IIM ROHTAK H U M A N E - R CLUB P re s e n ts
H R BULLETIN VOLUME 22
humane.r@iimrohtak.ac.in
HUMANE-R|VOLUME22
HR BULLETIN
HR goes 'Digital' in this new normal Presently, the gamut of HR processes is digitally automated with multiple interactions reduced to a few, incredibly efficient digital touchpoints. Thus, employee life cycles can be managed with integrated technology platforms. Human Resources as a function has always been about the ‘human’ part of processes. Previously, answers provided during interviews for HR roles had recurring phrases such as ‘people’s person’ and ‘affinity towards interacting with people’. An HR representative role meant sitting at the employee bay and being available to employees in-person. Move to the present where on one hand, automation and digitization have replaced most of these employee needs; on the other, HR’s role has transformed into that of a strategic business and advisory partner.
The pace of digitization has conventionally been driven by economic and technological advancements. However, currently the world is going through an unprecedented situation which has disrupted earlier trends and led organizations to re-think their approach. As an instance, business strategy acumen, coaching and conversational skills with empathy, and an aptitude for technology are the new additions into an HR professional’s skill set.
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What did this shift mean for the wider HR function? Presently, the gamut of HR processes is digitally automated with multiple interactions reduced to a few, incredibly efficient digital touchpoints. Thus, employee life cycles can be managed with integrated technology platforms. Digitization today starts at integrating sales feeds to financial forecasts, which translate into resource planning. Process automation has permeated to raising demand requisitions, sourcing, aiding assessments and selections using Machine Learning and AI based matching logics and on-boarding. Entire processes can now be managed through interactive and un-biased digital tools. Interactions across multiple leadership levels are seamless via on-the-go connect mechanisms, and the workflow also ensures all stakeholders are aware of the process status; and approvals are directed to the right decision-makers. Analytics has already started to play a key role in process hygiene control and continuous improvement. Employees’ interactions with HR representatives have gone through a transformation as well. The shift is towards a digital interface, including tools for query resolution, credential changes or employment letters. For nonstandard queries, there are options like chatbots and outbound calls. The most crucial shift is towards empowering managers. It is now not only about an employee’s career growth and compensation conversations, but also about designing HR programs which equip managers to become better mentors to their teams by becoming better coaches. The learning function, earlier believed to be effective when delivered in-person, has transformed into a unique blend of digitization and experiential training. Digitization has considerably empowered the consumer by personalization of content and self-assessment. Those designing content and curriculum apart from having vast technological resources, can now also access a variety of delivery vehicles to aid their work. Advancement in collaboration technologies are competing to replicate experiential and group learnings; though it will require faculty to manage the technologies effectively. In the end it’s again going to require a deep sense of empathy in the curriculum designers and faculty, who will deliver in this new age. With growth comes complexity and the subsequent need to simplify, lead and communicate in the most effective way. Leadership teams within organizations have seen the scope the virtual world has to offer and are leveraging it to stay connected with employees more frequently than before. Digital town halls, innovative newsletters, organizational communications and feedback sessions help in facilitating a technology-driven, connected organizational culture. People are increasingly using social channels as easy and real-time platforms to stay connected from the confines of their homes. Organizations are wise to use this trend to reach a maximum number of both internal and external audiences. Deploying virtual employee engagement mechanisms to host digital events for the workforce, using smart tools for real time sentiment analysis and hosting rewards
Read more at: https://www.peoplematters.in/article/hr-technology/hr-goes-digital-inthis-new-normal-27729
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10,000 job cuts for IBM in Europe IBM is launching a cloud-based computing and AI division after almost a decade As a step towards lowering costs, IBM intends to slash 10,000 jobs in Europe at all its slow-growth service units, while preparing for its new division. Germany and the UK will be the most affected by the job cuts that will see a 20 per cent reduction in staff in Europe, that is, about one in five employees in the region. Italy, Poland, Belgium and Slovakia will also be impacted. This move comes after a meeting with European labour representatives in early November. The tech giant had announced last month that it plans to focus on a new hybrid cloud computing and AI unit, which is expected to help the Company recover its profits. It is projected that the move will cost IBM $ 2.3 billion in the fourth quarter. IBM shares had been sinking, with an 8.6 per cent decline this year. The downsizing decision will hit its legacy IT services business, handling its everyday infrastructure operations. The layoffs come after almost a decade of IBM reporting losses with no major strategy to revive growth. Its presence has been fading with the emerging tech overshadowing this blue-chip company. The company had cut thousands of jobs earlier this year. The current round of job cuts will be completed by mid-2021. The highest publicly disclosed layoffs for IBM took place in 1993, with 60,000 dismissals. IBM reported $ 17.6 billion revenue in its third quarter with a drop of 2.5 per cent that has been a constant year after year.
