synapse magazine

The business environment is evolving day by day and  ESPANYS the upgrading process is inevitable. In this century, leaders may have to play the dual role of an engineer and an architect. Engineers will develop new products or lead the world to discoveries by applying the principles of science and mathematics. Engineers can solve problems by breaking the case into several parts, redesigning the system with the help of technology. Architectures create designs for new construction projects, alterations, and developments. They have high-level knowledge and skills in construction. The initial stage of every business is to establish a strong foundation. The organization may fall in the middle of the journey if the leader failed to combine the right mix while constructing a team. The organizational structure is created for a smooth and seamless operation process. Sometimes, organizations need to expand their networks or update their components. At that time, the leader should hold the tools of the architect and he should reconstruct the organization by taking correct measurements. It is an important responsibility for every leader. Reconstruction and fixing the alignment of the organization is a huge process and it requires the skills and ability of an architect. The leaders may have to take the roles of scientists or researchers to identify the organization's needs. Identifying the organization's requirements is a huge process, which might require scientific methodologies and techniques.

 ESPANYSThe role of a scientist would help the leader to deliver better performance. A researcher perform analysis and the leaders should use the same methods while forming an organization otherwise, the roof may fall in the middle of the journey. The leaders should be able to do experiments in an organisation by using the right mix for practicing new techniques, implementing new policies are also role of a scientist Business needs to forecast future demands and threats for survival. A leader should be proactive rather than reactive and should have the ability to predict, design future actions. One of the reasons for leadership failures is the lack of forecasting techniques. There are certain situations where leaders should act like an astrologer and use the board of astrology. The ability and skill to forecast will lead leaders to foresee future threats and ultimately leads to success. The uncertainties are the ways to experiments but the effect of failure can be mitigated by performing the role of an astrologer. The leader should able to predict the organization's future. There are scenarios where leaders should be able to act and think like a scriptwriter, in an organization, a leader may face the challenges to set the employee's roles and duties. For example, if you admit a wrong person for wrong duty at a wrong department then the task will remain as incomplete and as a result, the organization delivers poor performance. The role of a scriptwriter will .

help a leader to find perfect characters for his goals and  ESPANYS perfect duties to allot. Leaders should carry a script before they enter into action. A leader has to perform various roles in his life. The adaptability and flexibility skills will enable leaders to deliver better performance. The contemporary challenges in the industry demand leaders to act like stage performers. The leaders have choices to pick the right roles to accomplish specific targets to survive in the industry. A better Leader and leadership skills can lead his team in the right direction for achieving the right goals. The world requires efficient leaders, who can adopt several relevant skills rather than following the traditional ways. ABHILASH VIJAYAN [email protected] https://www.linkedin.com/in/abhilash-vijayan-75b9181b5

ESPANYS HOW CAN HR IMPROVE THE WFH EXPERIENCE? Work from home or working remotely is the new normal, and due to the pandemic, it seems to be here to remain in the coming years. However, WFH is not a new phenomenon, as many freelancers work for various organisations remotely. But now it has been adopted by the organisation for almost all of their employee. WFH is currently the only way for businesses to ensure the health and safety of their workers. As COVID-19 made it mandatory for businesses all over the world to send their workers home to work virtually, remote work became a big deal. Yes, the rush to give employees access to all the tools they’d need to work from home was a bit, well, sudden for many employers. Working from home is not proving to be the dream experience that many employees were anticipating. The majority of the people quickly adopted towards the WFH experience but some of the employees are not comfortable with the WFH experience due to many reasons. They feel some difficulties with work and home life separation, social life, motivation, and teamwork. With this, we can able to know one thing that most people are benefitting and are enjoying working from home, but for some part, working remotely is not well. As HR employees, it’s our responsibility to improve the WFH experience.

