Event | HR Roundtable Discussion

Dr Jyoti Pant, Associate Professor -HR, WeSchool-Spoke about the facts and figures of the great resignation, 2022.

Moderator - Can you give a brief about your journeys as HR?

All the 3 panelists gave a brief about their career trajectory.

Moderator - Great Resignation Impact-How did it effect their work?

Ms Shipra Jain-It had a cascading impact on the stakeholders of the organisation

Empathetic leadership and care for employees stood out

Cross-skill and Up-skill

Organisations started skill development Programmes for employees. There was a change observed in the employees as well as they were pitching in for another.

Ms Apoorva Bapna - In the advertising Industry the dynamics around the employment opportunities completely changed.

Type of employment has changed/ Dynamics of employment option

Definition of workplace has changed

Competitive salary structure and flexibility at work

Mr Raghavendra K - Resignation is called “the big Quit” and we need to answer questions like How, What and Why.

Resignation is as simple as millennial changing phone

It’s about looking for greener pastures

It is observed that artificial shortage is created and there is economic demand for jobs.

Need to adapt and be agile

Great Resignation is the re-evaluation by people in employment market

Result of culture of burn out and a broken definition of success

Ubiquitous workplace has become a reality

Moderator - Are we creating transactional Work Environment? How far Organisations are taking care of employees?

Ms Shipra jain - Offering more salaries to attract talent is a vicious cycle and is short lived.

Providing individualized experience to the employees

Employees have been on the watch front to observe their employers from a distance Emotional bond has gone above between employer and employee.

Focusing on long term career without job hoping and thinking beyond compensation.

Experience employee lifecycle in a company and understand the term “Hire to Retire”

Moderator - In the pandemic, we see a phenomenon YOLO “You Only Live Once”. In the light of this phenomenon, what must organization do to prioritize passion and purpose?