2021 and - Monthly HR Magazine - DigitalOcean

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 VOL 04 I ISSUE 05 I R 150 Monthly HR Magazine

 hr
 plans
 and
 priorities
 2021

Monthly HR Magazine
 www.sightsinplus.com

 f sightsinplus l company/sightsin t twitter.com/sightsin1

 Contents
 Interview 34 Regular Colommen
 Paneesh Rao Editor’s Note 04
 Chief People Officer
 Mail Box 05
 Mindtree
 Movements06
 News08
 Social Media 10
 Twitter26

 Insights

 HR - Top Talent Priorities & Trends for
 2021/ Raj Gupta  18

 12
 Expert View Emerging Trends & HR Priorities in
 2021/ Puja Kapoor 20
 Soumyasanto Sen
 Digital HR, Transformation & Technology Priorities and Resolutions for
 People Analytics Leader HR Leaders for 2021/ Kumar Mayank 28

 HR Trends to Look-out for in 2021/
 Expert View 22 Biswarup Goswami

 2021: Building the HR Framework of the
 30

 Yuvaraj Srivastava
 Next Decade/ MilindMutalik32
 Group CHRO
 MakeMyTrip, GoIbibo, RedBus
 Labour Code 2020: “The Pros and Cons”/
 Subhransu Mohanty 37

 HR Priorities for 2021 - 22/
 Viekas K Khokha 40

 Talent Acquisitions Challenges and Job
 Trends for 2021/ Ravish Agrawal 42

 Top Priorities for HR Leaders in 2021/
 Prasad Kulkarni  44

 15 Interview

 Mona Cheriyan
 Workforces of the Future and Hiring
 Trends 2021/ Umang Mathur  46

 President & Group Head, HR Top 10 HR Resolutions for 2021/
 Thomas Cook (India) Ltd. Deepti Sheth 48

Editor - In - Chief | Romesh Kumar Srivastava Published at | D-169/6, Sector-50, Noida-201301 Printed at | Eco Media
Design & Photo Head | Vineeta Verma www.sightsinplus.com C- 340, Sector-10, Noida, 201301
IT & Digital Head | Amit Dutta info@sightsinplus.com ecomedia77@gmail.com
Sales & Circulation Head | Kavita Srivastava Mob | 9953894881 Mob | 9971404077

3 January 2021 www.sightsinplus.com

December Issue 2020

Editor’s Note Romesh Srivastava
 IN CONVERSATION
 Mails
 of The
 RENDEZVOUS WITH
 Month
 Editor- In -Chief

 WITH DAVE ULRICH ANIL SALVI

 Greetings! Chester Elton

 I love this thinking! You are spot-on
 that after all the benchmarking and
 Arathi Vijay

 Very well responded in the
 interview. Some of the points I
 The COVID-19 pandemic will have a lasting impact on the future best-practices have been done it is the relate to are the need for a different
 of work. The question for HR leaders is how much these trends “guidance” of the HR professionals competency mix, more pro-activeness
 have and will alter pre-pandemic strategic goals and plans, and that will lead to real progress and in employees as success factors,
 what immediate action and longer-term adjustments must be engagement. I will always remember leading by example - one sees quick
 made as a result. being at a conference and when improvement in employees when they
 the question was asked, “What do see this quality in leaders. Definitely,
 We come up with this new edition to address the same challenges and the you want from your leader?” The 2020 has changed the way we think
 theme is HR Plans & Priorities for 2021. answer was, “I don’t want my leader of identifying and nurturing talent.
 to just make me a better and more Really liked the dissected analysis
 We had shortlisted a few renowned Industry Thought Leaders, Business productive worker. I want them to of the reaction to the Covid scenario
 Heads, and CHROs for this edition’s Interview Column and Insights. help me become a better person.” based on the organization segments
 That is what “guidance” does in an and their possible future approach.
 We are proud to share, Paneesh Rao, Chief People Officer, Mindtree is part organization. Thank you Dave Ulrich A lot to learn, unlearn, and relearn...
 of this edition and he shares his HR plans and priorities to be implemented for another insightful article. I always Great read and appreciate your
 at Mindtree in this New Year. learn something from your writing. concluding remarks.
 SightsIn Plus team had an opportunity to rendezvous with Mona Cherian,
 President & Group Head-HR, Thomas Cook. She is sharing her experience
 in 2020 and new trends that she foresees for 2021.
 INTERACTION WITH THIRU A HR PRIORITIES FOR 2021-
 SightsIn Plus is being circulated amongst the top Indian & Global MNCs,
 big to medium-sized organizations, and increasing its circulation on the
 THIRUNAVUKKARASU NANJAPPA B S
 fastest mode. This issue would be reaching approximately 85000 readers/
 professionals. Geetu Varyani
 Pooja Singh
 The edition also shares wonderful insights on: “Time to Refresh and
 So true Sir... HR is closely connected to the work-
 Focus on Core Business Needs”, by Yuvaraj Srivastava, “Top 5 Digital HR This is really thought-pro-
 force now and digitization effect has created greater
 Priorities in 2021” Soumyasanto Sen, “Emerging Trends & HR Priorities voking article my friends!
 impact and that too proactively and promptly!! A
 in 2021” by Puja Kapoor, “2021: Building the HR Framework of the Next Just I would like to add that
 very good strategy and deep thoughtful-
 Decade” by Milind Mutalik, “Technology Priorities and Resolutions for according to the survey of 750
 ness in captivating the well-being of
 HR Leaders for 2021” by Kumar Mayank, “Top Priorities for HR Leaders HR professionals, conducted
 employees. It certainly recognizes
 in 2021” Prasad Kulkarni, “Labour Code 2020: The Pros and Cons” by from June through August,
 the vulnerability of current times.
 Subhransu Mohanty, etc and some interesting notes through social media other HR priorities for
 With the impending uncertainties
 are part of the SightsIn Plus, January 2021 edition. 2021 include: orga-
 and COVID-19 protocol measures
 gradually getting relaxed, HR will nizational design and
 Like every time, we would be happy to hear your views and suggestions. change management
 We hereby cordially invite your feedback, insights, updates, case study- have a major role in taking
 care of employees’ phys- (46%), develop-
 Individual Milestone. ing the current and
 ical wellbeing in terms
 of their safety as they future leadership
 a www.sightsinplus.com Do write to us info@sightsinplus.com return to work with, bench (44%),
 safe work environ- the future of
 f sightsinplus Happy Reading! ment, and total re- work (32%) and
 Romesh Srivastava employee experi-
 l company/sightsin wards policies.
 ence (28%).
 t twitter.com/sightsin1

