In general world, almost half of the time, technology and humanity are considered to be contrary. Though, we cannot deny the importance of technology in our life, but it has deteriorated the soul of what we consider as ‘natural’. On the other hand, in the HR periphery, technology has changed the entire scenario where technology not only enhances the HR process, but never becomes any roadblock to humanity at work place as well. We cannot avoid the parallel roles of technology and humanity at any of the workplaces. They both are two sides of the same coin.
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TechHR16 conference, organized in The Leela Ambience Gurgaon Hotel, created a fair balance between technology and humanity through the discussion on the theme of ‘humanity at the workplace’. China Gorman, Director at Motivis Learning discussed it wisely during the TechHr16 conference.
China Gorman prioritized the importance of humanity at workplace by saying – a culture at workplace based on humanity is directly proportional to company’s success. “Leaders who encourage humanity in their organizations trigger high employee performance leading to competitive advantage in the market. Employees who say that their companies are a great place to work outperform five times more than their competitors,” says China Gorman from Motivis Learning.
She further strengthened her opinion by putting some examples of companies like Microsoft, TD Bank, Jet Blue and Reebok are using the term ‘humanity’ for branding so that they can establish better connection with people. “When advertising picks up a theme in the economy you know it is a real issue. The focus on humanity rather than engagement is more important. Companies like Microsoft are using brand tags like – ‘More human way to go’, TD Bank in Canada is promoting on twitter with #bankhuman, Jet Blue airlines uses ‘Air on the side of humanity’ and Reebok- how ‘being more human’ helps you,”claims China.
Shift from Engagement to Humanity
There is great need for a shift from engagement to humanity. Earlier, the focus was on strategy and competition, but today the dynamics have changed. Today, it is all about “how you treat people.” A company cannot be future-fit if the employees are not taken care of. Data show that business results are remarkable in organizations where they create environment and a culture that takes care of the happiness of employees.
China Gorman further explains, “My hypothesis is that engagement is the outcome of many things and not just one thing. Leaders, academicians and HR leaders focus on the wrong thing. I think it is not engagement. It is when you have a culture, where leaders are trusted and employees feel supported – they get meaning and purpose from what they do and the organization recognizes that the workforce is made up of individual human beings and not specific skill sets and need care and attention. If employers today relate to wholeness of human beings and not just skill sets, then we will be living in different world all together.”
Employees are Assets
Company’s assets are generally divided into – tangibles and intangibles. Tangible assets are the ones you can touch: buildings, inventory, equipment, and financial resources. Intangible assets are the ones without a physical manifestation and they include intellectual property such as patents, trademarks and copyrights and human capital. “The bigger part of the intangible assets of the company is the people. I feel it is the people that really drive value of intangible assets in your company’s valuation. You need to think – how talent valuation, talent mobility, and a culture of talent development will make a difference in your organization,” explains China Gorman.
(This article is an excerpt from China Gorman’s speech who discussed on the theme of humanity at the workplace during the TechHr16 conference)
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