Figure 1 (Source: https://www.peoplemattersglobal.com/article/hr-technology/hr-management-in-a-post-pandemic-world-how-processes-and-technology-will-evolve-29725)
No one could have predicted what happened in 2020 before that or what will happen for HR in a post-pandemic world. The Covid-19 pandemic accelerated a process that had already begun several years ago which workforce to a digital model.
Upon
this dramatic change, the HR team had to implement strategies to get employee's engagement using different kinds of mechanisms to host digital events for the
workforce, the use of smart tools for performance analysis or the hosting of
rewards programs on professional platforms as the Remote Work or Work From Home concept hit the market and HR has made important steps towards the ‘always-on’
mode that is the hallmark of business in the digital age.
The
focus on the diversified workforce:
Since
the world is moving away from the Pandemic still there is a scar left behind
which the workforce is afraid of, there are certain things that HR needs to redesign.
First,
every company needs to change its focus on talent diversity as they can help in
maximize the value since they come from diverse backgrounds. Further, the
company still can improve the existing employees by giving the training which
even more effective as the existing employees already know the culture and
history of the company.
Adoption
to new policies and strategies:
Earlier, companies allowed the people in specific roles to work from home when required and sooner the pandemic has begun, HR team had to find a competitive strategy to let everyone work remotely.
“According
to Citrix report, about 88 percent of workers say complete flexibility in hours
and location will be an important consideration in future job searches”.
Further,
hybrid workplace model is ideally inclusive, and cloud-based HR tools such as
HRIS, MS Aure Archiving ERP Portals, etc helps to keep everyone in the loop
wherever they are and also store critical information safely.
Analytics
in HR
Having
a right analytic tool in HR assist with measuring goals of employees such as
improving soft skills literacy, designing more relevant rewards and developing
smarter metrics to evaluate employee satisfaction. Predictive HR is another
growing component, with the help of past historical data, forecasting process
changes, new job requirements and even overall strategic moves of the
organization especially in pandemic and post-pandemic situation.
The
main purpose of analytics to uncover patterns, quantify results and metrics,
and drive innovation. Through machine learning and pattern recognition,
analytics can provide a vision about how employees across departments are
actually feeling about their role and their workplace, as well as insights on
job fit based on skills, personality traits and work history.
Further,
using the past analytics, HR should review the performance management tools as
the WFH and remote working become very famous and measuring the performance and
productivity is crucial compared to physical attendance.
Moreover,
previous overtime analytics can suggest alternative options to replace the
requirement for the critical jobs with additional staffing or shift roaster for
particular assignments or departmentalization to maximize the productivity and
optimal inclusion of different skill sets.
Conclusion
As
the business and its requirements in the global context grow faster and more
expansively, companies large and small must invest in effective and productive
ways to provide high-quality service with competitive strategies to attract the
stake holders. The HR department can spearhead this investment in productivity
through tools, processes and training that equips employees to do their best
and stay connected wherever they are as the Pandemic had impacted the working
patterns. “For the ambitious brand that seeks to go digital-first, therefore,
going ‘HR-first’ will in many ways be a prerequisite”
References
McLellan,
D., 2021. Talent Culture. [Online]
Available at: https://talentculture.com/hr-in-a-post-pandemic-world/
[Accessed August 2021].
Ponnappa, S., 2021. People Matters Global. [Online]
Available at: https://www.peoplemattersglobal.com/article/hr-technology/hr-management-in-a-post-pandemic-world-how-processes-and-technology-will-evolve-29725
[Accessed August 2021].
Sackett, T., 2021. SHRM. [Online]
Available at: https://www.shrm.org/learningandcareer/learning/webcasts/pages/0321sackett.aspx
[Accessed August 2021].
Syed, N., 2021. Human Resource Director. [Online]
Available at: https://www.hcamag.com/asia/specialisation/change-management/three-critical-hr-issues-to-focus-on-for-the-post-pandemic-world/257594
[Accessed August 2021].
Great! very informative article. This is very important as an organisation, even as the country, after this pandemic how strong we can re-gain the productivity or processes as same as what was in pre-pandemic situation. As you well described HR professionals should take the leadership of New Norm as they are dealing with most sensitive and valuable recourse of the institution.
ReplyDeleteAs we set out on the path of economic recovery, we must assess the pandemic's impact. While the pandemic's economic impact has varied by sector, some have suffered more than others. The impact forced many industries to take drastic measures such as mass layoffs or even closures. In the future, HR will determine how quickly organizations recover and people adapt to the rapidly changing workplace. You have explained it very well.
