Sakshi Pal on How the latest HR Trends shaping the future of HR Strategies
The future of hiring isn’t about where you studied—it’s about what you can do and how fast you can learn. When you hire for skills, you invest in potential—not just past experience.- Sakshi Pal
In today’s rapidly evolving tech industry, building an inclusive, collaborative, and empowering workplace culture is more critical than ever. The People Manager’s conversation with Sakshi Pal, India Head- HR Techwave, sheds light on how innovative strategies like skills-based hiring and the integration of AI are revolutionizing recruitment and HR practices. By shifting the focus from traditional degrees to actual competencies, Techwave has successfully expanded its talent pool and aligned its recruitment efforts more closely with client and project needs. This transformation has not only reduced the time-to-hire but also enhanced the quality of candidates, ensuring a workforce that is adaptable to the ever-changing tech landscape.
The interview also delves into the significant role of AI in enhancing HR practices and decision-making processes. Techwave’s adoption of AI-driven tools has streamlined talent acquisition, optimized sourcing strategies, and enabled real-time performance management. These advancements, coupled with comprehensive upskilling and reskilling programs, have fostered a culture of continuous learning and innovation. Additionally, the discussion explores the impact of employee wellness programs on productivity and job satisfaction, the transformative power of people analytics in shaping HR strategies, and the future trends that organizations must prepare for to stay ahead in the competitive tech industry. Through these insights, Techwave demonstrates its commitment to creating a workplace that values diversity, promotes collaboration, and empowers its diverse talent.
Q1. How is skills-based hiring transforming recruitment strategies in tech industries?
Ans. At Techwave, skills-based hiring has shifted our recruitment focus from traditional degrees to actual competencies. This approach allows us to tap into a broader talent pool, identifying candidates with practical expertise in emerging technologies like Golang, AI/ML, and cloud platforms. It’s helped us reduce time-to-hire, improved quality of candidates, and align talent acquisition more closely with client and project needs.
Example: At Techwave, we have successfully implemented skills-based hiring for cloud computing and AI roles, allowing us to bring in candidates with relevant certifications and practical experience rather than just academic degrees. This has cut down hiring time by 30% and ensured a workforce that is more adaptable to business needs. What about existing ones? – Enhance workforce agility, ensuring employees can quickly adapt to new technologies and industry trends.
“The future of hiring isn’t about where you studied—it’s about what you can do and how fast you can learn. When you hire for skills, you invest in potential—not just past experience.”
Q2. Can you explain the role of AI in enhancing HR practices and decision-making processes?
Ans. Yes, AI is at the heart of our HR transformation at Techwave. We use AI-driven tools to streamline talent acquisition, leveraging predictive analytics to identify top candidates and optimize sourcing strategies. AI also plays a significant role in performance management, enabling real-time feedback and personalized development plans. Additionally, AI helps with workforce planning, forecasting skill gaps, and aligning our recruitment efforts with future business goals. Also drives Employee Experience
Example: Techwave integrated AI-powered chatbots in HR to handle employee FAQs, reducing HR query resolution time by 50%, allowing our team to focus on strategic initiatives.
“AI is not replacing HR—it’s enhancing HR by making decision-making smarter and people-centric.”
Q3. What are the key benefits of upskilling and reskilling programs for both employees and employers?
Ans. We have developed and adopted SPARK , an Aid for professional and personal goals. It’s a culture of nurture that we have in TW. Under the umbrella of SPARK which is our EVP, A stands for Aid professional and personal goals and our upskilling and reskilling initiatives, are crucial for fostering a culture of continuous learning.
For employees, these programs offer opportunities for career growth and staying relevant in an evolving tech landscape. For Techwave, they help close skill gaps, boost innovation, and enhance project delivery, while also reducing the need for external hires and promoting internal mobility.
Example: At Techwave, we launched an internal AI & Cloud certification program, and within one year, 60% of trained employees transitioned into AI-driven roles, reducing external hiring costs by 35%.
“An organization that invests in learning doesn’t just retain employees—it retains relevance.”
Q4. How do employee wellness programs contribute to overall productivity and job satisfaction?
