16 Sep Partner or Police: HR In Your Business
Last year, many businesses were in a scramble for talent amid a historically low unemployment rate. However, times have changed and priorities are shifting.
Now businesses are looking not only at redundancies, but the possibility of permanent closure. With many people working from their dining room table, support services for employees have been transformed into a scramble to deal with communication issues and work-life balance.
Coronavirus has been a test for even the most experienced HR teams.
But many have adapted. They’ve been at the forefront of managing change in what has been a very challenging time.
COVID-19 forced businesses to rapidly change several policies and strategies, raising crucial people management concerns. Thousands of companies had to create a Work from Home policy overnight, abandon their talent acquisition strategy and champion employee’s well-being in a totally different way.
During a recent webinar, Sharon Jones, Group Head of Talent and HR at GRCI Group explained that “HR can be stereotyped negatively but, hopefully now, businesses realise that HR can be at the core of change in business”.
But HR is the department best placed to enact these changes, despite their sometimes-dour reputation. “It’s not just about HR bringing people in and taking them out of the door, they’re very much in touch with people’s views, with managers. Make the most of that. Use (HR) to make informed decisions and deliver decisions and change effectively” added Jones.
In the same webinar, Helen Ginman, Director at Unique and Inclusive Wellbeing, added that “I hope the current situation changes the stereotype of HR. Not only from a senior executive position but an employee perspective [..] I hope HR departments can be seen for the great value they can bring to the business”.
Ultimately, it is what HR does next, that will shape businesses. 87% of people have reported that working from home has had a positive impact on how they view work. HR leaders will need to decide what to do with that information.
Leaders need to heed feedback from employees. COVID-29 exposed weaknesses that many had realised were there. This post-lockdown period is an opportunity to enact meaningful change.