 4 SightsIn Plus 5 January 2021 www.sightsinplus.com

MORGAN STANLEY APPOINTS SANJAY SHAH AS COUNTRY HEAD GOOGLE ROPES IN NEW PERSONNEL HEAD FROM ASTRAZENECA
 Google has hired Fiona Cicconi, a top executive from pharmaceutical company
 American investment bank Morgan Stanley has appointed Sanjay Shah as the
 AstraZeneca to oversee its personnel/HR policies amid ongoing tensions with many
 country head for its India business as part of senior-level appointments. Shah, who
 employees who are upset with the company’s policies. Cicconi will replace Eileen
 has been with the company since 1996, was the co-head since 2013. He held the
 Naughton, who disclosed in February she would step down, just before Google told its
 position with ace i-banker Aisha de Sequeira, who died late last year after a
 workers to start working from home to help stop the spread of the novel coronavirus that causes
prolonged illness. Sequeira had led marquee deals like investments of Facebook
 COVID-19. Cicconi will face the challenge of making sure those workers have their needs met while
and Google into Reliance Industries’ telecom arm Jio Platforms and was widely credited with
 remaining productive, and then oversee the eventual transition to their return to Google offices
taking it at the top of the charts.
 scattered throughout the world, in addition to its Silicon Valley hub.

KPMG APPOINTS SUNIT SINHA AS PARTNER AND HEAD – FORMER CHRO AT SAP STEFAN RIES JOINS MCKINSEY &
PEOPLE, PERFORMANCE AND CULTURE COMPANY SENIOR ADVISORS TEAM IN EUROPE
 KPMG ropes in former Managing Director, Strategy & Consulting – Talent &
 Stefan Ries joins McKinsey & Company senior advisors team in Europe, prior to this, he was
 Organization of Accenture India, Sunit Sinha as Partner and Head – People,
 the Chief Human Resources Officer (CHRO) and Labor Relations Director of SAP SE as well as
 Performance and Culture. In his new role, he will lead the HR function for all of
 a member of the Executive Board with global responsibility for HR. His earlier experience
 KPMG’s businesses based out of India. Sunit replaces Unmesh Pawar who resigned
 spans executive roles at Microsoft, Compaq, SAP, and Egon Zehnder International.
from the company in the month of October 2020 and will leave the company in March 2021.
 McKinsey said in a statement, “we are pleased to welcome Stefan Ries, former CHRO at SAP, to
At Accenture, Sunit has played a number of roles across Asia Pacific, Middle East , and India.
 the McKinsey & Company senior advisors team in Europe. Stefan has led efforts in systematic skilling at
He led the Talent & Organization practice for India. He specializes in the future of work, culture
 scale enabled by people analytics and a fully digitized learning platform, reimagining employee
transformation, leadership development, post-merger integration, and organization design
 experience, and repositioning the talent market to attract and develop strong tech talent globally.”
and effectiveness.

CAPGEMINI APPOINTS NEW GROUP CHIEF OPERATING OFFICER MERCER APPOINTS RAVIN JESUTHASAN AS GLOBAL LEADER FOR
 TRANSFORMATION SERVICES
 Capgemini has announced the appointment of Olivier Sevillia as its Group Chief
 Mercer, a global leader in redefining the world of work, reshaping retirement and investment
 Operating Officer, effective January 1, 2021. In this role Olivier is responsible for the
 outcomes, and unlocking real health and well-being, has named Ravin Jesuthasan as Global Leader
 Group’s strategic business units and sales, with a focus on applying the Group’s
 for Transformation Services, based in Chicago. In his new role, Ravin is responsible for leading
 deep and broad industry expertise to be a strategic business partner to its clients.
 Mercer’s Transformation Center of Excellence. He will report to Ilya Bonic, President of Mercer’s
“At the start of this new year, it is my pleasure to recognize Olivier Sevillia as the Group’s Chief
 Career business and Head of Mercer Strategy. He has nearly 30 years of experience in the HR
Operating Officer. Having been with Capgemini for thirty years, Olivier has built an impressive
 consulting industry. Prior to this role, he was Managing Director and global leader of Willis Towers
track record in leading and operating strategic businesses across the Group,” comments Aiman
 Watson’s Talent and Rewards practice.
Ezzat, CEO of the Capgemini Group.

YES BANK APPOINTS ANURAG ADLAKHA AS NEW CHIEF CAPGEMINI APPOINTS SARITA TRIPATHI AS VICE PRESIDENT-HR
HUMAN RESOURCE OFFICER Sarita Tripathi joins Capgemini, a French multinational corporation that provides
 Yes Bank on Wednesday, December 30, has announced the appointment of Anurag consulting, technology, professional, and outsourcing services as Vice President-HR,
 Adlakha as the new Chief Human Resources Officer. He takes over from Deodutta effective Jan 2021. Prior to Capgemini, Sarita was working with Vodafone Idea as Head
 Kurane who is due to retire shortly. Prior to this, he was the chief financial officer HR – Finance, Commercial, Regulatory, Legal & Transformation | Head Culture, D&I,
 of the company. Adlakha is a seasoned banker and has been with reputed banks for Commns & EXX. Previously she was associated with Tata Motors, Passenger Car Commercial
over two decades. He has also had a ring-side view of developments at Yes Bank over the past Business Unit as Head HR. And earlier she worked with companies like Topaz Energy and Marine,
year-and-a-half. “I am very confident that Anurag ‘s appointment will significantly benefit Yes CNH Industrial, Mitsubishi Electric, Johnson Matthey, and a subsidiary company of Sony India. She
Bank,” said Managing Director and CEO Prashant Kumar. holds a master’s degree in human resources from AIMA and pursuing Ph.D. in Business
 Management, Organizational Behavior from Aligarh Muslim University.
CADILA PHARMACEUTICALS APPOINTS SAMEER
NAGARAJAN AS GLOBAL PRESIDENT- HR FORMER HDFC BANK CHIEF ADITYA PURI
 Sameer Nagarajan joined Cadila Pharmaceuticals as Global President- HR, effective JOINS STRIDES GROUP AS ADVISOR
 9th December 2020, most recently before joining Cadila, he was working with Former HDFC Bank managing director Aditya Puri has joined global pharma major Strides Group
 Dabur International Limited as Executive Vice President, Human Resources in as an advisor and will also serve as a director of its associate company Stelis Biopharma. “Eminent
 Dubai. He completed an MBA in HR from XLRI Jamshedpur in 1988 and has a corporate doyen AdityaPuri joins the Strides Group as an advisor and also will be a director of its
proven track record in Strategic Business Partnering and leading teams to deliver associate company, Stelis Biopharma,” Strides Pharma Science said in a regulatory filing. Strides
organizational outcomes. Sameer is a passionate believer in ongoing professional Pharma Science said Puri’s appointment to the Stelis board comes at an exciting juncture for
development and writes a widely-read column on leadership and personal change the company as it transitions from its incubation phase to a consolidation and growth phase to
management on Linkedin; aside from this, his articles have been published in several establish itself as a partner of choice globally with the aim of bringing world-class treatments at
magazines and newspapers. affordable costs to patients in both emerging and developed markets.

