Hewlett Packard Enterprise (HPE) is setting a new benchmark in employee benefits. Called ‘Work that fits your life’, the programme offers hordes of benefits for its employees across its offices around the world, which also includes India.
Some benefits, such as six months’ parental leave, for both women as well as men, is something unheard of till now.
The progressive programme revolves around life beyond work. HPE wishes to go hand in hand with its employees at different stages of their lives — whether they’re growing their family, re-entering the workforce after an interval, or nearing retirement.
Speaking to HRKatha about this new programme, Sailesh Menezes, director, human resources, India, HPE, says, “Our people are the heart and the power of HPE and we are always working on building a culture that revolves around them. We understand that the life cycle of employees changes at different phases and so do their priorities. Employees today expect flexibility in the work environment and we wish to address the same.”
He adds, “Priority of a person changes with time, and everyone focusses on something that matters most at a particular time. We understand this priority shift and also realise that it is absolutely paramount to build a culture in the organisation where these employee-centric issues are addressed.”
‘Work that Fits your Life’ includes benefits, such as ‘Wellness Fridays’, ‘Enhanced Family Leave’, ‘Parental Transition Support’, ‘Retirement Transition Support’ and ‘Career Reboot’.
Wellness Fridays are meant to promote the overall health and well-being of the employees by ensuring that they leave the workplace early once a month so that they can take time out for themselves. Employees will be given early leave post lunch on a particular Friday, and issues such as emotional and physical health, career development, hobbies, and so on will be discussed. This aspect is certainly very important for all employees, and HPE recognises this. This endeavour will certainly boost employee morale to a great extent.
The Company is all set to start the programme as soon as possible.
Sailesh Menezes
“Our people are the heart and the power of HPE and we are always working on building a culture that revolves around them. We understand that the life cycle of employees changes at different phases and so do their priorities. Employees today expect flexibility in the work environment and we wish to address the same”
Enhanced Family Leave aims to provide six months’ fully-paid leave for mothers and fathers following the birth or adoption of a child. If both the parents are from the same department of HPE, both can avail the programme simultaneously. This is a kind of benefit every employee will cherish forever.
Parental Transition Support revolves around parents who want to return gradually by working part-time for up to 36 months after the birth or adoption of a child. Usually, they require this time to raise their new born. The flexible three-year programme will surely help parents do so.
Retirement Transition Support is for those employees who, within a year of retirement, want to ease into it by working part-time, for however long they and their manager agree. It is observed that after retirement, many a times employees feel uncomfortable sitting at home idle or inactive. This is because, for years they have been used to only working. This programme will certainly help them ease into the post-retirement phase of their life.
Career Reboot is for those professionals who have left the workforce for an extended period of time for some personal reason, such as to raise a child or pursue a course. HPE wishes to provide them with job opportunities and training and get them back to work.
These unique initiatives by HPE centred around its employees will set new benchmarks across the industry.
For six years he worked as a planter in tea estates across Assam and Dooars, before he took a call to pursue his second passion, writing. After managing a workforce of 3500, this Hinduite now wants to bring out to the world, the changing dynamics of IR.
