131 ISSUE JULY 2022, MONDAY

SPECTRUM

IN THIS
ISSUE

WHICH WORK MODEL

WORKS FOR YOUR
ORGANISATION
PAGE 1-2
WHICH WORK MODEL WORKS FOR YOUR
START UP CORNER ORGANISATION
PAGE 3-4

Traditional workplace procedures are being tested by changing

NEWS CORNER talent demands, forcing executives to restructure current work
& arrangements to accommodate flexibility. MSMEs, startups, and
HR FACTS rapidly expanding businesses must prepare for this transformation
as hybrid technology becomes the standard and businesses seek to
PAGE 5 improve performance.
THE EVOLVING MODELS OF WORK
Due of remote working, practically every organisation with Covid
PSYCHOLOGY CORNER underwent continuity planning. According to Kshitiz Sachan,
& Process Strategist of Keka, "Hybrid has grown as the most practical
QUIZ TIME working model two years later."
According to several reports, employees prefer a mixed work
PAGE 6 arrangement in which they spend some days working from the office
and other days working from home. Numerous businesses are using a
hybrid approach to operate in accordance with employee demand.
As employee preferences change, HR leaders are forced to develop
hybrid models that benefit both the employee and the organisation.
Hybrid increases efficiency, decreases office expenses, and promotes
productivity. This necessitates hybrid preparedness, which means
businesses must fully comprehend the makeup of their workforce
and figure out how to engage employees with the organization's
culture and goals.
The future is hybrid. The old standard won't return, and hybrid technology will remain
a viable option, according to Kshitiz. In its semi-annual study, Fynd gauges public
opinion on working models: Work from home (33.3%): A young workforce likes to work
from home to network and experience the office environment.
Remote work 33.3 percent of people who work remotely do so after relocating from
major cities to their hometowns. Hybrid work (33.3%): People want the adaptability of
2-3 days of working from home in addition to working from the office to stay in touch
with leads and teams. Employees' worries about full-time office work include those
related to Covid's safety, commute times, travel costs, proximity bias, leaving
hometowns, and work-life balance. Given this, 74% of Indian companies concur that
hybrid working is the future, necessitating the choice of an appropriate hybrid
working model.

MAKING HYBRID MODEL FOR HIGH PERFORMANCE

High-output teams are guaranteed by Fynd's policy of continual learning and

continuous growth. A committed L&D staff creates learning objectives for each level
that are tied to the KRAs and plans monthly learning sessions. When combined with
the correct growth opportunities, this helps develop and cultivate talent internally,
which promotes employee retention.
Workcations involve sending entire teams on a weeklong vacation to a tourist site for
brainstorming and team-building exercises. According to Nishigandha, "this has
helped bring in the majority of our fresh ideas for new enterprises and new goods."
Co-working options: Fynd has partnered with co-working locations where staff
members can choose to work from to make it easier for remote workers to periodically
gather and collaborate.
Success management: Fynd's OKR management tool cascades goals from the business
to the team, the leader, and finally the person, making it easier to track performance
while reducing the proximity bias, which is a significant obstacle to remote work.
The creation of initiatives to improve people's health, such as flexibility alternatives, is
the focus of a committed wellbeing team. In order to realise the benefits of these
projects in a hybrid environment, it is essential to establish the fundamental
organisational values that will motivate leaders and teams to act in ways that are
consistent with the business' goals.

PEOPLE DEVELOP PEOPLE

This necessitates technological investment across all HR job tasks, claims Kshitiz.
"Following Covid, the majority of manual tasks were routed straight to the end user
rather than through HR. Therefore, we included a remote shift-scheduler in our system
that users may use to implement their hybrid models, according to Kshitiz.
However, in order to empower the end-user, cooperation and the identification of the
appropriate trigger points are more important to the success of remote-centric HR
technology. Leaders need to regularly get feedback from surveys, understand it, and
then develop a plug-and-play solution based on hybrid best practises. Building a
bridge is crucial to 'people development' since remote and hybrid working destroy the
link between employer and employee.

SPECTRUM | PAGE 2 JULY 2022, MONDAY

START UP CORNER
REBEL FOODS

Rebel Foods is an online restaurant chain that was founded in 2011 in Mumbai. This
company owns and operates several Indian and international brands to deliciously serve
the needs of diverse customers. It innovates and involves modern technologies in its
food preparation to deliver the best to its customers. Rebel Foods is the largest Cloud
Kitchen brand in the world today. It has business operations in over 10 countries with
more than 450 kitchens and 4000 internet restaurants.