6 SightsIn Plus 7 January 2021 www.sightsinplus.com

News January 2021 News January 2021

 HONDA MOTORCYCLE & SCOOTER INDIA ROLLS OUT VRS TO EMPLOYEES TATA STEEL ISSUES ADVISORY, ASKING NOT TO SHARE SENSITIVE INFORMATION ON WHATSAPP
 WhatsApp users are being spokesperson said on Friday. According to an Economic Times
 On January 5, Honda As VRS benefits, the company prompted to agree to a new “The update does not change report, Tata Steel has urged
 Motorcycle & Scooter India offers, three months gross salary into privacy policy that will WhatsApp data-sharing staff not to post important
 (HMSI) has introduced a the completed year of service, one basically hand over some of practices with Facebook corporate matters or
 voluntary retirement month’s basic plus Variable Dearness its data to Facebook. The new privacy and WhatsApp remains conduct business
 scheme (VRS) for its employees above Allowance (VDA) into the remaining policy will take effect on February 8, deeply committed meetings on the
 the age of 40 or who have completed 10 year of service, and ex-gratia of Rs. 2021. On that date, the only option to protecting platform,“ According
 years in the company. The VRS scheme 22,000 into the completed year of WhatsApp users will have is to either people’s privacy,” the to the new policy,
 is effective from January 5 and will service. agree or stop using the spokesperson added. WhatsApp will be
 remain open till January 23, 2021. The first 400 applicants will get an service altogether. But, according to recent integrated with Facebook
 HMSI has said in a statement that it ‘early bird incentive’ of Rs. 5 lakh Though, WhatsApp, the messaging reports, both national and and Instagram with possible
 is realigning its production strategy each and if the VRS application giant owned by Facebook, said its new multinational companies in exchange and sharing of data
 for improved overall operational exceeds 400, additional Rs. 4 lakh privacy update will not impact how India have started issuing advisories among these platforms… We strongly
 efficiency with the objective of long will be paid to all the applicants, people communicate privately with to their employees, advising them to advise the use of Microsoft Office
 term business sustainability in these Sharma wrote in the letter. friends and family wherever they are curtail sharing sensitive information 365 facilities and Teams for official
 uncertain times. The Company has also announced in the world. The update will make it on WhatsApp. The companies communication,” stated Mrinal Kanti
 Naveen Sharma, Division Head has introduced a ‘VRS’ for all the maximum amount for applicants easier for people to make purchases have also asked their employees to Pal, Chief of cloud infrastructure,
 – General Affairs, HMSI, said the associates who want to retire for permanent workmen and and get help from businesses on avoid using the messaging app for network, and cybersecurity at Tata
 in a letter to the employees, “In voluntarily from the company Junior Engineer (JE) and above. the messaging platform, a company important business calls. Steel.
 order to maintain existence in this before their fixed retirement age, so For instance, for Senior Manager
 competitive two-wheeler market, that they can be relieved from the or Vice-President, it has capped
 it is essential to continue with
 high efficiency and competitiveness.
 company gracefully,”
 The Directors of the company are
 at Rs. 72 lakh, for Manager Rs. 67
 lakh, for Deputy Manager at Rs. 48 SPECIFIED SKILLED WORKERS FROM INDIA WILL BUDGET 2021: LABOUR MINISTRY
 Therefore, keeping in view all the not eligible under this scheme, he lakh and Rs. 15 lakh for Assistant
 HAVE MORE JOB OPPORTUNITIES IN JAPAN RECOMMENDS REDUCING PF CONTRIBUTION
 above reasons, the management added. Executive.
 The Union The Ministry of Labour and Employment has
TCS PAYS 100% VARIABLE TO ITS MG MOTOR INDIA TO INVEST Cabinet, chaired
 by Prime Minister
 suggested bringing down the rate of contribution
 by companies towards the pension and provident
EMPLOYEES FOR Q3, ENDING DEC 2020 RS 1,500 CRORE MORE BY THE Shri Narendra
 Modi, has approved the
 fund scheme administered by the EPFO in the
 upcoming union budget 2021. It may increase the take-home
 India’s largest IT major, Tata Consultancy
 Services, TCS has rolled out 100 percent variable pay for
 NEXT FINANCIAL YEAR signing of a Memorandum
 of Cooperation between the
 salary of the employees but may cause loss to the pensioners.
 The Labour Ministry has suggested reducing both employee
 its employees for the quarter ending December 2020. In a MG Motor, the Indian arm of China’s SAIC Government of India and and employer contribution from 12% to 10%. The Ministry
 letter to employees, Milind Lakkad, CHRO, TCS said, Motor plans to start an additional shift at its Government of Japan, on a has also suggested that making the pension for EPF members
“We will be paying 100% of the Quarterly Variable Allowance manufacturing plant in Halol in Gujarat this Basic Framework for Partnership for Proper Operation of the practical, pension to be made proportional to PF
(QVA) this quarter (Q3) for all grades applicable under this plan.” year to meet the demand for its vehicles. System Pertaining to “Specified Skilled Worker”. The present contributions, saying that the pension should be received
TCS gives QVA based on its quarterly performance. As per TCS “The company has invested Rs 3,000 crore till Memorandum of Cooperation would set an institutional according to the contribution. If both the suggestions are
employees, while the 100 percent variable pay is not uncommon, it now in India and plans to invest Rs 1,500 crore mechanism for partnership and cooperation between India and accepted, in that case, take-home salary will increase, but the
is, however, not usually across the board. A senior employee cited in more by the next financial year. MG Motors plans Japan on sending and accepting skilled Indian workers, who pension of EPFO pensioners will decrease.
a Moneycontrol report pointed out that it is usually 50-60 percent. to increase localisation of products, which would have qualified the required skill and Japanese language test, to According to media reports, EPFO has more 23 lakh
This 100% variable pay across the board has come at the back of the mean higher manufacturing in India, and also aims work in fourteen specified sectors in Japan. These Indian pensioners, who get a pension of Rs 1,000 every month.
 strong growth to assemble battery workers would be granted a new status of residence of “Specified While their contribution to the PF is even less than one-
 the company witnessed in the lines locally.” Rajeev Skilled Worker” by the Government of Japan. fourth of it. The officials said if it continues to happen, it
 December quarter. Chaba, president and Implementation Strategy: Under this MOC, a Joint Working will be difficult to manage in future. This is why ‘Defined
 TCS has a consolidated managing director, MG Group will be set up to follow up the implementation of this contributions’ should be adopted to make it more relevant.
 headcount of 4,69,261 employees, Motor India said. MOC. In August 2019, EPFO’s Central Board of Trustees (CBT)
 with a net addition of 15,721. “The company is planning Major Impact: The Memorandum of Cooperation (MOC) has demanded to increase the minimum pension to Rs
 Presently, 3.4 per cent of TCS to recruit 1,000 workers, would enhance people-to -people contacts, foster mobility of 2,000 to RS 3,000 as per pension scheme, however, it was
 employees are working out of directly and indirectly, workers and skilled professionals from India to Japan. not implemented. As per sources, the government will
 office, while about 96 per cent (over at the plant by the end Beneficiaries: Skilled Indian workers from fourteen sectors have to bear an extra expenditure of Rs 4500 crore upon
 4.5 lakh) are working remotely of 2021 to ramp up viz. Nursing care; Building cleaning; Material Processing implementing a minimum pension of RS 2,000 and if it is
 or from home. The company has production for the launch industry; Industrial machinery manufacturing industry; Electric increased to Rs 3,000, it will cost the exchequer massive Rs
trained 366K+ employees in new technologies in third quarter of a midsize sports utility vehicle (SUV).”, he said. and electronic information related industry; Construction; 14,595 crore. As per officials, a big portion of EPFO amount
Q3 and 444K+ on Agile methods. IT Major, has reported its “Currently, we have 2,500 employees at the plant. Shipbuilding and ship-related industry; Automobile invested in the share market also gave negative returns due
consolidated financial results on 9th January with 137.4% of The new vehicle, which will be introduced in the maintenance; Aviation; Lodging; Agriculture; Fisheries; Food to Covid 19 pandemic. Of the Rs 13.7 crore EPFO corpus,
blockbuster Net Profit for the quarter ending December 31, 2020. third quarter of this year, will compete with the likes and beverages manufacturing industry and Food service industry only five per cent or Rs 4600 crore was invested in the share
and it is hoping for double-digit growth in the financial year 2022. of Hyundai Creta and Kia Seltos,” he added. would have enhanced job opportunities to work in Japan. market, said officals.