ReplyDeleteA good one Amjad,
ReplyDeleteIn the face of huge changes around the world as a result of the epidemic, businesses must respond and adapt and manage their employees properly (Carnevale and Hatak, 2020). Sheppard (2020) claims that businesses must prepare for more upheaval and volatility. They should use platform-based technology and create new business models (Sheppard, 2020).HRM plays a critical role in assisting employees in overcoming the challenges posed by unanticipated changes in the workplace and in society (Carnevale and Hatak, 2020). Furthermore, moving to virtual work necessitates the workforce's digital and collaboration skills (Sheppard, 2020).
So managing post-pandemic situations is also important for organization. You have nicely described key areas through this blog.
Change is the practice required to move past this pandemic situation. HRM faces a significant challenge in returning the organization to normalcy. As a result, a strategy program should establish both individual and collective goals. Thank you for providing a thought-provoking topic.
ReplyDeleteAs you mentioned, pandemic has changed the world and we will not see what we consider back to normal for a long time, if ever. While some countries are in recovery, others are still stressed with rising cases. Businesses had to pivot, often without any preparation, to keep their staff safe and working from home. So how has the novel coronavirus changed the role of HR in many ways.
ReplyDeleteChange is what is needed to get out of this pandemic situation. HRM faces great challenges to get the organization back to normal. Therefore, the strategic plan must establish individual goals and collective goals. Thanks for the thought provoking topic
ReplyDeleteA good article Amjad. Human resource professionals predict, while workers returning to the workplaces after the pandemic offices are being converted to meet the emerging needs of both companies and their employees. These changes are more than the physical appearance of the workplace. Companies and HR managers may reconsider the nature of post-pandemic work and the skills, needs, and capabilities of their employees. Further they expect following trends;
ReplyDelete1. Majority employees work from home.
2. Collarboration will be more important.
3. A location based pay will be continued.
4. New Challenges and Opportunities will come up with Globalzation.
5. More focus will be given to employees' mental and physical well being.
HR Leaders did so many things in last pandemic. Provide input in the guidelines to be implemented, gather and share staff and client's questions and concerns; inform the team of new developments in employment laws and benefits; share revised policies; provide strategies to manage remote workers; share risks related to the crisis; and make sure that values and equity
ReplyDeleteHR as well as the organizational leadership put an massive effort to introduce and align the work environment with the safety protocols during the pandemic. That greatly ensured that, employee and organization wouldn't impacted with any sort of a crisis. Also, they introduced new working patterns to overcome certain challenges as well . That may encourage the environment while maintaining the required momentum. With these changes, organizational driving mechanism shifted more towards digital solutions, online platforms, work from home concepts.
ReplyDeleteTherefore, as HR leadership should concentrate the way that connect, engage, and encourage the employees in the new context.
Interesting article to read Amjad. Thanks for sharing this.
Post pandemic resets major HR trends, HR leaders need to rethink workforce and employee planning, management, performance and experience strategies as they adjust to social distancing practices. Our working practices have changed rapidly and drastically during this pandemic, transforming our business culture. However, if we want to keep the positive culture going forward HR tools and planning should be flexible to overcome post pandemic. Step toward digital tools and ensuring health safety methods HRM should mange Post Pandemic impact on your organization.
ReplyDeleteThe Covid -19 pandemic has caused havoc on the global economy as we know it it has caused for the downfall of global giants & significant changes in our lifestyles, this statement is also true for the field on HRM however as you have stated in the article we should be able to adopt T overcome the challenges posted by the pandemic. Overall great article Amjad
ReplyDeletePost covid-19 pandemic it is the HR Team that has most responsible task in every organization. As this pandemic has brought about immense changes to our day to day personal and official activities. Thereby the HR team had to face lot of consequences.
ReplyDelete- Employee safety in terms of transportation, working hours, safety at working place.
- Formulate systematic transformation to adapt work from him concept. That included allocation of facilities to carryout duties as such.
- New policies in terms of Leave management during the pandemic
- HR Team had to identify ways to evaluate performance f work from home staff.
You have niclely explained the Role of HR in Covid-19 crisis.HRM should take the leadership to navigate in the vague present and unforeseeable future by managing people to cope with stress and to continue working remotely so that business will continue.
ReplyDelete