“Equilibrium of People, Process and Technology is seen in the ZingHR tool”

Mr. Karan Agarwal – Executive Assistant to MD, Atha Group

About Atha Group:

Atha Group has been a pioneer in the mining industry since the last six decades. The Group today operates diversified businesses from Iron Ore Mining, Renewable Energy, DRI, Billet with Captive Power, Calcined Petroleum Coke and Coal Mining. With its vast experience over the years and thorough knowledge of every operative nuance of the various industries, the Atha Group has not only managed to carve a niche for itself, but has also emerged as a brand name that is synonymous with quality. The Group is committed towards upholding the highest standards of ethics and integrity through adoption of responsible and compliant business practices and in turn, emerge as an ideal corporate citizen.

Atha Group saves time and increases accuracy of the HR Processes using ZingHR

Our journey with ZingHR was quite unique as the transition to a new HR System as per our varying requirements was very smooth and fast. According to me this was possible due to three major aspects; User Friendly Solution, Excellent Implementation Team and an Efficient Platform with multiple features.

Even during Covid, ZingHR launched multiple tools like Facial Recognition Attendance and Timesheet which are the need of the hour. This shows that ZingHR has a very robust and strong management team which understands the market’s requirements. 

There were no impediments from a working standpoint during lockdown, as the team was always available for remote support while working from home.

The end-to-end HR Tech platform has helped us streamline and automate our processes with minimal manual intervention; in turn saving our time and increasing accuracy. Our employee satisfaction has gone up as the solution provides all HR features like Attendance, Leave, Claims, etc. that can be easily accessed, are fast to use and encourage transparency in the processes.

Equilibrium of People, Process and Technology is seen in the ZingHR tool.

During these unprecedented times, when physical movement is difficult technology plays an important role in ensuring that work continues smoothly. HR platforms like ZingHR are important for all the organizations for business continuity.

Covid-19 has had a negative effect not only on the economy but almost all the industries and households. Yes, there will be post Covid-19 effects but it is not something we cannot fight. With the right strategy and right state of mind, we can survive the effects and come out stronger.

ZingHR has developed resources to help you through these challenging times. Click here to know our most sought after Work From Home offerings to help you cross this hurdle.


“Automation is always effective for better time management and accuracy. We had a good experience with ZingHR”

Ms. Nidhi Sharma – CHRO, Emxcel Solutions

About Emxcel:

Emxcel is a global technology company that provides customized digital solutions to businesses around the globe. They empower enterprises with technology products, services and engineering developed on a strong culture of innovation and a relentless emphasis on customer relationships since their inception in 2016.

Emxcel Solutions automated their HR processes using ZingHR

Emxcel Solutions was looking for a powerful cloud HR software solution to automate and manage our HR processes. We strongly feel ZingHR was able to meet our requirements with their efficient HR Tech platform.

We were working with team ZingHR when the nation-wide lockdown was announced; and had an amazing experience throughout the process.

While the businesses and organizations were transitioning into remote working, we were relentlessly working with ZingHR on our implementation. The team has a professional approach and we did not find any difference in our interactions during the lockdown; their response time was the same as pre Covid.

Automation is always effective for better time management and accuracy. It helps in speeding up the work and the productivity goes up. We have experienced the same in our organization post our transition on to the ZingHR platform.

The end-to-end automated platform has helped us in optimizing our Leave, Time & Attendance management and in getting amazing insights of our employees.

We had a great experience while working with the team, and our employee engagement has gone up post the implementation of the solution.

This is a tough time for all the businesses. The travel-tourism, hospitality, transport and small businesses are worst affected. We are hopeful to see the market back in its pace in a couple of months. Market will see the change in living and working conditions which will show us the entire different world, hence new business domains, working methods will lead to new work culture in organizations.

We are happy to have chosen ZingHR as our HR Tech partner.

Covid-19 has had a negative effect not only on the economy but almost all the industries and households. Yes, there will be post Covid-19 effects but it is not something we cannot fight. With the right strategy and right state of mind, we can survive the effects and come out stronger.

ZingHR has developed resources to help you through these challenging times. Click here to know our most sought after Work From Home offerings to help you cross this hurdle.


“We were impressed by the depth and experience of the entire ZingHR Team”

Mr. Kishore John – CTO, Scorpion Group

About Scorpion Group:

Scorpion Group of Companies comprises Scorpion Express Pvt Ltd. and Scorpion Containers Pvt Ltd. Founded in the year 2000, it is a leading name in the field of Logistics and Packaging. Through their relentless passion for innovation, and superior technology, they cater to Pharma, FMCG, RMG and Textiles Auto Ancillary Industries.

ZingHR helped Scorpion Group transition into using an HRMS platform

Scorpion Group believes that our business is people-centric. The organization can grow only if we empower our employees and give them space to develop into effective leaders.

We wanted to consolidate our HR processes, and were looking out for a single central platform. ZingHR provided us with an efficient end-to-end automated platform. They helped us in the transition to use an HRMS solution.

ZingHR’s core HR Tech Software Solutions like Leave and Attendance management system, Employee Dossier and  Travel and Expense Management system have helped us in better employee management and engagement. The fact that these solutions are available on ZingHR’s mobile app as well has enhanced our employee experience.

We were impressed by the depth and experience of the entire ZingHR team, and had a good experience during the entire process. The team continuously worked and partnered with us remotely for the implementation during this uncertain pandemic. We were able to Go Live in a short time.

It was essential for us to have a Leave Time and Attendance system in place, as the country was getting into a lockdown; and Scorpion Group had to start operating remotely. We were successfully able to do this with the help of team ZingHR.

ZingHR has made it easier for us to manage our entire workforce, centrally from a single platform.

I want to thank team ZingHR for their support and look forward to additional implementations.

Covid-19 has had a negative effect not only on the economy but almost all the industries and households. Yes, there will be post Covid-19 effects but it is not something we cannot fight. With the right strategy and right state of mind, we can survive the effects and come out stronger.

ZingHR has developed resources to help you through these challenging times. Click here to know our most sought after Work From Home offerings to help you cross this hurdle.


India is today the fifth largest staffing market globally and is expected to employ approximately 6.1 million flexi-workforce by end of 2021.

Over the past five years, the industry has grown at a rate of 20-25% per year, and it is not showing any signs of slowing down as yet.

ZingHR hosted an exclusive closed Round-Table discussion to understand the views of  Staffing and FMS Industry Leaders on expected trends in this industry during and post Covid.


Ms. Bhavna Udernani

MD, Adhaan Solution Pvt Ltd

Mr. Rahul Guha

Head HR, Compass Group

Mr. Kunal Gupta

Founder & CEO,Mount Talent Consulting

Mr. Aamir Ajmal

Co-Founder & CEO, Altum Staffing & Marketing Solutions Pvt Ltd

Mr. Manish Newatia

Business Head, TeamSpace

Mr. Arun Kumar Thuyamani

HR Leader, Sodexo

Ms. Sonali Sahu

HR Manager, Adventz

Dr. D Prasanth Nair

Advisory Board, ZingHR

Mr. Paras Gupta

Solution Expert, ZingHR

Mr. Ravi Kikan

Mr. Ravi Kikan

Growth & Marketing Head, ZingHR

Opening Notes

Ms. Bhavna Udernani shared her perspective on the evolution of the Staffing Industry in the next 2 years. In her opinion, the industry is expected to bloom. As experienced, Covid has led to multiple job cuts and reverse migration, this will pave the path for restructuring and corrections. Overall the demand for blue and grey collared workers might rise up.

Mr. Rahul Guha who predominantly works in the Facility Management industry, felt, looking at the current situation, many of the businesses are not doing very well and there is a need to relook at them. Due to this there is a need to look at the new service lines. According to him, in the long term, there will be a lot of learning post Covid, and the business might take a new turn; companies might need to adapt to a new way of doing business, think of new products and there will be collaborations in FMS. Technology is also expected to take a front seat.

Mr. Kunal Gupta was of the opinion that it’s a mixed bag from a Staffing perspective. He had two major thoughts.  First was, in his opinion, the labor costs in India are expected to go up. When China had a lockdown in the year 2008-09, they had to hike the salaries of laborers by 30-40% to reopen the factories; but this has not yet happened in India, so it’s new.

Secondly, with fewer companies working, there has still been no shortage of labor (in Delhi NCR). There has been no difficulty in finding talent.

Thirdly there has been a decrease in commercials, where the companies are trying to do the best with what they have.

He feels that the usage of technology will rise further and it will be an omni-channel model.

There has been a significant change in the co-working spaces, where many are shutting down, and hotels like Marriot are opening coworking lobbies which is an exciting space to get into. Large corporates are looking to sign up and change the modus operandi in which they employ and their teams work.

As per Mr. Kunal, India is a combination of multiple growing industries and it may or may not be able to move to a complete work from home model. There is a dearth of infrastructure, lack of smooth electricity.

AI Technology can be used to check the stress levels of people. In his opinion, next 3 months would be the defining period for the industry.

Mr. Ravi Kikan shared his thoughts here, where he said there were many thoughts on merging co-living and co-working spaces in today’s situation, which can boom as an industry.

In Mr. Kunal’s opinion, a desk closer to the homes is a trend that we will see. Not everyone can work from home, but companies will start providing desks which are closer to the employees’ home. This will have a significant effect on the staffing industry.

Mr. Aamir Ajmal agreed and elaborated on the views shared by the other panelist; where he mentioned there will be corrections in the industry. In the New Normal, some industries will bounce back faster while some would take time. Like others, the Staffing industry has also been hit by the Covid, but it will bounce back. Agreeing to Mr. Rahul’s perspective, he said that collaboration is the need of the hour – collaboration between clients & service providers, with the government and with the IT enablers. Technology will now be the game changer. As per him, the touch and feel will change to Phygital.

He feels there would be a range of outcomes post Covid, both favorable and unfavorable.

