues to craft the ‘HR Capability Model 2020’ for the entire HR team in India. Key objective of the model was to design the learning curriculum for our HR colleagues. In this blog I share with you the Approach and Methodology (A&M) used to create the capability model. But what capability you will teach to the team which is already the architect of India’s best place to work? Its simple, you ask them the same question! Thus, first step for us to create the model was to conduct a comprehensive online survey with the HR team to understand some of their learning expectations, in terms of what specific skills they will require to meet their personal career aspirations. Simultaneously, we also studied some of the more evolved HR capability models proposed by some of the leading HR thinkers such as Josh Berson, Dave Ulrich, etc. It helped us to get the outside-in perspective. On similar lines we also studied our global HR Strategy 2020-23 which mentions the kind of future capabilities required by the HR team. It helped us to get the inside-out perspective. Thereafter, we analyzed the inputs from all these three sources to create the HR Capability Model. The analysis for us was more like solving an optimization problem for us – optimization between what employees want to learn versus what employees should learn, optimization between breadth of learning versus depth of learning and optimization between overload of learning versus under load of learning. In other words, our HR Capability model is the synthesis of all such analysis!  We have clearly identified 4 themes that will define the present and future of HR, namely, Digital in HRAgile in HRExperience Management in HR and Analytics in HR. Multiple topics have been identified under each theme. Most interestingly we conducted a large-scale interactive process with the entire HR team to jointly design the learning content under each topic. I always believe that no model is useful till the time it is executed to perfection. In this regard, we also created a detailed governance and implementation framework to help deploy the model.

We have scheduled our first learning session on 22nd May-20 and I am much looking forward to it. This project is more like an experiment to all of us, and as I said previously, we are ready to try, get feedback, fail, but most importantly, LEARN!