8 SightsIn Plus 9 January 2021 www.sightsinplus.com

Social Media January 2021 News January 2021

 Digital Transformation isn’t an End Point; LEADERS DON’T CREATE MORE FOLLOWERS.
 it’s Just the Beginning THEY CREATE MORE LEADERS
 their ego to be constantly stroked. They led to their demise.
 By@Herman Rolfers By @BrigetteHyacinth consistently seek opportunities to inspire James Collins and a research team
 and motivate others. They invest in conducted a five year historical analysis
 The saddest thing about people. Such managers push employees of companies that over time had made
 2020 was exceptional for us today’s corporate world is the to grow and develop in order to reach a sustained transition from good to
 all. Despite the terrible internal politics, that some their full potential. great. Succession planning was a
 hardships people have faced people are willing to play in “The biggest concern for any problem. Collins writes, “In over three
 as a result of the pandemic, order to get ahead. Instead of pulling organization should be when their quarters of the comparison companies, we
the experience has also shown just how others up, many managers choose to push most passionate people become quiet.” found executives who set their successors
resilient we can be in a crisis. It has people down. Your most valuable asset Developing leadership skills is a lifetime up for failure or chose weak successors, or
shown that we can adapt quickly when is your people. And how you treat them, project. It’s too easy, as a manager, to feel both.”
we act together to achieve a clear goal. is literally the difference between success like you have to be the one who knows Leaders who cultivate other leaders
However, these changes may have and failure. Micromanaging, blaming everything. Great leaders recognize that multiply their own success. Some
been tactical rather than strategic. and holding people back, will only lead to they need to keep learning. You are only managers think that developing potential
Long-term strategic change is a far a culture of distrust with high turnover, strong as your weakest link. Build a strong leaders could threaten their authority
more evolutionary process. When it low morale and reduced creativity. team and surround yourself with smart, or position. But failing to optimize the
comes to how we work, a major digital The corporate world is littered with passionate and highly competent people. talent of others is setting yourself, and the
transformation was happening well managers but lack leaders. Over the course The greater your success, the more you company up for failure. It’s not about you.
before the pandemic hit and it will of may career, I only had one manager who need to stay in touch with fresh and The ego must go. It’s about identifying and
continue well beyond COVID-19. was a leader. He made such an impact and diverse opinions and perspectives, and appreciating the differences each team
In fact, I believe digital transformation influenced my leadership style. It is a rare welcome honest feedback. Companies member brings to the table, and putting it
does not have a final destination, it is individual who excels in both managing such as Blackberry, Kodak and to full use. Your success is a result of your
a process of continuous and ongoing and leading. Great leaders don’t surround Nokia did not heed this advice and they team. Play to your team’s strengths and
change. But without a defined end Nokia, Blockbuster, Blackberry, and to thrive in their role, even as their themselves with “yes employees” or need engaged in group think, which ultimately everyone wins!
point, how can we encourage focus, Atari have all seen their stars rise priorities change and evolve.
commitment, and adaptability to and fall. Watching their ascents and The example of what happened
deliver change? descents has taught me that change is to Kodak and Nokia serve as stark
At the start of last year we ensured that
all of our operating companies across
 constant – and transformation means
 accepting that nothing is ever finished,
 reminders to all of us of what happens
 if we fail to keep upgrading the tools we FOCUS ON WELLBEING IN 2021
our Africa, Middle East, Americas and just upgraded. need to stay relevant to our customers
Asia Pacific regions have access to a These lessons can be applied to every and employees. We are continuously
completely digital HR experience. By business, in every sector. And that’s looking for new tools and systems that know that I enjoy my Diet Coke (my Quality family and friend time:
the middle of this year, all of our global why digital transformation needs to can ‘plug and play’ into our platform to By @Mona Morris team roundtables are even called With the continued constraints of
operating companies will be using the be considered a long-term business upgrade the user experience. Through “Diet Coke with Donna”) but it will be “seeing” family and friends distanced
same digital platform to manage their enabler. Not an end goal that can be programmes like HR Brewhouse, we I am certain that making reduced this year as I increase my water by country or social distance, I have
personal and professional data. reached within the next 12 or even 24 are actively seeking out start-ups to 2021 a better year than 2020 intake. The access to the kitchen in 2020 converted my mom to an active
 months. collaborate with to deliver technical was a new year wish for is in the rear view mirror, and ahead is FaceTime call and have increased the
Bringing new meaning to a solutions to our employee experience. many. I’m a big believer that a focus on the basics – increasing fruits, family and friend exchanges.
 Strength and progress Transformation isn’t easy. I’ve not met you need to establish goals in order to veggies and eating clean.
‘Kodak moment’ Adapting to new ways of working anyone who didn’t find something arrive at a destination. While I shared The global pandemic is not behind
If transformation is viewed as a short- is in HEINEKEN’s DNA. To help difficult in the radical changes we my work-related, strategic priorities for Physical activity: us, however, we all can focus on small
term goal with a fixed end, even the ensure that HEINEKEN becomes had to make to meet the challenge of the year ahead, during the holidays I I will be disciplined to find time to investments in our own well-being. It
biggest brands can fall behind. They the best connected brewer, we are COVID-19. But when societies return was able to really consider my personal dedicate 30 minutes daily to some form is only day eight, but I feel brighter,
allow themselves to stand still while the empowering our people by giving them to a more normal level of existence, we goals that are focused on wellbeing. of physical activity – if I can find for lighter and extremely optimistic that I
rest of the world marches on. Look at the tools they need to embrace change need to recognise that real, long-term Wellbeing is a critical priority across another meeting, I need to find time for can be in control of “some” aspects of
Kodak. Wind back the clock and this and prepare for our future. Already, transformation, that is embedded in organizations, and at Walmart we are me. I am going to “schedule in” end-of- an uncertain time. This year, we’ll be
brand dominated the international more than half our global workforce the culture of an organisation, needs to intensifying our focus on the physical, the-day walk, jumping on the Peleton, sharing “well-being minutes” in all of
camera film market. So much so, is using digital tools to manage their be both iterative and responsive. This financial and emotional wellbeing and maybe as the warmer weather our global people team meetings here at
they stayed shuttered to the rising day-to-day employee experiences, process cannot be rushed – it takes of our associates. In the spirit of approaches returning to hit some golf Walmart. I’d love to hear your practices
popularity of digital photography. It from applying for leave from their time. So rather than looking for short sharing goals publicly to hold myself balls. I have started wearing a watch to for wellbeing - what is working and
brings a completely new definition to a mobiles, to managing their learning term targets, it is perhaps better to take accountable – here we go: close the circles of activity, and making what you hope this New Year will
‘Kodak moment’. and development through our online the view that nothing is ever finished, sure that in busy periods, I remember bring.
Kodak isn’t alone. Brands like Xerox, learning platform. They’re empowered only upgraded. More water and clean eating: Many the simple act of just breathing.

