1. What’s your imaginative and prescient to make sure security and safety of staff through the transition to WFO from WFH?

Well being and security of our staff is our foremost precedence and we’ve got taken all essential steps to make sure their well-being and supply best-in-class expertise and infrastructure help to allow them to be productive. Whereas most of our staff are nonetheless working from dwelling, we’ve got upgraded the bodily infrastructure in workplace. We now have put in HEPA ultraviolent air purifiers, plexiglass shields in any respect workstations and be sure that the workplace premises are usually sanitized. In addition to, to make sure correct air flow and air circulation in workplace home windows are stored open. Social distancing protocols are strictly applied and sporting masks is obligatory.

To help staff to get fast prognosis primarily based on their signs we provide tele-consultation and tele-counselling with certified medical doctors for workers who want entry to psychological well being help. We now have been nudging all staff to get vaccinated and have held vaccination camps for them at a number of places. At this time ~85% of our staff have taken the primary jab and after the obligatory wait interval we are going to start the drive for them to get the second. After this, we are going to start rostering absolutely vaccinated staff who’ve their very own technique of transport. On the identical time we can be delicate to the wants of staff who could also be dwelling with relations with co-morbidities. In such instances we are going to give them the WFH choice.

Normal working procedures have been put in place to make sure that staff take all essential precautions. Our in-house app ‘iWorkSafe’ which is linked to the Aarogya Setu app, captures the staff’ vaccination standing and the bluetooth buzzer ensures social distancing is maintained in places of work. We now have enhanced the web bandwidth for workers to help the hybrid mannequin. In addition to, a digital workplace has been arrange by means of the worker app ‘ATOM’ and ‘PULSE’, the enterprise social community.

We’re taking a calibrated name on how we are going to transition from WFH to WFO through the use of expertise and can proceed to supply a strong bodily infrastructure that helps each excessive efficiency and staff’ security, well being, and safety.

2. Because the hybrid work mannequin is right here to remain, how will ICICI Prudential Life Insurance coverage domesticate a tradition that motivates staff to present their finest?

We do consider the hybrid mannequin is right here to remain and clearly see three sorts of roles evolving. One, customer-facing roles which require staff to have face-to-face interactions similar to servicing and gross sales. This set of staff will essentially be WFO because the WFH mannequin is just not sensible. Second, there can be sure roles that may be carried out from dwelling. This includes specialised particular person contributors who want minimal supervision similar to specialist underwriters and information scientists. We will transfer these roles to WFH.

Thirdly, there are hybrid roles the place staff want to return to workplace for staff conferences or the place staff are working in cross-functional initiatives and have to work together with others. Right here, we are going to develop a framework the place staff can go for WFH on sure days of the month.

For my part, whereas WFH is environment friendly as a result of it rationalises commute time, it might not all the time be efficient for sure roles the place staff have to do influencing, ideation and innovation. Having face-to-face interactions clearly helps construct belief between folks which is important for teamwork and collaboration, which in flip helps in problem-solving and innovation.

The choice of WFH will certainly be given to staff who’re caregivers, or have well being situations. We’re at present within the strategy of framing insurance policies that may give our staff the benefits of each WFH and WFO. The thought is to assist them stability their want to save lots of on commute and deal with relations. The WFO choice will present them with expertise and infrastructure enabling them to concentrate on work with out interruptions resulting in larger productiveness. It’ll additionally deal with their want to socialize and construct relationships which is important for lubricating the friction that impacts supply of labor as a consequence of purposeful organisation constructions.

We’re additionally guaranteeing that our expertise infrastructure, and our insurance policies are synchronised, in order that staff can successfully WFH and WFO seamlessly with no loss in productiveness whereas giving them the pliability.

3. Many corporations have reinvented their group with new insurance policies, practices, and frameworks within the digital world. What are the initiatives taken by ICICI Prudential Life Insurance coverage to work easily?

A number of digital channels have empowered our prospects to conduct self-service transactions, eliminating the necessity for them to journey to an workplace or department. Equally, we’ve got all the mandatory expertise enablements for our staff to work, interact, and be taught seamlessly with out coming face-to-face. The complete worker lifecycle is now automated. Staff can use the ATOM and PULSE apps to request for go away, mark attendance, handle staff relocation requests, change staff reporting, guide official journey, get updates on medical insurance coverage, and so forth. Varied collaboration instruments similar to MS Groups and Webex too have been made out there to conduct digital meets and collaborate amongst themselves. To make sure productiveness is just not compromised we’ve got supplied to reimburse information prices to staff to encourage them to get larger bandwidth plans. Additionally, we now conduct digital interviews with potential recruits and their whole on-boarding course of is digitally-enabled. Even farewells for outgoing staff are performed nearly.

