HRM, HRD, Research, PhD, Research, HR, CHRO

Dr. M M Bagali, PhD in Management and HRM, with a robust foundation in Organisational Structure and Analytical Skills, my role as Head of the Management Program is to foster transformative leadership and strategic thinking among aspiring managers. At the intersection of academia and industry, my efforts converge on delivering comprehensive HR and Management education, guiding PhD candidates, and steering research initiatives that resonate with current business paradigms. As a member of the Harvard Business Review Advisory Council, I contribute to shaping management discourse on a global platform. My commitment extends to integrating scholarly insights with practical applications, thereby enhancing the dialogue between educational institutions and the business community. My strategic approach not only informs future leaders but also influences the evolution of management practices worldwide. The ppt deals with - Human Resources Development - HRD- 24 years; International Human Resources Management - IHRM - 22 years; Strategic Human Resources Management - SHRM - 22 years; Organisational Behaviour-OB / Organisational Effectiveness - 20 years; Recruitment, Selection and Engagement- 18 years; HR Research Perspective and Approaches- 15 years.

Explore- https://www.scholar.google.com/citations
https://www.researchgate.net/profile/Mettu-Bagali
https://shodhganga.inflibnet.ac.in/browse?type=author&value=Bagali+M+M
https://www.teacheron.com/tutor/1Iio

2. A Study on the Preparedness of IT
Employees for Work from Home - WfH
during the Covid-19 Lockdowns
Techno Conference, May, 2023
Dr. M M Bagali
Vice President
Centre for Research in Human Resources and Higher
Education, Bangalore

3. agenda !!
Research on WfH
Relevance context
Rigour context
Setting the Research context

4. Background
Covid-19 pandemic defined the way we worked
WfH - was the norm of the game
Some could do it; some din’t; some never
Some enjoyed; some could not; some had challenges
There was an opporunity to look at this from performance and productivity angle
The present study designed to explore this issue

5. Goal of the study
‣
Investigate whether or not employees prepared for WfH
‣The experience of flexible hours
‣Satisfaction with WfH

6. Methodology
‣
Representative sample of 100 workers
‣IT organisations located all over the country
‣Structured questionnaire (20 areas)
‣30 days for participation

7. Category Percentage
1Men 67
Women 33
218-25 25
25-35 67
>35 8
3Rural 18
Semi-Urban 15
Urban 36
Metropolitan 31
4Training dept 8
Programmer 20
Software Engineer 23
Team Leaders 13
Project Manager 12
Others 24
Table 1 -
Demographic Details
of Samples

8. Finding 1- Pre-Experience
‣53 % never done any kind of employment from WfH
‣15 % occasionally worked from home (once a month or less)
‣8 % had worked from home once a month
‣5 % had worked from home once a fortnight
‣5% had worked from home once a week
‣14 % had worked from home twice or thrice a week

9. Finding 2- Mixed outcome
‣68 % distraction location in their homes for working
‣77 % had strong network connectivity while working from home
‣77 % got support from their employer for working from home
‣67 % had a team that supported working from home

10. Finding 3- Reactions
‣
78 % reported feeling at ease when communicating with their team online
‣47 % working from home during the lockdown were connectivity to the
internet 43 % workspace infrastructure
‣
43 % having an excessive number of distractions at home
‣
28 % maintaining a schedule
‣67 % of those polled expressed excitement about the prospect of returning to
their workplaces in the near future

11. Conclusion (Suggestion)
‣The lockdown experience has helped them understand the WFH process and
learn how to be more productive during WFH in the future (Orient beforehand)
‣Employees, particularly women, younger employees, and employees living in
rural areas, did not have access (Preparedness by management)
‣There were also problems with data speed and data limit, especially during video
calls (extra support with bandwidth)
‣Employee satisfaction with WFH, the IT companies should focus on processes,
work environment (at home), and training (HR policy addressing this)

12. Limitations (Scope defined)
‣The study dint has any hypothesis
‣Online data collection (physical reactions)
‣Either management of HR dept is involved
‣Few questions put to test
‣No open ended questions

13. Skills and Experience
•Teaching 24 years
•Research 16 y’rs
•Coaching 14 y’rs
•Training 16 y’rs
•Consultancy 08 y’rs
•Mentoring 16 y’rs
•Post-doctoral 08 y’rs
•Corporate 02+ yr’s
Functional Area: Teaching,
Research Interest
•Human Resources Development -
HRD - 24 years
•International Human Resources
Management - IHRM - 15
•Strategic Human Resources
Management - SHRM - 15
•Organisational Behaviour-OB - 20
•Recruitment, Selection and
Engagement - 18
•HRM and General Management-
22
What I bring

14. •16 PhD guided
•11 M.Phil awarded
•150+ paper publication
•950 MBA Research
Summer projects guided
•1500+ Masters Projects
Examined / Evaluated
•Network and Connect
•PhD Examiner and
Expert
•7 University PhD
examiner/evaluated
PhD work/Doctoral
Committee Member/
PhD Guide
•Research Guide
•Post Doctoral work
Research
Abilities

15. [email protected]
9880986979
skype
whatsapp
i am here…..
http://in.linkedin.com/in/mmbagali