Current Organizational HR trends that will remain and could be adopted for efficient HR management post covid-19 are explained.
Recent studies suggest that 48% of employees will likely work remotely at least part of the time after COVID-19 versus 30% before the pandemic. As organizations shift to more remote work operations, HR leaders must explore the critical competencies employees will need to collaborate digitally, and be prepared to adjust employee experience strategies. They must also consider whether and how to shift performance goal-setting and employee evaluations for a remote context.
Expansion of Contingent-project based workers
Another trend is that organizations will continue to expand their use of contingent workers to maintain more flexibility in workforce management post-COVID-19, and will consider introducing other job models they have seen during the pandemic, such as talent sharing and fifty percent pay for fifty percent work.
More personal employment relationships
The employment relationship has been also affected by the covid-19 pandemic. It has pushed the bounds of how employers view the employee experience. Personal factors rather than external factors take precedence over what matters for organizations and employees alike. Most employers now play an expanded role in their employees’ financial, physical and mental well-being. Support granted include enhanced sick leave, financial assistance, adjusted hours of operation and child care provisions.
Employing such measures can be an effective way to promote physical health and improve the emotional well-being of employees.
Humanization of employees
While some organizations have recognized the humanitarian crisis of the pandemic and prioritized the well-being of employees as people over employees as workers, others have pushed employees to work in conditions that are high risk with little support — treating them as workers first and people second.
HR Managers must be deliberate in which approach to take and be mindful of the effects on employee experience, which will be long-lasting. Address inequities if remote and on-site employees have been treated differently. Engage task workers in team culture and create a culture of inclusiveness.
Flexi work roles
To build a more responsive organization, design roles and structures around outcomes to increase agility and flexibility and formalize how processes can flex. Also, provide employees with varied, adaptive and flexible roles so they acquire cross-functional knowledge and training.
Several new systems and patterns of work have emerged out of the covid-19 crises as a way of surviving through the pandemic, it is the responsibility of business leaders which ones are appropriate to maintain and which ones to do away with post covid-19.
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