Here we are going to see some HR practices for ESPANYS improve the WFH experience in an efficient manner, Community building When employees suddenly start working away from their regular setting, they are bound to feel a little lost and demotivated. The working style of a regular 9 to 5 worker is quite different than someone who has always worked remotely. Also, this abrupt change can hugely hamper the inner correspondence of the association. The more unnerving part is that no one realizes how long this game plan needs to last. To keep the work processes moving, make a virtual office for representatives. Put resources into the best video conferencing and cooperation instruments. Make a discussion for representatives to share individual just as expert updates. Attempt to allot collective undertakings week by week, urging colleagues to cooperate and remain associated. Goal setting The way to overseeing WFH effectively is a significant objective setting. Set clear expectations and explicit measurements that will empower you to follow results and measure results successfully. Correspondence turns into even more significant when groups are divided. Conduct virtual gatherings occasionally to take refreshes and

guarantee that things are on target. Utilize texting like ESPANYS Skype and Slack to consistently remain on the circle. Likewise, plan some normal time with your employees for \"non-work\" conversations. Engage with fun Understanding what your people are going through will give you a much clearer thought regarding how you should manage the circumstance. Additionally, in each piece of work that should be done, you can add components of fun through gamification to make work more enjoyable.70% of Forbes Global 2000 organizations will utilize gamification to help commitment, maintenance and incomes. Encourage learning It's an extraordinary time for workers to realize what they have for the longest time been itching to and an incredible time for chiefs to work with that. Numerous organizations have put resources into e-learning stages and representatives will actually want to master new abilities and upskill their current abilities in the additional hours that they are getting each day because of the current circumstance of telecommuting. You can likewise urge your representatives to take up non- business-related courses. Web based learning stages offer a wide scope of courses from music to playing different instruments to imaginative expressions to self- protection. These courses can end up being incredible disposition supporters and stress-reliever for your workers.

Associations could likewise elevate distributed learning ESPANYS among representatives; this can turn into a vehicle for peer commitment. Offering perks and discount Parting with some wonderful worker advantages is another extraordinary method to keep employees spurred to contribute towards their association regardless of on the off chance that they're in the workplace or working distantly. A portion of these worker advantages incorporate things like selective corporate arrangements from different brands, cashback offers, financed protection plans, tie-ups with clinics, gift vouchers, membership plans and more. Provide support for equipment and other necessity At the point when employees are working from home, it doesn't imply that they will not be needing the correct bits of gear or different necessities. More often than not, the workers bear the expense of getting the devices and different assets they need for the work. In the event that purchasing workstations in mass in this situation isn't plausible, you should offer pay or rebate offers plans for them.

ESPANYSThe whole planet has been struck by a pandemic without cure, and the only proven way to avoid it is to keep social distance. The most viable and ethical way to deal with this problem is to adopt work-from-home activities. In a time of global recession like this one, it's the only way to keep your company afloat. Working from home has never been easier or more efficient but technological advancements will definitely change this scenario by helping the remote employee. It is not only the responsibility of top management, HR, representatives or managers, but also of workers to ensure that these steps are effective and that the organisation emerges stronger than before. Motivation is the important expectation of all employee but in WFH it’s very tough to motivate the employee so as a HR team we have to motivate the employee by using new HR practices and it also creates better work experience for the employee.

ESPANYSWe hope that during this pandemic time the above HR practices are helpful in motivating and improving the WFH experience of the employee. Ezhilazhagan [email protected] https://www.linkedin.com/in/ezhil-azhagan-8287861b1

