In our recent conversation with Shamita Ghosh, Head of Human Resources (Associate Vice President), BookMyShow and Aabha Bakaya, Founder, Ladies Who Lead, we delved into her incredible and dedicated journey spanning 18 years in the ever-evolving landscape of human resources. The discussion shed light on the HR perspective for transformative shifts in the industry, the importance of adaptability, culture-building, forward-thinking and valuable guidance for both experienced professionals and younger leaders in the field. Here are some highlights from the conversion:

Talent Acquisition

 Finding and attracting talent is a significant challenge in human resources duties, particularly in emerging fields like product design and management. The landscape of available skills has evolved over the years, necessitating different strategies for talent recruitment.

Changing Business Focus & Fast Growth

 When companies shift focus over the years, the HR perspective also changes at a rapid pace. Citing an example of BookMyShow, which evolved from ticketing to live entertainment and other emerging markets, she mentioned that at this fast growth stage, the challenge is scaling in departments like tech, product and design and building these teams. The strategic talent acquisition used was to identify and onboard top talent rapidly and use each employee’s strengths to do the job right.

Remote Work and Engagement

 Managing employee engagement, especially in a remote or hybrid work environment, and with the younger generation is important.
Keeping employees connected and motivated has become essential over the years. Regular check-ins, one-on-one conversations with employees, and creating a safe & growing work culture allowing them to share, express, and grow together has become essential.

Disagreements and Conflict Resolution

 While healthy disagreements can lead to better decisions, and in some cases positive changes, it is important to ensure that they are resolved in a way that maintains commitment to the organization’s goals. As a founder or head of the department, it is best to allow the two employees to talk about their disagreements but reinstate the focus on their commitment to the company and the company’s goals.

Diversity and Inclusion

 The importance of addressing diversity and inclusion challenges, emphasizing the need for transparent conversations, and planning to create an inclusive workplace cannot be stressed on enough. While a 6-month paid maternity

leave for smaller companies may not be feasible, flexibility, work from home, shared tasks and better management can bolster employee satisfaction and retention. Have honest conversations with your employees about their needs and what the company needs.

Employee Retention

 The employee retention program in a competitive job market is a challenge and this necessitates a focus on creating clear career paths and providing opportunities for fast growth within the organization. Implementing proper retention strategies helps to Upskill the current employees, offering remuneration for the right resources, and refocusing and re-channelizing older employees go a long way.

How to build a successful organization, for founders, professionals, and HR leaders.

1. Business Focus: Prioritize a sharp focus on the business’s goals and objectives, aligning hiring and retention strategies accordingly.

2. Right Hiring for the Right Role: Avoid over hiring and make sure every hire aligns with the specific needs of the organization.

3. Skill Matching: Beyond technical skills, consider a candidate’s attitude, behavior, adaptability, and career aspirations when making hiring decisions.

4. Engagement: Strive to keep employees engaged through various initiatives and mechanisms, especially in a remote or hybrid work environment or with the new generations.

5. Disagreement but Commitment: Encourage healthy disagreement while keeping the commitment to the organization’s best interests at the forefront.