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Here's how Sri Vidya Nadarajah, Country HR Leader, GE Vernova, Malaysia, balances the implementation of technologies that improve the employee experience with the challenges this large-scale change brings about.
A veteran with GE, having first joined GE Aviation in 2007, Sri Vidya Nadarajah is an accomplished HR professional with two decades of senior management experience dedicated to empowering people and organisations to achieve peak performance.
In her current role as Country Human Resources Leader for GE Vernova, Malaysia, she drives the human capital strategy, partnering with business leaders, the HR team, and government bodies to foster workforce excellence and organisational success.
In this new column dedicated to demystifying the workforce challenges involved in digital transformation, HRO's Aditi Sharma Kalra finds out Sri's insights on using technologies to create a connected, efficient, and supportive work environment.
Read on for the interview:
Q. How has HR transitioned from a traditional function to a strategic business partner and change agent? Can you share a specific example of how HR has driven significant change in your organisation?
The transformation of Human Resources from a traditional administrative function to a strategic business partner and change agent has been a key evolution in modern organisations. This shift involves aligning HR with the organisation’s strategic goals and leveraging its role to drive innovation, growth, and change.
One notable example of how HR has driven significant change at GE Vernova is through the implementation of a comprehensive diversity and inclusion (D&I) initiative. This initiative was designed to foster a more inclusive workplace culture, which in turn can enhance employee engagement, innovation, and performance.
Key elements of this initiative included:
- Training and development: HR organised extensive training programmes focused on unconscious bias, cultural competency, and inclusive leadership to equip employees and leaders with the necessary skills to support a diverse workforce.
- Recruitment and talent management: HR revamped recruitment strategies to attract diverse talent. This included partnerships with diverse universities and organisations, enhancing employer branding to reflect a commitment to diversity, and implementing bias-free recruitment processes.
- Employee resource groups (ERGs): HR facilitated the creation and growth of ERGs, which provide support, development, and networking opportunities for employees from various backgrounds, and serve as a channel for feedback on D&I policies.
- Metrics and accountability: HR established clear metrics to track progress on diversity goals and held leaders accountable through performance evaluations that incorporate D&I objectives.
- Leadership engagement: HR ensured that senior leaders were visibly committed to D&I, which included setting a tone from the top and integrating D&I into business strategies.
Q. What technologies have you implemented to enhance employee engagement, productivity, and overall job satisfaction?
GE Vernova has implemented several technologies to enhance employee engagement, productivity, and overall job satisfaction. These technologies focus on creating a connected, efficient, and supportive work environment.
Digital collaboration tools: Platforms like Microsoft Teams and SharePoint are used to facilitate seamless communication and collaboration among employees, regardless of their location. These tools support virtual meetings, document sharing, and real-time collaboration, which are crucial for enhancing productivity and engagement.
Human resource information systems (HRIS): Advanced HRIS platforms are employed to streamline HR processes such as onboarding, performance management, and employee self-service. These systems provide employees with easy access to their records and career development resources, improving their overall experience.
Learning and development platforms: GE Vernova invests in e-learning platforms and virtual training solutions that offer employees opportunities for continuous learning and skill development. This supports career growth and job satisfaction by empowering employees to advance their skills and knowledge.
Employee feedback and engagement tools: Tools like employee surveys and feedback platforms help in gauging employee satisfaction and engagement levels. These tools allow management to gather insights and take action to address concerns, ensuring a responsive and supportive workplace culture.
Data analytics and AI tools: These are used to analyse workforce data, identify trends, and make informed decisions that enhance employee experience. Predictive analytics can help in understanding employee needs and addressing potential issues proactively.
Wellness and health apps: In support of employee wellbeing, GE Vernova implements wellness programmes and apps that encourage healthy lifestyles, stress management, and work-life balance, which are essential for employee satisfaction and productivity.
Q. What are the main challenges you've faced when implementing new HR technologies, and how have you addressed them?
Change management
Challenge: Employees may resist new technologies due to unfamiliarity or fear of change.
Solution: GE Vernova implemented a comprehensive change management strategy, including clear communication, training sessions, and support resources to help employees adapt to new systems. This approach ensured that employees understood the benefits and felt supported throughout the transition.
Integration with existing systems
Challenge: Integrating new HR technologies with existing systems and processes can be complex and time-consuming.
