India — At the Nasscom People Summit on July 14, 2026, Rajesh Nambiar, president of Nasscom, stressed the need for boards to focus on people management. He noted that as businesses face rapid technological changes and geopolitical challenges, human resources must shift from a back-office function to a key boardroom priority.

Nambiar urged corporate leaders to combine artificial intelligence (AI) with human creativity. He emphasized that the future of work will depend on workforce adaptability and a ‘learn-it-all’ culture, moving away from the outdated ‘know-it-all’ mindset.

Redefining Corporate Talent Models

A recent Nasscom report shows that nearly 70% of India’s early-career tech talent is now skilled in AI. Among them, 23% are classified as AI-native. This reflects a major shift in how young professionals are using AI in their work, learning, and decision-making. However, Nambiar warned that traditional corporate talent models are becoming outdated as AI takes over routine tasks, leading to fewer entry-level roles.

This change forces organizations to rethink their talent acquisition and development strategies. Nambiar pointed out that the campus-to-corporate pipelines, which once trained fresh graduates, are at risk of disruption. Companies must now cultivate agile learners who can adapt to new job requirements that may not even exist yet.

Furthermore, the report indicates that while India is becoming a global hub for AI-native talent, there is a pressing need to strengthen engineers’ foundational skills. Sangeeta Gupta, senior vice-president at Nasscom, stated that academia must enhance engineering education. Meanwhile, industry must redesign onboarding and mentorship programs to ensure that the decline of routine work does not lead to a loss of deep engineering expertise.

This new approach to talent management focuses on creating an environment where employees can thrive amidst change. Companies that effectively blend AI capabilities with human creativity are likely to become market leaders.

Furthermore, the report indicates that while India is becoming a global hub for AI-native talent, there is a pressing need to strengthen engineers’ foundational skills.

Incorporating Employee Feedback into Governance

Nambiar also emphasized the importance of including employee feedback in corporate governance. He argued that organizations should create ways for employees to share their opinions and contribute to decision-making. This participatory approach boosts employee engagement and leads to better business outcomes.

Career Ahead’s analysis shows that organizations prioritizing employee feedback often see improved retention rates and higher productivity. In a fast-changing job market, companies must respond to their workforce’s needs and concerns. By seeking input from employees, organizations can build a culture of trust and collaboration.

Implementing employee feedback systems can take many forms, such as regular surveys or open forums for discussing ideas and concerns with management. This two-way communication is vital for creating a resilient organizational culture that can adapt to change.

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As companies integrate AI into their operations, the feedback loop becomes even more important. Employees who understand how AI tools affect their work can provide insights that help organizations refine their strategies and improve performance.

As businesses navigate modern complexities, adapting based on employee feedback will be crucial for success.

As businesses navigate modern complexities, adapting based on employee feedback will be crucial for success.

Impact of People-Centric Policies on Corporate Performance

The shift towards people-centric policies is essential for organizational success. Nambiar noted that companies with structural flexibility are better equipped to handle ongoing disruptions. This adaptability is crucial in a world where long-term predictions are often unreliable.

Career Ahead research finds that organizations focusing on employee well-being and adaptability tend to outperform competitors in profitability and innovation. By investing in their workforce, companies can create a more agile and resilient business model that withstands market fluctuations.

Moreover, a ‘learn-it-all’ culture promotes continuous development among employees. This enables them to gain new skills and adapt to changing demands. This proactive approach benefits individuals and enhances the organization’s overall capability.

In light of these changes, board members must understand that their decisions on people management will have significant implications for their organizations. As the work landscape evolves, attracting and retaining top talent will be critical for long-term success.

Looking ahead, the question remains: how will organizations balance AI integration with the need for human creativity and adaptability? As this dynamic unfolds, companies that navigate this complex landscape will likely emerge as industry leaders.

Effective people management strategies involve integrating employee feedback into decision-making and fostering adaptability.

Frequently Asked Questions

What are effective people management strategies for board members?

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Effective people management strategies involve integrating employee feedback into decision-making and fostering adaptability. Board members should create environments that encourage open communication and continuous learning.

How can HR executives align people policies with corporate goals?

HR executives can align people policies with corporate goals by ensuring talent acquisition and development strategies are flexible and responsive to market changes. This includes fostering a culture of learning and adaptability among employees.

What should board members do about the increasing focus on employee well-being?

Board members should prioritize employee well-being by embedding structural flexibility into their organizations and actively seeking employee feedback. This approach enhances engagement and improves overall corporate performance.