Amid an ongoing debate over moonlighting, Walmart-owned Flipkart has launched a part-time compensation policy that gives employees the flexibility to pursue non-work interests, meet their medical/d emergency and focus on their health and well-being. their dependents.
Talk to activity area, Krishna Raghavan, HR Manager of Flipkart, said, “The part-work option was introduced as a pilot project about a year ago, but came into full effect from October 2022. We we are seeing a growing trend of adoption of this policy among employees. Some of the use cases for this policy seen at Flipkart include employees pursuing studies on the side, someone caring for elderly people at home, or women returning from maternity leave who want to work around two days. per week.
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Moonlighting occurs when employees hold a second or more job in addition to their only full-time job. Earlier this year, moonlighting led to hundreds of Wipro employees losing their full-time jobs. Other IT companies like Infosys and Mindtree have also warned employees against moonlighting and taken action.
About the policy
Flipkart’s part-time work policy is applicable for existing employees who wish to transition to a reduced work schedule (less than 100% of full-time) for a defined period, as well as new entrants who wish to join directly with this reduced format. . , thus enabling them to meet their personal commitments and responsibilities.
Additionally, the company has adopted a hybrid working model starting in March 2022. In this current model, a combination of employees work remotely and from the office on different days of the week, allowing teams to decide which days suit them best. Flipkart also offers employees the option of working from satellite offices (in Whitefield and Koramangla) in Bangalore.
Flipkart’s financial statements for FY22 noted that almost a quarter of the company’s expenditure (₹3,735 crore) was spent on employee benefits. In comparison, Flipkart’s employee benefit costs in FY21 were ₹3,163 crore. To this, Raghavan said, “Talent has always been our strength. Different waves of technology have come and gone, but our people-centric approach is what allows us to constantly innovate in the market and be in the position we are in today.
Beyond investing in employee compensation, much of Flipkart’s investment goes into talent development. This includes aspects such as the development of talents at different levels of their career. The third area where the company spends is on employee benefits. For example, Flipkart launched unlimited health insurance for its employees during Covid and continues to maintain it as a policy as it moves into the future.
Raghavan noted that Flipkart’s employee value proposition is based on the theme “Together we dare to maximize”. It means coming together as a company to solve big, bold challenges. The company aims to create a culture where employees have the opportunity to experiment. It even has an internal award called Chandrayaan II to affirm this belief.
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“It takes a lot to create an entrepreneurial mindset. Our cultural aspects like a license to experiment and fail, to pursue big, bold goals and a bias for action and the overall integrity and inclusiveness of Flipkart is, I believe, something that has led many Flipsters to become intrapreneurs and also led ex-employees to become entrepreneurs and create unicorn businesses,” Raghavan added.
Former Flipkart employees like Mukesh Bansal, Sujeet Kumar, and Sameer Nigam among others (also called Flipkart Mafia) went on to build unicorn companies like Curefit, Udaan, and PhonePe.
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