6 compelling reasons for the creation of the book ‘Futuristic _ HR’

1. We believe that future has this peculiar habit of suddenly appearing as present
2. We believe that future is great and exciting for those who prepare
3. We believe that there is a compulsion to prepare for the future as 40 to 50% of HR competencies change over a period 4 to 5 years (Dave Ulrich)
4. We believe that the present is a pointer to the future with its new trends and practices
5. We believe that the forth industrial revolution has begun and we need to be prepared and relevant
6. Futuristic _ HR prepares HR fraternity for the future

Conceptualizing the book outline

1. To prepare comprehensive process steps of HR processes and present them in the flowchart formats to enable enhanced use of AI and Digital technology
2. To discover the new trends and practices including the ones introduced during the pandemic
3. To describe all possible success factors, pitfalls, new trends, different views on why an approach succeeds or fails
4. To give examples from and share the experience of the top 100 companies from the fortune 500 companies to emulate, discard or improve upon to suit one’s need
5. To provide well prepared communication formats, ready reckoners, different instruments for employee feedback to help HR to manage HR function with speed and quality

Basic guiding principles

1. Provoke thought process based on data derived from research
2. Not to provide answers but give examples to provoke thinking

What can ‘Futuristic _ HR’ Achieve? – The why and the objectives

1. To bring respect, prestige and predictability to HR function as never before
2. To make stars and superstars of HR professionals who can perform with confidence

FUTURISTIC _ HR is a reference book for all HR fraternity including students

On 21 core HR processes with 254 process steps. The content is rich. It is a very comprehensive book on HR. No book like this exists in the market place. It took about 3 years of research to complete the book. With 275 plus references, it is a deeply researched book

Eureka moments and surprise discoveries

Coming to the research part Henry Poincare said ‘All, long, arduous and painstaking researches on one fine moment’ offer surprise discoveries and eureka moments. Einstein also thought ‘discoveries are a leap in consciousness’ that come to you without your knowing why or how

We too had these joyous moments

The Eureka moments were:

• HR and humanity travelling and moving on from the days of Maslow’s needs hierarchy theory, McClelland’s achievement motivation theory, Vroom’s expectancy theory and Herzberg’s two factor theory and so on to employee engagement theory
• The finalising the name of the book as ‘Futuristic _ HR’. Everything in the book is about managing the HR function of the future differently compared to the past and to some extend the present. With that logic the book was named ‘Futuristic_HR. The underscore indicates technology

The surprise discoveries were:

• The wider use of technology, both digital and AI
• The omnipresence of new trends and new practices in almost all HR processes’ and
• The realization that everything we do in HR management is not for HR per se

1. To use as a ‘go to’, ‘What to’, ‘how to’ and ‘DIY’ (do it yourself) book for all 21 HR processes
2. To look at the process flowchart not only as to not to miss a step but to understand why a process is initiated, for whom is it for, what needs to be done, how to a do it and what would be the expected and assured outcome
3. To understand and promote the use of AI and digital technology for speed and quality in managing the HR processes
4. To Build and enhance the employee engagement level
5. To understand the post pandemic action taken by the best companies in the world to understand the humanity’s journey as these responses exhibited the soul of the organization
6. To understand the new trends, success factors, pitfalls and industry experience of all 21 HR processes in order to manage the process with confidence at a notch higher
7. To use :
   • the communication formats
   • the ready reckoner for filing statutory returns
   • the checklist for developing a great questionnaire along with its validity and reliability test. (will be much use to guide the summer interns and for in-house surveys)
   • the questionnaire for conducting HR audit
   • the questionnaire for doing employee satisfaction survey
   • the questionnaire for understanding the organization’s readiness for change

1. HR professionals to understand the HR deliverables and the matching competencies. Will help
2. Understanding own development needs. Can enable selection of ideal candidates
3. To prepare HR students to go for placement with a comprehensive understanding of HR Management function
4. To enable the faculty members to proceed for the session with excitement to energise the class for a stimulating discussion
5. To empower CEO’s of firms from start-ups to well-established firms to manage HR function with a deep understanding of the processes of the function
6. To open up ‘consulting’ arenas for experienced HR professionals (retiring with so much of expertise and experience is a huge waste as they can really help smaller firms and guide young HR professionals), professors and HR practitioners a process steps for consulting

The book has been built with rich stories of people practices. Stories that leave you with an inquisitive and thoughtful mind. Stories that will inspire you to build a great organization with an equally great career for yourself with a little help from ‘Futuristic _ HR’.