Outsourcing is more than a service, where we need to take care of employees and make them feel comfortable. We need to hear out our front line workers and understand their pain points. HR Technology will play an important role here, especially for workers who are now in remote areas. We need to be more empathetic in this New Normal.

Mr. Manish Newatia gave his opening notes from both technology and business perspectives. According to him, there has been demand on crunching margins and bringing down costs across the board which include lay-offs and downsizing. Thus Staffing as an industry is already facing multiple challenges, and in his opinion it will take up to 6 months for the industry to bounce back post Covid. The agencies with presence in multiple locations will drive the growth, where the key would be to get back the resources that have moved from cities to rural areas.

Communication will be another key, where HR Tech Tools with inbuilt chat options, geo-fencing will play an important role. Large organizations are looking at a different way of working; and it will be extremely necessary to stay connected with the resources that are on ground and communicate effectively.

Mr. Arun Kumar Thuyamani had a slightly different perspective to share. He resonated with the challenges that the industry is going through and will go through in the New Normal. The first learning for Sodexo was having a large number of medical front liners in Wuhan, China. Almost 800 Sodexo employees worked there. This led to a solution ‘Rise with Sodexo’, where multiple customers have signed up. The pandemic made us think of solutions involving global safety standards, when our employees stepped into the factories. He currently is working as an APAC leader, and has observed that they are doing well in China and Australia as compared to pre Covid; the reason being implementation of disruptive technologies as per the requirement. As per him they are still tailgating in India, but are positive that they will be able to implement similar strategies here.

Today 90% of the market is unorganized, 5% works organized and the rest 5% is in the grey area. The swift change will bring in value driven services.

He feels it is equally important to train the employees especially the front liners; and they have developed 10000 hours of training content for the same.

Sodexo also started an open portal, https://www.sodexorise.com/, which is like Wikipedia for FMS has data on guidelines and help required in this pandemic. This is one way of combating the situation together.

Although the industry in India is in lull right now, it will grow up post Covid if we implement these strategies.

Dr. Prasanth Nair gave his opening notes, where he mentioned that he can see this industry preparing for the wave of New Normal. He shared his three observations pertaining to this industry:

  • Demand Generators and Source Foods will change going forward
  • Technology will play an important role in ensuring ease of transaction and later might replace certain mundane jobs. For instance robots cannot get infected or spread infection while working
  • The cost of labor might go up, given the increase in need of sanitation, hygiene and safety

Collaboration will be needed amongst partners, there will be a need for innovation in services and technology adoption would become essential.

Ms. Sonali Sahu shared her views, where she mentioned that organizations need to be focused on retail chains, agreed operations, e-commerce and logistics companies. In her opinion certain industries will change and will have an impact.

Sunrise and Growth industries focus and how staffing industries will evolve?

Ms. Bhavna Udernani feels that this is a temporary phase, and all the industries will bounce back in New Normal and have its own space. The demand and supply might be slightly affected. Growth has been observed in e-commerce, logistics and IT industry, and they have been focusing currently on them.

World has been getting back to normalcy, major manufacturing units have started working full-fledged even in cities which are under major lockdown. Apart from some problems in manpower and demand, things are getting back to normal.

How has the market responded to HRTech in terms of Staffing Industry as a whole?

Mr. Paras Gupta shared his perspective, where he said that the lockdown is getting diminished on a weekly basis and is expected to be completely diminished by the end of the quarter. The companies will run in the market in full terms; however there will be cognizance to keep the costs lower. This sentiment might lead to large companies outsourcing their workforce. Of late there has been a report that Naukri.Com has launched a live tracker, where 1700 companies are hiring for 19000 positions. Keywords like Information Technology, Network Security have seen a surge of double usage in comparison to the same month last year. One deduction might be that companies are looking at enabling their employees to work from home, which is leading to job opportunities in these domains. New unprecedented jobs like academic counselors in edtech platforms, executives for keeping a check on quarantined patients are observed. So in totality I have a positive outlook on growth of this sector.

HRTech will work as an enabler as well as an acquisition tool for this sector. It can help in process optimization as well as help the industries stand out from the crowd in a highly competitive market.

Business Outcomes can be categorized in three brackets:

  • Impact on Top Line
  • Impact on BottomLine – how can HRTech Software help in fixing revenue leakages?
  • Regular process optimization which HR Software Solutions  can bring into processes. It could be enabling the workforce, doing things on mobility.

Lastly, it can help the organizations to make data driven decisions.

Rise in Gig Economy and will there be any changes in the Sunrise and Growth Industries in 2020-21?

Mr. Aamir Ajmal shared his thoughts, where he feels all the industries will come back to normal, but some will rise up quicker as compared to others. Agreeing to Ms. Bhavna’s perspective, he said that this phase is temporary, and New Normal might go back to normalcy. This might be of benefit as everyone will start using technology. Talking about industries, he said along with e-commerce, FMCG is also coming up; with a dent that they have got, they will come back with a bigger force in the market to make up for the losses. Essential services have been doing well even during the lockdown, but the impacted industries will come back with a bigger force post lockdown.

He also touched upon usage of technology in recruitment, where earlier 99% people opted for manual options. But the pandemic has taught us that digitization and technology are the future in this New Normal.

Will investment in digitization increase in Staffing companies compared to before? What technologies will be used in perspective of outcomes?

Mr. Kunal Gupta was of the opinion that digitization needs to increase, and processes need to be automated wherever possible. With margins getting thinner and efficiencies demanded being stronger and harder, digitization will definitely go up. A slight fall in job site usages has been observed, usage and more automation on the job site is going to increase. The Core High Tech sector is already making use of Chatbots for interviews, this might go further up. There might be an increase in assessment tools. Faster replacement is a very important point especially in staffing.

From a payroll point of view, many staffing organizations had been using only payroll management software. In his opinion, many more areas around productivity would be automated.

Emotional AI which started in western countries around 2 years back can also take a prominence in this sector.

How can HRTech solutions help the Staffing industry in Top Line and Bottom Line outcomes?

Mr. Kunal Gupta mentioned that one of the larger areas surrounding HRTech has got a large to do with NLP. Considerable advances in this area have been observed in the past few years. Tools like Amazon or Google Alexa provide a very high level of precision in conversion of instructions. One essential tool for company branding and homogeneous selection is definitely Robotic Interviews and Digital Staffing.

Digital Hiring will take prominence for two reasons; speed and quality of hiring.

There have been developments around learning, but before that there needs to be a solution on skill-mapping which includes workforce planning, competency mapping. These are the current gaps in digital staffing.

From a Bottom Line perspective, you need to have standards as in what work is expected from people and automate as much work management as possible.

Technology upgradation, measurable outcomes from Staffing and Facility Management point of view

Mr. Manish Newatia shared his opinion, in the Staffing industry the major work is to ensure that most of the workforce is live and active; and tools are required to monitor the same. Today when the majority of the workforce is working from home, it is essential for us to give insights to our customers on who all are working and who are not, for allocation of jobs to these resources.

Modules like talent acquisition software, on-boarding software, attendance management software which are more mobile and device friendly in nature are required to be implemented and used in this sector. Apart from them, some level of integration with customer staffing tools is needed to check which resources are able to perform better while working remotely; else it will become difficult for the resources to work on multiple platforms.

There are many organizations that want the staffing agency to report back to them on resource productivity. So it is essential that solutions have the mechanism to capture these details which can be shared across as and when required.

Rise of the Gig Economy, outcome based products which can give Top Line and Bottom Line Productivity

Mr. Arun Kumar Thuyamani had a perspective that the Gig Economy will flourish. In Indian market, many companies reach out to them for new ways of labor cost optimization. While from a compliance point, Gig is not the best way to do it, we have done research to check how Gig can help in both employee and employer perspective. Compliances are very strong in India, the main reason why many companies prefer having partners rather than employees. How do we make an employee work in a Gig concept is something that we are working on. From an Indian market perspective, we are working on the idea of blending both the worlds of traditional employee-employer and Gig employee who is more considered as a partner.

Technology can play a great role in terms of supporting the Gig economy, as it comes from a path where you are able to leverage the skills of an individual and pay them. Irrespective of the industry, if we are able to build a successful model, it will be helpful as the liability between the employee and the employer will not exist.

Change in labor laws for blue collar workforce

Ms. Bhavna Udernani personally feels that there will not be many changes to the labor law, but the way of working in the Staffing Industry will change. People might start looking at the productivity based model in place of regular employment. This will make the contractor the principal employer. But we are unsure of how successful this model will be, as the organization will lose control over the employee and productivity might be impacted.

Insourcing vs. Outsourcing, post Gig Economy, around 6-9 months down the line

According to Ms. Bhavna Udernani, the demand in the IT industry will definitely go down, as they will prefer having people on their payroll. For the blue collar and rest of the industry, in her opinion the numbers will not change, they will go high.

In Mr. Aamir Ajmal’s opinion, we will observe a shift. Definition of outsourcing might change and its original definition might see a brighter side. It will no more be the simple vanilla outsourcing of manpower, but bigger outsourcing. The balance between insourcing and outsourcing will change, and in his opinion, outsourcing will take the front seat. Companies who currently provide only payroll management software solutions might have to get into other services like payroll outsourcing services, claims management, statutory compliances as well. This will be a game changer for everyone.

Mr. Manish Newatia drew from his own experience, where there are many customers who are now changing their work style from B2B to B2C. In his opinion, this will change the focus from outsourcing to insourcing. For instance, many banks are currently reaching out to their clients directly without relying on any channel; so virtually there is no need for a back office or contact centre resource. If this model works for them, they will not change it post Covid.

In Mr. Arun Kumar Thuyamani’s point of view, a combination of multiple things will happen. First will come from the best practices; many countries have reformed their labor laws in past years and seen its multiple benefits. Sodexo for instance has a healthy balance between insourcing and outsourcing, we have multiple partners. This approach is useful especially in Europe where we follow an omni-channel approach. Also while working in multi-country contracts we are able to leverage the benefits of this healthy balance. From a technology perspective, it acts as a connector, as we have a platform Workforce, which is the same for all the employees.