Jaydeep Barman is the co-founder and the CEO of Rebel Foods. He played a major role
in the growth of the company. Jaydeep Barman was born in Mumbai, Maharashtra. He
completed his MBA from INSEAD and worked as Associate Partner in McKinsey &
Company in London between 2006 and 2010. Jaydeep is also an angel investor and has
invested in several startups like Treebo Hotels, Quinto, The Whole Truth, etc.

Kallol Banerjee is a co-founder at Rebel Foods. He had his higher education in

Mechanical Engineering from Jadavpur University and did his MBA from IIM, Lucknow.
Before joining hands with Jaydeep Barman, Kollol Banerjee worked in Bosch, Singapore.
Ravi Golani has been a part of Rebel Foods since 2015. He earlier served as the Finance
Controller and Chief Financial Officer of the company. Ravi Golani is currently the Chief
Strategy Officer of Rebel Foods. He has completed his CA and CMA from the
corresponding institutes and did his bachelor's from Narsee Monjee College of
Commerce and Economics.

Rebel Foods was established in 2011 as a physical restaurant with in-dine facilities. The
company was earlier called Faasos and the business was doing good.In 2014, the
founders attended an investor-entrepreneur meet, where they were advised to make a
revised study on the business operations. As a result, Rebel Foods conducted a customer
survey and realized that only 30% of them are utilizing the restaurant's outlet.

With 70% of the customers already online, Rebel Foods decided to improve and
enhance its online business and started a cloud kitchen alongside its physical outlets in
2015. By 2016, the company closed all its in-dine restaurants and started serving
customers only through the Rebel Foods cloud kitchen platform.

Rebel Foods seems to be the apt name for this company considering its pathway
towards success. There is no official reasoning for the name of this Cloud Kitchen
startup but the term 'Rebel' means 'to fight against something/somebody'. And yes,
Rebel foods fought many hardships and created its own pathway to where it is
positioned today

SPECTRUM| PAGE 3 JULY 2022, MONDAY

Rebel Foods operates with a vision to "create unique
memorable and delightful experiences for customers
on all occasions".Jaydeep Barman, the founder and
CEO of Rebel Foods, said in an interview that the
company is also aiming to a point where they
wanted "to have consumers open the Rebel app, the
same way they open their fridge and ask 'I wonder
what Faasos has for dinner tonight". Rebel Foods is
entirely focused on the needs and satisfaction of its
customers.

Rebel’s business model explains that the company "Integrity,

grows along with its partners and the associate
insight &
brands. They together sell their brand's products
online across 10 countries. Rebel Foods made a inclusiveness
revenue of Rs 400 crores in FY 2021.
are the three
Rebel Foods's major focus is to expand its business essential
as far as possible. The company announced that it is
planning to widen its reach to over 100 cities in India qualities of
by 2023. It is also targeting the international markets
through various alliances and partnerships. Rebel
leadership."
Foods is running towards doubling its revenue to Rs
800 crores in the FY 2022-23 and has a plan to
launch its IPO in a couple of years. SADHGURU

SPECTRUM | PAGE 4 JULY 2022, MONDAY

 NEWS CORNER
1. Green jobs witness 31% surge
as organisations focus on
sustainability practices:
Monster India.
2. Five in 10 IT, software firms
use employee engagement to
attract talent.
3. Centre asks Delhi govt to
make NOC mandatory for
L&DO property registration.
4. 'The Rise of the Bots': Bot
deployments in India
surpasses rest of the world.
5. IKEA India appoints Murali
HR FACTS Iyer as chief financial officer.

1. If a job application is too

complicated, 60% of
applicants give up.
2. 61% of recently hired
employees skipped the
company culture training
session.
3. 41% of highly motivated teams
had reduced absence rates.
4. 92 % of managers believe they
are performing well.
5. 83% of workers prefer to be
praised while receiving a
reward from the company.

SPECTRUM | PAGE 5 JULY 2022, MONDAY

PYSCHOLOGICAL CORNER

Sauce-Bearnaise Syndrome
Sauce-Bearnaise Syndrome which
suggests that conditioned taste
aversion can occur when an
individual associates the taste of
a certain food item with the
symptoms caused by a toxic, or
spoiled substance.

QUIZ SECTION
1. Who is the CEO of Realme
India?
2. Does formularization decreases
variability?
3. Span of control is high in which
activates?
4. The acknowledgement of an
employee’s outstanding
performance is known as ___.
5. ewards provided in an
organization are __ in nature.

ANSWERS FOR SPECTRUM 130' QUIZ

1. KAZUHIRO KASHIO
4. TANGIBLE
2. HYGIENE’S 5. PART TIME JOB DURING OFF HOURS
3. PROPERTY MANAGEMENT SYSTEM

SPECTRUM | PAGE 6 JULY 2022, MONDAY