Solution: The company employed phased implementation and robust testing phases to ensure seamless integration. Collaboration with IT teams and technology vendors was crucial to address compatibility issues and ensure data integrity.
Data privacy and security
Challenge: Implementing new technologies often raises concerns about data privacy and security, especially when handling sensitive employee information.
Solution: GE Vernova prioritised data protection by adopting advanced security measures, ensuring compliance with relevant regulations, and conducting regular security audits to safeguard employee data.
User adoption and engagement
Challenge: Ensuring high levels of user adoption and engagement with new technologies can be difficult.
Solution: GE Vernova engaged employees early in the process by involving them in pilot programmes and feedback sessions. This helped tailor the technologies to meet user needs and fostered a sense of ownership and engagement.
Cost management
Challenge: The financial investment required for new technologies can be significant.
Solution: The company conducted thorough cost-benefit analyses to ensure investments were justified. By aligning technology implementations with strategic business goals, GE Vernova ensured that the long-term benefits outweighed the initial costs.
Q. How has technology directly impacted the employee experience and performance at GE Vernova? What metrics do you use to measure the ROI of HR technology initiatives?
- Enhanced collaboration: Digital collaboration tools enable seamless communication among employees, leading to improved teamwork and productivity.
- Streamlined HR processes: Advanced HRIS systems simplify tasks like onboarding and performance management, allowing employees to focus more on their core responsibilities.
- Continuous learning opportunities: E-learning platforms provide employees with access to ongoing training and development, contributing to skill enhancement and career growth.
- Improved employee engagement: Feedback and engagement tools help gauge employee satisfaction and foster a responsive workplace culture.
- Increased wellbeing: Wellness programmes and apps support employees' health and work-life balance, boosting overall job satisfaction.
To measure the return on investment (ROI) of HR technology initiatives, GE Vernova employs various metrics, including:
- Employee engagement scores: Regular surveys and feedback tools assess engagement levels and indicate improvements resulting from technology implementations.
- Productivity metrics: Analysis of productivity indicators, such as task completion rates and collaboration efficiency, provides insight into technology's impact on performance.
- Turnover rates: Monitoring turnover rates helps evaluate whether technology initiatives contribute to employee retention.
- Training and development participation: Tracking participation in learning programmes can indicate increased employee commitment to skill development.
- Cost-benefit analysis: Comparing the financial investment in technology with the benefits gained, such as time saved and enhanced performance, helps quantify ROI.
- User adoption rates: High adoption rates suggest successful implementation and acceptance of new technologies by employees.
Q. What HR technology trends do you foresee shaping the future of work in 2025
In 2025, several HR technology trends are likely to shape the future of work at GE Vernova and similar organisations. These trends focus on leveraging advanced technologies to enhance employee experience, productivity, and organisational agility.
Key trends include:
- Artificial intelligence and machine learning: AI and ML will continue to transform HR functions by automating routine tasks, providing data-driven insights for decision-making, and personalising employee experiences. These technologies will enable more efficient recruitment processes, predictive analytics for workforce planning, and tailored learning and development opportunities.
- Remote work technologies: As remote and hybrid work arrangements become more prevalent, technologies that support virtual collaboration and communication will evolve. Enhanced virtual reality (VR) and augmented reality (AR) tools may be used to create immersive remote work environments, fostering better engagement and collaboration.
- Employee experience platforms: Platforms that integrate various HR functions into a seamless digital experience will gain traction. These platforms will offer personalised interfaces, allowing employees to access resources, manage their careers, and receive feedback from a single portal, thereby enhancing their overall experience.
- Data privacy and security solutions: With increasing reliance on digital HR tools, ensuring data privacy and security will be paramount. Advanced encryption technologies and blockchain solutions may be adopted to protect sensitive employee information and ensure compliance with data protection regulations.
- Wellness and mental health tech: As organisations focus more on employee wellbeing, technologies that support mental health and wellness will become integral. Apps and platforms offering personalised wellness programmes, mental health resources, and stress management tools will be prioritised.
- Diversity, equity, and inclusion (DEI) tools: Technology will play a significant role in advancing DEI initiatives. Tools that analyse diversity metrics, minimise bias in recruitment, and foster inclusive workplace cultures will be increasingly utilised.
- Skills and talent management: Technologies that facilitate skills mapping, talent development, and career pathing will be crucial in addressing skill gaps and aligning workforce capabilities with future business needs. AI-driven platforms may offer personalised learning paths and skill assessments.
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