Will companies be cost sensitive in adopting technologies? How important will be analytics or dashboards for Staffing and FMS?

Mr. Manish Newatia mentioned that, in today’s scenario everyone is cost sensitive and careful of where they want to put their eggs. Until and unless there is a great value addition, people will not look at adding any form of costs. Analytics definitely will help depending upon which analytics meet the needs of the business model or industry.

As per Mr. Paras Gupta, there are customers who are using a platform and even their customers are using the same platform. So the comfort level that these customers get is very enticing to see. When insourced and outsourced employees use the same platform, the analytics that you can get are very synchronous. Multiple CXOs are looking at analytics daily to keep a check on their costs. For Staffing, analytics on daily payouts of the Gig workers, paid days, GSTs etc. are some of the essential analytics. Pandemic has opened wider doors for SaaS solutions in India.

In Ms. Bhavna Udernani’s perspective, the adoption of technology will go high, especially in coming times when there will be outsourcing, mapping of competencies, managing attrition and lowering the costs. Analytics will make things easy as today it’s extremely important to have your data ready with you to move forward.

Mr. Aamir Ajmal agreed that data analytics is a key for all leaders. If you cannot see your data in a dashboard in an easy and quick way then it adds to the problems. Analysis needs to be done for technology adoption, in terms of costs and outcomes. Another aspect is correctly utilizing the technology post implementation.

Mr. Arun Kumar Thuyamni correctly mentioned that tech is not just a single solution, but multiple solutions. So the major part is ROI especially in the times when the businesses are not doing very well. But some investments need to be done for us to bounce back. The organization needs to see the value that the solution will add and the solution provider will have to curtail the requirements and show the ROI. Sodexo has started implementing PowerBI globally with multiple platforms like finance system, supply chain, HR and operations. We have built the same view for employees as well as our customers in terms of attrition rate, overtime etc. It helps in maintaining transparency and goes a long way.

What is the outcome post technology adoption that links to the Top Line or Bottom Line?

According to Mr. Manish Newatia, value addition plays an important role, which helps in distinguishing you from the rest. For Top Line it can contribute by telling your customers that you have something different from the rest; Bottom Line in terms of if you have any offering which helps in substantial reduction of costs.

Ms. Bhavna Udernani elaborated on Mr. Manish’s views and mentioned how Covid has changed the way of our working. So value addition and cost factor in her opinion are two most important factors at the moment.

In agreement with both the views, Mr. Aamir Ajmal further said it is equally important to look at the relevancy of the technology adoption at that moment; the need and urgency for it in the system.

As per Mr. Arun Kumar Thuyamani, reach in terms of audience and the tangibility that it will bring to the table are the easy metrics. But putting it in quantifiable metrics is difficult. It is equally important how we put our business case across the table and show revenue benefits.

Covid-19 has had a negative effect not only on the economy but almost all the industries and households. Yes, there will be post Covid-19 effects but it is not something we cannot fight. With the right strategy and right state of mind, we can survive the effects and come out stronger.

ZingHR has developed resources to help you through these challenging times. Click here to know our most sought after Work From Home offerings to help you cross this hurdle.

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ZingHR has revamped and remodelled its mobile app by giving it a new look and new feel. This new design has simplified the user experience and has made it very convenient for the employees to navigate through this app. ZingHR has made sure that your employees find it convenient to use this app for their day to day functioning. This new Avatar will surely be very interactive and helpful for you and your employees.

Punch In/ Punch Out


The Punch In & Punch Out button has been combined into a single button. If the employee has not Punched In for the day, then the date and time of his/her last Punch In will be displayed. The last punch in time will be considered as the punch out time. The employee can also register his/her location for punching in.


Attendance displays the  summary of the employee’s attendance where they can see the number of absences, days on leave, number of half days and balance leaves. Also,Quick filter can be used to see the attendance of the team member.



The employee can download his/her monthly and cumulative payslip by selecting the month and the Financial Year. Once the Payslips are downloaded,  they can be opened or can be deleted from the device using the app.  Also, the division of earning is displayed under the earnings section. 

Rewards and Recognition

In the rewards & recognition module you can see the number of smiles, badges and recognitions that have been achieved by an employee. The Latest Activities displays the awards that an employee has awarded to his/her peer.



An employee can select a day and then check the summary of the next or previous 30 days of his/her attendance. He/She can also see the number of present days, absent days, leave days and the total number of hours an employee has worked for in these 30 days.



To enhance user experience, the home screen is equipped with widgets for quick access. 

Punch In widget has the punch in button to mark attendance. The last date & time of swipe can also be seen here. To punch in, the location of the employee needs to be confirmed and approved by the HR. 

The rewards and recognition carousel shows all the receivers and the givers of the award.

Birthdays and Anniversaries shows the names of all the employees who are celebrating their birthday, work anniversary or wedding anniversary on that particular day. The built in messaging can be used by an employee to wish his/her peer.

Company Announcements shows the ongoing activities and other relevant news within and outside the company.

If the employee has taken up any course, then the Learning Summary shows the number & percentage of modules completed and the total modules that are yet to be done.

Frequently Used shows the last 5 modules he/she has opened so that it can be accessed again with ease.

Pending Actions

Pending Actions now has a Quick filter which lets the employee jump directly to the category of action. He/She can filter the actions based on the year. Search can be used to filter all the actions that have been done by an employee. By default the dropdown displays pending actions but there is also a button that gives you an option to see all the approved and rejected actions.

Accept and Reject options are easier to access using the given button. If the employee or the manager wants to approve or reject multiple actions, he/she can either select the cards individually or use the select all option.



Menu has a standardized design and it can be accessed from any page. If there are more than 10 modules in the menu then the search bar will be visible . Employees can either logout from the application or go to settings and then logout.

An Employee’s profile can be accessed and edited through this app which makes it convenient for them.

It also includes the Attendance information of that particular day.



Help Desk shows all the issues that have been raised by an employee to a particular team. 

Tickets can be raised using the create option where the employee specificies the details of the problem. New tickets tab displays all the tickets that have been received.

If a problem persists even after the issue is resolved it is displayed under re-open.

All the closed tickets are displayed under Closed

To make it easier , the priority of tickets is displayed at the top. Each ticket is assigned a badge which displays the status of the ticket.  


If the employee wants to discuss or share some more details about a problem, he/she can chat with the corresponding person.



Captain Zingo is now accessible to everyone. It is an interactive chatbot which will solve your query quickly. There is a Covid-19 Tracker which will let you know about the hotspots nearest to the employee’s location using GPS. It can also help the employee with Time and Attendance, Rewards, Pending Actions, Leaves, Wishes, Help Desk, My Profile, Employee Search and Feeds with  a series of questions and based on the employee’s answer, it will fetch information.


  • Roster Displays the Team members which are working under the person (manager) under different shifts.
  • Through roster the manager can manage working shift of the people working under him.
  • All the people are displayed along with name of shift/pattern allocated as per the  current date.
  • Different shifts displays individually the no of people linked to the shift where the people can be added/removed from one shift to different shift.
  • People with a particular shift can be searched through company, department, location, designation, Zone, region, branch, customer, grade, etc and many more filters.
  • The shift and pattern displayed in the Roster module comes configured from the web portal i.e they are created and allocated for the concerned manager configured and mapped through web portal by the admin user.
  • We can allocate a shift or pattern for ‘n’ no of days to the people who have already having their shift(s) assigned or who has no shift assigned.
  • To allocate the shift/pattern tap on single/multiple employees, tap on the buttons of apply shift/apply pattern, then select the dates for shift/pattern to be applicable, select pattern and click on apply for applying the shift/pattern to the employees.
  • An alert of success message showing shift or pattern with selected no of employees assigned successfully will be appeared. 
  • An alert of success message showing shift or pattern with selected no of employees assigned successfully will be appeared. 
  • An employee can be assigned multiple shift/pattern i.e a person can be assigned for two shifts in a single day depending upon the corporate.
  • To check the shift/pattern assigned or not tap on calendar and tap on the day selected for the shift/pattern applied to the employees.



Employees can resign using the E-Separation module. It shows the basic details of the employee as well as the attribute details of the employee.

In the e-resign module, the employee has to fill in details like the Date of Joining, Separation Type, Intended Last Working day, Date of confirmation, Date of Resignation, actual last working day, relieving date, Reason of separation and Notice Period. The HR and the reporting manager need to approve the employee’s resignation.

All the information regarding the employee’s resignation is displayed in transaction details.

Leave Details for the last 6 are displayed for reference. This is taken in consideration by the HR during approval.

An employee can self-revoke if he/she wants to continue working with the company. He needs to fill the relieving date, Intended last working date, Date of Resignation and Notice Period. Also, all the necessary document have to be attached and get it approved from the HR and the reporting manager.

Covid-19 has had a negative effect not only on the economy but almost all the industries and households. Yes, there will be post Covid-19 effects but it is not something we cannot fight. With the right strategy and right state of mind, we can survive the effects and come out stronger.

ZingHR has developed resources to help you through these challenging times. Click here to know our most sought after Work From Home offerings to help you cross this hurdle.

Connect with Us


South East Asia

Middle East



1800 233 6504



New Normal Guidelines & What Enterprises Can To Do About It.

One of the major lessons that Covid 19 has taught the world is, ‘There are no Experts’. Nobody in the world could see this coming, and these are strange times that we are living in.

Example, at the start of 2020, technologists were talking about hacking Human Brains and going to MARS. Today we are in a situation where we cannot step out of the house. The effect would be different to different sectors, we don’t think a standard BCP model is applicable here.

