5 ways the COVID-19 crisis will transform HR’s role

ARTICLE
https://www.hrmorning.com/articles/covid-will-transform-hr/
BY : Tim Mcelgunn

NAME : DEVENDRA PRAKASH PAWAR

ROLL NO : 92
HRM
FACULTY : DR. ARUNA DESHPANDE MA’AM
 Remote work will be a permanent feature for more organizations.

And that is a good thing, because in addition to workers moving to remote temporarily as we weather this crisis,
many will continue working remotely at least part of the time after businesses re-open their doors.
Luckily, for most employers, the technology and communications infrastructure needed for successful remote work
are available to employees. But HR needs to start now, collaborating closely with Finance, IT and other departments
to develop and implement new rules. Among the questions that need to be addressed:
•How will managers translate existing work rules, meeting schedules and communications strategies to the new
reality?
•Who will pay for remote workers’ connectivity and any required equipment, like printers, monitors, headset, etc.?
•How must job descriptions change to accommodate part- or full-time remote work?

And in the meantime, HR’s role in monitoring and maintaining morale becomes even more crucial.
It is a good idea to create a formal process for checking in with remote employees to ask how they are dealing with
the added stress during the crisis — and to keep on top of any issues after things return to a new normal.
 Nurturing culture gets more challenging in dispersed workplaces

Workers and business leaders tell researchers they believe a strong and well-defined organizational culture is critical to
long-term success.
It sets the organization’s identity, helps form its mission and gives employees at all levels a sense of identity and
purpose in their work. But culture is also vulnerable in times of crisis when decisions are being made on the fly and
financial survival takes priority over almost everything else. Unfortunately, culture is also impossible to automate —
there is no technology solution that can preserve and enhance organizational culture. engagement, constant
communication and demonstrated commitment to your culture by leadership are the only tools that will work.

It is hard to put culture at the top of HR’s priority list while you are putting out fires every day. But, if anything, culture
is even more important now and can hold your organization together over the long term.
 Talent acquisition and retention remains critical

With the dire economic impacts of the COVID-19 pandemic becoming clearer by the moment, companies and
whole industries are laying off workers and freezing hiring.
That may require greater reliance on contractors and temp workers in the early stages of the eventual recovery.
But companies’ reputations among the candidates you’ll need longer term will depend on how they are treated
during this crisis. That may mean hiring some employees back as 1099 contractors in the short term or helping
them sign on with temp agencies. Even in the midst of this uncertainty and turmoil, however, it’s a good idea to
keep your talent pipeline full and maintain contact with prospective rehires and new hires.
 Engaging a remote workforce

Keeping employees engaged, enthused and productive is one of HR’s most valuable roles and, often, one of your team’s
superpowers. And research makes it clear that employees who feel that their physical and emotional wellbeing is a real
priority for the organizations they work for are more engaged.
Two decades of Gallup research shows that highly engaged teams:
•produce substantially better outcomes
•treat customers better and attract new ones, and
•are more likely to remain with their organization than those who are less engaged.
Engaged employees are also healthier, Gallup reports, and less likely to experience burnout. You can show workers at
home you are committed to their wellbeing by adjusting benefits. And, with financial stress impacting almost every
employee, it is a good time to investigate options like daily pay, subsidized loans and free access to financial education
webinars.
Loyalty to your workers amid unprecedented stress and confusion will come back to you through their ongoing loyalty
and dedication to your mission.
 Accommodation and compliance

With the number of people working remotely exploding, employers face new policy issues and, potentially, very real
employment law concerns.
Potential compliance issues include:
•Permitted employer actions under the ADA, FMLA, Title VII and other federal and state statutes and regulations.
•The important ADA concepts of “disability-related inquiries,” “medical examinations,” “direct threat,” “undue hardship
and other similar terms.
•Leave policies and FMLA requirements.
•Acceptable teleworking arrangements to protect employees.
You’ll need to keep track of all the new requirements in new laws coming out of congress, including the Families First
Coronavirus Response Act that takes effect on or by April 2, 2020.
Taking effective action requires leaders to conduct advanced planning and make strategic management decisions, all of
which will rely heavily on the advice and insight only HR can provide.
Reference :

Article :
https://www.hrmorning.com/articles/covid-will-transform-hr/

Blog :
BY : Tim Mcelgunn
THANK YOU