A SUMMER INTERNSHIP PROJECT

REPORT
ON
HR POLICIES AND IMPLEMENTATION OF SKYCRAPER CLINICAL RESEARCH SOLUTIONS PVT. LTD.

SUBMITTED TOWARDS PARTIAL FULFILLMENT OF

Master of Business Administration

(Affiliated To Dr. A.P.J. Abdul Kalam Technical University, Lucknow, Uttar Pradesh,)

ACADEMIC SESSION
2022-23

Submitted to Submitted By
Dr. Preeti Nair Pradeepti Mishra
Ass. Prof Roll no.-2101080700025
RSMT MBA-3RD Semester

RAJARSHI SCHOOL OF MANAGEMENT & TECHNOLOGY, VARANASI

 CERTIFICATE
It is certified that the project work entitled “HR POLICIES AND IMPLEMENTATION
OF SKYCRAPER CLINICAL RESEARCH SOLUTIONS PVT. LTD.” done by
Pradeepti Mishra to be submitted to Rajarshi School Of Management And
Technology, Varanasi affiliated to Dr. A P J Abdul Kalam Technical University,
Lucknow for the Partial fulfillment of requirement for award of the degree of Master of
Business Administration has been carried out under my guidance and supervision. This
project is not submitted to any other University for receiving any diploma or degree.

Date:
__________________________

Dr. Preeti Nair

RSMT
lO M oA R cP S D| 2176 09 12

lO M oA R cP S D| 2176 09 12
 ACKNOWLEDGEMENT

The internship opportunity I had with SkyCraper Clinical Research Solutions was a great
chance for learning and professional development. Therefore, I consider myself as a
fortunate individual as I was provided with an opportunity to be a part of it. I am also grateful
for having a chance to meet so many wonderful people and professionals who led me though
this internship tenure.

I would like to take this opportunity to express my deepest gratitude and special thanks to
Mr. Chintan Sheth, Head Clinical Operations at SkyCraper Clinical Research Solutions, who
in spite of being extraordinarily busy with his duties, took out his time to hear, guide,
motivate and keep me on the right path during the whole span of my internship in the
esteemed organization.

I express my deepest thanks to Dr..Preeti Nair, Faculty at Rajarshi School Of Management

and Technology, for taking part in useful decision making & giving necessary advices and
guidance during different phases of my summer internship program.

I perceive as this opportunity as a big milestone in my career development. I will strive to use
gained skills and knowledge in the best possible way, and I will continue to work on their
improvement, in order to attain desired career objective
 Preface

As MBA degree require equal attention practical as well as theoretical aspect of the business,
various problems are to be dealt with in these courses, that is why research programs are
there to give deep as well as thorough knowledge of the subjects.

I have attempted to live up these requisites while preparing this report. Industrial Training is
a part of professional courses. With the help of Industrial Training we can able to understand
the work undertaken in a company.

In today’s competitive world, employee’s performance plays a very important role in the
growth of a particular concern. The employee must have the theoretical and practical
knowledge of the work, they are required to perform. The theoretical knowledge can be
gained in educational institution but for the practical knowledge training is required, so
training acquaints the employees with the real situation of the work and helps him in the
faultless accomplishment of the work. So this project includes all the detailed aspect of
training required for employees.

Success of an organization depends largely on successful handling of its human resources.

Employee Training and motivation are vital tools for individual & organizational
development training not only motivates the employees, but also prepares them for future
needs of the company.

This project report has been prepared keeping in mind the organizational needs pertaining to
the marketing strategy to sales employees. It describes the principles of training programmes
and guidelines adopted in SkyCraper Clinical Research Solutions which was developed,
conducted & evaluated for imparting training to its employees and developing them for
making more effective whilst in job & their life.
 Declaration
I PRDEEPTI MISHRA, hereby declare that the research work presented in this project report entitled “HR POLICIES AND
IMPLEMENTATION OF SKYCRAPER CLINICAL RESEARCH SOLUTIONS”. For the fulfillment of the award of Master in
Business Administration from Dr. A.P.J. Abdul Kalam Technical University, Lucknow is based on my work during the summer
training in the “SKYCRAPER CLINICAL RESEARCH SOLUTIONS “. The project embodies the result of original work and
studies carried out by me and the contents of the project do not form the basis for the award of any other degree to
me or to anybody else.