For productivity, going ahead, the organizations will need to adopt the Fives S’s:

  1. Survival
  2. Basic Services to stakeholders
  3. Starting operations post lockdown
  4. Shape the future in new normal
  5. Sustain this period

Keeping the Organization Agile and Productive
One of the key factors for any organization to stay  Agile and Productive is team collaboration. A lot of study mentions that Teams that  work together collaboratively will  report higher productivity and agility. While many employees are working from home these days there are a few things which should be followed to ensure productivity in smaller teams like having regular cadence calls at least twice a day and practising Good Leadership which will  focus on the Business Outcomes now and in the future.

Manage your WFH Employees On the Go
Geo-Fencing Mobile-based Punch – in /Punch – out will be making sure that the attendance is marked for the day employees have worked on and it will give you a digitally connected workforce. It enables businesses to ensure performance and productivity. Along with focusing on Employee Efficiency businesses should also take employees working hours into consideration.

Keep Employees in The Loop
During these critical times, Enterprises should make sure that communicating Emergencies, Major Announcements etc seamlessly is the top priority. Every employee has worked hard and enterprises should keep them up to date and connect with them.

Upskill Yourself
“Keep Training and Keep Learning Until You Get it Right” Learning will never go waste and using tools like learning management system will benefit you a lot. Studying new courses, learning new domains will help you in expanding your array. With the learning management system in place, you ensure Contactless Knowledge and Information Dissemination.

Business Continuity & Productivity Going Forward 

Most of the organizations have always kept remote working as an option, as a backup, as a crisis scenario fighting tool. So this is a rude awakening for all organizations on how they can transform their way of working, to be remote, to be effective, that is what is going to be one of the important factors for survival in this crisis.

Productivity, in this situation, where we do not know how the world will look, will depend upon how we communicate with our people, how we are able to cross skill them and how to make the best of their time and skill.

One thing that is often neglected is the importance of continuous engagement with the employees. Having a strong communication model in place will ensure that the productivity will not drop.We are all very clear that these are unprecedented times and we all acknowledge across the industries. We live in an ecosystem, where everything is affected by each other. 

Now it’s important how we sustain this period and how we are going to change once the Covid is over. 

5 Key Pointers we should look at:

  1. When we say productivity – an important factor is learning and engagement. For online training, audio and video are already in place, so the key thing is engaging the learners.
  2. Modus operandi of business will change. So it’s important to think on how we move our current traditional process to a complete digital one. 
  3. To come out shining from this Covid 19 situation, we have to go to the first principle approach, ‘You don’t follow an analogy and start thinking from scratch’.
  4. In post Covid World, the ratio of physical to digital will be the opposite. You will not be able to survive without digital presence. 
  5. ‘Out of Sight Out of Mind’ will have to change. Your employees are working remotely. How will you keep them engaged?

There are critical and non-critical activities that are mapped out in every industry. In this pandemic, most of the admin, logistics and HR team are trying to expand their BCP plans to include the corona situation into it. 

In all industries 4 standard practices have been implemented:

  1. Employees are given remote connectivity.
  2. Large data are made available to them online.
  3. MIS employees have been given large RAMS.
  4. Autonomy has been given to people to access a wide range of data.

Post Lockdown Effects on Businesses

Effect would be varied. Like for some industries it would be driven by lockdown. Manufacturing per se, can be sorted in a couple of weeks post the lockdown.  Tourism and entertainment are the worst affected industries. Recovery here will happen in phases. This is the time to create a sustainable business model.

Work From Home Guidelines: for Working Women

There are various difficulties that are being faced by everyone, especially women during this lockdown; who are trying to strike a work-life and family balance. Many surveys for working married women have been conducted and all emphasized that workload has increased in lockdown as compared to pre-COVID. Many emphasized empathy from organizations in terms of working hours and meetings, and general guidelines irrespective of gender. 

Communication needs to be transparent with female employees and expectations need to be set. Everyone has lost the differentiation between workdays and holidays. 
Many organizations are considering various aspects like liquid working. It is important to have fewer, but focused hours of work when you are WFH to ensure that the quality of output at work is really superior. Also, ensure that women should only accept deadlines that they can actually deliver on. Finally, have a very transparent relationship with your manager for setting expectations. 

  1. The policy should be applicable to both genders and companies should be able to frame the working hours and meeting hours. Long meetings need to be avoided. 
  2. Currently, we need to delegate the work which was previously done collaboratively and then collaborate. We need to roll between fixed hours and variable hours. 
  3. Like while working from the office, many women leave early and then login again from home. There is a need to maintain that balance in WFH as well. 

If women are in a senior leadership role they may have to work in different time zones, maybe twice or thrice a week. They should have the flexibility to take 3-4 hours off during the day because they need to be up at night. So flexibility and customization are important; you cannot be working 24 hours a day. Organizations need to judge women employees or all employees based on their outcome and productivity rather than working hours. Companies need to start caring rather than curing people with policies.

Sector-Wise Reboot Initiatives

Here are a few things SMEs & MSME’s will be taking into consideration:

  1. Customer will still be the King
    They will have to make sure that  interacting with their customers and being transparent with them will be very beneficial. Customers should be updated about your operations and they should be given confidence that you will be able to provide quality services to them.

  2. Plan Your HR Activities
    Employees are and will always be the core of the company. After work is resumed, organisations should be planning on having a strategic HR plan. Whether it is related to role assigning or to WFH, the planning should be done to improve employee satisfaction.

  3. Plan the Finances
    Economical Impact will be the most thought of feared impact after this crisis ends. SME’s and MSME’s should be making sure that the organization analyzes the financial condition. Future planning must be then done according to financial conditions of the organization.

  4. Planning of Operations
    Restarting the businesses after such a long time would surely be a bit difficult. Thus, It is necessary to make sure that all the functions are agile and productive. Making a proper and robust plan is important in moving forward.

  5. Adapting the Digital Transformation
    People have understood the importance of technology during the crisis. Your company will have to adapt to the digital transformation. Doing so they can then try creating a technology-based work culture.

When the lockdown gets lifted and we start going to the office to work, there will be different sets of challenges that we will be facing. The trends will have changed when it comes to work and workspace.

Outcomation Will Be A Key Management Tool

  1. What is Outcomation ?
  2. Example of Outcomation 
  3. HRTech & Outcomation 
  4. ZingHR’s Foray Into Outcomation 

A Few Trends That Will Still Be Prevalent After Lockdown

  1. Change in Commuting
    Commuting will not be the same again at least for the foreseeable future. There are several ideas that are being thrown around like employees will work in the office once or twice a week and the other being that only employees having private vehicles and living nearby will have to go to the office.

  2. Rise In Co-Working Spaces
    Most people believe that when they work around others, their productivity is boosted. There is a high chance that once lockdown opens, people might start working in co-working spaces.

  3. Adapt Digital Transformation
    Like Darwin said “Survival of the Fittest”, we should be willing to adapt to the digital transformation that has taken over the world. The rapid rise in the use and dependence on technology has shown that we will have to adapt to it.

  4. Flexible Conditions
    Your organization should be willing to be flexible and adapt to ideas like Rotation of working hours, days and offices. A certain percentage of the workforce can be called to the office at different times.

New Normal Across Industries

As the lockdown is slowly getting eased and businesses have started running, there is a new normal when it comes to work, travel and operations across various industries. 

Here are a few things that have become the new normal.

  1. Digital Transformation & Remote Working
    Microsoft CEO Satya Nadela said, “ We have seen 2 years worth of digitalization in 2 months.” From sales to customer services everything is remote now and it would not be a shocking reality if this becomes a trend in the future.

  2. Customer Expectation & Consumer Behavior
    Customer expectations and their behaviour will be changing due to the pandemic. Their expectations might increase and this is one of the reasons as to why you should be making sure that your organization will be flexible,tech-oriented and prepared.

  3. Data Will Be of Utmost Importance.
    Data is one of the most important things for any organization and it always will be. We use it for analysis, for decision making etc. Post lockdown, accessing data will be very crucial for survival as all your decision making will be depended on the data that you have.

  4. Brick and Mortar Reset
    What we can take away from this is that the world will be hitting a reset button once lockdown is lifted. Now it is up to us to make sure our companies will have plans for this whether it is short term plans or long term plans.

What New Normal will look like?

Different Perspectives

It is going to take a while for things to become normal after Covid-19. This pandemic has altered the lives of many people, businesses etc. across the world. Once everything is back to normal, everything will change whether it is the economy, businesses or lifestyle of the people.

Here is what the new normal will be for some of the entities of this world.

The Covid-19 is going to have a huge impact on the economy and the financial markets of various countries. Not only is the economy but also the personal and professional habits of people have been affected. There is an ongoing debate as to how and when things will return to normal.

Human Perspective
There is a big chance that we might still follow the social distancing rule after normality is restored. With people enjoying some extra time at home, they might get used to this habit and enjoy it.

Customer Perspective
The economy will be playing a huge role in our customer’s lives. Their saving habits will be affected due to the crisis which will have an impact on the spending habits and that will impact the business.

HR Tech Perspective
HRMS solutions are going to play a key role in the future. With companies opting to work from home, modules like geo fencing for attendance, Zero touch payroll for convenient payroll processing and announcements to keep your employees updated will be very useful

Business Perspective
The impact on the businesses will completely depend on them. If you have a plan for the business as to how it will survive after the disruption and function while the economy is recovering, you will be set for the foreseeable future.

Employee Perspective
The effect on our business will also affect the employees. Whether its pay-cuts, layoffs or furloughing, the employees will be affected. This will have an effect on their working habits as well as most of them would get used to working from home.

Digital Transformation
During the lockdown digital transformation has been accepted by most of us and do not expect it to change in the near future. With this surge, there is a possibility that we will be dependent on this for a lot of things whether it’s work or leisure.

Impact on GDP Growth and Economy Financial Crisis After COVID

We do not know how long the lockdown or bouncing back of sectors will happen. There will be certain sectors that will bounce back and certain that will go down. So if there is crust at one sector there will be trough at another. 

