Navigating the Future of HR: Insights from Smita Shetty Kapoor, CEO and Co-founder of Kelp
- Can you share some key strategies that Kelp has implemented to maintain client satisfaction and retention over the years, beyond the scope of technology-driven initiatives?
Drawing from a decade-long journey within the industry, and twenty plus years of collective experience; at Kelp we have honed a unique approach to client satisfaction and retention, grounded in over two decades of collective experience. Our philosophy centres on understanding our clients’ needs beyond mere technological solutions.
We put clients first: At Kelp, we make it a priority to really get where our clients are coming from. It’s not just about technology; it’s about understanding their challenges and goals on a personal level.
Trusted partnerships: We’re not just another vendor. We see ourselves as advisors, working hand-in-hand with our clients to tackle problems together. It’s all about mutual respect and teamwork.
Tailored solutions: One size doesn’t fit all. We work closely with our clients to craft solutions that fit their unique needs like a glove. That way, they know we’ve got their back for the long haul.
- How does Kelp stay updated with the evolving legal landscape pertaining to workplace regulations and compliance, and how does this knowledge translate into effective solutions for clients?
We’re dedicated to staying updated on workplace regulations and compliance. Three years ago, we formed a ‘Centre of Excellence’ team comprising legal experts who continually monitor legal trends. We attend industry events and forums to ensure we’re ahead of the curve. Additionally, we maintain close ties with organizations like the Indian Lawyers Association, engaging in regular discussions to stay informed. Leveraging our social media presence, we disseminate timely updates across the fraternity. Our goal is to deliver tailored, compliant solutions that exceed expectations and provide peace of mind in an ever-changing regulatory environment.
- As an experienced HR professional, what would you say are the most critical challenges organizations face today in terms of fostering inclusive workplaces, and how does Kelp address these challenges without solely relying on technology?
I think I’d first highlight the significant challenge of overcoming the ‘business as usual’ mindset in fostering inclusive workplaces. Often, leadership hesitates to embrace change when current practices appear sufficient, and they may demand immediate ROI on diversity, equity, and inclusion (DEI) initiatives, which aren’t always immediately quantifiable. This short-term outlook can lead to premature abandonment of DEI efforts, reverting to familiar but ultimately unsustainable practices.
However, we emphasize the long-term benefits of inclusivity through collaboration with HR professionals and real-life examples. We maintain ongoing dialogue with decision-makers to reinforce the strategic importance of inclusivity, fostering a culture of openness and learning to empower organizations for long-term prosperity.
- Could you elaborate on any recent successful case studies where Kelp’s interventions significantly improved employee well-being and organizational performance, focusing on the human-centric approaches rather than technological solutions?
We pride ourselves on human-centric approaches that prioritize both employee well-being and organizational performance, without completely relying on technology. Let me share a recent success story that showcases this commitment.
We teamed up with a client grappling with high turnover rates among women in mid-level positions. Instead of jumping straight to tech solutions, we dug deep. We conducted internal surveys, compared industry standards, and uncovered various reasons behind the attrition.
Our intervention focused on addressing the unique caregiving responsibilities many women faced. We advocated for policies and support systems tailored to their needs, creating a more supportive and inclusive environment.
The results spoke volumes. After implementing our recommendations, the client organization saw a significant drop in women’s turnover rates. It was a clear win for our human-centric approach.
But our work doesn’t stop there. We’re staying within the trenches with this client; offering ongoing support and guidance. Because creating a truly inclusive workplace is a journey, and we’re committed to seeing it through. This case study reinforces our belief in the power of human-centric strategies to drive real change and boost organizational success.
- Smita, your involvement in various advocacy and awareness initiatives is commendable. Could you share your perspective on the role of personal outreach and community engagement in driving meaningful change in workplace culture, apart from technological interventions?
In my capacity, I serve as a bridge between individuals deeply engaged in advocacy and organizations eager to make strides in this domain. By facilitating connections with these passionate advocates and thought leaders, we invite them into workplaces to share their first-hand experiences and perspectives.
Initiatives such as our flagship event, the Kelp PoSH Awards recognising the Top 25 Safest workplaces in India, play a pivotal role in recognizing and celebrating organizations dedicated to creating safe and inclusive workplaces. These events also serve as platforms for sharing best practices, learnings and experiences among like-minded organizations.
