Changing Priorities of Human Resources

The current crisis has been an accelerator for businesses to drastically change their way of working. As employers are trying to keep employees safe and informed, we also need to understand as today’s changes become tomorrow’s normal how HR will play a role in guiding employees and organization through these changes. HR will have to be a true business partner in anticipating changes and recalibrate its priorities to make organizations future ready.

Most organizations have taken a leap from having employees work in office to working from home, compelling HR function to revaluate its focus areas for today and the future, post Covid-19. Let us evaluate some of the important priorities for HR function in managing the workforce effectively in times to come.

Revisit policies around Remote Working

Most organizations have already been tested for the technology and communications infrastructure required to support remote working during the current crisis. Still many operational WFH protocols need to be implemented. HR needs to revisit policies around remote working which address these and help translate existing work rules to the new reality seamlessly. All policies and processes will need to be modified to be applicable in a virtual environment.

Redesign your workforce

Soon as the lockdown gets over and business starts normalising, HR will have a key role in planning and restructuring the workforce again. There will be a mix of employees, with some still working from home while others who will start coming to office. HR will have to proactively plan segmentation of employees, work on contingency staffing, create workforce models, resource plans and even redesign job roles and responsibilities to operate in the changing environment.

Multi-skilling of employees

With redesigning of workforce comes another challenge of preparing them for the new normal. HR will need to ensure multi-skilling (Up-skilling and reskilling) of employees to meet the dynamic workforce requirements. Not only train employees as per the learning paths identified for them but also prepare people managers to be effective virtual leaders in order to collaborate better, boost engagement and improve productivity of their teams. Also, sensitize them on creating psychological safety, being empathetic and mindful given the current times.

Employee Health and Hygiene

Amid the ongoing disruption, with working home remotely and the unsettling news surrounding the pandemic, mental wellbeing of employees has never been more important for employers. HR will have to relook at its approach towards employee wellbeing. It will need to introduce holistic benefits and interventions which address all aspects of employee well-being including mental health and financial security. Also, it will be key to pay keen attention to workplace hygiene, measures to ensure social distancing at the workplace, repeatedly nudging employees to adopt healthy habits and regularly monitor their health.

Manage employee communication  

Firstly, due to the uncertainty and dynamic progression of this pandemic, communication with empathy has become particularly important given the dispersed workplaces. Earlier, it was easy and quick to connect and communicate, with employees being in office but in the present scheme of things HR will have to identify communication channels that reach everyone, build forums and have mechanisms to ensure constant communication with its employees in a virtual world. Additionally, HR needs to focus on ensuring there is a connect maintained within teams and between different teams also, more so as teams now are working remotely. Two-way communication will be crucial in monitoring and maintaining the morale of employees.

Engaging remote employees

One of HR’s most valuable roles is to keep its employees engaged and productive. Research indicates that employees who feel that their physical and emotional wellbeing is a real priority for their organizations are more engaged and less likely to experience burnout. Employee engagement in a remote working set up is one of the biggest challenges for HR today. It will have to understand the nuances behind engaging these newly virtual teams. Continue to recognize, celebrate wins, festivals, special days, offer wellness engagements for employees and their families, offer e-learning opportunities, build collaboration and enhance overall employee experience to boost their morale for better productivity.

Speed up Digital Transformation

Lastly, the crisis is an opportunity for HR to set up digital platforms for its key processes. Ensure better integration of digital and human efforts to virtually manage the key touchpoints of employee lifecycle from selection, onboarding, performance management, administering employee benefits to even offboarding of employees.

Conclusion

With this upheaval, businesses are understanding that most of the changes are here to stay. HR will also need to hit the reset button. It will have to reimagine, reinvent and reskill to become more agile in supporting organizations in tough times like these. Through the transition, technology may have many solutions, but HR functions will have to ensure:

• A human touch at every step of this digital journey
• Nurture the culture and values of the organization
• Identify the most optimal and cost effective solutions given the varying budget constraints organizations are struggling with currently

With this focus HR will be able to create inclusive and connected digital teams based on trust, transparency and compassion, equipping organizations to bounce back and be ready for future challenges.