{"id":2866,"date":"2021-10-06T12:14:06","date_gmt":"2021-10-06T12:14:06","guid":{"rendered":"https:\/\/news.sap.com\/india\/?p=2866"},"modified":"2023-08-14T18:14:55","modified_gmt":"2023-08-14T18:14:55","slug":"thriving-in-the-vaccine-economy","status":"publish","type":"post","link":"https:\/\/news.sap.com\/india\/2021\/10\/thriving-in-the-vaccine-economy\/","title":{"rendered":"Thriving in the Vaccine Economy Through Human Experience"},"content":{"rendered":"

2020 ushered us into a new way of working. Organizations are now moving to investing and setting up infrastructures to provide a superior work experience to their people\u2013 Hybrid 2.0. 麻豆原创 organized the 麻豆原创 HR Connect 2021<\/a> to throw some much-needed light on how we can design employee experiences for the hybrid 2.0 world that are holistic, progressive, agile, technology-driven, and most importantly, more human!<\/p>\n

The event brought together talent leaders for a Power Panel Discussion to shine the spotlight on the ongoing shift from HCM to HXM<\/a> in the vaccine economy. Moderated by Cindy Scholts, Virtual Learning and Development Manager, People Matters, the panel included – Shuchika Sahay, Global Chief Human Resources Officer, Firstsource; Nitinchandra Shende, Head \u2013 People Operations and Corporate Initiatives and Ashish Mittal, Head of People Function, Aviva India.<\/p>\n

While reflecting on the current work scenario, the panel answered some critical questions on how human experience management principles will occupy center stage as tools to engage employees and how they are redefining EX to align business outcomes for a hybrid world.<\/p>\n

The shift from HCM to HXM <\/strong><\/p>\n

Amit Mittal:<\/strong> The shift was already happening, especially in Indian organizations. What these last 18 months have done is put this shift on steroids and fast-rolled it across sectors. Identifying employee needs and managing them is an essential part of staying competitive in the market.<\/p>\n

\"HR<\/p>\n

It is said, “people share a good experience with a friend, but a bad one with the whole world”. As an organization, this has driven us to focus on people who are leaving to ensure that they have a good experience because we see them as our employee champions.<\/p>\n

Another shift that has happened within organizations is – instead of thinking of our employees as a captive population, we have started looking at our employees like our customers. Previously, we used segmentation sparsely, e.g., as part of the dashboard building process, but now we are refocusing on segmentation to find different ways to improve employee experiences.<\/p>\n

It\u2019s become abundantly clear that one size doesn\u2019t fit all. And it is essential to get in touch with the ground reality for each employee to understand their needs and take up initiatives and interventions that support them individually.<\/p>\n

Nitinchandra Shende: <\/strong>From an HCM point of view, during the pre-pandemic era, we all had standard operating procedures (SOP\u2019s) in place for processes and, everything was documented in a pre-determined manner. The pandemic shattered all boundaries within which we previously operated, creating chaos in terms of how we live through each of these events\/experiences.<\/p>\n

When the first lockdown was announced, the primary priority was to ensure the safety of every employee and enable their contributions. As the scenario evolved, we experienced more and more life events that we could not have imagined in the past. None of these events\/experiences were a part of our SOP’s till March 2020. But we had to start looking at them from an organizational perspective. This brought about the shift from procedural to experience-focused aspects and made it essential for us to start looking for solutions and processes that are more individualistic and relevant to the current needs.<\/p>\n

Shuchika Sahay: <\/strong>There are a lot of interesting shifts that have been accelerated \u2013 not just because of the pandemic but due to a lot of other aspects as well. Technology, for example, has been accelerating a lot of things in the societal space. Digitization has simplified even the most basic of processes. So now, when it comes to organizational processes, we look for the same kind of convenience.<\/p>\n

Another critical shift has been the “rise of the state”. To control the pandemic’s spread and manage its wide-ranging impacts the state has demonstrated a critical role in shaping responses, strategies, and approaches in tackling problems at a more individual level. When states act on account of employees, we see a shift in terms of employee behavior itself. And this brings with it some level of pressure on HR and company leaders to take a closer look at the nuances and need for personalization.<\/p>\n

Thirdly, the pandemic has also exposed some glaring gaps in organizational offerings. E.g., DNI has been a critical aspect of the organizational construct for the past two decades. But it is only during the pandemic, that organizations have realized that most of their female employees are the primary caregivers, and they hardly have any infrastructure in place to support them or their needs. Organizations are slowly but surely making an effort to step back and find new ways to tackle problems that previously flew under the radar.<\/p>\n

HR is no longer an internal function. Social media has given everyone an outlet for a new kind of employee activism and feedback. Adding to the pressure on HR to shift focus on creating better employee experiences. They no longer have the luxury to design processes from a single perspective and should take into account the end-user perspective.<\/p>\n

Key areas of focus for redesigning EX<\/strong><\/p>\n

Nitin: <\/strong>In the pre-pandemic world, we could generalize a lot of things and could easily divide employee lifecycles into various phases \u2013 recruitment, onboarding, etc. And simply build experiences around these certain events. As we live through the pandemic things have changed. From an HR perspective there are 3 things that we need to look at in particular:<\/p>\n

\"HR\"<\/p>\n