The very nature of a workplace is in the midst of a far-reaching transformation. Ranjan Kumar Mohapatra, director (HR) at India's largest oil refiner and fuel retailer IndianOil, gives Sanjay Dutta an insight into what the new normal could be:
How will the pandemic change the way people work?
The fundamentals will not change, but approach to work, workforce and workplace will. The concept of the workplace is undergoing a transformation. Covid-19 has confirmed our belief that a good per cent of the administrative workforce can operate from home. Social distancing norm will make organisations switch to work from home [WFH], staggered shifts and timings. This will result in revised working models and procedures. The crisis has compelled people to multitask - managing work and home at the same time. Different faculties of people will have to be unlocked. Sequential decision-making will give way to a dexterous approach. The mental rigidity will have to go.
What's that one additional capability that HR will look for in a candidate from now on?
Adaptability and agility. Who doesn't love status quo? But Covid-19 has definitely shaken us all out of that comfort zone. As an example, it has suddenly made us an expert in using virtual technologies, which one would not have learnt in normal circumstances. While we have been deploying multiple assessment modes in recruitment, the focus now onwards shall be on hiring talent that is agile and willing to adapt in any situation.
A lot of on-job learning comes through unstructured interactions with colleagues and seniors. Will a shift to a higher level of WFH slow down the learning process?
I do not think that unstructured interactions will go down; yes, the medium of interaction may get new dimensions or platforms. Let's take the '70-20-10' rule, 70% learning is experiential; that is, from on-the-job tasks. Nothing stops one from assigning challenging tasks to people even when they are working from home. The only difference is that such interactions are now place agnostic. Likewise, 20% of learning, which is ascribed to developmental relationships, can come through virtual meetings and syndicates for which technology has provided various platforms. Also bear in mind that we do not envisage 100% WFH and hence, opportunities for physical interactions will continue to remain.
As people go up the hierarchy, the ability to get teams filled with diverse personalities to work towards a common goal is an important ability. Will future managers struggle to develop this?
No, I don't think so. Diversity is the hallmark of almost every organisation today. As a result, when people rise up the ladder, they will encounter a variety of individuals. The only catch and the prescription that I suggest is alignment. All the diversity in the organisation has to be aligned with the organisational vision. Hence, effective and focussed communication has to be consistently maintained across all levels. Further, due to increasing diversity, a sense of adaptability amongst the workforce has to be strengthened for which the responsibility rests in authentic leadership communication and appropriate developmental interventions. Again, lightly speaking, don't the leaders of today face the same challenge also?
How will WFH affect the kinship and sense of belonging among the workforce?
WFH is not a panacea for everything. Yes, out of sight is out of mind. But surely, companies are not envisaging 100% WFH for 100% people. This is an evolving process. As such, it is said that the newer generation is more individualistic and it is incumbent on the leader to channel this to a big advantage. I think it may really be a little early to predict the answer. We have to really devise a plethora of activities to ensure building up team spirit, even if people are physically distanced.
Do you see a need for institutional counselling as the workforce adjusts to the new reality?
Probably yes. While organisations would be taking steps to provide infrastructure or facilities, it would be equally quite essential that we make employees mentally ready for the new normal. It may be that in a number of cases, the employee may feel stressed, if asked to operate from home, particularly after a relatively poor performance. It is for the organisation to reassure such employees.
Will the pandemic redefine the traditional role of HR?
Undoubtedly. The people function attains increasing significance in the wake of widespread distress, uncertainty and need for change prompted by revised processes. During Lockdown 1.0 itself, the Indian Psychiatric Society reported that mental health concerns had escalated by an alarming 20%. With a virtual operating environment that Covid-19 has created, one may tend to lose sight of human sentiments. It is in these situations that empathy takes the forefront. When social distancing is the new norm, the HR department has to reinvent itself by enhancing care and empathy-based interventions and leave the HR operations to technology. People-centric policies have to emerge.
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At many places in this website, you shall find links to other websites/portals. The links have been placed for your convenience. IndianOil is not responsible for the contents and reliability of the linked websites and does not necessarily endorse the views expressed in them. Mere presence of the link or its listing on this website should not be assumed as endorsement of any kind. We cannot guarantee that these links will work all the time and we have no control over the availability of linked pages.
When you select a link to an external website, you shall be leaving IndianOil's website and shall be subject to the privacy and security policies of the owners/sponsors of the outside website(s).
IndianOil cannot authorise the use of copyrighted material contained in the linked website(s). Users are advised to request for such authorisation from the owners of the linked website(s).
Prior permission is required before hyperlinks are directed from any website/portal to this site. Permission for the same, stating the nature of the content on the pages from where the link has to be given and the exact language of the Hyperlink, should be obtained by sending a request to our Corporate Office. Please visit the Contact Us page of our website for more information.
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The following terms and conditions will be deemed to have been accepted by the User on usage of the website www.iocl.com. You are requested to read them carefully before you use the services of this site.
The term User shall refer to the user who is browsing the site. The term IndianOil shall refer to Indian Oil Corporation Limited. The term Site refers to www.iocl.com owned and monitored by IndianOil.
By using the Site, you agree to follow and be bound by the following terms and conditions concerning your use of the Site. IndianOil may revise the Terms of Use at any time without notice to you. Areas of the Site may have different terms of use posted. If there is a conflict between the Terms of Use and terms of use posted for a specific area of the Site, the latter shall have precedence with respect to your use of that area of the Site.
IndianOil may terminate User's access at any time for any reason. The provisions regarding to disclaimer of warranty, accuracy of information, and indemnification shall survive such termination. IndianOil may monitor access to the Site.
