Future-readying your workforce: The evolving role of HR | Ankiet Daangi | HR Head | SMAAASH
In the fast-paced and ever-changing world of FEC (Family Entertainment Centers), organizations face the constant challenge of staying ahead in an increasingly competitive landscape as FEC continues to evolve & adapt to change in consumer demands. To thrive in this environment, companies must future-ready their workforce, ensuring they possess the skills and capabilities to adapt and succeed. HR are the crucial player in this transformation, guiding organizations through the process of developing and nurturing a future-ready workforce.
The Shifting Landscape of FEC:
The FEC and retail industries have experienced significant transformations in recent years, largely driven by advancements in technology and changing consumer expectations. With the rise of e-commerce, brick-and-mortar retailers face the challenge of providing unique and memorable in-store experiences to attract customers. Similarly, FECs must continually innovate and enhance their offerings to remain appealing to customers seeking entertainment and leisure activities.
These industry shifts have a direct impact on the workforce, necessitating a re-evaluation of the skills and capabilities required from employees. HR professionals should anticipate these changes and proactively lead the workforce’s evolution to meet new demands.
The Role of HR in Future-Ready Workforce:
1. Strategic Workforce Planning:
To comprehend the long-term aims and objectives, strong collaboration with the organization’s leadership is necessary. It is vital to identify skill gaps, evaluate future talent requirements, and execute various solutions to close those gaps by coordinating workforce planning with company strategy. Forecasting future skill needs, evaluating the workforce’s capabilities, and creating specialised training and development programmes are all part of this process.
2. Talent Acquisition and Retention:
Adopting novel strategies to draw in and keep top talent with a variety of skill sets is necessary to create a workforce that is prepared for the future. Utilising ATS, social & professional media platforms like LinkedIn, Instagram, etc., as well as putting an emphasis on employer branding activities that showcase employee growth and development are all part of this. Additionally, attention must be paid to strategies for retaining employees, such as providing competitive compensation packages, opportunities for career advancement, instant gratification, employee wellness programmes, strengthening their sense of social identity, and a supportive, transparent workplace culture.
3. Upskilling and Reskilling Initiatives:
Organisations should work on assessing the current skill via Continuous, Comprehensive & Holistic evaluation system within the current workforce and designing upskilling and reskilling modules (Customer Service, Safety, Technical Skills to abreast with VR/AI or other technological advancements in games, Customer delight, etc) to equip employees with the necessary competencies for the future. By partnering with the training team, employee should be offered relevant learning opportunities, including online courses, workshops, and certifications. These initiatives not only enhance employee capabilities but also demonstrate the organization’s commitment to their professional growth.
4. Leveraging Technology and Data Analytics:
To create future-ready workforce initiatives and inform decisions, it is necessary to use technology and data analytics. To simplify HR procedures, this entails implementing application tracking systems, talent management software, and performance management tools. Data analytics also makes it easier to spot patterns, foresee future personnel requirements, and assess the success of training initiatives.
5. Embracing a Culture of Continuous Learning:
To foster a future-ready workforce, there is a need to cultivate a culture of continuous learning and development. This involves promoting a growth mindset, encouraging employees to seek new skills, and providing opportunities for ongoing professional development. Organisations need to collaborate with managers and team leaders to incorporate learning into employees’ daily routines, such as through mentorship programs, job rotations, job transfers, and knowledge-sharing platforms.
Conclusion:
In the face of constant industry disruptions, FEC business have a critical role to play in future-readying the workforce. By adapting to changing skill requirements, attracting & retaining top talent, upskilling and reskilling employees, leveraging technology and data analytics, and fostering a culture of continuous learning, organisation can ensure that we have a resilient & adaptable workforce and in turn organizations are well-prepared for the challenges and opportunities that lie ahead.