Changing role of HR post lock down
The corona virus crisis is forcing almost every business to develop, adapt or improve their remote work policies and procedures immediately. However, the HR professionals are struggling to keep the employees safe and informed which helps them to think about what changes will be more permanent and how they will guide the employees as well as the organizational leadership through those changes.
Let me elucidate some major effects that the HRD in any organization will likely be dealing with even after the things will return to normal again.
Telecommuting will probably become a permanent feature
In case of most employers, the technology along with the communications infrastructure needed for successful remote work was available but for other organizations HR needed to start collaborating with Finance, IT and other departments for developing and implementing new rules.
And in the meantime, the role of in HR team in monitoring and maintaining morale has become even more crucial. However, it will also become clear in these lockdown weeks that what jobs in the organizations can’t be done effectively offsite. And, for future, they’ll need to start on contingency plans or some work policies for those employees as well.
The engagement of a remote workforce
Next, keeping the employees who are working offsite engaged, enthused and productive is one of the most valuable roles of HR. This is also his superpower because the employees who feel that their physical and emotional wellbeing is a priority for the organization are more engaged comparatively.
So, during and after this pandemic time where the financial stress impacting almost every employee, HRD needs to get some good time to investigate options like daily pay, subsidized loans etc. This loyalty to the employees in the unprecedented stressed situation will come back to your organization through their ongoing loyalty and dedication.
Challenge of talent acquisition and retention will become critical
COVID-19 pandemic is having dire economic impacts as companies are laying off the employees as well as they are freezing hiring. So, they will now be having a greater reliance on the previous employees for the eventual recovery. However, the reputation of any particular company will largely depend on how they are treated during this crisis. So, it may become a challenge to retain the candidates you’ll need in the longer term.
The supportive culture in the organization may become more challenging
The culture of organizations is also vulnerable in times of crisis because during these times the decisions are being made on the fly and financial survival becomes the priority over almost everything else. Additionally, the culture is impossible to automate because there is no technology solution that can preserve or enhance the organizational culture.
To get to the previous nurturing culture employee engagement and constant communication along with the demonstrated commitment to culture by leadership are the only tools that will work in managing the culture.
However, the employees will be keeping in mind the things you have done when they were working remotely even after the crisis passes. And then, it will become hard to put culture at the top of HR’s priority list. So, maintaining a nurturing culture is even more important for HRD because it can hold your organization together over a long period of time.
So, in the end, I would say that effective actions should be taken by leaders for conducting advanced planning as well as for making strategic management decisions. However, all of this will rely heavily on the advice and insights that only HRD can provide.