The key to achieving the stupendous goal lies on the shoulders of Human Resource of the company. The HRM has to be more strategic than transactional to be vital to the company’s vision. The HR Organization in the company needs to champion a series of transformational initiative to be a strategic partner to the organization. This is possible only through robust people, processes and practices. The forces of globalization, talent constraints and new technology are driving rapid change to the HR function. HR is at a crossroads. Once designed primarily as a compliance function, today’s HR organization must be agile, business-integrated, data-driven, and deeply skilled in attracting, retaining, and developing talent. The scale of the change in the HR function has been staggering and has witnessed an exceptional surge over the last few years. Global companies who have established a presence in India over the last decade have brought with them different perspectives and some new HR practices as well. Technology has significantly influenced the HR function. It has led to new business models coming into existence, allowing technology platform companies to make a significant impact. Competition has come not from within the known set of businesses but from different industries by leveraging technology. The velocity of change has posed unique challenges for the HR function and HR professionals have seized the challenges and are equipping themselves to meet the needs. It has become quintessential to re-imagine the way that we work. HR is already evolving from a process-centric function to be more agile. Leaders today are moving away from a 'process' mindset, to a more' outcome' based mindset. The focus of discussion would be on design on HR organization to deliver solutions. What will HR look like in a couple of years when robotic and cognitive automation replicate human actions and judgment? How to make HR a talent and leadership magnet? What are the possibilities of HR structure related to employee data and self-service, benefits, candidate screening, and onboarding when software is handling the bulk of activities? And how HR should restructure itself in this fast-changing world?

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21st Century skills are the abilities that today’s students need to succeed in their careers during the Information Age. 21st Century skill is broken into three categories: Learning skills, Literacy skills and Life skills. While 21st Century skills have always been important, they’ve become essential in a worldwide market that moves faster by the day. This is because any industry is capable of changing at a moment’s notice. Industries are now regularly disrupted with new ideas and methodologies. With that in mind, the world has entered an era where nothing is guaranteed. As a result, students need to learn to guide the change that’ll inundate their lives. At the very least, they need to learn how to react to it. Otherwise, they’ll be left behind. In today’s marketplace, falling behind means becoming obsolete, the only consistency from year to year is change. With 21st Century skills, students will have the adaptive qualities they need to keep up with a business environment that’s constantly evolving and that will make them industry ready. The management team of the company is going to be dominated by young generation leaders with multiple capabilities and diverse aspirations. It is very strategic to the organization to engage and channelize the energy, enthusiasm and vigour of the team and leverage their potential for organizational success. This is possible for robust people, processes and practices. Partnerships and alliances between educational institutions, governmental entities, non-profits and employers can assist in ensuring that new workforce entrants are sufficiently prepared to meet the challenges and opportunities they face in the workplace. In this digital era, an organization's competitiveness will depend on its talent readiness, skill-sets and how it will bring in diversity of thought and perspectives for organizational excellence. Rapidly changing requirements for novel skill-sets in fields such as data science, AI, cloud, block chain, security etc. signal a need for flexible recruiting practices that allow organizations to reach out to these fresh talent pools. How skills can be deployed in an agile manner within the organization or with its clients has become important. The Focus of the discussion shall be about the skillset required to be developed in the students to make them industry ready. The discussion shall also revolve around the importance of 21st century skills from the perspective of the industry with reference to increase profitability, keep up with the rapid technological advances, new employee hiring and training costs, and a greater global economy focus. The panel will focus on HR's contributions to employee engagement by using innovative ways to enhance communication skills of employees, communicating with the board and senior managers and combining HR through effective internal communication.

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Motivated and engaged employees are the key to the success of a business. Happy, driven employees perform better, are more creative, and deal with stress more effectively, as research has shown. As a leader, it is important to create a culture in which people can thrive. Strong management skills, such as clear goal setting, open communication, creating a trusting environment and holding people accountable are needed to foster a place where people are engaged. If people have the freedom to be autonomous, improve on a skill, and work for a greater cause their motivation will increase. By understanding the reasoning behind employees’ actions, and using those results to motivate them, one can improve business performance. In addition to being more highly engaged, motivated employees handle uncertainty more easily; are better problem-solvers; have higher levels of innovation, creativity, and customer-centricity; are more profitable; create higher levels of customer satisfaction; and increase employee retention rates. There are a number of strategies that experts recommend to improve employee engagement and motivation. Not surprisingly, a major influencer in this dynamic is the employee’s manager or the HR. While most leaders are measured on the basis of business results, organizations must begin holding leaders accountable for building a strong and enduring culture, listening to feedback, and engaging and retaining their teams. To be able to have a good effective workforce and to encourage and motivate them to give and do their best while at work it requires attention to all of the financial and also psychological and

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