Almost all of us were caught unprepared to tackle the impact of the COVID-19 global pandemic.
Employers and employees are all worried about health & safety, business continuity and revenue.
Given this and should there be business continuity even during the pandemic, it is necessary that we adjust to the new normal and find new ways of HR Management during the COVID-19 pandemic.
During the COVID-19 pandemic, all companies are affected by economic downturn and are budget-constrained to a varying degree.
Many companies are forced to consider a scenario of partial or significant job cuts to weather the storm. Because of this, HR will have many difficult decisions to make.
There will be restructuring, layoffs and many difficult human decisions ahead.
In addition to address the formal and legal issues on the impact of redundancy during this time of global uncertainty, the following are the genuine concerns of HR:
How do I determine who I can keep vs who I might have to let go?
How do I make an HR plan in the light of the pandemic effects in the company?
HR plan should be in place to ensure “critical roles” would be maintained.
Each business unit should be asked to identify critical roles.
HR can organize roles by category:
essential, jobs that can be done on “work from home”, temporary suspension, extended suspension (roles that could be suspended without undue harm to the business), redundancy and lay-offs.
We have to plan for possible things that might go wrong as part of our everyday life. In doing this plan, we have to make sure that our programs, designs and people are “designed for resiliency.”
How can I address fears in my workplace?
How can I protect the well-being of employees?
HR understands the priority that human health and safety issues are #1.
We need to talk with our employees about planned changes, address their fears, protection of their well-being and seek their inputs.
Additionally, we have to collaborate with employees to effectively communicate and implement important health and safety policies and protocols by preventing and reducing transmission among employees and maintaining healthy business operations.
What are the training programs to manage changes on the use of on-line resources, work from home, Artificial Intelligence (AI), data driven technologies, digitization, etc.?
What are the physical and mental wellness programs to be implemented?
Going digital is now imperative and urgent, and that means HR need to develop and train employees on new digital tools, norms, culture, and behaviors while at the same time, we also need to put more programs focusing on the overall physical wellness and mental health of our employees to cope with the crisis.
In view of the above-mentioned functions and in this particular global crisis, HR are the heroes of most companies.
May I invite you to this topic in a webinar on June 6, 2020 at 2 P.M.
*Dr. Flor M. Glinoga is an Internationally Recognized Management and HRD Consultant. With a B.S. in Psychology, M.A., and Ph.D. in Clinical Psychology and Masters in Development Management, with a certificate course of Project Management at Wharton School of Economics, University of Pennsylvania, USA, Flor has a wealth of knowledge about individual, group, and organizational behavior. She is a Project Management Practitioner (PMP) and a Master Black Belt (MBB). She is the Consultant of Integrated Financial Management Systems (IFMS) of the Bangko Sentral ng Pilipinas (BSP) and the Consultant of Aboitiz Equity Ventures (AEV – holding company of Aboitiz group of companies) on Integrated Security Management Systems (ISMS). She is currently a Faculty in the graduate studies of Master of Science in Organizational Development of the University of Asia and the Pacific (UA&P) and MBA in People Management of Lyceum of the Philippines University.
To learn more, message or text 0945.8847738 or 0961.2887618.