All content present on this site is the exclusive property of IndianOil. The software, text, images, graphics, video and audio used on this site belong to IndianOil. No material from this site may be copied, modified, reproduced, republished, uploaded, transmitted, posted or distributed in any form without prior written permission from IndianOil. All rights not expressly granted herein are reserved. Unauthorized use of the materials appearing on this site may violate copyright, trademark and other applicable laws, and could result in criminal or civil penalties. IndianOil is a registered trademark of Indian Oil Corporation Ltd. This trademark may not be used in any manner without prior written consent from IndianOil.
IndianOil does not make any warranties, express or implied, including, without limitation, those of merchantability and fitness for a particular purpose, with respect to any information, data, statements or products made available on the Site.
The Site, and all content, materials, information, software, products and services provided on the Site, are provided on an "as is" and "as available" basis. IndianOil expressly disclaims all warranties of any kind, whether express or implied, including, but not limited to, the implied warranties of merchantability, fitness for a particular purpose and non-infringement.
IndianOil shall have no responsibility for any damage to User's computer system or loss of data that results from the download of any content, materials, information from the Site.
IndianOil may change or discontinue any aspect of its website at any time, including, its content or features. IndianOil reserves the right to change the terms and conditions applicable to use of the Site. Such changes shall be effective immediately upon notice, which shall be placed on the Site.
In no event will IndianOil be liable for damages of any kind, including without limitation, direct, incidental or consequential damages (including, but not limited to, damages for lost profits, business interruption and loss of programs or information) arising out of the use of or inability to use IndianOil's website, or any information provided on the website, or in the Products any claim attributable to errors, omissions or other inaccuracies in the Product or interpretations thereof. Some jurisdictions do not allow the limitation or exclusion of liability. Accordingly, some of the above limitations may not apply to the User.
User agrees to indemnify, defend and hold IndianOil harmless from and against all losses, expenses, damages and costs, including reasonable attorneys' fees, arising out of or relating to any misuse by the User of the content and services provided on the Site.
The information contained in the Site has been obtained from sources believed to be reliable. IndianOil disclaims all warranties as to the accuracy, completeness or adequacy of such information.
IndianOil makes no warranty that: (a) the Site will meet your requirements; (b) the Site will be available on an uninterrupted, timely, secure, or error-free basis; (c) the results that may be obtained from the use of the Site or any services offered through the Site will be accurate or reliable.
The User's right to privacy is of paramount importance to IndianOil. Any information provided by the User will not be shared with any third party. IndianOil reserves the right to use the information to provide the User a more personalized online experience.
The Site provides links to web sites and access to content, products and services from third parties, including users, advertisers, affiliates and sponsors of the Site. You agree that IndianOil is not responsible for the availability of, and content provided on, third party web sites. The User is requested to peruse the policies posted by other web sites regarding privacy and other topics before use. IndianOil is not responsible for third party content accessible through the Site, including opinions, advice, statements and advertisements, and User shall bear all risks associated with the use of such content. IndianOil is not responsible for any loss or damage of any sort User may incur from dealing with any third party.
GRIEVANCE OFFICER
In accordance with the Indian Information Technology Act 2000 and the rules notified thereunder, the contact details of the Grievance Officer are provided below:
Sh. Abhinav Bhatt,
Corporate Business Technology Centre,
Indian Oil Institute of Petroleum Management Campus,
Plot No. 83, Institutional Area,
Sector 18, Gurugram,
Haryana – 122001
Email: data-grievance[at]indianoil[dot]in
Phone : 0124-2861509
Click here to view IndianOil's Data Privacy Policy (Offline Data Collection).
Click here to view IndianOil's Data Privacy Policy (Online Data Collection).
CHANGES TO THIS PRIVACY POLICY
The Policy is subject to modifications from time to time. If IOCL decides to change this Policy, IOCL shall publish the modified Policy on its website.
GRIEVANCE OFFICER
In accordance with the Indian Information Technology Act 2000 and the rules notified thereunder, the contact details of the Grievance Officer are provided below:
Sh. Abhinav Bhatt,
Corporate Business Technology Centre,
Indian Oil Institute of Petroleum Management Campus,
Plot No. 83, Institutional Area,
Sector 18, Gurugram,
Haryana – 122001
Email: data-grievance[at]indianoil[dot]in
Phone : 0124-2861509
Click here to view IndianOil's Data Privacy Policy (Offline Data Collection).
Click here to view IndianOil's Data Privacy Policy (Online Data Collection).
CHANGES TO THIS PRIVACY POLICY
The Policy is subject to modifications from time to time. If IOCL decides to change this Policy, IOCL shall publish the modified Policy on its website.
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All content, designs, logos, images, and materials displayed on this website are protected by copyright and other intellectual property laws. Unauthorized reproduction, distribution, or modification of any content from this site is strictly prohibited and may result in legal action.
Prohibition of Design and Layout Replication
We kindly remind our users, visitors, and third parties that replicating, copying, or imitating our website’s design, layout, or any distinctive features without explicit authorization is strictly prohibited. This includes, but is not limited to:
Replicating the visual design or layout of our webpages.
Copying or mimicking our unique combination of colors, fonts, graphical elements, or navigational elements.
Reproducing our website’s structure, organization, or presentation.
Using any automated tools, software, or manual methods to replicate or copy any aspect of our website’s design or layout
Copyright Infringement Notice
We take copyright infringement seriously and will pursue appropriate legal action against those who infringe upon our intellectual property rights.
Conclusion
We appreciate your understanding and compliance with our Copyright Policy. By accessing or using our website, you agree to abide by these copyright protections and refrain from unauthorized replication or copying of our design and layout.
Thank you for visiting!