It’s pure conjecture at this point in time. The IMF itself is not sure of it at this time. In India, another factor that will affect us is monsoon as India’s GDP is heavily dependent on agriculture. But India is one of the few economies which probably will be above zero.

We hope for the best and advise to be prepared for the second best 🙂

More power to employees, businesses and business owners.

Covid-19 has had a negative effect not only on the economy but almost all the industries and households. Yes, there will be post Covid-19 effects but it is not something we cannot fight. With the right strategy and right state of mind, we can survive the effects and come out stronger.

ZingHR has developed resources to help you through these challenging times. Click here to know our most sought after Work From Home offerings to help you cross this hurdle.

Mr. Shibin Chulliparambil

“ZingHR has a team of committed professionals and their constant innovation into the product keeps them ahead in the race”

Mr. Shibin Chulliparambil – CIO, Mafatlal Industries

About Mafatal Industries:

Mafatlal Industries Limited has been a leader in Textiles for over 100 years. The group is a blend of traditional values and modern technology, triumphing over volatile market dynamics. Mafatlal Industries Limited. offers the widest range of high quality fabrics. Their products are extremely popular with well established brands, across the globe.

Mafatlal Industries Limited went live with ZingHR platform amidst Lockdown

Employees are the strong pillars of any organization and we believe that a strong HRTech platform eases out any employee’s life and enables them towards enhanced productivity. We have a workforce of around 3000 employees and were looking out for a solution to optimize our HR processes.

April 2020 has been an adventurous month where our country had to face the lockdown. At a time, when organizations across the industry were scouting for solutions to Work from Home, we were working with ZingHR to implement our HRTech solution.

The journey with team ZingHR has been amazing; where the team left no stone unturned to give us confidence in every aspect, be it product features, support systems or even leadership commitments. 

ZingHR has a team of committed professionals and their constant innovation into the product keeps them ahead in the race. We did not observe any difference during lockdown in terms of delivery. During the period when everyone was confined to the four walls of their homes, ZingHR assured us of full support, and we were successfully able to complete this project remotely.

I feel, Covid has brought a major change in the way in which we work, and every business is undergoing a Digital Transformation. So HR and Technology are very important aspects of any organization and we are happy to have partnered with ZingHR.

We see ZingHR as a strong HRTech Partner and while it gives a lot of insights to the management, it also gives a whole lot of features to employees as well. 

Covid-19 has had a negative effect not only on the economy but almost all the industries and households. Yes, there will be post Covid-19 effects but it is not something we cannot fight. With the right strategy and right state of mind, we can survive the effects and come out stronger.

ZingHR has developed resources to help you through these challenging times. Click here to know our most sought after Work From Home offerings to help you cross this hurdle.



The inception of having such a virtual round-table came through ZingHR’s collaboration with Microsoft.

Repeated engagements and interactions between the teams led them to this concept of conducting a unique forum with the highlights or center of attraction being nothing else but the participants who join in, to discuss and ideate new processes, policies, frameworks, basically overall solutions and best practices, that can help organisations in transitioning into a possibly dystopian reality. What can be implied by that is, with the current predicament that global governments are in due to an endless amount of changes one cannot predict what the near future is shaping up to look like anymore and hence, it is essential to come up with fail safes and contingencies to ensure that critical industries, especially Manufacturing and Pharmaceutical, are functioning at their best capacity. This can also be viewed as a contingency to try and mitigate the adverse effects of inevitable economic instability that is already underway.


The main agenda behind this round-table, was to gather leading industrialists, such as CIOs and CHROs from leading organisations primarily under the Manufacturing and Pharmaceutical vertical, and have them share and discuss challenges faced, solutions undertaken, and what the future might possibly hold for such organisations in India.


Solution Experts:

Ms. Shoma Bose & Paras Gupta (ZingHR): Their insights on ZingHRs capability to help propel organisations towards a more productive future that is completely WFH compliant, and how an HRMS based solution serve the needs of many in this fight for maintaining productivity and efficiency for employees (industry agnostic), was well received by the crowd as it set the tone for the discussion.

Outcomation was the main talking point here, which is a trademarked term coined by Mr. Prasad Rajappan, the founder and CEO of ZingHR. What the term means is essentially is the ability to derive tangible business outcomes or results, which is exactly what they hope to achieve through the application of their HRMS platform that can enable and impact users across all across all roles in an organisation.

Mr. Harneet Singh (Microsoft): A brilliant showcase of what Microsoft has envisioned and is currently performing in terms of business continuity. Their key take on Digital Transformation is the hottest subject across all industries, since it is the quintessential concept that will help all organisations turn “Agile”, enable new remote working frameworks, and also ensure complete Data security and privacy while doing all of the above.

Digital Transformation is essentially adopting rapidly changing and continuously evolving technology in order to overcome several common challenges encountered by enterprises. It advocates the use of cloud computing over sheer reliance on user owned hardware that helps in achieving faster and better outcomes, with greater flexibility.

Moderator: Mr. Sanjay Kamath (ZingHR)

Keynote Speakers:

Mr. Shibin Chulliparambil (CIO at Mafatlal Industries):

Mr. Shibin is currently the lead incharge of the IT infrastructure at Mafatlal industries, having more than 19 years of strong experience in the field of Information Technology , working on the ground leading & managing the team with many successful projects under the wings.

Having a long and industrious stint spanning across 14 years at Cipla, 5 of which were served by him as the head of IT. His experience in the field of IT is vast, having first completed his studies through Mumbai University, followed by a degree in Computer Applications from the Madurai University.

His opening note was around the dominant Work-From-Home (WFH) culture, which has swept across the globe due to the Covid-19 situation. According to him, this might be a new era wherein a majority of work profiles might be permanently seen as a WFH function, however it is crucial to note that there are still a few job profiles which can under no circumstance be performed through Remote Working. 

Scalability is the main concern to focus here, since we are left with the problem statement of how can these particular key profiles be enabled to operate out of any remote location

Mr. Kapil Mehrotra (CIO at National Collateral Management Services ltd.)

Mr. Mehrotra is responsible for Information Technology and is currently working as the CTO(Chief Technology Officer), NCML He has around 23 years of experience in IT Consulting, BFSI, and Healthcare industries. Prior to NCML, He worked with HCL Healthcare, Artemis Hospital and Apollo Munich Health Insurance. He has extensive experience in IT strategy and implementation. Kapil has done his post graduation from Kanpur University and MBA in E-Business(IT) from Annamalai University. He holds digital strategy certification from IIM, Bangalore and has several certifications in various areas of leadership, IT, and Cyber security.

His viewpoints were aligned with the general tone of the discussion, focusing on the advent of the widely incorporated remote working culture. The necessity of employees to either be present or not in an office environment is being questioned since there are no justifiable use cases or benefits behind that particular working culture, now that we have seen sustained business continuance primarily for the white collared employees. Trusting your employees, having open and transparent lines of communication is extremely crucial during such times since it is imperative to have open channels across the entire organisation so as to ensure that employees are aligned to the business goals of the organisation and are aware of the direction that they are headed in.

Round Table Discussion:

Towards the second half of the session, there was an open poll questionnaire initiated with participants indulging in sharing their justifications and insights around the following:

1. Will the Work-From-Home culture get phased out in the near future?


→ There was a split in the opinions of the participants here, which led to our first participant

Mr. Jasbir Singh Kochar, VP of HR for Cipla, providing his key insights into the condition of the Manufacturing and Pharmaceutical industry. As far as his organisation is concerned, the factories have been in full swing ever since the lockdown was initiated, in order to avoid any bottlenecks from arising in the supply chain of essential medicinal products. Ensuring attendance from 25%-100% of total employee strength at the plants was an issue.

From a sheer corporate stand point of view, meeting sales quota in this sector was a challenge only due to the lack of on ground sales force. The RnD department was the sole function running due to the criticality of their work and short deadlines, however other departments and functions would continue being on hiatus from being physically present at the office. While it is okay to mimic certain best practices followed by various other organisations during these times in order to ensure your business continuity, decisions regarding resuming workforce at the office should be considered extremely carefully since it is a question of the impact to the safety and health of the employees, and should not be taken lightly under any circumstance. “Empathy” is the big takeaway which should be followed by each manager and senior level in an organisation.

→ Mr. Bharat Somany, the Director at Hindustan National Glass, is in favour of the whole WFH scenario, who believes that it is an excellent work policy that has really shone to light during the entire lockdown phase, however after closely evaluating its benefits, his organisation has gone ahead with the decision of implementing it for a majority of departments permanently here on out.

2. How fast will the Indian Economy return to normalcy? Will Localisation be a key part of it?


→ A clear and decisive poll result, with the entirety of the participants voting in favour of a timeline with more than 6 months. The primary cause for this is the capability of the current market to bounce back without the means of localisation. Mr. Jasbir’s insights on the matter were around the intent of localisation, which sounds great theoretically, however the primary API (Active Pharmaceutical Ingredient), is shipped from China. Therefore it would take at least 12-18 months in order to set up. This is a “wake up call” unmistakably, with the intent of localization intact, but the pace with which we were headed in order to make it a reality is albeit a bit slow, that can be realised only through a collaborated effort. Mr. Shibin entirely agreed with his view points, saying that the turn around time to actual realisation of self sufficiency since China is a key exporter of a majority of the raw materials and other goods.

Dr. Prasanth Nair, key consultant and board advisor and an ex-CHRO of Cipla, has a very interesting take on the entire subject, claiming that the entire process of localisation can be broken down into phases, with electrical components and textiles industries hopefully achieving localisation in the first initial stretch now, with complicated electronic consumer goods taking up the second phase and advanced materiology taking a later phase due to the intense Research and development required.

3. Will Employment Norms change in the coming future?


→ To sum up the entire discussion, the audience online reached a consensus on the fact as to how Employment Norms would go on to change to a certain extent in the coming future, with the advent and realisation of Work From Home beneficial use cases. New policies and frameworks will be introduced ensuring a complete change in the paradigm of typical work life culture.

