New beginnings don’t always need a calendar, but they begin with gratitude, reflection and a renewed mindset.

Wishing everyone Nutan Varshabhinandan! 

As the lights of Diwali fade and a new dawn rises, Gujarat welcomes another journey of hope, joy and prosperity.

Gujarati New Year is more than just a celebration.

It’s an opportunity to reset, realign, and reignite our purpose.

Whether in business or life, it reminds us to:
Start fresh with positivity and courage.
Carry forward the lessons of the past year.
Build meaningful connections rooted in trust and goodwill.
Celebrate growth, unity and cultural pride.
Step confidently into new opportunities with a grateful heart.

Wishing everyone Nutan Varshabhinandan and may this new year bring abundant success, happiness and soulful beginnings!

#NutanVarshabhinandan #GujaratiNewYear #FreshBeginnings #GratitudeAndGrowth #PositiveMindset #vipulMmali #postAresume #vipulthewonderful

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I’m excited to invite you to an engaging Live Session on Culture: A Catalyst to Company Growth.

We’re featuring Bhautik Kumar, a Communication Coach who’s been making waves by helping IT professionals, founders, and CEOs sharpen their communication skills.

Date & Time: Friday, 25th October at 8 PM IST

Join us on LinkedIn – https://www.linkedin.com/events/7254409756776259584

This is a golden opportunity to get insights tailored to your specific needs.

Join us on YouTube – https://youtube.com/live/9-EYrH2s3Mw

Whether you’re an IT professional, a CEO, or just someone who’s interested in improving communication, this session is going to provide tons of value.

#VipulTheWonderful #ExpertTalks #CompanyCulture #CommunicationSkills #GrowthHacks #LeadershipDevelopment

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Expert Talk Ep. 135 with Dr. Shekhar Pawar on Serving Businesses and Public Cybersecurity and Safety

Are your business and personal data truly secure?
Worried about online security threats?
How can you protect your organization from Cyber-attacks?

In today’s digital age, the importance of cybersecurity and safety for businesses and the public cannot be overstated. That’s why I’m excited to invite you to a special live session focused on this critical topic.

Date & Time: Fri, 13 Sept, 8 pm IST
Speaker: Dr. Shekhar Pawar
LinkedIn Link: https://www.linkedin.com/events/7238857522340651009
YouTube Link: https://youtube.com/live/vVTFwe5edt0

Dr. Pawar is the Founder & CEO of SecureClaw Inc. (USA) and GrassDew IT Solutions Pvt. Ltd. (India), with a PhD in Cybersecurity from SSBM Geneva.

Make sure to set a reminder and join us live for this engaging and informative session.

Looking forward to seeing you there!

#VipulTheWonderful #ExpertTalks #Cybersecurity #BusinessSafety #OnlineProtection #CyberLeadership

The post Expert Talk Ep. 135 with Dr. Shekhar Pawar on Serving Businesses and Public Cybersecurity and Safety appeared first on POST A RESUME HR Consultancy.

Hewlett Packard Enterprise (HPE) has a dedicated third-party team to take care of and support its employees, who contract the COVID-19 infection. Called the Hitchki Response Protocol, it takes complete control of the situation. Irrespective of whether the employee is working from office or home, from the moment the suspicion of infection arises, the team takes charge of the situation.

“Humans are social beings, who are used to interacting and communicating at a social level, that doesn’t exist anymore. On one hand, while few employees are excited at the opportunity to work remotely — because it offers flexibility, and has increased their productivity — there are a bunch of employees who are deeply affected by the virtual working setup.”