10 SightsIn Plus 11 January 2021 www.sightsinplus.com

Interview Paneesh Rao By- Romesh Srivastava

 Paneesh Rao is a career Human Resources professional with
 a successful track record spanning across industries and
 geographies. His rich experience spans the entire HR spectrum
 including strategy, career development, organization
 development, compensation & benefits, and M&A.
 In Earlier, Paneesh was with L&T Technology Services, having
 Conversation led their HR function globally. Prior to LTTS, he was the HR
 leader for Atos India & Middle East.
 with
 Paneesh Rao Paneesh holds a master’s degree in Personnel Management
 from Symbiosis Institute of Business Management, Pune.

 Q. What are the HR challenges
 that you see in the IT
 and leave structure may undergo a
 change in near future as well while the Q. How have you turned the
 pandemic crisis into an
 Industry in next couple of months? gig economy is expected to see a boost. opportunity as an HR leader?
 Mental health, social intelligence, and
 A. We have already seen a
 paradigm shift in HR practices
 emotional connect among colleagues
 are going to be the next big focus A. The pandemic has given us an
 opportunity to prepare for the
 across industries during 2020 for HR practitioners. Virtual hiring, worst by becoming a resilient and agile
 pandemic. The challenges posed onboarding, employee engagement organisation. We have stayed ahead of
 by the Covid-19 pandemic have practices, and relearning through the curve during these times of crisis.
 led to acceleration and adoption of digital platforms will continue to be a As a digital-first organisation, we
 digital services and cloud which in forever practice. have been observing traction towards
 turn has brought growth in the IT the demand for cloud-based services
 sector. Being at the digital forefront, from the past few years, however, the
 it was natural and much easier for us pandemic accelerated its growth multi-
 to quickly adapt to the new normal fold within a short period of time.
 way of operating through remote Work from
 working as the infrastructure and Digitization and automation across
 Chief People Officer facilities required were already home is going sectors are increasing and picking
 in place at Mindtree. Safety and pace. The cost of administration has
 Mindtree security of Mindtree Minds (our to continue drastically reduced because of remote
 employees), reskilling through digital working. We have seen a significant
 platforms and virtual hiring became for longer so increase in online learning for
 the core focus during these times of Mindtree Minds during lockdown.
 uncertainty. staying relevant Engagement techniques adopted by
 us has helped in keeping employees’
 As we take the next leap in the will become motivation levels high and also
 coming year, HR trends and maintain productivity level. The
 challenges will change with the one’s own pandemic also helped us come closer
 E xclusive evolving situation of the economy and develop deeper relations with our
 and the industry. Work from home responsibility. clients by helping them in cost take-
 On HR Challenges is going to continue for longer so out and to digitize operations to be
 in 2021 staying relevant will become one’s future-ready.
 own responsibility. Compensation

12 SightsIn Plus 13 January 2021 www.sightsinplus.com

Interview Paneesh Rao Expert View Yuvaraj Srivastava

 HR Priorities and
 Resolutions for 2021
 “Time to Refresh and Focus on Core Business Needs”