 ESPANYS EMPLOYEE ENGAGEMENT IS ALL ABOUT EMOTIONAL CONNECTION What is Employee engagement? Does it mean how much an employee is engaged in completing their work or how satisfied they are in doing it? Or is it how deep a bond has been forged by an employee with their organization to make it last till the long run? When we think about the success of a company we all will come up with the some common terms like “Leadership” and “Team”. This leadership and team work is effective when the people concerned are connected to each other. Employee engagement is not about how thick the paycheck is to keep them going; or loading them with work to keep them occupied. It’s simply the emotional connection they feel towards their fellow subordinates and their organization as a whole. It should not be like a robotic environment where all an individual feels is being detached which is emotionally draining and will look for ways to break through them. This will not only result in dissatisfied employee but the result of this dissatisfaction reflects in their performance. Even today, the surveys that are conducted within the organization is only half-hearted. There are few online

platforms where a company can ask their employee to  ESPANYS vote anonymously to know their true feelings. They may prove to provide a better insight regarding the employee mindset. But, many organizations have come to acknowledge how important it is to consider the opinions of their employees. Surveys within the organizations have revealed that only 30% of their employees are actively engaged while others are waiting for a relief or doing “just their job”. To bridge the bond among the subordinates, managers conduct meetings or discussions where anyone can put forth their views resulting in varied perspectives which helps them in finding solutions for complex problems. This practice also makes the employees feel good about themselves and strive to do better. A working individual spends most of their day doing their work, many “practically live in the office”. So when they don’t have a sense of belonging, they feel detached and disinterested in engaging with others resulting in solitude. The best way to get the employees to feel involved is through the team activities where they are introduced to people with whom they can share their opinions and have a chance of forming a bond.

When a person is acknowledged for their work or  ESPANYS suggestions they feel a sense of accomplishment and feel valued towards their organization. They start to consider it as their second home, filled with people they consider their own. This emotional attachment is what helps the employers retain their people in the organization by “choice” and not by “force”.. Encouraging employees to explore their creativity, conducting re-creational activities and providing appreciation can create a nurturing environment. Many companies have found that an emotional connection forges stronger bonds, high loyalty, great productivity and gains. They feel a positive tranquility where they are connected through their creativity and unique skills forming a network of unique individuals. Oh! The Delusion….. When a company is at the top of their game, most of the leaders tend to boost about how engaged their employees are towards their company. There comes a time where the tone of the leaders shifts from “Our Company” to “My Company” when asked how it is different from others. They will be in a delusional world where they think all their employees are completely invested in their company when they don’t even know how more than 75% of their employees feel. When a leader doesn’t earn the commitment of their

subordinates then the team will never be able to  ESPANYS withstand any strong force in the near future, it will most likely collapse. The thinking that the employees owe the leaders loyalty when there is no effort to be engaged is the heights of delusion, the reality is very much different from that. Will a company last without any emotional employee connection? Sabnam Dalai E-mail: [email protected] LinkedIn Id: https://www.linkedin.com/in/sabnam-dalai-140ab21aa

ESPANYS HOW FAR THE WFH BE EFFECTIVE FOR EMPLOYEES? Working from home can increase employees' productivity. ·According to one study, remote employees work 1.4 more days per month than their office-based counterparts, resulting in more than three additional weeks of work per year. ·29% of remote employees said they struggle with work-life balance, and 31% said they have needed to take a day off for their mental health. ·One of the most effective ways workers can stay productive is by taking breaks throughout the day. The Pomodoro Technique is one such method for employees to decompress for a moment and come back refreshed and ready to focus. With all the modern comforts of home beckoning for our attention, it would be understandable if employers saw a dip in productivity, yet the opposite is true. According to the Airtasker study, telecommuters \"worked 1.4 more days every month, or 16.8 more days every year\" than people who worked in an office. However, researchers also found that working from home can be more stressful than working at the office. Approximately 29% of telecommuting respondents said they had a hard time maintaining a healthy work-life balance. Just 23% of office workers reported the same struggle.

