What Needs to Change In HR Management In The “New Norm”
The new reality, whether we like it or not, we need to accept that we are now are in the “endemic” phase of Covid-19. This is going to severely impact our lives and the way we do business. This situation has now pushed the HR management role to the forefront where now HR needs to play a crucial role to support the organization to adapt to the unforeseen changes brought about by this pandemic. In this uncertain times good HR management is crucial for driving business sustainability and catalyzing changes in the workplace. HR and business leaders need to Rethink, Reimagine and Reassess how we are going to effectively manage our people resources to drive business growth and sustainability.
So, what needs to changing?The answer is, every aspect of HR Management needs to change where HR must now start collaborating closely with other functions or departments to revise, develop and implement HR policies and processes including standards, starting from recruitment, employment, training, managing performance and, managing employee behavior and conduct. For example, there has been a massive increase in employees working for home (WFH). Whilst there are studies that claims employees are more productive and produce better results under WFH arrangement but in reality, there are also massive challenges. Issues ranging from lateness, absenteeism and poor performance still exist among employee working from home. The biggest challenge is, managers are not equipped with the right tools i.e., standards and guidelines to effectively manage issues such employee behavior and conduct, performance including employee motivation. In the absence of well-defined policy and procedure, there will be a lot of ambiguity which leads to disputes. Where do we start? We start by asking these questions:
How current and relevant are your HR policies and procedures?
How are managers and employee’s going to translate the existing rules, HR policies and processes in the new reality? Case in point: Social Distancing and Working from Home.
How “bulletproof” are your HR policies and processes, should a dispute or claims arise?
Have you made full vaccination a mandatory requirement for your employees?
How comprehensive is your WFH policy? e.g. How will you monitor and enforce attendance?
Are the job descriptions updated and current?
Based on the answers to above question, we need to identify what are the HR processes and services that adds the most value to the organization in this endemic phase. Assess if the HR team possess the required knowledge and know how to carry-out the needed improvement. Develop a forward-thinking HR strategy that focuses on aligning, developing and continuously motivating your employees for achieving and sustaining the organizations competitive advantage. This is not a time to just only add or amend clauses in your employee handbook or HR practices, to adapt to the changes now. We need to look at long term, we need to invest some time and resources to ensure our HR polices and process can provide the organization the flexibility to adapt to changes that are taking place now and future.