Mumbai: In what can set trends among major corporations in India, Hindustan Unilever (Hun) has introduced a working model that challenges the dynamics of traditional employees.
At first, FMCG Major has launched two models that offer flexible work arrangements with the benefits for existing employees and performers who are associated with them but not on salary.
Under ‘U-Work’, Hul employees can choose to get engaged to companies in a flexible way while getting financial, retirement, and medical benefits.
The ‘Open2U’ model, it was specifically introduced to India, allowing performance workers, which did not work with the company, to do assignments and obtain financial safety nets and medical benefits.
U-Work covers around 8,000 office-based hul employees.
While employees can submit a request to become part of the work of U, the final decision is based on a joint agreement between the company and staff.
Both models will operate under the process of thorough thinking to offer flexible ways to work, which according to the company as ‘flexible curvature’.
Executive Director Hul (HR) Anuradha Razdan told TII, “During the pandemic, a number of people have introspected what they want from life and want to get new work experience and more personalized.
Through ‘flexi curvature’, we will do it like to provide opportunities For this rich talent that does not force trade-off between flexibility and security.
People want flexibility when they want to work and how they want to work.
At the same time, they want a structured security to pay and benefits.
Flexi-curity serves purpose That.
“India is one of the main markets where Unilever has launched a job-u.
Below, an employee is asked to place in six week weeks in a year.
Initially, the percentage of employees who chose to work on a flexible base was expected to be low.
But in the long run, the ratio can be 80:20, where 80% will be in a permanent or full-time employee bracket, while the balance can be in a flexible bracket.
Commenting on the Hul movement, Abhijit Bhaduri, a executive coach, said, “The traditional work model of 40-40-40 has been challenged.
People work for 40 hours per week for 40 weeks per year (approximately) and for 40 years they live .
This is a prototype from the Hybrid workplace for the future.
“When 2021 had seen ‘big resignation’, said Bhaduri,” Millennial wants to travel, study, and work on various projects.
Some experienced people want to slow down without losing access to security Financial.
Parents and young caregivers Must take a career break to care for the people they love.
Instead of losing this talent pool, Unilever maintains access to them through flexible settings.
Employees can come to the office for several days and work from the location else on the rest.
“There may be more organizations that can challenge the status of traditional quos because they also benefit from the container That is.
“As an organization, we stand to get access to highly skilled talents in various groups, which can work with us in future priority fields.
To maintain and involve talent in the future, flexibility will be key,” Raz and said.
Flexi SOP, Safety Nets for Staff, Gig Workers: Hul