Here’s how WFH can be effective for the employee: ESPANYS Take breaks. The most effective way for remote employees to stay productive, according to the Airtasker survey, was to take breaks (37%). The research found that office workers took shorter breaks than remote workers, though longer breaks have been shown to increase productivity. Encourage your workers to get up every so often during the workday, especially when they're particularly drained or distracted, to grab a healthy snack, walk around their home, call a friend, meditate, etc. Follow a schedule. The second most popular way employees stay productive at home is having set work hours (33%). Encourage employees to maintain the same schedule they did when they went into the office. Following a routine will help your workers feel more structured and efficient, and it will help keep their attention focused. Keep a to-do list. The Airtasker survey also revealed that 30% of remote employees reported that keeping a to-do list helped their

productivity. Encourage employees to write down what ESPANYS they wish to accomplish each day so they are not jumping from assignment to assignment. Now that you and your team are working remotely, communication is critical. Set daily or weekly meetings where you and your team discuss and prioritize projects, including deadlines, so you can stay on track. Eliminate distractions. Researchers found that, along with spending more time doing work, remote employees lost 27 minutes per day on distractions, as opposed to the 37 minutes distracted office workers lost. The survey also found that just 8% of remote employees and 6% of office workers reported finding it hard to focus on their tasks. Benefits of working remotely One of the biggest benefits that employees gain through working remotely is that they no longer have to commute to work. Commuting has led at least 1 in 4 respondents to quit a job, according to the Airtasker study. In fact, many workers said they would be willing to give up a lot of things to end their commute. Managing work relationships One of the downsides of working from home is that it can be more difficult for employees to connect with their co-workers.

According to the study, 70% of respondents said ESPANYS maintaining relationships with their co-workers was just as important as their jobs. Only 19% said they prioritized work over relationships, while the remaining 11% said co-worker relationships were a higher priority. However, too much contact might hinder performance. While it's nice to be friends with your co-workers, researchers found that such relationships can be a distraction. Office workers spent an average of 66 minutes per day discussing nonwork topics, while remote employees only spent 29 minutes doing the same. Managers were found to be particularly distracting, as they were found to spend nearly 70 minutes talking

about nonwork topics compared to the 38 minutes spent on average by nonmanagers. Managerial distraction, as a result, affected remote workers less than their office-based co-workers at 15% and 22%, respectively. Shokhina ESPANYS

 ESPANYS THE FUTURE OF WORK: THE INTERSECTION OF ARTIFICIAL INTELLIGENCE AND HUMAN RESOURCES Artificial Intelligence (AI) is an ever-more present innovation in our society. From domestic gadgets to life-saving healthcare technology, AI is continuously evolving. Artificial intelligence impacts our everyday lives both at home and at work significantly. Indeed, artificial intelligence is able to give driving directions or music and movie recommendations, control the lights in your house and unlock your car. It transforms people’s lives by making them more efficient with the help of numerous services and programs. Besides, in the workplace, artificial intelligence continues to evolve into smart assistants helping us to work more effectively. However, Artificial intelligence is not the future of the workplace; it is the present and happening today. Investments are increasing yearly for this incredibly adaptable machinery brain. Businesses are the most interested in AI and big data to expand commerce and save time and money wherever possible. The rise of Artificial Intelligence in business has begun and is expected to have a transforming effect on the human resource function be that in terms of managing human resources, performing various HR functions or adopting and doing various HR practices.

The biggest driving force behind growth of Artificial  ESPANYS intelligence’s impact in the field of HR is the massive growth and current trend of big data. Since, Artificial Intelligence implies machine demonstrating intelligence, mimicking, assisting and, competing human, the traditional organisational setups relying solely on human services are undergoing and will undergo even more major changes with the advent of AI in human resource management. In the boom of digital age, Artificial Intelligence (AI) is redesigning and restating the way human resource management is done and the way various human resource functions are performed. The benefits of AI and automation for HR and the workforce don’t come instantly, however. It’s a journey and one can see the short-term benefits of this journey in automation, the medium-term benefits in augmentation and finally the long-term benefits in the amplification of human activities or tasks. So far, recruiting and talent acquisition are the areas where AI solutions are most effective. There is a growing number of start-ups and service providers who target HR with artificial intelligence-based solutions for activities such as: · sourcing (for example, Textio) · interviewing (my Interview) · on-boarding (Talla) · coaching (Saberr) and · Employee service centres (Service Now).

