W hen everyone is speaking about the evolution of workplaces in the wake of digital inte rvention, its remarkable how the conventional sectors that are quietly – and quickly – adopting the new work regimes and fitting in the new work order.
We spoke to Ranjan Sarkar, President-HR, Exide Industries on various aspects related to upskilling, managing a multi-generational workforce, and more. Here’s the exclusive interaction.
What is the most important lesson that you learned in your career?
The most important lesson is that no one is indispensable and no situation is static. Hence one needs to continuously upgrade and stay relevant. There is always someone who can do your job better than you; so one needs to stay humble.
Tapping the right talent is one of the most critical decisions to take. How are you ensuring that you pick the right fit for your organisation amid this ‘war for talent’?
Right fit need not necessarily be the best talent. It is what suits you best in a given situation. A cultural match is more sustainable than just a functional one. Age, demography, temperament, cultural background, social necessities, etc….. all form part of the cultural fit.
Also, for tapping the right talent, it is critical we know what he expects and what we can offer. Understanding a candidate’s intrinsic needs are important.
What’s your take on upskilling programs for employees? Have you implemented any at your workplace?
We do a lot of upskilling programs for high-potential employees. The focus of development is more on ‘behavioral’ for senior leaders and on ‘functional’ for junior team members. However upskilling is a process that requires continuous commitment. In a complex world, if we take talent who are flexible and have a learning attitude, upskilling is possible. So an organisation should always hire talent with more learning agility rather than someone who is best in the current skill because skills can lose relevance over time.
What work structure – remote or hybrid – does your company follow now?
We are following work from office schedule completely. Hybrid is practiced depending on need. It is flexible again. The remote work model has its own challenges and is not culturally sustainable.
What’s your advice to people pursuing a career in your industry?
Our industry of energy storage is now a Sunrise sector and transforming in many ways. Hence constant upskilling / upgrading is very important.