AMCHAM’s HR Committee organized a virtual session ‘Learn from the Trailblazers: Culture, Work from Office and Best Practices’ on August 14^th. The goal of the session was to understand the different post COVID ‘work-modes’ available to employers, enablers of better work-life integration, wellbeing and performance, while not compromising on employees’ productivity. Panel 1 – ‘The Dilemma of Work-modes – Finding the Right Balance Between Employer Branding, Productivity, Performance & Well-being’ featured the following panelists: Ms. Priya Chakrabarti, Human Resources Director, Cargill and Ms. Sunanda Sehgal, Head HR, Corning India were the panellists with moderation by Mr. Samrat Sarkar, Co-Chair – HR Committee, AMCHAM and Director – Human Resources, Boston Scientific India. The panel focussed on how hybrid mode has continued to drive productivity especially in non-IT/ITES sectors, understanding frameworks/models to ascertain the most optimum work-mode and how organizations view driving engagement, belongingness, and performance in a hybrid world. The key takeaways included leveraging work modes, how to be the ‘employer of choice,’ designing role-based work modes, transparent processes, inclusive approach, importance of organizational internal culture, constructive role of leadership and emergence of well-being.

The second panel focused on the IT/ITES sector and was titled ‘WFO vs WFH – The World of Information Technology’ with panelists Mr. Sailesh Menezes, VP & HR Head – India, HPE and Ms. Rachna Bhanot, Chief of Staff to MD India South Asia, IBM India with moderation by Dr. Kiranmai Pendyala, Chairperson – HR Committee, AMCHAM and Human Resources Corporate Vice President, India Technology Center, UPS. The panel discussed pertinent points around the concept of flexibility and the basis for calculating the degree of flexibility offered to employees. The panel shared best practices on balancing the reach of technology and mental wellness. To build culture and engagement in a virtual world some best practices include changes in office layouts, building trust, no mandatory attendance policy, ensuring continuous communication, positive role of managers, creating a purpose for job, employee voluntarism and cultivating a culture of care.