The need for sustainable HR technology infrastructure is becoming increasingly evident as companies strive to manage talent more efficiently in the face of dynamic market changes. Discussing the findings from the Global SHRPA State of the HR Industry report Ruhie Pande, Group CHRO at Sterlite Power, delves into this evolving landscape in a recent interview, providing insightful perspectives on overcoming challenges and optimizing HR technology investments. In this article, we explore Pande’s strategies for scaling HR tech maturity and fostering a future-ready workforce.

Pande emphasizes the role of technology in streamlining the human resources function, particularly for large organizations. Over the past decade, HR technology has witnessed substantial advancements. Despite this, many companies still struggle with tech maturity, with some relying on outdated tools like Excel for critical processes. The lack of HR tech maturity impacts how companies are able to execute for change and deliver talent success.

According to the SHRPA State of HR Industry Report, a significant portion of companies (43%) in India are at a basic level of HR automation, impacting the performance of their HR tech solutions, particularly in areas like talent management and analytics.

Technologies like automation and analytics are no longer optional but essential. HR processes, from recruitment to onboarding, must be automated to eliminate manual errors and ensure efficiency. At Sterlite Power, Ruhie advocates for the shift of HR professionals' focus from administrative tasks to more meaningful interactions with employees, such as coaching, counseling, and culture-building.

Key highlights of the conversation:

  • Tech Maturity Challenge: Many organizations remain at a basic level of HR automation, hindering effective talent management and analytics. Builidng and investing in the right tools and technologies key for 2025.
  • Automation as a Necessity: To improve HR efficiency and eliminate errors, companies must automate the entire employee lifecycle, from hiring to onboarding to exit.
  • Overcoming Barriers: Cost, resistance to change, and a lack of foresight are major challenges to adopting HR tech. A clear blueprint and business case are essential to overcoming these obstacles.
  • Continuous Feedback: Organizations should maintain ongoing communication with employees and leaders to ensure that HR tech is effective and aligned with business goals.
  • AI in HR: Generative AI is transforming HR by enabling real-time engagement tracking and enhancing productivity. However, many companies have yet to fully leverage its potential.
  • Leadership Development: While traditionally seen as a touch-and-feel process, leadership development can be enhanced with technology to create scalable, personalized learning experiences.