 At MakeMyTrip, we started focussing a lot on leadership
 academies built around developing functional competence rather
 than soft skills or behavioural skills. Some launched and some
 in pipeline learning academies like "Sales Leadership Academy",
 "Young Product Leaders Academy", "Budding Revenue Leaders
 Academy" are all with an intent to Un-Build historical approaches
Q. What are your plans and
 priorities for 2021? Q. What are your hiring plans for
 2021 and how do you see the Q. How do you see WFH Trends
 for 2021? and create new normal in everything HR does.
 skillsets of the future?
A. The priorities and focus for
 A. Remote working is here to stay,
 2021 will continue to ensure
the well-being of our employees and A. We have not witnessed any
 change in hiring at the moment.
 at least in the foreseeable future.
 Corporates have gained confidence with Discussions about priorities Industry and organisations, while the
adopting best practices for people With accelerating demand in cloud a large number of workforces working and resolutions before the severity can be varying, businesses
engagement in the new normal. The services, hiring in IT continues remotely and will witness momentum in end of the year are an were impacted adversely. Some sectors
current situation has made it crucial for and will continue to surge. Skills WFH practices. In the long run, we believe, exciting ritual despite of the like telecom, online retail or food
organizations to build a future ready, in artificial intelligence, machine it is going to be a mix of remote and office fact that neither the questions nor the tech might have done well during the
hybrid workforce model that can adapt learning, customer experience, data and work, with employees empowered to make responses change. Going through many pandemic but market and economy
to unforeseen challenges during times intelligence, and cloud-tech are going a choice between the two. Satellite offices such resolutions of the past will validate had been under stress to a large extent.
of crisis. to be in high demand, and hence, hiring will also spring, giving an opportunity to that people talk about digitalisation, Hence, we can emphatically say that
 in these areas will be observed. go for work, network, attend in-person automation, analytics, change the call of action for the next year
Although remote working has changed meetings, and do much more. management, leadership development would be “Revival or Recovery of
the dynamics of employee engagement, etc. as themes to focus in the new year. businesses”. If that is agreed, I believe
digital collaborative tools have helped
us ensure seamless connectivity within Skills in artificial
 Q. Any concluding remarks? I find such crystal gazing quite an
 academic exercise and would love to see
 HR priorities have to sharply focus on
 doing everything possible to enable
and outside the organization. With
increased traction in cloud adoption, intelligence, A. Just like all other functions will
 refresh its ways of working, HR too
 themes for next year based on rational
 thinking rather than prophesying to be
 recovery and restoring the trust of all
 the stakeholders inside and outside the
artificial intelligence, and automation, machine learning, will have to tune itself to the new realities a futurist. organisation.
we believe that technology will bring a of working. Managing people will change
fundamental shift in the way we work. customer to managing people-related issues, leading It is best to go back to Kaizen, Six My priorities or resolutions would be
Needless to say, digital transformation experience, data to a transformation in ways of rewarding Sigma, RCA, and many such tools around the above theme and would not
will continue to be the key driver for and awarding workforce. The future and establish the next year’s problem get into the themes that would sound
growth. and intelligence, workforce will be inclusive of all ages, statement. I believe the problem HR’ish, if I may use this term.
 and cloud-tech genders, and nationalities. Workforce statement must arrive from the most
In order to make learning more engagement will also add diverse options significant issue we faced in the last ten Now, let us look at what should be
relevant, we have an ecosystem that are going to be in of part-time, full time, gig, and be months of pandemic driven lockdown. done to help business recovery either
enables employees to up-skill and high demand, and result oriented. Employee count from a The biggest threat had been to do Yuvaraj Srivastava in terms of revenue growth, top
cross skill effortlessly using our digital particular location will be irrelevant in with the business’s survival, and hence line, bottom line, market share, or
platform, Yorbit. We believe the best
 hence, hiring in the future of HR as well. In conclusion, for future, the problem statement Group CHRO business cost. For the organisation›s
use of available technologies will be these areas will new and exciting times are ahead of us in must be defined as “Issues around MakeMyTrip, GoIbibo, RedBus
 business metrics, Goal Setting &
important for staying engaged and be observed. the HR function as it is in every sphere of the revival of business”. Across the Performance management is the
achieve the most in the current times. business in the coming year.
 Thank you Paneesh!
14 SightsIn Plus 15 January 2021 www.sightsinplus.com

Insights Yuvaraj Srivastava

singular most important and useful impact the business-critical mission
tool that HR can use to drive the for the next year would be to
recovery in a focussed way. It will strengthen the employees’ loyalty
be great to see HR folks redefining and engagement levels, many
the entire goal-setting process and organisations have seen it eroding
performance evaluation for next or at least dented in last 10 months.
year. It will be advisable to look at My formula, to bring back the
the changing rhythm of goal setting trust and engagement would be to
and performance evaluation and have focus on strong communication
quarterly or even monthly process of channels and disseminating business
goal setting and business dashboard- developments in a structured way. I
based evaluation process. The year believe people are better engaged if
2021 should also be a year where they have complete clarity on where
the focus or weightage for the business the organisation is heading and good
goals shall be disproportionate as well as bad news, impacting the
compared to other buckets of KRAs. It organisation. I would have priority
will be ideal to have few well-defined around strengthening “Business
businesses goals and link them with Communication” processes with the
the performance-linked bonuses, rank and file of the organisation,
for example instead of having all the instead of spending time on feel-
business metrics like gross revenue, good activities and fun activities,
net revenue, cost, market share, clear focus on having regular panel
EBITDA as the parameter, might conversations and fireside talks with
be useful to sharpen these and have the leaders with the larger workforce
only two or three. As a traditional as the audience can be potent for
approach, performance-based engagement. I also feel that while large
incentives are paid out on individual organisations with strong history do
performance, Org Performance, and focus on employee’s family, new age
business unit performance. However, organisations have some distance to
this year, we need to look at people’s cover in terms of unravelling the value
cohorts at senior level where the Org of family connections, the year gone
performance becomes superordinate by would have given some insights on
to earn performance bonuses. It will be the aspects of engaging with the family
critical to ensure higher collaboration hyper-growth in some sectors, it’s hiring. It is a lot relevant for the new either in the garb of checks & balances futuristic. People policies, Engagement of the team members for creating
levels and alignment with the org challenging to maintain discipline age and fast-growing organisations. or in the form of process adherence or interventions, L&D strategy all would stronger bond based on trust and
goals, ideally anchored around on the hiring front. My advice and The strategy of hiring replacements under the veil of institutionalisation. I offer an immense scope of change. For personal connections. HR teams can
business recovery. There is a need to caution are maintaining the principle at a level lower than that of the feel amused that every people process example, at MakeMyTrip, we started help build trust and create a strong
redefine the PMS for the next couple of “minus level” and “cost neutral” outgoing incumbent and at the similar got either compromised, changed, focussing a lot on leadership academies employee value proposition pivoted
of years to channel energy in the right comp would provide much-needed or challenged during the last year. built around developing functional on engagement involving families.
direction. optimisation. I do feel that while many Simultaneously, I can’t take away competence rather than soft skills or
 organisations resorted to workforce credit from the high performing HR behavioural skills. Some launched and While I pen these thoughts,
The next area where HR can Some of the high rationalisation, still there would be teams and leadership, which quickly some in pipeline learning academies vaccination programs against COVID
contribute immensely this year is scope of further optimisation, the next adapted and demonstrated extreme like “Sales Leadership Academy”, are on the anvil. Organisations have
in Manpower Cost Optimisation, impact areas to phase of optimisation shall not be by dexterity in handling contingencies. “Young Product Leaders Academy”, got their workplace operating model
which impacts the organisation’s prioritise would downsizing or rightsizing. It shall be My simple question why can’t we “Budding Revenue Leaders Academy” in place, and business recovery is
bottom line. I firmly believe that based on efforts on optimisation and be like this even during peacetime? are all with an intent to Un-Build slowly but surely bringing back
organisations on the growth path be Managing prudence. Filling vacant positions Flexible, accommodative, agile, historical approaches and create new the positivity and optimism in the
throw people on the problems and Performance, with internal resources would require and yet effective? With this premise, normal in everything HR does. HR environment. What is needed for
create flab in different corners of the strong Internal movements process, I believe HR Business partners and teams will have to pick up tracks every leader, especially HR teams, is
organisation over a period. We saw the
 Manpower Costs, it would be imperative, at least for COE role holders would provide within HR domains of learning, talent to focus on a few high impact areas,
consequences of it in May-June 2020 Efficient & Flexible coming next 6 to 8 quarters. excellent service to the organisations management and others and focus on build a credible alliance with the
when many companies resorted to Processes and by removing and relooking at some to create, though, short term but groups, and create effective plans
downsizing exercise. I believe that not Suppose we reflect on the period from the ‘non-value adding’ processes. the visible impact in the organisation’s to execute. Some of the high impact
every organisation would be able to Communication- March 2020 till now, it will make us Learnings of the year 2020 should talent landscape to regain the trust areas to prioritise would be Managing
follow job evaluation processes and job based look novice and mock on our long- pave the way for un-building of existing employees or prospective Performance, Manpower Costs,
worth index to identify the exact value established working ways, that earned some of the methods which have employees. Efficient & Flexible Processes and
of the job in the organisational context,
 engagement accolades for chasing and creating outlived the utility and can be Communication based engagement
in growing economy witnessing mechanism. processes to monitor and review, garnished or revamped to be more One of the areas that can further mechanism.