Artificial intelligence in ESPANYS HR has many uses, but one of the primary applications represents low-risk, repetitive, and trifling tasks. Sending invitations, rejection letters, contractual management, and so on are resource-consuming. Not only does the enterprise save time and money, but it allows humans to focus on more meaningful jobs while machines aid in bureaucracy. IBM and a number of start-ups are targeting intelligent assistants, also known as chat bots, or computer algorithms designed to simulate a human conversation, to recruit employees, answer HR questions, or personalize learning experiences. For employees, chat bots deliver an unmatched level of employee experience, from real time answers for HR questions to personalized learning and development. For HR leaders, chatbots are well suited to improving talent acquisition and on-boarding processes by increasing speed and providing greater consistency in answering frequently asked HR questions, improving the talent acquisition process, and enhancing the online learning experience. Talent acquisition and new hire on-boarding are ripe areas where intelligent assistants can tap multiple data sources to develop candidate profiles,

schedule interviews, and make decisions about  ESPANYS prospective job candidates. In an age of fast and ultrafast information, promptness is a highly-desired trait to all of us. It’s now or never; that’s why companies invest in AI chat bots to reach instant customer service. AI-powered HR remote offices are perfect innovations for talent acquisition, on-boarding, contractual practices, and so on. Even traditional companies could benefit from an AI-powered HR office for a smoother administration, less bureaucracy, and faster problem- solving. Diminishing human bias: Each of us is inherently biased towards one thing or another. Subconsciously, different experiences and encounters shape the way we think about others. Sure, HR representatives are trained to use critical thinking and go beyond personal impulses. However, “gut feelings” could still negatively influence an interview and cost the company money. AI systems help reduce or even eliminate biases based on ethnicity, appearance, language use, and much more.

 ESPANYSOn-boarding: Scoring valuable potential employees and integrating them into the team is enhanced by AI software such as Talla or Intercom. Similar intelligent apps act as multilateral assistants and aid in the hiring and training process. Multiple data inputs shape the best candidate for the particular necessities of a job/company. AI- powered software can provide the interview, skillset test, and exam grading. AI apps aren’t entirely autonomous; they’ll ultimately assist mid-level HR representatives in making the final decision. Talent Acquisition: Ability obtaining and new contract on-boarding are ready zones where keen partners can tap numerous information sources to create applicant profiles, plan meetings, and settle on choices about imminent employment competitors. Talla is a chatbot intended to increase the HR forms that source employment competitors. Talla can give a lot of inquiries addresses dependent on the job, and can even lead a Net Promoter Score review following the selecting procedure

 ESPANYSFrequently asked employee questions: A chat bot that is capable of answering all the frequently asked employee questions that are stored in a database seems to be a magic tool that is able to increase the speed of response significantly. The use of chat bots will save time both for HR specialists and employees. What is more, such chat bots are extremely beneficial since they are able to facilitate benefits to workers they even may not know about. Besides, with the help of chat bots, companies may collect important information about the issues that worry the employees, analyse them, and thus, address these issues and communicate a solution. In general Human resource managers hold a perception that Artificial intelligence systems will replace Human Resource managers in a short period of time but in reality Artificial intelligence assists and simplifies the job of HR managers by automating repeated tasks and help in decision making without any cognitive biases. Sruthi J https://www.linkedin.com/in/sruthi-joyees-aa601b213