“From getting the employees tested for the virus from the comfort of their homes to arranging beds in hospitals and providing PPE kits, the team does everything. We are deeply committed to the wellbeing of our employees,” shares Sailesh Menezes, director-HR, HPE.
Not just the physical wellness, HPE is also committed towards the mental wellness of employees during these tough times.
“Humans are social beings, who are used to interacting and communicating at a social level, that doesn’t exist anymore. On one hand, while few employees are excited at the opportunity to work remotely — because it offers flexibility, and has increased their productivity — there are a bunch of employees who are deeply affected by the virtual working setup,” Menezes says.
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“Wellness in an office environment is very different from that in a virtual setup. Today, you are not just managing your work life but also your home life. So, there are employees managing the domestic and professional front at the same time, which is a lot more challenging,” points out Menezes.
He believes the stress is more on the women staff. One needs to understand that children, who used to go to schools or creches, are now at home all day. With no domestic help, managing domestic chores, taking care of the elderly and the children along with handling official work, builds up a lot of stress.
“We realised that there is an extraordinary amount of stress, more on our women employees than men, just like the socio-cultural norms in India, wherein most of the household chores tend to fall on women. Therefore, we directed a lot of webinars, especially our employee-assessment programmes, towards women during these times.”
To connect with employees at large, HPE has initiated a weekly programme, called the ‘Virtual Happy Hour’, that brings teams together for casual discussions and sharing of thoughts. Also, a global connect is established with the CEOs interacting frequently with the employees.
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According to Menezes, “Nothing has changed much in the past few months except for the fact that physical engagement has given way to virtual engagement.”
Productivity enhancement
Menezes rightly explains that productivity can be looked at from different aspects — the infrastructure to be productive at home, the flexibility to be able to provide support to the organisation and the customer, keeping in mind their work schedules, and the physical and emotional state of the employees to be as productive as they are in office.
The Company has allowed every manager to define productivity in their own way. So, each manager works with his/her team on certain productivity norms and goals, taking into consideration their life at home.
“Productivity is also about enabling employees to work productively from home. So, we have provided employees with requisite infrastructure, such as high-speed dongles and power backups,” shares Menezes.
Learning and development
For Menezes, the lockdown has driven a high demand for online learning. Accordingly, the third important pillar for HPE is the entire learning process, which was virtualised.
The focus was primarily on virtual-learning platforms, which are cloud-based and available on mobiles phones, where employees can easily access and learn on the go.
“We are driving the whole learning mission to take HPE as a learning organisation through the virtualised-learning platform,” he adds.
On the hiring front, the Company is focussed on need-based hiring. “We will continue to emphasise on internal roles, because we believe in giving opportunities internally,” claims Menezes.

The post HPE’s Hitchki Response Protocol for COVID-infected employees appeared first on POST A RESUME HR Consultancy.

1. Self-Directed Learning/Self-Motivation

This is a crucial competency for any successful work from home employee to possess. Many positions that have traditionally been in-office, now require employees who can manage themselves. As we all adapt to this new normal, many employees and job candidates find themselves juggling work-life balance in a very different environment.
For instance, organizations may hire employees in different time zones, single-parent employees, and folks from all walks of life. Being “flexible” in work from home environment might mean getting out of the comfort zone of working a traditional 9-5. The key result is hiring people who can meet deadlines, produce quality work, and get the job done as their schedule allows.
The other side of this is finding candidates who possess teamwork and collaboration skills; those who demonstrate a willingness to also work around other coworkers’ availability.
If you’re hiring make sure to ask candidates about their personal obligations and what they’ve done in the past (or could do for your organization) to ensure that they’ll meet expectations. Beyond hard skills (coding, computer software prowess, etc.), you need to find talent who are self-motivated to perform and can learn on their own.
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2. Conscientiousness

Our current status quo is something of a global experiment with working from home. More employees are working directly from home. Everyone’s in a remote lockdown situation which is going to yield personality traits and characteristics of current and future employees. Regardless of where and when work gets done, the fact remains that it has to get completed. Look to hire teams that can work in-tandem over Zoom, Chat, Slack, etc., and who can fulfill roles as if nothing were different. Your most valuable employees are the ones with the most self awareness.
That’s partly because conscientious employees and candidates are the ones who can make the remote work situation work for themselves. These individuals can blend their personal and professional lives under one roof. In interviews, you can ask whether people have worked remotely or not before and how well they’ve done in those respective roles. Additionally, Video interviewing and game-based assessments software can identify competencies such as conscientiousness, cognitive ability, drive for results & initiative, dependability and adaptability.
Using secure, validated software and people science is a great way to find ideal candidates faster. Which, of course, you can accomplish without relying on a traditional interview structure.

