IIM ROHTAK H U M A N E - R CLUB P re s e n ts
H R BULLETIN VOLUME 43
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HUMANE-R|VOLUME43
HR BULLETIN
Women in the workforce: Home healthcare edition Challenges faced and possible solutions for making home healthcare jobs more aspirational for women. Over the last decade, the demand for home healthcare has significantly increased. A recent report by Redseer Consulting indicates that the home healthcare industry in India is expected to grow at an impressive annual rate of 1519 %, reaching the market potential of $11-13 billion by 2025 from the present $5.4 billion. Organized home healthcare providers are likely to serve 4-5 lakh patients by FY 25, up from the present number of a lakh. Rise in ageing population, increase in nuclear family structures and personalized care are some of the reasons behind this growth. With the rise of home healthcare, there’s bound to be a supply and demand gap for home healthcare professionals. This not only leads to stress on the home healthcare workforce but also impacts the quality of care.
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As per FSG’s in house data, in India, there are approximately 10,000 nurses who are employed by home healthcare companies. Out of this, at least 50% are women. Home healthcare professionals - comprising physiotherapists, nurses, caregivers, speech therapists - offer a range of services that require specialized training and experience. While both men and women healthcare professionals face numerous challenges, it’s important to highlight some of the unique challenges that women healthcare professionals face while taking up home healthcare jobs. What are some of the challenges? Work fatigue: Most women healthcare workers take up home healthcare jobs to financially support their families. In addition to providing financial support, they have to manage day- to- day household responsibilities. Long working hours that go beyond 12 hours can cause over exertion which may lead to physical and mental stress. To add to this, long commutes from one destination to another especially in harsh weather conditions can add to their stress.
Occupational safety conditions: Unlike working in a hospital where the environment is controlled and predictable, home healthcare workers have to navigate unpredictable working conditions. Many women workers are anxious when visiting a new home and worry about their safety. Lack of confidence: Home healthcare workers who are new to the profession may initially feel overwhelmed when they have to handle all procedures by themselves. To handle patients independently, they require specialized skills and experience. With no supervisors around to assist them, they may feel under confident to manage complications if any. Lack of social life: Home healthcare workers have limited interaction with their peers in the company. This can make them feel lonely, especially in cases where they have migrated from other cities and do not have any social networks in the city. Since there are no daily social interactions with colleagues and supervisors, they might feel isolated. Dignity of work: Caregivers sometimes do not receive adequate respect from patients and their families. This leads to a not so comfortable working environment for the caregivers. It may even create psychological stress for the home healthcare worker. To address the above mentioned challenges, organized home healthcare providers have introduced a number of initiatives to make sure that home healthcare is looked at as an aspirational profession. How can we address these challenges?
Educate patients and families: While home healthcare companies educate customers on the responsibilities and roles that caregivers are expected to perform, companies can conduct additional awareness sessions among customers on how to create a safe and respectful environment for caregivers. Continuous learning: Regular training and upskilling programs help women workers to be equipped to handle patients independently. Providing them a hands-on experience gives them confidence and gears them to be job ready. As they gain more experience, home healthcare companies can develop specialized career paths and enable them to move along these career paths. Predefined protocols: Home healthcare companies can develop predefined mechanisms that have to be..
Read more at: https://www.peoplematters.in/article/life-at-work/women-in-theworkforce-home-healthcare-edition-29199
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Bajaj Auto Chairman Rahul Bajaj steps down After a nearly 50 year stint as Chairman, Rahul Bajaj, non-executive director and Chairman of Bajaj Auto has resigned from his role. Rahul Bajaj, non-executive director and Chairman of Bajaj Auto, among India’s largest two-wheeler manufacturing companies, has resigned from his role. Niraj Bajaj, who is currently a non-executive director of the company, will take over the reins, effective May 1, 2021, according to a company filing. Rahul Bajaj however, will be the Chairman Emeritus of the company for a term of five years, effective May 1, 2021. “Rahul Bajaj, non-executive chairman of the company, having been at the helm of the company since 1972 and the Group for five decades, considering his age, has tendered his resignation as non-executive director and chairman of the company with effect from close of business hours on April 30, 2021,” said a company statement. The statement further said, “Considering his tremendous experience and in the interest of the company, and to continue to benefit from his experience, knowledge and wisdom from time to time in an advisory role and as a mentor, the Board of Directors at its meeting held today and as recommended by Nomination and Remuneration Committee has approved the appointment of Rahul Bajaj as Chairman Emeritus of the company for a term of five years with effect from May 1, 2021.” In 2020, Rahul Bajaj stepped down as executive chairman and whole-time director at Bajaj Auto, ending a 50-year stint in an executive role at India’s second largest two-wheeler company. He had taken over the position of Chairman back in 1972, and was instrumental in splitting Bajaj Auto into different units – Bajaj Auto and Bajaj Finserv, establishments which are run by his sons Rajiv Bajaj and Sanjiv Bajaj respectively. Also among the richest Indians, according to Forbes, Rahul Bajaj’s net worth as of April 2021, was $6.3 Bn. ..
