Page 95 - TIC_Content-Portfolio

like zero-commuting, pollution-free teams won’t be productive without the
lifestyle and enhanced flexibility.
At the same time, some individuals may
deem working from home to be tough
due to seamless and long working
hours, the inability to recuse oneself
from official calls during odd hours and
increased pressures of parenting and
managing household chores, not to
mention the absence of peer-bonding
and office camaraderie. Yet, with the
pros overcoming the cons, we see this
model eventually shaping up the future
workplace.
As companies look at re-opening
offices, we will also see hot-desking
with limited capacity and social
distancing being adopted at large. In a
country like India, especially Mumbai,
where people live in limited spaces and
lack privacy or basic workstations, the
onus will be on organisations to
provide the right infrastructure and
create an appropriate environment for
employees. Technology will continue to
be a key component of this endeavour.
Beyond technology, companies may
even consider taking up seats in co-
working spaces to enable employees
while keeping expenses in check.
Covid-19 has put various sectors and
industries in a reset or restart mode,
and has emerged a catalytic force in
altering the work culture, inspiring HR
leaders to reimagine the future of work.
In doing so, these are the key
determinants that are emerging as the
pivots of change:
Hybrid teams and workstations:
Hybrid team structures will be the
future with offices limiting capacity or
having employees come into the office
on specific days or for shifts. The
employee may be offered autonomy to
choose how, where, and when they
work best. However, these hybrid
right resources, technology and
support. A team of hybrid employees
requires efficient messaging apps, video
conferencing platforms, common cloud
storage for files and documents along
with a decent Wi-Fi / data connections.
The onus will lie on employers to
ensure equal opportunities.
Transcending geography for skilled
talent: With site and geography
becoming irrelevant in the era of
remote working, digital nomads are
choosing to work from their preferred
locations – be it their hometowns, the
beach-side haven or the quaint home in
the hills, while efficiently meeting all
deliverables as per set expectations.
Occasional trips to the actual
workplace, either limited to once a
month or only for crucial meetings, will
help sustain the human touch.
Employers will look beyond geography
and focus on skill-based talent scouting
to get the work done efficiently and
effectively. This will also expand the
canvas for sourcing talent, with the
hunt for the right candidate
transcending even national boundaries,
and will have a huge impact on the
quality of talent the organisation can
have access to, as well as the cost.
Emphasis on agile behaviour,
adaptive mindset: HR teams will mine
talent with the ability to change course
basis shifting consumer and market
trends. The preference will be for
candidates who are willing to
experiment more, and are quick to
comprehend what is working or what is
not, while being frugal and adaptive.
That apart, it has also become more
important than ever to reskill existing
employees to enable them to do more
in order to seamlessly move them from
one business or project to another,
should the need arise. This could lead to