Read more at: https://www.hrkatha.com/hiring-firing/10000-job-cuts-foribm-in-europe/
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More layoffs expected at GE’s aviation unit The Company has already decreased 20% of its workforce in the aviation business as part of costcutting measures With no sign of the aviation sector reviving any time soon, General Electric Co is considering more layoffs in its aviation business. Earlier, the Company had slashed about 20% of its aviation business staff as part of cost-cutting measures and saved almost a billion dollars in costs. The move is expected to help GE scale its business in line with the slump that the airline industry is going through, globally. The Company manufactures engines for Boeing and Airbus SE and was already in troubled waters when Boeing’s 737 MAX planes were grounded. In May 2020, GE had revealed plans to reduce its global workforce in the aviation business by up to 25 per cent. Almost 13,000 jobs were at risk then due to flights being grounded and international borders being sealed during the pandemic.
Keeping in mind the slow recovery of the sector and the need to be lean and agile, downsizing seems to be the best solution. The revenue of the Company’s aviation business dipped 39 per cent in the third quarter. Aviation orders dropped by over 50 per cent during the pandemic with demand for both commercial engines and commercial services falling by over 60 per cent. Employees have been warned of the development through an internal video message. The downsizing is likely to take place over a period of a year and a half.
Read more at: https://www.hrkatha.com/hiring-firing/more-layoffs-expectedat-ges-aviation-unit//
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Amazon to spend $ 500 million as employee holiday bonus Amazon will pay its packers and deliverymen a one-time bonus for the holiday season Amazon.com will pay its employees— who pack and deliver goods — a one-time bonus of up to $ 300. This move comes at a time when the company faces a labour union drive and criticism for rolling back its pandemic hazard pay. Full-time workers are set to receive $ 300 and part timers $ 150 if they remain employed for the entire month of December at Amazon. This amount will cumulate to $500 million. Amazon had ended its $ 2 an hour shifts for its warehouse workers in May and also paid a one-time bonus of as much as $ 500 in June. The bonuses were stopped as a result of Amazon facing an economic upheaval due to the pandemic. The Company had also received criticism from some of its employees for trying to hire fresh employees with a $ 3,000 bonus to meet the holiday rush, while current employees only received holiday vouchers for buying Thanksgiving turkeys. The labour union was gearing up for a strike in an Alabama warehouse, but as the movement became public and further mobilised, the global enterprise intervened. In a blog post, Amazon said that taking into account other holiday pay incentives, in this quarter itself it has invested more than $750 million towards additional pay for its front-line hourly workforce, over and above the industry-leading $15 national minimum wag..
Read more at: https://www.hrkatha.com/news/global-hr-news/amazon-to-spend-500million-as-employee-holiday-bonus/
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HUMANE-R|VOLUME22
Labour Code 2020: AITUC objects to 12-hour factory work rule All India Trade Union Congress has asked the Government to withdraw the proposal, on grounds of it violating ILO conventions The draft rules of the Code on Occupational Safety, Health and Working Conditions (OSH&WC) proposes a 12hour factory work time for workers. However, the All India Trade Union Congress (AITUC) has raised objections citing this to be a transgression of the ILO Convention. A similar provision introduced by the Gujarat government was struck down by the Supreme Court. The central trade union opined that this rule is a clear violation of the first ILO Convention [Hours of Work Industry Convention, 1919 (No. C001)], to which India is a signee. The trade union also alleges that there is a possibility of other draft rules needing inspection, passing of which would only intensify their resolve to go on a strike on November 26. The AITUC further alleges that the Government had also ‘undemocratically’ passed the three new labour codes, without the presence of the opposition. The Labour Ministry feels that the period of work will be arranged such that it shall not exceed 12 hours a day, including break or intervals for rest. Also, the total number of hours spent on work will not exceed 48 in a week. A nationwide strike has been called on November 26 by the 10 central trade unions against the unilateral policies of the Government. The Labour Ministry has hiked the 10.5 hours of work to 12 hours, under the OSH&WC Code. This move is in line with several states’ intention to extend the working hours to 12 …
Read more at: https://www.hrkatha.com/news/labour-code-2020-aituc-objects-to-12-hourfactory-work-rule/
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