HR Conclave 8.

Humans of HR

Aarya Vaidya Anuj Kapoor Kalpita Thakur

Case Summary and Flow of Presentation Flow of Presentation
About GENZX
Sector: Information Technology/ Information Technology Enabled Services Attract: Devising strategies to attract relevant talent for
w work from home or hybrid workplace.
Workforce: ~ 15000 employees

Financial Status: Profit Making Organization Onboard: Creating a smooth employee onboarding
journey by including MetaVerse, cloud
Employee friendly organization having won Best Place to Work Award for 2 softwares to streamline the process for Work from Home.
consecutive years

Effects of Pandemic Engage: Utilizing technology to increase employee

engagement in the hybrid workplace structure.
Increase in number of projects  

Subsequent increase in hiring - 1000 new employees (300 senior level Retain: Implementing initiatives to differentiate
hires) employee experience at GENZX from other
organizations to increase retention and engagement.
Transition from Work from Office to Work from Home

Current Pain Points Develop: Harnessing individual talent potential by

Unsuccessful transition to Work from Home
Unusual work hours for employees
Reduced Motivation, Engagement and Awareness
Implementing Hybrid Work Model
Workforce reduction due to ongoing recession (~400 employees to be laid off)
revamping training and development processes to
better manage skill gaps.
 
Grow: Formulating employee career growth plans to keep them
engaged and motivated to continue relationship with the
company. Creating a rational promotion criteria.
Exit: Creating a rational, uniform and quantifiable exit criteria to
curb anxiety among employees and reduce sour relationship with
laid off employees.
 Employee Journey / Experience
❖ Job seekers today want to seek out positions that give them flexibility
❖ A massive 94% of workers stated that they would like to continue working remotely even if there was no pandemic, and a whopping 99% have mentioned
they would like to continue it for the rest of their careers
It has become difficult for people to
separate themselves from their
Attract
devices in an increasingly digital
world. Genzx can help with this by
offering flexible options.
To effectively implement the tools
need to virtually sustain the
recruitment process, HR must
involve the right departments and
partners.
Onboarding in Metaverse
Metaverse can supplement the
gamification process by
personalizing and customizing the
onboarding checklist for each
Onboard
employee.
A simulated welcome area can be
developed where the HR heads or
top management executives
congratulate and greet the new
employees. Moreover, a 360
degree tour of the entire office
space can be conducted either
trainer-led or without trainers.
They should highlight how they are working
remotely and add in some team member
testimonials by regularly writing blog posts to
shine light on their processes and team.
When offering remote jobs, they should also
develop a employee development plan for all
remote workers hired. By sharing plans with
successful applicants, they will realize that the
organization cares about their development.
Digital Handbook Personal Growth
Digitize all existing employee
documentation as well as
information about Genzx culture
and stories about how the
company came to be.
Using an online handbook will
create a smooth onboarding
experience. Workplace integration
also becomes easier for the
employees. A digital pathway will
increase efficiency and create a
positive experience for the
employees and less hassle for Genzx
The company should provide the
opportunity for medical and pension
benefits to their employees, no matter
where they are in the world.
They should create a culture that doesn’t
always require remote employees to be
available at a moment’s notice. They need to
promote these values to the potential
candidates.
Collaborative Learning
When new employees have
67% of remote workers are to work as a group to
looking for more work-related complete a case study or
training. group project during
onboarding, it forges bonds.
Genzx should provide
opportunities for new hires to
Introduces team members
access online courses during or
especially in a remote
after orientation and a stipend
setting. But can also be an
for their personal and
opportunity to cross-train
professional development of
teams.
their choosing.
 Employee Journey / Experience

One-on-One and Team Conversations Metaverse and Employee Engagement

Genzx should increase the frequency and depth of one-on-one and
team conversations and ensure there’s dialogue, not simply
broadcasts of information. They should hold open discussions, allow
assumptions to be challenged, and share quality research and
insights.
To free up more time across the Genzx, leaders can work to
reduce the number of large, long meetings, giving managers more
time for smaller team meetings and one-on-one conversations.
Managers should play a crucial role in shaping their team
Engage
A recent Lenovo survey of 7,500 working adults showed that 44% of
employees are prepared to work in the metaverse. Metaverse
workplaces can provide clarity between home and work life, just as
people used to walk into a physical office and there was a general
awareness of comings and goings; this can be reflected in digital
worlds.
Non-fungible tokens (NFTs) can be a great avenue for employers to
recognize employee performance. Showcasing NFTs through
employee marketplaces and monetizing can go a long way to drive
employee retention at Genzx.

members’ employee experience.

