Every time there is a disruption in the world of business there is a downstream impact on the human resource function which is a key enabler and partner in performance and navigating the disruption. Here are five ways in which HR function has needed to change focus since March 2020. Though things like digital transformation started well before that the pace of change did accelerate.
If you are not seeing any of the below changes at your workplace you will sooner or later come across the shifts.
Preparing the Org for remote and hybrid work: One of the most significant changes HR has implemented post-pandemic is the shift towards remote work. HR has had to adjust policies to accommodate remote work, including creating guidelines for remote work, providing equipment, tools, and resources, as well as developing strategies to manage remote teams. Over the next 2 years almost every organization will have some elements of hybrid work built in and HR will play a key role in managing and nurturing the transition.
Increased focus on employee wellness: The pandemic highlighted the importance of employee wellness, both physical and mental health and well-being. HR has taken on a more significant role in promoting employee well-being, providing resources such as counseling, wellness programs, and flexible work arrangements. Real success in leveraging this trend cannot happen unless managers and leaders champion this cause within organizations. Stretch hours of working in the online mode needs attention and organizations have to manage the expectations as employees return to work. The commute time saved was perhaps the icing on the cake for improved productivity but some of that will be lost as people get back to working offline as well as in hybrid environments.
Digital transformation: The pandemic accelerated the shift toward greater adoption of digital technology. HR has had to adapt to new technologies to facilitate remote work, hiring, onboarding, training, and development. This includes the use of video conferencing, digital learning platforms, and virtual recruitment tools.
Enhanced communication: With remote work becoming the norm, HR, and managers in partnership have had to focus on improving communication channels. This includes providing regular updates, setting clear expectations, and fostering a sense of community and connectedness among employees. Communication is needed to keep the organizational shared understanding going as well as dispel false information and grapevine that are fuelled by social media and the tools that stoke the fires when news spreads.
Focus on diversity and inclusion: The pandemic highlighted the inequities and injustices faced by marginalized groups and certain segments who could not really ready themselves for the online way of working be it for space, tools and knowledge. HR has had to focus on creating a more diverse and inclusive workplace, including reviewing hiring practices, promoting diversity training, and creating a culture of inclusivity.
Agile workforce planning: The pandemic brought unprecedented uncertainty, and HR has had to adjust workforce planning accordingly. This includes creating flexible staffing plans, preparing for different scenarios, and building a workforce that is resilient and adaptable to change.
As we evolve we will see more of AI penetration in the coming days and these will bring in further impact on the trends above. Keep watching for tectonic shifts on the people landscape in organizations.
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