Ans.: Well, our SPARK programm provides holistic care, Survey- NPS fecilitation. At Techwave, we see wellness programs as essential for maintaining a healthy, engaged workforce. Initiatives focusing on mental health, work-life balance, and flexible work arrangements, hybrid work transition—have led to reduced absenteeism, higher morale, and increased productivity. Yoga, Dance therapy, Ergonomics, ,mindfulness … A strong wellness culture directly impacts job satisfaction and helps reduce turnover.
“Caring for employee well-being isn’t an expense—it’s an investment in long-term success.”
Q5. In what ways is people analytics shaping the future of HR strategies?
Ans.: People analytics is driving data-driven decision-making at Techwave. By analyzing patterns in employee performance, retention, and engagement, we design more effective HR strategies.
- Performance Management: HR tracks skill gaps, promotion readiness, and individual growth trajectories.
- Retention & Engagement: AI analyzes sentiment in employee feedback surveys to predict attrition risks
- Workforce Planning: HR can forecast hiring needs and future leadership pipelines.
For example, tracking cost of hire and efficiency metrics has been instrumental in refining our recruitment processes and aligning them with our business goals as part of the TAG roadmap.
Techwave’s attrition prediction model helped retain 30% of at-risk employees by providing targeted engagement programs.
“Data doesn’t just tell us what happened—it helps us shape what happens next.”
Q6. What challenges do organizations face when implementing AI in HR, and how can they be overcome?
Ans.: Implementing AI in HR isn’t without its challenges. At Techwave, we’ve navigated issues like data privacy concerns, potential algorithmic bias, and resistance to change. Overcoming these hurdles involves using transparent AI systems, providing continuous bias training for our HR teams, and fostering a culture that embraces technology through thoughtful change management.
Example: When implementing AI recruitment at Techwave, we ensured HR teams cross-checked AI decisions to prevent biases, leading to a more inclusive hiring process.
“AI should be a tool for empowerment, not a gatekeeper of opportunity.”
Q7. How can companies ensure their upskilling and reskilling initiatives are effective and aligned with industry needs?
Ans.: To keep our upskilling and reskilling programs relevant, we regularly conduct skills gap analyses, incorporate client feedback, and monitor industry trends. Programs like the Golang training , hybris training, Tech bootcamps, Webinars, Enablements programs, are tailored to meet current project demands. We also use feedback loops and performance assessments to ensure these initiatives remain effective and aligned with business goals.
Example: Techwave’s AI Academy, co-created with industry leaders, trained 250+ employees, increasing internal mobility by 40%.
“A training program without business alignment is like a compass without a map.”
Q8. What metrics should companies track to measure the success of their employee wellness programs?
Ans.: At Techwave, we track metrics like employee engagement scores, absenteeism rates, productivity, and turnover to gauge the effectiveness of our wellness programs which we call as SPARK our EVP. Participation rates in wellness activities and feedback from pulse surveys also provide valuable insights into what’s working and what needs improvement.
Are engaged employees staying longer?
“Wellness isn’t just about offering benefits—it’s about measuring impact.”
“Engagement, retention, and productivity are the real ROI of employee well-being.”
Q9. How can HR professionals leverage people analytics to predict and address workforce trends?
Ans.: We use people analytics at Techwave to forecast attrition risks, identify leadership potential, and anticipate future skill needs. By analyzing data from performance reviews, engagement surveys, and hiring trends, we can proactively address talent gaps and optimize workforce planning.
- Diversity & Inclusion Optimization: Identifying biases in promotions & hiring.
- Workforce Planning: Forecasting headcount needs & internal mobility trends.
“HR should not be reactive—data allows us to lead from the front.”
Q10. What future trends do you foresee in HR practices, and how can companies prepare for them?
Ans.: Looking ahead, we anticipate greater integration of AI in HR processes, an increased focus on DEI (Diversity, Equity, Inclusion), and the continued rise of remote and hybrid work models. At Techwave, we’re preparing for these trends by investing in technology, promoting continuous learning, and developing flexible workplace policies to support a diverse, global workforce
“HR isn’t about policies—it’s about people, and people are evolving faster than ever.”
“Adaptability will be the most valuable skill in the HR toolkit of tomorrow.” For further insights into the evolving workplace paradigm, visit
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