Page 42 - SightsIn Plus, Nov 20

Interview Sheetal Shah

physical presence of employees in Working hours, locations, and even industry, you need to attract and retain
offices, fewer people in one confined the work arrangements to become the very best talents. To achieve this,
space may not mean fewer human more fluid. Remote working to be an it is crucial that we evolve the way
resource issues but it will mean need for integral part of every organization. we communicate with our potential
innovative approaches to retain critical The popularity of contractual jobs, candidates and our employees. Under
connect within teams as well as with gig assignments, and freelancers will the Schindler People Promise program,
the organization at large. grow. The workforce will constantly we brand Schindler as a great place to
upgrade and build capability to remain

work, communicate the responsibility
Q. impact on HR Budget 2021? competitive and relevant. Focus on we hold for the society, let talents know
How will these challenges
why it is exciting to work for Schindler,
learning and development will increase
and what will HR functions be on to make employees future-ready. The and what it is that they will get out
the top in budget allocations? retention of high performers and high of their experience working for our
company.
potentials will become essential.
A. Constant Communication, What is the hiring strategy, While we do not foresee any increase
To thrive in the new normal,
Compassion and Connection will be Q. can you elaborate on your in overall headcount in the next
the key. Top budget allocations will hiring plans for the next two two quarters, our hiring strategy
be towards communication tools that quarters? has a three-pronged approach. One
best suit the employees, providing is to invest in freshers – we have
flexible and remote work options, A. At Schindler, we believe in different cadre programs to build our
people development with special staying rooted in our values and talent pipeline. We bring in freshers
focus on life skills, creating leaders vision. As an organization, our vision from Vocational Trade institutes,
at all levels, employee well-being is “Bigger, Faster, Fitter”. Our People Engineering colleges, and Management
initiatives, retaining the best talents, Strategy is focused on making our Schools and offer career development
and digitization. workforce ‘Fit for Future’.Our hiring programs. Second, is to hire ‘talents’
strategy is focused on bolstering our for all replacement positions. We hire
For instance, at Schindler, People workforce with diversity, top talents, to promote. Third, we are proactively
Development is a core value. Under the and overcoming leadership succession creating an external pool of diverse
umbrella of JeevanJyot (Light of Life) challenges. candidates so that when we can
Academy of the Schindler University, onboard them as soon as there is
we are working on offering programs The hunt for skilled talent is getting suitable position available.
and wholistic learning journeys that more challenging. Candidates are
will enhance life skills such as being more informed and have more choices. Q. What do you see as the
mindful, staying agile, becoming When you want to be the best in your skillsets of the future?
comfortable with discomfort, learning
to be centered, managing stress A. More than skills, we should
and fear of uncertainty, displaying look at employees with critical
compassion, listening, coaching, More than skills, capabilities such as Empathy, Trust,
mentoring, overall fitness, etc. we should look Agility, Multi-dimensional thinking,

Growth Mindset, and Resilience.
Q. workplace, and workforce is at employees Any concluding remarks?
How the concept of work,
likely to evolve in the coming years? with critical Q. We may be in this nebulous
A. unknowns, we do not yet capabilities such A. situation for the long haul
Among the many current
as Empathy, Trust,
and the impacts may be enduring -
know how badly the global economy Agility, Multi- organizations will require long-term
will be affected and how quickly adjustments to adapt work practices
it will recover. Notwithstanding dimensional and culture. We will not be able to go
the unknowns, it is obvious that back to pre-COVID ways of working. It
COVID-19 will be recognized thinking, is crucial for HR to revamp the policies
for changing the way we work in Growth and processes in accordance with the
fundamental ways. The new way of new normal.
work may create a need for some new Mindset, and
roles, render some roles redundant, or Resilience. Thank you, Sheetal!
require upskilling of existing resources.

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