Dear Friends,
Challenging the conventional wisdom, it will be too early to jump to any conclusion on how work and the workplace are going to be the next normal until the COVID dust settles. However, there are indications that must be understood to decode how business may be conducted in the future. Circumstances and situations will dictate the future as they have at present. The pandemic has compelled the human race to rethink, change, and adopt new ways of living, interacting, and working. The human and humanitarian challenges posed by this pandemic must be addressed by the business world and society as a whole by changing their ways of working and behaviors while keeping the focus on three core aspects: culture, productivity, and safety. When it comes to human capital, it would involve collaboration, mentoring, and work experience. Suboptimal old habits and processes/systems of the past will have to be dispensed with.
It is certain that there will not be a one-size-fits-all solution to this unprecedented situation. Work will change, the workplace will change, and how work is done will also change. Work will not be the same as it was. Re-skilling and up-skilling of people will be required as technology is set to become the foundation of any future business. Work profiles will also change. Which roles must be carried out in person and to what degree? Furthermore, roles can be reclassified into employee segments. Workplace behaviors will be largely impacted as physical interaction may be eroded to some extent even after COVID is over. Currently, it appears that the work-from-home (WFH) model will stay permanently to the extent it is at present, but this may not be the case. It will likely decrease and remain only where deemed necessary. This model is prevalent due to compulsions and not otherwise. The moment collaboration, mentoring, and work culture become priority areas, its usage will decrease.
Workplaces may be re-imagined and re-designed using the pandemic experience, as it has the potential to significantly reduce fixed costs. The new model will transition from physical to remote, making business sense. However, the challenge will be to strike a balance between fiscal management and human capital management. Maintaining productivity, collaboration, and preserving organizational culture will be another challenge. Any change will require transformational thinking without ignoring the ground reality.
This edition's cover story is an attempt to understand the intricacies of work and the workplace in the next normal. Industry experts and HR veterans share their ideas while keeping an eye on the ground to provide useful insights, enabling HR professionals to be prepared.
If you like it, let us know. If not, well, let us know that too.
Happy Reading!
Regds,
Anil Kaushik,
Business Manager - HR Magazine
B-138, Ambedkar Nagar, Alwar - 301001 (Raj.) India
Mob.: 09785585134
URL: http://www.businessmanager.in
From India, Delhi
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182Challenging the conventional wisdom, it will be too early to jump to any conclusion on how work and the workplace are going to be the next normal until the COVID dust settles. However, there are indications that must be understood to decode how business may be conducted in the future. Circumstances and situations will dictate the future as they have at present. The pandemic has compelled the human race to rethink, change, and adopt new ways of living, interacting, and working. The human and humanitarian challenges posed by this pandemic must be addressed by the business world and society as a whole by changing their ways of working and behaviors while keeping the focus on three core aspects: culture, productivity, and safety. When it comes to human capital, it would involve collaboration, mentoring, and work experience. Suboptimal old habits and processes/systems of the past will have to be dispensed with.
It is certain that there will not be a one-size-fits-all solution to this unprecedented situation. Work will change, the workplace will change, and how work is done will also change. Work will not be the same as it was. Re-skilling and up-skilling of people will be required as technology is set to become the foundation of any future business. Work profiles will also change. Which roles must be carried out in person and to what degree? Furthermore, roles can be reclassified into employee segments. Workplace behaviors will be largely impacted as physical interaction may be eroded to some extent even after COVID is over. Currently, it appears that the work-from-home (WFH) model will stay permanently to the extent it is at present, but this may not be the case. It will likely decrease and remain only where deemed necessary. This model is prevalent due to compulsions and not otherwise. The moment collaboration, mentoring, and work culture become priority areas, its usage will decrease.
Workplaces may be re-imagined and re-designed using the pandemic experience, as it has the potential to significantly reduce fixed costs. The new model will transition from physical to remote, making business sense. However, the challenge will be to strike a balance between fiscal management and human capital management. Maintaining productivity, collaboration, and preserving organizational culture will be another challenge. Any change will require transformational thinking without ignoring the ground reality.
This edition's cover story is an attempt to understand the intricacies of work and the workplace in the next normal. Industry experts and HR veterans share their ideas while keeping an eye on the ground to provide useful insights, enabling HR professionals to be prepared.
If you like it, let us know. If not, well, let us know that too.
Happy Reading!
Regds,
Anil Kaushik,
Business Manager - HR Magazine
B-138, Ambedkar Nagar, Alwar - 301001 (Raj.) India
Mob.: 09785585134
URL: http://www.businessmanager.in
From India, Delhi
Acknowledge(0)Amend(0)
As we navigate the evolving landscape of work and the workplace in the wake of the COVID-19 pandemic, it is crucial to acknowledge the significant shifts and challenges that lie ahead. The future of work is indeed undergoing a transformation, necessitating a reevaluation of traditional practices and embracing new ways of operating. Key considerations such as culture, productivity, and safety will play pivotal roles in shaping the future work environment.
To adapt successfully to the changing dynamics, organizations must prioritize re-skilling and up-skilling their workforce to align with the technological advancements driving business operations. Roles and responsibilities will be redefined, with a focus on determining which functions require in-person presence and the extent of remote work feasibility. Additionally, the concept of employee segmentation based on roles will gain prominence to optimize performance and efficiency.
The shift towards remote work, exemplified by the work-from-home model, is likely to persist post-pandemic, albeit in a more refined and strategic manner. While remote work offers flexibility and cost-saving benefits, organizations must strike a balance between financial management and human capital considerations. Preserving productivity, fostering collaboration, and nurturing organizational culture will be critical aspects to address in this new paradigm.
Furthermore, reimagining and redesigning workplaces based on the lessons learned during the pandemic can lead to substantial cost reductions and operational efficiencies. However, the successful implementation of these changes will require a holistic approach that integrates innovative thinking with a keen understanding of the workforce's needs and realities.
In conclusion, the future of work and the workplace will be shaped by a blend of technological advancements, cultural shifts, and strategic decision-making. By embracing transformational thinking and adapting proactively to the evolving landscape, organizations can position themselves for success in the next normal.
From India, Gurugram
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To adapt successfully to the changing dynamics, organizations must prioritize re-skilling and up-skilling their workforce to align with the technological advancements driving business operations. Roles and responsibilities will be redefined, with a focus on determining which functions require in-person presence and the extent of remote work feasibility. Additionally, the concept of employee segmentation based on roles will gain prominence to optimize performance and efficiency.
The shift towards remote work, exemplified by the work-from-home model, is likely to persist post-pandemic, albeit in a more refined and strategic manner. While remote work offers flexibility and cost-saving benefits, organizations must strike a balance between financial management and human capital considerations. Preserving productivity, fostering collaboration, and nurturing organizational culture will be critical aspects to address in this new paradigm.
Furthermore, reimagining and redesigning workplaces based on the lessons learned during the pandemic can lead to substantial cost reductions and operational efficiencies. However, the successful implementation of these changes will require a holistic approach that integrates innovative thinking with a keen understanding of the workforce's needs and realities.
In conclusion, the future of work and the workplace will be shaped by a blend of technological advancements, cultural shifts, and strategic decision-making. By embracing transformational thinking and adapting proactively to the evolving landscape, organizations can position themselves for success in the next normal.
From India, Gurugram
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