Date: lO M oA R cP S D| 2176 09 12

PRADEEPTI MISHRA
 EXECUTIVE SUMMARY

My internship at SkyCraper Clinical Research Solutions was a great exposure to the industry.
After going through my summer training, I had a firsthand experience of how an industry as
well as HR department functions.

INTRODUCTION OF PROJECT
This project is about the HR Policies in SkyCraper Clinical Research Solutions. The HR
Policies in an organization helps every individual to raise his/her potential in all facets by
helping him to be satisfied and secured about his present and future.

PROJECT TITLE
The title of the project is “HR Policies and Its Implementation in SkyCraper Clinical
Research Solutions. As the name indicates it is the study of the HR Policies prevalent in the
organization.

ORGANISATION

SkyCraper is a Site Management Organization, which has remained committed to providing quality and client-
driven services. We share the same goals as our clients and will continue to provide the very highest level of
professional services to deliver true value to them with Quality and Transparency. Services provided by
SkyCraper speak about the all-round expertise they have in efficiently managing a clinical trial.

SkyCraper acts as a common Platform between Principle Investigator and Study Sponsor /CROs for successful
execution of Clinical Trials. It has been established to meet the ever-growing performance and quality
expectations at the level of clinical trial services. SkyCraper is an Organization of excellence, which provides a
step ahead towards brighter future for the upcoming clinical research & clinical trials in India.

SkyCraper is the fastest growing research coordinating organization in Gujarat, India.

We are known for

 Quality and punctual in service

 Support PI/Sub-I in patient recruitment and retention
 Dedicated, well trained (protocol and ICH GCP) and experienced site team for project management
 Site Initiation, Site Development, Interim monitoring, close out visits, Patient Compliance etc.
 Back up team always available SkyCraper is an Organization of excellence, which provides a step ahead towards
brighter future for the upcoming clinical research in India
 OBJECTIVES OF THE STUDY

My internship with SkyCraper Clinical Research Solutions has provide me great exposure of corporate culture and has
strengthen me to survive in this competitive environment of corporate world.

The purpose behind the study is to Know-

1) To know the new HR policies of the company that are followed by the employees .

2) To know the effects of this sudden change in situation on employees of the company.

3) To know whether the employees are satisfied by the changes made by the company in the policies

4) To know the steps taken by the company to maintain the safe working environment for the employees

5) To know the work from home policy of the company

Another objective behind making this project report is to provide detailed analysis of the work done by me in the organization
and to provide a detail of things that I have learned there.

Human Resource Policies refers to principles and rules of conduct which “formulate, redefine, break into details
and decide a number of actions” that govern the relationship with employees in the attainment of the organization
objectives

HR Policies cover the following:

 Policy of hiring people with due respect to factors like reservations, sex, marital status, and the like.
 Policy on terms and conditions of employment-compensation policy and methods, hours of work,
overtime, promotion, transfer, lay-off and the like.
 Policy with regard medical assistance-sickness benefits, ESI and company medical benefits.
 Policy regarding housing, transport, uniform and allowances.
 Policy regarding training and development-need for, methods of, and frequency of training and
development.
 Policy regarding industrial relations, trade-union recognition, collective bargaining, grievance procedure,
participative management and communication with workers.

SCOPE OF STUDY
 In any organization human resource is the most important asset. In today’s current scenario, Columbia Asia Hospital is
a very large manufacturer and marketer of chemical.

 As most of the company’s overall performance depends on its employee’s performance which depends largely on the
HR POLICIES of the organization.

 So the project has wide scope to help the company to perform well in today’s global competition.

 The core of the project lies in analyzing and assessing the organization and to design an HR POLICY manual for the
organization.

Need of the study:

1) The purpose of this study is to know the response of SkyCraper Clinical Research Solutions towards this
global emergency.

2) This study will align the dynamism of HR practices and survival strategies for a sustainable future of the
company.
3) As the organization mainly depends on the people, so it is important for us to know how they are affected

by the sudden change in working environment.