16 SightsIn Plus 17 January 2021 www.sightsinplus.com

Insights Raj Gupta

HR - Top Talent Priorities a diverse and accountable leadership
 pool, managing business interruption,
 Re-invention of Work From Home
 productivity and profitability.

 Management of
 offices? As the future of workplace
 and work practices undergo a major
 shift, this also offers the industry an

& Trends for 2021
 strategies, Redesign jobs to suit the excellent opportunity to leverage
 need of the present environment, Polarities the untapped potential of employees
 management of New age performance For the uninitiated, Polarity is all about and also optimise costs and enhance
 management system, New Career Managing 2 opposite spectrum i.e. at productivity.
 models, and a new model of leadership, one end you want your LEADER to
"Starbucks was founded around the experience and the keeping a step ahead of a paradigm
 shift in engagement practices for the
 be FUTURISTIC & VISIONARY and
 at the other spectrum you want him
 Re-invention of Employee
environment of its stores. Starbucks was about a space with 21st-century workforce while aligning to deliver on quarterly expectations, Engagement & Reward
 the business demand to the ever- similarly Human Touch Vs Managing Strategies
comfortable chairs, lots of power outlets, tables, and desks at evolving workforce needs and striking Layoffs, Building Trust amidst
which we could work, and the option to spend as much time
 a balance in a manner that they manage Technological Surveillance, drive Replicating the physical element into
 to retain knowledge and contribution collaboration Vs Remote working virtual for driving collaboration and
in their stores as we wanted without any pressure to buy. The which requires agility & constant
 revisiting of HR strategy & its impact.
 amongst others will keep CHRO’s on
 their toes.
 engagement will test HR leadership
 mettle who will need to come up
coffee was incidental"— Simon Sinek with strategies and work practices
 In a scenario where conventional
 thinking and best practices have
 Shifting Workplace & that were hitherto had no precedence
 as workplace boundaries will blur.
 lost their significance and there is Workforce Dynamics Helping employees successfully
 While the technological Things (IoT), ChatBots, Machine a new normal that is being shaped For companies across the world navigate the complexities of new
 changes were playing Learning (ML), Robotics, etc. by pandemic putting worldwide and across industries, conventional normal, building new ways of
 themselves out in the economies & various sectors such workplace norms are undergoing communication, ensuring boundaries,
 Industry 4.0 context, It is imperative for HR Leaders to as aviation, tourism, hospitality in through a mammoth disruption. discipline, coaching and mentoring
 pandemic has created a unique think and help Global CEOs deal with acute crisis. I see the emergence of the The way we work is undergoing mechanisms, feedback channels etc
 challenge that is unpredictable and the Human Capital Challenges amidst following 5 Human Resource Talent a fundamental change. Working while keeping the workforce engaged
 highly complex accelerating pace of disruptions caused by pandemic by Priorities & Trends for 2021 remotely is no longer a luxury but and motivated will be a key challenge.
 digital shift and taking it to a new visualising the shape of the future an unavoidable necessity where There will be hyper-personalisation
 stratosphere. Day by day massive
 strides are being made and we are
 workforce and its dynamics, shifting
 operating models in the business
 Organisational Climate employers will need to ensure they
 provide requisite tools to employees
 with regards to compensation
 structures, employee engagement,
 getting ruled by fast-changing unusual scenario where human will co- Mechanisms to be productive in a safe and secure motivation, growth & Learning
 Raj Gupta technologies, driven by AI, Internet of exists with bots and robots, developing “Starbucks was founded around the environment. Some of the questions strategies.
 experience and the environment of with regard to workplaces that are
 Author & General
 Manager - HR, TCS
 its stores. Starbucks was about a space
 with comfortable chairs, lots of power
 echoing include - Will organisations
 redesign their office space? Forget
 Mainstreaming of Gig
 outlets, tables, and desks at which we re-designing, would they need Workers
 Raj Gupta is a veteran HR Professional with could work, and the option to spend as Alongside the traditional economy of
 25 years of experience in diversified roles with much time in their stores as we wanted full-time workers who more often than
 exposure to the US, UK, Europe & Indian without any pressure to buy. The coffee not focus on a life-time career with an
 multinationals including 10 years each in GE & Replicating the
 was incidental”— Simon Sinek organisation, mainstreaming of the
 TCS. He has authored 6 books including Walk physical element into gig working mechanism will also come
 Through HR Maze, Caterpillar to Catalysts,
 Workplace Romance & Its Perils, Go & Get Your At the root of any organization virtual for driving to center-stage which will present the
 Success and has also founded HRsuccessmantra. climate is a set of core characteristics collaboration and working population an opportunity
 com to help budding HR Professional build that encompass its structure, reward to choose and deliver projects around
Leadership credentials and is a speaker at various
 mechanisms, risk elements, etc.
 engagement will test the world as a result of de-coupling
 Industry platforms.
 Post pandemic, large numbers of HR leadership mettle of job & location. The adoption of
 organisations are discussing not only who will need to come Gig would get fast tracked as it brings
 the need for “psychological safety” of up with strategies unique value proposition both for
 people at the workplace but also other organisation as well as employee. While
 topics like ‘Resilience’ and ‘Effective and work practices for Gig workers, work-life balance
 Engagement’. Thus giving absolute that were hitherto will improve significantly, the cost for
 weightage to Organisational climate had no precedence employer will also decrease as they will
 that carries great significance in this as workplace pay for the project and no longer need
 changed scenario for maximising to hire an employee on their payroll.
 utilization of human relations and boundaries will
 resources at all levels to drive enhanced blur. [Views expressed are personal]

