Albert Einstein once said “I never teach my pupils; I only attempt to provide the conditions in which they can learn.” It appears that more and more HR departments adopt Einstein’s wisdom as a motto for Learning, Training & Development. Instead of commanding what information employees must learn at regular intervals, the strategy is increasingly shifting towards utilizing technological offerings to create a platform for continuous, often informal and peer-to-peer, learning. Each company tries to find a model that would be a perfect fit to its unique nature – size, corporate culture, budget, geographical span, etc. We decided to talk to Surya Prakash Mohapatra, HP’s Head of Knowledge and Capability Management for India, about the company’s way of optimizing technology and platforms to facilitate employee development.
What Learning & Development projects are you currently spearheading?
I am currently leading a few very strategic projects in the organization. One of the projects is to enable frontline managers to develop into change leaders. We are planning to effectively deploy the 70-20-10 model in this program. Another project I am driving is to build a Coaching Framework for Middle and Senior level leaders in the organization. The third project aims at setting up a best-in-class next-Generation learning experience room to enable employees to learn and collaborate using technology.
How does HP integrate HR technologies into its Training & Development functions?
HP is the largest Information Technology Company in the world. We understand the power of Technology very well. But at the same time we are also aware that technology is only an enabler. It is only a means to achieve an end. We do leverage tech
nology wherever we feel it is appropriate. We are using a very advanced search engine with capability for contextual search. We use mobile learning extensively in addition to other tools and applications. We use enterprise social media platforms to facilitate collaboration and learning.
What would be your advice for efficient utilization of social platforms for Training & Development purposes?
Take care of the Three ‘A’s and the utilization of your social media platforms will be meaningful. The three ‘A’s are: ACTIVE, AGILE and ALIVE.
Create knowledge champions in the organization to keep your enterprise social media buzzing with activities. Always remain agile and quickly adapt to new requirements. Keep your platform alive by making it interesting. Always keep the element of surprise on.
The other piece of advice is “unleash the power of social platforms to build/augment Communities of Practice (CoPs) in your organization.”
Whose presentations are you planning to attend at HR Tech Europe 2014 and why?
While my plan is to attend as many presentations as possible, I am definitely planning to attend the following two sessions:
- Being Bold & Creative with HR Systems by Sue Foster
- Innovation and Predictive HR Analytics by Wissam Hachem and David Jones
I have lots of interest in HR Analytics and am very keen to explore more about this. I am also interested in learning more about the sweeping transformations currently revolutionizing the HR practice.
Surya Prakash Mohapatra will be presenting at HR Tech Europe 2014 on Day 1 on the subject “Collaborate or Perish: Leveraging Communities of Practice For Organizational Development“ in the “Future of Workforce Learning” track.