VOIS VANTAGE

Team Elites
(1st year)

Abhilash K
(Marketing)
Smart worker, extrovert, traveller

Nithesh Pawar
(Human Resources)
Avid reader, sports enthusiast

Pratiksha Mishra
(Human Resources)
Outgoing, enthusiastic, quick learner

Satyabrata Mohapatra
(Marketing)
Event manager, biker, cook
Objectives ACCELERATED TRENDS AND IMPACTS

1. To analyse the current trend regarding remote working and opportunities for 1. More employees working remotely
accelerating workplace transformation and digitally enabled environments. 2. Increased use of employee data
2. To analyse the problems faced by current employees in adopting remote working 3. Greater role of employer as a social safety net
3. To build a strategy to manage the talent for future workforce 4. Wider use of contingent workers
5. Critical skills are no longer synonymous with roles
PROBLEMS IN REMOTE WORK AND OPPORTUNITIES 6. Some employees find work more humanizing in the crises whereas
 Difficult to maintain Work-life Balance some find it de-humanizing
 Passive employee data collection
 Mental Stress and PTSD
 Imparting critical skills and competencies
STRATEGY TO MANAGE THE TALENT OF FUTURE WORKFORCE
 Time lag in using multiple online channels
 Remote work problems different for different genders Talent Acquisition Talent Management Training & Performance
 Data Privacy and phishing Development Management
Extreme
Recruiting Virtual Pre- Giving Short term
Critical skills and
through boarding goals
competencies
gamification
REVIVE ADAPT THRIVE Assigning Evolve modeling Instead of
Instead of waiting employees burdening
of skill needs to
for individuals to training sessions employees with
quickly course
The old models of It is no longer
apply, use from Learning long term goals,
correct as
doing business may survival of the fittest Thriving through the gamification to Management give employees
pandemic and being conditions
not be the best but the survival of shortlist the right System to short term daily
option to the star performer change.
the quickest which talent for the complete before targets.
kickstarting. is the differentiator Thriving to better in
every field. company. their first days
Reviving from the in the post covid
damages is the only era.
option.
 STRATEGIES TO MANAGE THE TALENT OF FUTURE WORKFORCE

Talent Acquisition Talent Management Training & Performance

FIT THE PROCESS TO THE PERSON FUTURE OF WORK Development Management
REGULAR FEEDBACK
 A totally different skill set requires a Partner with other companies to redeploy MULTIPLYING EMPLOYEES OPTIONS Though it may seem tricky but frequent
completely new approach of recruiting so, employees displaced from their jobs due Motivate employees to develop critical feedbacks to employees can motivate
why try and fit the candidate to the to Covid-19 pandemic skills that diversify their options; don’t just them throughout remote working
process when you can change the process condition them for a specific role
to fit the him/her TOTAL REWARDS MUTUAL GOAL SETTING
With long-term impact on employer brand, IMPARTING EMPATHY IN EMPLOYEES Goals made public and transparent with
RECRUIT FOR CULTUR FIT, NOT JUST urge to balance immediate financial Ensure that leaders develop emotional increased focus on team achievement.
ANALYTICAL SKILLS  concerns intelligence and other sinter-personal Deadlines be set by the employee can work
In order to be successful, groups shall work skills. Help employees find expectations as as a motivational factor
collaboratively and communicate DEALING WITH MENTAL STRESS AND PTSD you balance empathy and performance
effectively. In these time intensive events Consider having a chief mental health requirements MENTORING/COACHING
there’s no space for pride and ego. officer or chief well being officer to cater Nowadays, employees expect authentic
to pandemic changed needs of employees DIGITAL DEXTERITY relationships with managers to develop
USE OF ARTIFICIAL INTELLIGENCE IN Identify new skills that enable effective trust among them and enrich employee
RECRUITING CATERING TO GENDER NEEDS remote work, which leads to digital experience
Humans are infamously biased when it This is no unknown fact that women have dexterity.
comes to hiring. Unconscious bias affects been severely affected by Covid-19 due to
the process of talent acquisition so, we blurry lines between office work and home
need to consider AI in hiring responsibilities