Challenges currently faced:

  1. Supply Chain Management bottlenecks
  2. Unavailability of Medical personnel
  3. Shift to production of protective equipment
  4. Increased demand generation
  5. Production floor revamp incorporating social distancing norms
  6. Employee shift management
  7. Workforce diminishing due to migration


  1. Agile Business decisions
  2. Ensuring product and service quality
  3. Engaging with Field staff
  4. Business continuity for Sales and Revenue team
  5. Ensuring employee performance
  6. Ensuring employee engagement
  7. Ensuring Productivity
  8. Zero defect production
  9. Ensuring Quality
  10. Ensuring Performance
  11. Managing Hygiene and Safety Standards
  12. Employee Engagement

Key Discussion Points:

  1. As industry leaders, what are a few of the challenges encountered by you during this major shift in global health and economic stability?
  2. What were the various mitigative steps you undertook which have supported you throughout this difficult journey?
  3. Will localization be the new norm?
  4. Viewpoints on the transition back to the end of the lockdown? Are there any permanent changes anticipated post Covid-19?
  5. What are a few of the precautions that other organisations such as yours take, in order to avoid a negative impact on the health and safety of their employees, but also without harming the business proceedings as well?
  6. With the advent of an oncoming decrease in consumption and trade of China produced products, will the Manufacturing and Pharmaceutical industries have a golden wave of rapid growth, or will the supply chain management succumb under the pressure of at least tenfold increase in demand

Covid-19 has had a negative effect not only on the economy but almost all the industries and households. Yes, there will be post Covid-19 effects but it is not something we cannot fight. With the right strategy and right state of mind, we can survive the effects and come out stronger.

ZingHR has developed resources to help you through these challenging times. Click here to know our most sought after Work From Home offerings to help you cross this hurdle.

Connect with Us


South East Asia

Middle East



1800 233 6504



The world’s largest microfinance market in India has come to a halt due to the lockdown. It caters to around 120 million families that have no access to financial services.

This sector makes use of the Grameen methodology, residence checks and financial literacy sessions, to provide unsecured loans, within a week of the initial application, to be paid back weekly/fortnightly or monthly as per the client’s preference.

So how does this sector, which caters to the Bottom of the Pyramid clients, always evolve stronger after every crisis?


Mr. Alok Biswas

Mr. Alok Biswas

MD and Founder at Jankalyan Financial Services

Ms. Komal Sharma

Ms. Komal Sharma

HR Head at Svamaan Financial Services Pvt Ltd

Mr. Ashwini Kumar

Mr. Ashwini Kumar

Chief People Officer at Samasta Microfinance Limited

Mr. Vineet Chattree

Mr. Vineet Chattree

Director at Svatantra Microfin Pvt Ltd

Mr. Dinesh Saili

Mr. Dinesh Saili

Senior Vice President – MFI Operations at Sub-K IMPACT Solutions Ltd

Mr. Vijay Agarwal

Mr. Vijay Agarwal

Head – Microfinance at Shivalik Mercantile Co-operative Bank Ltd

Mr. Manish Jain

Mr. Manish Jain

CTO at Bharat Financial Inclusion Limited

Mr. Asutosh Mishra

Mr. Asutosh Mishra

Deputy HR Manager at Samasta Microfinance Limited

Mr. Prasad Rajappan

Mr. Prasad Rajappan

CEO  & Founder at ZingHR – A Global HR Tech Software Solution in India

Mr. Ravi Kikan

Mr. Ravi Kikan

Growth & Marketing Head at ZingHR – A Global HR Tech Software Solution in India

Opening Notes

Mr. Alok Biswas gave his opening statements on the topic. He drew from his own experience where he left Axis Bank in 2010 and started Jagran Financial Services, and there was an economic crisis. People questioned his decision as money had dried up and there were no RBI regulations back then. But this is a different market and it bounced back. But the situation might not be the same during lockdown. There are multiple articles being published which indicate that the market will bounce back; but collection will be a key issue for MFI particularly. Retrenchment might happen as people don’t want to move far from homes.

Work from Home is another challenge for this sector. He mentioned they have currently opened their branches and the collections have started to an extent.  Moratorium period is difficult, where RBI has provided another extension, but the sector needs to manage it and be polite.

Demonetization was different as compared to Covid; and it will take time to settle down. Even post Covid, norms like social distancing will still continue.

The biggest challenge is aligning HR processes, employee engagement and motivation; they are in talks with ZingHR for the same.

With the extended moratorium, asset quality might be depleted in the long run.

There will be an increase in demand post Covid, as most people have exhausted their savings and will need to revive their lives.

Mr. Vineet Chattree started his notes by explaining what microfinance is. In his opinion, MFI is providing working capital for life for most of their customers. The sector has around 5.6 CR women borrowers who impact probably 5 times more the number of people. They mainly support the basic economy which is also largely impacted by agriculture.

When the Moratorium extension was announced, the RBI Governor mentioned, among the gloom, the only sector to bring out a little happiness is Agri and Agrilife, where there’s an increase of 3.7%. There has been a great productivity in sowing of kharif crops. In his opinion there will be a fair amount of production in rural and tier 3 cities, but at the same time there will be a fair demand of credit. Because nothing happens without money and it’s an important part to keep the economic engines running.

A trend of reverse migration has been observed, and there might be a little percent of permanency in it. This might imply that our honorable PM’s ‘Atmanirbhar’ initiative is imperative; because people decongesting metros will need to start entrepreneurial initiatives in their local areas. This will lead to demand for infrastructure. Here again credit will need to come from entities which can reach there. This is where microfinance has a pride in their reach.

Microfinance is peoples’ choice because it’s a combination of a great work model and customer experience. The sector gives unsecured loans to people who in his opinion belong to the most resilient part of the economy. Microfinance has the lowest delinquency.

We tend to extrapolate Mumbai as entire India, but India is large. As Mr. Alok mentioned, all the field staff are working, we are operating and have now started with collections.

But yes, the business model will be impacted to an extent. After demonetization, one thing that changed is everyone started dispersing the loan amount in customer’s bank accounts.

So probably after Covid, there might be a realization that digital collection will be the way to go! We might also have to change the approach in customer engagement and provide more awareness.

In his perspective, moratorium has given our customers extra time to repay without an overdue and also a chance at reviving their livelihoods.

Crisis makes everyone innovative, and so does their team. In terms of employee engagement everyone came together with innovations for Business Continuity.

Covid has bought up questions like, ‘Do we centralize or decentralize our metro offices?’ ‘Do we digitize all the processes, like we have digitized our HR processes using ZingHR a Global HR Software Platform?’ And the answer may be YES..

Mr. Ashwini Kumar was in sync with Mr. Alok and Mr. Vineet. Covid has been an opportunity of a kind, where there were certain projects in the pipeline which they had deemed as long term; but due to need of the hour started the implementation and have completed in as fast as 2-3 months.

As an industry, digital collections to an extent have started; they are digitally educating the customers on Moratorium. So the initial fear about Lockdown in April has decreased. Samasta Microfinance re-started their business from 4th May, and educated their people on safety and sanitization. They educated the employees as per the government norms on ways in which we need to communicate with customers and plan the movements.

Fear might lead to economic downturn and overcoming that will be difficult. So although the cases are rising, everyone needs to live with it by maintaining safety and hygiene.

Mr. Ashwini has worked in multiple sectors, and there was never a concept of working from home. But Covid made this change and observed everyone was equally productive working from home as well. Employees were oriented on this transition, and everything has come up well.

From an HR perspective two major challenges were customer and employee engagement. This is where technology played a major role.

Moratorium 2.0 was unexpected, and there was a fear of customer behavior. So strategies had to be revisited.

 Demonetization had not negatively impacted microfinance much, but in his opinion the sector is more prone to Covid. If we don’t change our strategies then we will miss the bus.

Employees connect and customer engagement needs to be a priority. ‘ZingHR has been our HRTech partner here. I have used multiple HR software platforms in my past organizations, but honestly ZingHR has given us a lot of flexibility and met our requirements. Major things that I observed are amazing employee connect using helpdesk and a seamless, hassle free payroll software system, attendance and leave management. Geo-fencing has been helping us tremendously in Covid’

ZingHR has played a pivotal role in our digital transition.

Ms. Komal Sharma agreed with most of the points mentioned in the previous notes. MFI as an industry has definitely felt a pinch during Covid, with the operations halted, slowed or suspended during lockdown. As per various experts, the impacts could be short term or long term. Given the working model of the sector where they work with unsecured loans, the major concern has been connecting with the customers. Digitization has been helpful, beginning from disbursements of loans to collections. There have been thoughts of using UPI as well as setting up kiosks.

The guidelines given by RBI helped in restarting with the operations. As Svamaan has branches in rural areas, sanitization, social distancing and hygiene became important. As an organization they educated the entire workforce, and did things at local as well as central level. They ensured sanitizers, masks, gloves were provided at all the branches as well as employees were covered under mediclaim policies.

Work from Home was a new norm for the finance segment, but it has worked well for them. Now the time has come when all organizations will leave the conventional way and start working as a fintech.

Mr. Dinesh Saili mentioned there were two biggest fears, one was fear of the unknown and second was political intervention. We have seen two crises before this and both have taught us lessons. The AP crisis showed the importance of credit bureaus; then demonetization emphasized on the importance of cashless disbursements. 

So irrespective of city, state or education everyone is worried about safety and now the strategies will revolve around contactless services while not compromising with the quality.

90-95% of the microfinance staff works in the field, so work from home was because of compulsion. Covid has taught us that work from home can be productive with the right data and technology.

Moratorium 1.0 was like a holiday; whereas in phase 2.0 it was cleared that payments will only be delayed and will be with interest. So that has made life a little easy.

