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From recruitment to career development and staff retention, the new environment will re-focus critical business thinking and can redefine the role of Human Resources within companies. Head of Human Resources, Australia and New Zealand, Prabal Chatterjee answers key questions senior leaders are asking about transitioning to the new normal workplace environment.
As front doors were shut and the necessity for remote working became real, something remarkable happened. Perhaps ironically, individuals who were now physically isolated were connected by technology to explore new working practices, opportunities and self-learning programs.
We were not only free to pursue these new doors and windows, but they were encouraged to jump through them. So, what does the future look like as we slowly and carefully transition back into what is being described as the new way of working.
As part of The Big Questions series, TCS’s Head of Human Resources, Australia and New Zealand, Prabal Chatterjee, shares his learnings the past 100 days and reveals questions TCS partners and customers have been asking about the new normal of working.
Organisations across the board are looking to maintain remote working as the new normal for at least part of their operations for the future.
Aside from key advantages and obvious savings with a remote team, such as property and maintenance, clients are satisfied knowing that quality remains state-of-the-art while employees are happier with greater flexibility and work life balance.
Adapting to Secure Borderless Work Spaces presents enormous opportunities to pivot our recruitment strategy and take advantage of the changes to re-invent the way employment has traditionally worked for us. Remote working capabilities enable the organisation to tap into talent across boundaries and from different countries.
It’s a common scenario for organisations to lose talent because these staff members felt they had hit a ceiling or exhausted their options to develop their career. Secure Borderless Work Spaces totally changes the game for your employees by opening up a whole new world when it comes to career development and opportunities. This in turn leads to greater staff happiness and commitment to the organisation.
To be an employer of choice, organisations have to up the ante when it comes to supporting employees’ career visions and goals. The good thing is that avoiding time-consuming commuting has given employees greater opportunities to devote more time to learning and professional development.
People understand now more than ever that there’s a need to invest in themselves, rescale their skills to adjust to our new normal work environment today and beyond. We will see more people seeking to add more competencies to their skill set and becoming experts in those areas enabling them to put their hands up for new and different roles.
It’s important to encourage learning as part of your organisational culture and overall strategy for staff retention. Organisations have far better means with remote working to deliver learning because it’s no longer restricted to training rooms but can be achieved via online programs and apps with virtual trainers on hand from anywhere and available at any time to assist with staff improvement.
Maintaining a functional remote working model means organisations can open their doors to people located in regional Australia and New Zealand when looking for talent. People living in regional areas where employment has been more limited also now potentially have more opportunities available to them.
Recruitment processes are about identifying the right talent. Job criteria and position descriptions may have to be adapted to account for new ways of working. Giving new recruits a test project can be a good way to assess their style and capabilities and how they fit into your culture.
Building relationships with potential customers has always been a skill worth investing in. Our new normal means we have to rethink our approach to sales and some newer skills may be required.
Many organisations have boosted their investment in employee health and wellbeing in recent months. This has included online activities including virtual kitchens, yoga classes and added support for mental health.
TCS pioneered a Machine First approach to work and Open-Agile-Collaborative-Workplaces by setting a bold vision of becoming 100 per cent Agile by 2020. We have created open and collaborative office and remote working environments facilitating co-working flexibility and adaptability across the entire organisation with no compromise to quality or security.