“The war of talent will force organisations to be more innovative in designing jobs,” Mahipal Nair

Mahipal Nair, CHRO, South Asia, Middle East & Africa, NielsenIQ shares that if compensation isn’t a major factor then what acts as a key differentiator between employers is the benefits that they offer to their employees, and upskilling opportunities is top on that list

0
8667

A big change in 2022

Organisations that find ways to redesign work and bring more simplicity in processes, foster a trusting and empowering culture. Automation and introduction of technology in the HR function have accelerated in the past two years. Smooth operation in a remote setting, automation of the on-boarding and off-boarding processes as well as the talent shortlisting via AI are some changes that have occurred in the past few years.

As for the workplace, I see companies redesigning them in a bid to attract people back to offices. Amenities such as sleep pods, designated work space, breast feeding rooms, and so on, which make the office environment more comfortable will be incorporated by a lot more companies in the near future.

Continuous learning to combat resignation and aid retention

Yes, learning and upskilling will continue to remain a big focus. Employers prefer to invest in employees who bring in value to the business. Hence, for an ideal employee-employer relation, both parties need to work in tandem to keep an eye on trends, identify skills that can be acquired and move forth accordingly. Retention can be aided by constantly providing learning and upskilling to employees. If compensation isn’t a major factor then what acts as a key differentiator between employers is the benefits that they offer to their employees, and upskilling opportunities is top on that list.

“Working with a purpose will make employees stay in an organisation much longer”

Gig driven by choice or business challenges

The war of talent will force organisations to be more innovative in designing jobs. With the changing workspace and prevalence of hybrid work culture, companies will have to accept the fact that a lot of talent won’t be willing to work as full-time employees. They’re seeking more time for themselves and may be reluctant to work full time.

Working for money to working for a purpose

Working with a purpose will make employees stay in an organisation much longer. However, with the economy growing, rewards and recognition will have to be leveraged optimally.

Comment on the Article

Please enter your comment!
Please enter your name here

11 − 1 =