It’s 2025, and we are living in an AI-empowered world, where every aspect of our lives is impacted by the greatest technologies. These technologies are making our lives easier and driving the efficiency of each task at hand.
AI tools are making hiring decisions more efficient, chatbots are responding to HR enquiries 24/7, and algorithms are being developed to screen resumes faster. Unquestionably, technology has changed how we manage talent in organizations. However, in the hustle and bustle of digital transformation, a crucial question is raised: Are we still able to perceive the people behind the profiles?
For instance, according to Gallup, only 23% of workers worldwide report feeling engaged at work. Many workers continue to express feelings of disconnection, undervaluation, or being unheard despite having access to collaborative tools and data-driven performance tracking. This paradox highlights a critical truth: no matter how advanced our systems become, the heart of every organization remains human.
So, how do we change from tracking headcount to truly valuing heartcount- the emotional, social, and psychological well-being of our workforce?
" As we accelerate into a tech-powered future, we must remember that people are not just data points. Headcount tells us who’s present—heartcount tells us who’s truly engaged”, Ranjini Rajashekaran, Senior Director- Human Resource.
The Shift: From Headcount to Heartcount
For decades, HR metrics have been dominated by numbers-headcount, attrition rates, time-to-hire, and cost-per-hire. Although these metrics are critical for operational effectiveness, they don’t fully capture the factors influencing organizational success. People are often seen as resources in this conventional approach that must be replaced, optimized, or distributed. The traditional systems are designed for productivity, not necessarily for people.
“Headcount” is a measure of presence; “heartcount” is a measure of impact.
Rather than seeing our employees as merely functionaries, the idea of heartcount encourages us to see them as unique people with their own goals, dreams, and emotional needs. It emphasizes employee health, happiness, purpose, connection, and engagement.
Such a change is a need for the tech industry. There is serious risk of burnout, disengagement, and attrition because of its fast-paced environment, high performance standards, and frequent disruptions. Talented professionals are not only looking for competitive salaries, but they are also seeking meaning, flexibility, psychological safety, and environments where they feel seen and supported.
In a world where machines are getting smarter, our challenge is to ensure that the workplaces we build don’t become more robotic as a result. AI cannot replace the human edge that comes from empathy, creativity, and connection.
Moving forward to the shift, Ranjini Rajashekaran emphasizes,
"As we embrace innovation, we must remember that people are not just assets—they are the essence of every organization. Technology can enhance how we work, but it’s our humanity that defines why we work.”
Key Aspects of Humanizing HR in a Tech-First World
We must rethink how technology is integrated- not as a replacement for human intervention, but as a catalyst for deeper connection, personalization, and care.
1. Empathy-driven Leadership
Nowadays, empathy is a strategic talent rather than a soft skill. Leaders can better understand and address the needs of their employees thanks to technology. Real-time feedback systems, pulse surveys, and sentiment analysis driven by AI allow leaders to:
2. Personalized Employee Experience
The era of one-size-fits-all HR is a thing of the past. Employees now expect personalization at work just as they do in their consumer lives. And technology makes customization scalable through platforms for adaptive learning that modify content according to objectives, speed, and style. AI-empowered development tools recommend development opportunities aligned with individual’s skills and aspirations, helping them grow in a way that feels both meaningful and achievable.
3. Establishing Connection and Belonging
As workforces become more distributed, maintaining a sense of connection is more challenging and essential. With technological advancements, HR can use different tools to create an inclusive environment and online communities. Social intranets are great for candid communication between employees. Gamified platforms for involvement to encourage communication elevate the point of view in different places.
4. Supporting Well-being and Mental Health
Employee well-being is now a core business priority, not a side initiative. HR tech solutions support mental health through:
These tools offer confidential, accessible, and proactive care for employees, improving the focus on the people aspect rather than the productive aspect.
5. Evolving Role of HR Professionals
The HR functions are shifting from execution to strategy. Today HR executives need to:
These roles are shifting by nature to offer a more human-centered experience in organizations.
Ranjini Rajashekaran adds, “At Dexian, we believe that meaningful employee experiences aren’t built through policies—they’re built through people. Our HR initiatives are designed to foster connection, trust, and a sense of belonging, because true value lies not in counting heads, but in nurturing hearts.”
Conclusion: Embracing Heartcount Imperative
As we navigate the complexities of a tech-first world, it’s clear that the future of HR lies not just in smarter systems but in more human-centered strategies. The shift from headcount to heartcount is more than a mindset change- it’s a business necessity. Organizations that prioritize well-being, personalization, empathy, and ethical use of technology are creating a better workplace and unlocking the full potential of their people.
At Dexian, this philosophy is already in action. Dexian’s HR initiatives are grounded in empathy, trust, and a deep respect for the individual. From personalized development programs to community-driven engagement platforms, they are intentional about creating experiences where people feel seen, heard, and valued. By putting heartcount at the center of everything we do, it is not just embracing change- we are leading it.
In the constantly evolving digital industry, companies understand that while technology can drive progress, it is the human heart that sustains it will thrive. Heartcount is not a soft concept; rather, it is a strategic imperative that promotes innovation, trust, and long-term success.
About the Author
Ranjini Rajashekaran is a transformative leader—shaping cultures, building belonging, and quietly powering purposeful change. With over two decades of experience, she currently leads Employee Experience, Learning & Development, and Administration with a singular vision: to align people strategy with business purpose & heart with results.
Her approach transcends policy—it is personal, intentional, and deeply human. Ranjini believes the most powerful workplaces are those where individuals feel truly seen, heard, and valued. She has launched transformative initiatives that anchor employee engagement, learning, and wellbeing in clarity, compassion, and connection.
What makes Ranjini's leadership distinctive is her rare blend of strategic foresight and psychological depth. A practicing Transactional Analyst and psychotherapist-in-training, she infuses behavioral insight into everything from leadership coaching to conflict resolution—shaping emotionally intelligent teams and resilient cultures.
As an active member of the South Asian Association of Transactional Analysts, she continues to draw from a global well of best practices in human development, bringing relevance and rigor to her craft.
Outside the workplace, Ranjini is equally passionate—as a classical dancer and a mother, she channels discipline, grace, and creativity into every role she plays. Her leadership philosophy is simple yet powerful: build environments where people don’t just perform, but flourish—fully and authentically.