Employee Engagement Activities suggestions

Periodic Meditation & Anxiety

Monthly Fun Fridays - Celebration
Project Yoga Parties to
Performance Free snacks of birthdays Hotdesking
Rewards in sessions make work
based and game & personal Facility
form of once a stress talks
Awards evenings milestones
vouchers month normal
 Employee Journey / Experience
❖ Although top management is thinking of letting go 400 employees amidst recession, it is of utmost importance to make sure that the star talent doesn't
leave the organization.
❖ According to a study, 30 % of the new employees quit within first 6 months of the job. Thus retention practices should start from onboarding itself.

Making the new hires aware about Specified workload and flexible working Shining a notable achievement, monthly
the existing company culture & the hours , Weekly review meetings to get project vouchers ,Employee scorecard ,
Retain

practices through induction
sessions, collaboration activities
etc.
Implementing ML based workday
dashboards , insights , productivity
analytics and gamified trainings
to all staffs.
employee insights to ensure smooth
transitioning of work from home.
Reinforcing the mission & emphasizing values ,
fostering open communication channels &
Involvement of senior leadership in
maintaining the traditions that led to the “Best
Place To Work” award.
Performance based rewards, will create
an employee appreciation culture that
provides competitive advantage.
To foster teamwork and build a sense of
community, leisure activities such as weekly
jamboree sessions and Community Circles,
Buddy system should be created.

Assessment Centres Mentorship Programs Access to LMS & training program Employee Forum

Although Genzx has to let go off 400 Genzx can create a voluntary A platform to manage the learning In order to foster open
Develop

employees amidst recession, the
layoffs should not be random.
Setting up an assessment centre will
enable the organization to
distinguish between star performers
and deadwood.
It will also create a sense of fairness
leading to higher employee
motivation & Engagement.
Once skills gaps are identified they
can be reduced using training &
development programs.
mentoring committee.
The mentors should be
approachable by all the employees.
There should be monthly meetups
of mentors & mentees to bring
alignment in the personal &
professional goals of the employees.
Knowledge transfer sessions on
weekends, career management
guidance.
Mentees to become mentors after
passing through the evaluation.
programs.
Access to different free portals by
allowing employees to learn on their
pace.
Dedicated hours for upskilling &
compulsory completion of learning
hours plus evaluation for
promotions.
Group discussions, Business
simulations, on the job training, job
shadowing, job rotations can be
used to train the employees.
communication and to create a
collaborative learning environment.
Forum should contain
representatives from all the
business units.
It can be used as a tool to involve
the employees in decision making &
to obtain employee insights on
important matters.
This way employees will feel
confident & reliable on
management's decisions.
 Growth and Exit Strategy

Growth Strategy Exit Strategy

71%
felt a greater sense of consider leaving their
job satisfaction as a
result of on-the-job upskilling and growth
training and growth.
According to a Gallup
2021 study about Decreasing the bench
Increasing assessment Implementing talent
period limit before
Empowering Workers for employee termination will
passing criteria to reduce reshuffling through
the intake of employees in periodic assessments to
jobs of tomorrow, push employees to upskill
48% employees give higher and bag new projects.
Employees failing to do so
a rational and quantifiable
manner. This will also
identify employee dead
wood and also increase
preference to upskilling will be dead wood for
foster higher employee engagement.
job for lack of organizational capability.
and job growth company.
opportunities.
opportunities.

Formulating an Employee Career Path through detailed discussions IT companies can give
between manager and employee. Path will include all career employees definitive goals
progression options that the employee aspires to achieve and also in terms of learning
will point out skill and competency gaps required to be bridged for relevant technology and
climbing the next rung in the hierarchy. hence generate an
actionable PIP plan for low
performers.
Creating Alumni Network
for ex-employees to foster
healthy relationship with
the company and utilize
their feedback and insights
to develop stronger
employer brand.

Rolling out periodic opportunities in varied domains for employees
to try their hands at something beyond their current skill spectrum,
will promote upskilling and horizontal career growth. The project
could be bagged through technical assessment and personal
interviews to check skill levels.
Quantifying employee’s performance at all touch points and basing the termination on those
parameters will eliminate the randomness from the process and also provide employees with
an idea as to what they should do to avoid being laid off. All the above processes set a
definitive termination criteria which will curb anxiety amongst employees about getting laid
off and establish trust towards the organization.
THANK
YOU!
References
Forbes-MetaVerse, A new frontier in Talent Engagement
OWL Labs - Remote employee onboarding tips
Panther: Strategies to attract employees remotely
Gallup 2021 Survey-Empowering Workers for the jobs of tomorrow
Euro Asia International Journal:
A Study on Training and Career Development as an Employee Retention Strategy in I
T Industry in India:
Harvard Business Review-Why Employees Stay?
SHRM: Developing and Sustaining Employee Engagement
Forbes Study: 3 Ways the MetaVerse could transform HR
Forbes: Employee Experience in MetaVerse