Global Journal of Management and Business Research, A: Administration and Management, Volume 22 Issue 6

term aspect which is also helpful in fostering growth and development for the employees as well as organisation. 23. 71% of HR professionals believe that organisation's fundamental processes should be reviewed for effectiveness and potential for improvement on a regular basis and must be checked during the post covid era. Constant efforts should be made and reviewed by the managers to measure the effectiveness of the change. 24. 76% of HR professionals state that technology is being used to effectively restructure important processes, starting from the ground up if necessary. In this revolutionised world, where organisations have been highly capital intensive it comes important post covid times to indulge every single processes down the line equipped with technology. 25. 68% HR professionals feel that they have identified the organisation's significant process "bottlenecks" and capacity constraints at the time of post covid era, improving the efficiency of any process, whether for production, distribution, or another commercial goal, is a critical step in increasing a company's bottom line. Improvements in efficiency also allow organisations to consistently offer high- quality items to their customers. 26. 65% of HR professionals highlighted that employees are aware of the business difficulties and necessary modifications to the current model of remote working and also have prepared for a transformational change from physical working to remote working. 27. 64% HR professionals feel that the organisations have been successful in instilling the required enthusiasm, energy, and feeling of urgency for implementing critical change programmes. They have been constantly looking for workers with zeal and a strong sense of belonging to their firm and who inspire innovation and propel the organisation ahead. 28. 68% HR professionals believed that the organisation is being effective at learning from its failures and applying these "lessons learned" to new situations. The near future will be highly uncertain and hence learning from present failures and adopting the ways to tackle these uncertainties in the future is highly recommended. 29. 66% of HR professionals sense that the organisation is successful in implementing improvement/change programmes because these changes and transformations must be introduced deliberately, cooperatively, and respectfully within businesses. It gives the managers and leaders the critical skills to create change inside an organisation if you manage people through effective change training courses for their constant training and development. 30. 40% of HR professionals highlighted that remote working provides employee engagement to the employees and hence it becomes very important for the managers to make sure that even at the time of remote working employees should be emotionally, cognitively and psychologically involved with their respective tasks. 31. 80% of HR professionals perceive that innovation is highly encouraged at times of remote working. 32. 76% of HR professionals feel that employees are valued and heard at the remote working scenario which is helping them in building up long term relationships with their colleagues and supervisors and also enhancing their work productivity. 33. 68% of HR professionals believe that organisations have created a remote culture that engages all employees and coworkers who share comparable priorities, interests, and attitudes, they enjoy an unconditional sensation of connection. When employees don't see each other on a regular basis, they still feel connected. Employees with strong work cultures have an unshakeable sense of belonging. 34. 56% of HR professionals stated that the employees feel motivated while shifted to an effective remote working environment. 35. 64% of HR professionals have the perception that there is a significant and continuous master communication in order to ensure clarity and trust among employees at the remote working times. 36. 60% of HR professionals believed that organisations have employee listening practices followed for a better change. VI. R ecommendations 1. The Indian startup sector had gone through a period of fast growth, with large increases in workforce both organically and through acquisitions. Previously, startups had made employment selections based on current business needs of switching from physical working mode to remote working mode which has impacted the overall work culture, priorities have been switched towards employees mental and physical wellness and also on remote work engagement with individual managers and departments making their own decisions. This study will help the startup sector companies to refine their organisational structure and culture with reference to transformation in remote working environments surmounted by unforeseen uncertainties in the post covid era. However, with this study HR professionals would be able to make certain key strategic decisions, which would increasingly result in individual and organisational underperformance. 11 Global Journal of Management and Business Research Volume XXII Issue VI Version I Year 2022 ( ) A © 2022 Global Journals Understanding Organizational Remote Engagement and Employee Social Transformation in Post-Covid Times with Special Reference to Startups in India