The pandemic has given rise to hybrid and remote workspaces – one of the biggest trends defining the now and future of work. With most firms introducing hybrid work models, life in a physical office may no longer be the norm. But are smaller businesses ready to be part of this change?
"The level of volatility in most aspects was high in the previous two years, and we can expect another [high level of disruption] in 2022 as well," shared Vikas Singhania, CEO, TradeSmart. "We cannot blindfold ourselves from new COVID variants erupting in different parts of the world."
Prioritising work flexibility
As flexibility stands to be one of the key requirements of top talent, Vikas believes that we can observe the sustainable hybrid or permanent remote work models being taken up by most organisations. But these involve transforming processes.
"We ourselves have switched to a complete remote working model where employees have the flexibility to work from anywhere," Vikas said.
However, this new flexible model of work comes with its own set of challenges. There is now a greater need for interacting, building connections and driving collaboration than ever before.
With new trends driving the hybrid culture, Vikas recommends:
- Building a workforce that is more skill-driven and less role-driven since specialised skill sets will be a key differentiator for defining the future of work
- Understanding the physical and mental health requirements of employees, with well-being initiatives tailored to online engagement
Apart from these, TradeSmart is also searching for talent who can add to their line of services and adapt to the company culture. After all, it's necessary to have a common cultural thread in every resource who joins us.
"We value resources who take ownership and take pride in being a key stakeholder in the company," Vikas said. "We are also looking forward to having tech-savvy resources and self-starters. Someone who understands the business and thinks in alignment to our mindset. We also give preference to flexible and adaptive talent who can shift to the changing demands of our ever-evolving industry."
Nurturing HR’s role in driving change
Vikas believes the role of HR has become more robust and extensive, no longer limited to location or geographical barriers.
"While skills and resonance to company culture lead the hiring parameters, bringing diversity into the workforce can now be achieved with flexible workforce building policies," Vikas said.
To lead organisations, HR professionals need to invest in themselves. "Considering the situation globally, we must empower and strengthen our team force with supportive analytical and virtual tools – to enhance the decision-making process and lead organisational growth," Vikas added.
Along with having a data-driven mindset, HR leaders need to use technology to strengthen the workforce.
"Besides technical programs, introducing innovation challenges and virtual training programs is required to think innovatively and enhance the communication and digital skills of employees," Vikas said.
Collectively, these help build a digitally enabled and competitive workforce, carrying the business forward and achieving goals for the enterprise.