HCL CEO Wants More Employees To Work From Office, But Full Transition Will Take Time!

In the long term, the work model will be hybrid.

HCL Technologies CEO C Vijayakumar spoke in an interview about the company’s hybrid work model, among other things.


Hybrid Model The Endgame

He said that they are focused on getting more work done at the office, but an office return has been delayed by a few weeks.

In the long term, the work model will be hybrid in which the employee would come to the office and also work from home.

However, a full transition will take time, with new Covid variants causing disruption around the world.

Value In Office Return

He said that after a few weeks, the management will “analyse whether it is possible to get people back to offices”.

He expressed that there is a “huge value” in getting people back to offices, especially the young talent.

He also spoke about attrition.

Fresher Hiring

He said that the company’s attrition rate was lower than its peers, but it has still upped its fresher hiring target.

It plans to hire 22,000 freshers, and has already crossed 15,000 so far in the year.

Lateral hiring will be balanced with fresher hiring, which is based on demand, project and location.

Gamified Approach To Attrition

It is taking a gamified approach in place of a reactive approach to address attrition.

The firm is planning to take measures towards understanding employees’ sentiments better.

Some of the measures would make use of techniques such as gamification and AI/ML tools which would track and address work related dissatisfaction.

Revamping Employee Lifecycle: Hire To Retire

The company is developing a new interface which would improve employees’ overall experience.

HCL’s HR chief VV Apparao told ET that it has roped in EY (Ernst & Young) to implement the new interface.

The “Hire to Retire” platform will revamp the company’s entire employee lifecycle from recruitment, onboarding, training and finally retirement.

Leader Building Program

The organisation will launch a comprehensive program to develop future leaders from a pool of 600-odd employees between ages 35-45.

They will be provided coaches, mentors and management skills from B-schools like Wharton or ISB.

The programme will address gaps in their abilities and train them via job rotation over a period of four to five years.

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