Source:
1. https://www.infosysbpm.com/offerings/functions/human-resources-outsourcing/service-offerings/Documents/talent-acquisition-services.pdf
2. https://www.pwc.com/us/en/library/covid-19/coronavirus-telecommunication-impact.html#:~:text=In%20the%20short%20term%2C%20as,a%20boost%20to%20the%20brand
Objectives
1. To strategies the re-designing of the workplace in
keeping mind safety of employees Limiting the Evaluate policies
Number of Encouraging Implementing
2. To build the strategy that the company should and procedures
employees and physical appropriate
follow to enable employees to continue to engage regularly
others at distance at policies
and collaborate in future workplace work

EMPLOYEES ENGAGEMENT PROCESS FOR

FUTURE • Giving flexibility • Limit
• Limiting entrance
• Interact and knowing your employees in working from nonessential
and exit points.
any where. travel to other
• Provide them with the tools for success. locations or
• Review policies,
• Installing physical
• Strengthen a culture of inclusion • Allowing worksites. practices and
barriers between procedures
• Be authentic and engage minimum staff at
workers and third regularly and assess
Going digital means more than just using technology. workplace. • Providing
• Recognize your team and their hard work parties like Plexiglas's
Health insurance whether they are
• Learn together to shape the future of work • Implementing
partitions.
to employees. achieving the
desired outcome.
• Listen to and act on employee feedback staggered and
• Using technology to
rotating returns at • Special
• Motivate, inspire and coach your minimize
the workplace. incentives to
employees interactions.
employees to
• Encourage their personal development motivate them
to work.
 Market Analysis

WEAKNESS
• Brand Awareness
W
• Limited presence in rural areas
• Word-wide presence • Dropping Brand Valuation and

S •
•
Strong advertising
Second Large Subscriber base
subscriber base
• Huge Debt
• Limited success outside core
business

STRENGTHS OPPORTUNITIES

• Better Rural Market Penetrability

• High competition • Emerging Markets
• Regulatory threats • Better Network Coverage
•
•
Low margins
Mobile number portability
Saturation
•
•
•
Digital marketing
Customer engagement
Growing Mobile & Internet users
O
THREATS

T
Source:
1. https://www.statista.com/statistics/258797/market-share-of-the-mobile-telecom-industry-in-india-by-company/
2. https://www.business-standard.com/article/companies/vodafone-idea-bharti-airtel-continue-to-lose-users-jio-adds-8-26-million-119081901291_1.html
Objectives
1. Identifying scope of new digital product
2. Providing different innovative ideas for quick recovery and gaining competitive advantage over
competitors
3. Customers experience of uncertainty servies, Vodofone requires flexible mindset to remain
responsive to their needs

Digital Product AI & Machine Learning Optimize Supply chain Customer Services

• Category Extension in various • Combine data from BSS, OSS, and

• Reassess supply chain to uncover
portfolio IPTV box, DTH box, ERP systems to create multi- • Use social media to involve costumer
weak links in affected areas
broadband modem & video calling dimensional & high-granular insights and publish engaging, fun, and easy to
• Ensure contingency plans to the
app into potential customer margins. consume content
suppliers affected by the disruption to
• Use Blockchain to enable smart • Enhance chatbot TOBi with help of AI • Provide services based on
meet demand
contrasts to track status, ownership & & Machine learning segmentation
• Use analytics to identify customers
repair history of communication • AI provides insight into optimized • Creating advanced customer
most likely to be affected and develop
devices operational configurations, predictive experience platforms & Omnichannel
proactive communication plans to
maintenance and repair schedules customer service like web, voice,
keep them informed of policy changes
chat, social media, video, email
and service disruptions