4) It is important for us to know the activities carried out by the company to ensure the employee safety in
this difficult time.
INTRODUCTION
Introduction:

Human resource policies are continuing guidelines on the approach of which an organization intends to adopt in

managing its people. They represent specific guidelines to HR managers on various matters concerning

employment and state the intent of the organization on different aspects of Human Resource management such

as recruitment, promotion, compensation, training, selections etc. They therefore serve as a reference point

when human resources management practices are being developed or when decisions are being made about an

organization’s workforce.

A good HR policy provides generalized guidance on the approach adopted by the organization, and therefore its

employees, concerning various aspects of employment. A procedure spells out precisely what action should be

taken in line with the policies.

Each organization has a different set of circumstances and so develops an individual set of human resource

policies. The location an organization operates in will also dictate the content of their policies.

The establishment of policies can help an organization demonstrate, both internally and externally, that it meets

requirements for diversity, ethics and training as well as its commitments in relation to regulation and corporate

governance of its employees. For example, in order to dismiss an employee in accordance with employment law

requirements, amongst other considerations, it will normally be necessary to meet provisions within

employment contracts and collective bargaining agreements. The establishment of an HR Policy which sets out

obligations, standards of behavior, and documents disciplinary procedures, is now the standard approach to

meeting these obligations. HR policies provide frameworks within which consistent decisions are made and

promote equity in the way in which people are treated. HR policies can also be very effective at supporting and

building the desired organizational culture.

 Some important functions of HR policies:

Human Resource (HR) policies are meant to provide frameworks for an organization, within which consistent

decisions can be made, and through which equity in the way people are treated can be promoted. The

implementation of strong HR policies can help an organization demonstrate, both internally and externally, that

it meets the requirements for diversity, ethics, and training required in today’s workplace, and meets its

commitments regarding regulation and corporate governance of employees.

HR policies set out obligations, standards of behaviour and document disciplinary procedures (among many

other things). Their specific function can vary widely, including but not limited to:

 Providing clear communication between an organization and its employees regarding their condition of employment
 Forming a basis for treating all employees fairly and equally.
 Setting and managing employee expectations.
 Establishing guidelines for supervisors and managers.
 Forming a basis for developing the employee handbook.
 Communicating the organization’s goals and values.
 Creating a basis for regularly reviewing possible changes that affect employees.
 Providing a ‘how-to’ on how to apply policies across all levels of an organization.
 Forming a context for various programs, such as supervisor training programs and employee onboarding and
orientation programs.
 Ensuring all policies are aligned to legal requirements and best practices.
 Creating a common and healthy working environment.
 Giving a clear picture of career growth in the organization.

Scope of HR policies:

Scope implies subject matter, the subject matter of human resource policies is as wide as the scope of human

resource management.

In most companies, policies are formulated regarding various functions of human resource management which

are as under:

1. Employment:

Policies concerning with recruitment, selection and separation of employees. These policies should provide mandatory guidelines
for:

(i) Qualifications – Minimum hiring qualifications.

(ii) Selection Devices – Dependence on various selection devices such as university degrees, tests, interviews, reference checks,
physical examination, etc.
(iii) Basis – Basis (length of service or efficiency) to be followed in discharging an employee. (iv) Sources – Preferred sources of
recruitment.
(v) Reservation – Reservation of seats for scheduled castes, scheduled tribes, handicapped persons, and ex servicemen. (vi) Local
Employment of local people and relations of existing staff.
(vii) Probation – Probation period.
(viii) Layoff – Layoff and retiring.
 2. Training and Development:

(i) Attitude – Attitude towards training-whether it is regarded as a device to overcome specific problems or as a
continuing relationship between superior and subordinate.
(ii) Executive Development – Programmes of executive development.
(iii) Orientation – Orientation of new employees.
(iv) Objectives – Objectives of training.
(v) Development – Opportunities for career development.
(vi) Training – Basis of training.
(vii) Methods – Methods of training-on-the-job or off-the-job.

3. Transfers and Promotions:

(i) Rationale – Rationale of transfer.

(ii) Periodicity – Periodicity of transfer.
(iii) Promotion – Promotion from within or outside the organization.
(iv) Seniority – Seniority required for promotion.
(v) Weightage – Relative weightage to seniority and merit in promotion.
(vi) Seniority – Seniority rights.
(vii) Channel – Channels of promotion.

