HR manager in a meeting room

Lessons from COVID-19 that Reinvented the Role of HR

The Coronavirus pandemic has motivated and compelled HR and their teams to ponder over the position of the organisation’s human resources department. At the beginning of 2020, businesses hastily shifted to a remote work structure. Face-to-face teamwork changed to online collaboration systems. For many employees, working from the comfort of their house was unchartered ground. Despite these alterations, even following a year, the workplace setting continues to change in regards to the Coronavirus.

HR managers have at the middle of these virus-stimulated modifications from the start. They had to traverse new safety and health requirements, assist managers in the new setting, minimise headcount in some instances, and keep pace with essential administrative procedures.

A tech advisor speaking to the Society for Human Resources said that currently, information technology (IT) and HR are debatably the two most important departments crucial to an organisation’s survival. The advisor continued to say that the goal of executives is making sure that remote workers are equipped with the proper tech and assistance at home to fulfil their responsibilities, that their confidential HR information is kept secure in the remote working settings, and that the workers are kept engaged for maximum productivity.

As HR teams and organisations think ahead, it’s integral that you account for what’s altered and how those alterations will influence the future of work and restructure the role of HR. The Coronavirus pandemic has had a lot of negative consequences – increased unemployment, adverse health risks, social divisiveness, and business closings, however, according to Josh Bersin, an HR analyst, HR can also get positive upshots.

In the HR Executive, Bersin writes that HR teams are coming up with innovative methods of working, new job models, new methods of learning, and new methods of rewarding, incentivising, and paying individuals.

In this read, we take a look at six crucial modifications and how HR agencies like HR Talent can harness the most from those modifications.

  • Support new requisites for workplace safety and health
  • Execute new strategies to time off
  • Incorporate systems for optimum efficiency
  • Focus on tech to improve employee engagement
  • Develop inclusion, equity, and diversity initiatives

The outbreak needed organisational restructuring on large scale. Although the trauma and adjustments affected leaders and employees alike, it’s to the benefit of HR to implement key learnings to assist the workspace transform and evolve innovative methods.

Support New Requisites for Workplace Safety

HR leaders are being allotted the task of remaining afloat with the ever-changing safety and health guidelines and comprehending the fast-changing environment so that procedures and policies satisfy requirements. Employees who feel somewhat overcome by a continual barrage of COVID-19 updates from the national and local news depend more and more on HR as the main source of updated and correct information regarding the pandemic.

Ascertaining that organisations not only receive the info they require to make informed decisions but also ensure employees are informed about the policies will remain to be a continuous hurdle for HR heads. Businesses planning to go back to work may also come to see that most employees are reluctant or nervous.

Companies are relying on their HR teams to make sure that staff concerns regarding safety, health, and wellbeing are tackled in an evolving physical setting. The Senior Vice President and CHRO of Ingredion, Elizabeth Adefioye, reported that from the start of the COVID-19 pandemic, she has been in liaison with the CEO and key executives from the communications, finance, technology, and facilities departments to come up with a safe and phased global strategy to going back to the workplace.

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