3. Work Ethic

We’re all dealing with highly-stressful situations in regard to everything that’s happened in our world this year. Of course, adding stress to our already-stressful personal and professional lives doesn’t make anything easier for anybody. However, hiring committees can glean a lot about an individual’s work ethic from video interviews and assessments.
During interviews, make sure to drill down deeper into a candidate’s self-management skills. For instance, you can ask if a candidate is capable of knowing what it takes to get their required work, regardless of when they do it and how they balance it with their personal lives. For some, that might mean taking early morning calls–or finishing tasks into the evening.
Of course, remember to be transparent and explain what each particular role will consist of. Explain that nobody will “be monitoring” whether or not an employee is online (unless your organization utilizes that type of software). Rather, work ethic in the new normal is all about dependability and having the ability to bring results-driven work to an organization.
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4. Self-Management/Independence

Given the current state of the world, employees and employers need to keep one thing in mind: there is a certain amount we can do and a certain amount we cannot do. However, organizations looking to hire remote employees should ask prospects about their performance and abilities in a “regular” work environment.
Additionally, invite them to offer you a self-assessment. Besides the greatest strengths and weaknesses, what’s their preferred working style? Do they prefer operating solo–or do they wish to be part of a team? Does your candidate take feedback well? Can he/she/they manage multiple projects on timeliness that matter most for your team?
The biggest change in the COVID-era workplace isn’t whether or not a candidate can perform their job. It’s whether or not they can take on the personal challenge of merging their lives and careers–and do it independently while supporting the overall goals of your organization. Additionally, they’ll need to be adaptable in terms of merging their personal & professional lives with the lives and roles of your team and organization.

5. Adaptability/Openness to New Experiences

You need to look for employees and job candidates who have a natural ability to manage their time well; those who produce quality, consistent work. In fact, this last competency ties into a metric we discussed earlier: conscientiousness. The companies that succeed while working from home will hire (or have already employed) professionals who can manage their work, schedules, and productivity without the need for a “hands-on” manager.
These types of professionals can get the job done from wherever and whenever. The key is finding those who possess a personal level of adaptability and the ability to work from home. The ideal work from home candidates are the ones who can balance personal and professional lives under one roof, while learning the processes and procedures of a new company. Essentially, you need to have coworkers, team members, and leadership who can manage the new blend of work and home life.

Wrap-Up

The old adage is slightly true: “there is no ‘I’ in ‘team.’” However, the caveat is that, when hiring remote employees, hiring managers should absolutely look for evidence of independence. The best, most successful candidates, will demonstrate the ability to both work independently and as part of a team. Make sure to ask the right questions in the interview. Understand what you’re needing from a remote employee–and certify which candidates can deliver.
Also, make sure to constantly communicate with your team. Check in with your employees, make sure everyone is handling their respective situations. Ask if someone needs help. Now is a time where emotional intelligence, authenticity, and empathy will pave the road for success.
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The post 5 Competencies to Look for When Hiring Work-From-Home Employees appeared first on POST A RESUME HR Consultancy.

It is not just people worldwide who are adjusting to the sudden, drastic changes in life brought about by the coronavirus pandemic, but companies are having to adjust too. If organisations manage to see the opportunity in this crisis, they can emerge stronger, more creative, and with a more loyal and engaged customer base.
Insurance companies, such as Aviva Life Insurance are crafting their response to the crisis and are continuously striving to improve their existing practices.
Amit Malik, chief people operations & customer services officer, Aviva Life Insurance, says, “Any crisis is an opportunity and I think that has been one key element of our response — be it towards our customers, partners or employees.”
The Company’s response to the Covid situation was guided by its crisis-management team. To ensure business continuity and stakeholder communication, the focus has been on its employees and customers.
“It has involved relooking at a lot of processes to enable remote functioning, quick adoption of digital means and educating our customers to do the same, increasing the frequency and nature of communication with our existing customers, and helping our employees manage their health and wellbeing in these tough times,” adds Malik.
Very simply put, there were three challenges that the Company had decided to focus on when the menace broke out.
The first challenge was to make sure that any new customer seeking a new policy is able to do so, and hence, the whole policy-issuance process needed to continue even while working from home.
Second, attention had to be drawn towards the existing customers. The Company had to make sure that they were able to reach out for any help they required with respect to their policies.