4. Compensation:

(i) Evaluation – Job evaluation system.

(ii) Wages – Minimum wages and salaries.
(iii) Mode – Method of wage payment.
(iv) Profit Sharing – Profit sharing and incentive plans.
(v) Non-monetary – Non-monetary rewards.
(vi) Executive – Executive stock option plan.
(vii) Procedure – Procedure for getting payment.
(viii) Condition – Whether to pay prevailing or more than prevailing salary scales.

5. Working Conditions:

(i)Time – Working hours.

(ii)Duration – Shift work.
(iii) Breaks – Number and duration of rest intervals.
(iv) Extras – Overtime work.
(v) Leave – Leave rules.
(vi) Safety – Safety rules and regulations.

6. Employee Services and Welfare:

(i) Types – Types of services-housing, transportation, medical facilities, education of children, group insurance,
credit facilities, purchase of company’s products at discount, company stores, social security, etc.
(ii) Finance – Financing of employee services.
(iii) Motivation – Incentives to motivate.
7. Industrial Relations:

(i) Grievances – Handling of grievances.

(ii) Trade union – Recognition of trade union.
(iii) Suggestions – Suggestions schemes.
(iv) Discipline – Discipline and conduct rules.
(v) Participation – Workers’ participation in management.
(vi) Journals – Employees’ news sheet and house journal.
 RESEARCH AND DEVELOPMENT

At Skycraper Clinical Research Solutions, R&D is the key to survival and growth, given that a fast paced global environment
results in ever changing customer needs and new products and processes drain away competitiveness.

From mere quality issues, Skycraper Clinical Research Solutions has now moved into the field of customized chemicals, newer
technologies, expanding applications that satisfy customers.

To that end we have a central R&D facility, the Skycraper Clinical Research Solutions at Ahmedabad that has been approved by
the Government of Gujarat., Dept. of Science & Technology. DRDC has a sophisticated analytical laboratory and facilities for
testing new technologies and new products.

A team of over 30 persons, including PhDs and Chemical Engineers are supported by a technical services group of Chemists /
Chemical Engineers at the manufacturing divisions. The Centre works closely with reputed universities and research institutes of
B. J. Medical College – Ahmedabad

Approved by the Government of Gujarat., Dept. of Science & Technology, the center is primarily engaged in research and
process development for new products as well as optimization of the manufacturing processes for existing products. The pilot
plant of the company ensures solutions for extremely demanding customers.

ACHIVEMENT / MILESTONES
JUNE 2021 Highest recruitment sites for Orthopaedic indication in India

DECEMBER 2020 Expansion and MOU with the Best Ophthalmology Super Speciality Hospital in Ahmedabad, Gujarat

Nov 2020 Nominated as the best performance site management organization with Quality & Transparency by CRO & Global
Sponsor

AUGUST 2020 Expansion and MOU with the Global CRO in Egypt

MARCH 2020 SkyCraper started Home base visits as per requirement, Our experience research staffs provide patients home
base visits with the same high quality, expert service they receive from the clinical trial site, just in the comfort of their home
due to Pandemic situation of COVID 19

NOVEMBER 2019 Expansion and MOU with the Paediatric and Pulmonology specific speciality hospital in Ahmedabad,
Gujarat

NOV 2019 Successfully registration of Institutional Ethics Committee - KD Hospital, Ahmedabad

25 JULY 2019 Successfully re-registration of institutional Ethics Committee - Civil Hospital, Ahmedabad

6 JULY 2019 Provide training on GCP and CT Regulation to IEC Members

JUNE 2019 Highest recruitment in Dermatology Trial in India

22 DEC 2018 Successfully completed CRO QA Audit

SEPTEMBER 2018 Highest recruitment sites for Psychiatry in India

31 JULY 2018 Provide training on GCP and CT Regulation to IEC Members

10 APR 2018 Successfully registration of Institutional Ethics Committee - NIMS Hospital, Ahmedabad

NOV 2017 We able to construct core Principal Investigator database

JUNE 2017 Highest recruitment sites for Dermatology and Ophthalmology in India

MARCH 2017 Company Incorporated

Company profile
Company profile:

Skycraper Clinical Research Solutions Private Limited is a Private incorporated on 24

March 2017. It is classified as Non-govt company and is registered at Registrar of
Companies, Ahmedabad. Its authorized share capital is Rs. 490,000 and its paid up capital
is Rs. 60,000. It is involved in Research and experimental development on natural sciences
and engineering (NSE). [This class includes systematic creative work in the fields of
research and development in natural sciences, medical sciences, agriculture and engineering
& technology.