ESPANYS EMPLOYEE ENGAGEMENT IS ALL ABOUT THE EMOTIONAL CONNECTION In general, all the companies need an engaged workforce, what does that mean? Employee engagement is how positively an employee is occupied with or committed to his job. Even before attending an interview he/she should verify about the company, it’s work nature and also should make sure whether it is right place for his/her career. In short employee engagement is an emotional connection which he/she feels towards the organization. To perform a task in an effective manner, employee must be emotionally attached towards his/her works. I would like to state a common example, when a mother cook’s food for her family the love which she put in will make the dish taste that good. Here, the love of the mother and the dish is emotionally connected likewise an employee should completely engaged himself to his/her job so that it will uplift both the organization and employees as well. Nowadays, happiness of an individual differs. Earlier everyone would love to spend most of their time with their family and will enjoy doing their hobbies. But in adapting to our new lifestyle most of us spend lot of time in his/her professional work compared to other activities. So, Building an emotional

commitment within ESPANYS the workforce becomes a major goal for the human resource managers. The main role of managers is to increase the level of employee engagement in the workplace. But for an HR to bring that emotion from an employee becomes a great deal. The HR professionals should work towards a better employee engagement. This HR trends will shifts the paternalistic standard towards a more human centered interactions, empowering employees and encouraging their responsibility. To achieve this, the manager must give an equal importance to each and every employee and should give continuous feedback and appreciation for his/her efforts towards the work. The manager can conduct simple employee survey within the organization by asking the following questions: Does the employee like the work environment? If they would like to share any new ideas for the development of the organization? Do they understand the company goal and objectives? Do they feel motivated and comfortable by the human resource management? Are they satisfied with the salaries and incentives? What is the level of employee satisfaction in the company?

In response with this survey from different individuals, ESPANYS the HR management will get a clear idea on how an employee is well engaged with his/her work which will help them to enhance the employee engagement. For example, if suppose an employee is not satisfied with his/her salary then the manager should first check the performance of the employee and all the required details. Later the manager should put himself in his/her position to well understand his/her needs. If the performance of the employee meets the satisfactory level, the manager should initiate the employee request and help him to get his appreciation or incentives. If not then he should make them understand the circumstance and convince the employee to excel more. These are some points that the HR management can implement to make their employee’s emotionally connected towards their work. 1. PRIDE: Employees will be engage only when they are proud of what they do and believe that what they do plays an important role in company success. 2. RECOGNITION: Everyone likes to be recognized for having done a good job. Same when an employee is recognized he/she will be contributing more towards organizational growth. 3. STIMULATING WORK: Employees are more engaged when they are offered projects which helps them to grow and develop their skills.

4. CLARITY: They will be engaged when they have ESPANYS clarity on the vision and mission of the organization which helps the employees to understand their role and see the connection between their job and how it influence company performance. 5. POSITIVE WORK ENVIRONMENT: They will be performing better in positive workplace environment. Creating personal relationships within the organization also builds emotional bonds and creates a stronger sense of team and commitment between the employees to contribute more and make them engaged. 6. RELATIONSHIP WITH MANAGER: This is very important concept because, even within a positive environment, a manager can make or break an employee’s willingness to be engaged.

ESPANYS A bad manager can destroy a good work environment- while a great manager can make a bad work environment bearable. Having this situation on mind 3 of 4 employees are not engaged and 1 is actively disengaged. Too many employees are just there for the paycheck and perform at a level that allows them to get by while doing less than their best. Many employees also underperform because they are disinterested or not challenged in their current role. To change this situation and get the most out of the employees, the HR management can remind that engagement is an emotional reaction to the work environment. Understanding these core emotional drives which will engage the employees towards the work which in hand help to achieve HIGH PERFORMANCE CULTURE in the organization. It is only when the organization emotionally connect with their employees they will be able to shift from having satisfied employees

ESPANYSto engaged employees and see a measurable increase in productivity, profit, and sales. Thus HR management can focus on creating a culture that incorporates these emotional drives will not only improve their organizational culture, but also their employee’s overall attitude, commitment and performance. YAMINI LATCHOUMANANE https://www.linkedin.com/in/yamini-l-59125a200

SYNAPSE2021 DEPARTMENTOFMANAGEMENTSTUDIES Pondicherry University PondicherryUniversity,Chinna Kalapet,Kalapet,Puducherry605014