We now have institutionalised a digital engagement structure primarily based on the 3i framework of Inform, Contain & Invigorate, the place we’re utilizing expertise to speak, join and interact staff by means of digital City Halls and Espresso and Join classes. We rejoice necessary nationwide festivals and days by means of digital occasions, as an example the Diwali celebrations with staff and their households and a webinar collection on World Psychological Well being Day. A panel dialogue on enabling success in gross sales as a profession noticed participation from over 1500 girls. In addition to, we additionally celebrated our 20th Basis Day with a novel worker celebration. For the gala night, we created a digital auditorium and a grand stage to resemble the bodily occasion. Our Chairman addressed all staff throughout the nation as your complete occasion was streamed reside.

We now have a longtime digital studying framework which is multi-platform, mobile-first and provides customised studying that caters to the wants of staff throughout ranges. ‘Studying at one’s tempo and time’ is enabled by means of our studying administration system – Learner’s Field. That is the ‘go-to’ platform for all domain-specific programmes that allow testing and certification. Our AI-based studying app – ‘My Coach’ facilitates bettering gross sales pitch abilities with machine generated suggestions. As well as, in FY2021, we tied up with LinkedIn Studying and supplied role-based studying journey to all managers. Final yr staff accomplished digital studying programmes totalling to 1,000,000 digital studying hours.

4. Within the present time of uncertainty, what are your views on the world of labor in the present day? How do you see it evolve in coming years?

One factor we positively see is an accelerated shift in the direction of digital. It’s unlikely that the pandemic will finish quickly. We consider there can be a spike in instances at instances, and it’s completely attainable that touring freely can be a problem. In our opinion, the important thing to managing uncertainty is to embrace it with a purpose to thrive.

We additionally see social media performing as an amplifier of mass sentiments globally and constructing communities and curiosity teams. Whereas social media channels can disseminate info rapidly, it may also be a strong agent of change each on the constructive and detrimental facet. We have to be taught to reside in a world the place each info and disinformation is democratised. The pandemic shall certainly create momentum and consciousness for well being, security and well-being. Psychological well being is now a part of the final discourse and there’s a heightened sensitivity in the direction of variety and inclusion and WFH will certainly give a fillip for hiring and retaining girls, folks with disabilities (PWDs) and creating extra inclusive organisations. One of many sights to affix a startup is as a result of they’re much less hierarchical, extra agile, and provide sooner alternatives to develop, be taught, innovate and influence. Mature organisations can positively be taught from this and create a tradition to draw and retain top quality expertise.

5. In line with you, what are the important thing elements that differentiate profitable corporations within the transition to the post-pandemic office?

I feel crucial differentiator is whether or not the organisation delivered in instances of disaster, when it mattered probably the most to its staff and their households. Staff will all the time want organisations which are delicate to their wants and supply infrastructure, expertise and help to assist them handle the challenges of the pandemic. The check of an organisation is whether or not they put folks first when it mattered and we want to consider that we did. That is additionally borne out from our scores in our Voice of Worker (VoE) survey the place we acquired high 2 field rating of 94% on sensitivity & help we prolonged to staff on well being, security & well-being by means of a number of initiatives.

We now have well-defined organisational cornerstones of Equity & Meritocracy, Studying & Progress and Supportive Surroundings. In a bid to evaluate worker engagement, the VoE survey was rolled-out to hunt worker suggestions on the supply in opposition to these worker worth propositions. The main target of the survey was to seize the notion of colleagues on our cornerstones. Over 90% of the staff consider ICICI Prudential Life is an efficient place to work and so they want to advocate it to their household and associates. In addition they felt that they had been stored effectively knowledgeable and related by means of varied studying initiatives and engagement actions through the pandemic.

Through the pandemic, we assisted our staff to undertake working remotely. All staff have been geared up with required gadgets – laptops, tablets and web dongles and functions have been migrated to supply safe distant entry. We additionally enhanced life insurance coverage protection of our staff by over 100%, initiated vaccination drives and supplied them the choice to voluntarily improve well being cowl for themselves and their mother and father.