SkyCraper is a Site Management Organization, which has remained committed to providing

quality and client-driven services. We share the same goals as our clients and will continue
to provide the very highest level of professional services to deliver true value to them with
Quality and Transparency. Services provided by SkyCraper speak about the all-round
expertise they have in efficiently managing a clinical trial.

SkyCraper acts as a common Platform between Principle Investigator and Study Sponsor
CROs for successful execution of Clinical Trials. It has been established to meet the ever-
growing performance and quality expectations at the level of clinical trial services.
SkyCraper is an Organization of excellence, which provides a step ahead towards brighter
future for the upcoming clinical research & clinical trials in India. SkyCraper is the fastest
growing research coordinating organization in Gujarat, India.

 Efficient execution of operational activities & accurate and consistent

documentation.
 Due close interaction with the sites we establish a good relationship with the
investigator and other site staff which in return may help in easy access to deep
seated information eventually reduces the study timeline.
 Can speed up patient recruitment process as per the trial protocol
 We can also help in generation of high-quality data as well as its tracking and
management.
 The all helps in making the study cost effective

1-Why SkyCraper is so important?

• SkyCraper is Site Management Organization, a leading Indian company in

Clinical Research has a presence in clinical trials and healthcare industry. Expertise to
deliver best solutions "Towards Humanity" for discovering new drugs in Clinical Research.
THERAPEUTIC AREAS
OUR THERAPEUTIC AREA ARE:

DERMATOLOGY
OPTHALMOLOGY
PSYCHIATRY
MEDICINE
GASTROENTEROLOGY
RHEUMATOLOGY
ORTHOPAEDIC
GENERAL SURGERY
NEUROLOGY
PULMONOLOGY
HEMATO – ONCOLOGY
UROLOGY
GYNECOLOGY
PAEDIATRIC
DENTAL

Profile of an SLMGian

Passion to win
Self-believer
Last mile driven
Result oriented
Transparent
Team player

lO M oA R cP S D| 2176 09 12
Service Line.

1-SITE IDENTIFICATION AND FEASIBILITY

One of the most important aspects of a clinical research is selecting optimal Clinical Study Site. The ability to identify, engage
and effectively work with experienced staff is key factor of Clinical Trial success. In addition, Site Infrastructure / facility affect
data quality and integrity.

At SkyCraper, we provide real time feasibility details with experienced Investigator / Site / Staff to achieve target population /
subject recruitment within timeline and fulfillment the expectation of CRO / Sponsor.

2- CLINICAL TRIAL MANAGEMENT WITH EXPERIENCED INVESTIGATOR AND STUDY STAFF

Experienced Investigator and Study Staff play an important role for successfully completion of clinical trial at site.

At SkyCraper, we provide experienced Investigator and Study Staff with knowledge about management of Clinical Trial to
achieve transparency and quality of data.

3-PATIENT RECRUITMENT AND RETENTION MANAGEMENT

Successful recruitment and retention of patient is known to be one of the most challenging aspects in clinical trials. In India,
Lack of patient education about clinical trial, patient’s fear for study procedure and side effects, complex study design are the
barrier for patient recruitment and retention in clinical trials.

At SkyCraper, we would be incredibly interested in a final report addressing the following areas: What worked? What failed?
Why? what would you do differently if given the opportunity? what are the bottom line results?

4-TRAINING ON REGULATORY GUIDELINES AND STUDY SPECIFIC ESSENTIAL DOCUMENTS

Team SkyCraper believe confidence to achieve goals comes from Consistent training so to start any process we must be fully
trained on it.

At SkyCraper, we have experienced staff strengthen the knowledge by come up with several training programs on essential
documents of Clinical Trials and BA / BE studies. We provide training to Healthcare/Hospitals, Pharmaceutical Companies and
Students in the field of Clinical Research on GCP and Clinical Trial regulations.