Any crisis is an opportunity and I think that has been one key element of our response — be it towards our customers, partners or employees

The third and most important challenge was to ensure that the employees, the Company’s driving force, did not experience any form of anxiety because of the ongoing uncertainty.
Living the value of ‘Care More’ in these challenging times, Aviva India continued with its legacy of ensuring the engagement and wellbeing of its employees and took no time to adopt social- distancing norms. Guidelines and best practices were shared with all employees to help them balance their mind, body, heart and soul as they continued to work, even while handling added household responsibilities.
The ‘Work Feeling Happy Campaign’ or WFH was launched to ensure that learning never stopped. The fun activities did not let anyone’s mental wellbeing be impacted during the testing times.
To handle this situation in a structured way, the Company came up with several strategies as a key to encourage everyone to embrace the new normal.

Learning via ‘Curious Learner Challenge’
Aviva India’s 1700+ employees have been provided access to 8500+ learning resources to identify their learning needs and enjoy on-the-go learning. People have shown interest in courses not only related to their jobs, but in various fields such as IT, coding, fine arts, photography, music, social-media advertising, mindfulness, leadership skills and so on.

Over the last two months, Malik shares, “We have curated and shared over 25 webinars and podcasts and received excellent feedback. It is indeed interesting to see insights from employees who attend webinars and live sessions shared by us, which encourages healthy debates on the WhatsApp groups.”

Engagement via ‘Work Feeling Happy Campaign’
This four-week campaign aimed to equip everyone with information, micro-steps, fun quizzes and webinars on weekly themes and complimentary access to a meditation app, which they could enjoy along with their families.
The initial theme was health and wellbeing, with the focus being to ensure that the disturbance in the daily schedule and reduced movement does not impact the physical and mental wellbeing of the employees. This was followed by mindfulness and gratitude, with an aim to de-stress everyone.

Gradually, the employees were offered online courses, along with activities to inculcate budgeting amongst kids and family, and understand the shortcomings while handling personal finances. The employees were also guided on being resilient in adverse situations similar to the current scenario around the globe.

The evolution of the video platforms has built a supportive ecosystem for the sales team.

Under such extreme conditions, the ability to adapt to digital platforms faster has helped its salesforce deliver even under lockdown conditions.

“Our ‘mobile sales tool’ has helped them log in policies without requiring personal meetings with the customers. Customers were encouraged to leverage the benefits of the self-service portal— that helps them with their policy renewals and so on, for which they would typically depend on their advisors,” Malik said.

The crisis and the related uncertainty of health and life have made the need for insurance stand out like never before — especially in a country, such as India, where people are prone to buying insurance not for indemnity, but rather investment.

The insurance company is living up to its purpose of ‘With You Today for a Better Tomorrow’, wherein it is operating with the goal that not a single customer’s policy should lapse for the lack of awareness or inaccessibility to our services.

In Malik’s words, “After the initial low in March, renewals have steadily improved — the top query in our call centres for the last month has been about renewal premium payment and our business numbers for the months of April and May are evidence of the same.”

Moreover, self-service portals for policyholders are proving to be game changers for Aviva Life Insurance.
Malik believes that insurers will need to ramp up their call centre operations to keep pace with the increase in premium payments, claims and other customer requests. Going forward, new- age solutions such as cloud telephony, AI-powered chatbots, and interactive voice response and so on will provide the customers with contactless service and seamless experience.

Now that the Company has got back to working from office, albeit with just a few employees initially, the challenge is to help its people imbibe social distancing as the new normal.

Aviva is meticulously putting in interventions for every single minute that an employee spends in the office to ensure that social distancing is maintained at all times.

An onsite doctor has been engaged who visits the office thrice a week to check on all support staff and any employee who is feeling unwell. Employees have to sign an e-health declaration every day before coming to work. For seating arrangements, a minimum six-feet distance is ensured between the work stations. Employees will have limited usage of common spaces, such as the cafeteria, lifts, meeting rooms and so on.

For Malik, employee safety is paramount, and therefore, even more than the numbers, it is about understanding who can contribute from home and who needs to come to office.

The post How Aviva Life Insurance India sees opportunity in a crisis  appeared first on POST A RESUME HR Consultancy.