The year 2020 was a period of fog that obscured everything from work, workplace to worker thought process. Had anyone imagined of Covid like situation before, he would not have predicted the “HR Trends” for 2020 as were done.
Light at the end of tunnel is visible but that has brought many changes and HR landscape would be different this time. It would be a time for HR to pierce the fog, see the reality and assess what has changed for work, workplace and worker.
It will be an era of gig economy. Workplaces would embrace the hybrid work model. The mental well being for workers will acquire important place in organization culture. The year 2021 should evolve around these three central ideas in business world. Much may be changed for HR as they have now to re-craft the people management processes keeping in mind the remote and in house working. Employees’ behavior is to be embedded with fast technological integration in people processes. To work further on psychological health of employees, the elements of compassion, trust and empathy have to be reinforced with more gravity and so on… The HR experts bring new insights on how HR landscape is going to be in 2021 in the special feature.
It would be a time for HR to pierce the fog, see the reality and assess what has changed for work, workplace and worker.
The cover story on Important Labour Judgments of 2020 is the outcome of deep research, identification and relevance of important labour judgments delivered by Judiciary of the country that sets the future stage for employment relations between employer and employee. It carries more than 600 one liner judgments. Be it the case of lock down period wages to employees or explaining the circumstances that constitute sexual harassment, the element of justice gained ground. Judiciary has also pierced the fog through many verdicts.
When the GOI order of paying full wages to employees during lockdown period was challenged before the Apex court, it intelligently adopted the conciliatory approach by appreciating the difficulty and limitations of both the partners of economic growth and provided an opportunity to settle the issue of wages of their own. When it came to examine the scope of sexual harassment, MP HC decided that circumstance may also amount to sexual harassment if it occurs or is present in relation to or connected with any act or behavior of sexual harassment, thus enlarging the scope. Supreme Court continued expressing zero tolerance on unethical acts of employees by deciding that demanding and accepting gratification is grave and serious misconduct justifying dismissal on such act because this also is sufficient for management to lose confidence in employee.
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