Yogesh Khasturi

The government on Tuesday said it has extended connectivity norms for work from home for IT and BPO companies till December 31. The time period for work from home was expiring on July 31.

In wake of pandemic, the Department of Telecommunications (DoT) on Tuesday extended till 31 December the relaxation in work from home (WFH) norms for other service providers (OSPs), including the IT sector. This is the second extension given to OSPs, primarily IT and IT-enabled services firms, to facilitate WFH amid the coronavirus-led restrictions.

DoT had first announced relaxation in WFH rules in April when India was under a strict lockdown to contain the spread of COVID-19 and later extended the date till 31 July.

Earlier, companies were not allowed to connect office Virtual Private Network to home infrastructure, a rule that was subsequently relaxed in view of coronavirus pandemic. currently, around 85 percent of the IT workforce is working from home and only those performing critical functions are going to offices.

We are amidst an adaptable working environment revolution. More employees than any other time in recent memory are working distantly, and it’s anticipated that by 2020, 30 percent of the workforce will either be freelance, re-appropriated, or remote employees who invest a lot of their energy work from home. 

While the advantages of work from home are promptly clear for employees, specifically maintaining a strategic distance from the everyday drive and attempting to a timetable that suits them, the advantages for employers are not always quite so obvious.

Some people love the idea of working from home, others hate it. There are so many biases involved when it comes to this working style. The outcome is that people either desperately try to score a remote job so they can stay at home,  or decline to work from home because they only think about negative consequences. 

It is about time to have a comprehensive look at the real work from home pros and cons and see what is behind the popular job trend.

Luckily, there are plenty of advantages to working from home. This is what you could look forward to:

As with everything, working from home has its disadvantages, too. See what you might not like too much about it:

Conclusion: Industry leaders lauded the DoT’s decision that will enable IT companies to allow their employees to work from home till the end of 2020.

The trend of work from home is likely to continue even after the pandemic ends as companies see this as a viable and cost-effective future model, which requires lesser office space, Nasscom said in April.

HR supervisors administer the most significant segment of a successful business – a profitable, flourishing workforce. This requires seeing individuals as human resources, not expenses to the association. Similarly as with some other resource, a gifted workforce can be utilized deliberately to increase the value of an association.

Since each association is made of individuals, HRM is tied in with obtaining administrations of individuals, building up their abilities, spurring them to the principal level and ensuring that they keep on keeping up their dedication towards the association.

In short, HRM is concerned with the management of employees from recruitment to retirement.  Although there are many functions of human resource management, here is a list of its major functions:

Vital Role of HRM 

The HR supervisory crew proposes to the supervisory crew how to deliberately oversee individuals as business assets. This incorporates enrolling and recruiting workers with explicit ranges of abilities to meet the organization’s current and future objectives, planning representative advantages and recommending representative preparing and advancement systems. Along these lines, HR experts are specialists, not laborers in a confined business work; they exhort administrators on numerous issues identified with representatives and how they help the association accomplish its objectives.

Recruitment And Selection

Recruitment is the process of captivating, screening, and selecting potential and qualified candidates based on objective criteria for a particular job. The goal of this process is to attract the qualified applicants and to encourage the unqualified applicants to opt themselves out.

Before starting the process of recruitment, the companies must execute proper staffing plans and should grade the number of employees they are going to need. Forecasting of the employees should depend upon the annual budget of the organization and short-term and long-term goals of the organization.

Recruitment and selection process is very important to every organization because it reduces the costs of mistakes such as engaging incompetent, unmotivated, and under qualified employees. Firing the unqualified candidate and hiring the new employee is again an expensive process.

Employee relations

The lifeblood of any organization is its people. As we’ve written multiple times, engaged employees are more productive and can make a positive impact on a business’ bottom line. To that end, the HR department is there as a liaison between the organization and employees, to make sure that employees are kept abreast of relevant information and that they, in turn, are represented by the HR team in any decisions that may impact them. A simple way of keeping staff up to date is a regular HR newsletter which details pertinent news and developments, as well as providing a forum for employees to engage. 

Building Loyalty and Commitment 

HR experts likewise propose methodologies for expanding worker responsibility to the association. This starts with utilizing the recruitment process or coordinating workers with the correct situations as indicated by their capabilities. When recruited, workers must be focused on their employment and feel tested during the time by their manager.

Maintaining Good Working Conditions 

It is the responsibility of the human asset the board to give great working conditions to the representative with the goal that they may like the working environment and the workplace. It is the central obligation of the HR office to rouse the representatives. The examination has been discovered that representatives don’t add to the objectives of the association as much as could reasonably be expected. This is a result of the absence of inspiration. 

Human assets the executives should think of a framework to give money related and non-budgetary advantages to the representatives from the different divisions. Employee welfare is another idea which ought to be overseen by HR group.Employee welfare promotes job satisfaction.

Training And Development

Training and advancement are the imperative elements of human assets on the board. It is the endeavor to improve the current or future presentation of a representative by expanding the capacity of a worker through teaching and expanding one’s aptitudes or information in the specific subject.

Staying Current and Competitive 

Human asset the executives requires key intending to address the changing needs of a business as well as a continually moving serious employment advertisement. Representative advantage bundles must be ceaselessly surveyed for expenses to the business. Tweaking the bundles additionally gives a chance to build worker maintenance through the option of excursion days, adaptable working courses of action or retirement plan upgrades. For instance, as of late numerous human asset experts have managed the expansion of protection well being segments to customary well being plans for both work enlistment and maintenance efforts.