18 SightsIn Plus 19 January 2021 www.sightsinplus.com

Insights Puja Kapoor

 In this environment, a crucial area of professionals determine its scope this trend will likely see an advanced
 significance for HR will be ensuring and sustainability across sectors and focus on employee predictive data
 the physical and emotional industries. analysis allowing for improved
 well-being of employees. Holistic governance.
 solutions that safeguard the health A hybrid model could also prove to
 and safety of staff, as they slowly offer a smooth and safe transition As organisations build hybrid
 return to office spaces, will have back into fully in-person models as working models, HR leaders will
 to be devised on priority. It will be people’s reservations get addressed have to evolve ways to help staff in the
 incumbent upon HR to allay any with the onset of a vaccine and new day-to-day functioning especially
 overbearing concerns of employees assurances set up by HR within with repetitive, monotonous tasks. A
 about their health and well-being to organizations. New models of crucial 2021 priority for HR will be
 keep them motivated and focused working will also require new skills to employ analytical tools towards
 Puja Kapoor to deliver their best for business and competencies across the spectrum building skills and harnessing the
 Global Head HR operations. Many organizations will for employees. emotional intelligence of employees
 OLX Autos BU be compelled to embrace Employee to stay ahead of the talent curve.
 Wellbeing Manager roles as part of l Fostering a culture of trust and
 the HR operating structure. inclusion will be a strategic priority l Like in all other sectors, digital
 Puja Kapoor, Head- HR, OLX India.
 She is an accomplished business leader for HR in the new normal. New technology has come to play a
 with over 18 years of experience in the l The need for a strong, decisive collaborative and collective processes crucial role in revolutionizing the
 HR domain having served in various leadership gains particular significance will need to be evolved to keep the entire human resources experience.
 leadership roles across companies such during times of crisis. At the same time, organizational culture vibrant and Harnessing digital technology
 as Oberoi, Sapient, Google, Tesco, and
 Evalueserve. In her illustrious career,
 it is crucial that leaders maintain pulsating. Employee experiences further to improve efficiencies will
 she has been the recipient of numerous an effective connection with will need to be redefined in some also demarcate an important area
 accolades including being recognized their employees. They need to keep ways while conserving the basic for HR in 2021. The effective use of

 Emerging Trends & HR
 as one of the ‘50 Most Influential HR communications transparent and values integral to the ethos of an digital efficiencies and automation

 Priorities
 Tech Leaders 2015’ by Asia Pacific open. Engagement and connection organization. Leveraging and processes is increasingly seen in
 HRM Congress. At OLX, she leads the
 mandate around diversity, inclusion between leadership and employees building the emotional intelligence employee inductions, maintaining
 and employee engagement. She is an will be a key trend going forward of employees will be a game-changer employee databases, digitalizing
 alumnus of XLRI, Jamshedpur. and will help define progressive in 2021, as physical engagements payroll and benefits, maintaining
 organizational culture. Collective and will reduce in favour of virtual. A appraisals and evaluations and
 inclusive decision making will also collaborative and empowered culture even offering L&D services to

 in 2021
 be a step in that direction. Ensuring will also help avoid top-down, multi- help employees build new skills.
 genuine diversity across ranks also layered decision-making delays. This is an area that will continue
 stands out as a vital leadership priority to grow exponentially as nearly
 for HR leaders. Equity and inclusion l Analytics, AI, and automation have every industry develops a digital
 had started emerging as major issues developed into valuable resources for counterpart in the post-pandemic
 for a truly representative leadership HR to leverage across the employee world. The focus on digitalization
 even before the pandemic hit. Over life cycle. Over time, HR has evolved will help most in evolving cultural
 time, the consciousness of a diverse more sophisticated ways to manage efficiencies in businesses.
 With the spread of the pandemic—physical, mental, leadership has grown and should and organise employee data and make
 and emotional health has emerged as an overriding remain a priority in 2021. better decisions. Going forward, All in all, in this whole pandemic-
 concern of people around the globe. In this impacted scenario, it is important to
 The pandemic has certainly pushed recognize that HR priorities will need
 environment, a crucial area of significance for HR l
 the boundaries of traditional in- to evolve as the overall scenario is still
 will be ensuring the physical and emotional well- person working models. A May 2020 Fostering a culture unpredictable. For truly disruptive
 being of employees IBM survey showed that 54% of of trust and inclusion innovation, HR managers should
 adults wanted to continue working will be a strategic work towards developing a collective
 from home after the pandemic. conscience and try to remove any
 As global economies are slowly quickly finding solutions to a new work Global numbers have also shown priority for HR in the invisible fences around departments.
 overcoming the challenges of environment. As HR leaders rethink similar inclinations for remote or new normal. New Collaboration across teams, building true
 2020, the role of Human their approach to prepare for the future, part-remote work. This has opened collaborative and empathetic leadership skills, and focusing
 Resource professionals, across some defining trends do stand out as key up conversations about the possibility collective processes on the right balance between human
 the industry has taken on new dimensions priorities to build on for 2021 and beyond. of new hybrid working models will need to be and digital interfaces will help navigate
 for the workforce and organizational involving both remote and in-person these waters. For while 2021 offers new
 success. l With the spread of the pandemic— working options. Feasibility studies
 evolved to keep the hope, the one thing HR certainly needs
 physical, mental, and emotional (based on the nature of work, task, organizational to be in the driving seat and equipped for
 Today, HR managers are undoubtedly health has emerged as an overriding and accessibility) of fully remote culture vibrant ensuring organizational preparedness for
 required to think on their heads, while concern of people around the globe. or part-remote work will help HR and pulsating. the future of work.

20 SightsIn Plus 21 January 2021 www.sightsinplus.com