We’ve learned that no organization can navigate the journey towards inclusivity alone; it requires the collective wisdom and support of diverse individuals and communities.
In the realm of diversity and inclusion, personal outreach and community engagement are pivotal.
For instance, in cases involving issues of harassment or discrimination, such as those covered by the Prevention of Sexual Harassment (PoSH) Act, a human approach is often more critical than any kind of technological intervention. Engaging directly with affected individuals, providing a safe space for them to voice their concerns, and offering empathetic support can be more impactful than relying solely on technological solutions
- Considering the diverse range of clients Kelp serves, how does the company ensure cultural sensitivity and relevance in its HR solutions, especially in contexts where technology might not be the most suitable approach?
Our country, India, has a huge multitude of languages and cultures. We tailor our training programs to address these nuances, ensuring that employees can effectively navigate cross-cultural interactions in the workplace. We provide guidance on cultural sensitivity, emphasizing the importance of respecting diverse cultural practices and traditions as part of our solutions.
- Could you discuss any ongoing research or development projects within Kelp aimed at enhancing the effectiveness of traditional HR practices, emphasizing innovation beyond the digital realm?
One standout project in this endeavour is our revamped Employee Assistance Program (EAP) – Bliss. With Bliss, we’re reimagining wellness by taking a holistic approach that extends beyond mental health.
We’re collaborating with select clients on initiatives designed to nurture overall employee well-being. From pioneering Gut Health Challenges to promoting daily exercise routines and supporting work-life balance, we’re exploring every aspect that contributes to employee happiness and productivity. Moreover, we’re prioritizing healthy workplace relationships, recognizing their pivotal role in fostering a positive work environment.
Through these efforts, we’re diving deep into the factors that drive employee happiness and productivity. Our ongoing research and development underscore our commitment to innovation beyond digital solutions, pushing traditional HR practices forward into the future.
- Smita, you’ve demonstrated a strong commitment to women empowerment and gender equality. How does Kelp support these causes through non-tech initiatives such as mentorship programs or advocacy campaigns?
We partner with organizations that are intentional about creating inclusive spaces for women focusing on initiatives aimed at retaining women in mid-management and leadership roles by providing mentorship programs, advocacy campaigns, and support networks tailored to their needs.
In fact, as a part of our “practice what you preach” philosophy; our workforce predominantly comprises women returnees who were on career breaks due to varied reasons. We empower them to take charge of their career through mentorship programs and skill-building initiatives. We also equip them with the confidence and tools to speak up, seize opportunities, and navigate their professional journeys effectively.
We also engage men as allies, breaking down biases and promoting equal opportunities. Together, we’re fostering a more equitable society.
- In your opinion, what are the key qualities or skills that aspiring HR professionals should focus on developing in today’s dynamic and rapidly changing corporate landscape, and how does Kelp contribute to nurturing these talents?
In today’s corporate world, aspiring HR professionals must prioritize adaptability and openness to change. At Kelp, we believe agility and flexibility are crucial qualities. We nurture these talents through a culture of continuous learning and adaptation. Our training programs empower young professionals to thrive in a dynamic business landscape by cultivating their ability to respond effectively to new challenges.
- Looking ahead, what are the major trends or challenges you foresee in the HR industry, and how is Kelp preparing to adapt and innovate in response to these shifts, considering both technological and non-technological aspects?
Looking ahead, one significant trend I anticipate in the HR industry is the move away from the term “Human Resources.” Here at Kelp, we’ve already taken steps in this direction by rebranding ourselves as simply “Kelp,” and not KelpHR. It’s all about recognizing and honouring the humanity within our workforce.
Another major trend is the growing emphasis on diversity, equity and inclusion. Kelp is wholly committed to creating a workplace where every individual feels valued and respected for their unique contributions.
Additionally, as the job market becomes more competitive, retaining talented employees poses a significant challenge. Organizations must explore non-monetary initiatives to keep employees engaged and committed. Factors like mental health, well-being, work-life balance, and overall happiness, safety, and respect are crucial for creating a psychologically safe workplace.
While technology can certainly streamline processes, it’s equally crucial to focus on building meaningful connections and prioritizing employee well-being. As a company, we’re dedicated to adapting and innovating in both areas to meet the evolving needs of our workforce.