6. What’s your opinion on good HR practices as regards to a hybrid work surroundings? How is ICICI Prudential Life Insurance coverage working to realize or to keep up the identical with its staff?

Essentially, good HR practices is about having a strong coverage framework, programs and processes that are constant and equitable for all staff. This is not going to change in a hybrid office. Perceived equity is vital and our focus is to make sure fairness between folks in numerous groups and throughout geographies. Equity and meritocracy are two sides of the identical coin and getting the stability proper is vital. For us, it includes having insurance policies in place for all the things that we do and administering the identical uniformly. We don’t discriminate primarily based on degree and in terms of issues of well being and security, each life is treasured and priceless. We do all the things attainable to help our colleagues when there may be an imminent risk to their lives.

Our HR practices are constructed across the cornerstones of equity and meritocracy, studying and development and supportive surroundings and we endeavour to ship on these by enabling worker well being and security, enabling office productiveness and creating an agile and engaged workforce. In a hybrid office, a well-articulated WFH coverage is important to get the stability proper between particular person flexibility and office productiveness and investments in expertise and infrastructure to mitigate the challenges of a hybrid mannequin.

7. What challenges did you face whereas transitioning to a hybrid construction of WFH and WFO?

We just lately concluded an inside survey on ‘Distant Work Effectiveness’. The highest degree suggestions we gathered is whereas staff didn’t face any challenges in functioning digitally, staff leaders did really feel constrained in bringing new recruits up the curve.

Within the bodily world, face-to-face interactions are key to constructing belief and relationships. Decoding non-verbal cues are key for constructing understanding, influencing and mobilising stakeholders and staff leaders typically wrestle to interact their colleagues in a digital medium. Attending workplace and interacting with colleagues builds camaraderie however in a digital office the possibility to work together and entry casual communication channels get restricted resulting in silo-centric behaviour and lack of that means and id of the organisation as a complete. That is the very motive why we are going to go for a hybrid mannequin. We intend to keep up a positive stability between WFH and WFO to have better of each the worlds.

8. What’s the main change anticipated within the position of HR in subsequent 5 to 10 years?

HR has to play the lead position in championing inclusive human values and propagating fairness as a result of these are the 2 issues which are central human issues. HR additionally has to take the lead in creating, and championing the reason for variety and inclusion that’s more and more gaining traction. We’re proud to say that ICICI Prudential Life is a really inclusive organisation. At present 26% of our staff comprise of girls and within the course of and help capabilities it stands at 47% and 40% respectively. We now have round 40% consumption of girls throughout campus hiring.

Taking the variety past the ladies gender ratio can also be an space the place HR intervention is required for additional extending it to variety in abilities. Recruiting folks with bodily disabilities, unseen minorities, and offering infrastructure help to them and integrating them within the office needs to be one other precedence. Whereas HR is predicted to guide this motion, additionally they need to encourage line managers to champion variety & inclusion, as a result of they’re those with whom these folks will work. That is the one method for it to get traction.

The adoption of expertise must develop and organisations might want to discover some good use instances of AI in HR. It additionally begs a pertinent query of privateness which must be addressed with utmost sensitivity.

We consider that expertise performs the position of an enabler to make the lives of staff less complicated. It’s to allow productiveness, flexibility, make the routine components of the job hassle-free and to supply entry to digital studying platforms so one can be taught wherever, anytime and within the medium of their selection. The world is all the time altering and staff and organisations must anticipate change forward of the curve, keep agile and stay aggressive. HR is uniquely positioned to drive alignment to tradition, enterprise targets and technique and facilitate this variation & transformation agenda. Functionality constructing and constructing and investing in future abilities shall be an important dimension for HR to future-proof organisations.

9. How does the hybrid work mannequin influence productiveness favourably?

Staff could also be current at work, however truly not working at full capability as a consequence of a disturbing commute. If we are able to get rid of or scale back commute we may give folks the additional time which may be gainfully utilised to boost productiveness. Within the hybrid mannequin, if an worker is unwell they will go for WFH which can be extra productive since they are going to have entry to all the things from dwelling simply as they might from workplace. Additionally, staff conferences have turn out to be sharper and shorter, with not a lot time spent on tea or espresso breaks and casual discussions. So, we consider the hybrid mannequin offers staff the required flexibility and all of us do want it to be extra productive. However, it must be balanced with interactions with colleagues in order that the socialising wants, and mentoring and training help of staff are taken care of. This transcends their position and offers folks that means and id.

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