Read more at: https://www.peoplematters.in/news/leadership/bajaj-autochairman-rahul-bajaj-steps-down-29192
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Salesforce launches new service for integrated and personalized learning Salesforce has launched an integrated learning service, Salesforce Learning Paths, to enable personalized learning in the flow of work. Salesforce announces the launch of its integrated learning service, Salesforce Learning Paths to enable workplace learning “in the flow of work”. Learning Paths allows employees to work and learn seamlessly in a single, digital environment, Salesforce said. Employees can tap into Trailhead — Salesforce’s learning platform — myTrailhead and external learning resources, including bite-sized videos and gamified quizzes, thereby personalizing training as per individuals, roles or teams. The platform makes way for relevant bite-sized learning experiences, applicable in the flow of work. The service includes contextual learning for employees in relevant skills as well as personalized learning tailored for specific individuals. "The past year accelerated the shift to a digital-first world, and the new way of work demands new skills and ways to learn," said Heather Conklin, SVP and GM of Trailhead at Salesforce, in a statement. According to Salesforce, 59% of employees say they’ve had fewer opportunities for workplace learning since the pandemic began. Learning Paths is designed to give organizations the power to integrate learning technologies directly into Salesforce to help employees with on-the-job learning for the all-digital era. Learning Paths will also enable organizations to personalize and monitor learning according to an individual,..
Read more at: https://www.peoplematters.in/news/skilling/salesforce-launchesnew-service-for-integrated-and-personalized-learning-29191
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‘Leapfrogger’ companies are outpacing ‘Laggard’ peers with 4x revenue growth: Report The new report also shows that by stepping up investments in cloud, artificial intelligence (AI) and other technologies, ‘Leaders’ are now growing revenue at five times the rate of ‘Laggards. According to a new report released by Accenture called “Make the Leap. Take the Lead” , leading companies that have amplified their technology investments during the COVID-19 pandemic, have significantly extended their growth advantage over competitors.
The report surveyed 4,300 respondents and assigned a score based on Systems Strength and Flip Size. The study determined which companies were ‘Leaders’ (top 10% of entire sample), Leapfroggers (18% of sample) and ‘Laggards’ (bottom 25%) and looked at the financial performance of each group. “Our research scored companies on their ‘Systems Strength’ — a measure of technology adoption, application of technologies at scale, and organizational and cultural readiness for tech-enabled innovation. Strong Systems Strength, combined with a “Flip Size” that substantially pivots IT budgets towards innovation, enables Leaders to greatly extend their growth over Laggards,” said Ramnath Venkataraman, Global Lead, Integrated Global Services, Accenture Technology. The research reveals that technology has undeniably become indispensable to business success and directly enables companies to not only survive, but even thrive during one of the most disruptive times in history. Leapfroggers growing faster than Laggards A new category of companies, called ‘Leapfrogger’ by the report, that have scaled technology innovation during COVID-19, are growing revenue four times faster than the lagging adopters, called ‘Laggards’ ..
Read more at: https://www.peoplematters.in/news/hr-technology/leapfroggercompanies-are-outpacing-laggard-peers-with-4x-revenue-growth-report-29182
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Auto firm Stellantis names new MD and CEO for India Roland Bouchara will be responsible for the Jeep and Citroën national sales companies along with the group’s manufacturing operations. Stellantis India & Asia Pacific has appointed Roland Bouchara as CEO & Managing Director for Stellantis in India. Bouchara will be responsible for the Jeep and Citroën national sales companies (NSCs), along with the group’s manufacturing operations, as per a company statement. Since 2017, Bouchara has been leading the Citroën India operations in his capacity as Senior Vice President of Sales and Marketing for the brand. He oversaw the end-to-end execution of the recent launch of the Citroën brand and its first product in India – the new Citroën C5 Aircross.
Bouchara comes with a strong and diverse experience in international automotive and consulting businesses. Prior to joining Groupe PSA in 2017, Bouchara held several key leadership positions at Renault including, Managing Director UK, Head of Europe NSCs (Germany, UK, Spain & Italy), and SVP Sales & Marketing for APAC and China. The Amsterdam-based Stellantis is a multinational automotive manufacturer, formed in 2021 on the basis of a 50:50 cross-border merger between the Italian-American Fiat Chrysler Automobiles (FCA) and the French PSA Group. Roland brings deep commercial experience to his new role and it will be interesting to see how he helps in developing and expanding Stellantis’ brands, network, and business operations in India - a key growth market for the company globally.
Read more at: https://www.peoplematters.in/news/leadership/auto-firm-stellantisnames-new-md-and-ceo-for-india-29189
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