Many people have migrated back to their hometowns with their skills, so they might look at MFIs, NBFCs to start off their livelihood there.

Also he agreed with Ms. Komal’s views, now everyone will start working like fintech, to get the best of both the worlds. Covid has acted as a catalyst for customer engagement and employee connect.

People have also realized the importance of health insurance and savings. Products and services of all organizations will change where now there will be credit plus models.

Mr. Vijay Agarwal felt the major fear of the lockdown was its unknown time period. Second fear was community spread, as urban areas are affected the most.

MFI is all about connectivity, and as mentioned previously by Mr. Dinesh, most of our employees are on field. So the working style needs to be revamped.

Moratorium was mainly announced to review the lower businesses of the people at the bottom of the pyramid, whose main source of income has been hampered. This period has helped in connecting better with the customers.

Covid has emphasized the importance of digital payments.

They have not observed any impact on liquidity as demands are expected to go up post Covid.

According to him, as  organizations we also need to look at repeat customers.

Mr. Manish Jain had a different perspective. 20th March 2020 which was the last full business day before lockdown, we disbursed close to 200 CR of loan, and it’s been 6 weeks since our offices have opened and we have not done that amount collectively till now. It was a chaotic situation during lockdown from IT perspective; it was month end, quarter end and financial year end.

In his opinion, today the fear of Covid has been superseded by the instinct of survival for most people including customers and employees. The demand is high, where people in villages need money for reviving their livelihood. Everyone is in need of money.

There are new customers due to reverse migration, which is a complex situation, as you don’t know for long these people will live there. This is an opportunity with risk.

BFIL used to acquire around 5000 customers a day pre Lockdown, which currently has changed to 20 a day. 

Moratorium is a chicken and egg situation, where people who have money are opting for it in the midst of all confusion; and people who are badly impacted by Covid we need to help them. It is a difficult situation, as if even 1 or 2 people default payments then the entire village will not get loans.

In this situation we are in need of new products under RBI guidelines, which will help these people in refinance their out standings post moratorium.

They had their field staff work from home, by developing an app, which helped them in understanding the customers situation and communicating accordingly.

The collections are optimistic right now and are expected to improve. An issue with digital collections is, how do the rural customers deposit their money in absence of reasonable smartphones?

Major challenge is whether we should invest in digitization of payment processes or control costs for survival?

Mr. Ravi Kikan introduced Mr. Prasad Rajappan, who suggested to have this Round-Table, as he thinks ‘The voice of the microfinance, which is the base of the lending industry, should be heard and talked about

Mr. Prasad Rajappan: ZingHR is really excited with the thought process of the microfinance industry towards making India Atma nirbhar. I feel microfinance is the future for India. In my recent interactions with a few NGOs, they mentioned that CSR funds are drying up; and thanks to Mr. Vineet Chattree we were able to get together with other microfinances and raise funds. It’s true when he says; this is one vertical where all the organizations are ready to share the practices.

ZingHR will continue to support you, and don’t look at us only as your HR technology partner but as your business outcomation partner. We are here to partner and learn with you.

Mr. Asutosh Mishra was in sync with Mr. Ashwini’s views, where the primary focus needs to be on customer engagement, to understand how we can better help them in this crisis.

With respect to Work from Home, we organized multiple awareness programs for our employees in terms of health and safety.

Key Pointers from the discussion

Mr. Vineet Chattree:

Engagement is the Key.

Customer Engagement, which doesn’t look forceful, is dominantly digital and helpful in nature.

Engage with your employees, everyone is scared and our employees are working on the field. We need to keep their morale high and ensure their safety.

Vendor engagement for negotiations, as well as ensuring their timely payments.

Mr. Alok Biswas:

We are in the same boat; we need to take care of our customers and liquidity management.

First we need to save our organizations, Cash is the King.

Work from Home is not a luxury for our employees, and we need to ensure their safety.

Ms. Komal Sharma:

Maintain liquidity.

Customer connect to understand their situation and help them.

Ensuring safety of employees, especially the front liners, and also look at employee recognition.

Mr. Ashwini Kumar:

Expedite the turnaround time for projects like digitizing processes, e-collections.

Customer awareness on better utilization of loans.

Continuous learning and development of employees.

Mr. Dinesh Saili:

Financial wellbeing of organization.

Communication and training with employees and; communication to and from customers on financial awareness, moratorium.

Qualification and analyzing of current data, before moving to technology.

Mr. Manish Jain:

Continue dispersing loans and the collection cycle will follow.

We need to adapt quickly to changing regulations.

Invest in cloud technologies and ensure timely vendor payments.

Mr. Vijay Agarwal:

Customer connect should be a priority.

Technology is the way forward.

Liquidity needs to be managed.

Landing approach towards customers need to change.

Mr. Asutosh Mishra:

ZingHR is an amazing HR Tech partner to Samasta Microfinance Limited.

Automation is the key for us.

Customer and employee engagement are extremely essential.

Mr. Prasad Rajappan:

Redesigning of business processes is essential with a focus on business outcomes.

Connect with employees and customers.

For CXOs it’s all about outcomes, which includes topline, EBIDTA margin, people engagement and growth.

So it’s important for everyone to come together and do what’s important for the entire ecosystem.

Covid-19 has had a negative effect not only on the economy but almost all the industries and households. Yes, there will be post Covid-19 effects but it is not something we cannot fight. With the right strategy and right state of mind, we can survive the effects and come out stronger.

ZingHR has developed resources to help you through these challenging times. Click here to know our most sought after Work From Home offerings to help you cross this hurdle.

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Women are Rockstars! In the absence of domestic help during this pandemic, women are juggling Work from Home and Work at Home. They are also helping raise or support their families globally. This is happening globally, not just one state or country.

This brings up the question of, do we need to have separate #WFH guidelines for females?


Mr. Sanjeev Bhatia

Mr. Sanjeev Bhatia

CEO, Knowbility Ventures

Mr. Naga Siddharth

Mr. Naga Siddharth

Head – People and Culture at SuprDaily

Ms. Monica Kapadia Mehta

Ms. Monica Kapadia Mehta

Executive Vice President – Wadhwani Foundation

Ms. Pooja Maheshwari Salwan

Ms. Pooja Maheshwari Salwan

Founder – Blue Ribbon Academy

Ms. Rashmi Mandloi

Ms. Rashmi Mandloi

Managing Partner & Head D&I Practice – BeyonDiversity Foundation

Ms. Nitu Mohanka

Ms. Nitu Mohanka

Founder – WErise

Mr. Ravi Kikan

Mr. Ravi Kikan

Growth & Marketing Head – ZingHR (A Global HCM Solution)

Opening Notes:

Mr. Ravi Kikan
Mr. Ravi Kikan

Set the tone of the discussion as to discuss the various difficulties that are being faced by everyone, especially women during this lockdown; who are trying to strike a work life and family balance.

Mr. Sanjeev Bhatia
Mr. Sanjeev Bhatia

Delivered his opening notes, wherein he mentioned that he conducted a survey for working married women, and the results do emphasize that workload has increased in lockdown as compared to pre-Covid.

The summary of the survey indicated:

Below is the summary of the survey:

74% women responded saying workload has gone up in absence of domestic help

23% said husbands don’t help them at home, whereas 42% said they receive help from their husbands

76% felt the necessity of having Work from Home guidelines

61% want to have flexible working hours

Many emphasized on empathy from organizations in terms of working hours and meetings, and general guidelines irrespective of gender

Mr. Naga Siddharth
Mr. Naga Siddharth

Expressed his views on having the policies. Everyone needs to be aware during as well as post the lockdown, about the policies that we want to build. Considering lockdown, all members of the family are hot due to absence of domestic help. As we are moving towards the end of lockdown, we need to consider the post life situation. Covid has been a University of Hard Knocks, an eye opener about valuing people of low authority like laborers and house help. Covid has brought about the realization that they are not under the peripheral vision, but are supporting you from beneath and you are standing probably because of them. This brings across empathy, which in Indian ethos means Dharma. Tyranny of generalization has been plaguing the administration and HR; as India as a country is different where even job descriptions don’t work and role is important.

We need to reflect on what exactly serves the customers. Like many big brands are named differently in China as compared to other parts of the world. It means having a perspective that makes me as well as the other person happy. So how long will HR hide behind the generalization? Today we are looking more at personalization than customization. Covid has let people leave behind their control obsession and risk averseness. In India everything is mutually dependent, given that I’m unsure if we can come up with policies that don’t decrease productivity.

Ms. Monica Kapadia Mehta
Ms. Monica Kapadia Mehta

Had a different perspective on this topic. According to her the past 2-3 months has only exasperated what already existed in the community. Drawing from her own experience as well as other females’ with whom she interacts; she mentioned, “Our community has certain inbuilt expectations from women, like responsibilities of home. I feel women go through guilt when we feel we are not able to do certain things that are expected out of us. Personally I have been able to convince myself that I cannot be perfect at everything. I need to have a balance between my personal and work time”

As per her this is a good time for women to start making everything inclusive. With or without policies, it’s important for women to bring in the inclusive mindset to bring in the work balance.

Ms. Pooja Maheshwari Salwan
Ms. Pooja Maheshwari Salwan

Expanded the discussion by agreeing with Ms. Monica’s views. As women we need to get everyone onboard regardless of lockdown or post Covid. The euphoria is that husbands and kids might have promised to help with work, but now the ownership is back to women to figure out home-schooling and rest of the house work.

Communication needs to be transparent with female employees and expectations need to be set. In her opinion, prioritizing and not multitasking will be a long term solution. Timelines also need to be discussed at home. Everyone has lost the differentiation between work days and holidays.

She quoted Bazner, ‘’you have to be more respectful of others and try to avoid conflict situations by monitoring your own behavior. You have to be more honest and lenient to others but also have to control yourself ’’

I hope there will be more gender equality rather than diversity.

