A report from Global Workplace Analytics stated that remote work has increased by 173% since 2005. But is this shift limited only to the method and settings or do its consequences go beyond the commonly observed aspects of one’s performance? Here are some of the aspects of remote working.

The Positives

  • able to spend quality time with their closed ones.
  • greater flexibility, able to take more breaks
  • job satisfaction and work-life balance has increased
  • enhanced talent: eradication of tangible restrictions
  • increase the diversity as people across globe can join
  • reduction in employee turnover
  • reduced cost: operational, infrastructure & logistics cost,
  • for employees- cost of commute & cost of living

The Negatives :

  • networking & Connectivity issues, system malfunctions
  • maintaining communication at different time zones,
  • unable to read tone & body language.
  • creating a culture: employees lack opportunities to
  • develop the sense of bonding
  • tracking employee performance: difficult to monitor
  • maintaining security: risks, data leaks, theft & breaches
  • psychological impact of social distancing/lack of social interaction
  • lack of access to workplace tools


Data analysis is the collection, transformation, and organization of data in order to draw conclusions, make predictions, and drive informed decision making. But how does data analytics fit into the world of HR?
Let me explain it to you with an example. Suppose the employees of company X have been found to be unhappy in a recent survey. HR manager thinks that giving the employees a new T-shirt would make them happy. But when we look at the survey closely and make sense out of the data, we figure out that providing the employee’s transportation allowance would make them happier. Companies have been saving millions of dollars per year by using tactics like this to increase the retention rate by creating a more data-driven HR function.
This is one out of many applications of using HR and organizational data to improve the way organizations do business, reduce costs and generate more profits, and remain ahead of the curve.

IIM Indore

The Solutions:

  • Cloud-based collaborative technologies
  • Establishing regular connections
  • Scheduling designated work timings
  • Opportunities for the employees to connect & communicate
  • Using the social tools-social media
  • Time tracking/Project management software
  • Establishing secure connections

How organizations modified their work processes & the role of HR in it

Due to covid-19, almost all organizations have had to adapt and undertake new processes or modify existing processes of doing business. Covid-19 has led to rapid reskilling or upskilling of the workforce- they had plenty of time during the initial stages of the lockdown to learn new skills or upskill themselves in accordance with the needs of the market. These skills include soft skills as well as job specific skills.

A culture of trust and transparency had emerged after the havoc wreaked by covid-19. Companies that communicated transparently with their employees were seen to be better equipped to handle the changes brought in the working processes due to covid-19. Increasingly the focus has shifted to individual well-being.

Companies that had agile models were able to outperform the units that did not have agile system in place before covid-19 struck. Covid-19 has indcued employers to force innovation. HR has played the role of facilitator of change. They continuously issued guidelines for employees, introduced the shift to virtual mode of work, and continuously communicated with stakeholders to make the change feasible and bearable for all. The following charts illustrate some of the processes undertaken by the employers and their impact.


Majority of total workforce cannot work remotely, up to one quarter in advanced economy can do so three to five days a week. Labor forces in advanced economies can spend more time working remotely than work force in emerging economies.


The question is not that ‘Will work be more flexible?’ Rather it is ‘how work will be more flexible?’ In some countries, a hybrid model of workspace – Flexible workspaces are well-positioned to take advantage. Nearly three-fourths (74%) of Indian employees are keen on flexible remote work options, according to Microsoft India’s annual Work Trend Index. Some employees may change job than go back to office.


Krati | Pragyanand | Sushree | Yashswita
Humain-I, HR Club

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