Do you think there will be need of recalibrating HR post covid? If yes, what would be the focus areas?
AA HR teams will need to recalibrate themselves post covid to keep employee spirits and productivity levels high during the pandemic. In organisations, HR leaders have been presented with opportunities and challenges to quickly provide employees with the organisation's response to the pandemic. While rolling out new guidelines for working and providing infrastructural and social support, this can reshape the workforce by incorporating changes in skills and business policies if needed during the pandemic. It is essential for HR teams to recognize and acknowledge mental stress as a result of the pandemic's aftermath and to assist employees through it. Organisations will need to ensure higher levels of engagement so that employees don't feel disconnected, especially with those employees working remotely to ensure productivity. This crisis has created a new level of trust and transparency among employees. Human beings yearn for the comfort and assurance of personal touch; people need to feel emotionally secure to be able to perform well. Companies can provide employees with financial wellness options to increase motivation and employee morale. Features such as budget management tools, financial coaching, and financial stress management tools, as well as the offer of paid leave and on-demand pay checks, can help during these unprecedented and trying times for optimum employee satisfaction.
Do you think that employee trust deficit has come down to low? If yes, what factors have been instrumental in this shift?
AA Trust has various components, be it physical trust or emotional, digital or financial trust. Trust in HR is vital to successful mitigation of COVID's consequences and cultivating it in every sense will lead to a speedier recovery when all this is behind us. Trust issues have definitely increased within remote management as a large number of managers are struggling to manage their teams effectively, often micromanaging teams and leaving them frustrated. The sudden transition into remote working without proper training and which requires different skills has had adverse effects with an increase in stress levels. Due to lack of face-to-face interaction, expectations are misplaced, ending in disruptive work-life balance and further eroding trust and leading to disengagement and loss of motivation in work. While some jobs have proven adaptable, many sectors are not well-suited for the remote environment and many workers have home lives that present overwhelming challenges. Covid has also created trust issues in the physical workplace. Employees concerned about the pandemic don't want to see colleagues interacting with other people without a mask and companies don't want to see employees taking risks that could endanger the entire workplace. Reputational damage suffered from a poor COVID response will have huge implications on the ability to attract or retain top talent. Finances are a major stressor in employees lives that has a significant impact on employees' workplace performance. Companies who prioritise mental health and have financial wellness programs have shown to help reduce financial worry and rebuild trust.
How far HR has worked on three factors- Purpose, passion and perseverance to enhance its contribution to business?
AA In today's dynamic world, HR needs to work with a true sense of purpose and passion to become a true partner to business and drive business productivity and performance and overall organisation culture. Meeting the expectations of all stakeholders and achieving the common goal requires a lot of grit and determination. In today's rapidly changing business environment, companies need passionate workers because such workers can drive extreme and sustained performance improvement. These workers have both personal resilience and an orientation toward learning and improvement that helps organisations develop the resilience needed to withstand and grow stronger from continuous market challenges and disruptions. Unless HR leaders have the passion for what they are doing, finding the other 2 Ps within HR becomes challenging.If there is no passion, the temptation to give up at the first signs of challenge is quite high. Irrespective of all the obstacles and setbacks that come in a business's way, it's important that HR continues to get the most out of their employees. The true purpose of HR is towards the holistic development of these workforce to build a truly successful organisation by building and leading a strong team.