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Let's use an example! For instance, developing soft skills like negotiation and interpersonal flair will be easier through this method. HR managers can divide the internal team into two different parties; client and the company and pave the pathway for teams to ask each other questions and discover focal gaps that need to be addressed in general. This will also prompt critical analysis leading to better ways of structuring the negotiation process and figuring out what exactly the client expects and how to deliver, thus unexpected surprises or deviations can be avoided with proactive preparation.

 

Furthermore another way to inculcate this concept into an interactive corporate activity is by practicing role reversal. Yes! Switching up the roles with your supervisor or manager. How exactly is this going to benefit you?

 

In a role reversal context, both parties can garner in depth insights on specific matters that they might have not noticed before. Having your subordinates or your employees take up your role for a few minutes can actually bring in a new perspective for you. You can understand how different individuals approach a problem or project in various ways if they were in your shoes and this will assist you in identifying certain traits of your employees and yourself in a different light.

 

Having the opportunity to experiment with realistic situations that might arise in the future will allow managers to identify specific gaps within employees and provide necessary feedback. For example: creating a scenario where the employee is dealing with a personal issue and dealing with all the formalities related to grievance handling module in the HR system and how the employee might approach the issue whether it is through negotiation with the relevant HR manager or seeking for a solution from the HR manager depending on the circumstance and ensuring a smooth flow towards a mutual consensus.

 

Right now, in this period of time, HR responsibilities go beyond just hiring and firing individuals. The HR seniors and CHRO’s are responsible for not only moulding an innovative corporate culture but also improving each and every employee’s personal competencies and assisting them in figuring it out as well. An organisation cannot thrive in the marketplace if the employees working in it are confused about their own capabilities and if they tend to feel like they can offer more to the table but they do not know how due to insufficient guidance and training. Therefore role playing can be used as one strategy to creatively explore skills and competencies of employees and an interactive way of providing feedback.

 

For instance, another scenario that can be acted out could be related to pending timesheets produced by the HR software indicating that a specific employee is lagging behind. The respective supervisor can act the way they usually do where they keep reminding his or her subordinate that they have pending tasks to complete. The person judging this particular role-play scenario can offer feedback for the supervisor and advise them to perhaps approach this situation differently, maybe by initiating a conversation with the employee and find out what exactly is slowing down the process, whether it is emotional constraints, technical difficulties, or excessive workload. All in all, role-play can be used in different methods to create an innovative way of training the personnel of an organisation and developing a pleasing culture to be a part of. By inculcating a two way learning process, employees will feel that their opinion and take on things MATTER as well.