Published Paper Details:

With the growing need for human capital management, human resources are identified as important capital for any business. What makes employees happy, how they can deliver more are the important points to debate in knowledge forums and learning platforms. But, there always existed a gap between employer perception and employee perception. This gap has been major because of lack of empathy from the employer front and employee involvement from the employee front in the problem-solving process. Lately employee engagement and organizational commitment have been much spoken and strategies have been in place to increase employee involvement. Responding to the need of the hour, customer satisfaction leading to employee satisfaction, and business results, design thinking is one such concept that has brought a paradigm shift in organizations. Thinking from the perspective of the customers by way of interaction, feedback, and knowing the need to deliver the service or product has been a breakthrough idea that changed the game of business altogether. Deloitte Global Human Capital Trends 2017 report revealed that nearly 80 percent of executives rated employee experience very important (42 percent) or important (38 percent), but only 22 percent reported that their companies were excellent at building a differentiated employee experience. Especially HR functions have a major role to play in the organization which is responsible for managing human resources. Present paper is an attempt to present the facts on how design thinking can change the HR role from managing HR to reinventing the HR role.