IIM ROHTAK H U M A N E - R CLUB P re s e n ts
H R BULLETIN VOLUME 54
humane.r@iimrohtak.ac.in
HUMANE-R|VOLUME50
HR BULLETIN
A new rule book for a healthier workforce: 5 important elements to remember Employee healthcare benefits are going to undergo a drastic revamp in the wake of the Covid-19 pandemic. In the recent past, employee benefit policies were limited to health insurance and exclusive perks restricted only to employees of large corporates, enterprises, and matured start-ups. The pandemic and the urgencies that were borne out of the situation led to a positive and much needed change of making healthcare accessible to employees from all segments, and to include more benefits to build a healthier and happier workforce. These changes promise a healthier workforce, resulting in an increase in productivity and retention. Here is how it could benefit businesses and individuals in the long run.
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1. Focus on preventive healthcare Preventive healthcare which includes disease prevention have become a focal point for employee healthcare during the pandemic. Individuals are now seeking better immunity before illness or disease strikes – not only to avoid the hefty costs incurred thereafter but also to prevent the occurrence of illness all together. Preventive healthcare measures for adults include vaccinations, preventive health check-ups like cholesterol, blood glucose and blood sugar levels, etc. All of these can and should be enabled by employers, not only to ensure their employees’ current health but also their future health. Companies can conduct health check-up drives or screenings at their workplace (if they are currently working out of office or in the future) or pick a wellness package that provides health check-ups at home. This way their employees do not risk venturing out amidst the pandemic but also get access to lab tests at home. It is a simple step but one that have a big impact on the health of the entire workforce. 2. The rising importance of ‘Mental Health’ For generations before us, mental health was never even discussed at home, let alone at work. Depression was not considered a cause for falling performances of employees. You could be either be ‘insane’ or a ‘sociopath’. But with greater exposure to the current generations of employees, and the never challenges experienced by them, while working from home, Mental health has finally. However, this is not a concern just for the ‘Work from Home’. Rising amount of stress, increasing number of work hours and inevitable lifestyle changes have created an unprecedented challenge that requires addressing mental health. It is also essential to understand that productivity is directly proportional to mental health. As business……. Read more at: https://www.peoplematters.in/article/employee-relations/a-new-rulebook-for-a-healthier-workforce-5-important-elements-to-remember-30063
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5 Emerging workforce trends in the new normal The pandemic has precipitated significant, compelling organizations and individuals to rethink & reimagine the future of work. Previously, most businesses relied on a model that required physical presence for activities like offsites, client meetings, and other interactions. However, lockdowns and social distancing norms unwittingly changed the paradigm- one in which employees work from the safety of their homes. While we have embraced this normal with great agility, there are strong indications that such an approach will continue even on the other side of the pandemic. We will likely see a hybrid workplace and workforce, where organizations will ably harness physical and virtual workspaces. •Renewed Focus on Worker Resilience and Mental Health: The pandemic has underscored health relevance and spotlighted mental health. While employees now have to navigate the new work environment, they also deal with isolation, distancing, and anxiety. In such a scenario, organizations need to focus more on supporting their employees and ensuring their mental well-being. This support could range from having workshops on dealing with anxiety to arranging for one-on-one sessions with mental health professionals. Since most interactions are transactional today, social capital is needed to envisage new and practical engagement activities.
Read more at: https://www.peoplematters.in/blog/employee-engagement/5emerging-workforce-trends-in-the-new-normal30061?media_type=blog&subcat=life-at-work&title=5-emerging-workforcetrends-in-the-new-normal&id=30061 4
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Rule of Thirds “You have to take care of yourself first. You are your own most precious resource. Everything you are in this world hinges on you facing yourself before you face the world.” – Alexi Pappas When Alexi Pappas (a Greek-American runner, filmmaker, actor, and writer / represented Greece at the 2016 Summer Olympics at Rio and broke Greek national record for 10000 meter race) was just four years old, she lost her mother who committed suicide. It was shocking and completely changed the course of her life. Her father wanted her bereaved daughter to come out of the shock soon. He started signing her up for sports. Pappas responded and she became a girl with an overarching goal - to be an Olympian. "Renaissance runner", as mentioned by New York Times, “Alexi Pappas, an Olympic athlete, filmmaker, actress and writer, has shared what she learned about confidence, self-reliance, mental health, embracing pain, and achieving dreams in her revealing and inspiring memoir – Bravey: Chasing Dreams, Befriending Pain, and Other Big Ideas.” One day while training for the Rio Olympics, Alexi Pappas became frustrated, felt lost and frightened as she was not able to hit her pace on the track in spite of her best efforts. Her coach, Ian Dobson, also an Olympian, explained that her workout was not a problem because it was aligned with the Rule of Thirds. He said, when you are dreaming and chasing for a big goal – •You would feel good a third of the time •OK a third of the time and •Crummy (unpleasant) a third of the time.
Read more at: https://www.peoplematters.in/article/sports-books-movies/ruleof-thirds-30060
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Heena Naithani joins Airtel Business as Head HR Airtel Business announced key executive appointments: Harish Laddha joins as CEO – Emerging business, Heena Naithani as Head HR, and Kaustubh Chandra as CMO & SVP. "I am super excited to welcome Harish Laddha, Heena Naithani & Kaustubh Chandra to Airtel Business," announced Ajay Chitkara, Director & CEO - Airtel Business on LinkedIn. Harish has enjoyed an exceptional career of over 25 years in the tech industry and as CEO - Emerging Business, now he will lead Airtel Business in its next phase of growth. His key focus will be on partnering with the SMB customers in their digital transformation journeys and deliver growth enabling solutions. Kaustubh will lead company's Marketing function. "His absolute passion about new and emerging technologies to create enriched customer experience aligns with our vision #customerobsession perfectly," shared Ajay. Read more at: https://www.peoplematters.in/news/leadership/heena-naithanijoins-airtel-business-as-head-hr-30050
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Every second GenZ wants employers to make skill-based hiring On World Youth Skills Day 2021, LinkedIn in collaboration with research firm GfK, has launched the ‘Career Aspirations Gen Z India’ study that focuses on insights of 1,000 Gen Z students and professionals in the age group of 18 to 24 years, across June 2021. The survey captures their current sentiment, changing perceptions, and future outlook towards jobs, skilling, and networking opportunities. The study dives deep to understand how the pandemic affected the careers and education plans of India’s youth, and what barriers they face when pursuing jobs and skilling opportunities today. Top findings from the survey reveal that 72% of students and 65% of Gen Z Indians were professionally impacted during the second wave of COVID-19. 90% of Gen Z job applicants are demotivated after job offer rejections The study shows that nearly 70% of Gen Z job applicants didn’t get a positive response after waiting for long periods, while a similar proportion said their applications were either canceled or delayed indefinitely. Due to these setbacks, 90% of Gen Z job applicants are demotivated. When asked what they felt was the biggest barrier to get ahead in the pandemic, Gen Z Indians cited ‘fewer opportunities’, followed by ‘slower recruitment’ and ‘higher competition’ as the top 3 reasons affecting their job search today. Other barriers in pursuing job opportunities include lack of guidance for skilling and increased familial responsibilities due to COVID-19.
Read more at: https://www.peoplematters.in/news/skilling/every-second-genzwants-employers-to-make-skill-based-hiring-30039
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