5-ETHICS COMMITTEE REGISTRATION

For conduct of clinical trials, Ethics committee plays a vital role for review and approve clinical trial for safeguarding rights,
safety and well-being of research participant. Every Ethics Committee has to follow accreditation process for registration of
Ethics Committee in CDSCO and NABH.

At SkyCraper, Our expert and regulatory person prepare and review documents and file the documents to CDSCO and NABH.

6-PATIENT SAFETY MANAGEMENT

Monitoring and management of patient safety during clinical trial is a critical component throughout the drug development life
cycle.

At Skycraper, Our experience research staff adhere to the protocol treatment plan in delivering care. They observe, evaluate,
manage and document all effects of treatment, including the reporting of adverse events or serious adverse events.

Executive Leadership Team:

Vishvas Nareschandra Solanki

Director

Chintan Nareshchndra Sheth

Director/Clinical Head HR

Kishan Vyas
Director/VP

Pooja Parmer
Head Human Resource
Our Heritage and Values

Established in 2017, SkyCraper Clinical Research Solutions has grown to its current position as the Fastest Growing

Brand of the Decade in Healthcare Services based on our outstanding track record, long-term partnerships,

collaborative innovation and corporate responsibility.

We are proud of our heritage as part of the diversified, SkyCraper Clinical Research Solutions, which founded by

Kishan Vyas in 2017, is one of India’s most respected institutions today.

Our mission reflects the SkyCraper Clinical Research Solutions longstanding commitment to providing excellence:

To help customers achieve their business objectives by providing innovative, best-in-class consulting, IT

solutions and services. To make it a joy for all stakeholders to work with us.

Our Values:

Leading change

Integrity

Respect for the individual

Excellence

Learning and sharing

First set out in 2017, these Values continue to be as relevant as when they were first articulated and are lived

everyday by our employees across the world in multiple ways.

Relevance of study/
problem definition
Relevance of study/ Problem definition:

The economic effect of the global pandemic (Covid-19) includes acceleration of the digitalization processes.

Companies now need to immediately use digital platforms to enable access to jobs for their employees. Human

Resource Management has an essential role to play in helping organization to navigate in the situation of dramatic

changes caused by the pandemic lockdown. This study assesses SkyCraper Clinical Research Solutions company,

cope up with the sudden changes in the working environment due to covid-19. The pandemic has changed the

whole working process of many companies, which also effected employees mentally and physically. It is important

for us to study how company changes the old policies so that they prevent dissatisfaction among employees and

maintain a healthy environment for them so that this sudden change in situation does not effect their consistency.

By maintaining the proper communication between the employees and the company helps them to engage

employees in the work. Also it’s important to know effect of change in environment on employees so that we can

take measure to prevent them.

Hypothesis
Hypothesis:

H0-

H1- There is no effect on this change in situation on employees.

H2- There is no steps taken by company to maintaining safe working environment.

 Research
Methodology
Research design:

The research design used in this study is descriptive in nature. This study will tell us about meaning of HR policies,

their importance, about the company, their values etc. Along with this , in this study we will get to know about how

the lockdown affected the working of company, the measure taken by the company to maintain consistency, ensure

employee engagement even in the difficult situation etc. In a descriptive manner. This research is done by observing

the data collected from primary sources like website of the company and secondary sources like referring to the

books, information in the other websites, etc.

LITERAture REVIEW
Literature review:

The COVID-19 pandemic that originated in China in December 2019 has spread across the globe by now and will

continue to proliferate in the foreseeable future. Apart from inducing panic and uncertainty amidst the general

population about who the next victim will be, the pandemic has also significantly disrupted the way business

works. New norms about working from home are changing the way employees and managers interact – which, for

many, is a source of potential concern about what ‘business as usual’ will look like in the future

The impact of Covid-19 on health, economies, and markets is an unfolding story that is complex and fluid in its

ever- changing dimensions. One of the biggest visible impacts of the virus has been on the organisations and

the nature of workplaces. As the coronavirus spread invisibly across the globe, nation after nation has

declared lockdowns, and organisations have scrambled to comply with lockdown restrictions while striving to

keep operations going.

