The advent of the hybrid way of work has completely changed how a new hire is integrated into the company and its culture. And it’s much more than welcoming them and lining up a series of one to ones. In today’s era of war for talent, helping new joiners develop a sense of connect and belongingness to their new organization goes a long way in positively impacting employee engagement, employee retention, motivation, and productivity.

HR Technology has been used to streamline operations, to enhance efficiency, and to improve effectiveness across business functions. With a hybrid workplace shaping the future of work and the modern worker, the use cases for HR technology are amplified. Technologies such as Artificial Intelligence, Machine Learning, Automation, Internet of Things are ushering a digital HR transformation. This is aided by the fact that digital savviness is one of the key talent magnets for a generation of millennial and GenZ workforce. To meet these expectations, it is important that organizations embark on the digital HR journey with a clear purpose and process. This starts with identifying the HR areas that will truly be benefited from HR tech.

With the onset of the pandemic, the definition of the workplace has taken a tectonic shift -- perhaps, forever. The coronavirus has accelerated our journey to an inevitable future, agnostic of distance and time. The attributes used to define a great workplace have been turned on its head. Today, COVID has thrown new variables into the mix that play a central role in determining an employer of choice. To understand this new normal better, we need to analyze the new wave of differentiators. Let’s look at the workplace through Maslow’s Hierarchy of Needs and study the impact of COVID in the space of employer branding.

Things are no longer the same as they were earlier. Different parts of life have gone through critical shifts during pandemic, working culture is not an exception. Various aspects of work are evolving and even shifting entirely. People being at the centre of this whole process, the concept of 'working flexibly' is rooting in this transforming work culture. The flexible work culture, which is now what we call a 'Hybrid working model' can't be considered as a whole new concept. Various developed countries are already dealing with such models. Industries in India are also well-aware about it; however, they were not much adaptable towards the same until the pandemic got the ball rolling.

Short Description Leadership structures have long evolved from a simple ‘command and execute’ form where a strict top-bottom approach of decision making was enough to remain productive as businesses. While this sufficed in a world less prone to disruptions, today business leaders face a different challenge. Many are faced with a new business world; one that is marred with digitalization, automation, and in recent times a pandemic induced shift in nature of work. For these, business leaders require the right skills to anticipate threats and lead their teams towards newer avenues of growth. The rise of hybrid work and a business need to remain productive in face of on-going business disruption has put the onus on CEOs and business leaders to maintain strong performance while ensuring they manage uncertainty and keep employees safe and engaged.