Dear Friends,
Prepare for the next
By the time this edition is in your hands, the country might be facing the peak of the third wave of COVID, compelling business organizations to pause and rethink people policies for 2022. Trends highlighted for the year a few months back might now take a back seat, at least partially. For example, organizations that were working to bring people back to the office have now put it on hold and decided to continue the WFH model.
HR priorities during COVID
Certainly, there are areas where HR professionals need to pay attention even during COVID. These include redefining work processes, implementing an organizational structure compatible with the right workforce mix—such as on-roll, outsourced workers, gig, fixed-term, and remote workers. It is crucial to put employees at the center, take feedback from them, understand their needs, and make tailor-made learning and development programs to continuously upgrade their skills. Speeding up HR process digitization to build digital capabilities and skills, designing programs for employee mental well-being, and enhancing employee experience are expected to become larger priorities for HR. In terms of talent management, millennials need to be trained in different forms of dialogue. HR experts bring new insights on what HR trends are going to gain focus in 2022.
Labour judgments and future trends
The cover story is a compilation of hundreds of important labor judgments selected from labor journals published in 2021. The judgments' central points are summarized in one-liners for quick understanding. The SC and various High Courts' judgments will set the tone for the future of employer-employee relations. The trend is clear: in all cases of illegal termination, reinstatement is not necessary and may be replaced by granting lump-sum compensation. In cases of sexual harassment, the workplace definition has been expanded to cover the WFH model, and so on.
As usual, this cover story edition carries a high reference value that meets readers' expectations.
Regards,
Anil Kaushik
Prepare for the next
By the time this edition is in your hands, the country might be facing the peak of the third wave of COVID, compelling business organizations to pause and rethink people policies for 2022. Trends highlighted for the year a few months back might now take a back seat, at least partially. For example, organizations that were working to bring people back to the office have now put it on hold and decided to continue the WFH model.
HR priorities during COVID
Certainly, there are areas where HR professionals need to pay attention even during COVID. These include redefining work processes, implementing an organizational structure compatible with the right workforce mix—such as on-roll, outsourced workers, gig, fixed-term, and remote workers. It is crucial to put employees at the center, take feedback from them, understand their needs, and make tailor-made learning and development programs to continuously upgrade their skills. Speeding up HR process digitization to build digital capabilities and skills, designing programs for employee mental well-being, and enhancing employee experience are expected to become larger priorities for HR. In terms of talent management, millennials need to be trained in different forms of dialogue. HR experts bring new insights on what HR trends are going to gain focus in 2022.
Labour judgments and future trends
The cover story is a compilation of hundreds of important labor judgments selected from labor journals published in 2021. The judgments' central points are summarized in one-liners for quick understanding. The SC and various High Courts' judgments will set the tone for the future of employer-employee relations. The trend is clear: in all cases of illegal termination, reinstatement is not necessary and may be replaced by granting lump-sum compensation. In cases of sexual harassment, the workplace definition has been expanded to cover the WFH model, and so on.
As usual, this cover story edition carries a high reference value that meets readers' expectations.
Regards,
Anil Kaushik
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