COVID-19 has led and accelerated one of the greatest workplace transformations of our lifetime. In these

turbulent times organisations are rediscovering their sense of purpose, innovating rapidly and getting closer to

the communities. Mastering deep, meaningful and human connections with customers and

colleagues/employees has become even more important to business leaders. Firms that invest in trust-building

and emotional connect and kindness now, shall secure long-term loyalty and ethical allegiance of their

employees.

With offices moving to home, there has been a fundamental shift in how we lead our lives and continue to do

business. Fueled by smart technologies, artificial intelligence and mobile supercomputing, we are already seeing

companies innovating rapidly to cope with the uncertainties ahead. Pre-empting the need for emotional

support, finding unique ways to connect with employees through virtual medium rather than physical or team-

based approach has gained importance during these times With plans to stagger the physical presence of

employees in offices, fewer people in one confined space may not only mean fewer human resource issues but it

will also mean need for innovative approaches to retain critical connect within teams as well as with

organizations at large.

Agility, creativity, flexibility - these are the attributes demonstrated by HR in the lockdown scenario. As

employees started logging in remotely, HR functions stepped up to transform brick-and-mortar offices into
virtual workplaces almost overnight. Guidelines to ensure that employees could manage WFH seamlessly and

securely had to be quickly defined and disseminated. In many cases, employees had to be supported with

digital infrastructure - laptops, data cards - to ensure that business continuity could be maintained.

The coronavirus pandemic has increased the emphasis on the ‘human connect’ aspect of the HR function. Amid a

rapidly unfolding health crisis, HR functions geared up to provide critical communication on safety protocols,

hygiene practices, emergency numbers, list of hospitals, guidelines for quarantining and isolating, and much more.

Many organisations went the extra mile to help employees handle stress by setting up online classes for employee

wellbeing and motivation.

Employee safety became the prime concern, and HR teams partnered with other functions to define ways of

ensuring safety and social distancing compliance at factories and plants that continued to operate. Regular

disinfection of premises, offices, buses, and colonies has become an essential component of keeping employees

safe. The procurement of masks, handwashes, and sanitizers was critical even though supplies fell low in the

market.

The coronavirus crisis has helped shine a spotlight on the value that HR delivers in keeping employees engaged,

motivated, safe, and productive. However, the WFH concept and minimal staffing situation are likely to continue

for some time. The very nature of the virus and its transmissibility have made it clear that social distancing is going

to be the new normal for at least a year. This implies that the pandemic situation will impact HR practices like

recruitment, on- boarding, and learning and development. Recruitment will focus on tech-savvy talent who can

perform better in a predominantly digital workplace. Processes for on-boarding new hires will have to change to

become fully digital. Training and skilling will reconfigure for an online-only mode.

Some of the changes are exciting in their potential for transformation. In the appreciable future, HR will play a

key role in redefining, perhaps permanently, the nature of the workplace. For instance, standard attendance and

leave policies will no longer work. Organisations will have to place a higher degree of trust in the integrity and

commitment of employees working remotely. WFH may impact decision-making structures because of the

constraints of video meeting platforms. Smaller teams may be able to collaborate better and take decisions

faster. In some ways, WFH may even be a blessing in disguise. Being able to work from home may help people to

balance professional and personal issues better.

It may enable more women and people with disabilities to enter the workforce.
Having larger remote workforces will push organisations to ramp up technology adoption and digitalization,

enable dispersed operations, and collaborative functioning. As organisations get more comfortable with

employees working remotely, the requirement for office space and fixed workstations may reduce drastically.

Organisations may be able to leverage WFH concept to cut costs on real estate and brick-and-mortar

infrastructure.

Many of these changes are already afoot, and organisations have been in a constant mode of reinventing

practically every process and policy. The silver lining to this unprecedented health crisis is that organisations

are finding new ways to become more productive with fewer resources. Doing more with less is the mantra in

the post corona world. When the world changed practically overnight with the coronavirus pandemic,

organizations did too. The industry is watching the reinvention of the workplace happening before our eyes
LIMITATIONS
Limitations:

1) Time limit is the major constraint.

2) The majority of the data used in the study is obtained from the website of the company and is
assumed to be true.
3) This study does not contain questionnaire method.

Data analysis