Ms. Rashmi Mandloi
Ms. Rashmi Mandloi

Brought her perspective to the plate, where she mentioned; the results received from Mr. Sanjeev’s survey were transactional in nature. These are fixable issues as that work will get delegated post Covid. Many organizations are considering various aspects like liquid working. She agreed with Mr. Naga’s perspective of showing trust and empathy towards employees; as well as Ms. Monica and Ms. Pooja’s opinion on mindset needs to start changing. Women tend to thrive to become perfectionists and end up killing themselves while achieving it.

During lockdown, especially for women, they are taking more responsibilities, perfection and guilt is leading to burnout resulting in mental stress. Apart from these, there has been a rise in sexual harassment and 47% increase in domestic abuse. This makes it necessary for us to have a country wide policy to help and support these women.

Ms. Nitu Mohanka shared her perspective next, agreeing with most of the views of other panelists. Finally there has been an acknowledgement that women have more responsibilities at home, which has been imbibed in our culture. She feels rather than expecting others to understand, women need to be stubborn and do what they feel is right. She personally maintains a calendar to track her work throughout the day.

How to contribute to work as ever before and still manage family sentiments, household chores etc while WFH?

Ms. Monica Kapadia Mehta
Ms. Monica Kapadia Mehta

My belief is that it is important to have fewer, but focused hours of work when you are WFH to ensure that the quality of output at work is really superior. Also ensure that we only accept deadlines that we can actually deliver on. Finally, have a very transparent relationship with your manager for setting expectations.

Ms. Pooja Maheshwari Salwan
Ms. Pooja Maheshwari Salwan

I would suggest that women should stop feeling guilty about not being able to give your house the kind of attention it’s seeking every day. We can’t be perfect. Everyone is adjusting to the New Normal. It’s about time we help our kids/ family be self sufficient and work like equals.  

Mr. Naga Siddharth
Mr. Naga Siddharth

It’s all about guilt. Am I doing good enough? There is a theme of wanting to do it all in this question. Can I do all of it, like nothing has happened and I’m working from home? You need to ask yourself ‘do I have to do everything that I was doing earlier during normal times?’ or ‘how do I adapt to this situation and work with stakeholders with changed expectations?’

Ms. Rashmi Mandloi
Ms. Rashmi Mandloi

Everybody reacts differently to situations. A bias already exists which says, ‘A woman is the nurturer and a man is the bread-winner’, where women are expected to resolve domestic issues and men to take care of finances. This patriarchy exists and we are unable to think beyond it, even when the world is moving towards equality. We need to think on how we can change this mindset as a community together. Also 72% of the women do not speak out for themselves.

Ms. Monica Kapadia Mehta
Ms. Monica Kapadia Mehta

In agreement with Ms. Rashmi’s perspective. Yes that’s a wonderful point.

Do we raise boys and girls equally? Do you think a 25 year old female will suddenly not be confident? Maybe the instances in childhood lead to the lack of self belief.

Why do we ask a girl to get water for the relatives and not the boy? It’s a small thing, but this builds momentum and the buy ends up becoming a husband and father, and the girl, woman and wife. It remains in your mind and it’s subconscious.

Mr. Sanjeev Bhatia
Mr. Sanjeev Bhatia

I agree with the perspective that it’s all in the mindset. In my recent experiences, a senior working female shared her helplessness of not being able to concentrate on work in absence of household help. She has the same mindset that my co-panelists have been discussing. She approached her family members for help and they readily came onboard. Everything fell in place after she spoke for herself. So women need to talk, everything will start with you.

We are talking largely about a women workforce who has a male support at home to fall back emotionally. How about single moms, women who are not married but stay with their brother’s family also young women who are still not married?

Ms. Nitu Mohanka
Ms. Nitu Mohanka

Situations are different for everyone. But we should not stray away from focus; we need to put foot down and set the expectations right. Without clear communication, stress and gaps will always exist.

Ms. Pooja Maheshwari Salwan
Ms. Pooja Maheshwari Salwan

It’s a different situation for single mothers. Single women who are staying with others or their family should be able to better balance their work as well as help at home. For working women living in joint families, the mindset will have to be changed and support from family will be essential. I’m lucky to have a supportive family who takes care of my kids while I’m working.

Mr. Naga Siddharth
Mr. Naga Siddharth

One important thing required when creating such policies is personalization. Every person’s life is different. If an organization can personalize their HR Software and Tech products as per the customer needs, then why can’t we personalize the policies for our employees? We also need to think of men who live alone along with women. It’s time to acknowledge that we need to have such policies.

Ms. Rashmi Mandloi
Ms. Rashmi Mandloi

I agree with Mr. Naga, that we need policies for different people. People leave organizations when they do not feel a sense of belonging. Organization needs to support us to have policies and support for employees. At the same time we need to negotiate and ask employers for it. NASSCOM data says, out of the total hires in IT there are 48% dropout rates of female employees in 3 years. The reasons are many, one including marriage. But data says half of them did not even check with their managers about a possible transfer in another city. It’s important to speak up and be confident.

Mr. Sanjeev Bhatia
Mr. Sanjeev Bhatia

Organisations have moved from Basic to Add ons to CTC, and now they have come up with a bouquet of choices of taxations.they now need to be more empathetic on what all they can offer to the employees. In my stint with TATA Steel, there was an option of choosing what my requirements were. Even Facebook has started an internal website for their organization, to make employees more inclusive.

POSH in context of work from home

Ms. Rashmi Mandloi
Ms. Rashmi Mandloi

I’m part of POSH committees in some organizations. Sexual harassment defined by the law includes physical, verbal, virtual, emails, chat boxes, WhatsApp messages etc, where a woman feels unsafe and complains in her office.

As per the act, the workplace is defined as wherever the employee is, if he/she is in office, travelling for work, in cabs, everything comes under the act. In lockdown, where everyone is working from home, home becomes the workplace.

Mr. Ravi Kikan
Mr. Ravi Kikan

From a man’s perspective what is aligned to POSH in the context of WFH?

Ms. Rashmi Mandloi
Ms. Rashmi Mandloi

He should be respectful of the woman; because the law clearly states that if the woman has felt unsafe and has complained then it’s sexual harassment.

Mr. Naga Siddharth
Mr. Naga Siddharth

As a manager don’t accept anything that you would not accept against your daughter or sister.

Ms. Monica Kapadia Mehta
Ms. Monica Kapadia Mehta

I agree with Ms. Rashmi, that we need to think of connotations like jokes or comments now that we are working from home.

Insights on how to compartmentalize so as not to feel stretched

Mr. Naga Siddharth
Mr. Naga Siddharth

Men and women need different customization and personalization. if compartmentalization means proper switch between work and personal lives, I feel we as society are not mature enough to support that. It might happen in the next 4-5 years.

Ms. Pooja Maheshwari Salwan
Ms. Pooja Maheshwari Salwan

The policy should be applicable to both genders and companies should be able to frame the working hours and meeting hours. Long meetings need to be avoided. Currently we need to delegate the work which was previously done collaboratively and then collaborate.

Is there a situation an employer can change the role of a women employee post knowing about her pregnancy?

Mr. Sanjeev Bhatia
Mr. Sanjeev Bhatia

This has a lot to do with empathy of the organizations. You can offer options like early goings, late comings, few hours off; but it’s essential to ask that employee what are her requirements during pregnancy as well as post birth  and how far the organization can go to accommodate them. It’s all about the values and culture on which the organizations are built on.

Ms. Rashmi Mandloi
Ms. Rashmi Mandloi

You cannot change anyone’s role only because she is pregnant; especially without asking her. The regular state labor laws apply here.

Balancing the need of dedicated time for your toddler vs the mandatory work and work hours and Closing Notes

Ms. Pooja Maheshwari Salwan
Ms. Pooja Maheshwari Salwan

Previously we used to talk about flexible hours, but now in my opinion we need to roll between fixed hours and variable hours. Like while working from the office, many women leave early and then login again from home. There is a need to maintain that balance in WFH as well.

Ms. Monica Kapadia Mehta
Ms. Monica Kapadia Mehta

It depends on multiple factors. If you’re in a senior leadership role, like I work for an office based out of San Francisco, so due to different time zones, I’m on late evening calls twice or thrice a week. But I do have the flexibility to take 3-4 hours off during the day because I need to be up at night. So flexibility and customization is important; you cannot be working 24 hours a day.

Ms. Rashmi Mandloi
Ms. Rashmi Mandloi

Agreedwith Ms. Monica’s views. Customization and flexibility are required, along with what the woman wants. Organizations need to judge employees based on their output and productivity rather than working hours.

Mr. Naga Siddharth
Mr. Naga Siddharth

Companies need to start caring rather than curing people with policies. As long as you care, answers will come on their own; it’s no longer about inflicting policies on employees.

Mr. Sanjeev Bhatia
Mr. Sanjeev Bhatia

Based on the survey, 61% have asked for flexible working hours and I think we need to honor that. It’s necessary to have mandatory working hours, and no exclusivity when it comes to both the genders. Both are working from home, and even men are trying to change their mindsets and we need to give them a chance. We need to have equity.

Mr. Ravi Kikan
Mr. Ravi Kikan

I think it’s important to understand that there cannot be a generic bookmark to this. But it’s an essential point that needs to be addressed for a realistic point of view. Women who are suffering from too much workload need to speak out to their managers. If you don’t speak the answer will always be no. Expected working hours are going haphazardly, they have gone up to 11 hours. Our survey suggests that many women do not understand that they are burning out themselves. So they need to be addressed to.

Covid-19 has had a negative effect not only on the economy but almost all the industries and households. Yes, there will be post Covid-19 effects but it is not something we cannot fight. With the right strategy and right state of mind, we can survive the effects and come out stronger.

ZingHR has developed resources to help you through these challenging times. Click here to know our most sought after Work From Home offerings to help you cross this hurdle.

Connect with Us


South East Asia

Middle East



1800 233 6504